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Welcome to the Institute for Human Resources Developing Organizational Leadership Capabilities 5th virtual event. Thank you to everyone for your participation and support. Over 6300 attendees have joined us to increase their expertise in Developing Organizational Leadership Capabilities. They have been on their journey to set themselves apart from their peers. Don't get left behind! Come join us and learn how to become a leader in Developing Organizational Leadership Capabilities. This two day event is the fifth since the Institute’s launch in 2011. Join us, as we take a look at what has been happening within the Institute for Developing Organizational Leadership Capabilities. During this short, 15 minute session we will review the progress of the Institute to date. We will review the certification program - have you signed up yet? If not, there’s still lots of time. Get an update on the hours accumulated to date. Find out what you have missed, and take a look at what is coming up for the next couple of months. During this session we will: • Introduce you to the Advisory Board • Introduce you to the Institute and the Certification program • Help you learn how to become an expert in the area of Developing Organizational Leadership Capabilities. If you are new to the Institute for Developing Organizational Leadership Capabilities this introduction will cover not only our past accomplishments but also explain why you should continue to participate and be a part of this community. For those with questions regarding the Institute and its content this is your chance to share your ideas. Looking forward to your participation in this event.
In the words of the Disney attraction “It’s a Small World”, and few can argue that today’s leaders need to be adept at navigating a multicultural business environment. For a truly global approach, rather than one that varies from office to office or region to region, this needs to be built through leadership development frameworks. The challenge, though, is how to identify those potential leaders, equip them with the skills they need and provide opportunities to gain meaningful international exposure.
One route is to link the international assignment strategy to a talent management strategy as a way to develop and retain those employees that can demonstrate both functional and cultural dexterity. Using standardized candidate assessment techniques as part of your formal performance review process can help send the right leader to the right place at the right time. In addition, cultural preparation can reduce the risk of assignment failure, develop culturally competent leaders and reduce attrition of those you can least afford to lose; all the while meeting corporate goals.
The other way is through an enterprise wide commitment to put cultural training at the top of the agenda through resources and education. If led from the top, a program to energize and educate the organization about culture can move your company from being one with a global footprint to a truly global company.
This presentation will discuss how culture plays a part in everyday business life, competencies that make successful global leaders and how to formalize your leadership development using successful international assignments and employee development.
Do you have a clear, succinct and energizing Vision? If you could exploit your strengths and overcome your weaknesses better than your competitors, what would it mean to your future?
This webinar is designed as an interactive and dynamic program. In this introductory webinar, you’ll learn:
1. How to create a compelling Vision that INSPIRES
2. Questions you need to answer before you move your organization forward
3. Six key elements to effectively communicate your Vision
4. Why creating a POWERFUL Vision is not enough
5. How to get everyone focused on the right RESULTS
6. 14 conditions that can derail your organization
7. The simple exercise that can TRANSFORM your organization
Are you a leader? Have you developed a vision for your team? How do you expect others to follow you? These are some of the questions we will help provide answers to in this 60-minute session. You will have the opportunity to understand how to create a compelling vision and create a vision for your team.
We will discuss the many mistakes new ( or even some very experienced) leaders make when interacting with their teams. If you believe you know everything about leadership development, then you might want to attend to make sure you are implementing your knowledge.
If you are an HR partner who has recognized a need for leadership development within the teams you support, then this program will provide you with several talking points, resources, and ideas to improve the effectiveness of the teams. You might invite some of those people to attend the session who need additional leadership expertise. Additionally, this program is perfect for the small business owner who thinks the business has a vision, but has not communicated the vision to anyone else. Where is the business headed? Would you get on a bus without a destination?
George Washington. Steve Jobs. Gandhi. Three vastly different people – but they do have something in common: Each of these leaders brought their followers through times of cataclysmic change, and emerged successful at the other end.
Today, even President Obama struggles to lead through times of rampant change. Yet while the times call for leaders who can bring their teams through challenging, gut-wrenching change, such “transformational leaders” are hard to find.
You may not be running a country, a revolution, or a multinational conglomerate. But the ability to manage (and lead) in times of great change – even crisis – is a skill valued by employers today more than ever.
