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.
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.
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 Yet, few recognize this shift, as their companies hold on to outdated modes of operation.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.
Reuven Bar On
Best Practice Institute
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.