DEVELOPMENT OF FRONTLINE LEADERS: A STEALTH APPROACH
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Many organizations have limited resources (time, bandwidth, funding) for the personal development of frontline leaders. The focus is often on training and ensuring those individuals have the skills to perform their job. This approach to personal development utilizes a “stealth approach” that can utilize resources in place to impart this knowledge through a facilitated mentorship approach. Learning Objectives: Determine key competencies to focus on. Provide easy to use resources for mentors to facilitate discussion and create action items. Create micro-level activities and assignments for mentees to complete between sessions and build on throughout the session term.
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HOW TO CREATE A CULTURE OF ENGAGEMENT
The world of work is changing rapidly. Employees are demanding more learning and development opportunities that are engaging, easy to consume and available on-demand—when and where the they want it. Organizations are finding that recruiting and keeping employees is a growing challenge and are investing in learning and development programs to attract and retain workers. However, even with an increase in the availability of on-demand, easy to consume learning, many employees still are not engaging with it. This isn't simply an 'If you build it, they will come' situation. Without attention to creating appealing and engaging learning opportunities within a modern learning culture, that organizational investment is likely to fall very short of its potential.
In this webinar, tactics will be presented to help you:
Get insights to determine if your employees are engaged
Embed learning into organizational culture to drive employee engagement
Design learner-centric programs that put your employees in the driver's seat of their professional development
ATTACKING THE CHALLENGES OF ALIGNING LEARNING TO ORGANIZATIONAL GOALS AND BOT...
In this case study you will hear about strategies for aligning learning in both small and large organizations. Furthermore, within either, how focus must be balanced on a win-win proposition for the company and for its people. The practices shared will outline how goals and results are defined first, and then by backing into an approach that defines the actions, activities and initiatives that drive those, results achievement becomes clear to all members within any organization.
Objectives:
Discuss the importance of core values when aligning goals, being firmly enculturated, demonstrated and actively used to hire, fire and coach to, across all levels of the organization.
Understand the pitfalls when there are differences between learning strategies, initiatives and outcomes as defined by role, e.g. level held within an organization.
Learn how to demonstrate and build a case for the importance for leadership development at all levels of the organization.
Describe the process for backing in to learning and development goal setting in support of desired results achievement.
OPEN-SOURCE LEARNING: WHAT YOU NEED TO KNOW
The concept of “open-source” — that is, software for which the original “source” code is made freely available for others to add on, modify, and improve — radically changed the way software is developed, and has played a large part in enabling the technology boom we see around us today.
But the open-source idea isn’t just for software engineers. Some of the core ideas associated with open-source approaches can offer interesting new directions for L&D teams too.
As decentralization, openness, sharing, and collaboration become the new norm in many organizations, the idea that anyone can share their expertise broadly, and that individuals and teams can access and build on each other’s know-how perfectly encapsulates this concept of ‘open-source learning’ perfectly.
In this presentation, you will learn from the experiences of a technology company on applying the concepts of open-source software development to development of another kind – that of your staff. We’ll cover:
The fundamentals of “open-source learning”
How these relate to knowledge sharing and learning within an organization
How to make open-source learning happen
The role of the L&D professional in driving an open-source learning culture
MICROLEARNING SERIES PART 1 MICROLEARNING: THE TRUTH AND THE PROOF
Microlearning is a hot topic in the corporate learning and performance space – and the buzz isn’t slowing down. Learning leaders are working quickly to understand the concept, and how it can be applied purposefully to support employees – and ideally – to get business results.
Before an organization takes the leap into microlearning, it’s important to understand the fundamentals first. To be successful, microlearning must be applied in the right way – from the beginning – to achieve sustained results.
In part 1 of our microlearning webinar series, you’ll take-away:
An understanding of the fundamentals of microlearning – the truth about what it is, and what it is not
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TRANSFORMING THE LEARNER’S LANDSCAPE
Learning and Development has become far too focused on the volume and arrangement of content instead of its value for learners. As we continue to shift to a demand-driven environment, relevance is ultimately decided by the learner —not the L&D teams. Successful learning organizations develop systems that promote relevance and design learning with an experience-mindset.
In this webinar Matt Donovan, Vice President of Global Digital Learning Strategies & Solutions will explore:
Re-envisioning learning strategies through the learner-centric lens
Innovation as the catalyst to assess the current state of your workplace against the desired future state of the learning experience
The organizational features and architecture required to achieve long-term results
HOW TO UPSKILL YOUR WORKFORCE FOR THE DIGITAL FUTURE
Is your organization keeping pace with the speed of digital transformation? Many companies are struggling to define new job roles and approaches to management. As AI and machine learning take on tasks and services, what are the best ways to evolve your work force? This session will offer practical insights on:
Understanding what it means to be a digital organization.
Why learning and development must be everyone’s responsibility.
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DATAFICATION OF LEARNING & DEVELOPMENT: ANALYTICAL INSIGHTS TO DRIVE SUCCESS
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Measuring the effectiveness of learning and development in terms of employee success and business results is a challenge that most learning leaders have yet to overcome. In this webinar, learning analytics experts Ian Cook and Nancy Zenger will discuss how modern learning analytics technology can bring together data from learning, HR, and business systems to make it faster and easier to analyze learning data, enabling L&D leaders to answer their most important questions including what is training’s long-term impact on business results. Ian and Nancy will explore how predictive analytics and machine learning can also help you identify which employees should be the top candidates for learning.
PERFORMANCE MANAGEMENT AND THE MULTIGENERATIONAL WORKFORCE
The Millennial generation, within just a few years this group will represent the largest demographic in the workplace. Recent trends in performance management place a lot of focus on how organizations can get the most from Millennials. This concentration on Millennials is short-sighted, as there is an upcoming challenge to the workforce that is a bit more complex: the future workforce, the now workforce is multigenerational, one comprised of employees from between four and six generations. Join people, performance and organizational culture thought leader Kimberly Isley-Pesto to gain insights on how to cultivate leaders within your organization to understand how generational differences impacts performance management. Kimberly will share examples of how leaders can leverage this knowledge of demographics to drive greater workforce performance.
Three takeaways:
Performance management is a continuous leadership action
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Developing leader's skills and competencies in coaching and feedback can not be replaced with software
Recommended
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In this webinar, tactics will be presented to help you:
Get insights to determine if your employees are engaged
Embed learning into organizational culture to drive employee engagement
Design learner-centric programs that put your employees in the driver's seat of their professional development
ATTACKING THE CHALLENGES OF ALIGNING LEARNING TO ORGANIZATIONAL GOALS AND BOT...
In this case study you will hear about strategies for aligning learning in both small and large organizations. Furthermore, within either, how focus must be balanced on a win-win proposition for the company and for its people. The practices shared will outline how goals and results are defined first, and then by backing into an approach that defines the actions, activities and initiatives that drive those, results achievement becomes clear to all members within any organization.
Objectives:
Discuss the importance of core values when aligning goals, being firmly enculturated, demonstrated and actively used to hire, fire and coach to, across all levels of the organization.
Understand the pitfalls when there are differences between learning strategies, initiatives and outcomes as defined by role, e.g. level held within an organization.
Learn how to demonstrate and build a case for the importance for leadership development at all levels of the organization.
Describe the process for backing in to learning and development goal setting in support of desired results achievement.
OPEN-SOURCE LEARNING: WHAT YOU NEED TO KNOW
The concept of “open-source” — that is, software for which the original “source” code is made freely available for others to add on, modify, and improve — radically changed the way software is developed, and has played a large part in enabling the technology boom we see around us today.
But the open-source idea isn’t just for software engineers. Some of the core ideas associated with open-source approaches can offer interesting new directions for L&D teams too.
As decentralization, openness, sharing, and collaboration become the new norm in many organizations, the idea that anyone can share their expertise broadly, and that individuals and teams can access and build on each other’s know-how perfectly encapsulates this concept of ‘open-source learning’ perfectly.