In this this presentation you will discover the four key competencies of a transformational leader:
• The Drive to Self-Mastery
• The Use of Social Influence
• The Importance of a Transformational Mind-set, and
• The Skill of Building Skills.
You’ll emerge from Change With Transformational Leadership better able to take on your current challenges as both a manager and a leader. More importantly, though, you’ll be ready for your NEXT challenges – wherever they come from.
Nowadays, it seems like the only constant is change. But there is another constant: the need for executives who can successfully lead through times of change. This program will help you develop those skills in your managers – and in you!
To help you hone your talents, HR.com has teamed up with one of America’s most sought-after speakers on change management to provide an event designed to boost your transformational leadership abilities.
Have you ever felt behind the 8 ball when it comes to having difficult conversations at work? Do your leaders struggle with communicating difficult feedback with candor and care? If ‘yes’, you and your leaders are not alone.
Thousands of leaders from all types of industries struggle with leading difficult conversations and giving difficult feedback. HR leaders are entrenched in employee relations issues and are challenged to facilitate difficult conversations effectively and efficiently.
For over 10 years, I’ve been helping people just like yourself accelerate results and accomplish their goals through the power of STR8-TALK. The tools that you will learn in this session will transform the way you approach, lead, and respond to difficult conversations. You’ll learn how to address performance and sensitive, behavioral issues with candor and care to avoid confrontation and achieve collaboration. Whether it’s coaching direct reports or communicating with your peers or your boss, you’ll take away tools to communicate your message in a way that builds accountability and results. You can use the tools right away at work and with a little bit of practice you can turn potential confrontations into productive conversations.
When you hear the words, “difficult conversations” what types of conversations come to mind? Most likely the ones that have been on your mind for a while but you’ve been putting off. A difficult conversation is one that you know you should have but you really don’t want to. The difficult conversation takes you out of your comfort zone. This could be a conversation that you need to have with your boss, a peer, your direct report, or your internal customer. The difficult conversation is usually about a situation where someone isn’t doing what is expected of them and it can be a sensitive issue…one that carries a lot of emotion with it. I don’t think there is a day that goes by that most of us don’t find ourselves in difficult conversations at work.
In this session, I’ll share with you a 4-step process…a roadmap…and a set of tools to help you move from confrontation to collaboration so you can feel more confident, accomplish more, and enjoy more productive work relationships.. The STR8-TALK tools will revolutionize the way you communicate with others including giving and receiving feedback. Best of all, it’s easy to learn, easy to recall, and easy to use. And it works!
Navigational Coaching - Creating Leaders from Managers by Teaching the Art of Coaching
Navigational Coaching is about supporting others to be more effective in getting from place to place. In the workplace, the word "place" can refer to many things; productivity, earnings, sales revenue, job status, leadership development, and many more. Coaching provides the structure to support others in navigating for themselves. As a result, managers become more productive and effective because their teams are more independent, focused, and empowered.
This program explores how a coach addresses the five major navigational challenges faced by individuals in life and work:
· Clarifying where you want to go
· Understanding where they are now
· Plotting a course forward and committing to action
· Receiving positive reinforcement
· Knowing when to course correct
In this workshop, you will :
· Learn the principles that will guide your development as a Navigational Coach
· Gain knowledge about the advantages, disadvantages, and appropriate uses of a Problem Solving Mindset
· Discover who, when coached, will give you the best return on energy
· Learn the Art of the Question and the type of questions that provoke ideas and empowerment
· Receive a "roadmap" that will guide you through the coaching conversation
· Gain knowledge and skills that you can begin practicing immediately
If you want to remove the typical "headaches" of managing a team, this workshop is for you. Learning to be a great navigational coach involves thinking differently, learning new skills, listening to intuition, exercising restraint, developing wisdom and being willing to practice. This program will help you get started in all of these areas!
This session has been postponed from the February 14 & 15, 2012 event.
