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    P745 Privateweb P745 Privateweb Document Transcript

    • BUILDING THE 21ST CENTURY LEADER: Using Communication and Creativity to Engage High Performing Teams November 16–18, 2009 Arlington, VA COURSE ONE: COURSE TWO: COURSE THREE: Refining Interpersonal Communication Engaging Employees for Greater Using Innovation and Creativity to Drive for Management Excellence Workforce Capacity and Success Organizational Performance • Communicate effectively using • Commit your staff to your • Foster a creative environment simple, concise, direct language organization’s mission • Encourage trust and free-flow and vision • Utilize active listening to anticipate of ideas and avoid misunderstanding • Foster a collaborative culture • Differentiate between strategic and • Determine differences in • Invest in your organization’s most tactical thinking communication styles and behaviors important resource — people www.PerformanceInstitute.org/Leader 1 www.PerformanceInstitute.org/Leader
    • THE PERFORMANCE INSTITUTE’S LEADERSHIP VISION High-performance exists at the intersection of leadership, communication, management and results. For an organization to achieve its goals, leaders must motivate, inspire and harness the talents of its most valuable resource – people. There are innate and intangible qualities that define leadership, but to achieve excellence, a leader must constantly develop and evolve. The path to excellence challenges an individual to develop new skills and methods to inspire a diverse and ever-changing workforce. A 21st century leader must move beyond management and utilize innovation for organizational success. In the U.S. workforce, the Gallup organization estimates the cost of employee disengagement to be more than $300 billion in lost productivity alone. 2 www.PerformanceInstitute.org/Leader
    • Monday, November 16, 2009 COURSE ONE: Refining Interpersonal Communication for Management Excellence BUILDING THE 21ST CENTURY LEADER: Using Communication and Creativity to Engage High Performing Teams 8:30 1:00 Registration and Continental Breakfast Gain Skills to Manage Employee Conflict and Foster Inter-Team Communication 9:00 • Learn how to work with difficult people Communicate a Clear Leadership Vision • Develop alternative ways of managing conflict • Communicate your ideas in a clear and • Identify areas of agreement and address underlying concise manner issues and concerns • Build trust through transparency • Gain buy-in for team initiatives Discover Common Disconnects between Leaders and Employees Align Goals Throughout the Organization • Clearly demonstrate your commitment to your staff to Drive Performance • Communicate new initiatives while addressing employee needs • Establish an effective goal setting process • Delegate decision making to employees to gain • Boost employee cooperation with shared goals buy-in • Align goals, strategy and performance 4:00 Learn to Listen and Provide Feedback to Day One Adjourns Your Staff • Become an active listener • Reflect on what is being said and learn to ask important questions • Be candid, open and honest in your responses 12:00 Lunch Break WHO SHOULD ATTEND: • All C-Level Executives • Presidents • Vice Presidents • Directors • Managers 3 www.PerformanceInstitute.org/Leader
    • Tuesday, November 17, 2009 COURSE TWO: Engaging Employees for Greater Workforce Capacity and Success BUILDING THE 21ST CENTURY LEADER: Using Communication and Creativity to Engage High Performing Teams 8:30 1:00 Continental Breakfast Examine Best Practices, Tools and Action Plans in Employee Engagement 9:00 • Discover what works for organizations with high employee engagement Create a Vision for Your Team • Enhance collaboration, innovation and knowledge • Gain employee buy-in for your organization’s mission transfer • Increase collaboration by enabling employees to form • Gain tools to engage your current workforce more effective teams • Articulate the vision and drive it to completion Lead During Times of Change • Evaluate risk and assess the critical elements of Discover the True Cost of Employee change Disengagement • Create clearly defined end outcomes and develop • Reduce turnover by identifying the causes of strategies to meet your change management initiative employee dissatisfaction • Develop an effective communications strategy to • Discover what employee disengagement will cost lead change your organization per year • Realize that employee disengagement will inhibit your recruitment and hiring efforts 4:00 Day Two Adjourns Understand what Drives Employee Engagement • Understand employee goals to increase job satisfaction and retention • Discover why initiatives have and haven’t worked in the past • Understand the causes of employee motivation and TOP FIVE REASONS procrastination TO ATTEND: 12:00 1. Commit your staff to your Lunch Break organization’s mission and vision 2. Inspire those you lead 3. Foster a creative environment where new ideas can thrive 4. Develop the next generation of leaders 5. Engage your employees to achieve 4 www.PerformanceInstitute.org/Leader organizational performance
