Treating Employees like Adults: Discipline versus Empowerment
Empowerment Over Punishment: Transforming Discipline into Accountability!
Instructor :
Bob Oberstein
Webinar ID:
11330
Date: DEC 30, 2024 (MON)
Start Time: 10 AM PT - 11:30 AM PT
Duration: 90 Mins.
What you will learn
-
- Understanding The Empowerment Process And Its Rights For Parties
- Avoiding Precedent And Establishing Practices In Empowerment Agreements
- Documenting Empowerment Agreements With Or Without Collective Bargaining
- Exemption From The Grievance And Appeals Process
- Ensuring Final And Binding Nature Of ….
-
- Understanding The Empowerment Process And Its Rights For Parties
- Avoiding Precedent And Establishing Practices In Empowerment Agreements
- Documenting Empowerment Agreements With Or Without Collective Bargaining
- Exemption From The Grievance And Appeals Process
- Ensuring Final And Binding Nature Of Agreements
- Following Up And Following Through On Agreements
- Applying Limbo, Performance Improvement, And Conditional Discharge Agreements
- Conducting Pre-Bid Award Conference For Seniority-Based Positions
- Understanding And Utilizing The Left-Handed Compliment Technique
Course Description
-
- Is traditional discipline always the best choice?
- Does it consistently provide the best results?
- How productive is it for all parties involved to expend resources in a grievance/appeals process or appear before a federal/state/local board or commission to argue their case?
Even if the facts are clearly on your side, the discipline might still be mitigated or even reversed!
Alternatively, are there better options? The answer is “YES!”
There are alternatives that, when used properly, can promote and enhance the empowerment of all parties.
Can such options help de-escalate grievance/appeals procedures? Again, the answer is “YES!”
This webinar will introduce several alternative approaches designed to evolve your disciplinary process from punishment into empowerment and accountability.
In this webinar, you will learn:
-
- Why empowerment is often more effective than traditional discipline in achieving productive outcomes.
- Understanding the relationship between employee empowerment and performance improvement.
- How to raise employee performance awareness and accountability without resorting to punitive measures.
- Techniques and strategies for communicating clear, non-disciplinary expectations and outcomes.
- How emphasizing empowerment can reduce friction and conflict between managers and employees (and their representatives).
- Building a culture of mentoring and success by treating employees as adults, fostering growth and cooperation.
Join Now!
-
- Is traditional discipline always the best choice?
- Does it consistently provide the best results?
- How productive is it for all parties involved to expend resources in a grievance/appeals process or appear before a federal/state/local board or commission to argue their case?
Even if the facts are clearly on your side, the discipline might still be mitigated or even reversed!
Alternatively, are there better options? The answer is “YES!”
There are alternatives that, when used properly, can promote and enhance the empowerment of all parties.
Can such options help de-escalate grievance/appeals procedures? Again, the answer is “YES!”
This webinar will introduce several alternative approaches designed to evolve your disciplinary process from punishment into empowerment and accountability.
In this webinar, you will learn:
-
- Why empowerment is often more effective than traditional discipline in achieving productive outcomes.
- Understanding the relationship between employee empowerment and performance improvement.
- How to raise employee performance awareness and accountability without resorting to punitive measures.
- Techniques and strategies for communicating clear, non-disciplinary expectations and outcomes.
- How emphasizing empowerment can reduce friction and conflict between managers and employees (and their representatives).
- Building a culture of mentoring and success by treating employees as adults, fostering growth and cooperation.
Join Now!
Why you should attend
Are you tired of applying the same disciplinary measures and seeing only mediocre or short-lived results? Or perhaps your well-justified disciplinary actions have been overturned or mitigated by a hearing officer or arbitrator?
If so, it’s time to consider a new approach—treating employees like adults and empowering them to take ownership of their behavior and performance.
This shift can lead to positive changes not only in employee conduct but also in your organization’s bottom line.
Traditional discipline often initiates a long, costly, and relationship-damaging process with the potential for reversal or mitigation, even when your facts are solid, and you’ve followed every step correctly.
Moreover, discipline doesn’t always yield long-term improvements, and sometimes, it doesn’t even have a short-term effect.
-
- So, what is the true purpose of discipline in your organization?
- Is it about punishment, or is it about behavioral change?
If you’re ready to move beyond the “shame and blame games” and the perceptions of victimization that often result from traditional discipline, this webinar is for you.
- By attending this webinar, you’ll learn techniques to empower employees in ways that benefit both their future and your organization.
- Even if discipline is unavoidable, these methods will help you build a stronger case and achieve better outcomes.
Don’t miss this opportunity to transform your approach to employee management and drive meaningful, lasting change.
