Connect the Dots Consulting provides leadership development, team dynamics, and onboarding solutions to address business challenges. They develop customized solutions based on proven best practices. Their services include leadership coaching and development, team dynamics consulting, and onboarding programs. They help clients assess needs, create solutions, and implement programs to develop talent and address gaps.
The success of any business depends on how you recruit, engage and develop your people. A happy, fulfilled workforce is a productive workforce and at Hoxby we have been working since our inception to ensure that happiness and fulfillment can live alongside exceptional delivery and higher-than-usual productivity.
hr.byhoxby provides a complete HR service for businesses of all sizes to help them realise the potential of their most valuable asset, to not only make for a more engaged workforce, but a more effective one too.
RBL Omnia combines five of RBL's exclusive, world-class product offerings: RBL Institute, Virtual Academies, OGS, Online Assessments, and a Research Repository to identify, measure, and monitor the highest impact human capability investments.
In RBL’s newest virtual HR program, HR professionals at all levels learn to build the competencies needed to impact business results directly from Dave Ulrich. This comprehensive cohort-based virtual development journey teaches how HR creates value from the outside in and delivers business impact.
The success of any business depends on how you recruit, engage and develop your people. A happy, fulfilled workforce is a productive workforce and at Hoxby we have been working since our inception to ensure that happiness and fulfillment can live alongside exceptional delivery and higher-than-usual productivity.
hr.byhoxby provides a complete HR service for businesses of all sizes to help them realise the potential of their most valuable asset, to not only make for a more engaged workforce, but a more effective one too.
RBL Omnia combines five of RBL's exclusive, world-class product offerings: RBL Institute, Virtual Academies, OGS, Online Assessments, and a Research Repository to identify, measure, and monitor the highest impact human capability investments.
In RBL’s newest virtual HR program, HR professionals at all levels learn to build the competencies needed to impact business results directly from Dave Ulrich. This comprehensive cohort-based virtual development journey teaches how HR creates value from the outside in and delivers business impact.
“Chicago Woman Business Owner of the Year” National Association of Women Business Owners, 2004
“Influential Woman in Business" The DuPage Business Ledger, 2003
Margaret Graziano is the CEO and Sr. Managing partner of Keen Talent Management, a recruitment & talent management solutions firm that partners with growth bound companies to maximize their people ROI.
Ms. Graziano has worked in the human capital industry since 1983, and has been coaching business leaders in implementing a conscious-hiring process and high performing recruitment and talent acquisition, retention and talent management strategies since 1999.
She has long-term successful partnerships with international and emerging, mission driven companies with commitments to hiring philosophically aligned stakeholders. Companies attracted to adopting Margo’s best practices are firms who know that the life of their company depends on the people inside. Keen has successfully served business leaders in the medical education, training & education, customer centric software, consumer goods, foods, health & fitness, high touch, professional services, association and health care industries.
Training Intelligence: Secrets and Tips for Successful Learning Partnerships ...The HR Observer
Do you often face dilemma of which training and development partner to select? Are you frequently challenged with the effectiveness of the customisation of your L&D programmes? This session provides you with answers to these questions. Training Intelligence refers to the competencies associated with the development of executive training programmes as well as the main attributes of a unique partnership between HR departments and their L&D providers. In this session you will have the opportunity to get tips and insights on how creativity, innovation, empathy, cultural intelligence, inspiration, customer centricity and collaborative content development & co-branding will become the fundamental elements in developing and delivering successful in-house L&D programmes.
Dr Kostas Axarloglou, Associate Dean for Executive Education, ALBA Graduate Business School
Human Capital Entremaneur Strategy Soluitons DeckCNCInc
Aligning the deployment of Human Capital and the HR Scorecard with the Business Strategies as a whole. Global Human Capital deployment works only when you align all the pieces - Finances + Operations + PEOPLE = YOUR Successful business
Change the perception and reality of talent acquisition from a necessary cost of doing business to an ROI force to be reckoned with.
