The document summarizes a leadership development program called the Regional Leadership Forum (RLF). The 9-month program consists of 6 two-day sessions and helps participants develop leadership skills through experiential learning, reading books, and collaborating with peers. It provides participants with increased self-awareness and confidence, an understanding of their leadership style, and an enhanced ability to connect with and inspire others. The program fee is $8,850 but discounts are available. It is facilitated by experienced leaders and covers various topics to help participants improve their skills.
Today, diversity and inclusion efforts at companies big and small are more important than ever. Across industries, businesses are prioritizing efforts to create an inclusive work culture that attracts and retains a diverse cadre of top-talent.
Lyft is at the forefront of these efforts, embedding diversity and inclusion in their recruiting and HR initiatives. Join Adrianna De Battista, Technical Recruiter and Tariq Meyers, Diversity and Inclusion Leader at Lyft to learn 3 diversity recruitment strategies that are driving Lyft’s D&I efforts to:
1. Source for diversity
2. Lower interview bias (structural and unconscious)
3. Partner with allies internally and in the community
Employees are the greatest asset for every organization, and finding extraordinary talent is a task unto itself. Finding the right fit for the position can increase labor costs and time. With competition from multiple sources, it is more important than ever to develop a hiring strategy to assist you find the right fit for your organization. Learn how to build an efficient and forward-thinking strategy for hiring technology roles and see how companies are changing their perspective on traditional recruiting. Attendees will leave the seminar with a toolbox of actionable steps to help them locate, qualify, and hire the right candidates to help propel their digital initiatives forward.
At the end of this session, attendees will:
1. Explore new recruiting techniques for locating diverse FinTech talent.
2. Examine methods for developing a hiring strategy to recruit and hire needed FinTech subject matter experts.
3. Understand the constraints for retaining talent from competing offers.
Learning Objective: Examine practices for creating a strategic work environment and increasing productivity
What kind of environment is cultivated in your organization? This is not a new question; it is the real world! We all want environments that value our contributions as well as those of our team members, and opportunities for growth, along with mutual respect. As with all other business practices, we must be strategic about creating environments that uphold the values and missions of the organization. This seminar will examine new ways to stretch yourself, grow your team, and breathe life into your work environment and culture.
At the end of this seminar, participants will be able to:
1. Look at specific qualities of work environments that stifle creativity.
2. Identify three simple things to energize the work environment and increase productivity.
3. Create a personal action plan to implement a productivity-boosting work environment strategy.
Let's get ready to rumble! Managing groups and cultures when you are not in charge
Are you a team player? Do you have the skills to thrive and contribute value in groups? In order to be effective, it is helpful to understand the complexity of group dynamics and people. This seminar will support you in understanding group dynamics, dealing with difficult people, and maintaining your professionalism in a variety of group challenges. Further, we will discuss the role of culture, values, and perceptions in-group interactions. This high level seminar will transform any new professional into a savvy communicator and thoughtful collaborator.
Learning Outcome: Increase communication and team building skill
At the end of this seminar, participants will be able to:
a) Explore common group dynamics and goals
b) Examine common challenges and struggles
c) Discuss self-management and emotional intelligence
d) Explore the role of culture, values, and perceptions in group situations
Today, diversity and inclusion efforts at companies big and small are more important than ever. Across industries, businesses are prioritizing efforts to create an inclusive work culture that attracts and retains a diverse cadre of top-talent.
Lyft is at the forefront of these efforts, embedding diversity and inclusion in their recruiting and HR initiatives. Join Adrianna De Battista, Technical Recruiter and Tariq Meyers, Diversity and Inclusion Leader at Lyft to learn 3 diversity recruitment strategies that are driving Lyft’s D&I efforts to:
1. Source for diversity
2. Lower interview bias (structural and unconscious)
3. Partner with allies internally and in the community
Employees are the greatest asset for every organization, and finding extraordinary talent is a task unto itself. Finding the right fit for the position can increase labor costs and time. With competition from multiple sources, it is more important than ever to develop a hiring strategy to assist you find the right fit for your organization. Learn how to build an efficient and forward-thinking strategy for hiring technology roles and see how companies are changing their perspective on traditional recruiting. Attendees will leave the seminar with a toolbox of actionable steps to help them locate, qualify, and hire the right candidates to help propel their digital initiatives forward.
