Ways to Develop Your Organization with Succession Planning

Approaches to Develop Your Organization with Succession Planning Approaches to Develop Your Organization with Succession Planning Approaches to Develop Your Organization with Succession Planning May 12, 2011 Your association must develop and change so as to endure; the administration you have today won't be the authority of things to come. What steps have you taken to advance the proceeded with development and development of your association? By what method will your association bolster the advancement of hierarchical progression arranging and maintenance of key workers? Learn approaches to plan and enhance your administration groups. This online course will control you through the procedure of how to set up your association for progression arranging through the accompanying advances: Structuring a pattern authoritative strategic, and qualities proclamations. Surveying key official potential, ability holes and maintenance procedure. Key procedures to survey future changes in position obligations, new market developments and ranges of abilities. might want to say thanks to Todd Hohauser for introducing this online course. Introduced by: Todd Hohauser Leader of Harvey Hohauser Associates Todd Hohauser is the leader of Hohauser and Associates a member of the eighth biggest held official pursuit bunches on the planet, IIC Partners. He likewise serves on the Board of Directors for IIC Global Partners and has gone through seven years of administration in the conduct sciences field. A recognized master in the appraisal, ID and situation of pioneers, Todd works for the most part with privately-owned companies and is a pro in the coordination and enrollment of uncommon official ability in the accompanying zones: tasks, data innovation, designing, money related administration, retail, human services and assembling. He got a B.S. from Western Michigan University and a M.S.M. from Walsh College where he was the beneficiary of the Outstanding Alum of the Decade. He is likewise the Board Chairman; Epilepsy Foundation of Michigan (epilepsymichigan.org/). Online course Transcript: Ways to Develop Your Organization with Succession Planning Good evening, everybody. Im Randi Alterman. Im Marketing Director here with Monster, and Id like to thank you for going along with us today for this elite online class supported by Intelligence. Today would talk about approaches to build up your association with progression arranging. In this Intelligence online course, were joined by Todd Hohauser, President of Harvey Hohauser Associates. This online course will monitor you through the procedure of how to set up your association for progression arranging. Before we begin, I do have only a couple of housekeeping things. This online class is being recorded, and a duplicate of todays recording will be posted on hiring.monster.com inside a few days. Simply click on the Resources tab, and go to HR Events. All members will get an email with the immediate connect to todays materials. Knowledge gives understanding to help HR experts improve their enrolling achievement, quicken laborer execution, and hold top ability. We dissect and gather information from more than 4,000,000 interesting pursuits of employment that are played out every single day on Monster. We welcome you to visit hiring.monster.com, and read a portion of our other top to bottom reports and examination, all situated under the Resources tab. There will be time after the introduction for certain inquiries and our gathering supervisor will help encourage the QA. It would be ideal if you feel free, whenever during the online class to type your inquiry in the accessible space during the occasion, and well attempt to remember it for the QA meeting. Also, if youre getting your sound through the telephone, you are set on quiet until the QA meeting starts. Id like to now present our speaker. Todd Hohauser is President of Hohauser and Associates, an offshoot of the eighth-biggest held official pursuit bunches on the planet IIC accomplices. He likewise serves on the top managerial staff for IIC worldwide accomplices and has gone through seven years of administration in the social sciences field. A recognized master in the appraisal, distinguishing proof, and position of pioneers. Todd runs a large portion of his privately-run companies, and is a master in the coordination and enlistment of extraordinary official ability in the far wing territories: activity, data innovation, designing, monetary administration, retail, medicinal services, and assembling. Hes got a BS from National Michigan University, and MSM from Walsh College where he was the beneficiary of The extraordinary [?] of the decade. Hes likewise the board director of Epileptic Foundation of Michigan. Im now going to turn the online course over to you. Alright, amazing. Much thanks Randy and welcome to everybody. Im calling you from excellent, Troy in Michigan, which is a suburb of Detroit. Also, we really got our snow liquefied here in May, which is decent. Im conversing with you today about building up your association with progression arranging, and what happens a great deal in associations. We are a held official pursuit firm that have been around for a long time. We have somewhat of a privately-run company ourselves, in that my dad began the business 25 years prior. I joined 12 years back. Accordingly, a ton of the quest work we do are for medium and huge size privately-run companies that need key pioneers. This can be CEOs, CFOs, VPs, and so on. A ton of these issues that have to do with privately-owned companies are progression arranging issues, there are hole issues, and so forth. What's more, theres a great deal of pieces that fall into this riddle in light of the fact that these privately-run companies are getting bigger and bigger. Were seeing them becoming here at our neighborhood advertise, yet universally. A great deal of times we discover privately-run