    • Wednesday, November 18, 2009 COURSE THREE: Using Innovation and Creativity to Drive Organizational Performance BUILDING THE 21ST CENTURY LEADER: Using Communication and Creativity to Engage High Performing Teams 8:30 12:00 Continental Breakfast Lunch Break 9:00 1:00 Facilitate Brainstorming Sessions that Work Foster a Creative Culture within Your Team • Foster a safe environment for participation and Overcome Barriers to Innovation • Create an atmosphere where an idea is owned by • Encourage your team to think in new ways and break the entire team out of the old mold • Use brainstorming to combine and extend ideas • Encourage ideas to flow freely • Understand the innovation is necessary in overcoming budgetary challenges Test Ideas on a Small Scale to Gain Support • Test new ideas to minimize wasting time and money Examine the Best Innovators and What They Do • Gain the ability to learn from ideas that work and those that don’t • Discover leading best practices in • Implement the idea after considering all possible ways organizational innovation of achieving the change • Learn how innovation helps organizations overcome challenges • Adapt best practices to your organization Accomplish More with Fewer Resources • Focus your resources on the important initiatives 4:00 and programs Day Three Adjourns • Prioritize workloads to increase staff productivity • Use technology to manage your priorities 5 www.PerformanceInstitute.org/Leader
    • Trainer Biographies BUILDING THE 21ST CENTURY LEADER: Using Communication and Creativity to Engage High Performing Teams ANNE KELLY is a Principal at the Center private sector groups including the University A prolific writer and consultant, ALLAN for Human Capital Innovation (CHCI). of Michigan, Forsee Results, the Council for SCHWEYER is the editor of Leadership Prior to joining CHCI she was the CEO of Excellence in Government, and the Alliance for Excellence: The Journal of Human Capital the Department of the Treasury’s Federal Business Excellence. She is a Malcolm Baldrige Management and author of the books Consulting Group. At FCG she led a team of National Quality Award Examiner. Talent Management Systems (Wiley & Sons, permanent and contractor senior executives in 2004) and Talent Management Technologies an entrepreneurial fee-for-service agency. She Previously, Ms. Kelly held a number of senior (HCI Press, 2009). He is an internationally identified and acquired new lines of business leadership positions at the Department of renowned consultant, analyst and speaker on and created new services offered to federal Commerce’s Patent and Trademark Office, the topic of transformational human capital customers. She was a trusted advisor and including serving as Chief of Staff to the management for individuals, organizations, consultant to senior leaders throughout the Commissioner of Patents, as Director of regions and nations. Trained as a labor market federal government. Her areas of expertise the Office of Initial Patent Examination, economist, Schweyer’s contributions include include strategic planning, process improvement, and as the Dean of the Patent Academy. the development of award-winning human organizational and leadership development and Her accomplishments included successfully resources and talent management solutions and executive coaching. Kelly’s accomplishments restructuring and revitalizing three services for the private and public sector in in an organization within the Department of underperforming divisions, eliminating cost North America and worldwide. Homeland Security are featured in Grass Roots added processes, improving quality and Leaders: The Brain Smart Revolution In Business service to internal and external customers. She In 1999, Allan co-founded the On-line (Gower Publishing, 2007). directed the restructuring of the professional Recruiters’ Association. In 2000 and 2001, in-house university and the successful delivery he worked as a management consultant to Ms. Kelly served on the Treasury Department’s of educational and professional development Reed Business Information in Boston, working Franchise Board to establish policies and for the patent professionals and administrative with the telecommunications, publishing and procedures for innovative fee-for-service personnel. Earlier she directed leadership movie/entertainment industry. At the same business models in government. She forged development programs for senior executives at time, Schweyer attended graduate school at strategic partnerships with numerous public and the Departments of Commerce and Energy. Harvard University. Directly prior to joining HCI, Allan was a senior researcher, analyst and consultant with HR.com, editor of the HR.com ALLEN R. ZEMAN is the President of the Expeditionary Unit in support of operations in the staffing vertical and author of the industry’s most Center for Human Capital Innovation (CHCI). former Yugoslavian Republic. comprehensive guides to HR technologies. He formed CHCI after a 20-year, SES-level government career where he served in various Allen’s last government assignment was as the Pentagon assignments and in multiple deployed Chief Economist for the Iraqi reconstruction effort Allan’s articles and white papers appear assignments. For the Chief of Naval Operations, in Baghdad. From 2004 – 2005 where he led in dozens of popular media and industry Allen was the Director of Naval Training and the Embassy’s Office of Strategic Analyses (OSA) specific publications worldwide, including Inc. Education (N7), responsible for the