Emerging Leader Leadership Series

July 22, 2016

“A Legacy of Leadership Starts Now!”

Downoad the PDF for all the details.

meeting

Photo credit: phatcontroller via Visualhunt.com / CC BY-NC

The series is schedule once per month from September 2016 through March 2017.

PROGRAM OVERVIEW

  • Emerging leaders embrace the “now” as a foundation of legacy leadership.
  • Participants will engage in an interactive cohort group focused on developing and sustaining a legacy leadership approach.
  • Program integrates a robust assessment process that includes strength based leadership, emotional intelligence and values clarification.
  • A straight talk approach will propel the participant in the workplace, the community and beyond.

WHO SHOULD ATTEND?

  • Organizations who would like to engage their emerging leaders
  • Most importantly, emerging leaders who want to accelerate their leadership legacy

FACILITATORS

Barbara A. F. Greene, Founder & CEO of Greene Associates, Inc., A CPI Firm

Samuel G. Caballero, President—ATD San Antonio Chapter

REGISTER for the series by August 19, 2016.

DOWNLOAD THE APPLICATION. Instructions are included.

 

 

FREE College to Career Webinar

April 14, 2016

College to Career Webinar — Registration Now Open!

Our team has been contacted weekly about situations where there is an internship, summer job, or post-grad employment needed; so we decided to take the plunge and host a webinar for college students who want internships this summer as well as May 2016 graduates.

Yes, there is a sense of urgency. Yes, it is free! This is another thing we are doing to celebrate 20 years in business.

College to Career: Crack the Hidden Job Market – Beyond the Internet

Monday, April 25th from 12:00 – 1:00 PM
Register HERE Now

OR

Monday, April 25th from 4:00 – 5:00 PM
Register HERE Now

You must register in advance to attend. If you have any questions please contact Kayla Almanza.

Sponsoring: Learning and Performance Summit

August 1, 2015

We’re pleased to sponsor LEAPS, Learning and Performance Summit, “Pathway to Success,” a great educational opportunity presented by the Association of Talent Development (ATD) San Antonio Chapter. LEAPS will be held on September 18, 2015, and Human Resource Professionals may earn up to 6 credits for recertification through HRCI.

To learn more, visit the ATDSA website.

Presentations that HELP Your BUSINESS

March 2, 2015

Succession Planning Matters!

Sponsored by the San Antonio Area Foundation. Barbara A. F. Greene is one of the Executive Coaches to work with a group of 15 CEO/Executive Directors for area nonprofit organizations. The program Succession Planning Matters! is designed to help organizations strengthen their ability to work succession into organizational planning.

When: March-September 2015
Where: San Antonio Area Foundation 303 Pearl Pkwy, San Antonio, Texas 78215
Register: To apply for this opportunity click HERE. Deadline is March 2nd.

Additional information about the program can also be found HERE.

Organizational Momentum through Career Development Initiatives

Sponsored by Association for Talent Development (ATD). Barbara will present a high level program combining her in-depth experience in career development, formal learning and the school of hard knocks.

When: March 19, 2015 from 11 a.m. to 1:30 p.m.
Where: Hilton San Antonio Airport, 611 NW Loop 410 San Antonio, Texas 78216
Register: http://www.saastd.org/event-1860114

Succession Planning Matters—Barbara A. F. Greene serves as Executive Coach

January 31, 2015

San Antonio Area Foundation presents “Succession Planning Matters” — a cohort limited to 15 senior executive directors who will meet in a combination of training and coaching opportunities to learn how to weave succession into organizational planning.

Download more information: Succession Planning Matters – Overview – Final

Deadline for registration is March 2, 2015.

Webinar: Generation Z—Understanding the Next Generation of Worker

October 21, 2014

Free one-hour webinar: Generation Z—Understanding the Next Generation of Worker

DATE: Thursday, November 6, 2014
TIME: 2:00 pm EST / 1:00 pm CST / 12:00 pm MST / 11:00 am PST

Gen Z represents 23 million Americans born between 1994 and 2010. Having grown up post 9/11, in the wake of the great recession, and always connected online, Generation Z is an emerging group that your entire company needs to understand. Now entering the workforce, Gen Z has different expectations, behaviors and needs from employers.

Join us on November 6, 2014, for a complimentary webinar as Dan Schawbel, best selling author and Managing Partner of Millennial Branding, a Gen Y research and consulting firm, shares the results and insights from his global research on Generation Z, the next generation of worker!

Career Partners International is pleased to provide this complimentary one-hour webinar to our clients and guests around the world.

Register for the webinar.

