Learning & Developing
The 天美传媒 has a number of resources available to help you and your employees continue to learn and develop, in the true spirit of Meliora.
A critical part of your role as a manager is helping each person on your team be successful. This could mean helping them be more effective in their current role, helping them grow towards a new position, or both.
Professional development also helps you to become more successful in your current management role or to prepare for your next role.
Explore professional development opportunities, and get advice on how to empower your team, below.
Developing yourself as a manager
We offer several online and in-person courses to assist you in your management responsibilities. Leaders with direct reports in all divisions of 天美传媒 Medicine (including affiliates) are welcome to attend. Some sessions include Medical Center-specific content and are indicated by 鈥淯RMC鈥� in the title.
Explore different leadership tracks and training opportunities in the drop-downs below. Check training locations, dates and times, and register for classes in unless otherwise noted.
Management Essentials
These classes are designed to help build the foundational knowledge required for newly hired and promoted leaders to be successful in leading their teams and the organization.
This three-part online curriculum explores the manager鈥檚 role and obligations in the hiring process. It includes the steps involved in posting a position, advertising to create a candidate pool, interviewing applicants, and decision-making guidelines intended to assist with the selection process. The curriculum includes three modules:
- Ethical & Legal Obligations in the Hiring Process
- Job Posting & Sourcing
- Interviewing & Selecting
This online module provides the key steps and tools for a successful new employee onboarding.
Part of the Management Essentials program, the Performance Management mini-series is intended specifically for new leaders.
This series of four classes will provide the skills, knowledge, and techniques for managing employee performance. Classes can be taken in any order.
Learn more about each class in the drop-downs.
Creating Accountability & Setting Expectations
Explore your role as a leader by understanding your rights and responsibilities for creating accountability within your team. Discuss performance standards and how to clearly set these expectations. To assist employees in reaching their full potential, managers will define and learn about setting these performance standards as well as analyzing and addressing performance gaps. This class is presented by members of the HR Business Partner team.
This class will explore the phases of the performance management cycle including preparing, writing, and delivering employee performance reviews. Overviews of the performance review components, rating scales, properly written comments, common performance review pitfalls, and techniques to keep employees aligned throughout the year will be provided.
Effectively written performance goals can engage staff, foster collaboration, and improve outcomes. Performance goals that are aligned with the organizational strategy will keep your team working toward our common goals. Managers should ensure that their individual goals鈥揳s well as those of their direct reports鈥揳re in line with the overarching strategy. This session will review the key concepts behind writing SMART, aligned performance goals and keeping the focus throughout the year. Led by leaders in Learning & Development.
This class focuses on how to deliver feedback effectively with tact and sensitivity. The ability to facilitate these conversations is an essential skill for leaders which in turn promotes increased trust, stronger work relationships, and better performance. Led by leaders in Learning and Development.
This course is specifically intended for new leaders
Participants will explore the organizational structure of 天美传媒 Medicine and its evolution as a health care system. In this class leaders build on their skills to better execute their responsibilities by more fully understanding the priorities of the organization. These organizational priorities relate to high-quality Health Care service delivery, patient and family engagement, and our commitment to creating a high-performing workplace that is attractive in recruiting and retaining health care providers and workers. Led by President & Chief Executive Officer of Strong and Highland Hospitals, Kathy Parrinello.
This course is specifically intended for new leaders
Learn how to develop and maintain a work environment with clear expectations by using effective communication, role modeling, and positive reinforcement. This class is presented by members of the ICARE Commitment Office.
天美传媒 Medicine New Leader Orientation
This course is specifically intended for new leaders
Open to newly hired and promoted 天美传媒 Medicine leaders of people (assistant manager, manager, and above with direct reports), this session will inspire, engage, and connect new leaders to the 天美传媒 Medicine mission, vision, values, key strategic initiatives, as well as provide an introduction to the leadership role and expectations within the organization.
New leaders in 天美传媒 Medicine divisions of Strong Memorial Hospital, School of Medicine and Dentistry, School of Nursing & Health Sciences, Medical Faculty Group, Eastman Institute of Oral Health, and Health Sciences are encouraged to attend within two months of starting a new role. New leaders only need to attend once; the same presentation is repeated on each date.