In this presentation, you will learn from the experiences of a technology company on applying the concepts of open-source software development to development of another kind – that of your staff. We’ll cover:
The fundamentals of “open-source learning”
How these relate to knowledge sharing and learning within an organization
How to make open-source learning happen
The role of the L&D professional in driving an open-source learning culture
MICROLEARNING SERIES PART 1 MICROLEARNING: THE TRUTH AND THE PROOF
Microlearning is a hot topic in the corporate learning and performance space – and the buzz isn’t slowing down. Learning leaders are working quickly to understand the concept, and how it can be applied purposefully to support employees – and ideally – to get business results.
Before an organization takes the leap into microlearning, it’s important to understand the fundamentals first. To be successful, microlearning must be applied in the right way – from the beginning – to achieve sustained results.
In part 1 of our microlearning webinar series, you’ll take-away:
An understanding of the fundamentals of microlearning – the truth about what it is, and what it is not
A framework for creating an effective microlearning strategy that gets results
Real-world examples of how global organizations have used microlearning to achieve significant business objectives
TRANSFORMING THE LEARNER’S LANDSCAPE
Learning and Development has become far too focused on the volume and arrangement of content instead of its value for learners. As we continue to shift to a demand-driven environment, relevance is ultimately decided by the learner —not the L&D teams. Successful learning organizations develop systems that promote relevance and design learning with an experience-mindset.
In this webinar Matt Donovan, Vice President of Global Digital Learning Strategies & Solutions will explore:
Re-envisioning learning strategies through the learner-centric lens
Innovation as the catalyst to assess the current state of your workplace against the desired future state of the learning experience
The organizational features and architecture required to achieve long-term results
HOW TO UPSKILL YOUR WORKFORCE FOR THE DIGITAL FUTURE
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Understanding what it means to be a digital organization.
Why learning and development must be everyone’s responsibility.
How to work across functions to co-create key new systems.
How to upskill using design thinking, agile practices and AI.
Ways to measure success.
DATAFICATION OF LEARNING & DEVELOPMENT: ANALYTICAL INSIGHTS TO DRIVE SUCCESS
People analytics is a hot topic in HR, with learning analytics predicted to move to the forefront in 2018. Attend this webinar to learn about:
The trends shaping data and analytics in Learning
Examples of how data can be applied to show connections between learning programs and employee and business outcomes
Common pitfalls to avoid
Measuring the effectiveness of learning and development in terms of employee success and business results is a challenge that most learning leaders have yet to overcome. In this webinar, learning analytics experts Ian Cook and Nancy Zenger will discuss how modern learning analytics technology can bring together data from learning, HR, and business systems to make it faster and easier to analyze learning data, enabling L&D leaders to answer their most important questions including what is training’s long-term impact on business results. Ian and Nancy will explore how predictive analytics and machine learning can also help you identify which employees should be the top candidates for learning.
PERFORMANCE MANAGEMENT AND THE MULTIGENERATIONAL WORKFORCE
The Millennial generation, within just a few years this group will represent the largest demographic in the workplace. Recent trends in performance management place a lot of focus on how organizations can get the most from Millennials. This concentration on Millennials is short-sighted, as there is an upcoming challenge to the workforce that is a bit more complex: the future workforce, the now workforce is multigenerational, one comprised of employees from between four and six generations. Join people, performance and organizational culture thought leader Kimberly Isley-Pesto to gain insights on how to cultivate leaders within your organization to understand how generational differences impacts performance management. Kimberly will share examples of how leaders can leverage this knowledge of demographics to drive greater workforce performance.
Three takeaways:
Performance management is a continuous leadership action
Focus on people performance, not on the performance management process
Developing leader's skills and competencies in coaching and feedback can not be replaced with software
STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENT
How do you know if your learning program is really working?
Proper course tracking and sharing of learning data can help organizations develop best practices for how organizations measure the impact of learning. When historically, tools and systems haven’t made it easy to access and correlate data in order to measure, finding the right combination of strategy and technology can help optimize learning results to increase performance and impact business outcomes across the entire organization.
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Learning tools that improve workflow efficiency.
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According to PWC, 92% of CEOs are worried that their employees don’t have the skills they need. Clearly, it’s not enough to just train people to do existing jobs. If organizations are going to survive into the future, we need to build totally new skills while we continuously upgrade and rebuild old ones. And ownership falls to both the organization and the employee.
Join us to find out what employees can do to be ready for the future of work and what organizations can do to empower employees and drive a continuous learning experience.
BALANCING GLOBAL, LOCAL AND BUSINESS UNIT NEEDS: IMPLEMENTING A GLOBAL LEARNI...
Responding to changes in the marketplace, Northern Trust continues to expand their operational capabilities and office footprint internationally in countries such as Ireland, India and the Philippines among many others.
The difficulties of operating internationally are abundant, including the learning and development of diverse employees. Keeping a constant balance between meeting local audience needs and the desire to deliver globally consistent programs can be challenging. Planning and executing on this global strategy with a decentralized, business unit-focused L&D organization provides even more complexity.
Join Kacie Walters, vice president, strategic learning programs at Northern Trust, as she presents the challenges and frameworks used to implement a global learning and development strategy with their ever-expanding international presence and federated L&D operating model.
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Setting priorities to stay aligned to the business in a global, decentralized environment.
Holding the right balance between global and local solutions.
Governing learning solutions across a decentralized structure.
How L&D operating models are changing to address common challenges in global enterprises.
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNED
The ‘Measuring the Business Impact of Learning’ benchmarking survey, conducted by LEO Learning and Watershed (on behalf of Learning Technologies Group) is entering its fourth year. With the survey launching on November 1st and closing on December 13th, LEO Learning and Watershed are holding a webinar to reflect on the results so far, plus discuss how organizations they’re working with have overcome the barriers in measurement planning and implementation. The insights are drawn from their group experience working with a range of clients in this field and should be valuable for anyone who wants to get going in learning analytics and sustainable business impact assessment.
Join your hosts as they cover the state of the world of measurement, and you’ll receive:
An understanding of how well-known organizations have overcome the barriers in measurement planning and implementation.
Real-world examples of how to get management buy-in, designing for data, building data ecosystems, implementing a learning analytics strategy and more.
The opportunity to take this years ‘Measuring the Business Impact of Learning’ survey, and see the results coming in live!
THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLD
A volatile, uncertain, complex, ambiguous (VUCA) workplace requires a distinct set of leadership competencies: non-hierarchical influence, the ability to rapidly align across functions, creativity for drawing insights across domains, and most of all, “empathy,” the linchpin leadership skill in the modern workplace. Empathy allows us to imagine the world from different perspectives, unite across functions, generations, regions. Join Melissa Lanier of T-Mobile to learn about “The Agility Shift,” an award-winning leader development offering designed to equip people managers to thrive in an uncertain, complex, and ambiguous environment. The program, which will utilize cutting-edge virtual simulation technology, is designed to help leaders respond quickly and increase resilience by immersively preparing them for stressful encounters. Impact is measured on an individual, function and business level. Collectively, managers report learning how to “avoid tunnel vision,” "think on their feet," “respond rather than react” and embrace a positive mindset.
Modernizing L&D: Part 1 – Why Evolving Corporate Learning Isn’t an Option. It...
We get it. You’re used to running L&D programs a certain way. So why change now?
Well, the way we see it, you really don’t have a choice. The way businesses and employees work has changed. And, quite frankly, many L&D departments haven’t kept pace. Your people are employees who need to perform, not students who need to be taught. So, if you want to continue to deliver value, it’s time to take a step back and reassess how to align with new business requirements and goals.
In Part 1 of our Modernizing L&D series, we’ll explore why transformation within the corporate learning function is vital. Specifically, we’ll discuss:
How the needs of the modern employee and business have evolved.
Why traditional workplace learning tactics are falling short.
How nine essential principles of modern workplace learning can kick-start your L&D transformation
LEADERSHIP TRANSITION COACHING: A STRATEGY TO FOSTER A POSITIVE WORKPLACE CUL...
Organizations today recognize the importance of developing a strong organizational culture. According to Gallup, frontline leaders account for 70 percent of the variance between a great culture and a lousy one. However, new leaders are often promoted from within or hired into an organization with minimal direction and support, leaving new leaders to learn for themselves what it means to be a leader. When inevitable challenges arise, new leaders are often left without the support they need to survive, let alone thrive.
