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Dr. William J. Rothwell

President, Rothwell & Associates

Dr.William J. Rothwel, Ph.D., DBA, SPHR, SHRM-SCP, RODC, FLMI, CPTD Fellow, is President of Rothwell & Associates, Inc., Rothwell & Associates, LLC, and Rothwell & Associates Korea. As a consultant he has worked with over fifty multinational companies and countless governments and nonprofits globally. In addition to the three consulting companies he founded, he also founded three small businesses (a vacation rental home company employing three people; a personal care home for the elderly licensed for fifty beds employing twenty-seven people; and an eighteen-unit motel employing five people).

As a Distinguished Professor at Penn State University, University Park, where he has taught for 30 years, he is co-Professor-in-Charge of an online and onsite academic program that offers a Master degree in Organization Development and a Ph.D. in Workforce Education and Development with an emphasis in Talent Development/Organization Development. Before joining Penn State in 1993, he had over 15 years of experience in HR, Talent Development, and Organization Development leadership at the executive level in government (Illinois Office of the Auditor General) and in a wholly-owned subsidiary of a multinational company, #48 on the Fortune 500 list (American Brands, owners of Jim Beam, American Tobacco, and others). With 50 years of work experience in HR, OD and Talent Development, he is known widely for his practical approach. Having published 159 books in the Human Resources field, he was awarded Penn State University’s Graduate Faculty Teaching Award in 2004 (only one given per year on Penn State’s 24 campuses), the Association for Talent Development’s (ATD) Distinguished Contribution to Workplace Learning and Performance Award in 2011, was given the Walter Zeller Award for Service by UNICEF and Kiwanis in 2013, was awarded the Organization Development Network’s Lifetime Achievement Award in 2022, was awarded Penn State University’s highest award for international work in 2022, and was inducted into the International Adult and Continuing Education Hall of Fame in 2023. He has conducted training and taught in universities globally-including 83 trips to China and 32 trips to Singapore.

His recent books since 2020 include Mastering the Art of Process Consultation and Virtual Group Coaching Simulation (2023); Successful Supervisory Leadership: Exerting Positive Influence While Leading People (2023); Transformational Coaching (2023); Succession Planning for Small and Family Businesses (2022); High-Performance Coaching for Managers (2022); Rethinking Diversity, Equity, and Inclusion (2022); Organization Development (OD) Interventions: Executing Effective Organizational Change (2021); Virtual Coaching to Improve Group Relationships: Process Consultation Reimagined (2021); The Essential HR Guide for Small Business and Start Ups (2020); Increasing Learning and Development’s Impact Through Accreditation (2020); Adult Learning Basics, 2nd ed. (2020); and, Workforce Development: Guidelines for Community College Professionals, 2nd ed. (2020).



  •  Wednesday, May 1, 2024
  • 10:00 AM PDT | 01:00 PM EDT,
  • 60 Minutes
  • $110.00
What's New in Employee Engagement?

Engaged employees are more productive, less likely to have accidents, less likely to be tardy or absent, and most likely to demonstrate peak productivity and job performance.

  •  Wednesday, June 12, 2024
  • 10:00 AM PDT | 01:00 PM EDT,
  • 90 Minutes
  • $110.00
Using High-Performance Coaching for Managers to Address Performance and Behavior Issues

