Carly Thompson

Discussion Comment

In coaching and developing employees' capabilities, I've found that focusing specifically on actions creates a more rewarding coaching experience, for both manager and employee. It's very easy to fall into the trap of coaching whenever performance problems are noticed, thereby allowing emotions to dictate thoughts and reactions. In this manner, leaders sometimes relate actions to personality traits, rather than referring to the specifically-observed behaviors. While coaching is more effective in a timely manner (rather than waiting a few months after the observation), effective coaching requires a focus on behaviors, not necessarily traits.

Carly Thompson

Discussion Comment

Retention and Placement

Having just met with other directors of career services, I would like to elaborate on the topic of retention. My campus has experienced a 47% increase in graduates this year, thus far. Obviously, my department will have their hands full in assisting these grads in finding employment in their fields, as our job duties revolve around our placement percentages. However, we still have an obligation to help current students secure jobs while they are attending, any type of position that helps them "get by." Placement assistance is a service that is legally available to them, and in this manner, career… >>>

Carly Thompson

Discussion Comment

Retention and Placement

Retention isn't simply the goal and/or responsibility of an Academic/Education Department. This factor effects all departments, and as such, all departments must make retention a priority. The Career Services/Placement department plays an active role in retention/attrition. Indeed, in this economy, job placement assistance is a valuable service available to students, and may make the decision to stay in school easier. Understandably, money is a motivator, and if funding becomes an issue for students, the placement department may be able to offer help.