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Developing Organizational Leadership Capabilities

July 12-13, 2012
This event has ended. Click Enter Event to view the archive.
Developing Organizational Leadership refers to any activity that enhances the quality of leadership within an individual or organization. There is a differentiation between leader development and leadership development. Leader development focuses on the development of the leader such as personal attributes desired in a leader, desired ways to behave, ways of thinking or feeling. In contrast, leadership development focuses on the development of leadership as a process.

The IHR is the only institute with certification that focuses on the area of Developing Organizational Capabilities. A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field.

Conference Webcast Schedule
David Whitmarsh, Vice President of R and R, Revenue and Research(
Lynnette Rumble, Professional Coach(AIM Coaching)

Welcome to the Institute for Human Resources Developing Organizational Leadership Capabilities 5th virtual event. Thank you to everyone for your participation and support. Over 5700 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.

Chris M. Sprague, International Transformation and Empowerment Ambassador, Best Selling Author, Coach, Mentor and Keynote Speaker(Sangnite, LLC.)

Only one thing stands between you and success - what do you think it is?

Let me tell you what it isn't... It isn’t experience and it isn’t talent. If you want to succeed, you must learn how to connect with people. While it may seem like some people are just born with it, the fact is anyone can learn how to make every communication an opportunity for a powerful connection. To be a successful leader, you need to learn to communicate in a way that connects with others.

*** Do you want to increase the influence you have over people in your company, business or organization? ***

*** Do you want to have more influence with your peers, your boss, and the people who work directly for you or anyone else? ***

*** Do you want the secret to why sometime your communications aren’t heard or understood? ***

*** Do you want to know what separates high achievers from average and low achievers? ***

Then invest one hour in yourself and be at this session.

To start, you will get an overview of the 5 Key Connecting Principles and 5 Key Connecting Practices. We will then go deeper into each of the Key Connecting Principles and Key Connecting Practices revealing how to identify with people and relate to others in a way that increases your influence with them. As a leader, it’s not enough just to work hard. It’s not enough to do a great job. To be successful, you need to learn how to communicate in a way that connects with others. You also need to understand the principles and practices that will equip you to communicate at a level that runs far deeper than words.

Attend this session and you will leave with the information necessary to be a better connector!

Daniel Tobin, Corporate Learning Strategist(Daniel R. Tobin, Ph.D. - Corporate Learning Strategist)

Every organization will face the same challenge at some point in its development: the company’s senior leadership is approaching retirement and company leaders are concerned with whether the next generation is ready to pick up the mantle of leadership. The answer for each such organization is to create its own leadership development program that focuses on the specific needs and challenges of that organization.

In this session, you will learn about the four key components of a leadership development program and how the four components can work together to develop an organization's next generation of leaders. The four components are:

- Formal education sessions held quarterly over a period of 18 months to 2 years
- Action learning projects tied to each education topic
- Participant assessment and individual development plans
- Coaching and mentoring

The content of the leadership development program focuses not just on building leadership skills, but also on developing the participants' business acumen and execution skills, because a leader cannot be effective if he or she doesn’t understand the company’s business and because creating a vision is pointless if leaders do not know how to transform their vision into a realistic plan of action.

We will also discuss:

- A variety of ways to get your organization's leaders involved in your program – as faculty, guest speakers, reviewers, and so forth
- What expectations you can set for the program with those leaders – how to measure the success of your program
- Selection of education topics that focus on your organization’s and the participants’ needs, action learning projects to help solve longstanding company challenges while helping participants use what they have learned, and program faculty, including higher-cost and lower-cost alternatives.

This model comes from Daniel Tobin's book, Feeding Your Leadership Pipeline: How to Develop the Next Generation of Leaders (ASTD and Berrett-Koehler, 2010).


There is an unwritten social contract between employees, their managers and the organization. This social contract has changed drastically since the mid-20th century when minimal effort was okay for an organization to succeed.

This presentation discusses what the 21st century social contract needs to look like in order to move employees to amazing contributions that will keep your organization competitive in the chaotic global marketplace.

Amazing contributions come from emotionally committed employees who give the gift of discretionary effort. Studies show that highly committed, emotionally involved employees perform up to 20 percentile points better than less committed employees (and they are 85% less likely to leave the organization).