In these rapidly moving times, it’s not enough to share information and provide direction; today’s leader needs to maintain mind-body fitness, must genuinely connect, manage both the logical and psychological uncertainty of change, and also inspire. Let Mark Gorkin, aka “The Stress Doc” ™, help you discover and/or expand your “Passion Power” and “TLC Leadership – Inspiring Trust, Laughter and Creative Collaboration” even during the most unpredictable or tumultuous times. Through thought-provoking and compelling presentation along with sharing fun-filled exercises, Gorkin provides energizing tools and techniques for: a) managing stress and preventing burnout by promoting responsibility and resiliency, b) engaging loss and change, c) defusing power struggles by asking “good questions” to ultimately build trust, d) inspiring self and others though “Creative Risk-Taking” and “Passion Power” concepts and skills, e) playfully sharing “confident humility” thereby helping others more readily identify and connect with you, and f) achieving high performance and motivating team productivity and camaraderie.
More specifically, you will discover:
a) The Four Stages of Burnout and two OD strategies for promoting “Individual-Organizational Responsibility and Resiliency”
b) A quick Power Struggle Exercise to lighten a mood and enlighten the room with “Respectful-Real-Responsible-Responsive” communication and trust-building tools and techniques
c) How to promote resiliency and risk-taking capacity with “Four Steps of Creative Risk Taking” and the “Five ‘P’s of “Passion Power” Model: Being “Purposeful-Provocative-Passionate-Playful-Philosophical”
d) The Intimate FOE Exercise: Transforming Fear of Exposure into the Fun of Embarrassment – Why Inspiring Leaders know to “Confront the Intimate FOE”; the Forms Funeral story
Seek the higher power of Stress Doc humor: May the Farce Be with You!
Don't miss your appointment with the Stress Doc.
The latest trends will have you believe that you should only focus on your strengths as a leader and optimize for that. While that’s great in an ideal world, it doesn’t work in the real world. No one likes to work for a leader who only does the fun stuff and delegates the grunt work.
Whether you are looking to develop and coach leaders in your organization or trying to determine who to invest in, your new target should be the middle, not your top 10%. They are already doing great. Why do they need more? They need recognition and rewards, but they don’t necessarily need development. Why not invest in the “middle 80”: those who can be relied upon on a daily basis to get their job done and don’t cause problems. Help them increase their performers to become your top 10%.
“Maximizing the middle” also refers to where to focus when it comes to competency and skill development. The traditional approach has been to perform a 360 and focus on our weakness. The latest trend has been to capitalize on our strengths. Or better yet, leverage our strengths to bolster our weakness. When you look at 360 results, look at the competencies that fall below the top 10% to determine where to get the most for your investment. Identify the differentiators to develop to help leaders go from “good to great”. If you can help leaders optimize for those skills, you will get higher performance quickly.
Join Thuy Sindell, author and leadership coach to Fortune 500 companies for this thought-provoking webinar to learn how you can “maximize the middle.”
The leadership presentation is an in depth evidence-based approach, focused on how leaders (informal and formal) can practice and apply effective leadership abilities. The discussion will evolve around the character of leaders; difficulty managing their own emotions, difficulty managing interpersonal relationships, leadership styles, and a learning organization is presented as some major aspects impacting of their leadership effectiveness. The term leadership will be defined so the participants will have a better understanding of leadership development processes, as the participants must engage in a conscientious self-examination about what they know and what they do for leadership development. This approach will allow the participants to stay abreast of the research pertaining to human resources. The presenter will present the following competencies: the future of organizational design, leadership behavior in the future, knowledge sharing, networking in a global context, developing leadership, implication for leadership development, thoughts to ponder and how psychologists can offer help. The presentation approach allows the participants to help fit their needs within the organizational context. The participants will gain an reflect on being a better leader and leadership team, to help the organization become effective at leadership development, and to get out in front of the human resources function and lead the way of leadership development. Questions and discussion with solutions will allow participants to move towards an action plan of change, as the weaving of the topics and its role in a learning organization begins to take shape for the next level of human resources leadership development. process.
This webcast does not qualify for certification credit as it did not meet the minimum requirements necessary.
Let’s face it, challenges arise, unforeseen events transpire and Murphy’s Law can tend to rule in spite of the most thought-out plans and objectives. When challenges do arise, it is important to handle them calmly and with authority.
THE SQUARE ROOT MODELTM was developed to help you deal with whatever team challenge you may face. Effective leaders analyze each situation and determine which of the SQUARE ROOT TOOLSTM is best able to leverage the success of the team. Distractions are powerful destroyers of team success and therefore, it is necessary to evaluate and understand which TOOLSTM, when applied, will effectively manage and provide the greatest possible best outcomes for your team.