plans, responsible for the Cabinet and congressional com, Future Health Magazine, Australia HR policies, budgets and directives for all military and communication about the reconstruction and Magazine, Global Sourcing Magazine, The civilian development, leading the world’s largest development of Iraq. OSA reported directly to the Journal of Leadership Excellence and many professional development organization. U.S. Ambassador to Iraq and assigned resource others. He travels the world consulting to top allocations for the Iraqi Relief and Reconstruction organizations, speaking at conferences and Prior to that, he worked for the Secretary of the Fund, the $24 billion fund established for the leading workshops on the theme of human Navy as the Director of Manpower and Training post-invasion reconstruction efforts in Iraq. Allen capital management. Most recently, Schweyer where he laid the foundation for the Navy’s also served as the Senior Advisor to the Deputy conceived and developed a program for cities Revolution in Training, a systematic innovation in Prime Minister of Iraq. After his assignment to Iraq, in which leaders from government, business training design and delivery that led the Navy to he left government service but continued to work and academia converge to develop a strategy new e-learning approaches, greater accountability in the international development field as the Vice for the future of the region based on increasing and significant improvements in effectiveness President of an international development firm the depth and quality of the area’s human and efficiency. In his Director role, he pioneered supporting USAID. capital. The first such program occurred in executive mentoring programs and built career Montreal, Canada in October, 2006, followed maps for all civilian and military employees in the Allen is also an associate at The Spectrum by Johannesburg, South Africa in November Navy. Prior to these assignments, he deployed Group in Alexandria, Virginia working with 2006, Dallas, Texas in May 2007, Chicago for three years to various Navy commands in the numerous clients in the training, manpower, and Cape Town in June 2007, Columbus, Pacific Fleet and for four months with the Marine medical, and operations research fields. Ohio in May 2008 and Boston in June 2009. 6 www.PerformanceInstitute.org/Leader
    • Bring this Program In-House BUILDING THE 21ST CENTURY LEADER: Using Communication and Creativity to Engage High Performing Teams One of the more popular vehicles for accessing the Institute’s educational offerings is the delivery of on-site trainings and management facilitations. SPONSORSHIP Bringing a training or facilitation in-house gives you the opportunity to customize a program that addresses your exact challenges and provides a more personal OPPORTUNITIES learning experience, while virtually eliminating travel expenses. Whether you require training for your department or for an organization-wide initiative, the advanced learning methods employed by The Performance Institute will create As a conference and an intimate training atmosphere that maximizes knowledge transfer to enhance training provider, The the talent within your organization. Performance Institute is an expert in bringing together Customization leaders to share and We realize that not all obstacles can be overcome by applying an “off-the-shelf solution”. While many training providers will offer you some variation of their discuss best practices and standard training, The Performance Institute’s subject matter experts will work with innovations. We connect you and your team to examine your programs and determine your exact areas of decision-makers with need. The identification of real life examples will create a learning atmosphere that resonates with participants while at the same time providing immediate respected solution providers. return on your training investment. Using interactive exercises that employ actual projects or scenarios from your organization, instructors can address specific The Institute offers four challenges and align the curriculum of each session to your objectives. While different pre-designed the majority of on-site trainings are focused on smaller groups, The Performance Institute also has the ability to accommodate organizational-wide training sponsorship packages: initiatives. Utilizing multiple instructors, The Institute has the capacity to deliver courses to groups of up to 300 participants per day. • Event Co-Sponsor Areas of Expertise • Session Sponsor On-site delivery of single courses, certification programs and entire packages of • Luncheon Sponsor specialized courses are available in the following areas: • Strategic Planning • Performance-Based Contracting • Exhibit Booth Sponsor • Performance Measurement • Performance Reporting • Project Management • Program Evaluation For more information on • Lean Six Sigma • Administrative Management sponsorships or to get started, • Workforce Management • Leadership and Change contact Meredith Mason at • Performance-Based Budgeting 202-739-9707 or Meredith.Mason@ For more information about in-house training options available to you, please contact Jennifer Mueller at 202-739-9619 or email her at Jennifer.Mueller@ PerformanceInstitute.org PerformanceInstitute.org. 7 www.PerformanceInstitute.org/Leader