At the end of this session, attendees will:
1. Explore new recruiting techniques for locating diverse FinTech talent.
2. Examine methods for developing a hiring strategy to recruit and hire needed FinTech subject matter experts.
3. Understand the constraints for retaining talent from competing offers.
Learning Objective: Examine practices for creating a strategic work environment and increasing productivity
What kind of environment is cultivated in your organization? This is not a new question; it is the real world! We all want environments that value our contributions as well as those of our team members, and opportunities for growth, along with mutual respect. As with all other business practices, we must be strategic about creating environments that uphold the values and missions of the organization. This seminar will examine new ways to stretch yourself, grow your team, and breathe life into your work environment and culture.
At the end of this seminar, participants will be able to:
1. Look at specific qualities of work environments that stifle creativity.
2. Identify three simple things to energize the work environment and increase productivity.
3. Create a personal action plan to implement a productivity-boosting work environment strategy.
Let's get ready to rumble! Managing groups and cultures when you are not in charge
Are you a team player? Do you have the skills to thrive and contribute value in groups? In order to be effective, it is helpful to understand the complexity of group dynamics and people. This seminar will support you in understanding group dynamics, dealing with difficult people, and maintaining your professionalism in a variety of group challenges. Further, we will discuss the role of culture, values, and perceptions in-group interactions. This high level seminar will transform any new professional into a savvy communicator and thoughtful collaborator.
Learning Outcome: Increase communication and team building skill
At the end of this seminar, participants will be able to:
a) Explore common group dynamics and goals
b) Examine common challenges and struggles
c) Discuss self-management and emotional intelligence
d) Explore the role of culture, values, and perceptions in group situations
While an effective board has always been important, it is especially essential in periods of economic turbulence. Board members who offer independent insights from their own experience, and provide access to external resources are critical to management when making decisions key to organizational viability. Building and sustaining a high performance board requires an investment of time, the right leadership and a thoughtful strategy. It is important to align the board’s role and its members’ expectations with the nonprofit’s stage of organizational development. Without proper stewardship, tension can arise when what an organization needs from its board transcends members’ understanding of their role .
101 Business Insights is the first business networking site that rewards members for their time and input. As a member you get real, asset-backed rewards for commenting, posting or even simply hanging out at the site. It’s our way of thanking you for engaging with and growing the network, and for being part of the most vibrant business community on the net.
This presentation examines how the behaviors and attitudes of the latest generation to enter the workforce will affect the traditional utility. In addition, it is expected that “next gen” employees will change jobs and careers more often than the traditional utility employee will. This presentation will also look at what utilities will need to do to retain the workforce of the future.
How-to guide on attracting and recruiting diverse talentHarvey Nash Plc
The first ‘how-to’ guide of a three-part series from Inclusion 360, focused on inclusive recruitment strategies and how to attract more diversity through the recruitment process. The guide combines insights from the Harvey Nash Leadership Consulting team and experiences of over 100 employers who attended Harvey Nash workshops across the UK.
William Allan Kritsonis on Improving Educational LeadershipWilliam Kritsonis
Dr. Kritsonis Recognized as Distinguished Alumnus
In 2004, Dr. William Allan Kritsonis was recognized as the Central Washington University Alumni Association Distinguished Alumnus for the College of Education and Professional Studies. Dr. Kritsonis was nominated by alumni, former students, friends, faculty, and staff. Final selection was made by the Alumni Association Board of Directors. Recipients are CWU graduates of 20 years or more and are recognized for achievement in their professional field and have made a positive contribution to society. For the second consecutive year, U.S. News and World Report placed Central Washington University among the top elite public institutions in the west. CWU was 12th on the list in the 2006 On-Line Education of “America’s Best Colleges.”
While an effective board has always been important, it is especially essential in periods of economic turbulence. Board members who offer independent insights from their own experience, and provide access to external resources are critical to management when making decisions key to organizational viability. Building and sustaining a high performance board requires an investment of time, the right leadership and a thoughtful strategy. It is important to align the board’s role and its members’ expectations with the nonprofit’s stage of organizational development. Without proper stewardship, tension can arise when what an organization needs from its board transcends members’ understanding of their role .
101 Business Insights is the first business networking site that rewards members for their time and input. As a member you get real, asset-backed rewards for commenting, posting or even simply hanging out at the site. It’s our way of thanking you for engaging with and growing the network, and for being part of the most vibrant business community on the net.
