Bill Rothwell
State College, Pennsylvania, United States
4K followers
500+ connections
About
William J. Rothwell, PhD, DBA, SPHR, SHRM-SCP, RODC, CPTD Fellow, FLMI is a Distinguished…
Articles by Bill
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The Chicken or the Egg: Which Comes First, Talent or Strategy?
The Chicken or the Egg: Which Comes First, Talent or Strategy?
By Bill Rothwell
Contributions
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You're aiming for a promotion in Higher Education. What pitfalls should you steer clear of?
I really like that reply and support what Jonathan indicates. His point is that you can meet the requirements for tenure and promotion but there are always political issues involved as well. Bear that in mind.
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You're aiming for a promotion in Higher Education. What pitfalls should you steer clear of?
I really like that reply and support what Jonathan indicates. His point is that you can meet the requirements for tenure and promotion but there are always political issues involved as well. Bear that in mind.
Activity
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This is my newest book...with colleagues...
This is my newest book...with colleagues...
Shared by Bill Rothwell
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My newest book is just out. If you want your managers to experience what it is like to go through a simulation to build a succession planning…
My newest book is just out. If you want your managers to experience what it is like to go through a simulation to build a succession planning…
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Experience
Education
Publications
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Performance Consulting: Applying Performance Improvement in Human Resource Development
John Wiley & Sons, Inc.,
Improving individual and organizational performance is imperative to establishing and maintaining a high performance workplace, developing intellectual capital, promoting productivity, and enhancing profitability. Organizations must be flexible and agile in approaching business strategies. Against this backdrop, the time has come to revisit the role of training, HRD, and instructional design in today's organizations. Performance Consulting: Applying Performance Improvement in Human Resource…
Improving individual and organizational performance is imperative to establishing and maintaining a high performance workplace, developing intellectual capital, promoting productivity, and enhancing profitability. Organizations must be flexible and agile in approaching business strategies. Against this backdrop, the time has come to revisit the role of training, HRD, and instructional design in today's organizations. Performance Consulting: Applying Performance Improvement in Human Resource Development is a leading-edge text that maps to existing curricula and syllabi, as well as real-world workplace learning and performance workflow, covering HRD, systemic and strategic approaches to organizational learning and performance improvement, roles, competencies, instructional design, performance analysis and evaluation, and implementation.
Other authorsSee publication -
A practical evaluation approach for OD interventions.
Indus Foundation for Education, Research, & Social Welfare
Rashed, A., Kim, W., Park, C. H., & Rothwell, W. J. (2013). A practical evaluation approach for OD interventions. International Journal of Research in Management, Economics, and Commerce, 3(3), 61-83.
Other authorsSee publication -
Becoming an Effective Mentoring Leader: Proven Strategies for Building Excellence in Your Organization
Turn mentoring into PROFITS
There’s no doubt that the concept of workplace mentoring is a hot-button issue facing management today. With managers under extraordinary pressure to cut costs, streamline operations, and increase productivity, the role of mentors has become more critical than ever—particularly since studies show leaders who mentor get promoted faster and earn significantly more than those who don’t.
But as with any growing workplace trend, questions remain about how to…Turn mentoring into PROFITS
There’s no doubt that the concept of workplace mentoring is a hot-button issue facing management today. With managers under extraordinary pressure to cut costs, streamline operations, and increase productivity, the role of mentors has become more critical than ever—particularly since studies show leaders who mentor get promoted faster and earn significantly more than those who don’t.
But as with any growing workplace trend, questions remain about how to utilize mentoring so you get tangible and profitable results. This book, from two of the world’s foremost experts on business learning and employee development, answers those questions.
Becoming an Effective Mentoring Leader breaks down the essentials of mentoring, and shows you how to take advantage of this valuable new workplace dynamic. You’ll learn:
The smartest way to incorporate mentoring into your day-to-day leadership role
The fastest way to equip, inspire, and motivate your staff
The differences between mentoring, coaching, and teaching
How you as a leader can rate the mentors in your office – and assess the progress of mentees
Using case studies, tools, and impactful learning concepts, the authors show you how to use mentoring’s “core skills” to create a winning approach tailored to your own style, be it the “reflective mentor,” the “storytelling mentor,” or “the example-based mentor.” The book also features several appendices and FAQs, handouts, and worksheets to gauge competencies among mentors and mentees, and a blueprint with steps to set up one’s own companywide program.