Since 2009, CareSource, a nonprofit managed care plan based in Dayton, Ohio, has offered new leaders a certified personal coach to proactively develop and sustain their culture. The Leadership Transition Coaching program pairs new leaders with a certified coach to help define their leadership style and facilitate a positive team culture to ensure organizational success. The program is yielding more confident new leaders and a strong return on investment for the organization.
Session participants will:
Explore the importance of developing and supporting new leaders in order to foster a positive culture.
Learn how CareSource has successfully leveraged leadership transition coaching to support the development of new leaders.
Identify key elements for developing a successful, sustainable internal coaching program.
LEARNINGELITE: BEST PRACTICES FROM STRATEGY TO KPIS
For seven years, CLO’s LearningElite awards have recognized the organizations that excel at managing the learning function from end to end. How do elite learning organizations align learning with organizational goals, engage their learners, measure success, engage leadership in employee development and use learning to make a measureable impact on the organization? Join Sarah Kimmel, vice president of research at Human Capital Media, as she discusses the practices that make LearningElite organizations effective, and that contribute to their high scores on the LearningElite benchmark.
You’ll learn:
The practices that distinguish LearningElite organizations from the rest.
How elite learning organizations achieve alignment of learning with organizational goals.
How the LearningElite engage leaders at all levels to support employee development and create a culture of learning.
What metrics elite learning organization use to measure impact on the learner and impact on the business.
Tips for maximizing your organization’s scores on the LearningElite application.
Participants will receive early access to the 2018 LearningElite application worksheets.
HOW TO FIX THE LEADERSHIP DEVELOPMENT GAP
Behind every successful organization is a great team of leaders. But despite billions of dollars spent each year on leadership development programs most companies are still failing their next generation of emerging leaders. In fact, according to Gallup, 50% of attrition is due to poor managers––which makes that the biggest driver of employee disengagement.
So why are leadership development programs failing? And how can we fix it?
Join us for a live webinar where we discuss reasons these programs fail and how to keep your leadership development on track. We’ll explore:
How to identify who should be a leader in the first place
The big, pervasive problem with leadership development
What to do with great employees who might not be cut out for management
The best traits to bring out of your emerging leaders
And more!
10 TRENDS IN STAFFING TECH — DON'T GET BLINDSIDED
Wouldn’t you like to know the future of staffing software? Of course, you would — and by attending this webinar you’ll learn the 10 most critical trends in staffing tech. By understanding these trends and what’s driving them, you’ll make better staffing technology purchases. Staffing tech isn’t rocket science, but technology advancements are moving quite fast. Our three goals for this session are that you’re aware, you understand and you’re confident about the immediate future of staffing tech.
During this session, you will learn about:
Get a full map of the current HCM software market.
Find out the 10 staffing tech trends you’ll need to watch.
Understand how evolving staffing tech will affect your work.
University Points: The Gamification of Training and Beyond
Ten years ago, Fallon Health began a Learning Points program with the goals of increasing tracking of employee learning and to encourage an ongoing culture of learning. Within the past few years, we adopted the Maestro Learning solution and then added the SumTotal Talent solution - participation in this program has exploded. During 2016, our Learning Points program has been rebranded into the University Points program – building off the internal name of our integrated suite (elixHR® Platform/SumTotal Talent/Succession/Maestro). In addition to rewarding employees with points for learning, employees also gain points for completing their performance evaluation tasks on time, and for completing parts of their employee profile – information that is essential for good succession planning metrics. And, of course, the program wraps up with recognition and prizes at the end of the year! Do you have what it takes to be a University Points Guru?
During this session attendees will learn:
How Fallon Health leveraged the SumTotal elixHR® Platform to increase employee engagement
How we increased employee comfort with SumTotal solutions
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8 PRINCIPLES OF ORGANIZATIONAL RELEVANCE
In this age of digital transformation, the speed of business propels at breakneck pace. Thirty years ago, companies moved much slower, akin to a Class-II whitewater rapid. The executives at the helm of the lead boat negotiated the rapids dragging everyone else behind in another boat. Support functions and many individuals definitely didn’t have a place in the lead boat, but it didn’t matter much, as the convoy still succeeded moving at a manageable pace.
But today, companies demand agility, responsiveness, and foresight as they traverse dangerous Class-VI rapids. Insufficient or ineffective communication fostered or hindered by Relevancy of individuals and Teams across all disciplines leaves your organization perched precariously on the edge of a major crisis, potentially provoking financial catastrophe, deteriorating customer loyalty, and brand presence.
Damage comes in more insidious forms as well, including the repercussions of ineffective production and communication, or the cancer of a toxic organizational culture. Despite these treacherous waters, we are still often not asked to be part of the lead boat. Pat Bodin, the best-selling author of Get in the Boat: A Journey to Relevance, will discuss organizational relevance and actionable items to give you the opportunity to earn a seat in the lead boat.
Impacts of Organizational Relevance include:
For the Individual:
Elevates their awareness of the needs of all groups within the organization
Broadens their visibility to the core operations in support of its’ needs
Creates improved job satisfaction and belonging
For the Organization:
Strengthens the working relationships across all disciplines and improves retention
Fosters Talent Development
Drives performance through common focus between individuals and groups
Reinvent Performance Management into a Leadership Process
You’ve heard all the buzz and stats: A majority of organizations want to improve their performance management system. Many are getting rid of their ratings. Most are struggling with leaders who can’t coach or give feedback. Almost all agree that performance management is broken.
Have you been tasked to review your system? Are you stuck trying to figure out your next best move? Join us for a one-hour webinar to gain insights and ideas on how to reinvent your approach to performance management:
Transform it from a HR process to a leadership process
Recognize common pitfalls
Consider the science of human motivation
Change the goal of performance management to improved performance
RE-EVALUATING YOUR ORGANIZATION’S SKILL GAPS
Many companies seem to have fallen victim to the ominous skills gap – but only because they’ve found it’s easier to place blame somewhere than to look at what they can do to fix it. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are lending to skill gaps? Have you done a formal assessment to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce?
Join Katie Miller from BizLibrary as we re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently.
In this webinar, you’ll learn:
The factors that could be contributing to your skill gaps, and how to find and address the root causes
How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations
How to start uncovering your organization’s skill gaps with a formal assessment
How to use modern training methods to bridge skill gaps by upskilling your workforce
Transitioning to HR Tech: The Power of Pilot Programs
With technology constantly changing, it is important to find the HR tech system that will drive transformation. Existing systems may be limiting productivity and resulting in unnecessary costs. When it comes to integrating new technology, pilot programs may be the answer. Founder & CEO of The Devon Group and Women in HR Tech Summit Chair for U.S. & Singapore Jeanne Achille will discuss how to integrate HR technology pilot programs without disrupting the employee experience.
Transitioning to HR Tech: The Power of Pilot Programs
With technology constantly changing, it is important to find the HR tech system that will drive transformation. Existing systems may be limiting productivity and resulting in unnecessary costs. When it comes to integrating new technology, pilot programs may be the answer. Founder & CEO of The Devon Group and Women in HR Tech Summit Chair for U.S. & Singapore Jeanne Achille will discuss how to integrate HR technology pilot programs without disrupting the employee experience.
LEADERSHIP DEVELOPMENT USING EXPERIENTIAL LEARNING
Have you been trying to successfully initiate learning solutions in order to develop your leaders, whether for high potential or for midlevel or junior leaders? Have you been challenged to deliver measurable business results and create impactful learning experiences?
Experiential learning is a proven way to create memorable learning experiences. In the webinar, you will learn what experiential learning is, how to use it and hear concrete examples that may spark some ideas for you to develop your own successful initiatives.
In this webinar, you will learn:
What is experiential learning and how to use it.
What are the benefits and pitfalls.
Hear concrete examples of how Fortune 500 companies have used it successfully in order to develop both hard and soft skills.
