Upcoming Webcasts

Leadership is the most overanalyzed, thoroughly dissected, and utterly confused topic in business. The expectations that leaders are held to have become so inflated that practically no one can categorically quality as a “leader” anymore. Leaders are expected to be bold and calculated, passionate and reasonable, rational and emotional, confident and humble, driven and patient, strategic and tactical, competitive and cooperative, principled and flexible. Of course, it is possible to be all of those things…if you’re God!

The problem is that the ever-growing and ever-changing list of leadership criteria causes people to opt-out of the chance to lead. And those who do choose to lead doubt themselves.

Open-door Leadership involves aligning the needs of the organization with the career aspirations of the people you lead. People and organizations grow and develop when they intentionally pursue goals and challenges that stretch their skills and test their mettle.

The emergence of the ‘global business’ model has brought a broader and ‘real time’ approach to leadership in the business climate. The influence of many complex factors has contributed to the increase in task variety and decrease in task accomplishment. Consequently, Human Resource professionals are left to address the question, ‘How do I assist the organization in accomplishing more without taking on more? While, seemingly, easier to move, undefined, tasks into the Human Resource function, the process negates the critical development of leadership roles across a spectrum of organizational disciplines This presentation will focus on the ‘Strategic Consultation’ Leadership/Management model in which the focus is on leading by way of consultation. Research and practices gathered from consulting experiences will be presented.

“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.

Most people believe that money is the primary motivator for top sales people and that doing good by the world runs a distant second. That belief is wrong.

Sales leadership expert Lisa Earle McLeod spent 10,000 in the field, studying top performers from organizations like Apple, Kimberly-Clark, and Pfizer.

McLeod discovered that salespeople who sell with noble purpose - who truly want to make a difference to customers - consistently outsell salespeople who are primarily focused on sales targets and money.

In this webinar you’ll learn:

• Why Noble Sales Purpose (NSP) is the difference between an organization that’s merely effective and one that’s truly outstanding.
• How HR managers can help your sales team create a Noble Sales Purpose (NSP)
• How most managers unknowingly sabotage NSP, and how HR training can prevent that from happening.

No one has ever produced a widely accepted universal set of traits which differentiate a good leader or that are required to be a great leader, from a poor leader, despite many attempts. It was thought that a good personality model would provide the evidence to show that certain traits made good leaders. However, they have shown the opposite: good and bad leaders come from all traits. What actually distinguishes good and bad leaders is the ability to motivate themselves and others.

Understanding human motivations is the key to helping ourselves be “the best leaders they can be”, because it is the alignment of motivation with leadership which is “authentic leadership”. This webinar will provide a fundamental model of motivation in order to help attendees consciously develop it in themselves and others.

We often hear that developing one’s "personal brand" is imperative as part of professional/leadership development. If we use a lens where "personal brand" is analogous to our favourite consumer brands, we can mostly agree that we expect the packaging, attributes, features of these brands to remain consistent and reliable over time.

Conversely, we might all agree that Leadership is a lifelong journey of continuous learning, growth, and change. That being said, the taxonomy “personal brand” is seemingly out of sync with how many of us view Leadership Development.

However, “Cultivating your Leadership Voice” is about developing and sharing your personal knowledge, skills, abilities, experience and character- and ultimately the story of your journey (your “Song Sheet”), and how it evolves over time.

We will discover how we can do that in this session.

Did you know that within the first 48 hours of your employees attending a traditional training or learning event, their knowledge retention drops to 33 percent? Did you also know that research now shows that nearly 80 percent of learning in the workplace takes place informally? So why are training departments still spending the vast majority of their budgets on formal training efforts? Informal Learning has become all the rage over the past 5 years in the Learning and Development industry. As we’ve taken a closer look at this powerful discipline we’ve learned that Informal learning can actually be “formalized”, tracked, measured, and implemented through Performance Support. This session will address the methodologies behind designing, implementing, and maintaining effective Performance Support (learning while doing), and how it is now, more than ever, all around us!

A growing realization that too many strategic development intentions quickly become ill-fitting and cumbersome, out of date and even misleading, has led to the realization that more dynamic cost-effective processes are needed in today’s competitive and demanding business environments. As a consequence and with foresight, G-ACUA, led by Chairman Richard Dealtry, has resourced and developed open management processes that are more suitable and befitting for success in these rapidly and persistently changing contexts. A rigorous search for high return on investment practice solutions, based upon a unique combination of quantum theory and high level concept corporate university thinking, has resulted in the world’s first holistic reality HR strategic management program that optimizes HR portfolio resource decisions and their timely management with the expectations of shareholders. How this exciting and important outcome was accomplished will be defined at this event and the path to the acquisition of related disciplines will be described.

Lots of organizations do leadership development. Some do it well, some not-so-well. But even those who do it well often fall short of the full impact that the program could potentially have. Some organizations fall short by outsourcing leadership development to outside providers who impose their own narrow leadership template. Others fall short by delivering tired content and retread ideas. The key is to build a program that fits your organization’s culture and honors its history, while leveraging best leadership practices from inside and outside your organization. This webinar will draw on the case study of a $4.5 billion dollar construction company that supercharged its leadership development efforts and, as a result, grew while nearly all of its competitors were shrinking during the Great Recession. Regardless of the content and features your program currently uses, durng this webinar you’ll learn new ways to “supercharge” your program so that participants come away fully engaged and ready to lead.