Research shows that emotional intelligence is more important than IQ or technical expertise in the business world. When it comes to accomplishing goals, spurring innovation and developing stronger competitive positions, employees’ ability to collaborate effectively is paramount, and people with a high EQ have proven to be the most effective collaborators in the workplace.
The business case for EQ is clear:
An insurance company found the average policy value sold by agents with high EQ was twice that of agents with low EQ.
A study of 500 executive search candidates identified emotional competence as a better predictor of placement success than intelligence or prior experience.
A consumer products company found a “strong relationship” between superior performing leaders and emotional competence.
This interactive, online event will improve individual and organizational EQ.
Participants will learn:
The latest research on emotional intelligence and its connection to performance
In a 2013 survey by Bersin by Deloitte, 57% of HR professionals said they plan to purchase new software within the next 18 months. Some of these buyers are bound to face a few challenges during the implementation phase. For many more, the real challenge will begin after the software goes live: getting teammates — and, in many cases, the employee population at large — to actually use the software.
Whether you’re purchasing new HR software or seeking to enhance utilization of your current solutions, we’ll address seven of the most important factors that increase user adoption. During this webinar you’ll learn the following three things and more:
How high adoption ensures a positive ROI and enhances HR’s credibility as an information hub
How involving employees in compensation, career development and learning initiatives help increase adoption
Why the whole point of HR software is to help you improve the ways you serve your organizations
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.
A confluence of factors including globalization, diverse demographics, new technologies (“web social media voice”) and Gen Y entering the workforce, has created an environment where leadership style and skills must quickly evolve. Employees have an increasing desire and need to participate, be heard, and contribute to the overall business. This has created an inversion of power within the workplace and business leaders need to swiftly adapt to this heightened level of democratization to accommodate this new corporate dynamic and leverage for improved business results. Shirley Engelmeier, author of Inclusion: The New Competitive Business Advantage and CEO of InclusionINC, will discuss why a different kind of leadership is now required to succeed, define the traits and behaviors of an inclusive leader and provide tactics and tools to help them become effective leaders.
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.
“Awaken the Sleeping Giants” poignantly speaks to the pivotal role HR plays at this crucial time. Through a deeper understanding of the upcoming talent shortage and its future implications, HR will be compelled to claim their place at the boardroom table. It will mean partaking in company direction, strategy and equipping the corporate culture with the “Attraction Factor”. HR will have to “stand in the gap” to create a sea-change in thinking, new levels of conscious intention and developing company culture by design rather than by default.
This powerful talk is a must-attend for HR Professionals interested in their organization’s survival.
The shortest distance between two points is a straight line. In the business world, however, the only absolute is the starting point and the line is never straight. Navigating your way to success requires a solid team of employees and a solid strategy. Organizational planning means knowing who you have, how they’re helping or hurting your business’s growth, and the best way to align them to realize your company objectives.
This process of evaluating and re-evaluating talent helps organizations identify gaps and redundancies, manage workforce changes more effectively, and increase productivity. In short, organizational planning keeps businesses moving forward while also preparing them for the road ahead.
THIS IS A DEMO - NO CERTIFICATION CREDIT WILL BE GIVEN.
Building a staff of well-recruited, well-trained employees is only the beginning of your company’s journey. Things change – constantly. And being able to deal with that change and emerge a better organization is the goal of any business.
To do so you need to know where your top performers are within your organization, what characteristics make them your leaders, and how to strategically position them alongside the rest of your people to get the most out of everybody.
It’s hard to identify strong employees without first being able to visualize your entire workforce. That’s why having an organizational structure is step one. When a defined hierarchy is in place, usually in the form of an organizational chart, employees know who does what and who reports to whom. It also makes the company better prepared to make staffing decisions that improve operational efficiency and spur growth.
A thoroughly refined organizational structure can also provide guidance when it comes to handing out promotions, crafting development plans, and managing other employee changes.
No matter how hard you look at your org chart, you won’t glean much from names, titles and reporting relationships alone. You need pertinent workforce metrics and lots of them. This information allows you to identify employees who are helping you achieve your goals, those who may need a gentle push in the right direction, and those who are keeping your company from achieving ideal success.
Now that you’ve pinpointed the cream of your company crop, you can make well-informed decisions regarding where they fit into the organizational structure. And when things inevitably get shaken up, you’ll be better prepared to handle it.
Diversity and inclusion efforts can play a positive role in a firm's culture but many organizations today are learning that their diversity and inclusion investments of time and money have not taken them very far. Liken this to the driver who has the gas pedal to the floor while tapping the brakes. Unfortunately, the blame for this underwhelming performance often ends up at the Human Resources department's doorstep. Attendees of this webinar will learn where this hidden resistance is coming from and what to do to remove it. An understanding of the unconscious bias will allow their companies to reap the full benefits from their diversity and inclusion efforts.
Today’s companies are placing a much higher emphasis on the ability to be creative and innovative in order to move ahead in this economy. They are eagerly looking at ways people, tools and techniques can spark a rebound that gives them a competitive edge. Making innovation and creativity a key cultural value is a goal of any highly effective organization. HR can play a crucial leadership role in helping to get there.
In this lively session, participants will learn how to increase the creative intelligence of their organizations in order to stay ahead of the competition. Participants will come away with new insights, fresh perspectives, and actionable steps to make creativity and innovation meaningful cultural values within their own organizations.