The BPI Senior Executive Board holds a benchmarking and dialogue session the second Tuesday of each month. Come prepared to learn and share your knowledge and expertise - as well as take part in BPI's process of team development and transformation online. Each Senior Executive Board member may bring 1 direct report.
Today’s organizations battle a great deal of complexity. The introduction of collaborative technologies has allowed organizations to increase transparency, global communication among workers, and welcomed new ways of learning. How are you and your organization leveraging these technologies to build a community of trust and engagement through social learning? Between creating IT partnerships, involving senior leaders, measuring success and failure of virtual tools, and encouraging learning professionals to embrace informal learning, many organizations have begun to strategize for success. Join an incredible panel of leaders who have introduced purposeful apps, playbooks, and toolboxes for employees to adopt and utilize collaborative technologies leading to more engaged workforces.
Ed Franzone, former Senior Director of Worldwide Learning and Development at BD (Becton, Dickinson and Company) will present the design, implementation and outcomes of an innovative program designed to accelerate the development of BD’s early career high-potential population.
Join the critically acclaimed Best Practice Institute staff as they bring you through the experience that is only available to a select group of executives throughout the globe.
Experience what it is like to lead, innovate, manage, develop yourself and others, and network with the leading minds and executives from the worlds best organizations.
Teams may be the #1 preferred method of getting things done in most organizations today. Due to their focus on performance, teams motivate, challenge, reward, and support individuals who are working to change the way they do things.
This is especially important in an era when individuals are stretched wearing many hats, and companies are demanding superior performance, innovation, and breakthrough results from diverse teams spread out across global and cultural boundaries.
Project teams, product development teams, task teams, my team, your team – wherever two or more are assembled we are tempted to call it a team. Real teams, not just groups that someone simply calls “a team” may be the most effective unit of performance for any enterprise
Groups of people call themselves “teams” even though they lack the fundamental ingredients for team performance and effective team behavior – which can doom them to failure.
Have you been on a “team” where
• People get frustrated and would rather just do it themselves
• Morale descends to all-time lows
• Expectations are not met and may not even be known to all team members
• Deadlines get missed
• Goals are not reached
• Good performance of well-intentioned, hardworking people is squandered?
So what Makes a Team, a Team?
A team is a group of individuals (at least two) who:
• United by a common purpose (task and outcome expectations)
• Sharing a common methodology that requires interdependent activities to achieve outcomes
• With clearly-defined roles and responsibilities.
And how do we make it High Performing Team?
High performance teams do not develop without a significant performance challenge that is meaningful to those involved. Good personal chemistry or the desire to “become a team” can foster teamwork values and practices, but teamwork is not the same as a team.
Despite the hope and effort of many people, a team that out performs all others is difficult to create, personally demanding for the members, and can be viewed as threatening to conventional organizations. A high performance team is required to build an unusual degree of mutual trust, “straight talk” and personal commitment.
A real team with disciplined, directed action tied to a known and endorsed desired outcome with a process for feedback on accomplishments, will deliver results well beyond what an individual acting alone or acting with others in a non–team situation could achieve.
In the 45 minute session we will engage in a fast cycle exchange of information, tools, and discussion around the topic of creating a high performance team. Questions will be formulated for the High Performance Organization Learning Group, discussion threads will begin, and a learning circle community will form around this important topic.
The Best Practice Institute Global Talent Solutions Research reflects the interests of the BPI Senior Executive Board, representing various Global Senior Leaders from 16 organizations including MasterCard, Wal-Mart, Pfizer, Merck, BP, Aramco, Hilton Worldwide and more. Survey results focus on global leadership, high potential talent, career development, diversity and inclusion, and learning, which all fit under the umbrella of talent solutions. Learn the next practices in leadership development, standardization, social community management and more.
This session will be streamed from the BPI Senior Executive Board meeting at BlackRock in New York City
This 15 minute learning byte will teach you about the history and foundation of the field of Organization Development outlining the significant contributions of specific theorists and practitioners who helped shape the field today.
"Do a performance appraisal! Can I give a speech instead?”
Although studies have shown that one of the most feared tasks amongst people is to give a speech, many managers would argue that giving performance feedback may rank higher.
Most of us have forgotten that the primary purpose of conversations about performance is to improve performance. Yet in a performance appraisal discussion, many managers go through a list of examples of past of performance that did not measure up – as if listening to a litany of complaints ever helped anyone change their performance for the better!
In this Fast Action Learning participants will learn simple, common sense models and specific techniques that will not only make the giving of feedback easier, but it will help provide feedback that truly impacts performance. Tools tied to practical application will be highlighted.
In the 1 hour session we will engage in a fast cycle exchange of information exchange, dynamic tools, and discussion around the topic of giving feedback and how to make it more effective – and easier! Questions will be formulated for the High Performance Organization Learning Group, discussion threads will begin, and a learning circle community will form around this important topic.
Dan will share top tips and real world examples to help improve how your company operates in what he calls “a mecca of collaboration; a culture that fosters innovation, creativity, teamwork and friendship.” He discusses collaboration tools, technologies and practices alongside new learning models and methods of engagement to build teamwork and positive bottom line results in any organization. Take home great tips to make your organization more productive.
Kim Janson, Vice President of Global Leadership and Organization Development at H.J. Heinz will present the business need, design, and implementation of programs and practices that support the people development strategy at H.J. Heinz. Her effective approach to implementation is an excellent example of how to achieve a goal that has become critical to the success of the enterprise as well as to the field of talent management.
Michele Ryan, HR Director at McDonald’s Restaurants (UK), will present the business need, design, and implementation of programs and practices that support women's leadership development at McDonald's (UK). Michele and her team have an effective, evolving approach to both talent and implementation.
Imagine for a moment a business environment where Talent Management not only had a surplus of budget resources but that you also had the unwavering public support of managers and executives. You should know that not every HR function struggles for support and not all have to continually operate in a “do more with less environment”. If you have struggled with metrics and making the business case and you are interested in learning and adapting the best practices for proving the business impact of Talent Management, this powerful session is perfect for you. The webinar will cover both the factors and the type of numbers that convince cynical executives of the business impact of recruiting, retention and development. The session will also provide examples on how you can demonstrate that different Talent Management areas can directly impact corporate strategic goals including revenue, profit, customer service, innovation and product quality. It’s time for HR professionals to realize that there are proven methods for successfully “making the business case” and noted metrics expert and Talent Management thought leader Dr. John Sullivan will reveal them in this interactive webinar.
Traditional talent management programs often fail because much essential infrastructure to support it is missing. (About 70 percent of all talent management programs fail in the first 3 years.) Accelerated talent management (ATM) is a planned approach to accelerating the success of talent management by speeding up the process of building the essential infrastructure needed to support a talent management program. Examples of such infrastructure includes clear and measurable talent management goals, alignment of management thinking with the goals, clarity on role responsibilities, clarity on accountability systems, competency models, assessment methods, and much more.
In this webinar William J. Rothwell and Roland L. Sullivan focus on rethinking talent management by pairing up the components of best-practice talent programs with so-called Whole Systems Transformational change.
Transformational change is critical to organizations operating in a polyphonic global economy. Making it happen is a complex process, and seldom meets expectations. This webinar will help resolve complexities and lead to your company’s transformation meeting expectations.
John Nelson of BT+L Partners and Mike Bonifer of GameChangers will describe how they designed and implemented a successful year-long action learning program at Diversey, Inc., that used improvisational game and narrative structure to help Diversey’s top two tiers of leadership transform the company. Their program focused on critical change components that both affected Diversey and were affected by them: globalization, collaboration, customer-focused solutions, innovation, and talent management.
Nelson and Bonifer will explain how the program encompassed the technical and logistical aspects (What, Where and How) of the large-scale transformation, as well as the social aspects (Why and Who). They will describe how it aligned the company’s leaders by providing with them powerful communication and peer collaboration tools. One of the most important concepts in the program, for example, uses GameChangers’ proprietary ERGO (Environment / Roles / Guidelines / Objectives) game structure as a means of generating leadership narratives.
Nelson, who was Sr. Vice President, Learning & Organizational Capability, at Diversey at the time, and was the architect of the corporate transformation, shares how formal leadership development and GameChangers’ concepts were leveraged to drive desirable change. Bonifer explains the function of storytelling in leadership, and how the ability of individuals and their organizations to build narratives collaboratively relates to the practices required to perform at a consistently high level in a complex and fluid marketplace.
Both gentlemen will comment on the opportunities presented by transformative organizational change.
A leader can be very successful in delivering business results and getting promoted while working in his/her home country. But when it comes to doing business across cultures and geography with global colleagues and customers, leaders often find it challenging to effectively influence people to get the job done. Sometimes it is hard to even get noticed for their accomplishments in a global and virtual work environment.
So, what does it take to become a globally influential leader in today’s business environment? Maya Hu-Chan will share key skills and competencies that will enable leaders to be globally influential and competitive, regardless of which industry they are in or the size of their company.
Leadership transitions are some of the toughest challenges people face – professionally and personally. Nearly half of new leaders fail in their first 18 months. Often, those failures are the result of crucial mistakes made in the very beginning that can be devastating for organizations and leaders alike. The business world is changing rapidly; we’re all new leaders all the time, and must treat the next 100-days as the first 100-days of the rest of our careers.
Learn how you can take charge, build or re-build your team, and deliver better results faster than anyone thought possible; and how you can coach others to do the same. To that end, this conversation focuses on how to leverage three ideas to get done in your first or next 100-days what would normally take six to twelve months, and/or help others
Speaker George Bradt will share insights and stories from his own experience, from his book, “The New Leader’s 100-Day Action Plan” and from what he’s learned from leaders for his weekly column on Forbes.com, “The New Leader’s Playbook.”
Performance Management continues to be universally of the most challenging activities, with many companies losing a whole quarter of productivity at review time. The emphasis continues to be on technology and measurement solutions, instead of tackling the challenge where it is hardest: changing the mindset and the quality of conversations.
Join David Rock, Director of the NeuroLeadership Institute, for a webinar to help you understand why we get performance management wrong, and then explore a 12 step process for transforming performance management, based on the latest neuroscience research.
You may not realize it, but whenever you encounter an effective presentation the odds are high that the presenter took great lengths to ensure that everything went smoothly. In this illuminating session, we will "peek the curtain" to reveal the handful of key activities you'll want to undertake so that you, too, can aspire to the ranks of "seamless" presenter.
We'll cover such topics as researching your audience, honing and refining your material, practicing your delivery, anticipating challenges, and much more.
You’ve hired the best. Now how do you get them up to speed?
Join us to learn the latest in on-boarding best practices, including the use of scalable gamification technology and other self service platforms for engaging the new hire so they can grasp the knowledge and skills they need to perform in the new job – fast!
Why waste time? Dr. Ware will show us how to leverage this "lost child of talent management" (on-boarding) to get them up to speed immediately so that they can rapidly contribute to the achievement of your desired business results.
Any firm, no matter how large or small, whether it’s been around for 100 years or 10 years, needs to think about how to get to what’s next. You don’t have to be Steve Jobs to have the next great idea or create the next great product. What you need is a culture with the five key drivers that spark innovation and take those ideas to reality. This engaging, interactive session explores the five key drivers of innovation in any environment and shows you how to use that business event we all hate – meetings – to drive innovation.
Change is inevitable and necessary for growth. All companies undergo changes unique to their business – whether it’s a merger, an acquisition, downsizing, restructuring – or even simply new leadership - change happens.
Is your organization about to embark on a change that will have a significant impact on your team, a division or your entire organization? Is it important to the success or growth of your business that the change is embraced and successful?
In this session, Emerging Leaders will learn 10 steps that will help support a successful change process and strategies for implementation. Without paying attention to these steps, leaders could find themselves with a large number of employees that are stuck, frustrated, disengaged, and unwilling to move forward.
"By failing to prepare you are preparing to fail." — Benjamin Franklin
Organizational overload is a problem confronting people across all industries and sectors. People have too much to do and too few resources to accomplish it. The problem is overwhelming managers' abilities to sustain focus on strategic priorities and drive key organizational changes. In this session, you will learn to: assess the costs of overload to your organization, understand the root causes of the problem, and identify high leverage interventions that enable managers to sustain organizational momentum on top priorities.
Whether you like it or not, the demographic shift is happening and Generation Y (born 1980 – 1995) is coming to the forefront of the workforce. This generation differs from any previous demographic population because “Gen Y” grew up in an era shaped by conditions unheard of before: from digital social lives with 24/7 connectivity, global mobility and unlimited instant access to shared knowledge via the internet to unprecedented environmental challenges and highly individualized lifestyle choices. Consequently, Generation Y’s approach to life and work seems foreign to earlier generations. In fact, it leaves them downright confused: These erratic, demanding, impatient and tech-dependent Trophy Kids are supposed to become our future leaders?
In this webinar, Martina Mangelsdorf shares how Generation Y impacts the working world, focusing on five specific areas:
•Work Place & Environment
•Expectations & Motivation
•Leadership & Communication
•Attraction & Hiring
•Training & Development
Martina explains typical Generation Y attributes and stereotypes that should be utilized to leverage Gen Y talent. She also highlights some risk factors and provides a practical checklist to assess whether your organization is ready for Generation Y.
Never before has there been more of a need to understand, embody, and embrace the core principles of true Leadership. Global strategist, international consultant, and bestselling author Chad Robert Stewart has traveled the world working with CEOs, Directors, and Executives from Fortune 500 companies, non-profits, and multiple businesses, and has identified The Ten Essential Elements for Executive Leadership.
In this webinar, Chad will share what he has found to be indispensable in leading at the executive level. He will dive deep into each key principle and show what they look like on a theoretical and practical level.
How do you find growth in new markets? How do you beat your competition and lead? As the world becomes more dependent on technology, and as trade borders become seamless, companies need to acquire the tools and skills necessary on how to compete, innovate and succeed in the global market. The webinar will illustrate the skills needed to build a successful global execution platform that will stand the test of change and still be on target, on budget and on time. It covers how to anticipate change in global decision making and execution, how to assess trends, and how to respond to differences between internal corporate culture and the target culture.
This webinar will trigger proven effective approaches and leadership strategies to use when entering new regions of the world or expanding your base in the international arena.
Recent surveys continue to show levels of job satisfaction and employee engagement to be at record lows. This is a crisis for business and individuals alike. Based on his NY Times bestseller, We: How to Increase Performance and Profits Through Full Engagement, Kevin Kruse presents conclusions from surveys of over 10 million workers in 150 countries and based on his own experience as a former Best Place to Work award winning CEO.
Kevin reveals the surprising ways that emotions at work spill over to other areas of our life, and shows how Growth, Recognition and Trust are the three keys to gaining massive emotional commitment and loyalty.
Just about everyone has jumped on the social media bandwagon. Companies are falling over themselves to engage customers and stakeholders in social media spaces, for fear of missing out on the social media “revolution.” Indeed, marketing and PR have been permanently changed by social media. Traditional marketing methods haven’t disappeared, but our increasingly social-savvy audiences have changed their expectations about how companies interact with them online. But the “revolution” in marketing is actually just the tip of the iceberg. Companies that are the most engaged in social media are seeing the impact not just in marketing, but also in key organizational processes, structures, and even culture.
In this session, authors Jamie Notter and Maddie Grant will show how the prevailing leadership and management models have been stuck in “machine thinking” for decades, and social media is now shining a light on a new, more human approach to organizations. By embracing the principles of open, trustworthy, generative, and courageous, organizations can solve perennial problems of agility and engagement and become more compatible with social media in the process.
Talent management encompasses many HR processes and touches every aspect of the employee life cycle. This webinar provides a high level overview of talent management and its importance to the performance and success of the company. Each aspect of talent management is briefly highlighted, providing key areas of focus, plus misconceptions and pitfalls that should be avoided. Finally, the special case of high potential employees will be discussed along with a framework for creating and sustaining effective talent management processes.
You can buy a person's backbone but you cannot buy his heart, they say. Surely, there has to be a way for the organization to keep the performers going and the inner fuel burning.
Why is it that some people seem to only have the paycheck in mind at work while others will work for free? Why is it that some people are loyal while others are not? Why is it that some will last a decade while some won't last a week? In this webinar, Bjorn Martinoff will share timeless wisdom on how to attract, keep and grow talent. He will discuss the principles of fulfilling six human emotional needs and help you create actual strategies to be put in place. Make your people aware they count and have them work purposefully with your organization, products, and services and for the reasons of its existence.
Change is a process, not an event. The real challenge comes during implementation when changes in behavior are required to support the critical business goals. Desired behavioral shifts need to happen at the leadership, team and individual levels, such as increased personal accountability, more transparency and cross-functional teamwork. Resistance to change is always part of the process. The most important X factor in making change happen is the ability of the change leader to stay focused, objective and de-stressed when dealing with the typical frustrations, disappointments and resistance associated with change. In this webinar we will discuss these challenges and learn practical tactics.
1. The emotional roadmap for making change happen
2. The culture factor and how different cultures react to change
3. Recognizing and de-escalating resistance
4. The multiple behavioral roles of change leadership
5. Influence agility
We’ve all heard the stories of superstars who flame out too quickly. We’ve seen high performing managers whose careers are derailed somewhere along the way. Identifying potential derailers and taking action can maximize your investments in leaders and reduce the cost of a leadership mismatch. This engaging, interactive session explores 5 important reasons why leaders fail - even when they’ve had a track record of success - and what organizations can do to avoid costly mistakes and manage leadership transitions effectively.
Leapfrogging is about changing the game – creating something new or doing something radically different that produces a significant leap forward. Most leaders and organizations want breakthroughs, but many struggle with the often unspoken leadership principles and practices required for creating them. Soren Kaplan shows how “strategic innovation” isn’t just about products and services anymore. Through real-life examples and practical tools, he reveals how any organization or business function can leapfrog over existing mindsets and barriers to find and create new opportunities. His presentation delivers a deep dive into the ins, outs, ups and downs of what it actually takes to lead game-changing innovation – both personally and organizationally.
Keeping in mind the current challenges being faced in the Middle East as well as the local ideal form of leadership, leadership development efforts in the Middle East must take into account critical differentiators from other global contexts. While Atif mentions the similarities, he states that the Middle East is a huge region and large differences exist within it.
Over the past several years, the global economy has sunk into recession, the financial services industry has experienced extreme challenges, and Bank of America is reshaping itself to meet new economic realities. Much has changed since the Crack the Code recommendations were presented yet implementation of the teams’ recommendations has continued with appropriate adjustments given the environment. The goal of optimizing the investment in and management of key learning processes, tools, programs and learning technology for Lines of Business and the enterprise, to ensure effectiveness and efficiency, remains valid but is perhaps more of an on-going challenge than a one-time event. The need to develop a cadre of leaders for the future will continue to be an equally significant business challenge for the foreseeable future and action learning programs are certainly a tool to use to accomplish both the solving of real business problems as well as developing key talent for the future.
These days, we’re all joint problem-solvers. But we’ve all seen problems that could have—and should have—worked out, but didn’t because conversations about them turned negative or broke down. The original problems were not beyond repair, but the damning judgments, hurt reputations, and broken relationships sometimes have been.
In this webinar, Holly will give you a clearer view of what happens in tough conversations. She will give you the skills you need to make your way through them, even when the conversations are unpredictable, big emotions are in play, and your counterpart thinks this is war. This is your best way out of failure-prone conversations with your reputation and relationships intact.
This interactive session is effectively designed to highlight best practices to create and maintain a strong internal employee culture. Because of its successes – publically and internally – Jim Knight, former Sr. Director of Training & Development for Hard Rock International will use the visceral backdrop of the Hard Rock brand as a platform to discuss key strategies to create, maintain or revive a desired employee environment, regardless of the current state.
The time allotted is chock-a-block full of visual PowerPoint slides, out-of-the-box thinking, book quotes, videos, personal stories, exercises, industry statistics and an interactive handout for some real “take aways”…all told through the spirit of Rock ‘n’ Roll.
If you’re a fan of irreverence & unpredictability, come hear what all the noise is about.
Progress doesn’t come from standing still. However, in the ever-changing world of business, many of us have become resistant to change because it can be exhausting and difficult. We’ve become so focused on internal processes and procedures that there’s no time for big-picture thinking and value-added work. This perfect storm has led to the rise of two evils: complexity and, even worse, complacency.
We can’t keep doing what we’ve always done. Stuck in the land of status quo, we’ve forgotten how to think differently, and lack the simple tools to solve problems creatively. The exact structures that were intended to grow businesses are now holding us back. So it’s time to Kill the Company. It’s time to start a revolution in how we think and work.
This provocative webinar unveils a striking new perspective on how to create the killer culture of tomorrow. The key lesson: if we want people to approach change differently, we have to change our approach. Instead of expensive, sweeping culture change initiatives, Bodell shares how teams can do less and achieve more. Leaders will learn why providing their teams with guardrails instead of handcuffs can reignite critical aptitudes like curiosity, inquiry, and creative problem solving. Rethink business-as-usual to reimagine your organization.
Christopher Henry is Vice President of Talent & Organizational Development at MGM Resorts International.
Vickie Kolias is Corporate Director of Learning & Instructional Design at MGM Resorts International.