companies somewhat not quite the same as the traded on an open market o rganizations that might be seeing things quarter-to-quarter. Privately-owned companies will in general gander at things more along the lines of age to-age. All in all, this prompts increasingly longitudinal arranging and the idea, If they take a gander at their supervisory crews whats going to come straightaway? Also, how the association is going to proceed. At the point when you take a gander at the term progression arranging, you must be cautious since you will run over a variety of features. In the event that you are someone who is in the bookkeeping and money world, youre truly going to be agonizing over duty issues and the progress of monetary issues inside the family and possession, and so on. In the event that you tuned in for that, Im sorry. That is not what we were discussing today. In the event that you originate from the lawful foundation, youre going to be exceptionally worried about various state laws that might be owing to progression arranging. What's more, if that is the thing that you tuned in for now, Im apprehensive that is not it either. What we were going to speak today about is progression arranging and arranging the association as you develop and keep on creating in this consistently evolving world. With that, Im going to make a plunge here. Our procedure is a comprehensive procedure in nature. At whatever point we address an association, were truly tending to the association through three stages. The principal stage is understanding the way of life. The subsequent stage is understanding the applicants. What's more, the third stage is making the match. The procedure itself prompts achievement. You truly need to focus on the procedure, and I attempt to unplug a portion of those things from our procedure so as to help you parents that are tuning in. So here we by and large beginning, in the event that I can move along here in the introduction, is this comprehensive methodology. There are different approaches to move toward progression arranging, most definitely, and nobody way is the correct way. Various associations are driven in various issues. One individual that can be effective in one business, could possibly be fruitful with another. This is the main visual cue that has to d o with all encompassing, versus bureaucratic, versus libertarian. Truly investigating the kind of association condition you have, you must have a comprehension of that, before you can even truly jump into this point. Its extremely difficult to make sense of your future on the off chance that you dont comprehend your present reality. In this way, at times you need to truly investigate the advantages and disadvantages of your association so as to make sense of who is going to fit in as you proceed to develop and change. As I stated, each association is extraordinary and one of a kind. Furthermore, all things considered, you take a gander at our subsequent visual cue that has to do with crucial qualities. There are heaps of strategic qualities I think that is out there. I think the incongruity is, in the event that you converse with numerous individuals who work for various organizations and ask them, What are your corporate crucial qualities? you truly would be in the minority on the off chance that you could cite them. In this way, we generally prompt our customers that when you are planning these things, they are proclamations that truly coordinate how the association feels. Furthermore, theres a variety of approaches to build up these announcements. Theres tons upon tons expounded on these things. With our own association, on the off chance that you visit hohauser.com, youll see our main goal vision and qualities, which we had an outside facilitator come in light of the fact that occasionally you simply cant see the backwoods from the trees, and you need another person to lead you through the procedure. One of the hunts that we as of late finished is for a family-claimed business here in Saginaw, Michigan. This is a $200 million third-age business that makes roofing materials that are dispersed all through the United States. We were helping them to discover a CEO, and theyve never truly had an outer CEO. Along these lines, the past CEO was the author of the business, and as you can envision theres a great deal of sentiments and feelings tied up with the flight of that person. Sadly, he passed on in the late 90s. In this way, we truly took a gander at what they needed to discover in a CEO, and had an arrangement with values. Im simply going to peruse off certain things to you that this organization set up. These are eight distinct zones that were significant for them for their approaching CEO. In their effective competitors, the

Bitter Employees Stay Bitter for a Reason - Workology

Bitter Employees Stay Bitter for a Reason - Workology Bitter Employees Stay Bitter for a Reason Last week Pajiba published a (possibly fake) open letter to the CEO of Warner Bros Studios, Kevin Tsujihara. The letter excoriates Tsujihara and other WB execs for being careless with studio money, making bad project and talent management decisions and just generally being screw ups. Bitter Employees Stay Bitter for a Reason Now, although Warner Brothers hasnt had the kind of year that Disney has, its not exactly posting record losses. But what it has been doing lately is releasing films that have disappointed critics and large segments of their intended audience; at the same time theyve been laying off studio personnel and reducing contract staff. The letter details all the ways that WB films have been a disappointment, which I wont get into since its irrelevant here, but thats not where the rage comes from. Sure the recently released and critically panned film Suicide Squad may be the reason behind its publication, but its really not the reason the writer is angry. What it really comes down to is an ex-employee feeling wronged: See, I am a former Warner Bros employee. I