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The introduction to the event will give you an overview of the Institute for Human Resources certification program as it specifically relates to Developing Organizational Leadership Capabilities. You will be introduced to the Advisory Board, learn about the opportunity to become certified within the IHR and see who is speaking and their topics. You will be given guidance on how to chat online with colleagues and access the virtual exhibit hall. You will have the opportunity to ask questions as it relates to the overall program, prior to its commencement.
This virtual event introduction is not elgible for an HRCI credit.
A candid discussion from Industry experts, Beverly Kaye, Jeff Hayes and Christine Grimm on the current challenges facing leaders today. The panel will share real life experiences, discuss their areas of expertise and how they work with their clients to support their needs. The session will focus on aligning the needs, developing talent, engaging employees, retaining talent and supporting global workplaces.
Dr. Beverly Kaye, Founder and CEO of Career Systems International, was named the 2010 recipient of the Distinguished Contribution to Workplace Learning and Performance Award by ASTD (American Society for Training & Development). Bev was recognized for her groundbreaking body of work and the significant impact she has had on learning and performance in the workplace. Bev is the author of Up Is Not The Only Way and co-author of Love 'Em or Lose 'Em: Getting Good People to Stay, the Wall Street Journal best-selling book, co-authored with Sharon Jordan-Evans. Her firm, Career Systems International, has worked with most of the Fortune 500™ and continues to invent, create and design systems and strategies in development, engagement & retention.
Christine Grimm is the founder and Principal Consultant for Aria Consulting International.
As a practice leader, she is known for helping executives, their teams and whole organizations develop high performance practices, break through dysfunction and achieve sustainable alignment.
Christine has coached and consulted to the senior leaders of many organizations, such as Ticketmaster, The Coffee Bean and Tea Leaf, The Right Start, Inc., Joerns Healthcare, DTS, Inc., The Motion Picture Association, Witco Vinyl Additives GMBh, and many more.
Originally trained as an educator, Christine earned her undergraduate degree from Pepperdine University and was granted a life-time teaching credential for the State of California. She is a Master Team Trainer and has earned her Senior Professional in Human Resources designation by The Society of Human Resource Management. Chris is also one of a distinguished group of consultants world-wide to have completed a full certification in the DiSC Behavior Model from Inscape Publishing. She is an active member of the American Society of Training & Development and the International Association of Facilitators. Christine is co-author of "Trainer as Teacher" (Piccadilly Press 2001) and is currently developing executive education materials team accountability and strategic thinking.
Jeffrey Hayes, President and Chief Executive Officer
Jeffrey Hayes is President and Chief Executive Officer of CPP, Inc. and has served as a member of the Board of Directors since 2005. Previously, Mr. Hayes served as Co-President, overseeing Finance and Accounting, Professional Consulting Services, Sales, Marketing, and Operations. Mr. Hayes has also served as Senior Vice President of Sales and Marketing and Vice President of Operations at CPP. He joined CPP in 1987 and throughout his tenure has led corporate-wide strategic planning, provided corporate visioning, and overseen business operations. Among his many contributions are the 2007 acquisition of APP, the company’s Asia Pacific distributor; the launch of CPP’s Professional Consulting Services practice in 2005; the conceptual development and implementation of CPP’s Technology Division; the vision and transformation of CPP into a customer-focused organization with the implementation of its customer relationship management (CRM) initiative; and the acquisitions of Xicom, Inc., and the Strong Interest Inventory® instrument. Prior to joining CPP, Mr. Hayes held a number of management roles for international companies such as Marcelo Fiberglass Corporation in the Philippines and McBer and Company in Boston, Massachusetts. He received a B.A. with a major in English from Assumption College in Worcester, Massachusetts.