This presentation examines how the behaviors and attitudes of the latest generation to enter the workforce will affect the traditional utility. In addition, it is expected that “next gen” employees will change jobs and careers more often than the traditional utility employee will. This presentation will also look at what utilities will need to do to retain the workforce of the future.
How-to guide on attracting and recruiting diverse talentHarvey Nash Plc
The first ‘how-to’ guide of a three-part series from Inclusion 360, focused on inclusive recruitment strategies and how to attract more diversity through the recruitment process. The guide combines insights from the Harvey Nash Leadership Consulting team and experiences of over 100 employers who attended Harvey Nash workshops across the UK.
William Allan Kritsonis on Improving Educational LeadershipWilliam Kritsonis
Dr. Kritsonis Recognized as Distinguished Alumnus
In 2004, Dr. William Allan Kritsonis was recognized as the Central Washington University Alumni Association Distinguished Alumnus for the College of Education and Professional Studies. Dr. Kritsonis was nominated by alumni, former students, friends, faculty, and staff. Final selection was made by the Alumni Association Board of Directors. Recipients are CWU graduates of 20 years or more and are recognized for achievement in their professional field and have made a positive contribution to society. For the second consecutive year, U.S. News and World Report placed Central Washington University among the top elite public institutions in the west. CWU was 12th on the list in the 2006 On-Line Education of “America’s Best Colleges.”
Attracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
Learning objective: Discuss strategies for successful recruiting strategies
Diversity is not just about colorful teams; it’s about colorful solutions. Organizations that successfully design and implement strong diversity strategies spark greater performance, motivation, and success. Differences capture broad thinking and enhance human performance and motivation. Most organizations understand the need for diversity and create plans, yet, there is something missing. In this seminar, understand how to recruit and attract diverse talent and transform your organization into an innovative powerhouse.
At the end of this seminar participants will be able to:
a. Identify what diverse talent pools look for in an organization
b. Explore elements of successful diversity strategies
c. Discover strategies to attract and retain top talent
d. Explore innovative recruitment resources
The work of HR part two the flow ofinformation and work.docxchristalgrieg
The work of HR part two: the flow of
information and work
Harnessing
the power
of corporate
culture
STRATEGIC COMMENTARY
Laurent Jaquenoud
e-HR
Employee self-service at RDF
HOW TO...
Integrate corporate culture and
employee engagement
PRACTITIONER PROFILE
Julie Bass, Groupama
METRICS
Rating intellectual capital
HR AT WORK
Tailored recognition at Lloyds TSB
Asset Finance
HR AT WORK
Transport for London’s
non-traditional training
REWARDS
Communicating employee
recognition at MDOT
RESEARCH AND RESULTS
Effective recruiting tied to stronger
financial results
September/October 2005
Volume 4, Issue 6
PAGE 20
DEPARTMENTS
Ethics and strategy innovation at Citigroup
How O2 built the business case for
engagement
Creating a business-focused IT function
Developing leaders for a sustainable
global society
Defining the strategic agenda for HR
FEATURES
by Dave Ulrich and Wayne Brockbank
32 Volume 4 Issue 6 September/October 2005
VER THE PAST DECADE, increasing
focus has been placed on the role that
businesses can – and should – play in
contributing to a sustainable global society.
Failure to face up to these challenges has significant costs.
Increasingly, a firm’s long-term competitiveness is
dependent on how creatively and adroitly its leaders
manage at the intersection of financial, social and
environmental objectives.
Responsibility for assuring that leaders at all levels in
the firm are ready to meet these rising expectations is
widely shared throughout the corporation, but HR
professionals, particularly those responsible for leadership
development, can be at the forefront of the effort.
To be in this vanguard, leadership development
experts must reflect on two critical questions: What
kind of leader is called for? And how do we develop
individuals with these capabilities? Since 1999 the
Aspen Institute’s Business and Society Program has
been convening experts in leadership development
from academic institutions, corporations and
professional service firms around the world, inviting
them to share insights on these questions. This article
details what we have learned so far from conversations
with these leading thinkers.
