Several years ago, I saw Bruce Springsteen in concert. (Remember those?)
It was over three hours long and by the time we were done, I remember turning to my friend and saying, “Now THAT was a concert.”
Then, a few years back, we were in New York for the weekend (remember weekends away?) and Bette
There’s just a few weeks to go (absent an extension) for employers to get their employees trained on sexual harassment prevention. October 1, 2020 will be here before you know it.
I’ve talked about it in prior posts so there should be no surprise.
And yet, with the pandemic, it’s easy to see how this
Updated April 23, 2020 to reflect new EEOC guidance.
It seems clear now that we are far from the end to this pandemic. But, just as clearly, we are now reaching the end of the beginning of this pandemic.
We’ve been staying at home for several weeks and some other states are already considering loosening
So, in my post last week, I noted that one of the speakers at a recent panel I was on had suggested using a PEO for startups.
And for some businesses, it may be worth the cost.
But the truth, of course, is that for many employers, PEOs aren’t the best choice. They may
Last night, I had the opportunity (again) to sit on a panel discussion sponsored by the Accelerator for Biosciences in Connecticut (ABCT) to talk about operational challenges for new companies and the issues associated with hiring.
ABCT is one of those success stories in Connecticut that should get more press than it does. It’s
As I noted last week, I’l be talking at CBIA’s Employment Law Conference on the topic of “Artificial Intelligence & Analytics for HR: Recruiting, Retention & Engagement” next month.
Joining me on the panel is Doug Smith, the SVP Client Delivery at Tallan, which has offices in the Greater Hartford area. I thought it might
In just a few weeks, I’ll be speaking at the CBIA’s Employment Law Conference on the topic of “Artificial Intelligence & Analytics for HR: Recruiting, Retention & Engagement”.
As I was speaking to the moderator about potential subjects of our discussion, we were arguing over whether AI is something for the future or something
Continuing my never-ending series of short interviews with interesting people related to the employment law space, I recently sat down for breakfast with Eileen Springer, the CEO of Central Park Executive Coaching. After 25+ years in Human Resources, Eileen is now coaching C-suite executives and senior leaders in corporations and services firms, as well as early-in-career associates. Her Coaching assignments include on-boarding coaching, transition coaching, performance coaching and leadership coaching.
Eileen was most recently the Senior Vice President of Talent Acquisition and Development at Compass Group, NA; the sixth largest employer in the world. And prior to that, she worked for Pitney Bowes and Citibank, where she held a variety of roles as Vice President of Human Resources. She knows the business-world inside and out and I hope you enjoy reading the interview as much as I enjoyed the conversation. My sincere thanks to Eileen for her time and wisdom.
1. So Eileen – what IS Executive Coaching nowadays?
Simply stated, executive coaching is coaching people to arrive at their own solutions so that they are committed to the outcome. Executive coaches are contracted as needed to facilitate the success of employees who are preparing for their next role, who are part of a high-potential development program, who require performance coaching or need support as part of their on-boarding to a new role. The needs vary, but it is most commonly an investment reserved for highly valued talent.
In my practice, I am seeing an increase in small to mid-size companies who partner with me to coach their newly promoted managers, who are managing people for the first time. With the scarcity of talent in the workforce these days, high-growth companies cannot afford to wait to promote the best talent. They are promoting the best talent to management quickly, and providing the support of a coach to ensure success with their leadership development.
2. I realize companies may find utility in an executive coach. What about individuals? What are situations when an individual ought to consider one?
Career and executive coaching are becoming much more prevalent as an individual investment. Professionals are turning to coaching in higher and higher numbers. Career advancement often requires having a plan, especially at the more senior levels. Often a professional will face a pivotal moment in their career when they realize that what they did to get to where they are, is not what is required to get to the next level. It’s at that juncture when I typically receive a call.
Executives are operating in an increasingly complex environment, where they may rely heavily on experts in finance, legal, marketing, technology, etc., and need to balance many priorities in short periods of time. Managing teams, boards, meeting deadlines and staying competitive can lead to stress and feelings of loss of control. Pressures of corporate life, regardless of level, can impact people differently. Some professionals thrive in fast-pace challenging environments, while others find it unsatisfying. These are examples of when individuals look for executive coaches – they may want to reach important goals and advance, or they may want less stress and better balance. Whatever the reason, when individuals are motivated to work toward change, they find support and a thought partner with a coach who is focused on their individual agenda.Continue Reading Five Questions With … Central Park Executive Coaching CEO Eileen Springer
A while back, I had a good discussion with a colleague on a topic with no real firm answers.
No, it wasn’t on whether the Yankees are better franchise than the Red Sox. The answer to that is unequivocally yes. (Sorry, Sox fans.)
Rather: When is a employee-related issue a legal one? Or alternatively, when
Last night I had the opportunity to speak to the Colonial Total Rewards Association on the topic of Data Privacy and HR. I titled the presentation “Is Your HR Data Going Rogue” and really focused on the role that Human Resources professionals should play in ensuring that company data is secured.
For those who have