Coach U’s CEP
Tanya Taupier, the vice president of human resources at Aetna, holds a bachelor’s in human resources management from Western New England University. To supplement her formal education and two decades of experience, Tanya Taupier has also completed the Advanced Coaching Program and Core Essentials Program through Coach U.
Since 1992, Coach U has been providing numerous coach training services and programs, including its Core Essentials Program (CEP). This 77-hour program is the first part of the International Coach Federation’s (ICF) Accredited Coach Training Program track (ACTP), and is designed to help individuals develop their foundational coaching skills and competencies. Individuals who wish to blend Coach U styles with other training programs, communicate with others more effectively, or offer more professional coaching services to clients can all benefit from completing Coach U’s CEP.
CEP is available as a self-paced, home-based program through TeleClass or as an accelerated face-to-face program. Regardless of the format selected, professionals who enroll learn about everything from critical coaching models and popular coaching myths to Coach U’s nine guiding principles. Participants are also taught about marketing themselves in both internal and external settings and finding their first as well as new clients. This information is largely provided through the program’s core courses, and individuals can further tailor their experience to fit their needs through CEP electives.
Once they enroll in CEP, individuals have 15 months to complete the program. Upon its completion, individuals can take Coach U’s Advanced Coaching Program (ACP) or Advanced Corporate Coaching Program (ACCP) to further expand their knowledge.
A resident of Connecticut, Tanya Taupier has over a decade of experience in human resources and business strategy. Currently vice president of human resources at Aetna, Tanya Taupier has expertise in areas that range from leadership development and talent metrics to executive compensation and evaluation.
Often approved by a board of directors, executive compensation refers to the financial package provided to leadership staff within an organization. Executive compensation typically prioritizes retention of high performers and includes incentives to promote achievement.
Components of executive compensation include the pay package, such as salary, as well as equity payments, performance bonuses, and vesting timeframes. In terms of the pay package, there are several different forms that can be implemented. Cash compensation is the most common. However, options grants, deferred compensation, long-term incentives, and retirement packages are also used to maximize tax benefits. In addition, a variety of executive perks such as first-class transportation can be implemented.
Tanya Taupier holds the title of vice president of human resources at Aetna, a health insurance firm in Hartford, Connecticut. A certified Project Management Professional, Tanya Taupier has developed human resource procedures and talent metrics to maximize leadership development and identify underperformers.
Talent metrics, also known as human resource metrics, are measures that help to evaluate human resources and employee performance. It is important that performance measures are aligned with an organization’s strategic goals, such as revenue or sales, to ensure consistency across business units and get the attention of executive leadership staff. Some examples of measurable talent metrics that are strategically aligned include:
–New hire performance, retention, and failure rates, which can be measured with established metrics such as terminations, sales, or customer service data.
– Measurements at the employee level, such as revenue or job applications per employee.
– Vacancy impact on revenues, which measures the number of days a position is vacant and its impact on financials.
– Productivity surveys and assessments.
– Changes in knowledge and skill gaps that are present within an organization.