Leadership Enhanced
These classes are designed to support leaders by providing practical and conceptual skills needed to align our work with the organization鈥檚 business goals and manage the phases of the employee lifecycle, from recruiting through off-boarding. Attendance in these courses is based on role; please attend if classes are related to your current position.
Developing Your Direct Reports is an online course in which participants will learn 鈥渄evelopment coaching鈥�. So what鈥檚 the difference between performance management and development coaching? Performance management is focused on eliminating the weaknesses of the past and present. Development coaching, on the other hand, targets employee strengths as the basis for future performance and the achievement of long-term goals. And the other major difference? It requires the direct and regular involvement of the manager.
Coaching is essential for the development, growth, and performance of your employees. This online module teaches managers and supervisors how to effectively coach employees鈥攏ot just manage them鈥攚ith a participative approach that can increase productivity, create an environment of trust and autonomy, and deliver better results.
Today鈥檚 workforce is the first to include five distinct generations working side by side. Each generation brings its own unique expectations, communication styles, and perspectives, all shaped by historical events and societal influences. In this session, leaders will discuss the five-generation workforce and learn strategies for connecting with and engaging high-performing teams.
Effective leaders establish and maintain a culture that reinforces the values of the organization and promotes employee engagement. Explore how your leadership behaviors influence the overall performance of your team and why they are necessary in developing the steps needed to ensure success. This class is presented by members of the ICARE Commitment Office.
Change can be challenging, but it鈥檚 also an opportunity for those in a supervisory position to lead with purpose and empathy. In this interactive course, leaders will discover practical tools and strategies to guide their teams through change with confidence. Using the ADKAR model, participants will learn how to communicate effectively, manage resistance, and engage employees at every stage of the change journey. Through real-world examples and hands-on activities, learners will build the skills to not only navigate change but also inspire lasting success.
FEMA National Incident Management System (NIMS)
This training is required by internal and external policies and regulations. Leaders should attend if related to the responsibilities of their current role.
The National Incident Management System (NIMS) is a standardized approach to incident management developed by the United States Department of Homeland Security.聽 NIMS describes the continual daily efforts of entities such as URMC to prepare for emergencies and disasters in a way that is consistent with our peers across the country.
To register, login to > MyLearning tab > External Training Options
Systems Training for Leaders
These classes provide the training required to use UR/天美传媒 Medicine Systems. Leaders should attend classes if system access is required for their current role.
Leaders requiring access to the Reporting Workbench/Dashboards should enroll in this online module to learn how to search the library for reports, read radar dashboards, manipulate criteria, and save a report. An optional one-on-one, hands-on training is also available for learners who would like additional support after completing the online module.
To register for eRecord training, complete the聽.
Contact the eRecord training team:
- Training and Class Support: ISD Enterprise Training Registration
- ISD Service Desk: (585) 275-3200
All new hires will receive the foundational myURHR Core Concepts training in MyPath. Advanced level training for myURHR Workday and UKG systems will be determined by the elevated security roles required by an individual and assigned based on those roles. Contact your manager or HR Business Partner with any questions about security roles.
For questions about myURHR Training classes, please contact聽myURHR_training@rochester.edu.
Communicating with DiSC庐
Effective leaders have more motivated employees, create engaging workplaces, and foster retention through open communication. So what does it take to be more effective in your leadership role?
While there are many skills and attributes of an effective leader, understanding and applying the research-based DiSC human behavior model builds a solid foundation for development. DiSC identifies and assesses strength and improvement based on 4 critical areas: Dominance, Influence, Steadiness, and Conscientiousness. DiSC behaviors drive individual performance and workplace relationships.
Manage and lead more effectively by understanding the behavior of others. Led by DiSC-certified instructors, this class is being offered as a 3 hour in-person class. Click the link below for more information, including class cost and registration.
If you are interested in learning more about DiSC or scheduling a session for your team, please email learninganddevelopment@URMC.Rochester.edu.
Employee Assistance Program Supervisor Series
Visit the UR Medicine EAP website Employee Assistance Program Supervisor Series. Video recordings of several prior sessions are also available for viewing on the website. Open to leaders across the entire University.
Developing your employees and team
As a manager, a critical part of your role is to support your employees in their development.