have so much respect for your studio. I love every square inch of that magical backlot, from Stars Hollow to the fitness center I always meant to use. The people I worked with during my time with your company are now close friends. On my last day, I hugged them and I told them I loved them. I was also there in 2014, when you made the decision to lay off 10 percent of your workforce. It was a terrible year. Let me catch you up: Every morning I woke up with a pit in my stomach, because I assumed that would be the day I lost my job. Every day I saw someone packing up their desk, or carrying a box to their car. I can not describe to you the relief I felt when my department was told we were safe, or the guilt I felt afterwards walking through the halls of my office with that relief. The letter goes on to talk about the tone of a memo Tsujihara sent out to WB employees informing them of layoffs. That it focuses on tone is key because sometimes its tone, more than your words, that resonates for employees and sticks with them. Strike the wrong tone and they might doubt your sincerity or look for secret motivations; they wont hear your logical reasoning but instead only hear the feelings you are conveying.  This bitter ex-employee thinks or perhaps knows that the higher ups didnt care about them, and two years later, has decided to share those ill feelings with the world. Bitter Employees Write Bitter Reviews This kind of after-the-fact blowback is hardly uncommon, especially now that employer review sites are so common and so popular. And its not just Glassdoor anymore there are dozens of specialized review sites where candidates can check out prospective employers and where ex-employees can vent their spleens. Though  Im sure the proliferation of review sites has some organizations nervous, it isnt a bad thing. Transparency in business, HR and recruiting, is good especially when it keeps us honest and equitable. The other night I was having drinks with a developer friend and we started checking out Glassdoor reviews, looking for what might be his next big gig. One of the companies we looked up was Comixology, a digital comics store and reading service. The reviews are not inspiring and a couple of them stuck with me. Under Pros, one reviewer wrote There were free bagels on Wednesdays but even that was used as a guilt tactic by management [sic]. Another reviewer wrote that The company drifts like an aimless ship making sudden jerky movements this way and that as the leadership team reactively finds something new to focus on and reliably changes course before anything constructive can be created. Some top level positions are filled not based on merit, but on cronyism and nepotism of the highest order. Many a passionate employee has joined the team only to be crushed under the relentless  myopia the companys decision making suffers from.   and went on to complain about cronyism, emotional decision-making and the utter disinterest in employees work-life balance. Although these arent exactly atypical for bad reviews of tech companies, that bagel comment really stuck with me. What should have been a nice gesture from employer to employee was read as and perhaps truly was intended as an attempt to emotionally manipulate higher performance out of already stressed employees.  Was the tone of the gesture off? Had the company culture soured so much that free bagels seemed more insulting than friendly? Its hard to tell from the outside but something went wrong, here, enough so that employees have taken time out of their day to complain about it. You know the axiom, right? A satisfied customer tells 1 person  about her experience. An angry customer tells 100. Bitter employees and ex-employees will write bitter reviews about your organization and they will keep sharing those reviews, informally, in conversation for years to come. Its not just that one Glassdoor review you have to worry about. Its every time your ex-employee talks about her terrible experience at your organization. Offboarding Matters Get that Exit Interview and Transition Right Severances, whether the employee quit, retired, was laid off or fired, are like breakups, and they have a profound effect on the employee, the employees colleagues and the company as a whole. Think back to that Warner Bros open letter. The thing that really stuck in the writers craw was not all those debatably bad movies, or the quality of the marketing campaign for them (although, yes, employees do get frustrated if they dont feel they can believe in the product), but rather than seemingly careless memo. One memo about layoffs that didnt even touch him. Every communication between manager and employee matters; every phone call, memo or text contributes to the good or bad relationship you develop. If an employee is angry, frustrated or disappointed enough she will complain about your organization for years to come trust me, from time to time I still grumble  about a job I held 10 years ago!  Not only was that particular working experience bad, but the exit interview left me feeling gutted, as though all my hard work had meant nothing. Even if I was the worst employee that organization ever had (and for the record, I wasnt), I shouldnt have walked out the door feeling like the gum under my managers shoe. Similarly, Ive known friends to complain about poorly managed offboarding for years after theyve moved on to something better. Late last checks, misfiled or lost paperwork, last minute demands and even, in one case, a manger who didnt even say goodbye. Offboarding is the  last major impression you will make on an employee and it is one that will last. Whether its memos at Warner Bros or bagels at Comixology, these anecdotes serve to remind us that when it comes to manager-employee relationships, the little things matter. A lot. Its no easy thing to improve a bad relationship or detoxify a company culture gone bad, but attending to the little things goes a long way to make those tasks easier.

