From Coaching to Retention

On October 31, 2007 in Shanghai, I will be presenting a one-day workshop: From Coaching to Retention for Global Talent Development Center. See coaching in action, add coaching skills to your management repertoire in the workplace, and explore you can enhance retention through coaching. The day will conclude with a small panel discussing how coaching has worked for them.


Price and Payment:

Early-Bird Price: RMB 3,500 available through Oct 19, 2007
Regular Price: RMB 3,800 effective on and after Oct 19, 2007
(Course fees including lunch and materials)

How do I register?

Email Registration form to info@gtdedu.com or Tel: 021-52199558 Mr.Li ;Ms.Wang

Registration Form:

Course Name: From Coaching to Retention
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COMPANY:
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The GTDC difference – The right courses, led by the right business executives, bringing you the right results.

Additional information available through:
Global Talent Development Center
Office: +86 (0)21 64726778
Fax: +86 (0)21 5219 9558

Retaining Young Talent

If you have time, listen to an HBR interview of Chris Resto, co-author of the book, Recruit or Die: How Any Business Can Beat the Big Guys in the War for Young Talent. Whether managing young talent or considering how to retain in a challenging market like China, this book (and podcast) give some great recommendations.

Meaningful Work: One key to retention is to have people feel that from the first day of work, they are engaged in meaningful work. What is meaningful work? Work that is clearly aligned with the mission of the company. They need to know how and why their contributions contribute to the company. The manager has the foremost role in this education, yet it gains the most power when reinforced by as many people and as many systems as possible in the organization.

Mentors: This book recommends that most people, particularly newer in the workforce, want to feel nurtured. The manager needs to step out of a management role and engage with the employee as a mentor. Equally as strong is appointing a senior leader to engage as a mentor with each new employee. It's this leader's role to help the employee look at where they are going next? While the manager coaches, manages and mentors for today, the senior leader helps the employee look beyond to tomorrow. Nurtured and supported for the future.

Network: Encourage and support your new employees in meeting people broadly throughout the organization. The employee builds social ties, and deepens their understanding of how the people and structures interrelate in the organization.

Develop: What have you done for me today? The employee of today is looking for constant development. The manager and organization that provide the employee with opportunities to strengthen their skills and resume on a frequent basis will win in the war for talent. Resto recommends having discussions with employees that highlight how the work they have done and are doing is strengthening their careers and resume. If you, the manager can't see it, the employee certainly won't.

Do I feel motivated by my work? Am I supported by my manager and the senior leadership? Am I part of a team? Is my career being advanced? If the new talent in your organization can answer "yes" to all of these questions, you are well on your way to tackling the retention problems.