Emotional commitment that moves employees to give the gift of discretionary effort on a consistent basis is not just engagement. The process of emotional commitment and discretionary effort goes beyond mere engagement and requires the implementation of the five management levers our research has produced. These management levers as expressed in the RossBrandau Discretionary Effort Leadership Model, are described in this presentation along with solid implementation steps for each level.

As these five management levers are introduced, implemented, and ingrained in the very fiber of all interactions, the organizational culture will change from a black hole of activity to a transparent cloud that is sometimes a little cloudy but always has a silver lining.

Our research found that to achieve emotional commitment and receive the gift of discretionary effort on a daily basis, managers cannot function merely as pied pipers, thinking employees will blindly follow.

This presentation teaches participants how to be ‘follower worthy’ as they implement the five management levers of the RossBrandau Discretionary Effort Leadership Model and earn discretionary effort from their employees.

Tim Scudder, CEO(Personal Strengths)

In times of change, we need leaders. But now, with the rate of change increasing, people do not trust leaders. This session will introduce a systems-thinking approach to leadership: a set of interrelated qualities that modify and strengthen each other when they are aligned. These qualities enable leadership teams to contribute to sustainable organizational change, and restore trust in the leader-follower relationship.

We will explore the following line of strategic questioning:

What is likely to happen that will mean new threats, opportunities, and demands?
What should I do about:
(a)       Designing products and services that will gain and retain customers and an organization that can create and distribute these offerings?
(b)       Building an effective team of people who share my philosophy and purpose, with qualities that compliment mine?
(c)       Motivating and empowering the organization to achieve great results?

This webinar is an introduction to a leadership development experience that is intended for senior leaders and those who aspire to positions of senior leadership. It draws from the work of webinar leader Tim Scudder and author Michael Maccoby (The Leaders We Need and What Makes Us Follow, and Narcissistic Leaders, Who Succeds and Who Fails). It will be supported by links to articles that become invaluable post-course references as leaders continue their journey and develop the skills necessary to:
(a)       Create, communicate, and implement a compelling strategy and vision that go beyond financial goals to include organizational contributions to a better future
(b)       Create, enhance, or restore trust with a skeptical workforce
(c)       Inspire, motivate, and lead a diverse workforce
(d)       Select and work with partners who complement these leaders’ strengths
(e)       Create a leadership system within an organizational context
(f)       Manage conflict productively
(g)       Increase receptivity to change and decrease resistance to change
(h)       Increase skills in systems thinking
(i)       Develop and communicate their leadership philosophy.

Karen Donaldson, Communication & Self Leadership Coach and International Speaker(Karen Donaldson Inc.)

Did you know that a full- time employee spends more awake hours at their place of employment than they do at their own home? Pretty interesting isn't it.

Now, when it comes to choosing where we live, we all make quite informed decisions about where we would like to call “home”. Most of us would choose or have already chosen to live in a community where our neighbors show concern over our well-being, our safety, and our property and like wise. Now, if we spend most of our awake hours in the workplace why wouldn’t we want to create an environment that mimics the one we choose to live in? An environment where our colleagues, our organization, our leaders care about our welfare, our safety, our well being and IT SHOWS.

The reality is this, your team is your "community". If you are seeking to create a team that produces top notch results over and over again, realize that high performance teams are not born, they are intentionally created.

Employee engagement is one of the main ingredients to creating and sustaining high performance teams. Employee Engagement is a must for real organizational success. Engaged employees go the extra distance; are more productive; have lower stress levels; greater work satisfaction and stay longer with the organization.
Sustainable team success is generated by awareness not luck.

It is imperative to recognize and acknowledge that it all starts at an individual level. You could have the best intentions for your team, provide them with al of the tools necessary and if that individual team member is not empowered, not happy, bored, unengaged or unchallenged, your team will always be a step behind their full potential. True employee engagement centres around developing people and creating a “community”.

This presentation uses the principles of community development to show you how to engage people, how to give people the tools to empower themselves. This presentation will give you give you the tools to create an environment that builds and supports high performance individuals, that essentially lead to powerhouse teams. Teams that are more result-oriented, more aligned in purpose - a team that leads to increased productivity. This presentation will show you how to get the best results from your team members on a daily, weekly and monthly basis.

