Stark Galleries, Memorial Student Center, Texas A&M University
A full scale presentation of the Texas Aggies Go to War exhibit which debuted in Bastogne, Belgium in 2014 will be on display on the Texas A&M campus in the J Wayne Stark Galleries in the Memorial Student Center. The exhibit will tell the story of five former students of Texas A&M University who each had a role in the pivotal Battle of the Bulge which led to the Allied victory in Europe. These five—James Hollingsworth ‘40, Turney Leonard ‘42, Willie Peña ‘42, Joe Routt ’37 and Earl Rudder ’32 —are representative not only of all Aggies, but all Americans, who served in World War II. Through them a story is told of dedication, sacrifice, reconciliation, healing, and deep ties, both personal and economic, between people an ocean apart. The full exhibit will be part of the Military Heritage Center, which will be built in College Station's Veterans Park.
John Adams From Bastogne to Texas, Inc. email@example.com
Stay Interviews: A Powerful and Low-Cost Employee Engagement and Retention Tool
Event Dates and Times
This Course is approved by HRCI and SHRM Recertification Provider. Overview: The best way to find out what your employees want and how to retain them is to ask them. Ask questions to gauge how you're meeting your employee's expectations. Not just "How's it going?", but specific questions to get specific answers. Explore why these people remain with your company. Why did they join the organization? How well are their objectives or dreams being fulfilled? Which aspects of their work do they enjoy the most? Which do they least enjoy? Are they receiving sufficient opportunities for growth and development? What would influence them to look elsewhere?
The stay interview is a one-on-one interview between a manager and a valued employee. Its aim, quite simply, is to learn what makes employees want to keep working for you. Likewise,it's designed to elicit what might motivate them to leave. In an effective 30-minute stay interview, managers ask standard, structured questions in a casual and conversational manner. It's not a performance discussion but rather a "let me get to know you and your goals" discussion.
The stay interview is an opportunity to build trust with employees and a chance to assess the degree of employee satisfaction and engagement that exists in a department or company. Stay interviews are preferable to employee satisfaction surveys because they:
Provide a two-way conversation and a chance to ask questions Get more in-depth understanding of that employee's current motivation Offer managers the opportunity to quickly reinforce the positives and deal with the employee's concerns
Why should you Attend: A recent Harvard Business Review article 'How to Keep Your Top Talent' warns that 25% of your top talent plans to jump ship in the next year. The results for engagement and effort are even more alarming, since about a third of employees surveyed admit to phoning it in at work. That's bad news if you believe that staying competitive relies on the passion, drive and creative energy of talented people.
Many firms use exit interviews to find out why employees are leaving their jobs. Unfortunately, asking an employee on their last day "why are you leaving?" doesn't provide useful information in time to prevent the turnover. A superior approach is a "stay interview" because it occurs before there is any hint that an employee is about to exit the firm. A stay interview helps managers understand why employees stay so that those important factors can be reinforced. They also signal frustrations that can be nipped in the bud before they drive the employee to start looking elsewhere.
The Benefits of Stay Interviews:
They stimulate the employee: Most employees are excited simply by the fact that the organization is concerned about their future and that their manager took the time to consult with them. They're personalized: Unlike engagement surveys and many other retention tools that are focused on what excites a large number of employees, this approach is customized to a single identifiable individual and their wants. They're limited to key employees:By having a "stay" discussion exclusively with your key employees who are at risk of leaving, you focus the manager's effort and you minimize the overall time that the manager must devote to retention. They include actions: Unlike exit interviews, which only identify problems, stay interviews also encourage the parties to identify actions that can improve the employee experience and actions that can help eliminate any major turnover triggers. They are inexpensive: These informal interviews don't require a budget. In most cases, a half to an hour of a manager and an employee's time are the only major cost factors.Adding stay interviews to your engagement and strategies can help your organization retain critical employees.It's the single best tool you can give managers.
Areas Covered in the Session:
Identify five key factors that impact an employee's desire to stay or leave Recognize four possible "triggers" that cause the employee to consider leaving Learn how to ask probing questions and conduct effective, efficient stay interviews Survey a list of eight retention actions to increase employee's loyalty and commitment Review a sample of stay interview questions and develop your own customized list to ask Discover how to develop stay plans for your employees and manage accountability Develop a simple "how-to-toolkit" that includes who to select,how and when to approach,interview formant and how to handle possible resistance
Who Will Benefit:
CEO's COO's VP of Human Resources Chief Learning Officer Directors Project Managers Operation Managers and Supervisors Team Leaders Human Resources Professionals
Instructor: Marcia Zidle, MS, NCC, BCC is the CEO of Leaders At All Levels and a board certified executive coach based in Dallas Texas. She works with executives, management teams and high potential professionals ON THE MOVE! They want to move up to the next level – ahead of their competition – into new areas – over and around obstacles – beyond business as usual – towards a sustainable future.
Mentoring: How to Create & Maintain Dynamic Mentoring in your Organization
Event Dates and Times
This Course is approved by HRCI and SHRM Recertification Provider.
Overview: As the 80 million or more millennials take their place in the workforce, managers will need to develop the mentoring skills needed to help build these employees and others into strong members of the talent pool. Millennials respond especially well to one-on-one development from experienced managers who can show them the ropes and give them the support they need to take risks and try new workplace opportunities. Judi Clements shows managers how to avoid the common pitfalls when starting a mentoring program, how to work most effectively with mentees, and how to create a well-implemented mentoring program in your organization. Why should you Attend: To learn how to develop the mentoring programs and skills organizations need to nurture millennials and others in the 21st century workplace. To identify the key roles mentors play and the techniques to employ for maximum impact when working with a diverse workforce.
Areas Covered in the Session:
What is mentoring & how can it bring organizational benefits? What are the qualifies of successful mentors & mentees? What guidelines are best for setting up or enhancing mentoring? How can mentoring programs become derailed? What strategies can be used to fix broken mentoring efforts? How can organizations evaluate mentees & mentoring programs? How can HR & Training professionals contribute to mentoring efforts?
Instructor: Judi Clements, President of Judi Clements Training & Development, in Clifton Park, NY, is a veteran training professional who offers training, coaching and webinars in the areas of management, communication, professional development, and customer service, who offers cutting-edge programs with a “laugh-while-you-learn” approach. She is a New York State certified teacher, trained mediator, and qualified Myers Briggs ® Personality Type expert. She is a recipient of the American Society of Training & Development’s “Corporate Trainer of the Year” award and the Girl Scouts’ “Outstanding Community Leader” award. Visit her on www.judiclements.com. You Tube. Facebook, Linkedin, Google +, and Twitter.
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Debby or Steven Sodolak 3500 Hwy 21 east Bryan tx 77807 979-436-4985
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