You will learn about the strategic importance of the four fundamental processes: competency management, pre-employment testing, interviewing and onboarding and how each plays a role in engaging candidates who’ll continue to enhance your business.
Deliver better results by creating efficiencies with the help of Leadership Management PowerPoint Presentation Slides. The elements of a successful leadership training program can be easily presented with this leadership development program PPT visuals. Demonstrate client engagement, market leadership, and business accountability effectively with this succession planning PowerPoint layouts. Highlight the strategies to promote leadership in the workplace by taking advantage of succession planning PPT visuals. You can also describe the significance of good leadership across the organization with this PowerPoint template. Take the assistance of content-ready PPT visuals to depict learning stages, such as experience, observation, reflection, and forming abstract concepts. Essential leadership skills such as problem-solving, decision making, communications, and handling of conflicts can also be illustrated by utilizing our visually appealing PPT slideshow. Thus, download our ready-to-use leadership training program PPT presentation to focus on the organization’s vision. https://bit.ly/3dTgPJP
This presentation provides an overview of the One Page Strategic Planning process and why you should consider this framework for planning in your mid-sized firm. Growing businesses must ensure that 4 key decisions are correct in order to grow - People, Strategy, Execution and Cash as outlined in Verne Harnish's books Mastering the Rockefeller Habits and The New Rockefeller Habits.
http://au.linkedin.com/in/bradleygiles/
http://www.evolutionpartners.com.au/
How effective is your government agency’s approach to succession planning?
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more: http://bit.ly/1TKqQsJ
Agile HR Community Meetup London 17th July 2019Natal Dank
Step inside the Agile HR success story, Beyond, and explore how treating your culture as a product can elevate your business into top 100 company status. The Agile HR Meetup is a vital learning global network for Human Resources (HR), Learning and Development (L&D), Agile and, People and Culture professionals, on a mission to innovate HR and transform the profession for the future of work. Join us and help shape the discussion at the Agile HR Community - www.agilehrcommunity.com
Maps & Markers: Crafting a strategy to transform your design team - EuroIA 2018Alissa Briggs
Resources at alissabriggs.com/euroia2018
Presented at EuroIA 2018
--
We all dream of working in organizations where design is respected, valued and impactful. What if we could actually make that dream a reality?
Two years ago, the design team at PlanGrid was understaffed and hamstrung. Today, the team has tripled in size and is treated as a strategic partner and the customer-centric “conscience” of the company. This has empowered the team to create software experiences that are radically transforming people’s lives. Learn how they achieved this while navigating the chaos of a fast-paced organization.
This talk will introduce the Vision Map: a tool for transforming and empowering your design team. You’ll learn how to get alignment on your vision, assemble your team, and choose the right tactics. You’ll hear examples of how we applied this at PlanGrid, along with practical tips and real-world stories.
By the end of this session, you’ll know how to:
-Identify where your organization is at today and where it needs to go
-Assemble the right team and allies to accompany you on your journey
-Choose the right tactics to reach your vision
This talk is accompanied by worksheets and resources you can use with your team, which will also be made available online. You’ll leave with everything you need to chart your course to the design team of your dreams.
If you are a business leader and need to develop and implement a corporate strategy then this presentation is for you.
Please drop me a note should you have any questions
Agile HR - Human Resource Management - Manu Melwin Joymanumelwin
The "Agile Model of HR" states that human resources' job is not just to implement controls and standards, and drive execution—but rather to facilitate and improve organizational agility.
Developing Leaders Through a Structured Leadership Development ProgramWong Yew Yip
Many organizations realize the importance of effective leadership to enable an organization to achieve its vision, mission and strategic objectives and to make the organization successful. These organizations place high priority on the training and development of their leaders at various levels and embark on leadership development programs.
Unfortunately, many organizations go for the so-called "quick wins" by conducting a 2-5 days leadership development program, believing this will solve their leadership issues and booster business performance. These organizations have got to be realistic as it is just impossible to develop and turn people into instant effective leaders in 2-5 days.
To develop effective leaders, a Structured Leadership Development Program is needed with a proper process and blueprint for implementation, the duration of which could be at least 6 months.