Amy Angel, Attorney(Barran Liebman LLP)

The subject of bullying is front and center in news media. Bullying goes beyond kids in school, however, and routinely spills over into the workplace. There is no question that workplace bullying is an important management issue, today and in the future. This program is intended to help you get ahold of issue and deal with the challenges before bullying creates a lawsuit. Join Amy Angel, a partner at Barran Liebman LLP, who represents management in employment matters. Her practice focuses on employment litigation and advice. She represents public and private employers in both state and federal courts, as well as before the EEOC and the NLRB. She has broad experience in defending claims of wrongful discharge, breach of contract, Title VII (including sex and race harassment, discrimination, and retaliation), ADA, ADEA, OFLA/FMLA, §1981, §1983, First Amendment, whistleblowing, workers' compensation discrimination and retaliation, and wage and hour claims. In addition, Amy frequently advises employers in handling challenging leave situations, disciplinary issues and terminations as well as in developing policies and handbooks.
This seminar will come complete with a take home Power Point presentation and a Trainer's Manual that you can use to train employees and supervisors on workplace bullying. Attendees will learn how to train employees about company expectations of proper workplace conduct. Attendees will also learn how to address employee concerns. Attendees will be provided with the tools needed to train supervisors to supervise properly, address employee concerns correctly, and how to differentiate bullying from other kinds of behavior. Human Resource Professionals, Business Owners, and In-House Counsel are strongly encouraged to attend this cutting-edge seminar that will provide valuable insight and the tools necessary to properly deal with workplace bullying.

Christine Grimm, Executive(Aria Consulting International)

Accountability. A term that is trendy and often over used but seems to be consistently on every leaders mind! Everyone wants and needs their employees to care about and "own" their work -- individual projects and goals, work quality and overall business results. This webcast is designed to give attendees practical, real-world tools to make 2012 the year of accountability in any organization.

We will take an indepth look at:
•       Accountability – Your Beliefs and Expectations
•       A Systematic Approach to Real Accountability
•       Linking Individuals & Organizations
•       Talking About Results & Giving Feedback
•       Asking the Right Questions
•       Processes & Actions to Drive Accountability

Within this webcast we will talk about what drives a company -- what's important? Does the organization have shared Values? Why are values important? Is there a Purpose -- is there a Mission & Vision? Why do we need Metrics & Key Performance Indicators (KPI's) and how do they relate to accountability?

Also, we can't talk about accountability without addressing Leadership -- leadership sets the tone for accountability in any organization. Here are important leadership behaviors to drive accountability:
–       Role modeling shared values
–       Consistently hold people to commitments
–       Provide a “one page” plan for everyone to operate from
–       Encourage and apply effective use of feedback and coaching
–       Focus on straight, outcome-driven communication (WANTS/ACTIONS)

Leadership must provide training and also require ownership and accountability.

Lastly, we will give tools on how a company can embed accountabiltiy and ownership within the organization. This is a very important process that cultivates positive change and culture, and is wildly successful when modeled by leadership.

Ann Herrmann-Nehdi, CEO(Herrmann International)

As an HR professional, you are faced with a constant flow of information, shifting priorities and complex challenges, and yet you have fewer resources than ever before to manage them. Keeping up with the day-to-day is difficult enough. How do you get the mental breathing room you need to see and plan the future?

Expand your brain’s bandwidth by building your thinking agility.

This interactive, engaging session will reveal how you can apply what we know about thinking and the brain to better “see around corners” and harness the full brainpower available—your own as well as others’—to meet today’s mental demands while maintaining a more strategic mindset.

Ann will demonstrate a practical, easy-to-apply framework you will immediately be able to use to unleash your full cognitive potential. You’ll explore thinking styles and their impact on communication, problem solving and decision making, and discover how to identify and minimize the mental “blind spots” that may be hampering your results.

Learn how to become a more nimble thinker who can access and apply all types of thinking—analytical as well as interpersonal, methodical as well as visionary—so you can be more productive and build your business judgment and credibility at the same time.

