Start saving, learning, and networking today.

The people I've met through AGC have helped me both personally and professionally. Every contractor needs those resources and those relationships. If you want to be successful, well then, you need AGC.

Phyllis Harden

Legislative & Special Projects, Pine Bluff Sand & Gravel
Why Join? Ready To Join


AGC HR and Training Conference to Highlight Link between Coaching, Workplace Performance and Corporate Results

August 12, 2010
At AGC's 2010 HR Professionals Conference and Training & Development Conference, participants will learn the importance of coaching to transform employee potential into workplace performance, and ultimately, corporate results.  Kelly S. Riggs of Vmax Performance Group in Broken Arrow, Oklahoma, will address both groups in a joint, keynote session on October 19, in Scottsdale, Ariz.  Few people disagree with the premise that great leadership skills are critical to creating a high-performance organization, but surprisingly, many companies invest very little in the development of effective leaders.  This is particularly shortsighted given the overwhelming research that connects leadership skills to employee engagement, and employment engagement to productivity, profitability, attendance, workplace safety, and customer satisfaction. Research shows that the quality of workplace performance is directly proportional to the leadership skills of a manager - much like the leadership skills of a sports coach is the critical link to a sports team's success.  For example: 
  • An ineffective coach can fail to recruit (or hire) talented players just as an ineffective manager can fail to hire talented employees.  
  • An ineffective coach can fail to develop players to reach their potential just as an ineffective manager can fail develop employees to reach their potential.
  • An ineffective coach can fail to win games even with a talented team of individual players just as an ineffective manager can dramatically hamper the workplace performance of the most talented employees.
  • An ineffective coach can provide inadequate leadership, communicate poorly, and fail to support his or her players just as an ineffective manager can fail to lead, communicate with, and support his or her employees.
Regardless of how technically proficient a manager may be, he or she must learn to coach in order to transform employee potential into real improvements in workplace performance. While great teams never arise out of mediocre players, neither do great teams arise out of mediocre coaches. Kelly's high-energy presentation will define the three keys to powerful coaching and teach HR and training professionals how to identify employees at every talent level who will benefit from effective coaching.  Information on both conferences can be found at
Go to top