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.
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.
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.
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.
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.
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.
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.
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.
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
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.
Bruce Appelson
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.