Uber What Insurance Do Ride Share Drivers Need

Uber What Insurance Do Ride Share Drivers Need In 2014, Uber and Lyft turned out extended obligation protection for a quickly developing armada of autonomous drivers. For riders, the suggestion was clear: in case you're harmed during an excursion with a ride hailing administration, the harms will be concealed â€" to $1 million. In case you're a non military personnel driver who has crashed into a Uber or Lyft, you'll explore the cases procedure as you ordinarily would. In any case, in case you're a ride share driver, things aren't so basic. The two organizations' impact protection accompanies a lofty deductible and doesn't cover each circumstance. More regrettable, if your own back up plan learns you work for a vehicle hailing application, they can drop you from your arrangement. Befuddled? You're not alone. In case you're a ride share driver, or considering getting one, this is what you have to think about protection. Video Player is loading.Play VideoPlayMuteCurrent Time 0:00/Duration 0:00Loaded: 0%Stream Type LIVESeek to live, presently playing liveLIVERemaining Time -0:00 Playback Rate1xChaptersChaptersDescriptionsdescriptions off, selectedCaptionscaptions and captions off, selectedAudio TrackFullscreenThis is a modular window.Beginning of exchange window. Departure will drop and close the window.TextColorWhiteBlackRedGreenBlueYellowMagentaCyanTransparencyOpaqueSemi-TransparentBackgroundColorBlackWhiteRedGreenBlueYellowMagentaCyanTransparencyOpaqueSemi-TransparentTransparentWindowColorBlackWhiteRedGreenBlueYellowMagentaCyanTransparencyTransparentSemi-TransparentOpaqueFont Size50%75%100%125%150%175%200%300%400%Text Edge StyleNoneRaisedDepressedUniformDropshadowFont FamilyProportional Sans-SerifMonospace Sans-SerifProportional SerifMonospace SerifCasualScriptSmall CapsReset reestablish all settings to the default valuesDoneClose Modal DialogEnd of discourse window.PlayMuteCurrent Time 0:00/Durati on 0:00Loaded: 0%Stream Type LIVESeek to live, as of now playing liveLIVERemaining Time -0:00 Playback Rate1xFullscreen Uber's and Lyft's Contribution Ride sharing a was strange area only a couple of years back, recall, so Uber and Lyft went onto the scene with minimal guideline or protection risk. In 2014, that changed. On New Year's Eve, a six-year-old young lady was struck and executed by a Uber driver in San Francisco, and the organization attempted to remove itself from the episode. The driver wasn't conveying a traveler, and wasn't on the way to one, so Uber guaranteed no duty. The family sued, and administrators pushed for more prominent protection prerequisites for ride sharing organizations. Soon after, Uber and its rivals extended their approaches to incorporate between-ride mishaps. It's a positive advance, yet the extended arrangements don't give drivers full inclusion. Today, there are three levels that Uber and Lyft use for deciding obligation: Period 1: Driver has the application on and is sitting tight for a solicitation. The organizations give no crash inclusion during this stage, and constrained obligation inclusion â€" up to $50,00 for substantial injury with a sum of $100,000 per mishap. Period 2: Driver has application on and has acknowledged a solicitation or is en route to a get a traveler. Uber and Lyft give both risk and impact inclusion during this stage. Crash protection accompanies a $1,000 deductible for Uber, and a $2,500 deductible for Lyft. Period 3: Driver has a traveler in the vehicle. Uber and Lyft accept a similar risk and impact inclusion as period 2. Uber's and Lyft's protection ordinarily kicks in when a driver's very own collision protection neglects to cover the harms. A driver's guarantor is probably going to battle the charges, so this happens frequently â€" and can end with the driver losing their own approach, says Harry Campbell, a L.A.- based ride share driver and the blogger behind The Rideshare Guy. In the event that you get into a mishap in California, one of the principal addresses your back up plan asks you is 'Are you a Uber or Lyft driver?' Campbell says. In the event that you state truly, they can drop you, and on the off chance that you state no, you're deceiving your safety net provider. Ride Share Insurance Uber and Lyft drivers can buy business protection, yet those arrangements are restrictively costly for the vast majority. Moderate appraisals run from $3,000 to $5,000 per year, Campbell says. Thus, significant protection bearers have started offering ride share protection, which are close to home plans that spread drivers during between-trip mishaps. Ride share arrangements are more reasonable than their business