This program presents an overview of knowledge, tools, and skills that any organization can use, but which most don't, to create a world-class standard of leadership development and effectiveness. The objective is to help all members of an organization, which can include Boards of Directors, business owners, executives, and managers to front-line supervisors and all other employees develop the type of seasoned, leadership insight, acumen, and initiative that promote high levels of effective communication, delegation, teamwork, cross-functional collaboration, and execution skills. Includes examples of how to create a leadership and organizational culture of genuine employee engagement, innovation, and high-performance by aligning goals and developing individual, team, and organizational potential. Participants will be able to identify high-impact methods to begin organizational planning and help all managers learn and internalize proactive leadership behaviors to: a) reduce dysfunctional stress in an organization b) improve communication, relationships, and trust,
c) cascade such knowledge, tools, and skills to all employees to transform organizational culture and improve business performance through employee engagement d) assess culture for dysfunctional patterns of organizational incongruence including: problematic policies and practices; poorly designed performance evaluation processes; ineffective total compensation practices; nonexistent, ineffective or inconsistently used approaches to a meaningful mission, inspiring core values, and unifying vision statements; misuse of email; lack of an effective communications strategy; poorly conducted meetings; ineffective disciplinary processes; and problematic hiring outcomes.
You should attend this session if you want to learn about the exciting and effective solution-focused approach to change. This interactive session introduces you in detail specifically to the Solution Focused (SF) approach to coaching.
We meet the SF coaching model, OSKAR, and experience the distinctive qualities of a radical approach which is used worldwide to achieve results with greater speed and greater enjoyment by utilising clear goal-setting, unearthing relevant resources and identifying which actions are worth taking.
We see how conversations can be the fundamental unit of change in organisations, so pay particular attention to linguistic detail – the difference a word, phrase or question can make to the course of a coaching intervention or to any interaction between colleagues.
The session begins by positioning SF in the current intellectual landscape of positive change (Positive Psychology, Appreciative Inquiry, strengths-based tools, etc). We then meet OSKAR and apply two contrasting sets of questions to an issue of our own choice. This leads us to reflect on the impact of certain questions and to where we decide to place our attention as coaches - perhaps the pivotal insight of the SF approach.
Session Objectives Include:
Identify the difference between Problem Talk and Solutions Talk
Explore how the Solution Focused (SF) approach connects to what HR practitioners already know about coaching models
Build skills in what to pay attention to and what to let pass by - if you want a direct route to change
The session draws on examples from client work with various HR teams and is based on my co-authored book, The Solutions Focus – Making Coaching and Change SIMPLE, rated as one of the Top 30 business books of the year in the USA.
Marshal Goldsmith’s latest book declares “What Got Us Here Won’t Get Us There.” If the recent economic crisis has taught us anything, it is that the future will not look like the past. The framework, the very paradigm we have used to guide our efforts in creating results no longer produces the same level of results.
Today’s challenges call for leaders to transition their views and how they lead their organizations from the organization as a soulless machine of production to a living organization that creates, is in healthy relationships with all its stakeholders and operates from a deep Soulful-Purpose™
This presentation is for those new leaders who are seeking to better understand how to navigate the multiplicity of dynamics impacting their organizations. It presents the foundation of a new business model, keeping what is valid from its predecessor models, adding new concepts to create a consolidated framework that brings it all together. This presentation provides today’s leaders a new, more detailed map to navigate the complex business world, as it is toady, not as it was in years past.
Those attending this presentation will learn:
• The Nature of The Living Organization®
• The underlying “science” for manifesting results, individually and collectively
• How to maximize value created and minimize energy losses
• The leaders new role – from master manipulator of “the machine” to developer of “The Living Organization”
Engagement & Development: Critical Pathways to Retention
During difficult economic times, companies that fail to engage an anxious workforce see productivity, quality, customer service and employee commitment fall away fast. Even those organizations that make strong efforts to engage their employees must continue to invest in talent management.
More than ever, as organizations move toward recovery, they must maximize the contribution of all employees; one of the best ways to do this is by providing them with skills, pathways for growth and learning, and the resources to increase their opportunities within the organization. It also means providing managers with practical, everyday tips on how to engage the talent on their team, and carefully monitoring their progress. Together, engagement and development can serve as effective barriers to unwanted attrition.