“Chicago Woman Business Owner of the Year” National Association of Women Business Owners, 2004
“Influential Woman in Business" The DuPage Business Ledger, 2003
Margaret Graziano is the CEO and Sr. Managing partner of Keen Talent Management, a recruitment & talent management solutions firm that partners with growth bound companies to maximize their people ROI.
Ms. Graziano has worked in the human capital industry since 1983, and has been coaching business leaders in implementing a conscious-hiring process and high performing recruitment and talent acquisition, retention and talent management strategies since 1999.
She has long-term successful partnerships with international and emerging, mission driven companies with commitments to hiring philosophically aligned stakeholders. Companies attracted to adopting Margo’s best practices are firms who know that the life of their company depends on the people inside. Keen has successfully served business leaders in the medical education, training & education, customer centric software, consumer goods, foods, health & fitness, high touch, professional services, association and health care industries.
Training Intelligence: Secrets and Tips for Successful Learning Partnerships ...The HR Observer
Do you often face dilemma of which training and development partner to select? Are you frequently challenged with the effectiveness of the customisation of your L&D programmes? This session provides you with answers to these questions. Training Intelligence refers to the competencies associated with the development of executive training programmes as well as the main attributes of a unique partnership between HR departments and their L&D providers. In this session you will have the opportunity to get tips and insights on how creativity, innovation, empathy, cultural intelligence, inspiration, customer centricity and collaborative content development & co-branding will become the fundamental elements in developing and delivering successful in-house L&D programmes.
Dr Kostas Axarloglou, Associate Dean for Executive Education, ALBA Graduate Business School
Human Capital Entremaneur Strategy Soluitons DeckCNCInc
Aligning the deployment of Human Capital and the HR Scorecard with the Business Strategies as a whole. Global Human Capital deployment works only when you align all the pieces - Finances + Operations + PEOPLE = YOUR Successful business
Change the perception and reality of talent acquisition from a necessary cost of doing business to an ROI force to be reckoned with.
You will learn about the strategic importance of the four fundamental processes: competency management, pre-employment testing, interviewing and onboarding and how each plays a role in engaging candidates who’ll continue to enhance your business.
Deliver better results by creating efficiencies with the help of Leadership Management PowerPoint Presentation Slides. The elements of a successful leadership training program can be easily presented with this leadership development program PPT visuals. Demonstrate client engagement, market leadership, and business accountability effectively with this succession planning PowerPoint layouts. Highlight the strategies to promote leadership in the workplace by taking advantage of succession planning PPT visuals. You can also describe the significance of good leadership across the organization with this PowerPoint template. Take the assistance of content-ready PPT visuals to depict learning stages, such as experience, observation, reflection, and forming abstract concepts. Essential leadership skills such as problem-solving, decision making, communications, and handling of conflicts can also be illustrated by utilizing our visually appealing PPT slideshow. Thus, download our ready-to-use leadership training program PPT presentation to focus on the organization’s vision. https://bit.ly/3dTgPJP
This presentation provides an overview of the One Page Strategic Planning process and why you should consider this framework for planning in your mid-sized firm. Growing businesses must ensure that 4 key decisions are correct in order to grow - People, Strategy, Execution and Cash as outlined in Verne Harnish's books Mastering the Rockefeller Habits and The New Rockefeller Habits.
http://au.linkedin.com/in/bradleygiles/
http://www.evolutionpartners.com.au/
How effective is your government agency’s approach to succession planning?
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more: http://bit.ly/1TKqQsJ
Agile HR Community Meetup London 17th July 2019Natal Dank
Step inside the Agile HR success story, Beyond, and explore how treating your culture as a product can elevate your business into top 100 company status. The Agile HR Meetup is a vital learning global network for Human Resources (HR), Learning and Development (L&D), Agile and, People and Culture professionals, on a mission to innovate HR and transform the profession for the future of work. Join us and help shape the discussion at the Agile HR Community - www.agilehrcommunity.com
Maps & Markers: Crafting a strategy to transform your design team - EuroIA 2018Alissa Briggs
Resources at alissabriggs.com/euroia2018
Presented at EuroIA 2018
--
We all dream of working in organizations where design is respected, valued and impactful. What if we could actually make that dream a reality?
