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This activity has been approved for
(General) recertification credit hours toward aPHR,
Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.
1-hour educational program = 1 PDC.
1-hour and 15 minute concurrent conference session = 1.25 PDCs.
3-hour e-learning course = 3 PDCs.
CAR (Context-Action-Reaction) is a feedback model that anchors the context of an event in time and place, describes the actions or behaviors that people took or exhibited, and explains the reactions of the observer or others. Participants are taught to use this model as a major part of creating a developmental culture or environment on the job. The developmental environment has three major components: feedback, challenge, and safety.
The Feedback, Challenge, Safety model is a research-based tool used to build innovative leadership solutions, combining these three elements to deliver results. By applying the ACS model individuals:
- Accurately assess their performance levels and leadership behaviors
- Set challenging leadership development goals to impact ongoing behavior change
- Access the tools, people, and organizational support needed to achieve their goals
Why you should Attend
Anyone who wants…
- To grow their people and help them reach superior performance
- To foster a culture that grows, rewards, and promotes superior talent
- To improve the quality of the performance feedback they give to direct reports, peers, and even bosses so that people have a clear idea of what need to be different
- To ensure that they have communicated clear expectations to people and can then hold them accountable
Areas Covered in the Session
- Giving developmental feedback
- Receiving developmental feedback
- Seeking and receiving developmental feedback
- Growing capability through on the job challenges
- Allowing people to grow through psychological safety
- Creating a better process for performance appraisals
Who Will Benefit
- Leaders of Teams
- Leaders of Team Leaders
- Leaders of Departments and Division
- HR Leaders
Henry W. Browning is the Founder and Principle of Idaho & Fitzgerald. With over 35 years of experience designing client-specific development initiatives and programs, Henry has been able to build incredible capacity in the areas of individual leadership development, team development, and organization development. He has designed initiatives for organizations from almost every major industry and had the privilege to work for business headquartered all over the world. This client experience has given Henry a unique ability to empathize with a company’s particular strategic intent and their pain points as they try to achieve success.
In his previous positions with the Center for Creative Leadership, Henry served as Greensboro’s Director of their flag-ship program, Leadership Development Program (LDP). He also served as the Director of Team Development helping to create the organization’s work in High-Performance Teams. He became the first Lead Faculty in CCL’s Healthcare Leadership Vertical, a group specifically set up to understand the needs of healthcare leaders as the industry rolled out the Affordable Care Act. He was the Center’s first Global Solutions Faculty. In his final position, Henry served as a senior design faculty with the Center’s newly formed Commercialization & Innovation Group.
Henry has honed his design skills in two separate stents with the Center: From 1992 to 2002, and again from 2005 to 2019. In between these two periods, Henry was the Executive Director for a $6 million internationally recognized not-for-profit educational institution.
As a process-oriented consultant and educator, Henry is most often found designing, delivering, and facilitating training programs that accent diversity, team learning, and whole-systems thinking. He focuses his practice on understanding group dynamics in teams, team leadership, and leadership excellence.