Organizational Strategic Plans are calling for talent to deliver on aggressive agendas with limited resources in a whole new set of work realities. It is vital that HR professionals adopt a whole new approach in regards to ensuring that human resources are able to deliver on the strategic goals of the organization.
Join Cy Wakeman, New York Times bestselling author and blogger, in this session where she’ll introduce a revolutionary new performance metric for quantifying employee value to the organization. Cy will reveal five groundbreaking findings, “New Rules of the Workplace” that call for HR to completely change its approach to managing change, measuring performance, and creating engagement to truly support business missions and strategies.
Performance management systems are predominately built on the models developed over 100 years ago by Frederick Taylor using his Scientific Management Principles. Times have changed and today’s workplace requires educated employees to work in teams on complex issues in a rapidly changing environment.
Today’s HR Practitioners are custodians of this 100 year old system built by an Engineer for a different time and different needs.
Based on 15 years of research and practice, the presentation shares findings on how new principles, models and systems have been developed that have delivered significant and measurable benefits to employees and businesses.
The audience will come to understand why today's performance management systems continue to fail and learn how build systems based on new principles and models that have been proven to better suit the needs of a modern workforce.
When you think about it, what isn't changing? Industries, organizations, jobs, work, and even people's expectations are shifting. So it's only to be expected that learning will also adapt to meet the needs of all the change around us. This webinar will explore a broad range of topics such as:
• Social learning and how it will continue to evolve to meet new social technologies
• What the Kahn Academy could mean for corporate learning
• The role of accreditation in providing "trophies" to the next generation of learning
• Eight strategies for accelerating development of new employees as experienced employees leave the workplace
• Augmented reality and the implication for just-in-time learning
And in the spirit of social learning, YOU are the content. Bring your ideas to the table to collaborate on understanding the future of learning.
Create a positive emotional experience in your day to day business and make your competition irrelevant.
Can your business sustain itself by competing on price alone? Have you cut your overhead and profit down to next to nothing and still find it hard to compete? Find out how to differentiate your company through creating a positive emotional experience instead of a reliable transaction. Find out how to tap into the intangible, emotional side of business to make your company stand out. Find out how to increase business opportunities without cutting cost. Look at case studies where companies have implemented emotional intelligence principles as a strategic initiative to improve business. You will leave with not only the principles, but practical ideas to implement the very next day!
To maximize the effectiveness of your Leadership Development, you should be able to objectively evaluate your leadership strengths and opportunities for development, develop an actionable Individual Development Plan (IDP), and execute on that plan over the long-term. The Own Your Leadership workshop will provide participants with a pragmatic approach and engaging tools to support your Leadership growth.
Participants will complete the Leadership Skills Profile (LSP). Completion of the LSP will give each participant an objective measurement of their leadership strengths & opportunities for development.
To access the LSP click here: http://www.sigmaleader.com/workshop/lsp.aspx?WS=A8CDCFCECCD2CECFD2CECEF6CFF6CFF6
Leadership Skills Profile – Focus Report – Each participant will receive a detailed Focus Report that contains customized development feedback on competencies relevant to Leadership success
LSP – Development Guide – As a companion to the Focus Report, the Development Guide takes you through a structured approach for reviewing your Focus Report results, identifying priorities, and developing a detailed Individual Development Plan (IDP).
The research is crystal clear: employees who work for GREAT bosses are happier than those who work for lousy or even "OK" bosses. They serve customers better, bring ideas for improving processes and services, and team more effectively with their colleagues.
This engaging content describes proven best practices of GREAT bosses in five areas:
o Growth - GREAT bosses create avenues for team members to extend their contributions through new approaches, new skills, and new opportunities
o Relationships - GREAT bosses build positive relationships with and among team members, based on shared values and common goals.
o Excellence - GREAT bosses set clear performance expectations and coach team members to exceed them daily.
o Accountability - GREAT bosses apply fair and consistent consequences to ensure team members do what they say they will do.
o Teamwork - GREAT bosses create a culture of cooperative interaction on their team; that maintains trust and respect more than competitive interaction does.
To download Pre-Session Assessment: http://drtc.me/gba-1
Do you have more than one boss? Do you collaborate with people who are in different functions and locations? Learn how to develop the matrix mindset for success.
In this webinar session, Kevan Hall, CEO of Global Integration (www.global-integration.com) and author of "Making the Matrix Work: How Matrix Managers Engage People and Cut Through Complexity" will identify some of the key challenges with working in a matrix organization.
Based on his work with over 300 major multinationals in more than 40 countries, his time as a corporate line manager leading teams in HR, manufacturing operations and strategic and market planning and his experiences managing his own cross-cultural and remote organization with clients and suppliers around the world, Kevan will introduce challenging but practical ideas for succeeding in this more complex world.
True workplace diversity initiatives encompass not only skin color, but generational diversity as well. In this webcast, we journey through a brief history of work to understand the mindsets of today’s professionals and how past experiences have shaped our present world of work. We will learn what really is behind the perceived notion of workplace generational differences. With this understanding, we will outline a communication strategy for effective team development, identify methods to increase mutual loyalty and trust, and offer suggestions for inter-generational management. We will discuss workplace culture and how organizational structures will change over time. Finally, we will examine parts of the Young Professional Readiness Checklist, which measures organizations in their preparation for attracting, retaining, and working with young professionals.
Why do highly motivated people with natural strengths, and who tirelessly dedicate themselves to excellence, fall short of great performance? Why do companies with talent, strong missions, clear strategy, good intentions, and financial pressure to perform, underachieve?
For the last ten years we’ve been working on those questions. We surveyed 7,869 people on 506 teams in 2,088 organizations. We studied behavior, recorded what we saw, and taught thousands more as we tested our theories. Along the way it became undeniably clear that each element of the formula for maximum achievement is altered by a single catalyst: confidence.
Who people are created, desire, work, and even destined to be are so powerfully influenced by confidence that performance either fades into a weak imitation of what’s possible, or delivers precisely what the scientific formula for success is designed to do.
Just 10% of the U.S. workforce is fully engaged according to a March study conducted by Modern Survey and a whopping 32% of employees are disengaged across the United States.
Yes, employee disengagement is at its highest levels since Modern Survey began measuring it in 2007. The news isn't all doom and gloom though. There are some industries that are able to engage their employees at significantly higher levels than the rest of the US workforce.
Drawing from Modern Survey’s twice annual United States Employee Engagement Study, learn how these industries are better able to reach and engage their employees and what you can do to emulate them.
This webinar will teach HR professionals more about the best and worst engaging industries and how to leverage the engagement equation as Modern Survey's president, Don MacPherson, dives into Modern Survey's United States Employee Engagement Study.