NEW! Register Today!
Emotional Intelligence@Work
August 7, 2019, 1:00 - 4:30 pm
21 N Park Street, Room 5045

NEW! Register Today!
FP2L - Understanding and Leading Change
August 8, 2019, 9:00 am - 12:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
Thrive@UW-Madison: Thriving in a Time of Change
August 8, 2019, 1:00 - 4:00 pm
21 N Park Street Room 5045

NEW! Register Today!
FP2L - Running Effective Meetings
August 13, 2019, 1:00 - 4:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
Thrive@UW-Madison: Building Trusting Relationships
August 14, 2019, 1:00 - 4:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
FP2L - Coaching and Developing Others
August 15, 2019, 1:00 - 4:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
Thrive@UW-Madison: Exploring Creativity and Innovation
August 20, 2019, 9:00 am - 12:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
FP2L - Personal Brand and Leadership Awareness
August 20, 2019, 1:00 - 4:00 pm
21 N Park Street, 5045

NEW! Register Today!
Emotional Intelligence@Work
August 22, 2019; 9:00 am - 12:30 pm
21 N Park Street, Room 5045

NEW! Register Today!
FP2L - Effective Emails - Fundamentals in Business Writing
August 22, 2019, 1:00 - 4:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
Emotional Intelligence@Work
August 28, 2019, 9:00 am - 12:30 pm
21 N Park Street, Room 5045

NEW! Register Today!
FP2L - Understanding Organizational Politics
September 10, 2019, 1:00 - 4:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
Emotional Intelligence@Work
September 11, 2019 1:00 - 4:30 pm
21 N Park Street, Room 5045

NEW! Register Today!
FP2L - Face-to-Face Communication: Beyond the Basics
September 12, 2019, 9:00 am - 12:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
Thrive@UW-Madison: Creating an Inclusive Work Environment
September 12, 2019, 1:00 - 4:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
Thrive@UW-Madison: Expanding Self-Knowledge to Adapt and Thrive
September 17, 2019, 9:00 am - 12:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
FP2L - Modes of Conflict Management
September 17, 2019, 1:00 - 4:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
FP2L - Your Interpersonal Style
September 19, 2019, 9:00 am - 12:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
Emotional Intelligence@Work
September 24, 21019; 9:00 am - 12:30 pm
21 N Park Street, Room 5045

NEW! Register Today!
FP2L - Giving and Receiving Constructive Feedback
September 24, 2019, 1:00 - 4:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
FP2L - Understanding and Influencing Team Dynamics for Peak Performance
September 25, 2019, 9:00 am - 12:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
Thrive@UW-Madison: Actively Listening to Support Effective Communication
September 26, 2019, 1:00 - 4:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
Giving and Receiving Effective Feedback
October 1, ,2019; 1:00 - 4:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
FP2L - Time and Self-Management
October 2, 2019, 1:00 - 4:00 pm
21 N Park Street, Room 5045

NEW!Register Today!
Working Better Together: Building Inclusion with Everything DiSC Workplace
October 3, 2019; 9:00 am - 12:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
FP2L - Understanding and Leading Change
October 10, 2019, 1:00 - 4:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
FP2L - Presentation Skills for Leaders 
October 15, 2019, 9:00 am - 12:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
Emotional Intelligence@Work
October 16, 2019; 12:30 - 4:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
FP2L - Personal Resiliency and Accountability
October 17, 2019, 9:00 am - 12:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
FP2L - Running Effective Meetings
October 22, 2019, 1:00 - 4:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
Emotional Intelligence@Work
October 29, 2019; 9:00 am - 12:30 pm
21 N Park Street, Room 5045

NEW! Register Today!
FP2L - Coaching and Developing Others
October 20, 2019, 1:00 - 4:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
Emotional Intelligence@Work
November 7, 23019; 12:30 - 4:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
Modes of Conflict Management
November 14, 2019; 9:00 am - 12:00 pm
Ingraham Hall, Room 220

NEW! Register Today!
Face-to-Face Communication: Beyond the Basics
November 19, 2019; 1:00 - 4:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
Emotional Intelligence@Work
November 21, 2019; 1:00 - 4:30 pm
21 N Park Street, Room 5045

NEW! Register Today!
Working Better Together: Building Inclusion with Everything DiSC Workplace
December 3, 2019; 1:00 - 4:00 pm
21 N Park Street, Room 5045

NEW! Register Today!
Emotional Intelligence@ Work
December 17, 2019; 9:00 am - 12:30 pm
21 N Park Street, Room 5045

 

Human Resources

HR information for UW-Madison employees, including pay, benefits, well-being, and more.


Volunteer Tutors Needed

Cultural Linguistic Services, within the Office of Human Resources, is in need of tutors to help UW-Madison employees develop their learning in areas such as: English language, literacy (English and Spanish), writing, math, and other subjects. Scheduling and meeting locations are flexible. To become a tutor, complete an application or contact Jzong Thao at jzong.thao@wisc.edu.



Are UWell? 
Learn about UWell- the comprehensive wellness initiative aiming to advance the health and well-being of the entire UW-Madison community.

