Click the "add event" button to create a listing for your event
Welcome to the Institute for Developing Organizational Leadership Capabilities! A special thank you to our speakers and our attendees for your participation and support. Join us over the next two days for our exciting lineup of informative sessions covering the hot topics and trends surrounding the Developing Organizational Leadership Capabilities community. Amy Niras, Community Facilitator and Advisory Board member will update you on the Institute's accomplishments thus far and will highlight the event calendar this year.
During this short, 15-minute session, Amy will provide an overview of the certification program (have you signed up yet?) and an update on hours accumulated to date. Find out what you have missed, and what is in store for 2013.
Throughout this session we will:
• Introduce you to the Advisory Board
• Introduce you to the Institute and the Certification program
• Offer an opportunity for YOU to host an educational session and educate your peers
• Learn why this Institute is important to the Leadership Industry and how you can contribute to its success
The purpose of this session is to provide you with not only our past accomplishments but 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. In addition, for those of you who have not participated in one of these events in the past, you will be shown how to navigate through the event.
For those with questions regarding the Institute and its content, this is your chance to share your ideas. Don’t forget, this is a great opportunity to converse with our industry experts. Looking forward to your participation!
The emergence of the ‘global business’ model has brought a broader and ‘real time’ approach to leadership in the business climate. The influence of many complex factors has contributed to the increase in task variety and decrease in task accomplishment. Consequently, Human Resource professionals are left to address the question, ‘How do I assist the organization in accomplishing more without taking on more? While, seemingly,easier to move, undefined, tasks into the Human Resource function, the process negates the critical development of leadership roles across a spectrum of organizational disciplines.
The, very, visible practice of delegating ‘people’issues to the HR function absolves organizational managers of the responsibility of leading their functions by way of their ‘people’ skills and relies, heavily, on outcome-based management. The consistency of this practice contributes to the ‘reactionary’ premise in which Human Resource professionals are positioned, making it difficult to assume a strategic posture in which consultation and skill development is provided on people-related issues.
The demands of 21st century management require an integrative approach to people, process and outcome aspects of organizational success. It is the role of Human Resources to move from a ‘reactionary’ mode of operation toward a consultative approach that facilitates the resolution of people and process issues through the use of effective dialogue and collaborative problem solving.
In the end, managers leading people toward effective task accomplishment is one of the strategic roles of a Human Resource professional. This presentation will focus on the ‘Strategic Consultation’ Leadership/Management model in which the focus is on leading by way of consultation. Research and practices gathered from consulting experiences will be presented.
How would you like to work in a place where everyone around you is totally engaged and contributing to their full intellectual capacity, a place where people are healthier and happier because they feel like they have control over their work, a place where each person views themselves as a leader, and a place where creativity and innovation are paramount?
Magnetic leaders utilize their magnetic qualities to inspire others to be the best they can be and to perform at optimal levels. They are a contagious force that clearly knows how to set the direction for their team or organization. They are able to clearly, concisely and consistently communicate the plan so that individuals become engaged and empowered to perform at their best individually and as a team.
A magnetic leader understands a T.E.A.M. brings out the best in everyone because:
Together Everyone Achieves More
In this session Dianne Durkin explores the qualities of magnetic leaders and outlines the 10 critical steps for individuals to evolve into magnetic leaders. The steps include defining a clear vision, understanding individual leadership styles, tracking leader progress, recruiting and retaining the right individuals, appreciating and rewarding your employees, inspiring your team, prioritizing your change efforts, and other steps. Ms. Durkin will address tools to be utilized, as well as action items for leaders. Attendees will leave with valuable questions to ask themselves to improve their organization!
Tune in as Dianne Durkin shares these valuable tools to fuel your transformation to a very powerful and effective magnetic leader!
For too long, leaders have buried their heads in the sand ignoring the impending talent shortage, and we’re now in the 11th hour. “Awaken the Sleeping Giants” evokes more than a sense of urgency. It compels HR Professionals to redefine their own roles and responsibilities in the Boardroom.