After participating in this session, you will be able to:
• Explain how thinking styles impact productivity, personal effectiveness and overall results
• Develop and apply the agile thinking skills necessary for managing more effectively in a constantly shifting business environment
• Identify clues to your own and others’ thinking preferences, how they differ, how they contribute to specific business outcomes, and how you can better leverage the thinking of those around you to get better results
• Apply Whole Brain® Thinking techniques to “see around corners” and plan the future

For a copy of Ann's presentiation, please visit

Susan Gregory, Senior Trainer(Susan Gregory Consultants Inc.)

Companies that innovate well outperform the competition and attract top talent. Are you seeking to build a culture of innovation? As a business leader, you know your organization needs to be more innovative - but how? What are you going to do? This session is guaranteed to push your boundaries in YOUR thinking. It will guide you to identify and see the value of a different way of understanding innovation. In this session you’ll learn about the Design Thinking process and how it has successfully helped companies to innovate and grow. Design Thinking is a fresh way to look at innovation. It’s about creating the opportunity for something really new that meets the needs of the end user in a desirable way. Design Thinking involves analytical thinking AND intuitive thinking – it requires both logic and creativity. You’ll hear about why traditional approaches to innovation are not producing results expected by shareholders. Detailed examples will be shared regarding the opportunity to implement new ideas in different areas of your business: product or service design, processes, programs and spaces. You’ll also interact with the presenter and learn where others can see the opportunity to put these concepts into practice. This is a great opportunity to gain a fresh perspective on a topic that is a strategic imperative for most business leaders. Put yourself ahead of the game by bringing these insights back to your organization. By the end of the session you’ll have tools that you can try immediately with your team.

Diane Spiegel, President(The End Result)

The impact of the multi-generations are being felt in many different ways, and with the first of the Baby Boomers turning 65 in 2011, what will result? Will Boomers retire and re-career or choose to continue working, but with new expectations? In 2011, 25% of the Millennials 79 million will in the workforce – what will this look like, as they require different ways of onboarding, receiving and giving feedback, coaching and of being rewarded and recognized, of working? The change of paradigm can often feel to managers as if the rules of the game have been altered, and they have not been informed of how to lead within this new structure. In this presentation, we examine how Millennials non-traditional view of work and business relationships is changing the workplace.
We will review why Gen X’s and Millennials often clash and highlight case studies with surprising outcomes. We will look at the data about Baby Boomers as they look towards retirement. We will highlight the growth opportunities for managers who embrace generational differences. Due to the connectivity that the web offers, and because they understand how to maximize technology and social media, Millennials see themselves as “global citizens,” part of the community of the planet. The children who are part of Generation Y have been called the “Trophy Kids,” or the “Echos” of Generation X, the generation following the post World War II “Baby Boomers.” Whether they have young parents from Generation X or older “Baby Boomer” parents, many have been brought up in families who have been very involved in all aspects of their lives—running interference, scheduling them for lessons, coaching their sports, and taking them to many group activities and helping them with their schoolwork, college applications and coaching them on career and job options. These factors influence how Millennial employees approach work, how they identify with work, and even how they perceive the traditional employee‐employer arrangement.

Melissa Schwartz, VP of Training(PowerSpeaking, Inc.)

Speaking to executives or key decision makers can be a daunting challenge. The stakes are high, whether you are presenting to decision makers for the first time or you are a seasoned veteran. We know the rules are different in that fast-paced, competitive environment—but what are they? Going into a meeting without extensive knowledge and preparation is risky. The project, the success of a team, and even a career depends on the skill level of the presenter. According to PowerSpeaking, Inc. Founder, Rick Gilbert, “More than 50% of presentations to the C-level are total failures. A poorly executed presentation hurts the credibility of the presenter and hinders sound business decisions. Learning the fundamental rules of presenting to executives, like making your ‘first line your bottom line,’ can make all the difference. Executives’ time will be saved and costs reduced.”

If you or your team speaks to key decision makers and/or executives, you don’t have room to fail. Speaking at this level successfully requires preparation, a clear and concise presentation and improvisation skills. Melissa Schwartz, PowerSpeaking, Inc.’s VP of Training, will teach you the key strategies seasoned presenters use when speaking up in an organization.

