Upcoming Webcasts

Organizations are increasingly dependent on the passion, creativity, energy and engagement of Technical Professionals – those expert employees in finance, R&D, technology or engineering. Technical professionals have their own needs – in terms of how they are led and also in how they learn.
In our experience, technical professionals value a blend of autonomy, achievement, collegial support and sharing, participation in mission and goals, professional identification and keeping current. It takes a highly skilled leader to accommodate those needs and focus individual talents on what the organization needs.

During this webinar Fraser Marlow, the head of research at BlessingWhite, a division of GP Strategies’ will share BlessingWhite’s research findings as well as insights into the challenges, required skills, and learning preferences of technical professionals and those who aspire to lead them. BlessingWhite is a global consulting firm dedicated to creating sustainable high performing organizations based on years of research.

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.

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!

Fifty to 60% of companies fail to achieve their goals and objectives (Source: McKinsey & Co and IBM Global Business Services). What can be done about this and whose responsibility is it to see that the situation improves? The first question is why does this happen with the answer being because employees don’t know what they need to do to help the company achieve its goals and objectives, and/or because they are too preoccupied with personal issues to do what is expected of them. The responsibility for this rests with the CEO, however he or she can’t do what is needed alone. While Human Resources should be the obvious choice to address this problem it is not viewed as a “line” function as often as it is “staff”, and as a result, they are not called upon to help with goal achievement. This presentation discusses both the problem (why companies fail to achieve their goals and objectives) as well as what HR can do to gain the trust of senior management regarding their contribution to the overall effort.

Winning organizations have learned that continuous learning is a key to attracting and retaining the very best talent. Additionally, employees in a constant state of learning are dramatically better at coping with organizational change. Everyday mentoring— training on the run, not just in a mentoring program--must become a well-honed skill of every leader. Mentoring happens anytime someone tries to teach other person something important. Whether boss to employee, peer to peer, or associate to supervisor, mentoring is the process by which people use a partnership relationship to convey their wisdom to another in a manner it is likely to be valued, integrated and applied. This session will provide contemporary insight into ways HR Managers can facilitate discovery and insight to create better overall employee performance. This session will also focus on what the HR department can do to help foster a Mentoring environment in their organization.

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.