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P745 Web

  1. 1. 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
  2. 2. 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. Executive Core Qualifications 1. LEADING CHANGE – This core qualification involves the ability to bring about strategic change, both within and outside the organization, to meet organizational goals. Inherent to this ECQ is the ability to establish an organizational vision and to implement it in a continuously changing environment. 2. LEADING PEOPLE –- This core qualification involves the ability to lead people toward meeting the organization’s vision, mission, and goals. Inherent to this ECQ is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts. 3. RESULTS DRIVEN – This core qualification involves the ability to meet organizational goals and customer expectations. Inherent to this ECQ is the ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks. 4. BUSINESS ACUMEN – This core qualification involves the ability to manage human, financial, and information resources strategically. 5. BUILDING COALITIONS AND COMMUNICATION – This core qualification involves the ability to build coalitions internally and with other Federal agencies, State and local governments, nonprofit and private sector organizations, foreign governments, or international organizations to achieve common goals. 2 www.PerformanceInstitute.org/Leader
  3. 3. 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: • C-Level Government Executives • Directors • Managers • Department Chiefs 3 www.PerformanceInstitute.org/Leader
  4. 4. 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 government leaders 5. Engage your employees to achieve 4 www.PerformanceInstitute.org/Leader organizational performance
  5. 5. 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
  6. 6. 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 Excel- Prior to joining CHCI she was the CEO of Excellence in Government, and the Alliance for lence: The Journal of Human Capital Manage- the Department of the Treasury’s Federal Business Excellence. She is a Malcolm Baldrige ment and author of the books Talent Manage- Consulting Group. At FCG she led a team of National Quality Award Examiner. ment Systems (Wiley & Sons, 2004) and permanent and contractor senior executives in Talent Management Technologies (HCI Press, an entrepreneurial fee-for-service agency. She Previously, Ms. Kelly held a number of senior 2009). He is an internationally renowned identified and acquired new lines of business leadership positions at the Department of consultant, analyst and speaker on the topic of and created new services offered to federal Commerce’s Patent and Trademark Office, transformational human capital management customers. She was a trusted advisor and including serving as Chief of Staff to the for individuals, organizations, regions and consultant to senior leaders throughout the Commissioner of Patents, as Director of nations. Trained as a labor market economist, federal government. Her areas of expertise the Office of Initial Patent Examination, Schweyer’s contributions include the develop- include strategic planning, process improvement, and as the Dean of the Patent Academy. ment of award-winning human resources and organizational and leadership development and Her accomplishments included successfully talent management solutions and services for executive coaching. Kelly’s accomplishments restructuring and revitalizing three the private and public sector in North America in an organization within the Department of underperforming divisions, eliminating cost 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 Re- (Gower Publishing, 2007). directed the restructuring of the professional cruiters’ Association. In 2000 and 2001, he in-house university and the successful delivery worked as a management consultant to Reed Ms. Kelly served on the Treasury Department’s of educational and professional development Business Information in Boston, working with the Franchise Board to establish policies and for the patent professionals and administrative telecommunications, publishing and movie/en- procedures for innovative fee-for-service personnel. Earlier she directed leadership tertainment industry. At the same time, Schweyer business models in government. She forged development programs for senior executives at attended graduate school at Harvard University. strategic partnerships with numerous public and the Departments of Commerce and Energy. Directly prior to joining HCI, Allan was a senior researcher, analyst and consultant with HR.com, editor of the HR.com staffing vertical and author ALLEN R. ZEMAN is the President of the Expeditionary Unit in support of operations in the of the industry’s most comprehensive guides to Center for Human Capital Innovation (CHCI). former Yugoslavian Republic. 