Two years ago, the design team at PlanGrid was understaffed and hamstrung. Today, the team has tripled in size and is treated as a strategic partner and the customer-centric “conscience” of the company. This has empowered the team to create software experiences that are radically transforming people’s lives. Learn how they achieved this while navigating the chaos of a fast-paced organization.
This talk will introduce the Vision Map: a tool for transforming and empowering your design team. You’ll learn how to get alignment on your vision, assemble your team, and choose the right tactics. You’ll hear examples of how we applied this at PlanGrid, along with practical tips and real-world stories.
By the end of this session, you’ll know how to:
-Identify where your organization is at today and where it needs to go
-Assemble the right team and allies to accompany you on your journey
-Choose the right tactics to reach your vision
This talk is accompanied by worksheets and resources you can use with your team, which will also be made available online. You’ll leave with everything you need to chart your course to the design team of your dreams.
If you are a business leader and need to develop and implement a corporate strategy then this presentation is for you.
Please drop me a note should you have any questions
Agile HR - Human Resource Management - Manu Melwin Joymanumelwin
The "Agile Model of HR" states that human resources' job is not just to implement controls and standards, and drive execution—but rather to facilitate and improve organizational agility.
Developing Leaders Through a Structured Leadership Development ProgramWong Yew Yip
Many organizations realize the importance of effective leadership to enable an organization to achieve its vision, mission and strategic objectives and to make the organization successful. These organizations place high priority on the training and development of their leaders at various levels and embark on leadership development programs.
Unfortunately, many organizations go for the so-called "quick wins" by conducting a 2-5 days leadership development program, believing this will solve their leadership issues and booster business performance. These organizations have got to be realistic as it is just impossible to develop and turn people into instant effective leaders in 2-5 days.
To develop effective leaders, a Structured Leadership Development Program is needed with a proper process and blueprint for implementation, the duration of which could be at least 6 months.
About us:
- Successful relationship with more than 500 organizations spread across various sectors
- Wide reach in 4 business hubs of India and training capability across the country
- With more than 120 customizable solutions we are a one stop shop for all people skill related issues
- End to end service provider in the areas of talent development through profiling, assessment, training and e-Learning through exclusive partnerships
The number one challenge facing fast-growing technology companies is sustainable leadership. The LEADER System and Programme will help you develop authentic leaders with the skills and confidence to grow the business.
Human Network is a leading edge leadership and talent development consulting firm. Our core areas of expertise include Leadership
development, Executive Coaching and Custom interventions designed to build critical competencies for success and accelerate performance.
To know more about how we can partner with you to build the right
capability building architecture to drive performance,
log on to www.human-network.in
Do you & your team really know how to boost your organisational performance and agility?
We are your key international partners for your business transformation and your talent development strategy. We consult and co-create with you innovative, bespoke and added-value solutions that will meet and exceed your expectations, .
We enable game-changing leadership and organisational growth.
SHAPE THE MINDSET, SKILLS, BEHAVIOURS AND STRATEGY NEEDED TO SUCCEED IN THE NEW ECONOMY.
Imagine a workplace where everyone is united behind a bold vision, where capability and culture drive continuous innovation, customer-centricity and expanding demand; it’s every company’s next-generation advantage.
With Perform IQ™ we help you build the foundations of that advantage, tailoring our solutions to fit your unique business reality.
From Series A to ASX 200, we are recognised for developing outstanding leaders, championing diversity and a new partnership model, focused on developing deep, impactful and trusted relationships.