Smart employers use stories to amplify the effectiveness of all aspects of their talent management and development process, including employer branding, new hire orientation, employee engagement, training, and coaching.
Companies with great Employer Brands use stories to communicate what makes them a great place to work. Employers with inspiring, engaging new hire orientation programs use stories to communicate “You made a wise choice”, “You can be proud to work here”, “Employees can make a difference here” and other important messages new employees need to hear.
Leaders who inspire passion and commitment avoid “death by PowerPoint” and instead tell stories that inspire a “can do” attitude. Training and Organizational Development professionals who use storytelling and analogies are able to make their ideas more compelling, understandable, and “sticky”…to use Made to Stick authors Chip and Dan Heath’s terminology.
Stories also make training programs far more interesting and effective. They make your ideas come alive. While storytelling makes all types of learning more effective, it especially shines—and is especially important to master—in the emerging arena of eLearning. Because opportunities for leaving “learners” bored, distracted, and disengaged is much higher in the eLearning medium, it’s even more important for those involved in talent development to master the art of storytelling.
In this webinar, you get both a Big Picture and a Drill Down view of storytelling. In the first half, you will learn how to apply storytelling to all aspects of the talent management process, along with examples of each. In this second half, you will learn how to apply storytelling to training, with an emphasis on the eLearning medium.
Most research has proven that the first 90 days are critical to the success of a new leader. Too often they fail to make an impression, or come on too strong, neither of which is effective. Getting oriented to a new job, new culture, new people is key. Most onboarding programs do not provide all the support a new leader needs to hit the ground running. This webinar will give you an overview of what’s required.
The vast majority of corporate training activities are waste; 85% to 99% waste by some estimates. They don't improve learning and retention and don’t lead to performance improvements. With slashed budgets and staff levels at all time lows, executives can’t afford employees sitting in classrooms, taking online courses or roaming around virtual environments that don’t deliver measureable results.
Lean, the philosophy and methods of eliminating non-valued activities and increasing delivered value, is used extensively in manufacturing, software development and other business applications with great success.
In this webinar, learn how Lean thinking and methods can help executives make knowledge transfer a key organizational competency that can contribute to the organization’s performance and bottom line right away.
Most organizations measure their people—what they think, how well they perform, how they interact. But what is the real impact of all this measurement? Sometimes very useful, but often not so useful. People measurement fails mainly when it is treated as a technical endeavor rather than an interactive one. Measurement is language; everyone needs to understand it in the same way and it has to be used with attention to how it will be understood.
Conversations and metrics are the real basis of communicating directions and identifying problems in organizations. Many leaders and talent management organizations lack fluency in measurement. Many communicate things with metrics that they would never say to an individual in person. The result is decreased engagement, work-arounds, distorted incentives, and shadow-motivation systems.
In this seminar, Charley Morrow will review assumptions about measurement that prevent organizations from unleashing their unique power while decreasing employee engagement with the organization. By understanding the unique strengths and weaknesses of people-measures, you will learn what it means to treat measurement systems as an interactive and organization-wide language. You will learn tools and techniques to maximize the power of people measurement, and by treating it as a language, to get better accountability and results.
International trainer, Ilene Bergelson, takes participants behind the scenes of her practice to share the process, discoveries and outcomes of executives in pursuit of greater impact, stronger, more meaningful professional relationships, and a more cohesive communication culture in their organization.
You will hear about:
-A CEO and the promising young executive he needed to communicate more credibly with resistant clients
-A mid-sized firm struggling to align their efforts, close communication lapses, and meet their CEO and CFO's expectations
-The pitfalls of high-level SMEs putting together a joint presentation for important clients via conference call and the workarounds that changed the course of their final product.
In this interactive webinar, Ilene walks participants through the challenges and the successful strategies employed in each of the above. Participants are encouraged to call and write in to ask about their own communication conundrua. In her warm and humorous style, Ilene will show you how to view challenging exchanges through a new, more productive lens. Practice segments during webinar hone your ability to take in more information when listening, give clearer and easier to follow direction and model the culture you want your team to uphold.
It is your choice. During that prospect's first ‘contact’ with your recruiter, their first trip to your firm's website to research you or, at the very least, when your ‘Candidate’ presses the submit button on their completed application with crossed fingers and an optimistic notion they will be fairly considered, you have an opportunity few firms have adequately managed… until now.
Join the conversation with a speaker who studies how culture defines recruiting in different countries, applies each year to hundreds of firms under false pretenses and is sought out by staffing leaders in the world’s most competitive firms.
67% of employers surveyed stated that they believed their managers lacked the strategic abilities to make a meaningful strategic contribution to the organization.
We subscribe to the subversive belief that business results are radically improved when all levels of management contribute strategically. We were shocked and saddened by the results of our recent survey and decided it’s time to help create a new reality around strategic contribution for management at all levels.
In this webinar, Michelle Randall, president of Enriching Leadership International, will offer development and tools to enhance strategic leadership that are both straightforward and immediately applicable.
In particular she will address:
• Identifying what makes contribution genuinely strategic
• Getting a seat at the table when larger strategic direction is being formed
• Shedding the obstacles to making your own strategic contribution
• Creating a subversive organization for optimal results
This webinar will be very interactive and you will have the opportunity to share challenges and ask questions that really matter to you.
Successful team members don’t do the same thing at the same time. They do the right thing at the right time. And while team members work together toward a common goal, individuals still must play their separate parts in the process. As organizations rely more and more on teams to innovate, problem-solve, produce, and compete at the speed of change, understanding and capitalizing on individual approaches to group processes is the bottom line on creating high performance teams.
In this session Emerging leaders will identify their most natural team role. This information shared about each role will help leaders understand and appreciate individual team member’s contribution. The five roles include Creator, Advancer, Refiner, Executor, and Flexer.
Total organization integrity is an organizational framework and mindset for creating corporate identities of the highest ethical standards. Traditional business ethics has focused primarily on legal and compliance issues. In short, the thrust was on “how to stay out of trouble,” or if you somehow found your way into trouble, “how to get out of it.” But legal and compliance codes represent nothing more than the minimum requirements. Companies desiring a more dynamic, holistic approach to ethics need to go well beyond the basics and move toward total organizational integrity.
In this webinar, Andy will show how the combination of high trust, strong leadership and expert collaboration directly links to outstanding business performance. He will cover the three important factors on which people base their trust. Andy also will share best practices in building trust--- including powerful, practical tools you can use right away.
Since 2009, Andy has conducted extensive research to discover how businesses are faring in the areas of trust, leadership, and collaboration. In 2012, the Building Trust in Business research study found that overall trust levels have not recovered from the hit they took in 2009. Employee engagement is suffering, too --- yet some companies are thriving. It's important for leaders to understand how top-performing companies are using trust to drive revenues and promote growth.
As the economy attempts to crawl out of recession and businesses begin to focus on growth and opportunity, recruiting leaders are faced with new challenges in regards to attracting and recruiting top talent in an increasing competitive environment.
Whether your organization needs to cultivate a high volume of prospects, or is struggling to compete for hard-to-find talent, there are more options than ever available to inform, engage and build relationships with both active and passive candidates in your recruiting efforts.
So how do you evolve your recruiting strategy to effectively meet the needs of your organization in the “new normal”? In this webinar, Jennifer will share practical steps individuals and organizations can use to evolve their recruitment strategies and employee branding.
The Talent Landscape is changing rapidly with 5 forces coalescing into a "Perfect Storm".
1. Imminent Retirement of Baby Boomers
2. Disenfranchised Employee Engagement
3. C-Suite and Board Disatisfaction with Human Capital
4. Intense Competition for "Hot Skills" incumbencies
5. HR Domestic Competencies lack suitability in a Global Environment
In this webinar Tom will share his research driven intersections of the talent landscape. The research was conducted with 150 Global CEOs and over 2,000 executives on their aspirations for their enterprises, Human Resource discipline and themselves.
In today’s world, alignment is becoming key to organization’s success. Lou Carter and BPI Analyst Christi O’Neill will share their current work in the role of HR/Talent and alignment with the CEO. BPI will share best practices and research on how HR can become a integral part of the business strategy. BPI’s research uncovered processes that top HR/Talent executives have used to gain face time and alignment with CEOs of Fortune 500 organization. In this webinar, BPI will share what they have uncovered as best practices and process for becoming a top strategic partner.
The Combat Mindset webinar is a summary of Mann’s Combat Mindset speech which is an empowering messages that encourage others to reach higher as well as building leadership, honor and integrity. Through his entertaining stories which come from his experiences in adventure sports and in the Navy SEAL teams, he clearly expresses how we are all capable of achieving personal greatness as long as we dare to be proactive and step beyond the invisible boundaries we so often set up around ourselves.
Hear this dynamic three-time New York Times Bestselling Author, Roger Connors, talk about how to accelerate culture change within your organization and create a culture that ensures effective execution on business strategies essential to achieving the organizational results you need. Learn about the top success stories presented in the #1 New York Times Bestselling leadership book on the topic of culture change, Change the Culture, Change the Game. See how building a solid foundation of accountability at every level of the organization will ensure the success of your culture change efforts.
The session will look at the new trends in what high-performance employees look for in an “Ideal Leader.” Based on John Spence’s work as a leadership instructor and coach to firms such as Microsoft, Qualcomm, Abbott Labs, Merrill Lynch, and several other Fortune 500 firms and a recent Global Leadership Survey his firm conducted, John will share what top talent looks for in a leader they would willingly follow.
Businesses today rely on 4 generations (Traditionalist, Baby Boomers, Gen X and Gen Y) working productively together in the workplace. This presents many challenges but if you understand what each generation values most (and each is very different), you can create a generationally desirable workplace, build stronger teams and improve customer relationships.
In this webinar, Kim will present on research and the work related to her book “GENerate Performance: Unleashing the Power of a Multigenerational Workforce.” Managing multiple generations in the workplace with different preferences and expectations about their jobs and careers is no easy task. As Traditionalists and Baby Boomers retire and the workforce shrinks, leaders need to make business sense out of the next generation of workers. As companies become increasingly dependent on both younger and older talent, generational issues will become an increasingly important workplace diversity topic for managers and for HR professionals alike.
This session explores a powerful foundation for driving fundamental business and culture change through integrated talent management. Based on performance standards linked to functional career paths, we will cover the business logic, architecture, development, and implementation methodology as well as dos and don’ts from real world case studies.
Having the right kind of leaders to help you drive global growth is essential to beat the competition. But what do great global leaders do that sets them apart? We have all witnessed situations where having the wrong leader in global environments has led to real business disasters. Join this webinar and learn the 5 dimensions of global leaders - how you spot them, how you nurture them, and how you retain them. Dr. Sharkey, co-author of Winning with Transglobal Leaders, will take you through her new book and what it takes to ensure you have the leaders you need to compete globally. No company will be able to escape the growing globalization of the business world - learn what you can do to make sure you are ready! Specifically she will cover the behavioral dimensions in detail, how to assess your company's global capability and how to assess yourself or someone you are considering for a global assignment.
Ask any successful CEO on what basis s/he hires and promotes people and you will hear “integrity”, “passion for the work”, “imagination”, “entrepreneurial drive” and an array of similar qualities often known – neither helpfully nor correctly – as soft skills.
In this webinar Paul Basile will examine these qualities that do, in fact, generate high performance at work and will describe the hard science that explains why. He will deconstruct the current popular approaches to hiring and promotion, exposing the fundamental errors of substance and irrelevancies of their component parts. Paul will illustrate how you can leverage proven, reliable, verified science to improve markedly the likelihood of people being placed in roles where they will be high performers. When you do this, everyone wins.
With globalization and the growing economy, recruitment professionals have their hands full. What is impacting the demand on recruiting top talent? Nancy Zentis will share her experiences in creating strategies that provide an effective way to recruit the top talent to your organization. Learn how workforce strategies, competitive marketing strategies, and recruitment strategies can work together to create an easy roadmap to impactful recruitment inside your organization.
Sustainability is not a problem to be solved. It is a future to be created. True leadership is about cultivating the collective capacity so that people shape futures they truly desire. In this webinar, Peter Senge will offer insights and practical methods for leaders across sectors who are seeking to foster innovation for environmental, social, and economic sustainability while operating in a rapidly changing, interdependent environment. In particular, he will address some of the following core leadership competencies for sustainability:
•Develop an organizational culture worthy of people’s highest aspirations
•Cultivate systems thinking to bring about lasting change
•Harness collective aspiration and create a shared sense of purpose
•Cultivate the practice of reflection as a key element for change
•Improve one’s own leadership through personal mastery and the creative orientation
The webinar will be very interactive and you will have the opportunity to share challenges and ask questions that really matter to you.
While Talent Management Suite implementations are all the rage these days, often companies do not realize all that is involved until they are in the middle of the implementation, leading to increased costs, delayed Go Live dates and poor change management.
In this session, Janna Hartsock, HRIS Manager at The American Institutes for Research (AIR), will present on AIR’s implementation of a Talent Management Suite, and what she wishes someone had encouraged them to have worked on before the implementation even started.
Leaders at all levels today are busy – often times, too busy to develop their leadership skills. And in this challenging business climate, companies aren’t spending as much on leadership development. What’s a leader to do? How can you break through and take your own leadership game to the next level? In this webinar, Steve Arneson will share his tips and techniques for developing yourself as a leader. Whether you’re an HR or learning professional tasked with developing leaders, or a leader yourself, Steve will show you how you can enhance your leadership brand through several easy to implement development activities.
Two of the most important things a new leader should do well, is work collaboratively with their team to define and set performance goals and provide consistent, clear feedback that has a positive impact on performance. When these two things are done effectively, you can expect to see engaged employees that are aligned with the vision of the company and improved performance at an individual and team level.
In this session we will address the crucial role that Emerging Leaders have in developing performance objectives and standards and how important objective, specific, and factual feedback is to commitment levels and productivity. We will introduce several techniques to set goals and introduce a feedback process that leaders can implement immediately.
In today’s competitive marketplace, talent management is a critical element in organizational success. Companies are now recognizing the value in attracting and retaining the best and the brightest employees in order to achieve higher than average market share and elevated profits. In the era of the knowledge worker, “talent” – narrowly defined as a core group of leaders, technical experts, and other key contributors – are quickly becoming an organization’s most important asset. As companies continue to compete for the top tier talent, their strategies must become more integrated. This presentation emphasizes strategic systems and processes to attract and retain talent in an increasingly competitive market and presents practical strategies with a holistic framework. The days of the recruiting function operating from a silo are slowly fading thanks to integration by top performing companies.
GE’s former boss, Jack Welch, once said, “The Jack Welch of the future cannot be like me”. Leaders at all levels are now being called on to work in new and different ways, particularly during these tough economic times. This highly interactive webinar will help leaders: challenge their assumptions about what it takes to be a successful global leader and learn new perspectives and skills to be more holistic and effective leaders.
This series will introduce you to both benchmarking tools. They are free downloadable tools designed to help organizations determine strategy and measure progress in (1) managing diversity and fostering inclusion, and (2) fostering ethics and integrity in your organization. Both tools are based on input from global experts and provide roadmaps to best practices in global diversity & inclusion and in ethics & integrity.
In Part 2 we will look at the tools around Ethics & Integrity
Weisbord and Janoff have managed task-focused meetings for decades within and between cultures in Africa, Asia, Australia, India, Europe, and the Americas. From these experiences they have derived 10 principles they apply when leading meetings regardless of sector or culture. In this webinar, they will introduce you to the 10 principles that work for them and suggest actions you can take in your next meeting to test their validity for you.
Words and phrases have meanings. For example: leadership development, talent management, high potential talent, coaching and mentoring, and many others. This webinar will focus like a laser on Marshall Goldsmith's stakeholder centered coaching process. Internal and external coaches have been trained in this stakeholder centered coaching approach. Chris and Frank will provide a very detailed overview of the macro and micro impact of this unique coaching process and how the change is measured and documented.
In this webinar, Lois Zachary makes the case for creating a mentoring culture to support individual and organizational mentoring programs and initiatives. The webinar fast tracks participants through the process of creating a vibrant mentoring culture, beginning with creating a shared vision, organizational mentoring and assessing and designing appropriate mentoring opportunities.
Mentoring requires a culture to support its implementation and fully integrate it into the organization. According to Dr. Lois Zachary, author of Creating a Mentoring Culture, “A mentoring culture is a vivid expression of organizational vitality. It enables an organization to enhance the learning that takes place throughout the organization, leverage its energy, and better utilize and maximize its time, effort and resources.”
Traditional approaches to change management are losing their effectiveness in today’s change weary organizations. Fearful, frazzled and fatigued employees don’t want to pay attention to change experts—or any other experts for that matter. Instead, employees prefer listening to and watching their peers, and adopting actions that work.
To improve their effectiveness and accelerate change throughout their organizations, change management professionals need to be more and do less. Rather than act as authorities, they need to position themselves as peers serving as trusted advisors. This is change through connections, collaboration, and communication, not coercion.
In this webinar, Liz Guthridge will explain how changes in technology, demographics, and global economics plus advancements in neuroscience are influencing how individuals are reacting to organizational change. Based on her extensive experiences with Fortune 1000 companies as well as nonprofit organizations that count on an army of volunteers, she will describe how organization leaders need to adapt their change techniques to be more relevant and effective in today’s times. By viewing yourself as a coach, curator, and educator, you can increase your impact as a change leader.
All too often brilliant executives become the casualty of excess nerves when asked to present. From ideas not being taken seriously to being passed over for a promotion, the cost of these nerves means the executive’s credibility and future.
In this interactive webinar, Ilene walks participants through successful strategies for getting past the anxiety that results in “Body Sabotage” and the mental catch-22 that leads to a stiff and dull delivery. In her warm and humorous style, Ilene will show you how to transform with the shakiness, racing heart, and brain fog into a strong, grounded and dynamic presence.
HR professionals need to better understand the business to act as strategic business partners. HR professionals need “business acumen” to draw sound conclusions from business information. More importantly, they need to take the actions needed to drive organizational results.
In this webinar, Wendy will share insights on individuals and leaders can enhance their business acumen.
The vast majority of corporate training activities are waste; 85% to 99% waste by some estimates. They don't improve learning and retention and don’t lead to performance improvements. With slashed budgets and staff levels at all time lows, executives can’t afford employees sitting in classrooms, taking online courses or roaming around virtual environments that don’t deliver measureable results.
Lean, the philosophy and methods of eliminating non-valued activities and increasing delivered value, is used extensively in manufacturing, software development and other business applications with great success.
In this webinar, learn how Lean thinking and methods can help executives make knowledge transfer a key organizational competency that can contribute to the organization’s performance and bottom line right away.
Dr. Marshall Goldsmith is a world authority in helping successful leaders achieve positive, lasting change in behavior. In this fast-paced, interactive session, he will build upon three independent research studies to illustrate why the key to effective leadership development is the leader – not the teacher, coach, or book – and why the key to effective employee engagement is the employee – not the program, speech, or recognition system. He will build upon leadership development research that involves over 250,000 respondents, research on happiness, meaning, and satisfaction that involves over 3,000 respondents and research on success that involves many of the most noted people in the world. Dr. Goldsmith will share his latest thinking on engagement that asks employees active questions which focus their energies on their own contribution to engagement, as opposed to passive questions that focus their energies on environmental factors that they generally cannot control. Participants will learn why employees who are challenged with active questions are increasing in engagement at twice the rate as participants who receive the same training then are challenged with passive questions.
It’s not easy stepping up into a leadership role. It takes mindset, understanding, commitment, and a whole new set of skills. Today’s new leaders are required to accelerate their success faster and quickly gain the respect of their teams and peers. This session will focus on the most important things an Emerging Leader can do that will fast track them to success with less stress and better results. Small shifts in behaviors are what can make the difference. This session will show you how.
Did you ever have a conversation or interaction that went badly? Did you leave a meeting and regret that you didn’t say what you really felt or said something you did regret saying? Have you played back in your head a discussion over and over again? Have you had difficult giving frank, candid feedback to an employee for fear of hurting their feelings? Are you waiting for someone to apologize who said something offensive to you?
Everyone faces difficult interactions with the peers, employees and family members that can be painful and distracting. All of us have stalled relationships that need a critical conversation - a process that reframes a potentially negative interaction and constructs a positive dialogue that avoids blame.
In this webinar Lory Fischler will share a 7 step process that will allow you to master the critical conversations that come with your daily work and responsibilities.
Every workplace generates chronic conflicts, yet few organizations have examined their "conflict cultures" to see how their conflicts get sparked, escalated, and reinforced. Fewer still have conducted "conflict audits" to discover where these streams of conflict come from, or designed multi-layered, complex, self-correcting systems that improve their capacity for conflict prevention, management, resolution and transcendence.
Instead, conflicts are viewed as personal failures; structures, systems and strategies are left unexamined, in spite of their contribution to the continuation of the conflict; and the human beings who work in the organization increasingly suffer from loss of communication, collaboration, trust and morale.
This workshop will identify the emotional, interpersonal, and systemic sources of conflict, the principles of "conflict resolution systems design," the social psychology and structural dynamics of workplace conflict, the options for solutions, including those that redesign the way we work; and ways we can use conflicts as opportunities for personal growth, organization learning, systemic change, emotional healing and forgiveness, and transformation.