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 in assignments. For the Chief of Naval Operations, in Baghdad. From 2004 – 2005 where he led dozens of popular media and industry specific Allen was the Director of Naval Training and the Embassy’s Office of Strategic Analyses (OSA) publications worldwide, including Inc.com, Education (N7), responsible for the plans, responsible for the Cabinet and congressional Future Health Magazine, Australia HR Maga- policies, budgets and directives for all military and communication about the reconstruction and zine, Global Sourcing Magazine, The Journal civilian development, leading the world’s largest development of Iraq. OSA reported directly to the of Leadership Excellence and many others. He professional development organization. U.S. Ambassador to Iraq and assigned resource travels the world consulting to top organiza- allocations for the Iraqi Relief and Reconstruction tions, speaking at conferences and leading Prior to that, he worked for the Secretary of the Fund, the $24 billion fund established for the workshops on the theme of human capital Navy as the Director of Manpower and Training post-invasion reconstruction efforts in Iraq. Allen management. Most recently, Schweyer con- where he laid the foundation for the Navy’s also served as the Senior Advisor to the Deputy ceived and developed a program for cities in Revolution in Training, a systematic innovation in Prime Minister of Iraq. After his assignment to Iraq, which leaders from government, business and training design and delivery that led the Navy to he left government service but continued to work academia converge to develop a strategy for new e-learning approaches, greater accountability in the international development field as the Vice the future of the region based on increasing the and significant improvements in effectiveness President of an international development firm depth and quality of the area’s human capital. and efficiency. In his Director role, he pioneered supporting USAID. The first such program occurred in Montreal, executive mentoring programs and built career Canada in October, 2006, followed by Johan- maps for all civilian and military employees in the Allen is also an associate at The Spectrum nesburg, South Africa in November 2006, Navy. Prior to these assignments, he deployed Group in Alexandria, Virginia working with Dallas, Texas in May 2007, Chicago and for three years to various Navy commands in the numerous clients in the training, manpower, Cape Town in June 2007, Columbus, Ohio in Pacific Fleet and for four months with the Marine medical, and operations research fields. May 2008 and Boston in June 2009. 6 www.PerformanceInstitute.org/Leader
  7. 7. Become a Certified Government Performance Manager BUILDING THE 21ST CENTURY LEADER: Using Communication and Creativity to Engage High Performing Teams To ensure professional success, you must continually expand your skills and education. The bar has been raised in government agencies and SPONSORSHIP organizations, and managers want to hire, promote and work with the most skilled individuals possible. OPPORTUNITIES To address this need, The Institute offers a Certificate in Government As a conference and Performance Management. Attend the three “core” courses and an additional three “elective” courses based on the topics that meet your agency’s unique training provider, The needs. The skills you acquire will then be used to complete a “capstone Performance Institute is an project” on a particular issue that you and our department are facing, which will then be evaluated by an expert member of our staff. expert in bringing together leaders to share and discuss best practices and Benefits of Certification: innovations. We connect decision-makers with ADVANCE YOUR CAREER respected solution providers. Education and professional certification are becoming necessary for promotion and requirements for coveted positions. In the Certified Government The Institute offers four Performance Manager program, you will acquire the skills and tools to make different pre-designed you the lead performance management resource for your organization. sponsorship packages: MEET NEW CERTIFICATION REQUIREMENTS • Event Co-Sponsor To hold a position as a performance manager in government you must demonstrate compliance with new skills sets required by OMB and Congress. • Session Sponsor Receiving your certificate is one key way to demonstrate your skills. • Luncheon Sponsor CUSTOMIZE A PROGRAM TO FIT YOUR NEEDS Working with Institute training managers, you can select courses that will have • Exhibit Booth Sponsor direct application and impact to your work. For more information about certification, please contact Melvin Hall at For more information on 202-739-9630 or email him at Melvin.Hall@PerformanceInstitute.org sponsorships or to get started, contact Meredith Mason at 202-739-9707 or Meredith.Mason@ PerformanceInstitute.org 7 www.PerformanceInstitute.org/Leader
  8. 8. 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 $399.00 $499.00 Two Courses $799.00 $899.00 Address The Whole Week $1199.00 $1299.00 * 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 Melvin Hall at 202-739-9630 at Melvin.Hall@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

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