Webinars & Learning Sessions

434 on-demand sessions from Fortune 500 CHROs, BPI researchers, and world-renowned leadership experts. All free and open.

Showing 9 of 434

Webinar2013

Failure to Communicate: How Conversations Go Wrong and What You Can Do to Right Them

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.

Holly Weeks

Webinar2012

Change Through Crowdsourcing: How to Use Peer-by-Peer Practices to Transform Organizations

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.

Liz Guthridge

Webinar2012

A New Approach to Leadership Development and Employee Engagement

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.

Marshall Goldsmith

Webinar2012

Critical Conversations: What to Say and How to Say it

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.

Lory Fischler

Webinar2011

Creating Powerful Leadership Connections in the Smallest of Moments

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.

Mette Norgaard

Webinar2009

Leading with Questions

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?

Michael Marquardt

Webinar2009

Compassion In Action

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.

Rob Kanzer

Webinar2009

Toxic Leadership

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.

George Reed

Webinar2008

Positive Deviance Approach for Behavior and Social Change From the Inside Out

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.

Jerry Sternin

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.