[The session will be based partly on Kenneth Cloke and Joan Goldsmith, Resolving Conflicts at Work: 10 Strategies for Everyone on the Job, (3rd Edition), 2011.]
Based on extensive contributions from 79 Expert Panelists around the world, this online research presentation and learning session, along with a new diversity and inclusion model, illustrates what excellent diversity and inclusion work looks like today. We will explore the research and twelve categories that make up the Global Ethics and Integrity Benchmarks, using expert input worldwide. The twelve categories cover a wide range of topics, including vision and goals, leadership, infrastructure, legal compliance, measurement, corporate social responsibility, and others.
Do you react to life’s situations or take the lead? Do you take responsibility or place blame? The answer to these questions will directly determine the impact you have on others, in your business and life!
When you can effectively take the lead in any situation, you can empower and influence others to work toward the desired goal. Although there are many people who seem to be natural-born leaders, don’t fool yourself. Most people have learned the leadership skills they use. You can learn the same skills and amplify the impact you have on others.
And it all starts with your mindset. Your mindset affects your behaviors which affect the results you get as a leader. What results are YOU getting as a leader?
Today’s organization issues and needs are a new playing field for most leaders, professionals and consultants. The list of phenomena driving changes keeps growing. So speed, comprehensiveness and complexity become the characteristics that describe leadership and change issues. In the meantime, the human resource has become a more important asset base in delivering whatever strategies are being chosen to succeed in the 21st century.
Today, when we’re grasping the morass of the environment, formulating strategy, creating new organizations that can deliver and executing the needed behaviors, increasingly deep understanding of how the business needs show up, human capital, organization systems and change are essential to create sustainable solutions.
In this webinar, Dr. Jamieson will clarify and define how to integrate Business Understanding, HC Thinking, and Organizational Design using models, facilitation, and change strategies to show how to have a successful strategic change capability.
Facing a range of complex worldwide issues, from increasing competition to political and economic turmoil and climate change, Monsanto has taken a global approach to developing leaders with the new capacities and skills needed to be successful in this turbulent environment. To this end, the company has helped leaders grow from “heroic” achievers into “agile” systems-savvy collaborators who build participative, empowering cultures.
While Monsanto’s leadership development processes had a previous track record of success, this new focus on leadership agility has resulted in a significant shift in thinking and behavior that is noticeably improving results in a challenging business environment. For example: more consistent use of systems thinking in framing and leading initiatives, involving team members in strategic decision-making, more effective coaching of direct reports, and more proactive solicitation and utilization of feedback.
In this webinar, Bill Joiner, President of ChangeWise and co-author of the award-winning book, Leadership Agility, and Pam Caraffa, seasoned leadership consultant and former VP, Organizational & Leadership Development for Monsanto, will describe the global leadership development challenge, the combination of blended learning methods utilized, including the Leadership Agility 360, and the results achieved.
In this interactive, engaging presentation, the presenter will help convert the impressive ideas in the Fifth Discipline into a few easy to use tools that will also illustrate two key tenets of Systems Thinking - discipline and curiosity. The tools will include, “The Context Awareness Hierarchy,” “Systemic Curiosity Worksheet,” and the “Implications Wheel.” Paul will also frame the 5 criteria for making the distinction between complex versus simple problems, and provide a brief overview on the impact of Mental Models on setting the context that determines our worldview.
The goal of this webinar is to increase your systemic thinking and decision making so that your relationship to what’s possible is impacted. Also, to share the value of a few key tools so that you can see that the problems you face today - and the future you are living into – can shift from one of impossibility or merely repetition of the past, to one of real possibility.
As the size and reach of our organizations increases, the percentage of the problems that managers have to address continues to increase in impact, and complexity. Yet most of us use the same decision-making models on every problem - regardless of the level of complexity! Simple, dynamic and complex – it doesn’t matter, all are treated the same.
In fact, we are so busy using our standard decision-making models - evaluating problems and then treating them as isolated incidents - that we fail to understand the implications of our decisions. We use event-focused firefighting techniques rather than a systemic approach as the base of our decision-making. We just want to “fix” the problem – and then go on to the next one.
The issues in a large and/or growing enterprise are very complex and cannot be successfully resolved by application of a linear event-focused or “break it down” process. A linear process or one in which problems are broken down into manageable pieces, keeps us from understanding the implications and consequences of decisions, and puts blinders on any possibility thinking.
Systems Thinking, especially as shaped by Peter Senge in his seminal work, The Fifth Discipline: The Art and Practice of the Learning Organization, provides a way to alter the context of our approach to problem solving, especially for the dynamic, complex, “can’t-find-an-easy-solution” situations that have become all too common.
Given the pressures of an increasing number of priorities, limited resources and exponential change in most organizations, organizations must get better at execution. Yet, the challenges of departmental silos, conflicting priorities and breakdowns in coordination between functions and levels in organizations are detrimental to achieving business outcomes effectively.
In the past, culture was based on values, but in today’s business environment, it is critical to create an Execution-Based Culture that is directly linked to business results and still reflects the values of the organization. This presentation describes this kind of culture change experience and provides the systems, strategies, and tools that have been used repeatedly and internationally to change culture within a 6 month period.
The world of work at the dawn of the new decade is one where leaders are functioning in an increasingly complex, diverse and dispersed business environment. It’s an environment marked by economic upheaval, global competition and global collaboration, breakneck technological advances and multiple work option, all of which mean different strategies will be needed to drive performance. However, sixty-percent or fewer executives and senior HR leaders surveyed believe that C-Suite leaders are skilled in most of the key leadership capabilities needed for their organizations to succeed in the next decade.
Are you one of those organizations that successfully recruits women, but is significantly less successful at retaining them? If so, you don’t reap the benefits of this key component of the workforce… the positive impact business results and organizational culture that women offer. It’s possible, and it’s time, to do this.
Lynne Morton will show you how to take on this important challenge: how to recognize the differences in professional development between men and women… how to structure learning initiatives that look at aspiration and potential in focused and aligned ways… how to create a workforce that can take you to a higher level of success. She brings deep knowledge and personal passion, along with examples of creative approaches that have worked. An award-winning coach and consultant, Lynne will take you beyond the research onto a path for real personal and organizational enrichment.
Getting real buy-in to new strategies, programs or processes can be a challenge and frustration with some key stakeholders. This webinar provides proven and practical tips to getting real versus espoused buy-in order to lower barriers to change. These tips are based on over 25 years experience as an executive coach, consultant and trainer where influence without authority is the main lever for real and sustainable change. It is also based on action research and best practices. This webinar will empower you to face your toughest customers.
In the business world constant “change” is inevitable and many organizations are finding themselves unprepared to implement the transformation required to address what’s becoming the greatest challenge facing industries worldwide. This element of “change” impacts every aspect of the organization and decisions made by organizational leaders to address this changing environment is more often becoming the factor that ultimately determines the success or failure of an organization. In this webinar, Ricardo will address the challenges of organizational transformation and the many facets of developing effective transformational leaders.
Culture=Cash! During this information-intensive program, John Spence, one of America's top 100 business thought leaders, will explain why culture is one of the driving forces for creating a highly successful and profitable company. Through specific examples, tools, and techniques, John well clearly described the elements necessary to find, attract, and engage highly talented people on your team – who will in turn deliver the quality products and services necessary to build loyal and engaged customers. John will also address the other side of culture, creating an ownership mentality, discipline execution, and high levels of both personal and mutual accountability across the organization. This is a program that John has delivered to numerous Fortune 500 companies.
In this webinar, Bill Joiner will draw on his extensive research on this topic and three decades of work with organizations to discuss what leaders and leadership development professionals can do to increase their own agility and that of their people and their organizations.
Increasingly, line and HR executives realize that to succeed in today's complex, rapidly changing business environment, their organizations need to be more "agile" than ever. Recent research has shown that the key to greater organizational agility is the development of more agile leaders and leadership cultures. But what exactly is leadership agility, and how do you assess and develop this vital capacity?
Leaders develop increased agility in stages, making it possible to assess one's current level of agility and to clearly envision what it would be like to shift to the next level. Where does this "leadership agility road-map" lead? In-depth research has identified the specific capacities and practices used by what is now a small vanguard of highly agile leaders, who are especially effective in navigating today's increasingly turbulent business context.
These are tough times for top executive teams who are faced with a new series of challenges and paradoxes that require new mindsets and thinking about driving success. Top Teams carry with them tremendous Collective Intelligence in their deep, operating experience, and the ability to exert significant influence over their company’s direction, focus, and performance. They have both the opportunity and obligation to navigate big change and make a significant difference in the future of their organizations. Ultimately, they are responsible for dealing with both the “Now and the New”—the current realities and the evolving future.
While all Top Teams have this responsibility, only some do it well. Even fewer do it well when under tremendous stress and pressure. Becoming a High Performing Team – a goal for most teams is now just the ticket of admission to today’s complex and ambiguous world. In my research and interviews with senior leaders, I have found that there are ten essential groups of practices that differentiate and elevate Top Teams from classic high performing teams and groups of talented individuals. These are the “must-dos” that make the difference between great teams that drive great results and everybody else.
Leaders must hit their marks. But this is especially hard in today’s “interruption age” – where the pace is fast, the meetings back to back, and the information flow never-ending. How can you achieve your goals – much less lead others effectively – in this landscape? By adopting a new set of achievable practices that allow you to bring more clarity, energy, and influence to every interaction… starting immediately. Most leaders feel the inevitable interruptions in their jam-packed days are troublesome. But in TouchPoints, Conant and Norgaard argue that these – and every point of contact with other people – are overlooked opportunities for leaders to increase their impact and promote their organization’s strategy and values. Through previously untold stories from Conant’s tenure as CEO of Campbell Soup Company and Norgaard’s vast consulting experience, the authors show that a leader’s impact and legacy are built through hundreds, even thousands, of interactive moments in time. The good news is that anyone can develop “TouchPoint” mastery by focusing on four essential components: head, heart, hands, and touch.
Global organizations face complexity in the dynamics of multiplicity, interdependence, ambiguity, and flux. These forces are driving an increased need for global leaders who possess new competencies that enable them to respond and lead effectively. Many global organizations are finding that their supply of global leaders, or even individuals with the potential to become global leaders, does not match the demand. In this webinar, Steve Terrell will present the results of his research into the developmental experiences global leaders identified as being important in their development as global leaders, as well as what and how they learned from the experiences. Conclusions from this study indicate that global leaders (a) develop through first-hand, cross-cultural and global leadership experience; (b) learn the importance and value of cultural sensitivity, relationships and networks, and curiosity or desire to learn as a result of their developmental experiences; (c) require a unique set of global leadership competencies to effectively fulfill their roles; (d) are driven by curiosity, openness, and a desire to learn; and (e) develop and learn intuitively, dynamically employing ad hoc learning approaches. Implications of these significant findings for global leadership development practitioners in all industries will be discussed.
Systems thinking is being recognized as the most effective means of encouraging growth and change in organizations today. This “big picture” approach involves new ways of reasoning, interacting with others, and facilitating changes that have long-term impact.
Systems thinking allows an organization to be viewed as one whole system, not as separate functional silos. In this webinar, we will explore how a systems approach helps leaders to determine what underlying fundamental relationships cause problems. This frees leaders from finding themselves in situations where they are forced to react and continuously “put out fires” to a position of creating the results that encourage growth and change for the long term.
Leaders at all levels today are busy – oftentimes, too busy to develop their leadership skills. And in this challenging business climate, companies aren’t spending as much on leadership development. What’s a leader to do? How can you break through and take your own leadership game to the next level? In this webinar, Steve Arneson will share his tips and techniques for developing yourself as a leader. Whether you’re an HR or learning professional tasked with developing leaders, or a leader yourself, Steve will show you how you can enhance your leadership brand through several easy to implement development activities.
The impact of stress on health and the bottom line is gaining increasing attention by major U.S. health providers as well as corporate benefits directors and the C-suite. Many companies have a fundamental gap in how they manage employee benefit plans. This webinar will concentrate on measurably slowing the production of new disease before a catastrophic event occurs, as well as working with companies to design, implement, and evaluate clinical intervention programs with employees.
Having the knowledge of “who you are” and “who you are not” from a cultural perspective, can support the creation of an employment experience that is both authentic and congruent. By paying attention to congruence, alignment and fit, organizations can create an employment brand that will attract, retain, and repel employees. This exclusive BPI webinar will walk us through how a cultural fit will increase retention and alignment within an organization.
Meaningful conversation leads to project completion, innovation, and results. Leadership requires clear communication. Learn how to use emotional intelligence and communication to produce change inside your organization. Shawn will walk us through three chapters in her recent book, Conversations for Change, that focus on making your conversation more meaningful and effective for leadership and everyday life.
As a leader you are constantly giving presentations and making proposals. Recently, PowerPoint and other software programs are proving to be more hurtful that helpful. Excessive use of effects and complicated graphics are causing criticism amongst audience members. It is time to shift focus and use the correct tools to enhance their presentation performance. In this session, we will review models and solutions for achieving winning presentations through PowerPoint and other software programs.
In this session, we review the potential problems associated with software graphics programs, including, of course PowerPoint, and remedies to help use the software wisely to achieve truly winning presentations.
Transformational coaching and organizational accountability build a lasting high-performance organization. During this exclusive BPI online learning session, world renown developmental coach, Tom Crane will walk you through the steps of creating a high-performance coaching culture, and his successes with transformational coaching.
The Learning Experiences Across Disciplines (LEAD) program was designed to help leaders provide continuous learning opportunities and develop leaders at all levels within one of the world's largest civilian intelligence agencies. You will learn the details of the LEAD program - and specifically how it was designed and implemented within the US Government.
The LEAD program allows for organizations to grow their employee's corporate knowledge, broaden their perspectives and enhance their learning opportunities by embracing "uncomfortable" experiential learning. The program has proven organizational gains in the areas of motivation, commitment, perspective, and leadership development.
You can feel it in almost any workplace today. Morale is low, motivation and engagement are slipping on a daily basis. One of the biggest issues today’s leader faces is engaging a workforce, tapping into their desire to perform at a high level bringing more fire and energy to their work.
When asked how leaders can engage and motivate, the first response is often money, bonuses, or other extrinsic motivators. In today’s environment, these are scarce resources. While these may generate short term results, leaders need to build environments that tap into the internal drivers that make each one of us strive for excellence.
In this webinar, Edith Onderick-Harvey will introduce you to a framework that taps into proven drivers of engagement. She will explore the four factors that impact how individual engagement and to what degree they are present in your workplace. She’ll present a framework for effective conversations that will set the stage for improved motivation and performance.
Description
The executive coaching industry has come of age. But how do organizations and coaches make the most of this powerful method? What is the purpose of coaching? Who should get coaching? How can you tell coaches apart? How are coaching results measured?
Brian will draw upon his vast experience, best practice knowledge and original rigorous research of the practice of executive coaching in the world's top organizations.
With the amount of change going on in most companies, imagination is critical; you must remain flexible in order to remain afloat. In this webinar, David will show you how to see beyond your own limitations, break your boundaries, and “find your genius.” With humor and insight, he’ll introduce the ten key points of self-transformation he’s experienced in his 25-year theatre career. He’ll show you how adapting to change by re-imagining yourself can yield a surprisingly rewarding result.
In this online training session you will learn how your organization can prosper by building a system of management that dramatically cuts response time and improves execution through high levels of employee engagement.
New social technologies are popping up every day to allow us to connect and communicate in new ways. At the core, sites like Facebook are transforming the nature of relationships -- and with that, what it means to be a leader. That's because leadership has long been built on the concept of control -- of people, organizations, and strategies. These new relationships disrupt the idea of control and demand a new practice of openness and transparency.
Do you have consistent financial practices that are integrated into your various business functions throughout the globe? Procedures and practices ensure financial reporting is consistently applied and provide meaningful information even across multiple currencies and countries.
With the Euro, the importance of the Asia markets, and developing countries, it is imperative that multinational companies utilize consistent, measurable and accountable practices. These practices ensure financial reporting accurately reports, not only the individual country's operations, but also can be incorporated into the full operation.
This webinar will describe the key career related responses that employees across the generations want from their organizations, and the steps they need to take to answer these questions for themselves. It will also look at the expectations we have of managers as well as HR professionals. Participants will leave with specific tips and suggestions for enhancing, evaluating, or designing a modern approach to developing careers.
In order to have quality products and services, organizations need talent to remain competitive and deliver on both. In a challenging economy, it is easy to take talent for granted. It’s easy to think that employees will stay because there are not many choices for them to pursue. Wrong. Talented employees always have choices, and if they are not actively pursuing those choices now, futurists suggest that they will, as soon as the first signs of a positive economic shift.
One of the key drivers for engagement is the view that individuals have of the availability of career opportunities within their current organization. This requires that managers get comfortable with these conversations and that individuals learn to take responsibility for them and drive choices that are challenging and meaningful.
HR and organizational development professionals today feel more pressure for producing strategic, versus operational, results than ever before. It's a difficult spot to be in as CEOs emerge from the recession asking the tough questions:
•Where are all the new leaders we should be getting from our leadership development efforts?
•Why are our change programs failing to produce change?
•How come our OD efforts can't stop the politics?
Don Schmincke’s refreshing perspective addresses these issues using scientific, yet provocative, alternatives to modern leadership hype. The hidden solutions revealed through anthropology, evolutionary genetics, and death-zone altitudes will shock you. Based on his books, "The Code of the Executive" and “High Altitude Leadership”, Don irreverently and humorously dispels “program-of-the-month” theories and replaces them with revolutionary, controversial insights.
If you own, manage, or work for any kind of organization, you have one goal above all else — success. And not just occasional, elusive, or temporary success. You’re looking for:
• Success you understand and can control
• Success you can maintain indefinitely
• Success you can replicate
• Success you can scale
• Success that isn’t dependent on you alone
• Success you can teach to others
In short, you’re looking for PREDICTABLE Success. In this timely, informative yet motivating webinar, experienced business advisor Les McKeown takes you step-by-step through a startlingly simple, intuitive, and universal process that shows you how to bring sustained, lasting, predictable success to your organization. Whether you're the founder/owner of a fast-growing company, a harried executive in a large organization, a manager in a resource-challenged not-for profit, or an HR or OD practitioner wanting to add value in your organization, this webinar will provide you with a precise road map to renewed growth and business success, starting from where you are today.
Whatever your challenge, Predictable Success shows you the exact steps to take to restore equilibrium to your organization, re-ignite confidence in your own management skills, and lead your team forward to the next stage in growth.
Retention and integration of training and development programs is an ongoing issue, as the well-crafted design and agenda have to withstand the heat and friction of re-entry into the day-to-day demands of the work atmosphere. And if you are looking for innovation and a shift in culture, you need powerful tools to support and sustain growth. Experiential activities are an efficient and effective strategy for addressing all learning styles, can help to re-energize learning sessions, and can be structured to address the critical issues and or strategies that the participants are dealing with in their work environment.
In this webinar, Paul will look at how experiential learning can be incorporated into effective designs for leadership development, training, change initiatives, post-merger integration, and other organizational programs or initiatives. He will touch on how the use of experiential learning is supported by learning theory and brain research, and provide examples of how it has been implemented in some of the situations mentioned above.
This interactive workshop is one of Kirk’s signature presentations where you will learn why optimists are better negotiators, close more deals, take fewer sick days, are more creative, more productive and are better employees. In this moving and touching session you will learn the skills of optimism and how to rise above negativity and how to handle any challenge.
Imagine for a minute that everyone at your company can:
•Describe the value you provide,
•Differentiate your company from the rest,
•Communicate with confidence that your company stands behind what it says,
•Communicate to job candidates what’s special, attractive, and exciting about working at your organization, and
•Deliver these messages clearly, compellingly, and consistently.
And while the core messages are aligned from person to person, each employee maintains their own style and stories to get their points across.
This is the goal, and achieving it would be powerful, indeed, for most any organization. Easy to imagine… not so easy to implement. But you can do it. You can get everyone telling a consistent and compelling story, and turn your workforce into an army of brand champions.
In this webinar, Mike Schultz, President of Wellesley Hills Group, Publisher of RainToday.com, and co-author of Professional Services Marketing (Wiley, 2009), will share with us how the best organizations define the messages they want to share, communicate those messages to the workforce, and build and implement processes and programs to make sure the messages become a part of each person’s core repertoire.
Does past performance predict future performance? Not really. When using behavioral interviewing, many complain they don’t end up hiring for fit, why? Yet, they are following the process and asking what seems to them to be behavioral questions. We know that behavioral interviewing should work. We also know it is key to long-term success and important to hiring people who will stay with the company a long time (retention). We know this because employees are:
Hired for their skills and knowledge;
Promoted because of their results or innovations, and;
Fired because of their behaviors.
So one could conclude that hiring people because of their past behaviors makes perfect sense to hiring people with good “fit”, who will stay with the organization and who will be highly productive. But too often behavioral interviewing doesn’t seem to get the results that are anticipated.