THE DIGITAL TRANSFORMATION OF THE LEARNING FUNCTION
When the speed of employee learning needs to keep pace with the digital transformation of organizations large and small, the solutions are far from obvious. Digital transformation is changing the learning and development function and the role of the CLO. It is as much about strategy and culture as it is about technology. So how does the learning and development function enable successful market and organizational change in the digital era? This webinar will focus on three core areas of technological and functional change for L&D: how to facilitate organizational change with cross functional collaboration; how to create learning experiences using AI; and design thinking and agile approaches and how to avoid common pitfalls. The speakers, Amy Loomis and Robert Burnside, bring direct experience from their years of work in the industry and through current consulting engagements. Loomis led the development and instantiation of IBM’s Think Academy and Burnside was Ketchum’s CLO. Join them in a conversation on how L&D can build resilient organizations that are well equipped to navigate the demands of work in the digital era.
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Embedding the development of high potential leaders into the fabric of a learning and development strategy is an ongoing priority and challenge for many of us. As we consider possible solutions for creating a willing and able bench of successors, we find ourselves tackling several questions:
How do we define high potential?
Are the learning needs of high potentials vastly different from other employees?
Do our solutions provide ample opportunity for both development and visibility?
Should high potentials learn from each other?
Who should develop high potentials? L&D professionals? Managers and leaders? External experts?
How do we know whether the program is successful?
Hear about Ameriprise Financial Inc.’s journey to build a comprehensive high potential framework. This session will cover the multifaceted approach we took to build this framework and some of our key learnings along the way.
Learn how Ameriprise’s high potential framework fits within the overarching L&D strategy.
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Review how we’re measuring success.
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Attend this webinar to learn:
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We’re In a Leadership Development Crisis – Now What?
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During this spotlight webinar attendee will hear:
What the problem is with leadership development.
Where you can get the biggest bang for your investment growing your leaders.
What the best organizations do to deliver effective leadership development.
How you can grow your talent to be the leaders your organization needs.
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STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENT
How do you know if your learning program is really working?
Proper course tracking and sharing of learning data can help organizations develop best practices for how organizations measure the impact of learning. When historically, tools and systems haven’t made it easy to access and correlate data in order to measure, finding the right combination of strategy and technology can help optimize learning results to increase performance and impact business outcomes across the entire organization.
In this webinar you will learn about:
Best practices for measuring and optimizing learning programs.
Learning tools that improve workflow efficiency.
Expanding L&D value across the enterprise to drive results.
Q&A WITH SAP: HOW INNOVATIVE COMPANIES (AND THEIR EMPLOYEES) ARE GETTING FUTU...
According to PWC, 92% of CEOs are worried that their employees don’t have the skills they need. Clearly, it’s not enough to just train people to do existing jobs. If organizations are going to survive into the future, we need to build totally new skills while we continuously upgrade and rebuild old ones. And ownership falls to both the organization and the employee.
Join us to find out what employees can do to be ready for the future of work and what organizations can do to empower employees and drive a continuous learning experience.
BALANCING GLOBAL, LOCAL AND BUSINESS UNIT NEEDS: IMPLEMENTING A GLOBAL LEARNI...
Responding to changes in the marketplace, Northern Trust continues to expand their operational capabilities and office footprint internationally in countries such as Ireland, India and the Philippines among many others.
The difficulties of operating internationally are abundant, including the learning and development of diverse employees. Keeping a constant balance between meeting local audience needs and the desire to deliver globally consistent programs can be challenging. Planning and executing on this global strategy with a decentralized, business unit-focused L&D organization provides even more complexity.
Join Kacie Walters, vice president, strategic learning programs at Northern Trust, as she presents the challenges and frameworks used to implement a global learning and development strategy with their ever-expanding international presence and federated L&D operating model.
Key takeaways:
Setting priorities to stay aligned to the business in a global, decentralized environment.
Holding the right balance between global and local solutions.
Governing learning solutions across a decentralized structure.
How L&D operating models are changing to address common challenges in global enterprises.
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNED
The ‘Measuring the Business Impact of Learning’ benchmarking survey, conducted by LEO Learning and Watershed (on behalf of Learning Technologies Group) is entering its fourth year. With the survey launching on November 1st and closing on December 13th, LEO Learning and Watershed are holding a webinar to reflect on the results so far, plus discuss how organizations they’re working with have overcome the barriers in measurement planning and implementation. The insights are drawn from their group experience working with a range of clients in this field and should be valuable for anyone who wants to get going in learning analytics and sustainable business impact assessment.
Join your hosts as they cover the state of the world of measurement, and you’ll receive:
An understanding of how well-known organizations have overcome the barriers in measurement planning and implementation.
Real-world examples of how to get management buy-in, designing for data, building data ecosystems, implementing a learning analytics strategy and more.
The opportunity to take this years ‘Measuring the Business Impact of Learning’ survey, and see the results coming in live!
THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLD
A volatile, uncertain, complex, ambiguous (VUCA) workplace requires a distinct set of leadership competencies: non-hierarchical influence, the ability to rapidly align across functions, creativity for drawing insights across domains, and most of all, “empathy,” the linchpin leadership skill in the modern workplace. Empathy allows us to imagine the world from different perspectives, unite across functions, generations, regions. Join Melissa Lanier of T-Mobile to learn about “The Agility Shift,” an award-winning leader development offering designed to equip people managers to thrive in an uncertain, complex, and ambiguous environment. The program, which will utilize cutting-edge virtual simulation technology, is designed to help leaders respond quickly and increase resilience by immersively preparing them for stressful encounters. Impact is measured on an individual, function and business level. Collectively, managers report learning how to “avoid tunnel vision,” "think on their feet," “respond rather than react” and embrace a positive mindset.
Modernizing L&D: Part 1 – Why Evolving Corporate Learning Isn’t an Option. It...
We get it. You’re used to running L&D programs a certain way. So why change now?
Well, the way we see it, you really don’t have a choice. The way businesses and employees work has changed. And, quite frankly, many L&D departments haven’t kept pace. Your people are employees who need to perform, not students who need to be taught. So, if you want to continue to deliver value, it’s time to take a step back and reassess how to align with new business requirements and goals.
In Part 1 of our Modernizing L&D series, we’ll explore why transformation within the corporate learning function is vital. Specifically, we’ll discuss:
How the needs of the modern employee and business have evolved.
Why traditional workplace learning tactics are falling short.
How nine essential principles of modern workplace learning can kick-start your L&D transformation
LEADERSHIP TRANSITION COACHING: A STRATEGY TO FOSTER A POSITIVE WORKPLACE CUL...
Organizations today recognize the importance of developing a strong organizational culture. According to Gallup, frontline leaders account for 70 percent of the variance between a great culture and a lousy one. However, new leaders are often promoted from within or hired into an organization with minimal direction and support, leaving new leaders to learn for themselves what it means to be a leader. When inevitable challenges arise, new leaders are often left without the support they need to survive, let alone thrive.
Since 2009, CareSource, a nonprofit managed care plan based in Dayton, Ohio, has offered new leaders a certified personal coach to proactively develop and sustain their culture. The Leadership Transition Coaching program pairs new leaders with a certified coach to help define their leadership style and facilitate a positive team culture to ensure organizational success. The program is yielding more confident new leaders and a strong return on investment for the organization.
Session participants will:
Explore the importance of developing and supporting new leaders in order to foster a positive culture.
Learn how CareSource has successfully leveraged leadership transition coaching to support the development of new leaders.
Identify key elements for developing a successful, sustainable internal coaching program.
LEARNINGELITE: BEST PRACTICES FROM STRATEGY TO KPIS
For seven years, CLO’s LearningElite awards have recognized the organizations that excel at managing the learning function from end to end. How do elite learning organizations align learning with organizational goals, engage their learners, measure success, engage leadership in employee development and use learning to make a measureable impact on the organization? Join Sarah Kimmel, vice president of research at Human Capital Media, as she discusses the practices that make LearningElite organizations effective, and that contribute to their high scores on the LearningElite benchmark.
You’ll learn:
The practices that distinguish LearningElite organizations from the rest.