    • Logistics & Registration BUILDING THE 21ST CENTURY LEADER: Using Communication and Creativity to Engage High Performing Teams VENUE & HOTEL Building the 21st Century Leader: Using Communication and Creativity to Engage High Performing Teams will be held at The Performance Institute Training Center in Arlington, REGISTRATION VA, just one block east of the Courthouse Metro stop on the Orange Line. A public parking garage is located just inside of the building for $10/day. 1. ONLINE at www.PerformanceInstitute.org/Leader The Performance Institute Training Center 2. VIA FAX to 866-234-0680 1515 North Courthouse Rd., Suite 600 3. VIA PHONE to 877-992-9521 Arlington, VA 22201 4. VIA MAIL to 877-992-9521 The Performance Institute Corporate Headquarters A limited number of rooms have been reserved at the Arlington Rosslyn Courtyard 805 15th Street, NW, 3rd Floor by Marriott at the prevailing rate of $223 until October 15. This rate is based on the Government Per Diem and is subject to change. Please call the hotel directly and Washington, DC 20005 reference code “Building the 21st Century Leader” when making reservations to get the discounted rate. The hotel is conveniently located three blocks from the Rosslyn Metro Yes! Register me for the whole week of Building the 21st Century Leader: station. Please ask the hotel about a complimentary shuttle that is also available for Using Communication and Creativity to Engage High Performing Teams your convenience. Register me for the following course(s) only: Arlington Rosslyn Courtyard by Marriott Course One Course Two Course Three 1533 Clarendon Blvd. Please call me. I am interested in a special group discount for my team Arlington, VA 22209 703-528-2222 | www.CourtyardArlingtonRosslyn.com TUITION Name Title The tuition rate for Building the 21st Century Leader: Using Communication and Creativity to Engage High Performing Teams is as follows: Offerings Early Bird Rate Regular Rate Office Organization One Course $499.00 $599.00 Two Courses $999.00 $1099.00 Address The Whole Week $1399.00 $1499.00 * For the Early Bird rate, register before September 7, 2009 City State Zip GROUP DISCOUNTS For more information on group discounts for Building the 21st Century Leader: Using Communication and Creativity to Engage High Performing Teams, please contact David Yerks at 858-866-9381 or email him at David.Yerks@PerformanceInstitute.org Telephone Fax Cancellation Policy is some way we can improve, please write your For live events: The Performance Institute will provide a comments on the evaluation form provided upon your full refund less $399 administration fee for cancellations arrival. Should you feel dissatisfied with your learning Email four weeks before the event. If cancellation occurs experience and wish to request a credit or refund, within two weeks prior to conference start date, no please submit it in writing no later than 10 business refund will be issued. Registrants who fail to attend days after the end of the training to: The Performance and do not cancel prior to the event will be charged the Institute: Quality Assurance, 1515 N. Courthouse Payment Information entire registration fee. Road, Suite 600, Arlington, VA 22201 Training Form/Purchase Order Check (accepted by mail only) For webinars: The Performance Institute will provide a Note: As speakers are confirmed six months before the full refund less $50 administrative fee for cancellations event, some speaker changes or topic changes may Credit Card four weeks before the event. If cancellation occurs occur in the program. The Performance Institute is within two weeks prior to conference start date, no not responsible for speaker changes, but will work to refund will be issued. Registrants who fail to attend ensure a comparable speaker is located to participate and do not cancel prior to the meeting will be charged in the program. the entire registration fee. Credit Card Number Expiration Date If for any reason The Performance Institute decides All the cancellation requests need to be made online to cancel this conference, The Performance Institute Your confirmation email contains links to modify or accepts no responsibility for covering airfare, hotel or cancel registrations. Please note that the cancellation is other costs incurred by registrants, including delegates, not final until you receive a written confirmation. sponsors and guests. Name on Card Payment must be secured prior to the conference. If payment is not received by the conference start date, Discounts a method of payment must be presented at the time of • All ‘Early Bird’ Discounts must require payment at registration in order to guarantee your participation at time of registration and before the cut-off date in the event. order to receive any discount. Billing Zip Code 3 Digit Card verification # • Any discounts offered whether by The Performance Institute (including team discounts) must also require Quality Assurance payment at the time of registration. Please make checks payable to: The Performance Institute The Performance Institute strives to provide you with the • All discount offers cannot be combined with any most productive and effective educational experience other offer. Priority Code: P745-WEB possible. If after completing the course you feel there • Discounts cannot be applied retroactively www.PerformanceInstitute.org/Leader