Our difference is we guarantee results at every step of your journey:
Leadership Development - focused on the mindset, skills & behaviours needed to succeed in the New Economy
Executive Coaching - fusing empathy & listening with provocation, geared towards accountability for results
Team Building - programs for creating shared patterns, skills, behaviours & goals for long-term success
Growth Strategy - facilitation for setting direction, action-orientated planning & commercial execution
Health & Wellbeing - programs to beat burnout, boost morale & build physical & mental resilience
Cultural Engineering - in-house vision & values workshops, to drive innovative P&C initiatives
Your Organization's Biggest Challenges By Manoj SharmaManojSharma
A presentation on the biggest challenges an organization faces and how to have them resolved through DifferWorld's Professional Coaching, Training, Development, Speaking and Consultation programs.
Webinar: Finding Leaders Within: How To Identify Top Talents and Grow Your Co...TalentView
Uncertain times require strong and effective leadership--even more so during a crisis. There is no “playbook”, no definite timeline and the stakes are high on all fronts: business, customer, employee, family, personal health and more.
So how do you pick and assess your leaders? If you’re responsible for a team, organization or company, what should you do?
What You’ll Learn:
- How to identify leadership potential
- How to measure leadership effectiveness
- What leadership competencies are emerging as critical
WHY LEADERSHIPHQ
WE ARE THE LEADERS IN LEADERSHIP!
LeadershipHQ provides tailored solutions to help your organisation achieve business results through improving the effectiveness of your leaders
2. Who we are
Who we are
Connect the Dots Consulting helps leaders and
Connect the Dots Consulting helps leaders and
HR professionals build solutions to address
business challenges such as onboarding, team
business challenges such as onboarding team
dynamics and leadership development.
We develop solutions that are based on proven
We develop solutions that are based on proven
best practices and are customized to the
unique objectives and cultures of our clients.
unique objectives and cultures of our clients.
3. What we do
What we do
• Leadership development/coaching
Leadership development/coaching
– first‐time leaders
– newly‐promoted
l t d
– onboarding
– developmental
• Team dynamics
• Onboarding
4. Bridge the talent gaps
Bridge the talent gaps
Connect the Dots’ methodology
C t th D t ’ th d l
Assess Create Implement
• Evaluate • Articulate • Develop and
current talent future q
acquire talent
• What do you requirements to meet
have & what’s • What is objectives
missing? needed? • Bridge the
gaps
5. Leadership Coaching
Leadership Coaching
We use innovative and practical approaches to
We use innovative and practical approaches to
help leaders understand the impact their
p y p
leadership styles and their performance have
on them and the organization.
We get to the heart of your coaching
g y g
challenges and implement tools and processes
that drive results, accountability and measure
impact.
6. Coaching Model
Coaching Model
Measure
Implement Impact
Develop
Action
Assess Plan
7. Leadership Onboarding
Leadership Onboarding
Effective onboarding processes increases the
Effective onboarding processes increases the
likelihood that your employees will be
engaged and choose to stay with your
engaged and choose to stay with your
organization.
Our onboarding process is built on the
O b di i b ilt th
foundation of providing key knowledge,
helping to build critical relationships, d
h l i t b ild iti l l ti hi and
delivering actionable feedback.
8. Leadership Onboarding Model
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Offer Accepted Setup Honeymoon Reality Adjustment Transition
Off A t d S t H R lit Adj t t T iti
Gain knowledge……….build relationships…………and receive feedback
Prestart Week 1 Month 1 Month 2 Month 3 Month 4
Full integration into role and culture
Full integration into role and culture
0 months 4 months 18 months
9. Team Dynamics
Team Dynamics
We understand what the best teams do
We understand what the best teams do
differently. We have helped a wide variety of
teams achieve increased cohesion, trust,
effectiveness and bottom‐line results.
We work with you to determine the objectives
and scope of a team engagement and then
provide process consulting, group facilitation
and/or skill building to deliver the most
and/or skill building to deliver the most
appropriate outcomes.
11. How we work with clients
How we work with clients
• Consulting and advising:
– Building and presenting the business case
ld d h b
– Determining best solution
– Managing internal project team
• Customizing best practice solutions
– Leader Coaching process
– Team process model
– Building Connections®
ld ®
– Are You Connected?®
• Integration Coaching
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– HR Partner
– New Leader
– Manager (boss)
Connect the Dots Consulting
12. What we ve delivered
What we’ve delivered
The Business Challenge :Collect and deliver feedback to
transitioning leaders in a culture that can be uncomfortable
transitioning leaders in a culture that can be uncomfortable
with feedback. The HR leaders knew that transitioning leaders
needed feedback to be successful in the complex culture.
