The Importance of Chemistry in Executive Coaching Relationships


Executive Coaching pic

Executive Coaching

As vice president of human resources at Aetna in Hartford, Connecticut, Tanya Taupier maintains responsibility for delivering effective leadership development and coaching programs. Tanya Taupier focuses on creating programs that align with the expectations of Aetna leaders while driving the organization’s success. One of the most important aspects of an effective coaching relationship is the chemistry between mentor and mentee.

When executives and their coaches do not have good chemistry, they may butt heads so much that no one benefits from the encounters, meaning that each meeting is an unproductive use of time and resources. Executives should have respect for their coaches and ideally will resonate with their general philosophies and approaches to work. To determine compatibility, potential coaches and executives should have a preliminary meeting.

In advance of these meetings, both parties should understand that compatibility and chemistry are not equivalent to comfort. When both parties share too much in common, there may be little productive work that the two can do together. Individuals grow when they are allowed and encouraged to venture out of their comfort zones, but they need to do so in a safe environment. Good personal chemistry provides such an environment by enabling the development of trust and respect.


Finding the Balance between Cultural Fit and Office Diversity


Tanya Taupier

Tanya Taupier

An experienced human capital professional, Tanya Taupier serves as vice president of human resources at Aetna in Hartford, Connecticut. One of Tanya Taupier’s focuses in this position is on developing the optimal corporate culture at Aetna. Often, cultural fit becomes an essential part of the interview and hiring process, but it is important to balance this natural impulse with the need for workplace diversity.

When recruiters emphasize culture too much, they may end up only bringing in people who reflect the existing culture. This approach can lead to homogeneity in the workplace and ultimately weaken performance, since it can also create pressure for existing employees to fit in with everyone else. When this happens, creativity and innovation are stifled.

Companies tend to drive diversity and inclusion when their hiring processes look more at concrete values rather than the more vague notions of culture. People with values that align with those of the company will help develop culture in a more inclusive manner.

In addition, companies can balance the need for cultural fit and diversity by ensuring that the hiring managers, recruiters, and other involved employees represent different groups. Not only does a diverse hiring team drive efficiency, it also helps generate a more inclusive environment.

Healthagen – System Procedures


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As a human resources professional with more than 20 years of experience in the industry for companies like UnitedHealth Group and ABB, Incorporated, Tanya Taupier has received a great deal of training in human resource programs and procedures. As human resources partner with Aetna, Tanya Taupier has also worked with internal clients such as Healthagen.

Designed to help provide advisory services and help overcome challenges encountered by biotech and pharmaceutical companies, Healthagen is a partner with Aetna to give more immediate access and response to health claims data. Healthagen is able to provide data such as provider engagement, population health, and analytics that can help Aetna make more informed provider decisions.

Healthagen uses a systematic approach that includes defining the scope of the population affected in a particular data field, along with setting program fundamentals to be validated and conducting research based on the parameters given. This systematic approach gives Healthagen the needed information on the study group and allows for modification of parameters if more information is needed.