Do you have an upcoming event?
If you are interested in requesting to have an event registration posted on the Office of Talent Management Site, please complete your event information HERE.


The WiGrow program is an engagement effort aimed to increase the positive impact of student employment through supervisor and student employee conversations.
  

       ​​About OTM | Contact Us | Catalog | Learning | Human Resources Home

Accommodating:
A style of dealing with conflict in which the needs of others overwhelm one's own, in an effort to be diplomatic; characterized by submissive communication; also known as smoothing.

Active listening:
The process of seeking to understand another person's point of view, demonstrating a desire to understand the meaning of that person's communication without judgment.

Affirming environment:
A positive, respectful atmosphere in which to communicate.

Assertive communication:
The sharing of one's needs and concerns, while respecting the needs of other persons involved.

Avoiding:
A conflict style in which disagreements and concerns go unexpressed, often making the circumvented conflict worse.

BATNA:
Best Alternative To a Negotiated Agreement

Behavioral responses:
Actions in reaction to conflict, such as yelling, walking out, withdrawal, or negotiating.

Caucus:
A private meeting outside of a larger group; in mediation, it is a meeting with each party separately.

Cognitive responses:
Thoughts and ideas about a conflict, often present as "inner voices" and sub-vocalizations.

Collaborating:
The pooling of individual needs and goals towards a common goal; a conflict style that often produces a better solution than any individual party could achieve alone; the integration of separate interests.

Competing:
A conflict style in which one's own needs overwhelm the needs of others; often characterized by aggressive communication; tends to result in conflict escalation.

Compromising:
A conflict style involving tradeoffs, resulting in some sense of satisfaction, but no real exploration of the underlying needs of the disputing parties.
Conflict styles: Varying approaches of behaving during conflict

Consensus:
A situation (or decision) in which all members of a group find an outcome to be acceptable; most valued when members of the group perceive it to be genuinely "safe" to express dissent.

Emotional responses:
Feelings curing a conflict, such as anger, fear, confusion, or elation; often contribute to behavioral and physical responses.

Empathy:
The ability to put oneself in another person's position and understand that point of view.

Expertise power:
The power accumulated from developing great technical knowledge regarding a particular role or set of challenges

Extremists:
Parties to a dispute who hold extreme, strongly held, convictions about the right positions and solutions in a conflict; often the strongest voices in a multi-party dispute

Facilitator:
One who makes the process easy; a person empowered by the group to manage a group process (e.g., a meeting).

Ground rules:
The rules of conduct that govern the interactions of group members; expectations regarding interpersonal behavior.

"I"-message:
A technique for expressing one's feelings assertively, without evaluating or blaming others; "I"-messages connect a feeling statement with the specific behaviors of another person and the consequences of those feelings and behaviors.

Impasse:
A point at which conflicting parties feel "stuck" and no longer able to find effective solutions; often a normal phase of the conflict resolution process.

MLATNA:
Most Likely Alternative To a Negotiated Agreement

Mediator:
An impartial third party who facilitates the resolution of conflict between two or more parties.

Moderates:
Parties to a dispute who tend to be able to see valid aspects of each perspective and have greater flexibility about potential definitions of the negotiating space; often will be reluctant to express views in a multi-party dispute.

Multi-party disputes:
Conflicts involving more than two identifiable parties or factions.

Normative power:
The power that accrues to those who know "the lay of the land" in a given group, and how to get things done; power coming from familiarity with cultural norms

Opening Statement:
In a facilitated meeting, the introduction given by the facilitator to set the tone for the meeting, establish ground rules, and clarify the process.

Physical responses:
Bodily reactions to conflict, such as muscle tension, sweating, and dry mouth; often interact behavioral and emotional responses.

Pre-negotiation:
The intervention of a concerned third party encourage participation in the negotiation or discussion process; can take place prior to or between meetings; an initial phase of the mediation process, where mediator meets with each party prior to a joint session.

Problem solving:
An intentional and systematic process by which effective responses are sought for difficult situations.

Procedural concerns:
Issues that relate to the process by which a problem is addressed; one of three sets of concerns (along with substantive and psychological concerns) in conflict.

Psychological concerns:
Issues that relate to the emotional well being of group members, such as safety, trust, integrity concerns; one of three sets of concerns (along with substantive and procedural concerns) in conflict.

Referent power:
The power that one accrues from earning respect from others, generally associated with integrity and competence.

Stakeholder:
One who has a vested interest in a situation or outcome.

Substantive concerns:
The "stuff" of the discussion; the issues that most view as the basis of the problem to be solved; one of three sets of concerns (along with procedural and psychological concerns) in conflict.

WATNA:
Worst Alternative To a Negotiated Agreement

Community through respect & civility. Excellence through diversity. Success through learning.
Office of Human Resource Development
University of Wisconsin-Madison
Suite 5101 -21 N Park Street - Madison, WI 53715
Contact our office at 608.262.7107
Email: Registrations2@ohr.wisc.edu

Office of Human Resource Development | Office of Human Resources | UW-Madison


Copyright 2017 Board of Regents of the University of Wisconsin System