How elite learning organizations achieve alignment of learning with organizational goals.
How the LearningElite engage leaders at all levels to support employee development and create a culture of learning.
What metrics elite learning organization use to measure impact on the learner and impact on the business.
Tips for maximizing your organization’s scores on the LearningElite application.
Participants will receive early access to the 2018 LearningElite application worksheets.
HOW TO FIX THE LEADERSHIP DEVELOPMENT GAP
Behind every successful organization is a great team of leaders. But despite billions of dollars spent each year on leadership development programs most companies are still failing their next generation of emerging leaders. In fact, according to Gallup, 50% of attrition is due to poor managers––which makes that the biggest driver of employee disengagement.
So why are leadership development programs failing? And how can we fix it?
Join us for a live webinar where we discuss reasons these programs fail and how to keep your leadership development on track. We’ll explore:
How to identify who should be a leader in the first place
The big, pervasive problem with leadership development
What to do with great employees who might not be cut out for management
The best traits to bring out of your emerging leaders
And more!
10 TRENDS IN STAFFING TECH — DON'T GET BLINDSIDED
Wouldn’t you like to know the future of staffing software? Of course, you would — and by attending this webinar you’ll learn the 10 most critical trends in staffing tech. By understanding these trends and what’s driving them, you’ll make better staffing technology purchases. Staffing tech isn’t rocket science, but technology advancements are moving quite fast. Our three goals for this session are that you’re aware, you understand and you’re confident about the immediate future of staffing tech.
During this session, you will learn about:
Get a full map of the current HCM software market.
Find out the 10 staffing tech trends you’ll need to watch.
Understand how evolving staffing tech will affect your work.
University Points: The Gamification of Training and Beyond
Ten years ago, Fallon Health began a Learning Points program with the goals of increasing tracking of employee learning and to encourage an ongoing culture of learning. Within the past few years, we adopted the Maestro Learning solution and then added the SumTotal Talent solution - participation in this program has exploded. During 2016, our Learning Points program has been rebranded into the University Points program – building off the internal name of our integrated suite (elixHR® Platform/SumTotal Talent/Succession/Maestro). In addition to rewarding employees with points for learning, employees also gain points for completing their performance evaluation tasks on time, and for completing parts of their employee profile – information that is essential for good succession planning metrics. And, of course, the program wraps up with recognition and prizes at the end of the year! Do you have what it takes to be a University Points Guru?
During this session attendees will learn:
How Fallon Health leveraged the SumTotal elixHR® Platform to increase employee engagement
How we increased employee comfort with SumTotal solutions
Best practices for encouraging continuous learning and data participation for the Succession Planning module
8 PRINCIPLES OF ORGANIZATIONAL RELEVANCE
In this age of digital transformation, the speed of business propels at breakneck pace. Thirty years ago, companies moved much slower, akin to a Class-II whitewater rapid. The executives at the helm of the lead boat negotiated the rapids dragging everyone else behind in another boat. Support functions and many individuals definitely didn’t have a place in the lead boat, but it didn’t matter much, as the convoy still succeeded moving at a manageable pace.
But today, companies demand agility, responsiveness, and foresight as they traverse dangerous Class-VI rapids. Insufficient or ineffective communication fostered or hindered by Relevancy of individuals and Teams across all disciplines leaves your organization perched precariously on the edge of a major crisis, potentially provoking financial catastrophe, deteriorating customer loyalty, and brand presence.
Damage comes in more insidious forms as well, including the repercussions of ineffective production and communication, or the cancer of a toxic organizational culture. Despite these treacherous waters, we are still often not asked to be part of the lead boat. Pat Bodin, the best-selling author of Get in the Boat: A Journey to Relevance, will discuss organizational relevance and actionable items to give you the opportunity to earn a seat in the lead boat.
Impacts of Organizational Relevance include:
For the Individual:
Elevates their awareness of the needs of all groups within the organization
Broadens their visibility to the core operations in support of its’ needs
Creates improved job satisfaction and belonging
For the Organization:
Strengthens the working relationships across all disciplines and improves retention
Fosters Talent Development
Drives performance through common focus between individuals and groups
Reinvent Performance Management into a Leadership Process
You’ve heard all the buzz and stats: A majority of organizations want to improve their performance management system. Many are getting rid of their ratings. Most are struggling with leaders who can’t coach or give feedback. Almost all agree that performance management is broken.
Have you been tasked to review your system? Are you stuck trying to figure out your next best move? Join us for a one-hour webinar to gain insights and ideas on how to reinvent your approach to performance management:
Transform it from a HR process to a leadership process
Recognize common pitfalls
Consider the science of human motivation
Change the goal of performance management to improved performance
RE-EVALUATING YOUR ORGANIZATION’S SKILL GAPS
Many companies seem to have fallen victim to the ominous skills gap – but only because they’ve found it’s easier to place blame somewhere than to look at what they can do to fix it. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are lending to skill gaps? Have you done a formal assessment to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce?
Join Katie Miller from BizLibrary as we re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently.
In this webinar, you’ll learn:
The factors that could be contributing to your skill gaps, and how to find and address the root causes
How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations
How to start uncovering your organization’s skill gaps with a formal assessment
How to use modern training methods to bridge skill gaps by upskilling your workforce
Transitioning to HR Tech: The Power of Pilot Programs
With technology constantly changing, it is important to find the HR tech system that will drive transformation. Existing systems may be limiting productivity and resulting in unnecessary costs. When it comes to integrating new technology, pilot programs may be the answer. Founder & CEO of The Devon Group and Women in HR Tech Summit Chair for U.S. & Singapore Jeanne Achille will discuss how to integrate HR technology pilot programs without disrupting the employee experience.
Transitioning to HR Tech: The Power of Pilot Programs
With technology constantly changing, it is important to find the HR tech system that will drive transformation. Existing systems may be limiting productivity and resulting in unnecessary costs. When it comes to integrating new technology, pilot programs may be the answer. Founder & CEO of The Devon Group and Women in HR Tech Summit Chair for U.S. & Singapore Jeanne Achille will discuss how to integrate HR technology pilot programs without disrupting the employee experience.
LEADERSHIP DEVELOPMENT USING EXPERIENTIAL LEARNING
Have you been trying to successfully initiate learning solutions in order to develop your leaders, whether for high potential or for midlevel or junior leaders? Have you been challenged to deliver measurable business results and create impactful learning experiences?
Experiential learning is a proven way to create memorable learning experiences. In the webinar, you will learn what experiential learning is, how to use it and hear concrete examples that may spark some ideas for you to develop your own successful initiatives.
In this webinar, you will learn:
What is experiential learning and how to use it.
What are the benefits and pitfalls.
Hear concrete examples of how Fortune 500 companies have used it successfully in order to develop both hard and soft skills.
THE DIGITAL TRANSFORMATION OF THE LEARNING FUNCTION
When the speed of employee learning needs to keep pace with the digital transformation of organizations large and small, the solutions are far from obvious. Digital transformation is changing the learning and development function and the role of the CLO. It is as much about strategy and culture as it is about technology. So how does the learning and development function enable successful market and organizational change in the digital era? This webinar will focus on three core areas of technological and functional change for L&D: how to facilitate organizational change with cross functional collaboration; how to create learning experiences using AI; and design thinking and agile approaches and how to avoid common pitfalls. The speakers, Amy Loomis and Robert Burnside, bring direct experience from their years of work in the industry and through current consulting engagements. Loomis led the development and instantiation of IBM’s Think Academy and Burnside was Ketchum’s CLO. Join them in a conversation on how L&D can build resilient organizations that are well equipped to navigate the demands of work in the digital era.
BUILDING OUR BENCH AND SECURING OUR FUTURE: AMERIPRISE FINANCIAL INC.’S JOURN...
Embedding the development of high potential leaders into the fabric of a learning and development strategy is an ongoing priority and challenge for many of us. As we consider possible solutions for creating a willing and able bench of successors, we find ourselves tackling several questions:
How do we define high potential?
Are the learning needs of high potentials vastly different from other employees?