In this 60 minute webinar, you will:
-       Discuss the importance of leveraging your Sponsor when speaking up in an organization.
-       Compose two critical elements of the Executive Framework: a Bottom Line and Business Reason.
-       Identify the three consistent challenges that undermine any executive presentation and the two foundational skills critical for Improvising.
-       Formulate strategies for handling the challenge of an executive going off-track or changing the topic mid-presentation.

Bob Wilkie, Owner(I Got Mind)

Does your team struggle with motivation?
Does your team make poor decisions?
Is bad communication a daily occurrence?
Do you feel that your team is in the comfort zone?
If you answered YES to any of the above questions then continue reading!

This session on building a winning team atmosphere is presented by former NHL Hockey player Bob Wilkie. Bob's journey of trying to reach the top is a compelling story, leaving home at 16, playing for Graham James, being a part of a tragic bus accident that took the lives of four of his teammates and still he was able to reach his dream of becoming an NHL hockey player. Bob was part of many teams during his career and what he learned is invaluable. He has now figured how to transfer those experiences into the business World. Bob has been working with businesses, schools and sports teams for over 10 years in helping them develop a more productive atmosphere through leadership.
In winning Championships at every level of his career, Bob has learned the secret to creating a winning atmosphere. Listen in and learn these valuable secrets that can take a lifetime to find.
There are many aspects to creating a winning team in the business World, so many that with the focus of daily tasks and deadlines we often overlook the obvious.
Bob has 5 keys to building a winning atmosphere and shares some unique stories as well as specific tactics you can use so that all of your team members are contributing at the highest levels. These keys are not new, however the delivery and the "how to's" are very unique. Bob believes that any team can win when the right things are done at the right time, for the right reasons.
Join the crowd of others who have begun to see what needs to be seen.

Chris L. Johnson, PsyD, Consulting Psychologist(Q4 Consulting)

Description:       As a leader you steward energy---in your organization, community, even in your own family. You will inspire or demoralize others by how well you work with your own energies and by how well you focus, galvanize, coordinate and even renew the collective energies of those you lead.

As a leader you inevitably deal with ‘power stress,’ that unique mixture of responsibility and self-management tossed up with the inevitable daily crises that can leave even the hardiest of leaders physically, mentally, and emotionally drained.

As a leader what you embody is what be can counted on—especially under pressure. Leadership is a discipline and an art form that can be cultivated and sustained through somatic awareness and practice.

Strong leaders have an embodied ability to respond confidently, appropriately, and with directional clarity to all of the unexpected surprises that they’re subject to every day. It’s somatic intelligence that gives rise to the emotional and social intelligence that sets exemplary leaders apart.

As a leader cultivating your somatic intelligence—the ability to accurately read and respond to one’s direct, unmediated sensory experience of the world—supports full access to your social guidance system, a neural system that gauges trustworthiness in others, and creates a sense of resonance between people working together.

Honing somatic intelligence enables reliable access to your intuition, allowing you to be fully present in the moment while simultaneously stepping into challenging times with confidence to effect change or create new possibilities. It’s the key to discovering the best response in the moment, to learning; it’s the foundation for leadership-in-action.

In this presentation we’ll move beyond tips and techniques to explore somatic intelligence and the neurobiology of learning through the ‘soma’ or unified body. The discourse of somatics is the study and practice of what unites mind and emotion, intuition and action—the body.
Based on Q4 Consulting’s leadership course, Core Presence™: Leading with Integrity and Impact, this session introduces the concept of somatic intelligence, exploring its underlying neurobiology, and moves into practices that support its development.
Learners will explore what it means to learn through the body and how learning in this way develops greater presence, effectiveness and sustainability as a leader. They will experience, practice and take away skills that can be implemented immediately on the job.
At the conclusion of the course, participants will receive a link to complete a somatic leadership assessment that measures one’s mind-body responses to understand how you lead by determining your preferences around four patterns of energy, four preferred styles of leadership.

