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 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.

Are you a leader? Based upon the title, you already know not to take the bait. Some of you know you are a leader because you are a supervisor, manager, director, VP, or are a member of the C-Suite. Is it possible to hold one of those positions and not be a leader? Granted, it probably isn’t. The question then becomes: Is it possible to hold one of those positions and be a bad leader? The definition of leadership, by John Maxwell, is only one word: Influence. If you lead someone, you by the very nature of the word are trying to motivate other people to go in a particular direction. It’s that simple. I am proposing that if you want to lead people, you want to influence them. If you want to influence them, you have to think of ways to do that. However, within that simplicity was a crucial principle that too many leaders seem to forget, with crushing consequences. The gem is that people grant you the authority to lead them, or better said, they grant you the power to influence them. This webinar will summarize all of the major components of leadership, as well as list the “taboos” of leadership failures. Even after decades of research and discussion, leaders still commit the seven deadly sins. We need to hold ourselves accountable as leaders and not be surprised when things go awry when we fail to heed these warnings.

Evidence that change is needed right now is apparent as recent studies show on average up to two thirds of employees are dissatisfied with their jobs. This is an alarming statistic for many leaders as the implications for retaining talent and sustaining business outcomes could well be threatened as employees begin to “escape” as the economy begins to recover. The presentation veers away from the traditional concept of employee relationships at the level of contract, negotiation and terms and conditions. Instead, it will examine 5 aspects of relationship at work, and develop specific ideas and practical frameworks, which will encourage further exploration and action. These ideas are designed to enable leaders to build on existing good practices, harness the commitment of their employees and improve results, as well as retain talent.

“Profitable Cultures” refers to company culture that facilitates necessary business results while profiting all stakeholders – employees as well as customers and shareholders. In this program, we’ll uncover what's required of leaders in order to cultivate a profitable culture.

More than any other person, it is the leader who sets the culture. Not by what he or she proclaims in an annual all-hands meeting, but through WHO he or she is everyday and HOW he or she engages with others everyday. Who do the members of the organization know their leader to be? How effectively does he or she model the qualities of the desired culture?

Topics covered in this course include:

• Five fundamentals of Profitable Cultures
• Three tools for greater clarity & alignment
• Trust, courage, & leader vulnerability
• Leader intention: what qualities, values, and behaviors must I model for my organization?
• Three components of Skillful Dialogue
• Listening, Curiosity, & Seeking First to Understand

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.