Do our solutions provide ample opportunity for both development and visibility?
Should high potentials learn from each other?
Who should develop high potentials? L&D professionals? Managers and leaders? External experts?
How do we know whether the program is successful?
Hear about Ameriprise Financial Inc.’s journey to build a comprehensive high potential framework. This session will cover the multifaceted approach we took to build this framework and some of our key learnings along the way.
Learn how Ameriprise’s high potential framework fits within the overarching L&D strategy.
Understand the key ingredients that of these programs that really work.
Review how we’re measuring success.
MORE THAN JUST CONTENT: WHY DEEP SKILLS DEVELOPMENT REQUIRES A LEARNING ECOSY...
In today’s L&D landscape, content is often at the foundation of corporate training strategies. However, its role can be overestimated and misunderstood. Content is certainly important but not sufficient to provide an engaging and impactful learning experience that will ultimately drive transformation for individuals and organizations. During this interactive webinar, Jason Hathaway, Director, Content & Learning Solutions, will provide insights on:
Why and how to fight against the “sit & listen” approach to learning
Why some learning strategies need to resemble marathons, not sprints
How to create an efficient learning ecosystem today
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STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENT
STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENT
Q&A WITH SAP: HOW INNOVATIVE COMPANIES (AND THEIR EMPLOYEES) ARE GETTING FUTU...
Q&A WITH SAP: HOW INNOVATIVE COMPANIES (AND THEIR EMPLOYEES) ARE GETTING FUTU...
BALANCING GLOBAL, LOCAL AND BUSINESS UNIT NEEDS: IMPLEMENTING A GLOBAL LEARNI...
BALANCING GLOBAL, LOCAL AND BUSINESS UNIT NEEDS: IMPLEMENTING A GLOBAL LEARNI...
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNED
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNED
THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLD
THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLD
Modernizing L&D: Part 1 – Why Evolving Corporate Learning Isn’t an Option. It...
Modernizing L&D: Part 1 – Why Evolving Corporate Learning Isn’t an Option. It...
LEADERSHIP TRANSITION COACHING: A STRATEGY TO FOSTER A POSITIVE WORKPLACE CUL...
LEADERSHIP TRANSITION COACHING: A STRATEGY TO FOSTER A POSITIVE WORKPLACE CUL...
LEARNINGELITE: BEST PRACTICES FROM STRATEGY TO KPIS
LEARNINGELITE: BEST PRACTICES FROM STRATEGY TO KPIS
University Points: The Gamification of Training and Beyond
University Points: The Gamification of Training and Beyond
Reinvent Performance Management into a Leadership Process
Reinvent Performance Management into a Leadership Process
Transitioning to HR Tech: The Power of Pilot Programs
Transitioning to HR Tech: The Power of Pilot Programs
Transitioning to HR Tech: The Power of Pilot Programs
Transitioning to HR Tech: The Power of Pilot Programs
LEADERSHIP DEVELOPMENT USING EXPERIENTIAL LEARNING
LEADERSHIP DEVELOPMENT USING EXPERIENTIAL LEARNING
THE DIGITAL TRANSFORMATION OF THE LEARNING FUNCTION
THE DIGITAL TRANSFORMATION OF THE LEARNING FUNCTION
BUILDING OUR BENCH AND SECURING OUR FUTURE: AMERIPRISE FINANCIAL INC.’S JOURN...
BUILDING OUR BENCH AND SECURING OUR FUTURE: AMERIPRISE FINANCIAL INC.’S JOURN...
MORE THAN JUST CONTENT: WHY DEEP SKILLS DEVELOPMENT REQUIRES A LEARNING ECOSY...
MORE THAN JUST CONTENT: WHY DEEP SKILLS DEVELOPMENT REQUIRES A LEARNING ECOSY...
Similar to DEVELOPMENT OF FRONTLINE LEADERS: A STEALTH APPROACH
CREATING A HIGH-IMPACT COACHING CULTURE: BEST PRACTICES FROM ORGANIZATIONS TH...
A coaching culture is a key component of improving productivity, increasing retention, and driving business results. Organizations thrive when coaching occurs up, down and throughout the organization, with executive leaders leading the charge. Based on first-hand research with more than 500 organizations implementing a coaching culture, this webinar explains the key elements of a mature coaching culture and how to effectively bring them into your organization.
Attend this webinar to learn:
What makes a coaching culture successful (and what stands in the way)
How organizations with the strongest coaching cultures support their coaches
How coaching employees generates real business results
How to Combat the Leadership Crisis
We’re In a Leadership Development Crisis – Now What?
According to the 2015 annual survey by Deloitte, only 18 percent of organizations hold their leaders accountable for identifying and developing successors. Does this ring true with your organization? In this upcoming spotlight webinar, Howard Prager, president of Advance Learning Group, will share what learning leaders can do to make impactful succession planning programs and where dollars should be invested to achieve the greatest return.
During this spotlight webinar attendee will hear:
What the problem is with leadership development.
Where you can get the biggest bang for your investment growing your leaders.
What the best organizations do to deliver effective leadership development.
How you can grow your talent to be the leaders your organization needs.
MYTHBUSTING: HOW TO MAXIMIZE THE IMPACT OF INFORMAL LEARNING
Informal learning has the power to grow individuals, the business, and the results of L&D programs. But while learners today now have 24/7 access to the technology-enabled, just-in-time learning they crave, this doesn’t mean HR and learning leaders should adopt a “build it and they will come” mindset when it comes to informal learning.
In this webinar presented by Julie Winkle Giulioni, best-selling co-author of Help Them Grow or Watch Them Go, and Saba’s Emily Manley, you’ll discover how to give your informal learning strategy the structure necessary for successful outcomes. You’ll learn how you can actively support informal learning in your organization to maximize its ability to improve performance.
You’ll gain insights into:
Common myths and misconceptions of informal learning—and the truths behind them
How the “6 C’s” can help you make the most of your investment in informal learning
Ways to transform mere information into skill-building and behavior-changing instructional interventions
DEVELOPING MIDDLE MANAGERS INTO BETTER PEOPLE MANAGERS
Are your managers driving your talent out the door? With the highest quit rate we’ve seen in nearly two decades, companies need every tool in their belt to retain key players. One area to pay attention to are your middle managers because as the saying goes, people don’t quit companies, they quit managers. This session will give attendees tips to build their managers into better people managers to retain top talent. Key takeaways include:
Understanding the critical role managers have in an organization.
Understanding the difference between people managers and managers.
Traits of good people managers.
Mistakes made when identifying good people managers.
Developing people managers.
CAREER PLANNING & PATHING: HOW TO DEVELOP A STRATEGIC VISION
Consider the importance and impact of Career Pathing for your workforce. In this webinar we will discuss the benefits and key elements that drive career pathing and what it means for your company’s employee experience, engagement and retention. Employees are bringing new expectations; we’ll discuss the impact of providing your employees with a personalized and transparent view to their career development and growth with a particular focus on results.
The C-suite understands that talent development is essential to ongoing success. The most progressive leaders are re-thinking their talent strategy by improving the employee experience, embracing diversity, empowering career development, placing learning at the heart of HR.
This interactive webinar will provide easy-to-understand insights on:
Discuss the importance of Career Pathing within your Talent Development strategy
Identify key expectations employees now bring to their jobs
Showcase the bottom-line results of a well-defined and developed career development & growth solution
EXECUTIVE COACHING PROGRAMS: BEST PRACTICES, KEY ISSUES, AND TRENDS FOR DRIVI...
Executive Coaching is a holistic development process that takes leaders out of their comfort zones so they can be more self-aware and reflect on their leadership capability and effectiveness. Senior leaders and executives are commonly faced with navigating complex change, leading people and processes and managing the business to achieve objectives. Some of these leaders are in a succession plan and preparing to transition into a new role, while others need overall refinement of leadership skills to lead at the right level. In today’s business landscape, coaching is most effective when aligned with business objectives and the talent management strategy and not used reactively for remedial performance improvement. In this webinar, you will learn how organizations are using executive coaching for leadership development. The discussion will also review common leadership assessment tools and compare the value of internal vs. external coaching programs.
