Archived Webcasts and Podcasts

As part of the rich history on the topic of identifying and developing ‘high potential’ employees, literally thousands of books, articles, and research papers have been written. Considering this weight of research, “pet theories” abound, with as many different ideas on how and what to do as there are HR leaders in different organizations. Join Dr. Henryk Krajewski, a recognized leader in BOTH the research and practice of talent assessment and development to share a unifying view of what matters most in selecting – and keeping – the best talent. Dr. Krajewski will distinguish what matters from what doesn’t, dispel popular myths about talent, and help you focus in on winning strategies that will help you attract and retain “differentiated” talent. Specific learning objectives include: • Learning to use compelling “business-language” conversations about the importance of top talent. • Which assessment methods and tests are research supported, and an analysis of those that aren’t. • What empirical research says about the factors proven to attract high potentials. • Gaining knowledge and familiarity with the age-old psychological data that has simply been “recycled” time and time again in popular books re: engagement. • How to use technology to make all of this easier!

Do you have your finger on the pulse of your message? Is it what you intend it to be? Are you connected to the nerve center of the audience...are you calling them to action? Doesn’t matter if it’s it written form or spoken word? Are you connecting to your intended audience, the way in which you want?
This webinar will explore how to make a solid connection with your intended audience, every time you address them. Whether they be front-line staff, management, clients, or prospective employers. It will examine the three key aspects of communication (both written and verbal), explore how to curtail your message for accuracy and detail without error and suggest how to solicit a professional check up as necessary.

Welcome to a workshop that is inspirational and will provide you with information and thought provoking ideas that you can use.

For decades, research and ongoing workplace surveys around the world, have explored what makes companies, leaders and teams great. Analysis of the results show data patterns and identified one question that showed the greatest correlation to the most positive business outcomes:

At work, do you have the chance to do what you do best every day?

This inspirational and informative “Leading from Strengths” event will allow you to understand why investing in Strengths returns the greatest ROI on performance and talent management. It may challenge your thinking and the myths you have likely believed for many years.

The first step in success and performance is to have a solid, highly functioning team at every level of the organization. This means having the right people in the right jobs. Knowing individual’s strengths and areas for development, and being able to maximize these for overall team performance is key. This session is focused on getting the right people by asking the appropriate questions, enticing new hires with a desirable work environment, gaining trust by clearly outlining individual and team responsibilities in achieving the goals, and establishing employee accountability. In this session, HR managers will learn how to get the right people in the right place at the right time.

In an age when even games are “serious” and e-learning audiences increasingly face screens of text with Next buttons, the unexpected can become the unforgettable. Fun is good for learning because it stands out.

Studies show that fun actually promotes learning as elements of novelty evoke wonder and curiosity. It increases engagement and provides safe areas to learn from failure. It’s not fun for fun’s sake. It’s fun for learning’s sake.

In this presentation, see how a parrot and some gadgets increased compliance awareness, how a board game and leader board increased worldwide engagement and collaboration, and how a basketball app improve college preparedness.

In Part 1 of this 2 part presentation, Jeremy Tozer examined a clear strategic role for HR in enabling the creation of the conditions for organizational success. In particular Jeremy examined the role of HR / learning and development in:

• Developing and sustaining organizational leadership capacity as the primary source of strategic competitive advantage.
• Enabling effective development and execution of business strategy and the leadership of change and transformation —this includes ensuring both work alignment and people engagement.

In this second part, Jeremy will give a quick recap of Part 1 and then examine in detail a proven approach to developing this form of collective leadership capability, an approach which also concurrently develops individual leadership behavior and emotional intelligence —an approach which is guaranteed to more than pay for itself with a measurable financial return on investment.

This will be illustrated with detailed and ROI quantified case studies from Cisco, and consulting assignments from across the USA, Asia, Europe and Australasia with other clients such as ABN AMRO, Pfizer, Philips and MCI.

Participants in this webinar should review the archive of Part 1 at this link http://www.hr.com/en/webcasts_events/webcasts/archived_webcasts_and_podcasts/strategic-hr-enabling-leaders-to-drive-strategy-ex_habeg7ec.html

Can you imagine the excitement people would feel coming to work every day to a company where leaders understand that building a sustainable competitive advantage is based on how leaders treat and develop their people?

Servant leadership offers hope to organizations for creating an environment of mutual trust and respect; a workplace where people can discover and reach their potential. A leadership style where leaders focus on creating a winning partnership for the people and the business; creating growth for both the people and the bottom-line. Find out how servant leadership can help your organization build a sustainable competitive advantage.

The presenter brings 38 years of real world experience in the manufacturing industry, including 26 years of senior leadership: Product Manager, Sales & Marketing Manager, VP of Sales & Marketing, VP of Operations and 13 years as President of two manufacturing companies including one with 10 manufacturing facilities in the U.S., England and Mexico. He also started his own consulting firm in April of 2010.

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.

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.

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.