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    Webinars & Learning Sessions

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

    Showing 13 of 434

    Webinar2015

    Corporate Social Learning and Collaboration

    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.

    Best Practice Institute· Best Practice Institute

    Webinar2014

    Creating a Connected and Engaged Organization: The Path to a Collaborative Organization

    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.

    Dan Pontefract

    Webinar2013

    Leadership Narratives for Organizational Transformation

    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.

    John Nelson

    Webinar2013

    Recognizing and Leveraging Team Strengths for Peak Performance

    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.

    Tara Powers

    Webinar2012

    How to Change the World One Meeting at a Time

    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.

    Marv Weisbord

    Webinar2012

    Resolving Conflict in the Workplace

    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.]

    Ken Cloke

    Webinar2011

    Top Teaming: A Roadmap for Leadership Teams Navigating the Now, the New, and the Next

    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.

    Lawrence Levin

    Webinar2010

    Why We Struggle to Work Together… What to Do About It

    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.

    Ralph Jacobson

    Webinar2009

    Working Relationally: Managing your SELF in Relationship to Others

    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.

    Susan Brady

    Webinar2009

    When Teams Battle or Barricade

    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.

    Phillip Sandahl

    Webinar2009

    Leading Virtual Teams

    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.

    Diane Gayeski

    Webinar2007

    5 Essential Elements to Communication

    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.

    Rob Kanzer

    Webinar2007

    Silence Fails: The 5 Crucial Conversations for Flawless Execution

    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.

    David Maxfield

    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.