Session takeaways include:
Executive coaching strategy, purpose, and outcomes — how it is used in organizations.
Structure and process for a successful coaching outcome.
Building the coaching bench — skills, standards, and rigor.
Measuring the effectiveness of coaching.
Trends in executive coaching.
DEVELOPING LEADERS IN YOUR ORGANIZATION - STARTING THEM OFF RIGHT
Do all leaders need the same things? In this webinar, we will explore the importance of competency alignment to different levels of leadership, focusing on developing new leaders for long-term career growth. This includes a discussion around whether each level of leader should receive the same leader competencies, and if not, how should they vary. Once leadership competencies are agreed upon in the organization, it is essential to find an effective leadership program that complements those competencies and your business objectives. This webinar will help you develop an action plan for choosing the most effective leadership program that’s right for your organization.
Attendees will learn:
Which competencies are the most valuable for your new leaders
How to effectively instill those competencies in your new leaders
How to select the right leadership program for your organization
Building Better Managers and a Stronger Workforce
Great managers are the key to developing a stronger and more engaged workforce. But how do you get your managers to effectively hire, retain, deploy, and engage talent—at all levels? Troy Anderson from Instructure will show us how to elevate your managers and give your company a true competitive advantage.
Takeaways:
Learn to create more effective leaders within your organization.
Learn to effectively create training that engages your employees.
Learn how to not only train your workforce, but how to make sure they retain that training.
BECOMING A PARTNER TO THE BUSINESS: HOW BEACHBODY BUILT THE BUSINESS CASE FOR...
We know learning happens across different systems and devices, between people, and in the real world. We also know weaving it all together into a seamless learning experience takes some work: new system functionality with L&D, HR and IT teams working together.
As L&D leaders, how can we effectively convince and then work with other business leads to overcome organizational challenges?
The good news is the financial support is there: 70% of CHROs are investing in technologies to help them move faster (PWC Technology Survey in 2017).
The even better news is Beachbody has been successful in partnering L&D to the business and they will be on our May webinar to show just how they did it.
WHAT MAKES AN EFFECTIVE LEADERSHIP DEVELOPMENT COACH?
What is a coach? What is development? Let’s explore what it looks like to be a Development Coach at whatever level of leadership you find yourself in. To be an excellent leader it requires being a coach. It requires being agile enough to adapt to individual people and situations. A great leader is curious and sets themselves up for success. That is what a Development Coach delivers.
We will look at four competencies. What skilled and unskilled looks like, as well as how overusing a skill can result in weakening the impact. We will look at how a coach leads their team. We will look at how leaders take responsibility and inspire their people.
Greater Birmingham: Share | Learn | Inspire - Inclusion in the Workplace
Over 30 like-minded Employee Engagement enthusiasts met at Hays Human Resources, our generous sponsors, in Central Birmingham to consider Inclusion in the Workplace. In the wake of the referendum result, people are more uncertain about the future. There are examples that discrimination is on the rise. Employee engagement is more important than ever to succeed.
Reverse Mentoring
Gabrielle Ferguson, Talent Development Partner EMEA, CA Technologies inspired everyone by sharing her journey. Having successfully introduced Reverse Mentoring as an approach to improving diversity in the workplace, Gabi will soon be rolling this out across the business.
Taking flight progressive leadership development at the nba
Coming off of the highly successful launch of strategic leadership initiatives in 2015 and 2016, the National Basketball Association’s learning and development team entered 2017 flying high and anticipating that the most rigorous design work was, at least for a time, behind them. Spoiler alert: It was not. While the more tactical, day-to-day leadership development programming was not “broke,” it became clear that the new standards of practice could no longer be met by undertaking a simple refresh. In other words: If it ain’t broke, break it. By applying the lessons learned in the course of designing more advanced and targeted leadership offerings to ground-level transitional programs, they were able to accelerate the development of a new suite of progressive leadership development products that supported the development of people managers companywide and yielded tangible gains in employee engagement across a wide range of manager-specific measures by mid-2018. In this session, Mike Kennedy, the NBA’s learning and development leader, will discuss some of the team’s learnings, such as:
Culture trumps competencies: You cannot teach that which is not reinforced.
Building one transitional leadership development at a time is a fool’s errand. Commit to concurrent development, or don’t bother.
Don’t assume that senior leaders are “above” discussing leadership basics. There is a significant body of leadership content that is level-agnostic — in many cases, facilitation tactics should vary across levels, but the subject matter itself should be relevant across seniority levels.
THE BUSINESS OF LEARNING: A STRATEGIC APPROACH TO DELIVERING IMPACTFUL LEARNI...
As the need to deliver targeted training programs increases, learning and development professionals are constantly faced with the challenge of engaging employees while meeting business needs. Join this webinar to learn more about a holistic approach you can use to deliver an engaging modern learning experience in a way that also achieves a significant return on investment.
During the session you will learn how to:
Develop the vision for delivering engaging learning programs
Leverage a proven framework to build an internal business case
Increase learner adoption and achieve on business objectives
CLO SURVEY: DEFINING & MAPPING EFFECTIVE HIGH-STAKES LEARNING
We asked 400 CLOs and over 1000 learners what they think the state of their organization’s learning culture is and where they hope it is going. Join us for an intriguing and somewhat disconcerting summary of your peers’ perspective as we dissect the key findings and its implications for L&D approaches moving forward. Additionally, we’ll provide some clarity around what an effective Collaborative Learning solution functionally is and how the benefits transcend common barriers to adoption.
This webinar will:
Identify the most business-critical challenges facing CLOs today
Dissect the data trends and what they mean for the industry
Define the ideal modality for high-stakes learning and justify its adoption
ADDRESS THE SKILLS GAP WITH MICRO-CREDENTIALING
Using Open Badges to provide micro-credentials is a great way to track upskilling and career pathing for learners within organizations. This session will cover how micro-credentialing supports ongoing professional development and personalized learning pathways as it pertains to accomplishments and skills.
By attending this session, you will:
-Explore the open badge framework and how it can track progress to act as a workplace currency
-Analyze why most organizations that try badging don't succeed in their goals
-Learn how badges help solve the skills gap and how clients are using them to transform their learning culture.
-Discover strategies for badging effectively at your organization.
OWN YOUR OWN JOURNEY
Do you want to increase your ability to meet both your organization’s needs and the needs of your people at the same time? Do you want to increase your ability to leverage existing opportunities for growth and development? How about getting more than the “usual suspects” to the table to diversify your organizational perspective? If you are invested in developing an approach to supporting a learning organization that will mobilize your people, this session is for you. Carla Johnson, manager of HR strategies and initiatives for Advanced Education with the Alberta Public Service in Alberta Canada, will share with you an approach to developing individual capacity to create organizational impact that is currently underway in her organization. You will leave her session with the tools and the emergent approach to making this happen.
During this session, participants will:
Gain an understanding of an approach that enables individuals to take charge of their own development.
Leave with usable tools for developing their own organizational approach and shifting workplace culture through talent development.
Be able to identify how systems in their organizations can be harnessed for the benefit of individuals who will return value back to the organization through increased engagement.
Supporting employee development through personalized learning final
Employees are tired of the traditional one-size-fits-all learning experience. In a culture that values the importance of customization we need to adapt our programs to suit learners’ needs. By personalizing learning, we can empower our teams to grow and adapt to a continuously changing work environment. This growth benefits the individual who is taking a course and their entire organization, as these employees will be engaged and have an increased skillset that can be directly applied to their work.
At the end of this webinar, you will be able to:
Define personalized learning
Outline the importance of offering learners a personalized experience
Incorporate elements of personalized learning into your courses
THE LEADERSHIP DEVELOPMENT DILEMMA
Despite enjoying one of the most highly-educated workforces in history, today’s organizations are struggling with a common challenge: how do we develop the leaders of tomorrow? When only 14 percent of current CEOs believe they have the talent necessary to execute their business strategies, it’s clear the problem is widespread. And this begs the obvious question: What does the leader of the future look like? And, more pointedly, why are organizations having such a difficult time developing them?
