Every HR professional eventually will have to facilitate or navigate a critical conversation with an executive about his or her performance. It’s not as simple as telling the executive where performance has fallen short and what is necessary for improvement.
Anxiety, fear and other emotions often result in the wrong things being said or key points left unsaid. These missteps and gaps have business and legal implications.
This on-demand program covers 19 of the more salient mistakes that I have gleaned from reviewing critical conversations with executives with specific recommendations for minimizing these risks. The program provides a road map for how you can make a critical conversation a less difficult one.
Learning Objectives
|
Jonathan A. Segal
Partner
Duane Morris, LLP
Connect Online with this Speaker
     |
Jonathan is a partner at Duane Morris LLP in its Employment Group. He also is the Founder and managing principal of the Duane Morris Institute, which provides training on employment issues to HR professionals, in-house counsel and other leaders.
The core of Jonathan’s practice is helping employers maximize legal compliance and minimize legal risk with regard to harassment, discrimination, retaliation and reasonable accommodations.
Over the past few years, Jonathan has focused on religion in general and antisemitism in particular. In addition to helping clients, Jonathan has delivered a number of talks on antisemitism on behalf of the EEOC as well as to field directors of the EEOC.
Jonathan has provided training to federal judges and other members of the federal judiciary on various employment issues for more than 20 years.