Organization life is often experienced as a high stakes drama with different departments, divisions, teams, and leaders tugging at one another for resources, time, and money. Often the fight is presumed to be about personality differences, power struggles, and ineffective leadership. So we invest thousands of dollars, create new training programs, implement new accountability systems, change personnel, or modify the organization’s structure only to have the drama re-appear.
In our recent and nascent research with leaders we find that they too struggle with these issues which seem to defy solution. They feel confident to handle problems to be solved; confident that they can address potential uncertainties. But they do not know how to define and address those issues when they feel between a rock and a hard place…when “either/or” solutions simply don’t work.
This presentation offers leaders, managers and Human Resources professionals powerful insights into paradoxes... why they are so pervasive, why they occur, and what to do about them.
Employee theft causes one third of all business bankruptcies in the U.S. and adds an invisible 20% theft tax to everything we buy. Companies who reduce employee theft enjoy a huge competitive advantage.
In this webinar, Jim Bassett will show you first how to solve most of the employee thefts you will encounter, and importantly, how to prevent it from happening in the first place.
Almost every employee theft case can be solved quickly and inexpensively. Jim’s solutions do not involve locks, safes or surveillance cameras. Instead, he uses psychological techniques and approaches learned from employee theft suspects he has interviewed during the past 35+ years.
There was a time when coaching was considered something remedial---a kind of stop-gap measure to take care of “problem” managers. The fact is, nowadays many new hires with high potential actually are negotiating the ongoing services of a coach as part of their acceptance packages! This powerful tool allows individuals in organizations at all levels to systematically understand what skills and behaviors they want to proactively work on in order to be better leaders and be more successful in their careers.
Learn in this webinar which specific type of work situations best lend them themselves to coaching. Discover what an effective coach should and should not do. For the manager, this means learning how to dig deep as to what the employee’s real needs are and how to guide then to a measurable program of improvement.
The need for innovation has never been stronger. Yet, making innovation happen is easier said than done. In this webinar, 40-year-innovation expert Robert “Bob” Rosenfeld will share his insights as to how he created Corporate America’s first Office of Innovation as well as how people can become more effective innovation leaders. Bob will share his experiences as a leader in helping make innovation happen in countless organizations. Bob is the author of, Making the Invisible Visible: The Human Principles for Sustaining Innovation, the creator of the ISPI™ (Innovation Strengths Preference Indicator™),as well as the Innovator in Residence Emeritus at the Center for Creative Leadership (CCL).
Does too much paper, too much reading, and too much with which to keep pace diminish your enjoyment of work and of life? If so, go from glut to gain. Learn how to win with information and not be deluged by it. Discover how to become your own information highway, use information for maximum gain, and keep the din at a manageable level. This program by Jeff Davidson is for organizations whose managers and staff members face a daily glut of too much competing for their time and attention, and offers essential tools for continual improvement.
To succeed in the current business landscape, organizations need to operate at the highest levels of performance, and this is especially true for key contributors in leadership roles. An effective leadership coaching strategy is an important option to consider in developing and supporting their performance capabilities. This webinar will focus like a laser on Marshall Goldsmith’s stakeholder centered coaching process for internal and external coaches. Chris Coffey will provide an overview of this unique coaching process and how change is measured and documented.
Successful implementation of this approach in an organization depends not only on the program design, but the ability to measure its effectiveness. Judy Bradle, OD Specialist at MSA in Pittsburgh, PA, will share her experience in developing and implementing a stakeholder centered coaching program there. This program has focused on developing leadership coaching strategies to increase the performance capabilities of identified managers, supervisors, and key contributors to meet MSA’s business goals. Judy will also share the results achieved in the program (ex: an 82.5% improvement in participant goal attainment from baseline), and valuable lessons learned along the way.
Your daily writing is a powerful tool for enhancing your success as a leader. How effectively are you using written communications, especially e-mail, to communicate strategies, manage change, and get results? Today’s virtual workplace demands that we provide coaching, direction, encouragement, and often difficult news—all without face-to-face contact. With the volume of e-mail we write, the risks are higher than ever for communication blunders that ripple through an organization in a heartbeat.
Leaders who can write well are recognized and promoted. What do they do differently? Those who use writing successfully to empower and motivate their people always
• write personably and non-judgmentally
• get their point across the first time—and briefly
• deliver sensitive messages with tact
• turn negatives into positives.
Change capacity. Every organization needs it, yet isn’t necessarily getting it without considerable leadership talent turnover. Change leaders. Can we develop more or do we have to bring them in from the outside? And either way, why is it that those who lead high impact change quite often leave the firm even if their efforts are wildly successful?
In this webinar, Zara Larsen will discuss the power of Social Capital in leading high impact change through the eyes of 30 executives who led over 40 combined major projects – mergers and acquisitions, operational turnarounds, new product/process/service introductions, and culture changes in competitive environments. How these leaders developed and leveraged bonding and bridging social capital was critical for the change agenda to be achieved and sustained. And the change leader to be sustained and retained – or NOT. This is much more than social networks – THINK trust, shared experiences, community; integration, influence, and reciprocity embedded in internal and reaching across external networks. The value and values across networks.
Zara will first explain the definition and facets of social capital, as used in contemporary academic research and practitioner studies. You will then learn about the attributes common to leaders appointed from inside the organization (Insiders) to lead change, and those brought in from the outside (Outsiders) as full-time employees with mutual desire to build a lasting career within the firm. The two groups differ in very interesting ways, including career orientation, how they manage the scale and scope of their change leadership role, and how they leverage social capital.
Does a 15 to 30 percent reduction in operating cost interest you? Thought so.
For the past two decades the pursuit of growth has created massive complexity in companies, and with it, massive complexity costs. What are complexity costs? Complexity costs are those costs in a business associated with having too many parts, products, services, systems, processes, business lines, and so on.
But here’s the kicker: For many companies, the value of taking out bad complexity can amount to 15-30% of its cost base.
The only good news about this weakness is that your competitors may be carrying as much or more complexity cost as you are—and hence the opportunity: Learn how to effectively remove complexity, and you can regain competitive footing by creating a cost advantage over your competitors.
In their recent book, Waging War on Complexity Costs (McGraw-Hill), authors Stephen Wilson and Andrei Perumal provide new insights on the nature of the issue, and innovative and effective battle strategies that the business executive can use to finally grapple with the issue.
Please note that this program will be interactive and our expert speakers will give advice and insights to your current challenges during the program. We will ask for your live participation by calling on you in a "round robin" exercise. You can choose to “pass”, however, in order for this to be of full benefit for you- your participation will be requested.
Leaders at all levels today are busy – often times, too busy to develop their leadership skills. And in this challenging business climate, companies aren’t spending as much on leadership development. What’s a leader to do? How can you break through and take your own leadership game to the next level? In this webinar, Steve Arneson will share his tips and techniques for developing yourself as a leader. Whether you’re an HR or learning professional tasked with developing leaders, or a leader yourself, Steve will show you how you can enhance your leadership brand through several easy to implement development activities.
Dr. Levenson will share the results of research and practice working with leading companies on an emerging area of competitive advantage. The challenges and rewards of building general management bench strength are well known but limited because of the small number of true general manger roles in organizations. The new area of competitive advantage is talent that spans two deep functional areas; examples include engineering and design; sales and analytics; and HR and finance. Organizations looking to build “dual strength” talent have addressed the issue using different approaches, including developing talent at the individual level, using cross-functional teams, and redesigning functions. In all cases, a key issue is identifying, cultivating and keeping people who can work seamlessly across deep functional lines.
For many companies, HR strategies are not strategies at all. They are laundry lists of the coming year’s HR programs. Great programs is not a strategy. A strategy describes how to use one’s resources to beat competitors. For HR, this happens when one company’s people outperform peers at competitors (e.g., our sales reps are better than yours). This presentation will present a human capital strategy that produces sustained competitive advantage. It will describe how to execute the strategy by organization changes, culture changes in HR and by beginning to measure and manage human capital with the same discipline as financial capital.
The economic downturn has taken its toll on employees. In this educational, entertaining and inspirational webcast, Michael Lee Stallard and Jason Pankau of E Pluribus Partners will show you how to create a work environment where people are fully engaged and on strategy.
Leaders who can embrace paradox (fast AND thorough, creative AND disciplined, short term AND long term, tough AND compassionate) are more successful than those who succumb to an either/or mindset. Either/or thinking is a mental habit that flat-lines innovation, stifles cooperation, hampers leadership, alienates customers, discourages listening, de-motivates employees and subtly stymies our success on multiple levels. But it doesn’t have to be that way.
In this webinar, Lisa Earle McLeod will introduce you to The Triangle of Truth, a breakthrough model. An elegantly simple tool for leveraging seemingly competing ideas, The Triangle of Truth will help you reframe business and personal challenges in a way that elevate your mind and you spirit.
Now more than ever the ability to develop and deliver an effective recruitment strategy is imperative. Candidate lifestyles have changed dramatically over recent years and many companies are still behaving as though it is 1985. Candidates and people in general are on the go more than ever and using technology in ways we never imagined. Social relevance, personalized experiences and transparency in activities and communication are prevalent in this wireless inter-collaborated world we now live in. The days of help wanted signs and newspaper job ads has passed and now people with media power and large advertising budgets are competing against no or low cost methods like a blog or webcam to post information. The mindset of recruiting departments needs to move from spending money, time, and resources developing processes and tools to screen people OUT and begin to embrace the media tools of today and focus more on what a company’s recruiting message should be to invite the right type of profiles IN. This can include better analyzing a career website, how it is indexed, and the verbiage used for web engine crawlers to tag, including RSS feeds that potential candidates can opt-in and receive information when it is convenient for them. Organizations should evolve their mindsets to opening their virtual doors to allow people to get to know them. Because if they don’t, then bloggers, tweeters and other internet groups will do this for them, which can have positive or negative results. This being considered, it is important for you to evaluate the tools in your recruiter’s toolbox, remembering it is not about the quantity of tools you have but more importantly the ability to understand and effectively utilize the tools. A lot of people are talking on the web today, but are they listening to YOU?
The internet is overwhelming; a sourcing toolkit should be tight, but effective. And remember – it’s not the tools that make the difference in a sourcing toolkit, it is the expertise of the people who use those tools to attract the right talent for an organization. Combined with energizing recruitment marketing/messaging (i.e. ‘what is the story you want to tell candidates about your organization’) and a fluid process and technology, an experienced and effective sourcing team can position you for success.
Join this webinar where Zachary will share his *top twenty* list of recruitment tools/tips to keep in mind for your recruitment team. All of these can be applied within your organizations talent acquisition strategy the next day! Special guest Cade Krueger, VP Sales & Business Development at EnticeLabs, will also be joining to provide a case study of practical application and results!
When a business faces new obstacles, the management invariably turns to one of two approaches: option-narrowing and rule-following. They either apply logic to define and narrow down a seemingly complete set of options or they follow a formula of behaviors that have proven successful in the past. However, both approaches are ineffective at delivering truly innovative strategies.
To bring innovation to business strategy, individuals need to learn from innovative thinkers in other competitive domains, such as chess, athletics, and military combat. Kaihan’s decade-long research into the underlying patterns of competitiveness shows that truly creative strategists abandon logical approaches, and instead use time-tested patterns to seize growth strategies others ignore.
In this session, Kaihan presents his proprietary approach to discovering and seizing hidden strategic opportunities. He will expand attendees’ repertoires of strategic patterns which will enable them to see new tactical options in an ever-changing economic environment. He will show how companies can embed deep and powerful strategic narratives within their people, and thereby grow faster, increase profitability, sustain their competitive advantage, and capitalize on strategic investments.
In this webinar, Dr. Joe Raelin will introduce an exciting new way to think about and practice leadership, in what he calls, "leaderful practice." Thought to be ripe for the requirements of our 21st Century organizations, leaderful practice replaces the conventional heroic model by introducing the four c's: Leaderful leaders are concurrent, collective, collaborative, and compassionate. Facing the sometimes contradictory pressure in our organizations of the need to perform while permitting the autonomy of an increasingly sophisticated workforce, most managers experience leadership as perhaps the most promising yet challenging competency in their operating repertoire. In this session, Joe will explain the value of adopting a leaderful approach by taking participants through the four c’s. Hoping that participants will be willing to or at least curious about creating their own leaderful organization, he will next turn to how to develop one’s group and organization accordingly.
This transition to leaderful practice is referred to as “leaderful development.” It is necessary in most organizations because leaderful behavior is rarely the natural order. Thus, it typically requires the intervention of a change agent or coach who can encourage the endorsement of a culture of learning and participation within the system in question. Joe will review how change agents and managers can incorporate strategies to help clients and employees develop their leaderful behavior at multiple levels of experience: individual, interpersonal, team, organization, and network. Joe’s new fieldbook lays out many such strategies at these levels; accordingly, in this session, he will select one as a means to give participants an experience in “developing leadership in everyone.”
No matter how large or successful an organization appears to be today, there is no guarantee of survival in the future. There have been too many highly visible and painful reminders of this fact over the last several years. While many of these companies appeared to have fallen apart overnight, the decline actually occurred over several years and resulted from a number of actions, decisions, and behaviors that contributed to the demise.
This webinar will provide an explanation of an organizational death spiral and present the warning signs that precede the decline, which often appear well before financial performance is affected.
The principles and concepts presented are equally applicable to healthcare, manufacturing, or service organizations and are just as important to address during good times as they are in a recession.
Priszm Brandz (KFC Canada) is one of the largest owners and operators of quick service restaurants in the world. Prior to beginning its transformation, Priszm’s stock price had declined from 9.78 to 1.75. Its past thirteen campaigns had not generated the desired results; same store sales growth had declined; the customer base had eroded, and the brand had not resonated with customers. To dramatically improve overall business performance, the company needed to transform its operational, marketing, product development, merchandising, and human resources processes. The Klapper Institute was asked to help the company begin the transformation through the creation of “Model Store” which would provide tremendous insight as to where value was created (and lost) and serve as a template for the national roll-out. Finally, “Model Store” was executed with one budget goal in mind… make it happen in 45 days!
Great leaders mobilize, galvanize and uplift. They sprinkle in a dash of fear — to spur action. They take a group and make it a team. They hold their inspirees firmly on belay, lest they descend into panic or complacency. It looks like magic. But, like any magic act, there is a formula to courage-building. After 15+ years of hard research, not just theories and motivational entertainment, we can give you a proven 5-factor roadmap to build courage in your teams. If enterprise-success requires you to take teams further, faster or in a different direction from the one that is already in their comfort zone, it is not enough for you to have courage. You also need to uplift, challenge, ennoble, inspire courage, evoke joy and fulfillment — in your employees, your board of directors, your investors, your customers, and your regulators. This webinar will show you how.
Some people just have it when they present. And, you can too. If you've ever wondered why some people are more magnetic, more charismatic when they present than others, and you want to know how to become more of both, this is the program for you. Communication and influence expert, Scott Halford, CSP is your guide to learn how to "Knock 'em Alive!" when you present. Research from more than 12,000 audience members who rated business speakers on effectiveness and overall presence reveals some very interesting things about what they're looking for in order to be wowed. You'll learn about it and how to apply it to your next presentation. This special blend of emotional intelligence, neuroscience and presentation skills is information you won't find anywhere else.
Most employees today feel overworked and underappreciated. During tough and challenging times when we are asking them to do even more with less, they report feeling even more stressed and fearful than ever before. To keep them from becoming myopic and instead consistently focused on the guests and opportunities at hand, management needs to especially be proactive and positive in difficult times. Dr. Bob Nelson will discuss his research and experience as to how recognition can make a practical difference during tight and recessionary times—even with little time, resources or budget. This session will use current and practical examples of what today’s organizations are doing to keep employees focused and positive in ways that can help the organization to emerge stronger from difficult economic times.
Bob Nelson, Ph.D., will expand your thinking of what recognition means and how you can better and more frequently recognize those you work with -- even with little time, resources, or budget. Far from being “fuzzy notion,” Dr. Nelson will show how recognition represents the single most validated principle for driving desired behavior and performance in today's work environments. He will draw from his own research and doctoral work as well as experience in working with hundreds of organizations on the topic to show how the best companies take a focused and long-term strategic view of employee recognition that systematically integrates the topic into the daily work practices of its managers, identifying and acting on opportunities in timely and specific ways. His session is filled with specific real-life examples and techniques that can be immediately applied back on the job by attendees to systematically leverage, build, and sustain a culture of recognition in their workplace today.
Are you having fun yet? If you are not having fun as a leader then chances are you are trying too hard. Leadership is not accidental, whether you want to be or not, you are a leader. Whenever you influence others toward a goal, you are acting as a leader. Learn how to create leadership momentum so that everyone in your organization becomes a leader and you can help them do that in a way that becomes self-sustaining.
While leadership isn’t about fun, it shouldn’t be hard. Self-sustaining leadership is based on tried and true principles of leadership that have a profound impact on the individuals you work with. Don’t think that leadership is a title, a position or a job. Learn the art of self-sustaining leadership that makes all the difference.
How will you influence your listeners to act on what you have to say? Whether you are influencing through a presentation, meeting, sales call, conference call or face-to-face conversation, how you deliver determines whether or not others see you as credible, knowledgeable, and trustworthy. Without doing this effectively, you inhibit your maximum potential to: motivate, influence, and increase profits.
Stacey will help you eliminate the static that plagues communicative delivery - to persuade, sell, influence or simply effectively communicate face-to-face with a clear message. She will explain the positive actions you can take to increase your impact and value to your peers, clients, and associates. This highly interactive session will give you immediate and practical tools to influence your listeners to take action on what you have to say and build stronger relationships.
Being able to communicate with various audiences via presentations, speeches, and webinars is a key element for success. As Shakespeare said, “No man is lord of anything ‘til he communicate his parts to others.” Examples abound where speaking ability has helped open doors (think Barack Obama), won important contracts, inspired colleagues, and led to leadership positions.
With current presentations technology, executives and other team members are able to prepare and deliver presentations of much better quality than back in the color slide and overhead projector days. Unfortunately too many of today’s presentations are famous for overwhelming audiences with boring, unfathomable material and imparting a high urge for audience members to flee the conference room. This session will explore key factors that make the difference between interesting, useful presentations and those that hinder, rather than aid, communication.
Organizations, especially those in crisis, need men and women willing to exert their leadership to effect positive change. “Leading from the Middle,” based on John Baldoni’s newest book, Lead Your Boss, demonstrates how managers can use their influence to lead without authority. For managers who seek to lead up, learning to think and act strategically as well as to develop the talents and skills of their colleagues is essential. Senior leaders, too, need to encourage those in the middle to demonstrate initiative to help their organizations succeed.
A personally challenging and value changing presentation that will alter your global outlook. The only reason to give a speech is to change the world. The economy isn’t down - it’s different. Two things are certain: It isn’t coming back like it was; and you will need to be prepared for the way it is and the way it will be. With recent events, the realities of our business have changed permanently. 2009 had changed the way we do business forever. You don’t manage change, you manage how you react to it. No matter what you sell, the next year is probably the end of the way most of us do business. 72% of North America's organizations will have to reinvent the way they do business in the next 2 years! The truth is that the business you are in is not determined by you but rather by the need or want that is satisfied when the customer buys your product or service. To be effective at managing and marketing your business, you must see yourself from the customer's point of view. A product or service is a convergence of customer value satisfactions. Before you have a value driven marketing approach, you must identify these values as indisputable truths.
Traditional marketing has been all about delivering a message for the top and spreading it through as many channels as possible. That worked well in an age when mass media dominated the communications landscape, but the world has changed. Today, messages began at the bottom and percolate up. The mass media relies on tips and insights from bloggers to determine its priorities. A marketing promotion is no longer considered successful until the intended audience gives it their blessing. Informal networks of customers band together to tell businesses what they want.
This new dynamic is enormously powerful if you accept its value and permit it to guide your strategy. It's enormously threatening if you deny the voice of the newly empowered customer and insist on shouting messages they no longer want to hear. This presentation offers examples of the influence of the newly empowered customer and provides marketers with guidelines for listening and adapting to a market in which customers now have the ability – and the will – to control the message.
Are you leveraging the Internet to grow your business? Whether you want to reach customers in your own backyard or you want to span the globe, there are tremendous opportunities to leverage Internet marketing, social media and content to grow your business.
In this challenging economy, businesses are dependent on retaining customers to generate much needed revenue. Though more constrained, organizations continue to spend on marketing, distribution and product development, but the great misconception is you they achieve customer engagement without employee engagement. It's not possible. In this webinar, Performance Connections, a leader in employee and customer engagement, will reveal the surprising truths that have emerged from their new research that sheds light on how the economy is affecting employee engagement, the vital connection between employee engagement and customer loyalty and the impact on revenue generation. Webinar participants will also be given access to the research report detailing these critical and timely findings.
Based on John Spence’s extensive personal business experience and combined with more than 14 years of in-depth research and rigorous benchmarking studies of the best practices at top corporations around the world, this information intensive webinar is designed specifically to “shake up the thinking” of attendees by exposing them to the most innovative ideas, tools and methods for improving the leadership, teamwork, and success of their organization. In just the past five years John Spence has presented this seminar to more than 200 CEOs of companies from 2 million to 500 million and also to teams from organizations such as Qualcomm, State Farm, Northrop Grumman, Pepsi, Sun Trust, Tropicana, Fidelity Information Services, Frito Lay, Kinko’s, Verizon, and Alltel.