What better way to learn than to hear from a multi-year winner of the “Best Place to Work” award? KC Simmons will present a case study on NetApp, sharing the data and the processes that resulted in $12 million annual savings and a 600% return on investment from their fight to win the talent retention battle.
Bev Kaye will take engagement deeper as she introduces a practical model that demystifies the development process, and was delivered globally at NetApp to support the retention initiative.
Dr. Beverly Kaye, Founder and CEO of Career Systems International, was named the 2010 recipient of the Distinguished Contribution to Workplace Learning and Performance Award by ASTD (American Society for Training & Development). Bev was recognized for her groundbreaking body of work and the significant impact she has had on learning and performance in the workplace. Bev is the author of Up Is Not The Only Way and co-author of Love 'Em or Lose 'Em: Getting Good People to Stay and Love It Don’t Leave It: 26 Ways to Get What You Want at Work.
KC Simmons, Director of Learning & Development with NetApp, a multi-billion dollar data management corporation. Her responsibilities include delivery and monitoring of NetApp's Leadership and Professional Development programs, as well as, managing the NetApp Engagement and Retention initiative and VP Assimilation Process. She is also a core member of the Great Places to Work submission team. Prior to NetApp, she worked for Vodafone where she developed training organizations and instilled western training methods for Vodafone joint ventures in Poland and Romania. She also worked for Cisco where she led the new hire integration effort for more than 20,000 newly hired and acquired employees.
There are many extremely effective leadership styles. The purpose of this program is to enable new and experienced managers to breakthrough leadership barriers that inhibit freedom, self-expression and joy in the workplace.
We focus with you on bringing forth best leadership practices, enhancing your management operating style, implementing accountability systems, encouraging an awareness of your impact on others, and building and developing high-performance teams.
The intention is to further the goals of your organization through developing the next-level managers, leaders and executives.
In this fast moving program you learn the core distinctions of effective leadership. You maximize your natural leadership strengths and leverage your core competencies to inspire, motivate and lead your team while ensuring key objectives and performance indicators are achieved.
21st Century Leadership Take Aways:
Fundamentals of Authentic Leadership
Create Powerful Mission Centered Meetings
Goal setting tools that turn ideas into action
Mastery Steps for Professional Leadership Development
Tools for Building & Developing a High Performance Team
Self Management strategies that eliminate time bandits and unworthy distractions
When you play to your strengths and apply proven 21st century leadership principles, your experience of managing and leading transforms from forcing, pushing and driving outcomes to empowering, inspiring and achieving fulfillment.
Margaret Graziano is a torchbearer in the Staffing and Recruitment industry. Her visionary ability, astute knowledge of full life cycle Talent Management and her tenure in the field, positions her far ahead of the Human Capital innovation curve. In the early 2000's Graziano shifted her mindset from recruiter working to make a placements to consultant committed to building extraordinary workforces. She added a talent management division to her staffing operation, adopted a world-class Conscious Hiring and placement process and significantly invested in her own personal and professional development. She utilizes her certifications in Organizational Development, Behavioral Interviewing, Psychometric Assessment usage, Role Analysis and Employee Retention to create curriculum and programs that elevate KeenHire's customers' ability to hire and retain the right people.
Join us to explore and create a leadership plan of action for yourself and your future that it inspires you to take the actions that lead to success!
The most challenging aspect of any job is working with other people. Difficult coworkers and bosses can test anyone’s ability to get along and get things done. Dysfunctional behavior gets expressed in different ways: to get what they want, manipulators deceive people, attackers verbally assault others, bullies intimidate. Studies show that interpersonal communication can damage workers' productivity and job satisfaction. One study showed that 62% of respondents had left a job because of a difficult person.
More than ever, people need to collaborate to perform their job. At the same time they may rely more heavily on technology to communicate with others in different time zones or different countries. Even simple emails can be misunderstood and lead to conflict. So what can you do to get effective results if you aren’t necessarily in a management role and don’t have authority over the people you depend on to be able to do your job well?
You can change the outcome by learning and applying the keys to effective interpersonal collaboration. Building on a foundation of four principles (Be Real, Extend Respect, Take Responsibility, and Build Relationships), learn to expand your ability to positively influence others. When conflict or tension arises, you may choose from five strategies to produce positive changes in your working relationships.