partners (most run somewhere in the range of $100 and $200 per month) and are accessible from about each significant transporter. Various safety net providers are selling this as a support, or a rider, to a strategy, says Peter Kochenburger, partner clinical teacher of law at the University of Connecticut and a master in protection and customer law. The thought is to close the hole between an individual arrangement and Uber's strategy. On the off chance that you drive and you don't have one of those supports, your own arrangement won't be adequate in a mishap. This fragment of the protection business is still new, so there's little rivalry. Drivers in many states have just a single protection choice, and a few driversâ€"those in Hawaii, Oregon and Idaho, for exampleâ€"don't approach ride share protection by any stretch of the imagination. Kochenburger is hopeful that states will before long iron out those wrinkles. It's extremely about organizing inclusion, he says. States are making sense of their ride sharing laws, and setting the suitable boundaries. When each state makes sense of what they will permit, the capacity to acquire adequate protection as a driver will be a lot simpler. The Takeaway For drivers whose employment relies upon Uber and Lyft, especially those in states without access to outsider protection, even a minor accident can spell calamity. In the event that your vehicle is your cash producer, and a mishap isn't secured, you lose both your cash and your capacity to make it back, Campbell says. It's an extreme situation to be in. As ride sharing keeps on developing, so will its protection choices. Study your alternatives before getting in too far.

Infographic Top 10 Highest Paying Jobs for 2020

Infographic Top 10 Highest Paying Jobs for 2020 Top 10 Highest Paying Jobs for 2020 You Need to Know About Back Home Categories Online Courses Mock Interviews Webinars NEW Community Write for Us Categories Artificial Intelligence AI vs Machine Learning vs Deep LearningMachine Learning AlgorithmsArtificial Intelligence TutorialWhat is Deep LearningDeep Learning TutorialInstall TensorFlowDeep Learning with PythonBackpropagationTensorFlow TutorialConvolutional Neural Network TutorialVIEW ALL BI and Visualization What is TableauTableau TutorialTableau Interview QuestionsWhat is InformaticaInformatica Interview QuestionsPower BI TutorialPower BI Interview QuestionsOLTP vs OLAPQlikView TutorialAdvanced Excel Formulas TutorialVIEW ALL Big Data What is HadoopHadoop ArchitectureHadoop TutorialHadoop Interview QuestionsHadoop EcosystemData Science vs Big Data vs Data AnalyticsWhat is Big DataMapReduce TutorialPig TutorialSpark TutorialSpark Interview QuestionsBig Data TutorialHive TutorialVIEW ALL Blockchain Blockchain TutorialWhat is BlockchainHyperledger FabricWhat Is EthereumEthereum TutorialB lockchain ApplicationsSolidity TutorialBlockchain ProgrammingHow Blockchain WorksVIEW ALL Cloud Computing What is AWSAWS TutorialAWS CertificationAzure Interview QuestionsAzure TutorialWhat Is Cloud ComputingWhat Is SalesforceIoT TutorialSalesforce TutorialSalesforce Interview QuestionsVIEW ALL Cyber Security Cloud SecurityWhat is CryptographyNmap TutorialSQL Injection AttacksHow To Install Kali LinuxHow to become an Ethical Hacker?Footprinting in Ethical HackingNetwork Scanning for Ethical HackingARP SpoofingApplication SecurityVIEW ALL Data Science Python Pandas TutorialWhat is Machine LearningMachine Learning TutorialMachine Learning ProjectsMachine Learning Interview QuestionsWhat Is Data ScienceSAS TutorialR TutorialData Science ProjectsHow to become a data scientistData Science Interview QuestionsData Scientist SalaryVIEW ALL Data Warehousing and ETL What is Data WarehouseDimension Table in Data WarehousingData Warehousing Interview QuestionsData warehouse architectureTalend T utorialTalend ETL ToolTalend Interview QuestionsFact Table and its TypesInformatica TransformationsInformatica TutorialVIEW ALL Databases What is MySQLMySQL Data TypesSQL JoinsSQL Data TypesWhat is MongoDBMongoDB Interview QuestionsMySQL TutorialSQL Interview QuestionsSQL CommandsMySQL Interview QuestionsVIEW ALL DevOps What is DevOpsDevOps vs AgileDevOps ToolsDevOps TutorialHow To Become A DevOps EngineerDevOps Interview QuestionsWhat Is DockerDocker TutorialDocker Interview QuestionsWhat Is ChefWhat Is KubernetesKubernetes TutorialVIEW ALL Front End Web Development What is JavaScript â€" All You Need To Know About JavaScriptJavaScript TutorialJavaScript Interview QuestionsJavaScript FrameworksAngular TutorialAngular Interview QuestionsWhat is REST API?React TutorialReact vs AngularjQuery TutorialNode TutorialReact Interview QuestionsVIEW ALL Mobile