As today’s biggest industry leaders continue to recognize the profound effect mentoring has on performance and profitability, there’s never been a better time to put this book’s essential tools to work for you.Other authorsSee publication -
Perceptions of Delivering Training Competency among Pakistani Practitioners
2012 UFHRD Conference, University Forum for Human Resource Development (based in Brussels)
ABSTRACT
The research paper investigated the Pakistani Workplace Learning and Performance
(WLP) practitioners’ perceptions of the evolving importance of delivering training in the
workplace. By focusing on themes and the contents of designing, delivering and
improving training, this research illuminated gaps in current knowledge and need for
future improvements with respect to occupational expertise. Looking at the context of
the growing formal workforce in Pakistan…ABSTRACT
The research paper investigated the Pakistani Workplace Learning and Performance
(WLP) practitioners’ perceptions of the evolving importance of delivering training in the
workplace. By focusing on themes and the contents of designing, delivering and
improving training, this research illuminated gaps in current knowledge and need for
future improvements with respect to occupational expertise. Looking at the context of
the growing formal workforce in Pakistan offers insights into the demographic and
technological shifts occurring in the economies of the developing world. Forty WLP
practitioners volunteered to respond to a paper-pencil based survey using convenience
and snow-balling sampling approaches. This study employed inferential statistics to
identify the differences in perceptions of practitioners regarding the current and future
importance of selected delivering training competencies. The results of this study
suggested that degree of engagement in knowledge and actions areas in delivering
training would be sufficient for predicting the development of a skillful workforce. Very
little empirical research had been done to connect delivering training in knowledge and
actions areas. Despite possible sampling bias, this research bridged the information gap
by examining the relationship between perceptions of Pakistani practitioners regarding
the current and future importance of delivering training competency.
Keywords- Delivering Training, Workplace Learning, Performance, Technology,
Knowledge, Actions, competencies
Paper type: Research paper
http://www.ufhrd.co.uk/wordpress/wp-content/uploads/2012/11/UFHRD2012Vocational4.pdfOther authorsSee publication -
Lean but Agile: Rethink Workforce Planning and Gain a True Competitive Edge
William Rothwell honored with the ASTD Distinguished Contribution Award in Workplace Learning and Performance. As organizations strive to maximize efficiency to meet stringent budgets, a general "do more with less" mandate is no longer sufficient. Managers and executives must evaluate every process and every role, and do away with assumptions about how work gets done and who does it. Lean but Agile presents a system for analyzing work and selecting the ideal combination of cost-effective…
William Rothwell honored with the ASTD Distinguished Contribution Award in Workplace Learning and Performance. As organizations strive to maximize efficiency to meet stringent budgets, a general "do more with less" mandate is no longer sufficient. Managers and executives must evaluate every process and every role, and do away with assumptions about how work gets done and who does it. Lean but Agile presents a system for analyzing work and selecting the ideal combination of cost-effective resources - employees, consultants, contractors, temporary workers, vendors - to accomplish it. The book advocates changes in hiring, goal - setting, learning and development, and performance management, and discusses the introduction, implementation, and management of lean work and agile staffing methods. It also explores the fundamental role technology can play in the transformation. Packed with practical advice, examples, guides, worksheets, diagrams, and metrics, Lean but Agile will help leaders, managers, and human resource professionals optimize their workforces while still achieving superior results.
Other authorsSee publication -
Invaluable Knowledge: Securing Your Company's Technical Expertise
As organizations face a loss of people due to retirement, resignation, or disability, leaders are paying more attention to their talent management strategies, from grooming internal successors to aggressively recruiting from their competitors. The need is most acute in technical and other 'knowledge' areas, where the loss of a particular skill set demands an equally focused response. "Invaluable Knowledge" clarifies the unique (and urgent) issues of attracting, developing, retaining, and…
As organizations face a loss of people due to retirement, resignation, or disability, leaders are paying more attention to their talent management strategies, from grooming internal successors to aggressively recruiting from their competitors. The need is most acute in technical and other 'knowledge' areas, where the loss of a particular skill set demands an equally focused response. "Invaluable Knowledge" clarifies the unique (and urgent) issues of attracting, developing, retaining, and transferring the knowledge of IT professionals, engineers, accountants, analysts, and other specialists. The book's structure follows a typical talent cycle, from identifying recruitment challenges, to hiring and training top talent, to building career development initiatives, and finally, to laying the groundwork for the next generation. "Invaluable Knowledge" makes an indisputable case for the importance of this specific facet of talent management, and offers practical examples, repeatable processes, and a multitude of specific tips to help any organization's talent strategists create seamless transitions and maintain critical knowledge functions indefinitely.
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Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within
Organizations that don't take steps to plan for future talent needs at all levels, will face certain disruptions, and even disasters, when key employees leave. Still the most comprehensive and authoritative book on the subject, this new edition of Effective Succession Planning presents strategies for creating a complete, systematic succession planning program. Updated and expanded to reflect the latest trends and best practices in succession management, the book contains 20 per cent new…
Organizations that don't take steps to plan for future talent needs at all levels, will face certain disruptions, and even disasters, when key employees leave. Still the most comprehensive and authoritative book on the subject, this new edition of Effective Succession Planning presents strategies for creating a complete, systematic succession planning program. Updated and expanded to reflect the latest trends and best practices in succession management, the book contains 20 per cent new material, including chapters on recruitment and retention as part of succession planning, as well as updated references and research. The book also includes a CD-Rom filled with worksheets, assessment tools, and training guides...everything readers need to help lead their organizations into the future.