In developing towards a new role, the employee sets the direction and owns the progress. As a manager, your responsibility is to take an interest in their Career Development Plan and help them achieve their goals:
- Act as a sounding board and provide feedback as requested
- Help them explore training opportunities and make connections
- Assign them to projects where they can develop in their desired areas
- Support their efforts to enhance their education in , utilizing Tuition Benefits, or through other means. There are thousands of online and live courses available in MyPath, and keyword searches based on an employee鈥檚 development goals can help them learn. Explore more opportunities on our Staff Training page.
- Check in with them regularly on their progress and how you can help
You鈥檒l find several training courses in that can help you support your employees in their development, including Developing Your Direct Reports and Coaching for Development.
Leadership Coaching
Empowering our leaders to maximize their effectiveness
Leadership coaching is a personalized development process aimed at enhancing the abilities, awareness, and effectiveness of leaders. It involves biweekly one-on-one sessions (in-person or virtual) between a coach and a leader, focusing on areas such as decision-making, communication, strategic thinking, emotional intelligence, and conflict resolution.
The goal is to support leaders in identifying strengths and areas for improvement, setting achievable goals, and developing the skills needed to navigate challenges, inspire their teams, and lead with confidence. Through tailored guidance and feedback, leadership coaching helps leaders unlock their potential, foster personal growth, and drive positive outcomes for their departments. All coaching conversations and action plans are strictly confidential between the coach and the leader.
Available to all leaders in the University community with the support of their immediate supervisor, the University offers two internal, executive leaders who bring 70+ years of experience to leadership coaching.
Barbara Saat retired in 2021 as the Director of University Human Resources Services after a career at the 天美传媒 that spanned 42 years. Since 2001, Barb has passionately guided our leaders in developing their leadership skills, as well as managing performance and career development. Barb brings invaluable insight into our organization and culture and serves as a consultant on all HR-related topics.
Barb has a master鈥檚 degree from the Rochester Institute of Technology in organization and career development. She is a certified graduate of Corporate Coach University鈥檚 extensive coach training program.
Barb鈥檚 areas of leadership coaching expertise include:
- Giving feedback
- Maximizing sphere of influence
- Understanding style (personality and behavioral) and leveraging it for success
- Managing change
- Defining the role of manager vs. coach
- Developing listening skills to guide others toward their own solutions
Barb is available on a per diem basis at $100 per hour. The department can pay this fee via 312 req or by personal check. If you want to explore how coaching can boost your leadership skills and confidence, contact Barb at barbara_saat@urmc.rochester.edu.
聽鈥淚 didn鈥檛 know what to expect from leadership coaching. I鈥檝e read lots of business books and attended many professional development sessions. Barb takes all that learning and helps you apply the skills. I bring some of my current work issues to her and we talk through options to approach the situation. She empowers me to tackle the problems that have been hanging over my head. I look forward to our meetings and find my professional development accelerating much faster than what I could do alone,鈥� by Coaching Client.
Vicky Hines retired in 2024 as Vice President for 天美传媒 Medicine and COO for the 天美传媒 Medical Faculty Group. In her 30+ years of executive leadership, Vicky has also served as the President and CEO of UR Medicine Home Care, and Associate Dean for Administration and Finance at the School of Nursing & Health Sciences. Her experience has given her insight into effective leadership skills and an insider鈥檚 understanding of our complex organization. She has taught courses on leadership and organizational behavior and both formally and informally mentored administrators and faculty members in leadership roles throughout her career.
Vicky holds a Master of Health Administration from the Medical College of Virginia. She also has a Bachelor of Science in Psychology from the University of Virginia.
Vicky鈥檚 areas of leadership coaching expertise include:
- Leading through change
- Setting clear expectations and managing performance for optimal results
- Building relationships between providers, administrators, and support personnel
- Effective negotiation: how to communicate to ensure that you achieve your goals
- Managing conflict
- Setting and achieving leadership growth goals
Vicky is available on a per diem basis at $150 per hour. The department can pay this fee via 312 req or by personal check. If you want to explore how coaching can boost your leadership skills and confidence, contact Vicky at vicky_hines@urmc.rochester.edu.
External Coaching Opportunities
The Office of Human Resources can connect leaders with external coaches upon request. External coaches are independent or employed by a coaching firm. This option can provide a different perspective and relationship that some leaders seek. Fees are set by the external coaches and depend on contract length and goals. To learn more about external coaching opportunities, contact Karen Scott, Director, Leadership & Staff Development, at karena_scott@urmc.rochester.edu.