In this 1 hour webinar HR professionals will learn the implications and consequences of inaction, step out of their comfort zone and wake-up the leaders inside their organizations. To do so means partaking in company direction, strategy and corporate culture development.
Awaken the Sleeping Giants delivers a comprehensive look at businesses which are in the midst of changing ownerships and those going through leadership change. A “power and decision making” vacuum is developing at a time when strategic and directional decisions are needed most. In the past leaders dealt with finding the right markets, establishing processes, improving quality and ensuring that employees had what they needed to complete their tasks. Going forward, the focus will be on developing the 5 elements of “the Attraction Factor” in order to keep the talent pool involved, inspired and engaged.
Learn about how to equip your organization with “the Attraction Factor.” Organizations who are intent on surviving past the next decade will need to be ready. If they sit idle, they soon will be unable to deliver on quality and reliable services. HR Professionals will learn that they are not alone as most leaders know that there are challenges ahead and have heard about a pending talent shortage. This webinar will help HR professionals take a new position to “stand in the gap”, understand what it will take to incorporate the Attraction Factor, and help their leaders in ways they have not had to before.
Does your organization have a purpose? Or do you just sell stuff?
How would your team answer?
The words selling and noble are rarely seen together. Most people believe that money is the primary motivator for top sales people and that doing good by the world runs a distant second. That belief is wrong.
A single interview with a top performing biotech salesperson led sales leadership expert Lisa Earle McLeod on a six-year quest to uncover what goes on inside the minds of top performers and how leaders can replicate that mindset across their organizations.
The implications extend beyond sales, into every facet of leadership, particularly HR.
McLeod discovered that salespeople who sold with noble purpose - who truly wanted to make a difference to their customers - consistently outsold salespeople who are primarily focused on sales targets and money.
More than 10,000 in the field with top performers from organizations like Apple, Kimberly-Clark and Pfizer, revealed that a Noble Sales Purpose (NSP) is the difference between an organization that’s merely effective and one that’s truly outstanding.
In this compelling 60-minute webinar you’ll learn:
· How HR leaders can help sales teams create a Noble Sales Purpose (NSP)
· How to teach sales leaders to use NSP to increase their win rate
· Why most field managers unknowingly sabotage NSP, and how HR managers can prevent this from happening
· The magic question that gets even mediocre people thinking like top-tier performers.
Selling with Noble Purpose will help you, help your team drive revenue and do work that makes you proud.
No one has ever produced a widely accepted universal set of traits which differentiate a good leader or that are required to be a great leader, from a poor leader. This is despite many attempts with instruments ranging from the Myers-Briggs Type Indicator to the widely accepted Five Factor model. It was thought that a good personality model would provide the evidence to show that certain traits made good leaders. However, they have shown the opposite: good and bad leaders come from all traits and “types”. What actually distinguishes good, great and bad leaders is their ability to motivate themselves and others.
Understanding human motivations is the key to helping yourself and others be “the best leaders they can be”, because it is the alignment of motivation with leadership which is “authentic leadership”. But to be able to understand, predict, consciously develop or assess human motivation requires a good theory and resulting model around human motivation, and if it is good it will explain motivation beyond humans. This session will present and describe a holistic model of fundamental human motivation, and the four authentic leadership styles.
Purpose of the webinar. To help you understand authentic (real) leadership in order to help attendees more consciously develop and practice it.
This webinar will address a number of core questions around motivation and authentic leadership:
1) What is motivation and how important is it in our lives?
2) Why model this level rather than some other level of the mind, such as needs?
3) Does money or do bonuses motivate, if not what does?
4) How can a universal model of human motivation be constructed?
5) What is the difference between management and leadership, if there is a difference?
6) Are leaders born or bred?
7) What is the empirical evidence for the best leadership styles?
8) What is authentic leadership?
9) What are the four styles of authentic leadership?
10) Who are examples of authentic leaders?
11) How can people improve my authentic leadership?