A Strategic Approach to Executive Onboarding

July 29, 2014

Half of newly hired executives quit or are fired within the first three years. Almost as many who change jobs or are promoted (40%) fail within the first 18 months. With such alarming numbers and the high costs of executive recruitment, why do more organizations not have a formal executive onboarding approach to assimilate executives for success?

To provide insight into the importance and impact of a strategic onboarding approach, Career Partners International, one of the largest talent management solution providers in the world, hosted a webinar entitled “Ex-celerating Success: The Power of Executive Onboarding.” The panel moderator, Barbara A.F. Greene, summarizes and discusses the concepts introduced during the webinar.

Read more on this important topic here.

Download the PDF:

PDF icon

Ex-celerating Success – The Power of Executive Onboarding

July 28, 2014

On June 12, 2014 over 500 global registrants joined Career Partners International for a complimentary webinar with a distinguished panel sharing the importance and impact of a strategic onboarding approach. Career Partners International is pleased to provide this complimentary one-hour webinar to our clients and guests around the world. 

View and/or download the webinar: Ex-celerating Success—The Power of Executive Onboarding.

View the white paper authored by Barbara A.F. Greene: Ex-celerating Success—The Power of Executive Onboarding

Download a PDF of the white paper: GreeneandAssoc_CPI_June 12 2014_ExecutiveOnboardingWebinar_1

Webinar: Ex-celerating Success

May 13, 2014

Greene and Associates, Inc. and Career Partners International Invitation

Ex-celerating Success

The Power of Executive Onboarding

Thursday, June 12th, 2:00 p.m. EDT/1:00 p.m. CDT/12:00 p.m. MDT/11:00 a.m. PDT

Register now!

What are the high-costs of leaving your executive onboarding to chance?

Research shows that 50% of newly hired executives quit or are fired within their first three years, and 40% of executives who change jobs or are promoted fail within the first 18 months. With the cost of such turnover estimated at 40 times base salary for those at $100k to $250k, why have only 37% of organizations invested in a formal onboarding program? Whether an external or internal hire, onboarding or cross-boarding, assimilating leaders in their new roles increases performance and accelerates success for both the individual and the organization!

Join us on June 12, 2014, for a complimentary webinar as our distinguished panel shares the importance and impact of a strategic onboarding approach! Career Partners International is pleased to provide this complimentary one-hour webinar to our clients and guests around the world.

PANELISTS:

  • Brian Clapp, Career Partners International, Philadelphia, PA, CCI Consulting
  • Joan Caruso, Career Partners International, New York, NY, The Ayers Group
  • Jennifer Dwyer, Leadership Development Manager, BASF Corporation

Download the PDF

Developing Team Members Using a Coach Approach

April 16, 2014

by Barbara A.F. Greene

Are you a coach or an old fashion boss? 

This is a question that all leaders should be asking themselves.

In his book, Coaching for Leadership, Dr. Marshall Goldsmith, who was recently recognized as the #1 leadership thinker in the world by the Harvard Business Review, explains the distinction between being a coach and being a boss. It gives us pause as leaders to consider what our approach is and the impact it has on the people we lead. Take a look at the distinctions suggested from the book. What do you think?

Boss

Coach

1. Push, drive people 1. Lift and support people
2. Talk at people, tell, direct, lecture 2. Engage people in dialogue
3. Know the answers 3. Seek answers
4. Trigger insecurity through administering a healthy dose of fear as an effective way to achieve compliance 4. Use purpose to inspire commitment and stimulate creativity
5. Control others through the decisions they make 5. Facilitate others to make and implement their own decisions
6. Point out errors 6. Celebrate learning
7. Delegate responsibility 7. Model accountability
8. Create structure and procedures for people to follow 8. Create a vision and promote flexibility through values as guidelines for behavior
9. Believe in doing things right 9. Believe in doing the right things
10. Believe that their power lies in their knowledge 10. Believe that their power lies in their vulnerability
11. Focus on bottom line 11. Focus on the process that creates the bottom line result

For some people using a coach approach comes naturally, while others must focus on learning and applying the coach approach skills. How does a person learn these skills without derailing their careers or the careers of others?

In order to use a coach approach, a person must first be willing to learn new ways of leading to experience the positive impact it has on themselves, their team and their organization.

I encourage leaders who want to develop their coach approach to do the following:

  • Find a mentor who exemplifies the coach approach and learn from them: follow them in meetings, follow them down the hall and listen to their conversations, and ask them questions
  • Determine the skills that are needed such as active listening and feedback
  • Participate in a formal coaching program either 1:1 or a small group environment
  • Serve on a board of directors of a charitable organization where you must use a coach approach to influence volunteers to show up, be committed, engage accountability and make a difference without  any monetary compensation tied to results

What will you do to develop your coach approach?

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