Development Android TutorialAndroid Interview QuestionsAndroid ArchitectureAndroid SQLite DatabaseProgramming aria-current=page>Uncat egorizedTop 10 Highest Paying Jobs For...Top 10 Highest Paying Jobs for 2020 You Need to Know About Last updated on Feb 13,2020 2.4K Views Hanan Be'g Marketing enthusiast, currently working as a Marketing Associate at Edureka. Marketing enthusiast, currently working as a Marketing Associate at Edureka. BookmarkThe year 2019 is about to wrap up and we have witnessed some major developments in the IT sector. This year alone, the IT sector has grown over 8% when compared to previous years, skyrocketing its revenue to $167 billion. Isnt that amazing? Thats how this sector has managed to retain its reputation of being the leading employment ecosystem. With that said, Im sure that all tech enthusiasts will have their palms itching to know what the top 10 highest paying jobs for 2020 are. So, heres an article that will ride through your eagerness.A Deeper Look into the Top 10 Highest Paying Jobs for 2020Over the past few years, technology has managed to dominate the world and has led to an increase in the number of opportunities for tech professionals. Tech jobs are ever-increasing in various lucrative fields ranging from Data Analysis to Cloud Development and so on. Whether youre a Machine Learning Engineer or Data Security Engineer, salaries are on the rise due to the strong demand for highly skilled IT specialists.If you are looking for a career in IT or you are someone who is planning to upskill or is still confused about their next career move, then you have come to the right place. To provide you with the latest information, weve compiled a list of the Top 10 Highest Paying Jobs for 2020. Lets look into the details with this infographic.If you would like to save these details, you can download the complete infographic in the PDF format here: Click HereWith that, weve reached the end of the list of the Top 10 Highest Paying Jobs for 2020. We hope this list helps you decide the direction you want to drive your career in, irrespective of your experience level . So, set sail on your learning journey now! Equip yourself with the right knowledge and skill-set and get that hard-earned paycheck. Be skill ready for 2020!You can also check out our Top 10 Programming Languages to Learn in 2020 to know about the best programming languages that can help you bag these roles.Got a question for us? Please mention it in the comments section of this Top 10 Highest Paying Jobs for 2020 blog and we will get revert as soon as possible.Recommended blogs for you Top 10 Reasons Why You Should Learn Blockchain Read Article Infographic: A Survival Guide to working at Tata Consultancy Services Read Article Ethereum Smart Contract Deployment using Web3 Read Article 8 Reasons why AngularJS should be used for development Read Article Top 5 Cryptocurrencies To Look Out For In 2019 Read Article Edureka Success Story â€" Shyam’s transition from EMC Storage Consultant to Tech Lead Read Article A Step-by-Step Guide On Automation Anywhere Installation Read Article Wh at is ITIL ®? 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Read Article Comments 0 Comments Trending Courses Python Certification Training for Data Scienc ...66k Enrolled LearnersWeekend/WeekdayLiv e Class Reviews 5 (26200)

Featured Job Chief of Staff, Teach for America - Copeland Coaching

Featured Job Chief of Staff, Teach for America Teach for America is seeking a Chief of Staff in Memphis, TN. The Chief of Staff reports directly to and supports the Memphis Executive Director, Athena Turner, as she works to expand the impact of Teach For America Memphis. The Chief of Staff will help develop and execute strategy in conjunction with Athena and ensure its timely and high quality implementation across every team.   The Chief of Staff is critical to Athena’s â€" and therefore Teach For America â€" Memphis’s â€" ability to succeed and deliver on promises to our students, families, corps members, alumni, partners, donors, and other constituents. In this role, you will provide high-level strategic support for Athena; support her to advance our efforts to engage and support our regional alumni, as well as redesign our program for CM development to align to our design principles; manage annual planning for the Memphis region; manage the Manager, Executive Director Support Data Management; direct our staff engagement and talent planning efforts to ensure our team is positioned for success; and, work with all functional team leaders and members of the national staff who support Memphis.   To learn more, or to apply online, visit the Teach for America website.