In the 1980s, a few small companies – Toyota, Datsun, etc. – then little known outside Japan, challenged dominant Western companies with a managerial philosophy we now call “Lean.” Though the tools of Lean were remarkably simple, most Western companies struggled to respond. Executives could not initially make the mindset shift essential for appreciating that organizational structure, processes, strategy and even culture needed rethinking. Today, we are undergoing a similar transformation: Competition has morphed from jousts between individual companies to skirmishes among networks of companies. Nokia, Hewlett-Packard and even Toyota, as well as several other companies worldwide, are already on this path. They were outperforming their rivals prior to today’s fiscal crisis and are surviving the crisis better.
In this Webinar, Amit Mukherjee will describe the nature of the ongoing transformation. He will show research data that establishes that many companies are once again at risk. Networks have shifted the power to affect corporate performance from top executives to mid-level managers. Yet, few recognize this shift, as their companies hold on to outdated modes of operation. Amit, who interviewed executives who drove change at Nokia and Hewlett-Packard, will introduce the “Design Principles” that are powering the leading networked companies. He will also discuss the critical changes individual managers and executives can make without waiting for formal corporate initiatives.
Transforming leaders and their organizations is BPI’s vision and mission, which implies that we are dedicated to creating positive organizational change. This necessitates finding, hiring, promoting, and developing the right people to make organizations more pleasant and desirable places in which to work, to be associated with and to spend approximately one-third of our daily adult life… in addition to making them more productive. These right people are often referred to as “star performers” and are the ones who are capable of making this transformation, first within themselves and then within others. These are truly exceptional people who are capable of transforming the workplace into a worthplace to use Michael Rock’s description of the desired process and end-product. [A “worthplace” is a workplace where emotionally, socially, and morally competent leaders relate well with other employees and are able to bring out the best in themselves and others; they cooperate with one another, share and are capable of being creative and productive.]
In this webinar, Reuven Bar-On will share with you his approach to finding these exceptional people or “star performers” as he refers to them. He will describe an intelligent way of applying emotional intelligence (EI) in the workplace in order to identify, hire, promote and train star performers as the first major step in transforming the workplace into a worthplace, which is also productive. The purpose of this webinar is to first explain what “EI” is, how it is defined and measured, and why it is important to apply it in our organizations. This idea will be supported with empirical findings clearly demonstrating that EI significantly impacts occupational performance in general and leadership in particular as well as organizational productivity. Following this introduction, Reuven will describe the most sophisticated and accurate way of applying EI in the workplace in order to hire, promote and train star performers. At this point, he introduces the concept of “Star Performer Profiling™” which is a method that he helped pioneer and has been applying in organizations worldwide for more than a decade. It will also be shown that this method, based on creating (EI) mathematical models that predict high performance, is more cost-effective than other methods such as assessment centers which have often been thought to be one of the best approaches to hiring and promoting employees. Reuven will conclude by arguing that Star Performer Profiling™ should be considered best practice in applying emotional intelligence and other important concepts in the workplace. It is hoped that the case will be made that Star Performer Profiling™ is not only best practice but a must do for companies in order to help increase performance, effectiveness and productivity as well as bring about positive organizational change which is the first step in turning the workplace into a worthplace.
LinkedIn is the number one Business Social Networking tool available to business owners for two key reasons: its ability to exponentially grow your network through your connections, and a very sophisticated data mining search engine. These capabilities, combined with the other tools LinkedIn offers, make it a powerful communications tool for engagement with online communities generating exposure, opportunity and sales.
Unfortunately, the training LinkedIn provides is simply not comprehensive enough to be truly effective for the business owner. In this webinar I have distilled over 20 hours of classes into 7 key practices to make LinkedIn accessible and effective for the user.
Cutting your price just to win the sale is business suicide. If you cut your price by just 10%, you have to sell 40% more just to make up the difference. If you’re losing business to lower-priced competition, this webinar will arm you with unconventional weapons and tactics to win the price wars. Featuring award-winning speaker and author Orvel Ray Wilson, CSP.
The shine is wearing off and many people who were excited by the allure of positive, conflict free change have been disappointed by their experience of appreciative inquiry (AI). Yet, stories of amazing transformational outcomes from AI continue to surface. So what’s up? In this webinar one of the pioneers of Appreciative Inquiry will share what he’s learned to date about what AI can and can’t do, and what is causing so many people to have less than successful experiences.
During the webinar Gervase will share the models he’s developed to guide successful AI processes and use polling techniques to inquire into your experiences and perceptions and that of other participants. As a group, you will guide some of the direction the webinar takes.
The health of your relationships at work and at home is a BIGGER indicator to your happiness then how much money you make, what your job status and satisfaction is, or where you live. And, as a culture and particularly in stressful economic times, we expect MORE from our relationships and tend to give LESS. If you tend to think others “don’t get it” or spend time feeling like you’re not “enough”, if you aren’t getting along with others and it’s starting to impact your happiness, if others are complaining (directly or indirectly) about you or the people you work with and or live with – the time is NOW to learn the art of living relationally.
Leadership Succession Management is a complex process for organizations to successfully execute and sustain. It involves systems, processes, and executive commitment that drive the development of future leaders. The outcome is leaders who can effectively meet current business imperatives and enable the organization to meet future business challenges.
In this webinar, Margaret Turner will introduce the systematic process and tools that are currently used to develop leaders in the Colorado region at Kaiser Permanente. The process and tools, specific to Colorado, were built upon the Kaiser Permanente national review process. Using the national review and the Colorado systematic process and tools, helps to create a pipeline of national leaders through the identification of leader’s ability, aspirations, and readiness for their next role.
We all know the type: brilliant, aggressive, real go-getters. Only thing is, no one can stand working with them. Maybe it’s because their personalities are so abrasive, or maybe they quietly lack consideration for others, only focusing on results and missing their impact on individuals and on teams. We consultants have seen and felt the impact as well: angry outbursts, controlling behaviors, withholding key information which has the potential to distract other key players from their tasks. Too much time is wasted refereeing fights, or in “quiet” discussions “around” such leaders (that is, behind their back.) Divisiveness spreads. Others adapt by becoming difficult themselves and/or working around the leader as a way to survive. Productivity, motivation, and morale take a hit…
Relationship expert, acclaimed therapist and bestselling author Terry Real has developed a methodology that impacts behavior change like few others. “Other approaches teach leaders skills, “Real says. “We deal with the part of them that won’t use them.” When it comes to difficult personalities – Real and his colleagues from The Relational Life Institute have made waves by naming boldly and effectively the core issue. “The open secret,” Real maintains, “is that leaders whose style invites chronic distress are difficult people.
In March 2005, Bill Sullivan became Agilent Technologies’ second CEO and declared that our strategic intent was to be the “world’s premier measurement company.” To shift the focus, he outlined a clear set of metrics related to our customers, markets, employees and shareholders and a critical plank in this strategy was leadership. Bill stated that a best-in-class General Manager bench development was one of his top three priorities. In parallel with the rollout of the first General Managers’ development program, members of the Human Resources function helped Bill establish clear metrics and processes to manage accountability for General Management development. While Bill was clear what the business fundamental metrics needed to be, Agilent needed a change management process to ensure these metrics became institutionalized as levers of accountability and continuous improvement, starting at the top. As part of the enterprise balanced scorecard, Agilent implemented a Quarterly Leadership Audit as a metric for leadership effectiveness and culture. The Quarterly Leadership Audit is a tool to create company-wide focus and accountability on the critical few areas of leadership that most need improvement in the next year based on the Agilent business priorities for the year ahead. The audit has been in place for almost five years and the Leadership Audit targets established reflect the external 75th percentile as a way to reinforce the high, externally focused bar that Bill set for the top leaders.
Great leaders ask great questions. They know when, how, and what questions to ask. In this webinar, Mike Marquardt will share what he learned from leaders around the world, providing their insights to the following questions: Why are more leaders using questions rather than statements to achieve business success and worker fulfillment? What are ways to make questions more powerful? Why did Peter Drucker say that the leader of the past was one who had answers whereas the leader of the future is one who has great questions? How can questions generate great visions and excite workers? How can questions better solve complex problems? What questions best develop leaders and build great teams? Why is it difficult for leaders to ask questions? How can one develop a strong questioning competence?
Are you ready to go beyond just surviving in your business? Do you want to thrive regardless of what the current economy does? If so, join Michelle Neujahr as she challenges, educates, and motivates business leaders to chart a new course toward long-term excellence. This content-packed webinar will challenge attendees to get real about the current state of their business and take immediate action to chart a new course. In addition attendees will learn how to keep an eye on the weather, make adjustments when needed and learn to enjoy rough waters. Michelle will inspire attendees to rethink their current strategies, recalibrate more quickly and take action toward reenergizing their organization. As the result of this seminar, you’ll be equipped with simple navigational tools to help you thrive in any type of weather.
In today's economy, many employers think their workforce is grateful to have jobs. This is not the case, however, for your top talent. Talented associates - from the front line to the emerging and top performers - will always be in demand. This will become more clear than ever as the economy begins to turn. However, with limited time and resources, what is your best strategy to retain your top talent? And, how should you qualify this group to start with?
Using the Gallup organization's definition for Engagement "those employees that are loyal and psychologically committed to the organization." We will discuss how to identify your top talent, and several critital elements for managing them today to retain them tomorrow.
Creating a recognizable "green" brand – one that effectively translates into a clear recruiting message, conveying your green conscience – can translate into a significant cost savings.
When it comes to brand identity, it is critical to look at the bigger picture, and as recruiting slows in conjunction with the slowing economy in 2009, it becomes increasingly critical for companies to invest the time to align their sustainability practices – from recycling and carpooling to telecommuting and video interviewing – with the message they communicate to all potential employees.
Join Lizz Pellet, Fellow, Johns Hopkins University and expert in organizational culture and employment branding on this enlightening program on creating a Green Recruiting function.
You'll learn not only how to create a "greener" recruiting practice but also how to successfully leverage a green image to the advantage of your company's employer brand and a better bottom line.
Developing the supply and quality of leaders an organization needs in the future is among most executives’ top priorities. At the same time, surveys of these same leaders indicate that many are not confident that their current talent management initiatives will, in fact, successfully fill the leadership pipeline they see that they need. Ecolab, Inc. is an organization who has addressed this issue head-on over the last 5 years.
In this webinar, Mike Meyer and Bob Barnett will describe the talent management framework, models, and approach implemented by Ecolab, Inc. for building their leadership bench strength to support growth in their business. Ecolab’s approach – their “talent pipeline” – is based on implementing and integrating leadership development systems that promote individual action planning and career mobility. Their efforts have preserved the best elements of Ecolab’s results-focused culture and added a well-defined roadmap for individual and leadership development. Mike and Bob will discuss the benefits Ecolab has realized to date and review the “lessons learned” for others who are considering undertaking a similar approach.
Many leaders are talking about the importance of spirituality in business. While this trend is gaining popularity it is often difficult to know what this term actually means much less how to implement strategies that allows for an integration of spirituality into business practices and environments.
In this special webinar, Howard Martin will offer insights as to why people are becoming interested in the merger of spiritual principles with business. He’ll share about HeartMath’s practical, science-based approaches that help to create workplaces that are more caring, healthy, and productive and he’ll offer a view of how leaders can help their employees, brand image, and profitability through developing a non-secular but more spiritual approach to business.
What is action learning? Why is action learning so effective as both a change management and a leadership development initiative? What makes the global program at Johnson and Johnson so innovative?
These questions and others will be discussed during this informative webinar. During this program you will hear the lessons learned over 4 plus years of designing and evolving this program.
Presented by Marshall Goldsmith, named one of the 50 greatest living business thinkers by the Times-London and author of 23 New York Times best-selling books, including What Got You Here Won't Get You There. Microsoft Presenters: Brian Underhill and Carol Hedley
In this fast-paced, interactive session, Dr. Goldsmith will show why, as we become more successful, it can be more difficult to change. He will demonstrate how to use "what to stop" as a coaching tool as well as feedforward – a positive, focused tool for development and coaching. Marshall will share a proven model for coaching and change that is supported by research involving over 86,000 participants from around the world. Finally, participants will learn how to become better friends and family members – as well as leader and co-workers.
Conflict on teams is as inevitable as human interaction. Call it disagreement or differing points of view but friction, sometimes rubbed hard into active ignition, happens. It can be an open battle, a minefield, or simply a poisonous undercurrent, corroding the team’s ability to perform. In fact the fear of conflict is as damaging over time as the eruption. And yet the best performing teams have found a way to fight fair without creating a brawl. On best teams there is open disagreement, whole-hearted expression, and the result is creativity not casualties. How do they do that?
In this webinar, international team coach, Phillip Sandahl will explore the conditions necessary for rich interaction and engagement on teams. There are practical steps that any team can take to build safety, encourage participation, shift team members from hardened positions to alignment, and build bridges that last over time.
Do you or your clients: Want practical, results-oriented support in dealing with tough professional and leadership issues? Have the experience of “déjà vu all over again”—find yourself in very different situations with different content but feel that you’ve been there before? Feel that on some deeper level you repeat patterns of behavior you have engaged in earlier—patterns that often produce less than optimal results? Have questions about yourself that you have considered for years and have never been able to answer, for example “Why do I always feel that same sinking feeling at the end of big projects, even successful ones?” Feel stuck in your current position or in a career transition and want to move forward energetically? Hesitate to make parts of yourself visible—hesitate to make your feelings known, to let go of control, to take control, to enter totally new territory, to be aggressive, or to follow other leaders? Feel that something is holding you back, but you’re not sure what it is? Want to deepen your practice and enhance your leadership in very powerful ways? Feel very successful and desire to move to the next level of professional excellence?
In this webinar, Steve Ober will describe a new approach to executive and professional coaching which provides a powerful way to uncover answers to these kinds of questions and decide what you want to do about them. Group members will look briefly a their own stories to establish relevance. Steve will review the basic premises, background, and steps associated with story work. He will also review example stories and his findings from doing this work thus far. The group will discuss key questions they have about the approach and about how they can apply it in their own leadership and professional practice.
The leadership tools in this webinar are easy to implement, create greater leader engagement, more predictable in their outcomes, and are far less expensive than mainstream leadership development methods.
Imagine if you, as a leader, could create a work environment that’s consistently healthy and productive and allows all members of your team to excel! Now you can.
Leaders today know that being a healthy organization is not optional. A healthy and dynamic working environment is the precondition for generating skills and knowledge, collaborative working relationships, change readiness, resilience, innovation, and a healthy bottom line. Much has been written about what needs to be done, but there is very little guidance as to how to get there. This presentation will introduce participants to a holistic approach to how that integrates ancient wisdom and leading edge practices. The Genuine Contact™ program and approach uses simple and practical tools and approaches that that has a proven track record of success around the world. Create the kind of organization that you want to work in!
When a company faces the realities of tough economic times, people in management positions face difficult choices and, in particular, the unpleasant task of downsizing. Anxiety and fear can interfere with approaching these duties with foresight and compassion.
In this session, Rob Kanzer will explain how emotions can be the stimulus for compassionate action. He will guide participants through the process of identifying uncomfortable feelings and transforming them into a viable plan.
Companies today are faced with the pressing challenge of finding new, cost-effective ways to motivate a workforce that has become increasingly fearful, distracted and, most importantly, unproductive. “Psychological recession” and “layoff survivor syndrome” are a few of the new buzz words that have entered our vernacular, which describe the state of many employees who have had to say goodbye to co-workers, bonuses, pay raises and benefits – all while taking on more work. While this reality may seem daunting, there are steps companies can take to lift employees out of this recessionary rut, and the results can have an immediate impact on corporate productivity and morale. A 2007-2008 global workforce study conducted by Towers Perrin showed that companies with high employee engagement show a 19.2 percent increase in operating income while low-engagement companies show a drop of 32.7 percent.
In this webinar, Derek Irvine will explain why strategic recognition is precisely the rescue package HR managers need right now to re-engage employees, galvanize them around key goals, and put the company on track to greater productivity. Now more than ever employees are in dire need of a boost to lift their spirits and re-focus them on their job. A simple thank you or a small reward can do wonders to elevate mood, ignite morale and engage employees. When these rewards are tied to company values and goals, it reinforces those important messages and infuses them back into the workforce. Companies that figure this out will not only experience the benefits in the near term, but will be in a strong position when the market turns. Moreover, companies can re-align and consolidate existing rewards budgets to accomplish this critical task and most often do it at a significant savings of 50 percent or more of existing program costs.
During these unprecedented times, how are we to lead our organizations effectively? What leadership approaches do we need in order to be successful? How do we stay grounded when everything seems to be shifting? Thankfully, there are answers to these questions - We'll learn from a leadership story guaranteed to be more severe than anything we'll ever experience today.
Not always getting the results you wanted or expected from others you work with? Today nobody can afford compromises of quality or timeliness. Maybe there is something YOU can do about it! Conversation by Design™ gives you the toolbox to maximize commitment agreements and the action followthroughs that get real results.
There are hundreds, if not thousands, of venues teaching work readiness. However, in survey after survey, and focus group after focus group, business owners and senior management still complain about the work readiness skills of their new (and existing) employees. This is because in the vast majority of venues, work readiness training is performed incorrectly. In fact, a member of the National Skills Standard Board, who was familiar with many of the work readiness training programs being conducted throughout the United States, commented that many programs “do more harm than good”.
In this webinar, Jay Goldberg, who developed a work readiness training program called the best in the United States by a member of the National Skills Standard Board in January of 2003, will discuss the importance of work readiness training, how to evaluate existing work readiness training programs, how to construct an effective work readiness training program, and the management philosophy that best supports a harmonious work environment. Remember, the objectives of workplace training are to improve productivity and reduce costs, so training is much more than just employee development.
This interview by BPI’s Lou Carter with Gordon Curtis will reveal key insights from Gordon’s upcoming book. It is based on a social networking framework developed from the most highly productive of 1000s of on- and off-line introductions Gordon has facilitated and analyzed as a leading executive transition coach and agent.
Gordon and Lou will discuss his current findings around professionals and executives prevailing struggle to find the right mix of internal and external social network efforts. In particular they will discuss how the social networking pendulum has swung too far in the direction of voluminous and low value digital connection. With this jumping on the online social networking phenomenon, many executives and professionals are unaware their precious business and career networking efforts are being spread so thinly that select, highly reciprocal relationships have suffered.
For years, The Gallup Organization has estimated a loss in US productivity of $278B. Think about it. At least 20% of the time 56% of employees and 45% of executives are not productive. You must be asking yourself, “How can that be?” Here are three examples.
•Your top sales person could sell snow to Eskimos. And yet despite numerous conversations, a significant number of his deals come in with sales that have low to non-existent margins.
•You promoted a highly skilled and well respected director of finance a role overseeing competitive analysis and new product introduction. She had all the technical skills and during the interviews for the job seemed to have the personality to be successful. But now she’s failing in the role.
•The meeting Monday morning went very well. You’re confident that everyone there knew what they were to do, yet now everyone is acting completely different than what was agreed upon.
The intended results of each example are less than expected because up until now we’ve been taught to evaluate personality and behavior. Now there’s a relatively unknown assessment, the Hartman Value Profile that reveals how people make decisions. Decisions that dictate your behavior and results.
In this webinar, Denise Cooper, President/CEO of Coach HR, will discuss how and why this assessment works, compare it to other more popular assessments and how you can use this assessment to increase trust, the speed of implementing new endeavors and ultimately capture higher levels of productivity. Peter Drucker said a 5% increase in productivity can double a company’s operating profits.
•Do you ever lie awake at night wondering where your next client will come from?
•Do you feel your business is controlling you, rather than you running your business?
•Have you ever felt frustrated or discouraged about your consulting or coaching practice?
•Have you seen dramatic cyclicality in your customer acquisition process?
•Do you feel you are not getting the results you want from your company?
If so, you’re not alone. Most consultants and coaches find that despite their expertise in their chosen field, they don’t have all the skills it takes to grow their business to the level they need.
In this webinar we will discuss the 10 Most Common Mistakes coaches and consultants make and give you the keys to avoiding those errors. You’ll get specific, practical tips you can implement immediately to make positive, lasting change in your business.
Here’s your biggest worry: a bad economy is no guarantee your best people will stay. In fact, your stars are at a higher risk of going somewhere else. Top talent is being sought after now more than ever. Join David Cohen, business author and talent management thought leader, in this interactive webinar where you will learn what successful organizations do to retain their top talent at every level, and how you can build a focused retention and engagement strategy for your team, your department and your organization today.
Keep Your Best People Engaged and Committed!
Engagement surveys aren’t enough. You need to know why people leave and how to keep your vital contributors committed. Even the best managers and HR leaders can overlook the people side of the equation when a tough market and business climate forces attention on other pressures. But human capital is the only corporate asset that isn’t nailed to the floor. When your best people walk out the door at the end of the day, how can you be sure they’ll be coming back tomorrow?