However, there was not a consistent methodology to gather
and deliver the feedback. In addition the HR team did not have
the expertise to determine the appropriate behaviors to
measure
Value Delivered: The Are You Connected?® survey results and action
planning resources provided HR partners with the data‐based feedback
needed to give transitioning leaders a clear view of where they are hitting
and missing the mark. Over one‐hundred (100) top leaders at TJX have
and missing the mark Over one‐hundred (100) top leaders at TJX have
received feedback via this survey and have made the appropriate changes
for their success in their new roles. The impact for TJX of this process is the
avoidable turnover or derailment of several key leaders.
13. What we ve delivered
What we’ve delivered
The Business Challenge : The need for leadership coaching
The Business Challenge : The need for leadership coaching
as part of a larger executive development strategy was
identified. Many of the leaders in OSUMC had “grown‐up” in
the organization and lacked the leadership skills now needed
for their increasingly complex roles and matrix‐style reporting
relationships.
Value Delivered: Chosen as a strategic partner, Connect the Dots worked
with the AVP of a large administrative function to coach a leader and his
team who were struggling with their internal customers. After identifying
key objectives and collecting stakeholders’ feedback, we created a plan for
each leader. Through individual and team coaching sessions, the group
each leader Through individual and team coaching sessions the group
developed a clear view of how to be successful with their internal
customers. Though they had been through some development activities
before, our work focused on awareness of current state, and practical, job‐
focused action steps that delivered results and behavioral changes.
14. What we ve delivered
What we’ve delivered
The Business Challenge : Cardinal expected its leaders be
able to understand and navigate its complex structure,
bl t d t d d i t it l t t
processes, and culture. Leaders had to be able to make critical
decisions quickly and accurately in order to support the ever
changing demands of the businesses. There was not formal
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support to integrate new leaders and get them up to speed.
The HR team needed to respond by creating a process that
provided an “even playing field”.
Value Delivered: Connect the Dots partnered with both senior leaders and
V l D li d C t th D t t d ith b th i l d d
the HR leadership team to create a four‐month structured onboarding
process. Following a consistent process with clearly articulated roles and
responsibilities provides each leader with the Knowledge, Relationships and
p p g , p
Feedback critical for success. This allows the new leaders at Cardinal to
decrease their time to effective performance. New leadership teams have a
clear set of objectives an understanding of the complex culture and the
ability to give and receive feedback throughout the onboarding process.
ability to give and receive feedback throughout the onboarding process
15. What we ve delivered
What we’ve delivered
The Business Challenge :The Audi leadership team was having
difficulty retaining new leaders hired into a specific role. The hard
diffi lt t i i l d hi d i t ifi l Th h d
and soft costs of turnover were becoming obvious and painful. The
culture of the organization is very strong and expects new leaders
to “hit the ground running” and produce very quickly—without
g g p yq y
support or feedback. The HR team knew the turnover would
continue if something was not done to support these new leaders.
Value Delivered: Connect the Dots worked together with the
Value Delivered: Connect the Dots worked together with the
Organizational Development (OD) group of Audi of America to implement
our leadership coaching onboarding model. To accommodate the Audi
culture, we coached the OD partner, as he coached the new COO. In
addition, the Are You Connected? Early Feedback Survey was used to
ddi i h A Y C d? l db k S d
provide the COO with critical data regarding as to how his stakeholders
experienced him during his first 90 days. The COO is successfully
transitioned and has exceeded expectations according to his feedback.
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16. Fast facts
Fast facts
• 40% of new leaders fail within their first 18 months
on the job ‐2007 monster.com survey
• The most critical part of a leader’s job is to execute results
through others.
through others.
• Teamwork is the ultimate competitive edge.
• “Culture eats strategy for breakfast.” –Ford Executive