You don't have to be at the mercy of your co-workers. You can start to influence positive changes that will help you be more effective, feel less stress, and get the kind of results that you want.
In today’s always-connected world, leaders are bombarded with a continual flow of information, shifting priorities and challenges. At the same time, the ability to “see around corners” and plan the future has never been more important. Learn how to develop your leaders’ “mind management” skills so they can successfully navigate in this increasingly noisy and demanding environment. This highly engaging session will show you how to align leadership competencies with the type of nimble thinking skills that are critical in an age of smartphones, overflowing email inboxes and continual change, giving you an easy-to-apply approach for helping your leaders get more strategic and get more done. The proven methods you’ll learn in this session have been used by some of the world’s most successful organizations to develop their leaders’ strategic thinking skills as well as their ability to draw on the collective brainpower available to them for better results. Discover how you can apply these innovative learning and development approaches in your organization so you can equip leaders at all levels with the skills to outthink and outperform any challenge. Even in the midst of a rapidly evolving business environment and growing demands for new levels of performance, your leaders will have both the short-term focus and the long-term outlook necessary to keep today on track while keeping ahead of the competition.
In this webcast we will review current research on the costs organizations are incurring today due to dis-engaged and un-motivated employees, and the reasons for it. We will identify the specific causes preventing organizations from creating an engaged, motivated workforce and offer specific strategies for transformation.
The 21st Century workforce is continuing to evolve in ways business leaders are failing to acknowledge and adjust for. The new generation entering the workforce, “the Millennial” is challenging business leaders to think differently and offer work environments never before required. Thus many business leaders today miss the mark in trying to motivate their employees by ignoring the fact that every employee is unique in terms of their roles, career aspirations, goals and their interests, values and beliefs. Consequently they cannot all be stimulated, motivated or engaged the same way.
Learn what research is showing on engagement trends as well as how your organization can successfully approach these challenges. Understand why these challenges exist and how it impacts performance, productivity and bottom line profitability as well as the difference between a satisfied and engaged employee. In our presentation we will explore the science behind human behavior, psychology, intrinsic motivation and passion and how your company and management team can utilize scientific research and various tools to build strong working relationships and take employee performance to the next level.
PLEASE NOTE THAT THIS SESSION DOES NOT QUALIFY FOR AN HRCI CREDIT!
Many businesses and organizations are looking for cost effective techniques which improve workplace relationships. Effective workplace relationships dictate the overall effectiveness of the business. It is generally accepted that productive workplace relationships result in an overall effective business. However non-productive workplace relationships contribute to the detriment and ultimate failure of the business.
Businesses that allow ineffective workplace relationships to continue to exist reduce productivity and lose money associated with hidden cost. Business can lose money associated with diversity, culture, union, and retention problems.
Ineffective workplace relationships create retention problems which results in a loss of money for the business. Businesses lose money as it relates to separation, vacancy, and replacement costs. One of the major reasons that an effective employee will leave the business is due to the employer.
Ineffective workplace relationships can create a hostile work environment. Employees may believe that they are treated unfair by their manager. If this becomes the consensus for other employees the culture of the business will deteriorate productivity. Employee attitudes will become negative which will make morale in the business low. Employees will feel like they are not making a positive contribution and the result is a high rate of employee absenteeism which ultimately impacts productivity and an increase in associated hidden costs.
Diversity challenges results when workplace relationships are ineffective. When diversity complaints are filed it becomes time consuming to investigate the complaint which is a hidden salary cost for the investigating human resource manager, manager, and complaint employees or employee.
Businesses have utilized many strategies to improve workplace relationships without improving the culture. Business have used information development strategies such as books, how to manuals, and manager's guides. Businesses have also attempted to transform their culture by providing managers half and full day workshops in the areas of communication, anger and conflict management, negotiation techniques, labor relations, emotional intelligence, etc. While many of these training sessions have provided some value and information the fact remains that many businesses continue to struggle due to ineffective workplace relationships.
