G.Herbert Miller has over 30 years of proven success in a wide array of organizational experiences. He has served companies around the world through the facilitation of training and consulting. His experiences as a Production Manager and Human Resource Manager continue to provide him great insights into helping organizations succeed. Herb is a well-respected adjunct professor at Bluffton University where he teaches Group and Organizational Behavior, Organizational Theory and Design, Leadership and Management and Human Resource Management.
Herb is a Master Trainer for Pathwise, Inc. a world leader in training and consulting to the Life Science Industry. He has delivered training in CAPA (Corrective and Preventive Actions) to clients around the world. He also trains and certifies trainers.
Herb holds facilitator certifications with DDI; Achieve global; Expert OJT and Novation. He has a B.A. in Organizational Management and MA in Human Resource Management.
Behavioral based interviewing is built upon the premise that past behavior predicts future behavior. When competencies for job success have been identified, an interview guide – using focused behavioral questions is built to assess those competencies.
As long the world continues to shrink, and consumers have more choices, and technology grows faster than our ability to assimilate it all, change management will continue to be a discipline in great demand. The successful supervisors and managers of tomorrow will be the ones who can help their workforce embrace, and be stronger through, needed changes - today. Whatever change you are facing - how a process is done, how your work gets accomplished, making new products or building a new factory, or a wide array of other kinds of changes, you must be able to help your people through the change.
Most people have experienced the negative outcome of conflict that was mismanaged or ignored. Conflict occurs as a result of our differences. It can be the result of such things as differing values, knowledge or expectations. Even when conflict is ignored, the underlying issues remain, and the conflict will likely surface again. Where conflict is mismanaged, its result is often another round of future conflict – usually more dramatic.
What does a coach do? It looks different in the office vs. on the football field vs. the baseball diamond vs. the tennis court vs. the shop floor. However, ultimately, coaches all do the same thing. Coaches develop existing skills, add new skills, help identify and eliminate restricting habits, encourage, reward and recognize.