Coaching has grown to be highly popular. Many individuals, business owners, or organizations managers find themselves needing a helping hand or find themselves thrust in the role of offering advice to others. Coaching has grown to be highly popular. Many individuals, business owners, or organizations managers find themselves needing a helping hand or find themselves thrust in the role of offering advice to others. That is especially true of managers who, while conducting performance reviews, may find a need to provide specific feedback and advice about what to do to improve job performance to those individual employees or teams reporting to them. It is an honor and a privilege for coaches to provide coaching for individuals, teams, organizations, and organizations' leadership. In whatever capacity, these individuals or organizations are placing their trust in the coaches, as internal managers-as-coaches or as external professional coaches, trainers, facilitators, or consultants. In all these cases, coaches' skills and competencies make a difference in developing the intent of coaching undertaken. This webinar and its presenters utterly take this trust and professional responsibility and offer a systematic approach to high-performance coaching. It is designed for you if you must offer coaching to help your clients or employees improve on-the-job performance. The phrase performance coaching refers to a category of coaching that advises workers about how they should behave and what results they should achieve. It clarifies the means (behaviors) and ends (results) to be achieved. Unlike non-directive coaching, which prompts coachees to reflect on their own, performance coaching relies on the experience of the coach to direct the coachees’ attention to what should be achieved. Performance coaching can be an important tool for managers faced with workers who do not achieve the results that the organization requires or who behave in ways not aligned with organization policies, procedures, or managerial expectations. Through performance coaching, managers or experienced co-workers guide workers through what they should do, how they should behave, and how best to measure success. Performance coaching often plays a key role in performance management, performance evaluation, and performance reviews. Workers cannot achieve the necessary results if they are unclear about what they are. Performance coaching clarifies what measurable results should be achieved. This webinar is on the bases of a newly published book High-Performance Coaching for Managers, by the presenters, which differs significantly from other books in the coaching market. Many webinars on coaching cast coaches as facilitators who question their clients (the coachees), helping them to articulate their own problems, formulate their own solutions, develop their own action plans to solve problems, and measure the success of efforts to implement those plans. That is called a non-directive approach. But this webinar and its related book adopt a directive approach by casting the coach as a manager who diagnoses the problems with worker job performance and offers specific advice on how to solve those problems. While there is nothing wrong with a non-directive approach, it does not always work well in job performance reviews in which the manager must inform the worker about gaps between what is needed (the desired) and what is performed (the actual). The significant difference between what is currently available in the market and what is offered in this webinar and book is the authors’ collective experience of over 70 combined years of hands-on research and delivery experiences in the Human Resources Development field. While many approaches to coaching could help to facilitate performance improvement, the presenters of this webinar favor a planned approach to coaching that is geared toward helping others identify what they need to do to improve their job performance and productivity. An effective high-performance coaching effort meets the organization’s and its people’s needs. It relies on a positive view of people and the situation and a strong effort to encourage participation and inclusion in all aspects of the coaching experience. This webinar provides a comprehensive, step-by-step approach to implementing a high-performance coaching effort for human resource practitioners, business coaches and consultants, managers of all kinds, and others interested in managing and improving human performance and increasing individuals and teams’ productivity.

  •  Wednesday, June 26, 2024
  • 10:00 AM PDT | 01:00 PM EDT,
  • 60 Minutes
  • $110.00
Uplifting the Credibility of HR: How to Build the Credibility of the HR Department

0ver time the Human Resources (HR) department's role has moved from basic administrative functions to a crucial strategic partner in achieving organizational success in a continuously developing corporate context.

  •  Wednesday, July 17, 2024
  • 10:00 AM PDT | 01:00 PM EDT,
  • 60 Minutes
  • $110.00
Virtual Coaching to Improve Group Relationships

Virtual group coaching is the term used to describe efforts by executives, managers, team leaders, or employees to improve group dynamics in virtual work settings





  • Recorded
  • View Anytime
  • 60 Minutes
  • $150.00
New Thinking on Employee Retention to Slash Turnover

If your organization does nothing to reduce turnover and thereby improve retention, it is quite likely that turnover will get worse!

  • Recorded
  • View Anytime
  • 60 Minutes
  • $150.00
What's New in Employee Engagement?

There are two big HR problems in the world today: turnover and engagement.

  • Recorded
  • View Anytime
  • 60 Minutes
  • $150.00
Navigating HR Like A Pro: What Every Small Business & New HR Person Should Know, Do and Avoid

The Essential HR Guide teaches the nuts and bolts of HR for small businesses and startups and is the perfect reference for any organization that may not have the financial resources to invest in a fully-staffed HR department.

  • Recorded
  • View Anytime
  • 60 Minutes
  • $150.00
Succession Planning for Sustainable Small and Family Business

Small and family-owned businesses rarely employ first-rate, well-qualified talent in human resources.