As more organizations expand globally, execute projects with cross-functional teams, rely on mobile workers who are rarely in the office, and engage in strategic external partnerships, they need to develop the skills, policies, and technologies to effectively support virtual teams. Many remote and virtual teams fail because they don't get the necessary buy-in, because the team leader fails to establish the right climate and charter, and because they don't use the right technologies.
In the current economic environment, negotiating and renegotiating agreements effectively can mean the difference between success and failure, for your team and your organization. But off-the-shelf negotiation skills workshops seldom produce meaningful change in how complex agreements are negotiated. In “Built to Win: Creating A World Class Negotiating Organization” Movius and Susskind argue that negotiation is not just an individual competence, but an organizational one. Find out how organizations can improve their negotiation processes and results without wasting money on expensive training rollouts.
Why do world class organizations tolerate toxic leaders in their midst? Is there a relationship between leadership style, organizational climate, and effectiveness? In this webinar, George Reed will address the concept of toxic leadership and provide some suggestions about how to limit its negative impact.
Today's economic crisis is hitting like powerful waves of new stress, making it difficult to perform at our best while maintaining balance at work and home. It’s a whole new playing field now fraught with more uncertainty in the months to come.
These current times are hard on employees, their families and your business itself. Stress in the workplace causes higher absenteeism, reduces on-site productivity, increases the risk of on-the-job personal injury, and wastes time. And that, in turn, hurts your bottom line – as if it isn’t already hurting.
As we look to the future of talent management, it is important to look at concerns and issues that may be limiting to our way of thinking about talent and succession strategy. This webinar discusses these "common myths" of business leaders and human resource professionals as they plan and implement their talent and succession management strategies, and provides a new way of thinking through and discussing these issues, and moving forward with best practice ideas.
Even in down economic times, we need fully staffed businesses with appropriate, engaged staff. Decisions we make today about hiring, managing and setting staffing levels will have long term effects on organizational effectiveness. In this presentation, we will take a critical look at the “Employee Engagement Cycle” from pre-hire to exit interview. Questions will be answered such as: Why do they stay and leave? What are the consequences of a disengaged staff that won’t quit? How can you keep the best and fire the rest?
Description
You know it when you see it – certain speeches just make you stand up and take notice. Barack Obama has been praised continually for his mastery of rhetorical influence. Ronald Reagan has gone down in history as “The Great Communicator.” Winston Churchill galvanized a nation at a time of immense crisis. And in Shakespeare’s telling of the tale, Marc Antony turned deadly mob into a force for political change. All of these great orators used words alone to achieve their goals.
In this webinar, David Mann will examine several great speeches made by notable leaders throughout history. He will illuminate the rhetorical devices, wording, and delivery styles that made some of the best-known speeches into vehicles of dynamic influence. David will show you how you can use those same techniques to make your next presentation come alive and get results.
Many of us have spent our first half of life pursuing success, but recently experienced how quickly it can all go away in a heartbeat. This webinar is about infusing significance and impact into your success for a rewarding second half of life.
Having things and circumstances - money, success, relationships, health - brings a certain kind of happiness, but this temporary experience of satisfaction or joy soon fades and we have to hurry up and fulfill the next desire to feel happy again. To experience true and lasting happiness, we can learn to access the deep state of peace and well-being that already exists within us—beyond the reach of external circumstances. Then, no matter what is happening in life we are Happy for No Reason.
In today’s challenging times companies can no longer afford to waste money on Human Capital strategies that don’t have immediate impact, lasting effect, and show improved results. Assessing talent correctly and developing a clear talent roadmap based upon this diagnostic can drive laser focus on measurable actions for organization improvement and eliminate costly initiatives that don’t payoff.
What really happens during executive coaching assignments? Learn from the co-author of Executive Coaching for Results: The Definitive Guide to Developing Organizational Leaders (Berrett-Koehler, 2007) as they describe their compelling “3 dimensional” research with major Fortune 500 organizations, their executives, and coaches.
We are in the business of learning, not teaching or training. All learning and change require a community to sustain it. Learning is a social phenomenon first and content/clarity second. Community, and a sense of belonging, is created by bringing a cross section of the community into a new conversation. If we maintain the old conversations about making the world predictable, measurable, individual focused and leader driven, nothing will change.
The work is to overcome the culture of isolation, fear, and waiting for the leaders to get their act together. This occurs when we shift the conversation from problem solving to possibility, deficiencies and needs to gifts, and blame and barter to ownership and commitment. Peter’s session will be a demonstration of its theory, so the tools of communal transformation will be in the experience.
Peter will define a form of leadership that depends on listening, convening, invitation, and the triumph of questions over answers. This session will minimize PowerPoint and maximize experience. No small task in a world of speed, efficiency, and fast food. This is a shift in the ecology of gathering as the way to sustain healthy culture, high performance, and a carbon free way of being together. All this requires a shift in thinking. He will explore a way of thinking about our places (workplaces, neighborhoods, towns) that creates an opening for authentic communities to exist and will discuss what we can do to make that happen. Learn powerful conversations that will shift the focus to engagement and possibility, leading to the creation of a new future. The essence is to take a step forward in our thinking and design about the ways people in communities come together to produce something new for themselves.
Say Yes to No is a pushback to the pressures of today's high tech, constantly wired world. Cootsona was a pastor at the Fifth Avenue Presbyterian Church in New York City, living a non-stop, around the clock life caring for his congregation, pursuing advanced degrees, raising two daughters, and nurturing his marriage when life issued a wake up call. The illusion of being able to juggle it all was shattered for Cootsona at a cardiac clinic in Manhattan where the then 38 year old was told to slow down -- or else.
Cootsona's close brush with serious health issues forced him to carefully consider how to balance his life's goals, his growing family obligations, and his most important relationships. What he discovered may be the most important life strategy that a busy executive or leader will ever find. This webinar will force everyone racing through life to consider not only the cost of their pace, but also what it would take to create time for the things that will give their lives true purpose.
Say Yes to No offers everyone the chance to ultimately say "Yes" to a life well-lived.
Description
Accounting In An Hour™ is the acclaimed 60-minute course for non-financial personnel that can help participants be more productive and valuable to any organization.
In only an hour, your trainer will show you, step-by-proven-step, how to expertly evaluate Income Statements, Balance Sheets, Write-offs, Expensing vs. Capitalizing, Investment Criteria, Working Capital, and more. He will also give you valuable insights into how some very high-profile company executives wrongfully manipulated financial data to enrich themselves at the expense of employees and stockholders.
Together with former CEO of Girl Scouts of America, and Presidential Medal of Freedom honoree Frances Hesselbein, we will discuss the leadership philosophy, practices, and leadership decisions needed to provide opportunities to women of all ethnicities and socioeconomic status. This is a unique opportunity to learn from one of the greatest leaders and pioneers for women, diversity, and inclusion in history.
OOPS! You just sank more company money into a performance strategy that doesn't work! In these strained economic times when every penny counts, you can no longer afford to invest in the financially flawed activities. As the founder of a behavior-based process that has revitalized companies around the world, Aubrey C. Daniels has repeatedly witnessed the 13 most universally used, but ineffective management tactics. Businesses have been wasting time and funds on the same tired approaches for years. Now Daniels reveals what to do instead!
You can reinvent yourself when you know who you really are and what next steps to take. This powerful session will give you insight into the key aspects for you to get cleaned up, get unstuck, and become whole. Discover who you really are and what you are best at. Find out what your unique factor is and how to use it to create wealth. Build your self-esteem so you move forward. Ask the best questions so people choose you.
Six Sigma was all the rage over the last few years, and now LEAN has become the new buzzword in quality and process efficiency. LEAN is a broad catchphrase describing a holistic and sustainable approach using less of everything to give you more. LEAN is a business strategy based on satisfying the customer by delivering quality products and services that are just what the customer needs, when the customer needs them, in the amount required, at the right price, while using the minimum of materials, equipment, space, labor and time.
LEAN, familiar in manufacturing environments, can be applied within the talent acquisition process too. In this presentation learn how our client and KellyOCG partnered to introduce LEAN to the recruitment process. We will also educate you on basic LEAN principles, provide examples of introducing and sustaining LEAN, as well as lessons learned and a fun exercise to help you better understand how being LEAN can improve process.
Materials that may be of interest to participants
1) LEAN case study (will be sent to participants after webinar)
2) Book, LEAN Thinking by Womack & Jones
3) Book, LEAN Six Sigma Pocket Toolbook by George, Rowlands, Price, Maxey
In times of economic turbulence few things are more important than keeping employees laser focused and productive. Unfortunately, turbulence outside the organization often creates turbulence inside. During such times, some organizations are forced to cut labor costs, restructure teams, shift work from one location to another, and cut projects altogether. Other firms that produce counter cyclical products or provide goods whose demand does not correlate with economic cycles are looking at the turbulence as a tremendous opportunity to capture great talent from the labor market and grow the business. Regardless what camp your organization falls into, leveraging world-class onboarding and orientation should be seen as a key activity relative to improving time to productivity not only of new hires, but also existing employees impacted by organizational change.
For many working professionals the mere mention of onboarding and orientation evokes memories of a horrible administrative experience that frustrated everyone and benefited no one. World-class onboarding and orientation on the other hand aims at providing employees with access to tools and information that are proven to shorten the learning curve, foster teamwork, and ultimately improve productivity.
The new economic environment has been described as “tough”; “catastrophic”; “devastating”; and “historic” among other things. It can also be described as a reset, a re-definition and therefore an opportunity for the strongest businesses to not only survive, but to prosper over the longer term.
What’s your role in this environment as an HR / OD professional (or as a line manager)? You simply must be able to demonstrate how you are making a significantly positive impact on your company’s current performance, or else run the risk of being viewed as irrelevant.
Greg Waldron discusses the results-based approach, derived from principles originally expounded in Ram Charan, Steve Drotter, and Jim Noel’s book "The Leadership Pipeline" that he has applied as an HR head and consultant that improves an organization’s capability to implement business strategy.
In a COACHING CULTURE, all members of the culture courageously engage in candid, respectful coaching conversations, unrestricted by reporting relationships, about how they can improve their working relationships and individual and collective work performance. All have learned to value and effectively use feedback as a powerful learning tool to produce higher levels of personal accountability, professional development, high-trust working relationships, continually-improving job performance, and ever-increasing customer satisfaction. Tom will share the development process, where coaching cultures fit in the big picture, and several of the diagnostic tools he has created to guide the transformational journey of his clients.
Learn to speak like Barack Obama - with great authenticity and personal power.
It is time for you to rise up and find your authentic voice. This is your time. Yes YOU can! Our nation depends on it. Do you sometimes find that you're completely disconnected from the work you're doing and the words you're speaking? Is it sometimes a struggle to get motivated to do your work, even though this is a field you chose? In an effort for consistency and uniformity, companies can often diminish the voice of the individual. When this happens people feel disconnected and disengaged, the company becomes inefficient and strains even harder for consistency, and a vicious cycle is created.
High performing, customer-focused organizations are created and sustained through great leadership -- from the executive suite to the front line. Since 2000, the Internal Revenue Service has invested heavily in growing its leaders -- helping to drive significant gains in customer satisfaction and employee productivity. However, the retirement wave that began several years ago is reaching its crest, meaning IRS will need to hire an average of one manager per day between now and 2018 to overcome the shortfall. To address this, IRS designed its Leadership Succession Planning process in 2006, and conducted a pilot the following year. Now, formal succession planning is conducted across all IRS Business Units, with about 7,000 managers participating. The process and results shows IRS Succession Planning as "best practice" within the government sector, and it has received kudos from prestigious organizations like the Association of Government Accountants and Linkage, Inc. Current efforts of the Workforce of Tomorrow Task Force and role of Succession Planning to make the IRS the best place to work in government and ensure that five years from now we have the leadership and workforce ready for the next fifteen years.
If you were able to gauge the integrity of your organization where would you fall? Do you have the typical, dysfunctional, or optimum culture of integrity at your workplace? Scott W. Ventrella explores this and more in his webinar "Building Cultures of Integrity." Culture is the interwoven system of beliefs and attitude, and integrity is wholeness.
If you don't have wholeness of beliefs and attitude, what do you have? An unethical environment; some signs of this are lack of trust, finger pointing, people trying to cover themselves, very little whistle blowing, and people hesitant of reporting wrongdoing. In environments like this, employees don't trust their complaints will be followed through; they have the attitude that things won't change. This is a culture of ethical failure.
How do you change that kind of environment? Reinforce and believe in the mission off the organization. Strive for complete alignment and congruency of what we say and what we do. There are three components to look for. The first one is intuition: we should have a very clear idea on what the organizational values are. The second component is reason. Scott talks about decision-making, right versus wrong and right versus right. Right versus wrong is moral temptations where we may know the right thing to do but are sometimes tempted. With this though, the decision-making process is straightforward: do what is right. With right versus right, what to do isn't straightforward. Take two very strong values, such as truth and loyalty: which is the right value to live and work by? Scott uses examples on these rights and more in his dilemma paradigms.
The third, and last, component is action. Scott talks about having the courage to take action and how integrity is everyone's job. He said that simply having an ethics officer isn't enough. You can't appoint someone to do something that is everyone's job. Everybody has a responsibility and should be held accountable.
Along with these three components, Scott identifies 10 characteristics of building a culture of integrity. When we have to make ethical decisions in the moment, and don't have time to check the manual or consult with anybody, Scott says we need to stick to this framework. The only way to do that is to embed it in the entire curriculum with constant, continuous reinforcement.
The Chief of Naval Air Training, Rear Admiral Mark D. Guadagnini, trains “ultimate ninja warrior leaders.” The training his combat aerial professionals complete is efficient through into book training, real-world skills, and repetition. Guadagnini uses examples from his real life situations to highlight why this training is “100 percent successful.” Guadagnini breaks down his ‘warrior ethos’ into four areas: sense of mission accomplishment, courage of bravery that flows from the sense of mission accomplishment, discipline aggression, and flexibility/ adaptability.
The first warrior ethos is a sense of mission accomplishment. This is the ability to go out under difficult circumstances as a person or with a team and get the mission done, get it done right, and get it done every time. “If the United States military does not accomplish the mission correctly, we [lose the] ability to choose elected officials, the option of sending our children to the schools of our choice, and even simple choices like going to 7-11, Wal-Mart, or Piggly Wiggly to get our coffee.” The American way of life depends on our warriors having the sense of mission accomplishment.
Courage of bravery comes from this sense of mission accomplishment. Courage is “the ability to act, think, and make decisions that will garner a successful outcome despite physical or perceived things that might install fear in a human.”
Because the stakes for America are particularily high, Guadignini said they get their mission done and die trying.
“We train them to win,” Guadagnini said. “You have to determine that you are going to be excellent at what you do. It’s that kind of commitment to excellence that is going to drive your program in the right direction.”
Biography
Rear Admiral Mark D. Guadagnini graduated with distinction from the U.S. Naval Academy in 1980, earning a Bachelor of Science in Economics. After a brief tour with the Navy Fighter Weapons School, he entered flight training, earning his wings in 1982. In June 1983 he went to VA-65, where he made two deployments flying the A-6E Intruder aboard USS Dwight D. Eisenhower (CVN 69).
In July of 1986, Guadagnini attended the U.S. Navy Test Pilot School. After graduation, he served at Strike Aircraft Test Directorate as a project pilot and was the first Navy pilot to fly the A-6F. He returned to USNTPS as a fixed wing performance and flying qualities instructor. After A-6 and F-14 refresher training, he reported to CVW-8 as LSO and Strike Operations Officer. During his tour, CVW-8 performed the shakedown of USS Abraham Lincoln (CVN 72) and deployed the aboard USS Theodore Roosevelt (CVN 71) for combat operations in support of Operations Desert Storm and Provide Comfort. For his efforts he was named COMNAVAIRLANT LSO of the Year in 1991.
In September 1991, he reported to Attack Squadron (VA) 65, serving as the Safety Officer and Maintenance Officer. In May of 1993, he was assigned to the Office of Senator John McCain as a Legislative Fellow. Following his Fellowship, he worked as an aide in BUPERS and at CINCPACFLT.
Guadagnini reported as Executive Officer of Strike Fighter Squadron (VFA) 15 in April 1996 and deployed with CVW-8 in USS John F. Kennedy (CV 67). He assumed command in July 1997 and led the squadron in combat operations as part of Operation Deliberate Force over Bosnia-Herzegovina and Operation Southern Watch over Iraq.
After command, he worked as a liaison between the Office of the Secretary of Defense and the U.S. Congress. In August of 2000, he happily returned to sea duty as Operations Officer, Carrier Group 8, deploying on USS Theodore Roosevelt for Operation Enduring Freedom combat operations. He retuned to combat in 2002 as the DCAG in CVW-17, flying in Operations Enduring Freedom and Southern Watch while deployed aboard USS George Washington. Guadagnini assumed command of CVW-17 on 15 August 2003, deploying aboard USS John F. Kennedy for combat operations in support of Operation Iraqi Freedom. In July of 2005, he reported to Navy Personnel Command as the Division Director for Aviation Officer Distribution.
Guadagnini assumed command as Chief of Naval Air Training August 15, 2007.
You will walk away from this webinar with a deeper insight into the reasons why major corporate change efforts fail to deliver their intended results. For those leaders and Human Resource executives who want to achieve greater organization success and have a greater return on their development investment dollars, this presentation provides significant insight how to create a more effective strategy.
Participants will be shown how to frame organization initiatives that more easily get people from different disciplines to work together. Also addressed, the specific stuff you have to think about if you want to make a difference and the order in which you have to address them. In short, you will walk away with a community building tool to build sustainable communities of organization practice.
There comes a time in every leader’s career when he/she is faced with seemingly intractable obstacles. Not in terms of deficiencies in resources or competitive pressures, but in terms of people in his/her organization. Often it comes in the form of a coalition of people who do not like or trust him/her. Sometimes this lack of trust is due to lack of knowledge; they do not know him/her. Or it may be based on lack of faith; they do not think he/she is up to the job. The way the leader handles the situation will determine his/her success or failure as a leader. When facing such situations, the leader owes it to him/herself and the organization to defuse the forces against her and then bring people together. Persuasion becomes the rule of the day.
CHALLENGE YOUR THINKING ABOUT THE CURRENT ECONOMIC CRISIS with John Perkins, New York Times Best Selling Author of CONFESSIONS OF AN ECONOMIC HITMAN
THE HIT MEN STRIKE HOME
What Next and How to Deal With It
The current crisis is a classic hit by economic hit men (EHM) – except this time the victims are us. Drawing on personal experiences described in his New York Times bestselling book, Confessions of an Economic Hit Man, John Perkins explains how tools honed during the past four decades in developing countries are enabling the extremely rich to purchase businesses and real estate at fire sale prices; defend abolition of health care, education, and other social programs; and justify privatization of the public sector. However, crises offer opportunities.
Perkins presents a plan for transforming the economy and describes ways each of us can employ our individual passions and skills to not only prosper but also create a world we will be proud to pass on to future generations.
John Perkins' tell-all memoir, CONFESSIONS OF AN ECONOMIC HIT MAN, which is translated in 30 languages, spent 7 weeks on the New York Times bestseller list in hardcover, and more than 12 weeks on the extended list. John has lectured and taught at universities and learning centers on four continents and is a regular lecturer for the Omega Center and at universities and corporations all over the country. John Perkins worked for the international consulting firm of Chas. T. Main from 1971 to 1981, where he held the titles of Chief Economist and Manager of Economics and Regional Planning but, in reality, was an economic hit man. John Perkins is founder and president of the Dream Change Coalition, which works closely with Amazonian and other indigenous people to help preserve their environments and cultures.
When coaching global leaders, an executive coach must demonstrate his/her understanding of the differences (and similarities) of global and local workforces, as well as the many cultural and organizational factors at play. The coach must be aware of the coachee’s cultural backgrounds, as well as the environment and the people whom the coachee interacts with. With that understanding, the coach must actively engage key stakeholders in the coaching process, and take the appropriate approach to build rapport and trust with all involved. In addition, a coach often needs to help global leaders become effective coaches themselves to their employees and their teams, which tend to be virtual and global.
Common questions:
•What is the difference between coaching global leaders and coaching local leaders?
•What common challenges do global leaders face?
•What special capabilities do global leaders need to develop in order to be effective in a global workplace?
•What do coaches need to learn in order to effectively work with global leaders?
The U.S., and many nations, are undergoing difficult economic times. There is a temptation for managers to cut back on succession planning and talent management efforts. But there is a good chance that, as the stock market gradually improves at some point in the future, burned out baby boomers will cash in. At that point senior managers will turn their eyes to HR and ask for external recruitment to solve talent needs. But, since many companies have also cut back, there will be few well-qualified people to recruit. At that point, talent management and succession will emerge as front-burner issues. Hear some ideas in this session how to avoid this likely predictable pitfall.
Consider what it might be like in our world today if:
•Spirituality was the inner foundation that business executives operated from
•Business executives developed within themselves a purity and unity of thought, word and action
•Business executives actively expressed their spiritual character in every aspect of their lives
•Spiritual values transformed all aspects of life in business and in society… which naturally resulted in spiritual well-being and global prosperity for all
To fulfill this vision, we will need a revolution in business leadership. While the word “revolution” often conjures up an image of radical change and chaos, it actually has two meanings.
