Why do companies like Pfizer, Facebook, Hilton, Disney, eBay, Paypal, EA Sports, Cisco and Microsoft invest in Strengths-based development? For over 40 years, Gallup has identified that focusing on “natural talents” or your own “strengths” shows the greatest correlation to the most positive business outcomes:
• 50% more likely to have low employee turnover
• 38% more likely to be high-productivity teams
• 44% more likely to earn high customer satisfaction scores*
* TMBC / ** Gallup
But so few of us do! This inspirational webinar will provide participants with the answers to the following questions:
• WHY should I should focus on your Strengths and the Strengths of those around me?
• HOW do I learn to focus on Strengths and incorporate it into my daily routine?
• WHAT insights are available for me to ACCELERATE performance at my organization?
Do you wish you could get someone to get inside your employee’s minds and remove their negative self-limiting thoughts and self-sabotaging behaviors that are affecting your bottom line? Now you can. This training takes complex leadership issues and breaks them into practical, step by step tools to help executives learn to become positive, success based thinkers. As a CEO or manager, it's often pretty clear why one person is a superstar and another. It's what's inside their head that makes the difference. Join top emotional intelligence expert and Neapolitan American Business Woman of the Year Jenny Craig, LCSW, BCD as she teaches the practical leadership development tools.
Because life is not a multiple choice test, if you want to know if someone can cut it as a frontline leader, you need to see that individual in action. And that means action as a leader. Too often, first-time managers are promoted because they’re good at what they do in a technical role—yet they lack formal leadership experience and are often left to sink or swim and figure out how to manage people.
Wouldn’t it be great to observe your would-be leaders in real-world situations to evaluate their preparedness and diagnose existing skills gaps before they advance to the front lines?
Join this live demonstration of DDI’s Manager Ready® behavioral assessment to understand how it provides the insight you need to truly know who is ready AND what leadership skills gaps they possess. This demo will show you how participants are given real-world situations to which they must respond using behaviors they would demonstrate on-the-job. And we’ll explain how trained assessors observe and evaluate more than 900 behaviors, across nine critical frontline leadership competencies.
Finally, we will show you how Manager Ready® not only provides you and your frontline leaders with deep insight into specific, need-to-improve leadership behaviors, it also helps guide them through the development planning process via access to development tools and a variety of individual and group feedback options.
Now there is a way for leaders at all levels to develop unwavering optimism, personal magnetism, and unshakeable sense of self-confidence to make remarkable results happen.
When you LEAD POSITIVE you zoom in on what is strong, valuable, and possible. What you see, say, and do inspires those around you to walk together toward a new positive direction. While conventional approaches focus on showing leaders how to acquire industry expertise, strategic capability, and operational savvy, LEAD POSITIVE is an internal development process that zeros in on transforming what the leader sees, says, and does. In short, this approach helps leaders to shift internally so they can excel externally.
During this hour-long webinar, Dr. Kathy Cramer, author of Lead Positive: What Highly Effective Leaders See, Say, and Do and founder of Asset-Based Thinking, will present recent findings in neuroscience and positive psychology together with the experiences of exemplary leaders to make these motivational leadership strategies come alive.
Highly engaged employees help to build and sustain a culture where people want to work and are excited to deliver great results. In return, employees have a positive impact on our relationships with customers, suppliers and communities. At Ingersoll Rand, they understand, appreciate and embrace their differences and use these strengths to continuously improve their business. In 2012, Ingersoll Rand rapidly deployed The Ingersoll Rand Leader: Engaging Your Employees (EYE) training to a global audience and found that leaders attending the training session had an increase in engagement scores two times higher than their counterparts who did not attend the program. To enhance the support the managers, the company also created an on-line and simple support site that highlighted just a few critical tools and activities managers could take, aligned with content from EYE. To leverage the leader’s role in engagement, they also worked to improve engagement by providing coaching to help managers engage employees on what matters most to them and focus local accountability to drive more tailored and meaningful actions.
In this session, learn more about Ingersoll Rand’s efforts to grow engagement, hear more about the crucial role played by leaders, and how their formula for success could be applied inside your organization.
The research is definitive; engaged employees are more productive. So, how do you engage employees? It is simple, through authentic leadership. An authentic leader has the passion and capability to transparently engage, motivate and move people toward the achievement of shared goals. There is considerable information that describes authentic leadership but, precious little about how to develop and demonstrate it. To guide your development of authentic leadership we assembled a three-part system called the Authentic Leadership Framework™ that includes- character, context and competency. With each of these components fully developed and demonstrated, your authentic leadership ability will engage employees, directly affecting the bottom line.
How often have you heard: “I wish my boss would take this training!” Most first-time leaders lack formal leadership experience and are often left to sink or swim without strong role models or much help from their direct boss. How can you build the skills of managers so they can better support the development of their direct reports? How can you gain buy-in and involve them to help model and reinforce skills to boost “stickiness”? Join this webcast where we’ll present ways managers can engage, excite, and encourage leadership development, as well as steps to build shared responsibility and accountability between the leader and his or her manager.
Do you have a cookie-cutter approach to leadership development? How do you sustain learning beyond the classroom? You can transform your training events into Learning Journeys to increase “stickiness” and help develop your leaders in a more engaging way through a thoughtful blend of formal and informal learning, and application opportunities. With best practices and case studies, learn what Learning Journeys are, what to keep in mind when designing them, and how they work to extend learning beyond the classroom to create a culture of continuous learning. Find out how Learning Journeys result in behavior change and ultimately better business results.
Are you getting the most out of your development plans? Research shows that only 45% of leaders plan their development with their managers—and data also shows that only half of these formal development plans are effective. How can leaders work on closing their skill gaps without knowing what exactly needs to be developed?
Learn how to prepare “ready-now” leaders with an effective development planning process that is focused on high-payoff areas to support the organization’s current and future needs. This webcast will provide best practices and tools to help create effective and meaningful development plans that ensure growth and development occurs.
Being good at what you do typically leads to a well-deserved promotion, but we all know that a leadership role requires so much more than just technical expertise. Learn how to prepare technical experts to become “ready-now” leaders and set them up to be successful first-time managers.
Join our 4-part webcast series and get 4 steps to get the right talent ready to take on the challenges of a frontline leader. In this first session, we will share research, best practices, and sample case studies to ensure you are looking past the technical skills and using the appropriate tools to eliminate blind spots and make the best selection and promotion decisions for your first-time or frontline leaders.