204: Dealing With the Aftermath: Strategies, Action Plans and Emotional Intelligence
Emerge from disruptive workplace events with a connected and productive workforce by using a strategic roadmap to meaningful outcomes.
Litigation or workplace investigations can make or break the strategic effectiveness and credibility of HR leaders. Use this sensitive time to come forward as a strategic partner poised to increase revenue through higher engagement and retention. Improve teamwork and collaboration among employees through mediation and other conflict resolution techniques. Learn how to maximize the relationship with outside legal counsel; develop emotionally intelligent leaders; design action plans; and align with business units to keep employee relations issues from escalating to more costly legal issues.
Mary L. Topliff, Esq., of the Law Offices of Mary L. Topliff in San Francisco, advises human resources professionals in all aspects of employment law with a focus on preventing costly litigation. She regularly conducts workplace investigations and helps employers deal with the aftermath of workplace disputes through mediation and problem-solving strategies. Mary recently served on the board of directors of NCHRA.
Marianne Jones, MSHROD, has more than 15 years of experience working with senior management teams to create and execute human capital strategies and initiatives integral to achieving critical business results. She has served most recently as HR director in a New York-based Fortune 100 financial services organization and previously worked as a human resources executive with a multi-national retailer, with providers of financial and insurance services in the U.S., and with a large not-for-profit organization in Central California. Since 2010, Marianne has been consulting on senior-level succession planning processes, new manager integration, team effectiveness and individual leadership coaching.
