Jump to navigation Jump to search For T-groups in mathematics, see T-group mathematics. A T-group or training group sometimes also referred to as sensitivity-training group, human relations training group or encounter group is a form of group training where participants themselves typically, between eight and 15 people learn about themselves and about small group processes in general through their interaction with each other.
Robert is a strong cross-team facilitator who enables diverse groups to collaboratively align to ensure effective change management and thoughtful, impactful integration.
Robert also brings his operational and leadership skills to several startup organizations as a founding partner and is currently Board Chairman for several non-profit organizations. As a coach and executive consultant, he has worked with senior healthcare leadership in hospitals and QIOs to define effective strategies for continued success in the midst of evolving healthcare regulation, federal and private payment strategies, IHDN mergers, population health management and information technology.
Robert holds a BA in Authentic Leadership and Organizational Development and is continuing his education in the areas of Diversity, Authentic Leadership and Ethics to deepen his understanding of the challenges facing companies today including leading multi-generational and diverse global workforces.
From inner-city Chicago to Wall Street to Hollywood, he has lived a life of eclectic and profound experiences that have honed a unique worldview and creative approaches to obstacles and opportunities.
He was elected chapter President for — where he led a Board of 11 Officers and over members and served as the key liaison with corporate partners, universities, chapter members and community organizations.
At JBC, we partner with HR, talent management, diversity and inclusion and business leadership teams on change management efforts relating to human capital everywhere from North America to Southeast Asia. Prior to joining Jennifer Brown Consulting, Katie managed the diversity and inclusion learning and development strategy at Capital One specializing in the creation of a differential investment strategy and programming to support enterprise-wide initiatives.
Prior to that, she was responsible for technical learning and development, and risk and compliance management.Collectively, a synthesis of related literatures indicates that a minimum of three underlying dimensions – inclusivity, scope and disclosure – collectively characterize a system or set of interdependent and sequential processes that evaluate and verify the environmental and .
In the ’s Alcoa’s CEO Paul O’Neill, communicated his unswerving belief in the importance of health and safety, which was one of the company’s core values (Lawrence & Weber, pg.
). Alcoa had an understanding in their code of practice that made sure safety was a primary concern and focus. Using Exploratory Data Analysis to Improve the Fresh Foods Ordering Process in Retail Stores. This case study presents a real-world example of how the thought processes of data scientists can contribute to quality practice.
Bus case study alcoa's core values in practice discussion case at the end of chapter 5 (ash). Case Study II, "Discussion Case: Alcoa’s Core Values in Practice," at the end of Chapter 5, page Alcoa has always had a strong values-based culture.
Two of Alcoa’s values center upon health and safety. Alcoa’s Core Values in Practice The Aluminum Company of America (Alcoa) was founded in as the Pittsburgh Reduction Company. In , they changed their name to Alcoa and had strong values based culture.