A new model for business leadership
If we are now expecting businesses to operate with a
longer-term view that takes social and environmental
impacts into account, we need a new model of
leadership to achieve that result. Typically, “new
model” leaders:
• are able to span boundaries, listen to diverse
constituencies and be willing to be altered by any of
these inputs;
• have the courage to make tough decisions in a way
that acknowledges the often conflicting
values/expectations of these constituencies;
• are enriched, not overwhelmed, by complexity and
diversity;
• build a team that is stronger than its individual parts;
• see the firm in a larger context, considering social and
environmental issues beyond the corporation’s gates;
• move beyond solving specific problems or addressing
particular needs ...
Hdi Capital Area Program Slides May 18 2018hdicapitalarea
HDI Updates and an interactive, entertaining, and informative session will reveal the philosophy and methodology the Johns Hopkins support organization used to create a culture of transparency and staff engagement that produced high-performing teams.
RLF presentation - Indianapolis SIM - November 16 2017Scot Montgomery
We live in a world of ever-accelerating change. Competition is fierce and unrelenting with everyone being asked to do more with less. The value of strong leaders has never been greater … leaders who thrive on change, understand their personal leadership strengths and opportunities, and are committed to lifelong learning.
Tomorrow’s leaders will need even more critical thinking skills and collaborative capabilities to adapt to ever-changing technologies and organizational changes. They will also need to be clear about their values and instinctively do the right things at all times.
For more than two decades, hundreds of top national and global companies have relied on SIM’s time-tested RLF programs to transform thousands of rising, high-potential professionals into such strong, quality leaders.
Scott Rogers of the Eau Claire Area Chamber shares his insights into the workforce issue and the best ways for your chamber to embrace and solve the issue.
Executive Leadership Experience 2013 10 Month Leadership Development ProgramGene Mage
Leadership and Executive Development Program at Belmont University. 10 Month program with leadership retreat, executive coaching, and monthly sessions. Action learning and experiential learning approach.
1. Participants come out of
South Central RLF with:
A distinct understanding
of their personal
leadership style
An expanded sphere of
influence
A renewed focus on
maximizing their
potential
An enhanced ability to
connect with others in a
genuine, inspiring way
Increased self-
awareness and self-
confidence
The RLF fee of $8,850
includes:
All speakers, presentations,
meetings, materials and
activities during six 2-day
sessions of the nine-month
program
Inclusion in a post-program
national event for all 2017
RLF graduates
All books and media used
throughout the program
All breakfasts, lunches and
refreshments
SIM member companies
receive a $600 discount.
A $500 Early Bird registration
discount is also available if
paid by March 31, 2017.
(Some discounts may be available for small
non-profits or for those paying personally.)
Enroll Your High-Potential,
Rising Professionals In The
SOUTH CENTRAL RLF
Held In Fort Worth and Austin
THE VALUE OF
STRONG LEADERS
HAS NEVER BEEN
GREATER
INVEST IN YOUR COMPANY’S FUTURE …
RLF IS UNIQUE
RLF isn’t just a set of quick workshops, lectures or seminars. RLF is:
A unique conduit for long-term change in professional / personal capabilities
A comprehensive series of six 2-day sessions unfolding over nine months
A participant-driven program renowned for its highly-engaging interaction
among peer and professional colleagues
Regional Leadership Forum
2017 REGISTRATION
now open
L
LEARNING
Deep knowledge is
fostered through
reading / discussing
25+ books to absorb
and understand a
broad spectrum of
leadership princi-
ples, along with con-
tinuous dialogues
with colleagues and
business leaders
about their challeng-
es faced and lessons
learned.
EXPERIENTIAL
RLF is an immersive,
rich experience with
each participant
highly-engaged in a
collaborative team
environment and
reaping the benefits
of the experiences of
everyone in the
room — other mem-
bers, facilitators,
speakers and visit-
ing leaders.
ADAPTABILITY
Over the course of
nine months, RLF
participants be-
come adept at em-
bracing and adapt-
ing to change while
assessing and ad-
justing their own
performance, read-
ing people, navi-
gating politics and
instinctively doing
the right things at
all times.
DISCOVERY
RLF is all about the
discovery of one’s
self, of a sense of
mission, of personal
and professional
strengths and oppor-
tunities so that par-
ticipants grow over
time to better under-
stand who they are,
where they want to
go and how to get
there.