Enroll Now!
Are you tired of applying the same disciplinary measures and seeing only mediocre or short-lived results? Or perhaps your well-justified disciplinary actions have been overturned or mitigated by a hearing officer or arbitrator?
If so, it’s time to consider a new approach—treating employees like adults and empowering them to take ownership of their behavior and performance.
This shift can lead to positive changes not only in employee conduct but also in your organization’s bottom line.
Traditional discipline often initiates a long, costly, and relationship-damaging process with the potential for reversal or mitigation, even when your facts are solid, and you’ve followed every step correctly.
Moreover, discipline doesn’t always yield long-term improvements, and sometimes, it doesn’t even have a short-term effect.
-
- So, what is the true purpose of discipline in your organization?
- Is it about punishment, or is it about behavioral change?
If you’re ready to move beyond the “shame and blame games” and the perceptions of victimization that often result from traditional discipline, this webinar is for you.
- By attending this webinar, you’ll learn techniques to empower employees in ways that benefit both their future and your organization.
- Even if discipline is unavoidable, these methods will help you build a stronger case and achieve better outcomes.
Don’t miss this opportunity to transform your approach to employee management and drive meaningful, lasting change.
Enroll Now!
Course Agenda
- Empowerment Process
- Rights Of The Parties
- Avoiding Setting A Precedent Or Establishing A Past Practice
- Exemption From The Grievance/Appeals Process
- Documenting The Empowerment Agreement (With And Without A Collective Bargaining Agreement)
- Final And Binding Nature Of The Understanding
- Following Up = Following Through
- Elements And Application Of
- Limbo (Or “Cryogenic Stasis”) Agreements
- 90-60-45-30 Performance Improvement Program
- Mirroring For Discipline Or Bidding
- Conditional Discharge
- LCAs (Last Chance Agreements)
- Pre-Bid Award Conference For The Mandated Seniority-Based Position
- The Left-Handed Compliment
BONUS:
-
- PDF copy of the presentation handout for your future reference.
- Soft copy of the certificate of completion on request.
- Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.
- Empowerment Process
- Rights Of The Parties
- Avoiding Setting A Precedent Or Establishing A Past Practice
- Exemption From The Grievance/Appeals Process
- Documenting The Empowerment Agreement (With And Without A Collective Bargaining Agreement)
- Final And Binding Nature Of The Understanding
- Following Up = Following Through
- Elements And Application Of
- Limbo (Or “Cryogenic Stasis”) Agreements
- 90-60-45-30 Performance Improvement Program
- Mirroring For Discipline Or Bidding
- Conditional Discharge
- LCAs (Last Chance Agreements)
- Pre-Bid Award Conference For The Mandated Seniority-Based Position
- The Left-Handed Compliment
BONUS:
-
- PDF copy of the presentation handout for your future reference.
- Soft copy of the certificate of completion on request.
- Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.
Who is this course for
Everybody Benefits from Watching This. Even Better When Done as a Group!
-
- Area Supervisors
- Managers and Team Leaders
- Vice Presidents, Directors
- CEO
- Executive Director
- Managing Director
- HR Professionals
- Anyone who works with other people
Everybody Benefits from Watching This. Even Better When Done as a Group!
-
- Area Supervisors
- Managers and Team Leaders
- Vice Presidents, Directors
- CEO
- Executive Director
- Managing Director
- HR Professionals
- Anyone who works with other people
Instructor Profile
Bob Oberstein is uniquely qualified with over 50 years of labor relations experience on both sides of the table in both the private and public sectors, where he conducted countless investigations. Bob also served as the Director of the Labor Management Relations program at Ottawa University in Phoenix, where he additionally acted as Ombudsman for all student, faculty, and staff complaints, often involving internal investigations. Bob has several published articles to his credit, in addition to his arbitration awards, and has also been recognized in Who’s Who Among America’s Teachers.
Furthermore, Bob served on several boards, commissions, and panels where he participated in resolving or adjudicating a variety of workplace issues across multiple industries. In all these roles, as both mediator and arbitrator, Bob often reviewed investigations to determine their proper execution and merit.
Additionally, he has qualified as an MD-110 investigator for Title VII and other discrimination-related charges, and is a “Lifetime Certificate Holder” of the Association of Workplace Investigators. Moreover, Bob earned a Master of Jurisprudence in Labor and Employment Law from Tulane University’s School of Law.
Bob continues to serve the labor management community and other groups as an Arbitrator, Mediator, Facilitator, Investigator, Trainer, and Educator. Further details about Bob’s unique qualifications can be found on his LinkedIn profile at Linkedin.com/in/boberstein.