By clearly defining the key issues in order of importance you are able to determine which of the SQUARE ROOT TOOLSTM will make the greatest impact and accelerate your teams’ progress. These TOOLSTM are designed to help you encourage and support your team as together you work through forward-progress and the natural set-backs, until the right creative solutions are discovered.
Through THE SQUARE ROOT MODELTM, you will learn how to use the SQUARE ROOT TOOLSTM to build Power Teams where high collaboration, authentic engagement, strong execution and accountability are adopted. When utilizing THE SQUARE ROOT MODELTM and its TOOLSTM, leaders are empowered. THE SQUARE ROOT TOOLSTM help you, the leader, drive momentum and deepen each employee’s full and creative participation to find solutions that support your team’s contributions to the success of the organization. By keeping your finger on the pulse of team changes and implementing THE SQUARE ROOT TOOLSTM and its processes, you are able to leverage your teams for success.
High-performance teams increase value to the organization, accelerate growth, enhance innovation, and improve customer relationships and stronger partnering. The quality of leveraged performance drives TEAM achievements that accelerate your organization’s long-term successful future.
We HR professionals typically assume that leadership development means focusing on the top tiers of the organization chart, evaluating individuals capababilites, personality styles, etc. of each leader and providing programming that helps those leaders develop targeted areas for improvement. In the fifteen years that I implemented these models I never had one invidual who requested 360 degree feedback, said thank you for the feedback, or demonstrated significant impact to organization performance.
I realized one day that perhaps there could be a better model of leadership and leadership development. Rather than focusing on the one leader at a time, I realized the value of teaching everyone how to address the organization’s most complex issues. What if leadership wasn’t about individual capabilities, but the ability of many people to address complex issues…together? What if leadership wasn’t about charisma or mysterious skills or competencies…but a repeatable measurable process? What if we could provide people the tools to make the leadership work fun and easy?
This program summarizes five years of research and writing and provides a unique paradigm of leadership develop. I discovered it was possible to train many people at one time. That the walls between silos were lowered when people shared a common language and process. I was able to demonstrate almost immediate results. Even more interesting, people who heard about the training asked to participate. Why?
The Toolbox approach presented here is quite practical and provides people a way to develop new possibilities. A sense of community develops because people understand how to do the complex adaptive work together. They become unstuck.
I look forward to meeting you and your participation in the session.
Changing an organization’s culture can seem daunting and challenging at the same time. According to a recent Fast Company blog, Culture Eats Strategy, by Shawn Parr, he explains that you can have the best strategy in the world, but without the right culture it is impossible to execute on that strategy. When you have a positive work culture you will have focus, motivation, connection, cohesion, loyalty, and spirit (high energy) amongst employees. In this session, you will learn how building coaching capabilities in your managers and your human resource partners can have a significant impact on business results. If done right it can also change the DNA of your culture. This session will cover the research, showing that investing in coaching, will have long-term payback and it how it can transform your culture to being more open, honest, faster decision making, and empowering. The materials will present a holistic view of what is necessary to embed a coaching culture in your organization. This includes linking coaching to current talent management strategies, which according to the research is very much overlooked. It will also cover the barriers to creating this culture and how to overcome them. Two real businesses cases will be explored of companies who have started on this journey of embedding coaching into their culture. The session will also cover when and how to build internal executive coaching capability and what to avoid. It will also cover when to leverage external coaching resources and what to consider and avoid.
Remember what Charles Darwin said: "It is not the strongest species that survive, nor the most intelligent, but the ones who are most responsive to change”. For most of us, it is not a matter of IF we have been leading thru and managing change, but a question of how much change fatigue we have as a result of constant change. Have you felt like you are on an emotional change roller coaster? How are you and your organization dealing with the ongoing stress of change? The purpose of this webinar is to gain an awareness of why change is inherently difficult. We will revisit the 4 key factors for implementing successful change as well as the corollary structure. We will review the worst practices in implementing change and these may help to identify problems more rapidly. We will review the disruption change can create in one’s personal and professional life. Have you heard of the “Treadmill Effect?” Learn if you are a victim of the Treadmill Effect, and what you can do about it. This Treadmill Effect and on- going change fatigue can result in possible employee de-motivation. This is evidenced by such statements as: “It’s not my job; the boss doesn’t care anyway; I’m keeping my head down this time.” We will examine the pressure of change and the corollary capacity that we have for change. We will explore the value of resilience and how it helps individuals and organizations overcome challenging changes. We will conclude the webinar by sharing how to create an action plan to manage change and to build personal and professional levels of resilience.
