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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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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.

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Outcomes Identification Exercise

click here for an additional Situational Conflict Styles Assessment Exercise

Facilitator's Opening Statement:

"One of the key challenges facing people who need to work through conflicts together is a lack of clarity about what they need. What they expect regarding how those needs are met at the workplace, and the relative priority of these expectations, is at the heart of this exercise. By clarifying desired outcomes from their work together, participants can begin to build an agenda that seeks to affirm those desires in practice."

Step 1:

Individually, each participant should 'brainstorm' a list of responses to the following question:

"What outcomes do I desire from my workplace?"

An alternative question may be: "What expectations do I seek to fulfill from my work with my co-workers?"

Take 3 minutes of quiet time to write down as many answers as possible to the focus question.

Step 2:

Going around the circle, each group* member should identify one desired outcome to share with the others. The facilitator should record these responses on flip chart paper. Go around the circle a couple of times… if a 'desired outcome' has been previously stated, participants are encouraged to identify other items from their personal lists. People may "pass," if preferred. After completing 2-3 turns around the group, the facilitator should ask members to review the flip chart list and identify any other items from their personal lists that they now feel are important to add to the group list.

*At the end of this step, the group's list should contain 12-15 items. This assumes 5-7 members per group; if working with a larger group, it is advisable to break into subgroups.

Step 3:

Elicit feedback from group members regarding the characteristics of the desired outcomes they now observe. Ask them [if not otherwise noted] to notice the relatively significant role of procedural needs and psychological needs identified in these lists. [If you have a few sub-groups, it may be helpful to have people 'wander around' and view the other lists before making these comments.]

Step 4:

Ask each person to reflect upon the group list that has been generated, as well as their personal lists. Then ask each group member to take 3 minutes to compose two statements:

   A:

"One desired outcome I am working to achieve is _____________."
This is very important to our work group because _____________."

   B:

"I know that (someone else in the group or work team) is working to achieve (another desired outcome). This is very important to our work group because _____________."

Encourage group members to elaborate fully with these statements. Then, when all are ready, have people share these statements with one another in the group.

*Again, small groups may be desirable. However, there is tremendous power in the experience of hearing people share these statements within the larger group. The facilitator should determine which approach is best in this situation.

Step 5:

(Optional) Building an action agenda often flows from the listing of desired outcomes in Step 3. You may return to this list and ask participants to identify [with check marks or colored dots] the "top 3" items on the collective list that should now be acted upon in by the group. After people are polled in this manner, the group should identify those priority items that now appear to be meaningful and actionable for the group, and set aside time to address those items in the best possible way.

[Since this exercise may be used as a training exercise, moving ahead to problem-solving may not be appropriate within this meeting. On other occasions, however, it is a natural next step.]

click here for an additional Situational Conflict Styles Assessment Exercise

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