In the Colonial age, American merchant mariners had a puzzle to solve. Why was it taking merchant ships several weeks longer to reach New York from England than it took to reach Newport, Rhode Island from the same point of departure in England?
Benjamin Franklin solved this puzzle in 1777, by charting the Gulfstream current between New York and London. His recognition of the invisible patterns of movement led to a series of insights about prevailing ocean currents. Now, we understand what propels them, how to chart them, and how to harness them. Ocean voyagers are no longer victims of unseen forces, and can navigate in a way that takes advantage of favorable currents, and avoids currents that may take them off course.
Organizations have prevailing currents too, but most remain uncharted. As a result, efforts to improve performance, increase engagement, or reduce conflict are often “taken off course” by indiscernible forces Leaders don’t really understand. Like voyagers from the past, Leaders are forced to spend a lot of time and energy negotiating uncharted waters…and seldom reach their desired destination or outcome.
This presentation will show that Leaders don’t have to keep sailing around in circles. Join Dan Danner and Gordon Carter as they explore over thirty years of research that has provided a series of insights about prevailing organizational currents, or what is commonly referred to as “organizational culture”. This session will introduce a simple, but powerful tool “THE COMPETING VALUES FRAMEWORK” to help your organization develop a deeper understanding of its culture, and the influence it exerts on overall organizational performance. The ultimate goal is to help Leaders gain the tools necessary to solve the people puzzle.
Learn how to connect and persuade through narrative in this dynamic and interactive presentation that explores the reasons why a story is such a powerful and necessary tool to master. The presentation will cover story structure, how information is stored and recalled, as well as practical tools and tips to improve story-telling and ultimately your overall presentation skills. The ability to tell a story so there is an emotional connection will help Leaders create connections not only with their colleagues and employees but with their customers as well. The valuable lessons learned will become second nature and subconsciously weaved into all facets of your business life.
"Stories teach, model, unite and motivate by transporting audiences emotionally. They are the most effective form of human communication....and the most effective way of translating ideas into actions." - Peter Guber, CEO, Mandalay Entertainment
Utilizing the Connect Through Narrative philosophies, discover how you can:
* Create a strong connection with your audience
* Empower Individuals to take action
* Build Relationships, earn trust, develop strong team dynamic
* Make the Facts you consider important more memorable
* Convey your honesty and passion
* Control the delivery of your content and prioritize its' importance
* Create a memorable structure and theme
* Master physical skills by connecting through your eyes, mirroring, raising or lowering status and illustrating with movement
* Master voice impact through volume, rate, pitch, tone and inflection
These Skills Enhance:
* Leadership Development
* New Business Generation
* Client and Employee Retention
* Employee Engagement
* Knowledge Transfer
"People will forget what you said, people will forget what you did, but people will never forget how you made them feel." - Maya Angelou
We often hear that developing one’s "personal brand" is imperative as part of both professional and overall leadership development. If we use a lens where "personal brand" is analogous to our favourite consumer brands, we can mostly agree that we expect the packaging, attributes and features of these brands to remain consistent and reliable over time. This consistency creates a sense of comfort and predictability.
Conversely, we might all agree that Leadership is a lifelong journey of continuous learning, growth, and change. That being said, the taxonomy “personal brand” is seemingly out of sync with how many of us view Leadership Development.
However, “Cultivating your Leadership Voice” is about developing and sharing your personal knowledge, skills, abilities, experience and character and ultimately the story of your journey (your “Song Sheet”), and how it should evolve over time.
In this session, we will start with a brief comparison of the ever-changing landscape of the workplace and personal success factors in the “then” and “now”. We will then explore the roots of how one would define personal character and the critical role this plays in the workplace. Debra will then demonstrate this as a component of your "Leadership Voice". She will illustrate a one-life approach to show that your Leadership Voice knows no bounds – not limited by work vs. life, as well as examining the other components to focus on to help create your “Song Sheet”. Finally, Debra will provide an outline of the next steps in order to strengthen your “voice” through a unique and simple “one-life” plan.