E A D
LEADERSHIP FOR LIFE
RLF-leadership.com 856-380-6827
2. EXPERT FACILITATORS LEAD THE PROGRAM
AND MAKE THE DIFFERENCE
PLEASE CONTACT:
Recent South Central RLF
Sponsors Include:
Aetna
Aramark Uniform Services
AvidXchange
Celanese Corporation
Chubb Group of Insurance Companies
ConocoPhillips
Defi SOLUTIONS, Inc.
DIRECTV, Inc.
GameStop
Greyhound Lines, Inc.
HollyFrontier Corporation
Interstate Batteries
Kaiser Aluminum
Mary Kay, Inc.
NEC Corporation of America
Pearson
PNM Resources, Inc.
Quest Diagnostics
Southwest Airlines
Texas Health Resources
The Hartford Insurance Group
Western University of Health Sciences
Workday
2017 DATES & CURRICULUM
SESSION 1*: May 18-19
TOPICS: Knowing Self and Others
Learning objectives
Facilitating, listening, feedback
Nurturing talent
Successful leadership behaviors
Personal expectations
Impact of Heritage
ACTIVITIES:
Getting to know each other
Reflecting on commitments
Commitment
“Egg”ineering exercise
Balancing priorities
Welcome reception
SESSION 2*: June 29-30
TOPICS: What Am I Good At?
Personal Strengths
Emotional intelligence
Trust
Building relationships
Centered Leadership
Lessons from successful CXOs
ACTIVITIES:
Improv workshop
What’s on your plate
Personal life stories
Maximizing your strengths
Business snapshots
Mysteries of Harris Burdick
SESSION 3**: August 3-4
TOPICS: Confronting Challenges
Political savvy
Balancing work, family & you
Remote collaboration
Negotiation
Personal values
Lessons from successful CXOs
ACTIVITIES:
What is your “why”?
Personal coat of arms
Leadership: An art of possibility
Business snapshots
Personal values exercise
Feedback
SESSION 4**: September 14-15
TOPICS: Leading My Team
Listening
Learning styles
Motivation
Teams and teamwork
Stress and relaxation
Lessons from successful CXOs
ACTIVITIES:
Learning styles workshop
The power of storytelling
Life planning tool
Business snapshots
Feedback
SESSION 5*: October 26-27
TOPICS: Embracing Change
Personal vision
Change and adapting
Networking
Modes of engagement
Managing up
Lessons from successful CIOs
ACTIVITIES:
Modes of engagement workshop
Personal vision statement
Practicing small talk
The power of vulnerability
Feedback
SESSION 6*: December 7-8
TOPICS: Lifelong Learning
Character and competence
Legacy and continuous growth
Globalization
Executive presence
Creativity and flexibility
Lessons from successful CIOs
ACTIVITIES:
Insights workshop
Conscious careers
Continuing the learning experience
Business snapshots
Feedback
Graduation celebration
*Sessions 1, 2, 5 and 6 will be held in downtown Fort Worth at the
Marriott Courtyard Fort Worth Downtown / Blackstone.
...
**Sessions 3 and 4 will be held in downtown Austin at the
Marriott Courtyard Austin Downtown / Convention Center.
Karen Calvert (Karen.calvert723@gmail.com)
25+ BOOKS
ANCHOR THE CURRICULUM
Participants read and discuss more than
two dozen books throughout the pro-
gram, reigniting a thirst for learning while
absorbing, sharing and reflecting upon a
broad spectrum of critical leadership
development principles.
Karen Calvert recently retired from Mary Kay where she was VP
within the Information Services and Technology division. In addition to
her IT responsibilities, Karen also co-led Mary Kay’s Culture Committee,
was a Wellness Ambassador for the company’s Wellness Program and a
Leadership Mentor in their Mentee-Mentor program. Karen is currently
continuing her passion for coaching / mentoring business leaders and
volunteering for several non-profit organizations.
Ricky John has served as an RLF facilitator since returning from the
Middle East and Asia where he served Kellogg, Brown & Root (KBR) in a
challenging high-powered environment, providing training and education
to American, Iraqi and Afghan personnel as part of KBR’s support of the
global war on terrorism. He has trained thousands in group and individual
sessions and is a speaker on “Principle Based Leadership in a Multicul-
tural Environment,” “Ethical Behavior as a Guiding Principle,” “Active Lis-
tening” and “Making a Lasting Difference in the Lives of Others.”
Ricky John (rjohn2555@yahoo.com)
LEADERSHIP FOR LIFE
Don Hartman (don_hartman@yahoo.com)