The first is “fundamental transformation” that often does involve great uncertainty. But the other definition is equally important. What does the earth do every 24 hours? It completes one revolution, returning to where it began. So, the second meaning of revolution is “to return to where you began.” In the context of spiritual-based leadership, this means returning to our spiritual roots, to our inner source of spirituality – and leading from that place.
To facilitate this revolution in business leadership, we will explore four faculties that will empower you to be a spiritual-based executive:
-Establish your spiritual view of life and your spiritual theme.
-Explore your spirituality from the inside out. Identify how you best grow your spiritual awareness.
-Embody spiritual principles in your leadership. See what it looks like waking up as a spiritual-based executive each day.
-Engage in “revolutionary” activities. Stretch your ideas of what’s possible in who you are, what you contribute, and how you can lead from your spiritual theme.
These four faculties are not just for individual executives. In fact, when a group of executives identify their common spiritual view of life, support each other in growing spiritually, embody spiritual principles day-to-day, and engage in activities to transform their organization, they cannot help but stimulate fundamental change… naturally.
When we step up to the challenge, the call, to be business executives steeped in our spiritual values, our companies will take the lead in building the character, and the capabilities, required to transform all aspects of life and business.
The fundamental driver of personal and business success is undoubtedly growth. In his new book on The Momentum Effect, “JC” Larreche has uncovered the mechanisms of efficient and sustainable growth, based on three research tracks involving hundred of corporations. His powerful and pragmatic roadmap for Momentum Strategy will guide you to deliver stronger results easily. It will also help you mobilize your team on a common vision of efficient growth generation.
This webcast is for you if you have asked yourself one of the following questions:
-Why is so much money wasted in marketing?
-How can I develop a powerful approach to my growth targets?
-Where can I get a simple pragmatic tool to mobilize my team around growth?
-What could be a motivating topic for our next management meeting?
-How to make innovation, customer focus, and marketing generate real growth?
Customer Engagement is quickly becoming a top priority for organizations that want to carve out a competitive advantage and strengthen their brand. Customer satisfaction and loyalty are enough for many businesses, but leading companies are going beyond loyalty by embracing Customer Engagement practices. The current research is definitive - engaged customers are the most valuable asset an organization can have to ensure sustained and profitable growth.
Join Bruce Fern, President and Chief Engagement Solutions Architect at Performance Connections as he broadens your perspective about better ways to attract, retain and develop profitable customer relationships.
Two of the most common questions that are asked in leadership development sessions are:
•How can I do a better job of influencing my manager?
•How can I better influence my peers – when I don’t have direct line authority.
Although there is no way to guarantee success when we try to influence without direct control, Dr. Marshall Goldsmith will provide a model that will improve your odds on success. This webinar will help you determine both when and how to influence decision makers. The final part of the seminar is especially important in today’s tough business environment. Marshall will share a philosophy on how to ‘make peace’ with what you cannot change and ‘play the cards that you are given’ in a way that is most beneficial to you and to your organization. This webinar is not just for managers – it is for any members of the organization who want increase their impact by more effectively influencing decision makers.
By many accounts, the US workforce will have a shortage of about 14 million educated workers by 2020. That's not the end of the bad news. The high school dropout rate is increasing. Boomers are retiring in droves. And the most talented individuals don't even want traditional jobs anymore. Will you be on the winning side of this impending war for talent?
Successful organizations are preparing by dramatically changing the ways that they recruit college graduates, train and retain promising talent, capture the knowledge of experienced workers, and change traditional job structures to accommodate employees who can afford to be choosy about when and where they work.
To rise in your career, virtually nothing matches the ability to easily and persuasively impact audiences, in meetings large and small. To vanquish the "fear of public speaking", we'll focus on the basics of effective public speaking, and then include advanced topics such as what to do in the face of hecklers, how to avoid excessive perspiration while speaking, and what to do if you "blank out" in mid-presentation.
Common questions
*How can I get quickly better a public speaking?
*Is there a way to quickly organize my notes for smooth delivery?
*How big a part does "knowing your audience" play in being effective?
Attendees will benefit in many ways:
1. Gain a sense of accomplishment, even mastery, in making presentations
2. Learn the importance of mastering your meeting venue
3. Know how to calmly and effectively speak in front of others
4. Discover how to help participants better understand and act upon what's been presented
What is a coaching culture?
In a COACHING CULTURE, all members of the culture courageously engage in candid, respectful coaching conversations, unrestricted by reporting relationships, about how they can improve their working relationships and individual and collective work performance. All have learned to value and effectively use feedback as a powerful learning tool to produce higher levels of personal accountability, professional development, high-trust working relationships, continually-improving job performance, and ever-increasing customer satisfaction.
Tom will share the development process, where coaching cultures fit in the big picture, and several of the diagnostic tools he has created to guide the transformational journey of his clients. He will cover:
•What distinguishes a “coaching” culture from a “coached” culture
•An overview of the two distinctive genres all coaching fits into
•Experiences regarding his consultative approach to changing culture
Professor David Clutterbuck is one of Europe's most prolific and well-known management writers and thinkers. He has written more than 40 books and hundreds of articles on cutting edge management themes.
In this engaging webinar, he will provide an overview of modern mentoring:
-How mentoring has evolved in the past 25 years, with particular emphasis on the differences between European and US approaches
-Explore what research tells us and doesn’t tell us about good practice
-What we can expect in the next five years, as peer mentoring, reverse mentoring, and e-mentoring become increasingly common
Marshall will be teaching on:
Helping Successful Leaders Get Even Better
Goals:
1. Know how to use ‘to stop’ as a coaching tool.
2. Be ready to use feedforward.
3. Learn a proven model that leaders can use to develop themselves – as both managers and partners – and measure positive change.
4. Learn the basics of a proven model for coaching – that helps leaders achieve positive lasting change in behavior.
5. Discuss new applications of HR and peer coaching.
Demographic, economic, and technological changes are transforming how people live and work in organizations and in communities. Our 24/7 global business environment has become increasingly opportunity-rich, demanding, and talent dependent.
You will find this interactive webinar time well-spent as you:
-Gain a fresh understanding of the major trends that are reshaping organizations
-Are offered insight into what these trends mean for leaders and how the emerging practice of leadership is creating new opportunities for the human resources profession
Poor communication is always a major factor when organizational change falls short of the desired results. Communication is an extremely complex process and unfortunately, most organizations make it more complex rather than simpler in how they approach this challenge.
This enlightening webinar clarifies what is required to ensure communication is engaging for everyone throughout a changing organization. We will develop a framework that clearly spells out what messages must be communicated and determine the requirements managers and leaders at all levels must fulfill in order to ensure the changes are successful.
You know what you're talking about. You're an expert. You're trustworthy and sincere. So why doesn't your staff or your clients always do what you need them to do? It could be because they don't understand the way you communicate.
In this webinar, David Mann will outline useful methods of making key points clearly and concisely, telling a memorable story, working the room, translating technical jargon into everyday speech, and listening to your listener.
Has the definition of customer care changed to include pro-actively selling products or services to solve customer problems? Or, are you in the process of deciding how to make this transition a successful one without offending your customers or losing your top performers?
This online learning session will share the strategies you can use to make the transition from “reactive service” to “proactive service-with-selling” so that you improve the quality of your customer relationships and increase profits, concurrently.
New research is emerging from neuroscience that provides insights into some of today’s biggest leadership challenges. Scientists are beginning to provide answers to issues such as how to more effectively make decisions and solve problems, stay cool under pressure, get on with others, and drive change. This engaging and stimulating session will lay out the framework of a new way of thinking about learning, leadership, and change based on the brain.
The CIO Role Circa 2015: Ensuring That The Business Leads with IT CEOs understand that IT drives innovation and business performance. Yet many CIOs still have to ride on the coattails of the business units to get things done. How can CIOs change enable the business to lead with technology? How can CIOs craft a more positive, exciting future as global leaders within their organizations? In this presentation, leadership coach Susan Cramm paints an exciting future picture of the CIO who strategically positions the business to lead with IT. Using this projection as a backdrop, Susan will outline the practical steps required for enterprises to leverage IT at a higher level than ever before.
Employee Engagement is quickly shifting from being a top HR issue to one of bottom-line importance to senior line managers. However, as the shift takes place, executives are saying that they don’t want employees who are “aimlessly engaged”; they want a workforce that is fully engaged in and aligned with the organization’s critical business priorities. Low turnover and hard working employees may be good enough for many businesses, but leading companies are raising the bar and embracing “aligned engagement”. The current research is definitive – an engaged workforce produces higher employee discretionary effort but when the workforce is engaged and aligned, that discretionary effort drops right to the bottom-line with higher gross margins and higher operating profits.
Join Bruce Fern, President and Chief Engagement Solutions Architect at Performance Connections as he broadens your perspective about why conventional wisdom about employee engagement is not good enough and does not fulfill the demands of today’s business environment. Engagement-for-engagement’s-sake is often “aimless,” running the risk that you will join 80% of organizations who fail to make the business shifts required to stay competitive.
As a result of attendance at this Executive Briefing, attendees will:
1. Gain enhanced knowledge, skills, and success in Strategic Planning rather than falling into the traps that almost all organizations do.
2. Learn the results of the Strategic IQ Audits conducted in numerous organizations by the Haines Centre in the past 6 six years, including some strengths that most organizations possess, and the top 12 Common Mistakes almost all organizations make.
Organizations are trying to improve their execution, and increasingly recognizing that innovation is the key to competitiveness, yet their support for these are largely idiosyncratic and certainly not integrated. In client engagements across a number of Fortune 500 companies and major technology organizations, it became clear that there was an emergent framework that creates a coherent picture about how to support individuals through their expertise lifecycle. Recognizing the different needs of individuals at different stages in their development is the key to providing integrated support. Viewing this support as an organic whole, not as isolated and siloed components, is an important step in providing a seamless experience whether for customers, partners, or employees. We will tie together eLearning, portals & knowledge management, and eCommunity into a systematic roadmap that has been demonstrated to provide insight in looking at organizational technology initiatives. The approach provides clear steps with associated examples and technologies that helps organizations assess where they are, and move up in capability.
Scott will share a new approach to building high potential leaders, illustrate the approach to through the Sallie Mae experience, have a "lessons-learned" conversation about the approach.
Every day, high performers are tapped to be executives and then left alone to figure out how to succeed in their new role. On the contrary, companies like Sallie Mae have not left these transitions to chance and have instead chosen to support the success of leaders who are moving upwards. In this webinar, Michael Hynes (VP - Leadership Development for Sallie Mae) and Scott Eblin (author of The Next Level: What Insiders Know About Executive Success) share their results from the Next Level Leadership group coaching program in place at Sallie Mae. They provide a high level overview of the benefits of a program that supports the individual as well as leverages the experiences of the group to achieve a larger, organizationally focused impact. Sallie Mae reports several key success metrics such as improved leadership effectiveness, a significant promotion record of program alumni, and outcomes that have been sustained well beyond the original program by those groups that continue to work together to drive business improvements.
Dr. Ware is an Industrial/Organizational Psychologist and the founder and President of Integral Talent Systems, Inc. (ITS), an internationally known talent management consulting firm. ITS offers state of the art tools and services for organizations who wish to attract, develop and retain top talent.
Dr. Ware is frequently engaged with corporate clients and their managers to provide guidance and education on how to create “employer of choice” environments. ITS provides this guidance by continually staying abreast of current work place trends and conducting independent research on important talent management topics. These research results are then embedded into practical tools and products that help ITS clients build solid productivity infrastructures that leverage their human capital assets.
Dr. Ware has practiced for 25 years in the human resources, learning and organization development field, with a strong focus on how to leverage the assets of human capital for the benefit of achieving business objectives. She has personally done consulting work for 130 of the Fortune 1000 corporations. Some of her clients have included Amazon, Applied Materials, Charles Schwab, The Gap, KLA-Tencor, Interpublic Group, Intuit, LSI Logic, McKesson Corporation, Oracle Corporation, and Verizon.
Dr. Ware is frequently quoted on trends in talent management in numerous publications such as the Associated Press, Computer World magazine, Network World and the San Francisco Chronicle, and has been featured several times on CNN as a national talent management expert.
This session will provide insight on how to develop a true competitive advantage for organizations through the integration of values, vision, strategic planning, and strategic talent management.
This session will look at how to define:
*What are values and what is a vision
*Line of sight that engages employees
*What makes strategic talent management strategic
*Why leaders who live the articulated values will be more successful then leaders who try to change values
*Why strategy will always be trumped by values and corporate culture
Traditional expert-driven models for individual, social and organizational change often don’t work. Like the human immune system, individuals, communities and institutions such as MOH, hospitals reject what is perceived as “foreign matter”. When “experts” provide strategies for individual or social change which are externally identified and “not invented here”, they are doomed to fail.
The Positive Deviance approach builds on successful but “deviant” (different) practices and strategies that are identified from within the community or institution, by the very people whose behavior needs to change, and thus are, by definition, accessible today by those sharing the same cultural context.
Positive Deviance (PD) is based on the belief that in every “community” (i.e. village, corporation, school system, hospital, etc.) there are certain individuals or entities whose uncommon, but demonstrably successful behaviors or strategies enable them to find better solutions to problems than their neighbors or colleagues who have access to exactly the same resources. Beside being known in nutrition as “The PD/Hearth Model”, the PD approach has been applied to problems as diverse as condom use among commercial sex workers, neo-natal mortality, education performance, trafficking of girls, and is now being recognized as a powerful tool for addressing educational problems as well.
Baby boomers are beginning to retire and want to change the way they work. Our educational system isn't keeping up with our employment needs. One consequence of changing workforce demographics is that the competition for young, high potential employees is intensifying. To complicate the challenge, the work expectations and priorities of young talent have shifted dramatically.
Join us to learn about how your organization can position itself to attract, recruit and retain these early career employees based on the work life preferences of 4500 Gen Y employees and actual case studies from companies that have demonstrated a high success ratio.
Where there is conflict, communication suffers, and along with it everything from an intimate relationship to a balance sheet. Energy is diverted from constructive goals into resentment and self-justification, and important work remains undone. Through coaching and group interaction, using lecture, role playing and various interactive media, Rob illustrates and models the five basic elements necessary for full and vital communication on the job or in the home: Observation, Feelings, Values, Desires, and Actions.
Communication this way is like the building of a bridge: the ground at each end of the span must be prepared to support it. Likewise, Rob urges a similar preparation between people: listen and learn the difference between what we see and how we react to it.
Based on his 25 years of experience in designing and implementing leadership development solutions, as well as his extensive knowledge of the latest research and thought leadership about learning, Steve will share his insights into how to enhance leaders’ ability to learn from experience. He will challenge participants’ thinking about how leaders learn from experience, and stimulate them to take steps to improve their own ability, and their organization’s ability, to learn from experience.
Formal methods of business analysis and decision making are heavily analytical in nature, while approaches based on personal intuition & creativity are often ignored. Yet, research indicates that employees with dominant analytical side more likely end up in staff positions, while intuitive & creative thinkers generally climb to managerial and executive roles. Not only intuition matters, it may be one of the key ingredients for success.
The I Ching, “Book of Change”, is considered the oldest of the Chinese classics and throughout history has been referred to as a book of fundamental principles and wisdom. The book was consulted regarding specific questions and used as a guide to life’s turning points. The I Ching consists of 64 chapters, which serve as blueprints for key life events and their interdependencies. The consultations with the I Ching engage the intuitive mind and allow one to gain insights, which may not have been possible via the traditional analytical methods.
Any review of the latest topics of interest to global business leaders would reveal that “innovation” is a key issue and area of concern for businesses large and small. After years of investing billions in research and development, many of the world’s largest companies have yet to produce any results that make the investments seem worthwhile. Meanwhile, small upstart businesses seem very adept at developing category killer products and services that pose significant challenges to established market leaders.
While innovation has always been a cornerstone for such firms and General Electric and Proctor & Gamble, now more than ever before it is an issue driving corporate strategy.
Senior leaders seem content that cost containment efforts have trimmed existing processes down to their most efficient stance, that Six Sigma quality efforts have driven process effectiveness forward at breakneck speed, and that outsourcing has firmly established itself where it makes business sense, but innovation for many remains elusive.
Unfortunately, when it comes to spearheading efforts to drive innovation, HR professionals are once again shying away from exercising any opportunity to prove they can be strategic and actually step up to the plate as a business partner.
The time has come for HR to seize the opportunity before it and become a driver in developing and encouraging corporate innovation. Innovation is something that can no longer exist as simply an expectation of research and development efforts, it must advance, be developed, and managed as a corporate wide core competence. Innovation must permeate every aspect and process of the organization. In a world of rapid change where competitors can mimic best practices and products faster than ever before, innovation stands out as the one remaining way to maintain a competitive advantage.
This webinar will outline some of the key actions a modern HR organization can take to retool archaic recruiting and retention processes to focus on building a talent pool that possesses competencies critical to innovation.
This program will do two things for the attendees. It will help them identify and understand the link between their performances in business and how that relates to an athlete’s performance in sports. And, it will help them identify techniques, similar to what top athletes use, to achieve peak performance, on demand, in any area they choose, whenever they need it.
The relationship between superior performance in business and athletics is greater than most people think. Executives must train their minds and their bodies for their jobs in much the same way that athletes train for their sports. There is a physical conditioning factor, an emotional factor, and a mental factor that plays into achieving success and peak performance. Both executives and athletes must work hard to become the best at what they do by working on these three areas.
Then, there is that one time that everything flows; everything clicks. The executive and the athlete achieve PEAK PERFORMANCE. They are in “The ZONE.” They are in “FLOW”. We now have a variety of techniques to help executives achieve this peak performance state on demand, whenever they need it. The factors that go into the development of these skills and how to practice them will be taught to the attendees. The Executive Athlete program can be taught as a 1 day or a 2 day program. Support materials include two of Dr. Gerson’s books, Winning the Inner Game of Selling, and HEADcoaching: Mental Training for Peak Performance. Additionally, participants receive a workbook that covers the material in the program.
Emotional stress is one of the last taboos in business. It costs businesses far more than they realize and is only starting to be quantified. Yet the effects of emotional stress can be seen in soaring health care costs, increased absenteeism, slowed productivity, missed goals, poor product quality, and customer complaints.
Most companies are aware at the most senior levels that stress is one of the key drivers of health cost and lost productivity. The American Institute of Stress estimates 1 million workers are absent daily due to stress. The European Agency for Safety and Health at Work reports that over half of the 550 million working days lost annually in the U.S. from absenteeism are stress related.
For more than a decade, HeartMath LLC and the Institute of HeartMath have studied and decoded the underlying mechanics of stress. HeartMath research studies have demonstrated the critical link between emotions, heart function, and cognitive performance. HeartMath's compelling solutions for stress relief have been published in numerous peer-reviewed journals such as American Journal of Cardiology, Stress Medicine, and Alternative Therapies in Health and Medicine.
Operating effectively while managing unprecedented change and uncertainty requires new awareness, new intelligence, and new skill—-the ability to maintain focus and clarity--even under extreme pressure. HeartMath’s research has identified a specific physiological state that underlies optimal performance. In this state, our brain, nervous system, body, and emotions are synchronized—in sync resulting in an improved ability to perceive, feel, focus, learn, reason and perform at our very best. The technology to generate this state called physiological coherence has earned HeartMath prestigious awards including the American Institute of Stress Award for Distinction and Innovation, Motorola’s Total Customer Satisfaction (TCS) award for Outstanding Process Creativity and American College of Healthcare Executives (ACHE) Management Innovations Poster Session Award, and the TMC Innovation Award.
Globalization as well as an unprecedented number of cross-border mergers and acquisitions continue to bring people from different countries together, creating an environment where they must work and communicate together successfully. New leadership competencies, such as leveraging cultural diversity, thinking globally, building partnership and alliances, are critical for global leaders to navigate the business challenges and achieve extraordinary results.
In this webinar, participants will learn the value of segmenting customers in an effort to drive top and bottom line performance. Participants will learn the Four Stages of Customer Interaction and how the model can be used to drive customer segmentation strategies.
Three specific customer segmentation strategies that will directly drive top and bottom line performance will be presented, as well as 12 specific recommendations that offer guidance for anyone considering a customer segmentation project.
Hiring talented employees is arguably the most important job of management. When you have the right people in the right jobs, your business flourishes. Yet, companies must compete with fewer resources in an ever-tightening labor market. How do you become an employer of choice? What does it mean to establish an employment brand in the marketplace?
On the other side of the coin, if the talent of your workforce is the essence of your competitive advantage, what steps should be taken to retain top workers? How do you make sure your competitors are not recruiting your best and most productive employees out the back door while you’re not paying attention?
Why do so many change efforts fail or have unintended consequences? How can your change initiative be planned and implemented to achieve results that are faster and more sustainable? What is “change fatigue” and how can your organization avoid it? Based on experience with organizations from the Fortune 500 to small nonprofits, Blixt and Eggers will share the key factors that need to be in place for a system change to succeed.