Most training programs offer beneficial information; however, information alone will not create the desired results. The B.O.S.S. Leadership Training Program model is a self-organizing process that uses information obtained from an organization and a team developed shared vision to positively transform manager-employee and employee-employee workplace.
During the training sessions participants will be exposed to The B.O.S.S. Leadership Training Program model. Participants will learn the process for facilitating the B.O.S.S. Leadership Training Program which results in improved workplace relationships. Participants will learn how to conduct a manager-employee relationship evaluation, facilitate the team building process, and develop the necessary information needed to successfully transform their business.
You have a major presentation with key decision makers to request an increased budget for two new employees. The stakes are high! Other departments are vying for limited resources. Your slides are set and you have relentlessly rehearsed your presentation.
Be forewarned. You are likely to have your time cut. Perhaps you go in expecting to have 30 minutes on the agenda, only to be told, “We’re running behind. Can you net it out for us?” What do you do?
As Sharon Black, District President of Robert Half International says, “You should have two presentations. One is for the amount of time you are given and the second is the Elevator Pitch.”
The Elevator Pitch is an essential tool for any business situation where stakes are high and time is short.
Our session will give you the framework to craft a powerful, compelling 30-second elevator pitch so you can explain your ideas quickly and convincingly. You will learn...
• Four critical strategies you can use when decision makers cut your time.
• How to develop your one-sentence bottom line statement that will anchor your elevator pitch.
• The "Big 7" business reasons that convince decision makers.
The Elevator Pitch can get you out of tight spots. During the session, you will learn how to leverage that pitch for a fast-moving question and answer session or a spontaneous hallway executive conversation. The session will help you track your time, jettison material, use a “bottom line” slide strategically, and ask for the order.
The workplace has become virtual. Even when a leader works under one roof with their team, most of interactions are in e-mails, phone calls and webinars. Many employees have never met their boss or see their boss only once a year. Many leaders work with teams around the globe. They face challenges in managing cultural differences, language differences and simply managing time zones. All these challenges must be overcome in a virtual environment in which critical visual cues do not exist. Research has proven the tremendous power of visual cues but most interactions in the virtual workplace are not visual. Actual “face time” is becoming rare as travel budgets are limited and yet we know that it is truly being present together that builds relationship.
Authentic leadership means "real" leaders. How can we be "real" in the virtual environment? With the challenges of a global and virtual workplace, we need authentic leaders more than ever. Authentic leaders can build strong relationships, foster loyalty and develop trusting teams. Authentic leadership is essential to drive innovation -- a key business need in the 21st century. We know these goals are worthy ones but what specific tactics can a leader use to develop authentic leadership with these challenges?
The skills for authentic leadership in the virtual workplace are identifiable, trainable and repeatable. IBM, for example, has built an enormous virtual workforce and has made a concerted effort to develop leadership skills unique to the challenges they face. In this presentation, you will learn what those skills are and the best practices to foster authentic leaders in various different environments in the virtual workplace .
To fully engage employees in your business and provide them with an understanding of the importance of their work to the business, your organization needs a well-defined and believable vision, set of values and purpose. It is the clarity of business purpose along with a shared vision and values that allows employees to align their personal beliefs and talents with those of the company to support the company’s success.
When employees don’t understand the purpose of the organization or the role their job plays in achieving that purpose, employees don’t have a clear line of sight to where the organization is headed, how it is going to get there and how they can contribute to the business’ success. Worse, if employees perceive a disconnect between the company’s stated vision, values and purpose and how the company actually acts towards employees and customers then total disengagement takes over.
We’ll look at the importance of defining and living toward the company’s vision, values and purpose. Plus we’ll look at some examples of companies that engage their employees by providing clarity of purpose and align their employees’ talents in support of the company’s goals. We’ll take a look at their business success and what people have to say about the company. Through a thoughtful review, we’ll reveal the methods these companies have used to unite their employees around the companies stated mission and shared vision for the company’s success. When companies align their resources with the organization’s purpose they create true brand advocates and company ambassadors.