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.

No one individual controls workplace culture, yet many HR professionals are expected to take ownership of it. When culture is good, there isn’t much of a concern, but when culture turns toxic—that’s where things can get ugly. Toxic cultures cost employers money and create difficult working conditions for all employees. From absenteeism, to employee turnover, low morale, decreased productivity, and inferior work, we all suffer the consequences of weak organizational cultures.

Join Jostle CEO Brad Palmer and Leadership Expert and co-author of Humanize, Jamie Notter for a 60 minute webinar and learn: How to identify the symptoms of a toxic workplace; how to strengthen culture by connecting to human values; how technology can play a role; and how to change culture step-by-step.

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.

This presentation features the best practices of high performance, values-aligned organizations. Most senior leaders put more thought into their products and services than their company’s culture, yet culture drives everything that happens in their organizations.

Executive consultant S. Chris Edmonds shares insights, examples, and case studies proving that when values and behaviors are as important as results, performance improves, morale improves, and customer service skyrockets.

A senior executive of one culture client told Chris, “I used to see my job as managing results and processes. Now I see my job as managing people’s energy.”

When an organization’s culture treats employees with the highest regard, those employees willingly apply their skills towards goal accomplishment & customer service.

This webinar will help you define quality of hire for your particular organization. As a strategic outlook, quality of hire involves much more than just the hiring process. People leave an organization for various reasons. By understanding how your talent management support structure impacts the employee throughout their tenure, will give you additional ideas on how to measure your quality of hire.

We will look at utilizing 360 degree feedback at intervals to enhance the measuring of QOH. In addition, this feedback can be used to measure the impact on your employees and organization with regards to your on-boarding, training, recruiting, performance management, career development, engagement and retention. We will look at how to utilize “victory fees” which pays out on internal recruiters based on retention and performance (Note that is and not or.)

This session is an overview and introduction to Motivation-Based Interviewing. MBI is a 15 year-old interviewing method specifically designed for identifying and hiring high achievers. Traditional behavior-based interviewing focuses almost solely on an applicant's level of skill. This approach has a long history of producing hit-and-miss hiring results. Why? Because it takes more than just skill to succeed! MBI assesses all 3 of the components common to top performers that enable them to achieve above-average results, yet requires no extra interviewing time. The 3 components MBI assesses are - skill, attitude and passion! Please note, this session includes a powerful video that’s not available in an archived version.

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.

This session will identify why so many business acquisitions fail to create value. But it will also describe the Leadership Role that HR can assume to improve the odds of success.

Integrating two businesses demands solid Leadership to capitalize on synergies and drive the value of the new entity to more than the sum of the separate businesses. Yet, this will only happen when employees across the combined company are motivated to blend the best of the once separate businesses. Creating that motivation is a huge task, and HR has the skills necessary to play a major role in such transactions.