Carl Richards, Speech Coach/Corporate Trainer, Professional Speaker(C.A.R.L. Communication And Real Leadership)

What’s the difference between a good leader and a great leader? A good leader does a good job at leading a team. A great leader inspires his team and moves them to action with the right mix of positive communication and a clear vision. This workshop is for people who want to learn how to communicate and lead successfully like a pro. For those who have experienced the anxiety of being called in at the last moment to ‘take one for the team,’ this program explores the skills needed to pull off a last minute presentation and shine like the experts do! For experienced leaders and speakers, it offers strategies for practicing and refining skills needed to lead and speak to a group. For novice speakers and presenters, it offers sound advice and crucial information to help them become confident and competent when communicating to any audience.

Competent leaders lead with confidence, positive dialogue and by example. This course will introduce participants to some of the basic tools needed when speaking and leading: overcoming speaking fears, proper word usage and vocabulary, gestures, voice inflection and volume, presentation styles and tips enhancing Power Point. It will also reveal the communication styles used by successful leaders.

About the instructor:

Carl Richards is a broadcaster, Speech Coach and Professional Speaker. Through positive and effective coaching, Carl helps people realize their true talents and potential when it comes to communication. He’s coached a diverse group of individuals with speaking, from students to business professionals. His workshops and seminars are educational and informative…his messages of inspiration move audiences to action!

Kathleen Riley, Senior Partner(Transformational Leaders Intl)
Caryn Mateer, Career Transition Coach(Transformational Leaders Intl)

This one-hour presentation educates human resource professionals, senior executives, managers and team leaders on how to not only be consciously aware or mindful of old behavior patterns, obstacles or blockages but it will inform and discuss the transformational process from an energetic point-of-view. We will explore the science behind the field of Energy Medicine and how to apply these principles using a coach-approach that transforms and shifts leaders from great to extraordinary. You will learn about the body’s living matrix system and how it relates to the seven energy levels of leadership engagement. You will also learn about the differences between anabolic and catabolic energy within those seven levels. We will share a study that confirms how engagement is correlated to energetic makeup and suggests that shifting that makeup is a powerful tool to increase engagement. You will observe an Energy Leadership Coaching session between the coach and coachee reviewing the seven energy level results from the Energy Leadership Assessment Report. We will discuss a variety of coaching models such as the Transformational Coaching Model and the Core Energy Coaching Process with a demonstration of how an energetic shift can occur within minutes with important breakthroughs discovered. We will include Energy Leadership Coaching exercises to help you identify your Gremlin (inner critic), engage energetically, and create your ideal image of the leader you need to be and want to be. You will walk away with a better understanding of resources available to develop extraordinary leaders within yourself and your organization.

Patrick O'Neill, Organizational Psychologist(Capacity Leadership)


With the emergence of the positive psychology movement, employee engagement has enjoyed a meteoric rise in corporate and research settings world-wide. Has this popularity limited critical thinking on the subject? Is engagement a unique construct or just old wine in a different bottle? What is its relationship with organizational performance? Is there such a thing as too much engagement? Can organizations make lasting improvements in employee engagement? While applied researchers have made tremendous strides in addressing these questions, their findings often never reach the time-pressed HR practitioner or line manager. In an attempt bridge the gap between science and practice, Dr. Patrick O`Neill draws from cutting edge research in the field of organizational psychology to distill the truth and myth of engagement. This interactive webinar will discuss the essence of engagement and why we should care about it, how to accurately measure engagement, the key drivers of engagement, its imapct on organizational performance, and how the needs of employees and organizations can be integrated to create a more engaging workplace. Stories, metaphors and short, interactive exercises will be used to present research findings in a way that is both palatable and compelling to managers, HR practitioners and employees alike.

Practical findings from the science of engagement will be used to provide participants with insight into:

- how to define and measure employee engagement;
- the key drivers of engagement;
- the relationship between engagement and organizational performance outcomes;
- how to create a customized engagement framework for your organization and;
- how to maximize engagement in your organization.

This webcast is finished and will be archived shortly.

Sponsors for this event:

IHR Certifications
Are you becoming an industry expert?    Each One Hour Webcast on is reviewed and can qualify for an Institute for Human Resources credit.    The Institute for Human Resources Certification Program provides HR Professionals with an opportunity to specialize in one vertical or domain, making them an Industry Expert.   Each of’s webcasts are reviewed and evaluated against the verticals/domains criteria, and one credit hour can be applied to the appropriate vertical or domain.   For more information regarding the IHR Certification Program, please click here or visit:
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