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The Manager's Guide to Maximizing Employee Potential: Quick and Easy Strategies to Develop Talent Every Day
Many books have been written about talent management and succession planning but few have focused on how busy managers can incorporate the important task of finding, developing, and keeping the best people into their daily routine. Aimed at managers at all levels and featuring real-world examples this indispensable guide explains why managers, not the HR department, must take the lead in attracting, cultivating, and retaining the most productive, promotable people...and arms them with the…
Many books have been written about talent management and succession planning but few have focused on how busy managers can incorporate the important task of finding, developing, and keeping the best people into their daily routine. Aimed at managers at all levels and featuring real-world examples this indispensable guide explains why managers, not the HR department, must take the lead in attracting, cultivating, and retaining the most productive, promotable people...and arms them with the practical skills they need to do it! every day.
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The Competency Toolkit
Are you looking for a quick, yet systematic and planned approach to competency assessment and competency-focused individual employee development planning? Look no further! The Competency Toolkit provides you with the tools you'll need to win key management support for, and to develop and implement powerful competency-based employee performance enhancement opportunities within your organization. The Competency Toolkit contains the most innovative methods, procedures, suggestions, and materials…
Are you looking for a quick, yet systematic and planned approach to competency assessment and competency-focused individual employee development planning? Look no further! The Competency Toolkit provides you with the tools you'll need to win key management support for, and to develop and implement powerful competency-based employee performance enhancement opportunities within your organization. The Competency Toolkit contains the most innovative methods, procedures, suggestions, and materials to help your organization initiate or advance its use of competency identification and modeling technologies to its ultimate advantage.
The Competency Toolkit includes the critical resources and information that a competency program manager needs in order to gain organization-wide support for competency identification, and to implement competency modeling, competency assessment, and competency-focused individual development initiatives. Also included are more than 300 overhead masters, detailed briefing presentation outlines, and the handouts for briefings that are typically needed to implement competency initiatives in an organization. In addition, comprehensive competency menus for leadership and individual contributor jobs found in organizations, "do's and don'ts,' explanations of "best practices,' a host of instruments, forms, competency card-sort activities, templates, and similar tools needed to implement credible competency practices, and an extensive bibliography, are valuable key components of this must-have resource!Other authors -
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ASTD Models for Workplace Learning and Performance: Roles, Competencies and Outputs
ASTD Press
Sponsored large-scale, international occupational competency assessment representing more than 1,100 respondents from 28 countries. Responsible for designing the research methodology, assessments, web-based data collection system, CD-ROM individual and 360 degree assessment tools (including associated content and reference index), and for the data analysis.
Other authorsSee publication -
Talent Management: A Step-by-step Action-Oriented Guide (TM)
HRDPress
It takes high-quality talent to make an organization grow and succeed. If you’re thinking of developing a talent management program or if you have one in place, but it’s not working the way you want, this is your go-to resource. In Talent Management, you’ll gain an innovative, nine-step approach that will help you create and implement a program that delivers the talent – and the bottom-line results – you need.
Other authorsSee publication
Projects
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(Research in Process) Global Talent Development: Issues, Challenges & Best Practices
- Present
Global talent development is a challenge for many global, and local, organizations. While an existing War for Talent exists, the challenges at the global and local level can vary by location. Talent development refers to the process of helping people meet job requirements, develop in place as conditions change over time, and prepare for future responsibilities at higher or different levels of management or technical responsibility.
Currently conducting interviews. Publication due to be…Global talent development is a challenge for many global, and local, organizations. While an existing War for Talent exists, the challenges at the global and local level can vary by location. Talent development refers to the process of helping people meet job requirements, develop in place as conditions change over time, and prepare for future responsibilities at higher or different levels of management or technical responsibility.
Currently conducting interviews. Publication due to be released May 2015 sponsored by ATD (Association for Talent Development).Other creators -
Introduction to R&A's Assessment Tools
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R&A will be launching 3 assessment tools based on our AIMD (Assess; Identify; Manage; Develop) model intended to examine how well organizations are doing in the areas of Workforce Planning, Talent Management, and Succession Planning.
For more information please call 1-855-4-Rothwell or (1-855-476-8493)
Visit our website at www.RothwellAndAssociates.comOther creatorsSee project
More activity by Bill
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My newest book is now in print...I worked with a stellar team, and we researched this topic since the pandemic year of 2020...
My newest book is now in print...I worked with a stellar team, and we researched this topic since the pandemic year of 2020...
Shared by Bill Rothwell
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In today's fast-changing and competitive world, HR professionals need to be well-equipped with new paradigms and competencies that enable their…
In today's fast-changing and competitive world, HR professionals need to be well-equipped with new paradigms and competencies that enable their…
Shared by Bill Rothwell
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Thank you so much for the #WeAre shoutout. ❤️ What a fun and heartwarming surprise to be recognized in this way. It's hard to believe, but last week…
Thank you so much for the #WeAre shoutout. ❤️ What a fun and heartwarming surprise to be recognized in this way. It's hard to believe, but last week…
Liked by Bill Rothwell
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“Click here for more details: https://bit.ly/3VT48DY”
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Register here: “https://bit.ly/3VT48DY”
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Join me for this exciting online event...
Join me for this exciting online event...
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