Managers and supervisors, responsible for the successful performance of frontline employees, are a critical component of an organization’s success. Did you know that every day more than 10,000 baby boomers reach the age of 65 and begin to think about retirement? In the next decade, new managers and supervisors, with little experience or training, will step forward to fill the pipeline. Though most organizations state that leadership training is important, less than 23% believe they actually do it well.
This session is designed to introduce new leaders to the pitfalls they want to avoid and the leader behaviors they must embrace in order to successfully transition to their new leadership roles. As they discover the challenges of managing others, many newly promoted managers discover that leading others is harder than it looks. How do you motivate others to do what needs to be done? What does vision have to do with your ability to manage a team? How should you handle an employee who veers off track?
Based on the NetSpeed Leadership course, Leading at Net Speed, this session introduces five leadership guidelines and 25 related leader behaviors. Learners will explore what it means to create an optimistic climate, build collaborative relationships, achieve exceptional performance, focus for high impact, and cultivate trust with their employees. They will take away practical tools and techniques that can be implemented immediately on the job. At the conclusion of the course, participants will receive a link to complete a leadership assessment at the NetSpeed Leadership Solutions’ website.
A recent survey of Fortune 500 CEO’s revealed that 87% of them believed that Cultural Competence was an essential skill for emerging leaders. When asked the follow-up question, “what percentage of your current managers and executives do you believe are culturally competent,” the answer was less than 10%. Global Leadership Skills Development (GLSD) is an approach for bridging this gap.
GLSD goes beyond traditional cultural training by embedding cultural competence and intelligence components into leadership training and development programs related to “people skills.” It prepares leaders to work in a multi-cultural environment by developing skills for recognizing cultural based behaviors, interpreting those behaviors correctly within the cultural context, and responding in a culturally appropriate manner that creates a positive relationship and accomplishes the task at hand while building a cohesive team environment. GLSD can be targeted to specific groups, such a managers of global operations or C-level leaders of global organizations. Or, for organizations expanding their global footprint, GLSD can be used to replace elements of traditional leadership programs to develop multi-cultural skills for communicating, motivating, managing conflict, negotiating, etc. across cultures.
This session will: 1) discuss the key elements of the approach developed by Career Growth Associates and Global-LT for re-designing leadership development programs for leaders in a multi-cultural environment, 2) clarify what types of leaders are most “in need” of GLSD, 3) present the key “people skills” that require cultural competence and intelligence in leaders and managers, and 4) share a “checklist” for determining when you need GLSD rather than regular culture training or cultural competence/intelligence training.
OVERVIEW:Incremental change is good, but what if it’s not good enough? What if a breakthrough is needed? What if the result you need to produce is outside of the realm of what you and others deem as possible– an unprecedented result?
At Insigniam Performance we assert that it is through our Network of Conversations that we get work done. Every result is created through a series of conversations. Our conversations both reflect and impact our thinking. Our conversations provide limits or open us to our limitlessness. The conversations we have, both with ourselves and with others, reign us into the safe and predictable or release us to the realms of creativity, innovation, openness and new pathways. Our conversations drive our behaviors. Our behaviors impact our results.
Are the conversations you are having as a leader perpetuating “business as usual” thinking with predictable growth or are you inspiring others to think the impossible and take actions that are risky, leading to profound and innovative solutions? Inspiring others to engage fully is a leadership imperative. When you bring what we call “Background Conversations” skillfully into the “Foreground,” you improve the relationship, increase trust, expand understanding, forge new possibilities and provide fertile ground for creating innovative, unprecedented thinking and results.
• Organizations are “Networks of Conversations”
• Facts vs. Interpretations- What is reality?
• How we listen determines what is said, what is heard, and what actions are inspired
• How “Background Listening” impacts results and limits what is possible
• How your relationship to your past keeps you in “business as usual” thinking