The Art of Leadership Defense -- Verbal and Documented Disciplinary Interventions
REPEATED FROM MONDAY AT 3:00pm
The path of least resistance is avoidance, and many managers shy away from potentially confrontational discussions with or disciplinary actions for their employees. Further, they tend to engage in grade inflation during annual performance reviews and avoid formal corrective action for fear of angering or demotivating their staffers--or possibly to be the 'good guy' who turns a blind eye to both performance and conduct challenges. But it doesn't have to be that way.
Learning Objectives:
- Constructive conversations that demand greater accountability and employee awareness, both in terms of performance and conduct.
- Formal progressive disciplinary documentation techniques to reset expectations and accord due process.
- Structuring terminations and/or layoffs based on the written record at hand.
In-person session offerings are on a first-come, first-served basis.
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Paul Falcone
Paul Falcone (PaulFalconeHR.com) is principal of Paul Falcone Workplace Leadership Consulting, LLC, specializing in management & leadership training, executive coaching, international keynote speaking, and HR advisory services. He is the former CHRO of Nickelodeon Animation and has held senior-level HR positions with Paramount Pictures, Time Warner, and City of Hope. He has extensive experience in entertainment, healthcare/biotech, and financial services, including in international, nonprofit, and union environments.
Paul is a long-term columnist for SHRM, a certified executive coach, a board member of the American Management Association, and a bestselling author of 17 books published by HarperCollins Leadership, the American Management Association, and SHRM.