Blixt and Eggers will share their experiences in how to create change efforts that involve the whole system for greater success and sustainability.
Leadership presence is a powerful attribute of leadership. You can define it as the presence of authority imbued with a reason to believe. Leadership presence begins with communications but extends to every facet of leadership. As such it can be taught and put into practice.
This webinar demonstrates ways managers can improve their presence strategically and tactically to develop the trust of their people so that they can accomplish their goals and the goals of the organization.
John Baldoni is an internationally-recognized leadership consultant, coach, speaker, and author. John specializes in helping his clients discover and achieve leadership presence, which he defines as “earned authority.” Those with leadership presence demonstrate a strong capacity to project confidence, communicate with conviction, instill trust, and most importantly, lead by example. Leadership presence combines a leader’s earned authority with a follower’s reason to believe. While leaders project their leadership, followers authorize it with their approval. What matters to us most is authenticity. Leadership presence can be taught and put into practice through focused coaching.
A much in-demand presenter, John teaches in corporate education programs and speaks frequently to corporate, professional, military, and university audiences. In 2007, John was named one of the top 30 most influential leadership gurus in the world. Honorees included John Maxwell, Tom Peters, Jim Collins and Marshall Goldsmith. John is the author of six books on leadership, including the leadership trilogy for McGraw-Hill: How Great Leaders Get Great Results, Great Motivation Secrets of Great Leaders, and Great Communication Secrets of Great Leaders. John is an Expert Blogger for FastCompany.com. He also writes a leadership monthly column for CIO.com and is a contributor to HR.com and Wharton Leadership Digest. His articles have appeared in thought-leader publications such as Harvard Management Update, Leader to Leader and T&D. His podcasts, vodcasts and published articles are accessible through the home page of his website, www.johnbaldoni.com
While organizational culture has been touted since the early 1990’s as essential for business success, there has been little connection between culture and the employment branding process. We have found that having the knowledge of “who you are and who you are not” from a cultural perspective, you can create an employment brand that will increase the ROI of recruitment and retention programs.
By paying attention to congruence, alignment, and fit, organizations can attract and retain the “right” employees and repel those that just won’t fit. This presentation is extremely powerful and straight forward. The knowledge transfer combines relevant business examples with high level results from our November, 2006 Employment Branding study of nearly 100 companies.
What is succession planning? How does it differ from replacement planning, succession management, talent management, workforce planning, and Human Capital Management programs? Based on extensive research and experience in working with Fortune 500 organizations and others worldwide for the past 25 years, William will share with the audience a checklist to compare their organizational succession programs to best practices.
William will share his experience in working with numerous organizations to create a framework for succession planning that brings results.
The Take Charge Recharge is committed in the goals of advocating and inspiring:
-An understanding that recharging is not downtime, but a requirement to reinvest in one’s personal economy that will return, generate creativity, focus, commitment, and drive.
-Quality of work/life and far greater productivity by the process of aligning individual competencies with an organization’s mission and leadership.
-Motivated and dedicated employees who believe their company values their commitment to exceeding expectations.
-A working environment that rewards health, fun, innovation and collaboration.
-Self-management skills that increase employees’ tolerance and abilities to manage continuous stress and change.
-Employees who are focused, flexible, and moving forward in a changing organization.
Data, data everywhere, but not a thought to think! Does too much paper, too much reading, or too much with which to keep pace plague you at work and diminish your enjoyment of life? If so, go from glut to gain. Learn how to become your own information highway, use information for maximum gain, and keep the din at a manageable level, so you can spend more time doing the things you enjoy. This program, designed for organizations whose key staff members face a daily glut of too much competing for their attention, offers essential tools for continual improvement.
Dr. Roosevelt Thomas, recognized by The Wall Street Journal as one of the top ten consultants in the U.S. Drawing from his most recent book, Building on the Promise of Diversity, Dr. Thomas will detail the evolution of diversity in the United States. In particular, he will look at how it has evolved, is evolving and is likely to evolve in the future. Further, he will argue that the field is stuck and will cite a traditional view that diversity is an extension of the Civil Rights Movement's agenda as a principal reason for the current stagnation. His presentation will stimulate thought about the field of diversity and its challenges and opportunities.
If you need to be the dominate player in your talent market, you should begin your effort by benchmarking against the world’s first true “talent machine”… Google. Google has, in a handful of years, become the #1 employment brand, securing on their first attempt the top spot on FORTUNE magazine’s “100 Best Companies to Work For” annual ranking. During the last few years they have attracted thousands of applications per week, generated a hard to match $1 million plus in revenue per employee and maintained an unbelievable 4% turnover rate.
Google has developed a unique HR strategy that provides them with a competitive advantage.
Join industry leading strategist Dr. John Sullivan as he highlights their compelling story, while also analyzing both what they do and why it works. It will be time well spent!
This webinar will focus on moving from what we do to develop our people to “realized development” – to identify barriers that make transfer to real work application difficult and to help identify how to move to what Dr. Peters calls the “development space,” where real learning takes place.
The information provided will focus on moving from what we do to develop our people to “realized development”. Dr. Peters will help to identify barriers that make transfer to real work application difficult and demonstrate how to move to the “development space,” where real learning takes place.
This interactive webinar will provide a key lever for moving to the development space and provide examples of how this can be done.
In this webinar, participants will learn: why people do what they do, the secret to tapping discretionary effort, new ways to measure performance, and how to build and sustain long-term performance improvement.
Participants will also learn the following about the program:
-The Perils of Traditional Management: Why traditional management methods typically fail and the laws of behavior prevail.
-A Systematic Behavior Management Process: An introduction to an application for ADI's five-step behavior management process.
-The Astonishing Power of Positive Reinforcement: How to get above-and-beyond performance by reinforcing the behavior you really need.
-The Scientific Approach to Leadership: The importance of pinpointing and measuring behavior to get and sustain desired results.
-Bringing Out the Best in Your Own Work Environment: Tools and strategies for applying what you've learned.
A leader's most important job is to reveal and shift the boundaries of peoples' thinking; starting with our own. Igniting and sustaining context shifts will be the most important leadership competency of the 21st century. Governments, multi-national corporations and not-for profit agencies have all been successful in using Rayona's approach to achieve results that seemed impossible before they began.
You are invited to join Norm Smallwood for a LIVE 45 minute webinar in which he will describe two transitions that take the practice of leadership to the next level.
Norm is a recognized authority in developing businesses and their leaders to deliver results and increase value. His current work relates to increasing business value by building organization, strategic HR and leadership capabilities that measurably impact market value. He is co-founder (with Dave Ulrich) of The RBL Group, a firm of well-known and broadly experienced management educators and consultants. In 2005 and 2006, The RBL Group was ranked as the #1 Leadership Development firm in the world by Leadership Excellence.
In this webinar, we will explore these ideas and how those responsible for leadership development can build a leadership brand that delights customers, investors, and employees. The logic of leadership brand was used to identify Fortune’s Top Companies for Leaders which will be published in the October 1st issue. The Top Companies for Leaders Study was co-sponsored by Hewitt, Fortune, and The RBL Group.
Many large organizations have implemented some form of assignment management, but many do not successfully leverage the value of experience that assignment management generates. Having an experience does not guarantee that someone will actually learn from that experience.
Steve is President of Aspire Consulting, a management consulting firm that specializes in developing leadership capabilities needed for success, through consulting and training. Aspire helps clients turn vision into reality by defining the leadership capabilities needed to successfully execute the strategy, and by designing and implementing development solutions that build the required capabilities.
Based on his 25 years of experience in designing and implementing leadership development solutions, as well as his extensive knowledge of the latest research and thought leadership about learning, Steve will share his insights into how to enhance leaders’ ability to learn from experience.
How does it differ from traditional management succession planning? Social relationship succession planning? Based on research and experience in working with many types of organizations for the past 25 years, William will share practical approaches to capture, preserve and communicate tacit knowledge.
Finding the traditional leadership development approaches inadequate to meet the ever increasing leadership challenges, Ralph created The Leader’s Toolbox®. He will show us how to build companies of leaders by teaching them how to tackle the difficult challenges they face—-forever. He turns conventional wisdom upside down. Rather than focus on the abilities of individual leaders, he provides common leadership language, processes, and tools that allow leaders at all levels to break down the silos and do the leadership work together. He shows leaders what they have to do—-not what they have to be. As a result, the impact to organization performance is more dramatic and direct. The Leader’s Toolbox® methodology is easier to implement, creates greater leader engagement, more predictable in its outcome, and is far less expensive than mainstream leadership development methods.
Me, Inc. asserts that the key to unlimited success in daily life is in incorporating the basic principles of business success into everyday living. Author Scott Ventrella begins by sharing the ten basic business principles of the most successful and enduring companies and how they can be applied to the personal lives of readers. From there, this pro-active, practical work session shows participants how to envision the kind of success they want and craft an “exceptional living plan”-—much like a business plan—-that will get them there, based on the ten principles of business success.
Participants will learn how to organize their lives like a successful business, taking stock of their lives and meeting and exceeding the needs of their most important “clients,” gathering feedback, setting priorities and goals, and implementing plans for improvement and change. Rather than a generic, one-size-fits-all plan, Me, Inc. offers a personalized system for improvement that can be applied by anyone to achieve an exceptional life filled with purpose, meaning, and contentment.
Most corporate talent practices fail simply because they're not designed to succeed. The current generation of talent practices has become so bloated and bureaucratic that line managers neither support nor use them to their true benefit. Many appear to be designed more to impress other HR practitioners than truly impact talent depth and quality. For Talent Management to truly achieve its goals, we must radically simplify and simultaneously add value to our processes for growing our talent.
At Avon Products, Marc Effron and Miriam Ort have created One Page Talent Management -- an approach that has dramatically increased the use and impact of talent processes across the company. Their recent organization survey showed an increase in engagement directly related to these new processes.
This webinar will help you learn to Manage Your Talent by:
Simplifying almost every talent process to ensure that managers can easily complete them.
Assisting in developing this mindset to help focus the organization on getting talent results, not filling out complicated HR forms.
Prior to his role at Avon, Marc was Global Practice Leader for Hewitt Associates’ Leadership Consulting practice where he created the Top Companies for Leaders global research. He was also Senior Vice President, Leadership Development for Bank of America, Director of Organization Effectiveness and Learning for Oxford Health Plans, and a compensation consultant for a global consulting firm in New York. He previously served as a political consultant and a congressional staff assistant.
83% of employees say they are working on projects, programs and initiatives that they believe will fail. Never has the ability to execute been more important. Careers, goals and even entire companies depend on their ability to achieve results by executing flawlessly on high stakes projects. And yet, statistics show fewer than one in three critical initiatives will achieve its intended goals. Almost half are deemed outright failures.
New research shows that these failures are largely predictable—-and, therefore, preventable. In the groundbreaking Silence Fails study of over 2200 such projects, researchers found that project failures are almost always preceded by conversation failures. Specifically, they found that success and failure can be predicted with 85% accuracy based on how well participants from the executive suites to cross-functional teams perform in five crucial conversations. More importantly, these five conversations can be not just a predictor of but an inoculation against shockingly high rates of failure to execute on ambitious and otherwise right-headed plans. When leaders are skilled at holding these five conversations, the odds of success increase 50-80%.
For more than twenty-five years, David Maxfield has helped companies by leading research projects involving dialogue skills, performance improvement, and conflict management. David’s career began with his doctoral work in psychology at Stanford University. His impact on organizational performance has been wide reaching as he’s helped clients such as Hewlett Packard, IBM, Ford Motor Company, Covenant Healthcare, and VISA increase organizational effectiveness and become measurably more vital.
In this engaging, interactive and hard-hitting session, David will teach practical, actionable skills participants can use today to begin engaging more effectively in these emotionally and politically risky conversations. The result will be immediate improvements in decision making, higher quality execution of mission-critical plans, and improved engagement of those leading these projects.
Today’s leaders and change agents are expected to build a work environment in which their key employees thrive, constantly learn and give their discretionary effort to their organization. Talent-minded leaders know that if their organization is to be productive and competitive, they must not only “hang on” to good people, but also continually develop them to engage them and meet constantly changing business needs.
Existing talent and emerging leaders want their managers to understand their strengths, skills, and interests; they want work that will keep them challenged; and they want channels to be opened for their development. They want someone to take an interest in their growth. The big question for most leaders is how to do this in a “no-time-to-do-it” environment.
Marilyn Greist is a Senior Account Executive for Career Systems International, Inc., a Beverly Kaye Company, and is devoted to improving the quality of individual work lives through training in career self-reliance, managing for development, mentoring, and talent management.
Typical product differentiation is no longer sufficient to get your products noticed and to stand out from competition as many consumers, especially younger ones, look for a “perfect” fit between what they desire and what is available. Traditional advertising is not a source of information or trends as consumers look to social networks, blogs and other Internet means to learn what works for them and what’s next.
Steve will suggest that hyper-differentiation (or creating products that perfectly match even small segment desires) can be more profitable than traditional products, but the process of creation is quite distinct from usual R&D and involves an anthropologically insightful, deep understanding of your customers.
Advertising is increasingly turned off, actually or figuratively, by the consumers you most want to contact and convince. Potential alternate advertising venues, like YouTube, MySpace, etc. are not accepted by the people who inhabit those websites as legitimate uses of those sites. Figuring out how to reach the new consumer and how to let the right segments know about hyper-differentiated products that resonate with their desires is the challenge.
This webinar will describe, with many practical examples and case studies, how to develop the next generation of hyper-differentiated products and how to communicate effectively with the new consumer.
In this exclusive interview with Tom McMillen, Chairman, CEO, and President of the Homeland Security Corporation, we learn about the Homeland Security Corporation and what it does, Tom McMillen's role and vision for HSC, RFID and Asset Management particulars, HSC's criteria for acquisition, what HSC sees as high priority on security issues, security assessments for organizations, and the future of HSC.
Tom McMillen has served as the company's Chairman, CEO and President since August 2005. He also serves as Chairman of Fortress America Acquisition Corp. (http://www.fortressamerica.net ), a special-purpose acquisition corporation focused on the homeland security industry and traded over the counter under the ticker symbol FAAC.(http://finance.yahoo.com/q?s=faac.ob)
Previously, McMillen co-founded and served as CEO of Global Secure Corp., a homeland security company providing integrated products and services for critical-incident responders. He was appointed by President Clinton to Co-Chair the President's Council on Physical Fitness and Sports from 1993 to 1997. From 1987 through 1993, McMillen served three consecutive terms in the United States House of Representatives from the 4th Congressional District.
McMillen graduated from the University of Maryland with a BS in Chemistry. He earned a BA and MA from University College, Oxford University as a Rhodes Scholar.
Organizations are built to perform, not to change. But in today’s highly competitive business environment, organizations must be ready to change and change frequently. Organizations cannot sustain excellent performance unless they embrace change.
The webinar will focus on identifying practices and designs that organizations can adopt so that they are able to change. It will include information about creating strategies, structures, reward systems, communication processes, and human resource management practices that are designed to facilitate the ability of an organization to change.
Strategic Advisor Deborah Rozman, Ph.D., is President of Quantum Intech, Inc. and a psychologist and author. Quantum Intech (QI) is a technology and software licensing company, founded by Doc Childre, which develops and licenses proprietary products "powered by HeartMath" to reduce stress, improve health, and increase performance.
Numerous Fortune 500 case studies substantiate the effectiveness of the program, showing quick, sustained improvement. Join Deborah Rozman, Ph.D. for this dynamic presentation and learn how you can respond dynamically and effectively to pressure, emotional challenge and change, producing significant, sustained improvements in stress levels, cognitive state, emotional well-being, and physiology. You’ll learn how you can: Address subtle stress signals before they become chronic, become less reactive, think clearly, make good decisions under pressure, add vitality and engagement vs. fatigue, resignation and presenteeism, strengthen communication skills with colleagues, customers and family, and improve work/life balance and creativity.
Asking the right questions is something that every leader must do. It is a leader’s responsibility to ask questions that probe to the heart of a problem and challenge people to think very deeply about what is possible, probable, and doable. Executives pay executive coaches many thousands of dollars to challenge them in this way, but you don’t always need an outsider ask good questions. In fact, asking good questions is a practice that all leaders can cultivate.
Drawing upon real life examples drawn from the headlines as well as professional experience, John Baldoni will explore leadership questions that explore leadership from the inside out.
John Baldoni is an internationally-recognized leadership consultant, coach, speaker, and author.
John specializes in helping his clients discover and achieve leadership presence, which he defines as “earned authority.” Those with leadership presence demonstrate a strong capacity to project confidence, communicate with conviction, instill trust, and most importantly, lead by example. Leadership presence combines a leader’s earned authority with a follower’s reason to believe. While leaders project their leadership, followers authorize it with their approval. What matters to us most is authenticity. Leadership presence can be taught and put into practice through focused coaching.
Based on his extensive experience in working with Fortune 500 organizations worldwide for the past 20 years, as well as substantial research data, Ray will share with the audience several best practice business cases and results to support talent management initiatives. By using real life examples, he will coach the audience in a process to help build their own business case. They will learn how to identify and quantify the bottom-line costs of disengagement and voluntary turnover.
He will then share tips and ideas with the audience regarding how to apply these costs to an overall return on investment for implementing effective strategies. Participants will: Hear about some best practices in the talent arena, the business cases and returns on investments, learn how to build their own business case to support investing in employee engagement initiatives, experience a process to calculate the return on investment, and be introduced to 26 cost-effective actions the participants can take now to engage the talent on their team.
Raymond Halagera is President and Chief Operating Officer for Career Systems International, a Beverly Kaye Company. As President and COO, Ray is responsible for CSI’s overall management and growth. Ray’s day-to-day responsibilities focus primarily on sales management, online technology, and strategic alliances. He has been part of the organization’s team since 1999. For almost two decades, CSI, led by its founder, Dr. Beverly Kaye, has been providing training and consulting in career development, employee retention and mentoring to its Fortune 500 clients.
Everywhere you look there are life-long career professionals losing confidence in their ability to stay competitive in our rapidly changing society. Concurrently, no one in society has a long-term lock on any market niche and no body of information affords a strategic competitive advantage for very long. The reality of our times is that everyone is feeling at least a little unsure of himself and in that sense everyone is in the same boat.
It's normal to be confused. In this presentation, Jeff Davidson lays out what top professionals do to maintain confidence and balance, independent of the frequency of change to which they're exposed, and how they maintain a sense of breathing space along the way. If you work for a living, you won't want to miss hearing this.
America's most sought-after executive coach shows how to climb the last few rungs of the ladder. He discusses how the corporate world is filled with executives, men, and women who have worked hard for years to reach the upper levels of management.
The corporate world is filled with executives, men and women who have worked hard for years to reach the upper levels of management. They're intelligent, skilled, and even charismatic. But only a handful of them will ever reach the pinnacle -- and as executive coach Marshall Goldsmith shows subtle nuances make all the difference. These are small "transactional flaws" performed by one person against another (as simple as not saying thank you enough), which lead to negative perceptions that can hold any executive back. Using Goldsmith's straightforward, jargon-free advice, it's amazingly easy behavior to change.
Marshall Goldsmith was named one of the five most respected executive coaches by Forbes and a top-ten executive educator by the Wall Street Journal. He has worked with some of the most influential leaders in Fortune 500 companies. He was identified in The Economist as one of three of the most credible thought leaders in the new era of business and was named in BusinessWeek as one of the most influential practitioners in the history of leadership development.
Marshall is one of the world's top executive coaches, an expert on identifying and developing the critical behaviors for leading self and others, and for implementing the behavioral changes that drive organizational performance.
During these extraordinary times where social distancing requirements has put as a risk of social disengagement. More than ever, the way we are connected during these times is essential to determining productivity, creativity, and wellbeing. In this session, we'll address the 4 areas of success including:
What kind of flexibility, agility, and changes are needed to acquire, hire, develop, and enable the high performance of the next generation/multi-generational workforce?
With William Rothwell, Professor at Penn State University. Assessing potential for promotion is an important issue in succession planning and in talent management.
Hear from many Fortune 500 organizations as to what they are doing to use social, virtual tools within their organizations to build trust and engagement?
Get answers and advice from the best executives of the world's largest organizations on your most critical talent and leadership development challenges.
Senior Executive Board: Benchmarking Session
We will stay on for an additional 15-30 minutes after the call for those of you who want to continue the dialogue.
We will explore and share advice and experiences with Integrated Learning Architectures within our organizations. Integrated learning involves bringing together multiple centers to become one functioning unit that enables full engagement, participation and involvement.
Best Practice Institute is the research organization behind Most Loved Workplace® certification, the SPARK Model, the Love of Workplace Index™ (LOWI™), and The Workplace Report.
The Workplace Report
The Workplace Report is BPI's original workplace culture research and editorial briefing series for CEOs, CHROs, people leaders, talent leaders, and employer-brand teams. It turns BPI's 25 years of research, Most Loved Workplace® certification data, SPARK findings, and current workforce signals into practical analysis leaders can use.
The report format includes executive summaries, research-backed articles, company examples, methodology notes, and practical implications for retention, hiring, culture, leadership, and employee experience. New research and analysis is published on an ongoing editorial cadence at /workplace-report.