Join Chief Learning Officer and Damian Vaughn, chief programs officer at BetterUp, for a robust evidence-based discussion on the leadership development dilemma. We’ll explore the question of whether L&D as we know it is ill-equipped to develop leaders who can navigate these disruptive times. You’ll hear what new human skills are in hot demand and set to redefine the leader landscape. And we’ll also consider whether a fundamental shift in the way we think about learning and development itself is required to respond to both the current disruptive marketplace and the needs, expectations, and abilities of the modern employee.
You’ll come away from this webinar with a better understanding of:
Why the disrupted workplace requires a fundamentally new type of leader
What skills most leaders lack that are critical for navigating change
Where most leadership programs fall short, and exciting research-based alternatives
Why tomorrow’s leaders must be developed, not just trained—and what the difference is
The benefits of coaching versus training, and compelling results of recent research
BUILDING A LEARNER-CENTRIC STRATEGY WITH ONDEMAND TRAINING
Whether you’re already using on-demand training, or you have yet to jump into this arena, you probably have a lot of questions about how to make the most of it. Your strategy for choosing the delivery methods, formats, online tools, content provider, production methods, etc. should align with the goals of the organization, but first and foremost, you’ll need to build a strategy that is learner-centric.
The needs and preferences of your learners will ultimately determine what makes your program effective and what doesn’t.
So, how do you incorporate on-demand training in ways that fit your modern learners’ highest priorities, and see ROI that proves the importance of fulfilling those needs?
Join us as we discuss:
The top three challenges with training a modern workforce.
How you can us on-demand training to overcome these challenges.
Specific methods that allow training to have a greater impact on organizational goals and success.
E-LEARNING IN THE AGE OF DISTRACTION: ADAPTABILITY, PRODUCTIVITY & MEASUREMENT
Technology has improved nearly everything that we do — except for corporate learning and training. Employees have increased demands, decreased time and evolving interests and goals, so how do you train effectively in this environment and ensure retention?
This session will:
Introduce participants to truly adaptive eLearning technology.
Learn how adaptive technology not only engages employees, but boosts productivity and retention.
Deep dive in to the behavior analytics that come out of adaptive learning technologies.
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More from Human Capital Media
STRATEGIC WORKFORCE PLANNING: WHERE HR AND FINANCE MEET
In today’s dynamic business world, it is imperative to be able to react proactively to changes in the macro and micro environments with a strategy for all of your business’s investments, including their most important and largest asset, their employees. In their workforce planning efforts, C-suite leaders have to plan for critical roles and competencies that address the demand for candidates and ensure it aligns with the company’s business strategy.
Join us for the webinar, Strategic Workforce Planning: Where HR and Finance Meet, to learn how Oracle’s Strategic Workforce Planning Cloud Service (SWPCS) can help today’s HR leaders align future human capital needs with future strategic decisions of the C-suite. SWPCS provides the ability to visualize scenarios with an infinite amount of options to help determine the best approach to both tactical and strategic decisions. Learn how your organization can benefit from resource efficiency, global strategy alignment and cross-departmental collaboration through SWPCS.
What Attendees Will Learn:
The steps and best practices on how to execute Strategic Workforce Planning in your organization.
How human resources can collaborate with finance departments to align future human capital needs with future strategic decisions of the business.
How to use the tool to identify current skill gaps and forecast future workforce needs.
Examples of what-if scenarios with data and input from the HR and Finance management systems that can help prepare for the unexpected and establish action plans.
This event is co-hosted by Baker Tilly and Oracle. By clicking the ‘Register’ button, Baker Tilly and Oracle will have access to your personal information, and all may communicate with you regarding this event and their other products and services. Each party will be responsible for managing their own use of your personal information. We recommend you review the privacy policies of Baker Tilly and Oracle to address any questions you have regarding their handling of your personal information.
ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...
Organizations are struggling to find skilled workers to fill jobs. Workers are struggling to stay up to speed on the skills they need to succeed in today’s labour market. Students are graduating with skills that are already obsolete. Despite this, there is massive voluntary turnover happening across industries as employees seek jobs that offer them education and growth opportunities. Businesses and educators today need to invest in workforce learning and development in order to stay relevant and prepared for a rapidly changing economy. Employers need to work with education institutions to recruit, develop, and retain lifelong learners who have the capacity and desire to upskill and reskill over the course of their careers.
In this webinar:
Explore the skills gap facing organizations today
Analyze the role of workforce and educators in solving the skills gap
Learn how to identify lifelong learners who will be able to upskill and reskill over time
Discover strategies for effectively rewarding and encouraging lifelong learning at your organization
2020 GLOBAL EMPLOYEE EXPERIENCE TRENDS
What drives employee engagement across the globe? What can you do to meaningfully improve employee experience in your organization? Join Qualtrics Employee Experience Consultant Yesenia Cancel for a deep-dive into the 2020 Global Employee Experience Trends, a comprehensive study of 13K+ workers across 13 geographies. Through a mix of data insights and case studies, Yesenia will highlight insights to drive your people strategy in 2020 and beyond.
Learning objectives:
Deep dive into 3 key trends that can impact your people strategy in 2020
Hear how other HR leaders are gathering and acting on employee feedback
Learn proven strategies for empowering managers to act on employee feedback
HR TRENDS 2020 THE NEXT DECADE OF WORK
2020 is the year that accelerates HR’s focus on supporting the changing nature of work. We see the convergence of trends in people analytics, employee experience and the race to embrace digital strategies in every industry. Nobody disputes that the future of work is being shaped by what many call the Fourth Industrial Revolution.
Join Paul Rubenstein, Chief People Officer, Visier and Ravin Jesuthasan, Author and Managing Director, Willis Tower Watson as they explore the role that HR leaders will play in supporting business and talent outcomes.
We will dive into the new expectations of HR’s capabilities around technology and people science and examine practical insights drawn from Willis Towers Watson’s new white paper HR4.0: Shaping People Strategies in the Fourth Industrial Revolution. This will include a discussion of case studies and experiments from organizations who are breaking new ground in the use of analytics, assessment science, talent management techniques and other practices as their HR functions shift from being stewards of employment to being stewards of work.
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?
Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs.
The learning objectives for this interactive session are:
Understand the current state of leadership development in organizations
Explore the reasons why LD often fails today
Provide a leadership development framework to enable performance for all leader
Review key metrics and enablers for leadership development
EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENT
Learning and development is critical to an organization, if you don't help the workforce learn and grow in their jobs and their roles, they're not going to be engaged in their positions. Join Ryan Rippy, Talent Management System Administrator at Trustmark Bank as he discusses the challenges of taking a manual process and automating it to achieve business goals and track performance across roles - using succession planning to create a talent pipeline for key positions and developing all associates along their journey.
By the conclusion of the webinar, you’ll leave with:
Ways to help your workforce be engaged in their jobs and be engaged as employees
The benefits a succession plan has to your organization and your employees
Effective LMS strategies to integrate talent modules
View successful metrics and how it begins with onboarding through performance management and into development
FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMY
According to Bersin by Deloitte, only 33% of millennials believe their organizations are using their skills well, and 42% say they are likely to leave because they are not learning fast enough. Developing new knowledge, new skills and new abilities is critical to futureproofing your organization’s evolving talent needs. Additionally, assessing the abilities of your talent is essential to understanding the profiles of your employees and ensuring the right role is filled with the right ability. Whether employees need development or have mastered success, understanding the skill profile of your talent is critical to futureproof organizational growth and innovation. This session explores ways to fine-tune your talent’s abilities to perform their job duties as well as future ones.
Attendees of this presentation will have a clear understanding of:
Methods to assess the skills and abilities of your talent to ensure the right role is filled with the right employee.
Ways to incorporate development, skills assessments and succession planning into employee performance conversations.
How to create now the company culture you want to be then.
EXPLORE THE CORE PRINCIPLES OF DESIGN THINKING
Design Thinking is getting a lot of attention today, for many reasons. Innovation is the key to reinvention, which is the goal of organization’s who are looking to future-proof and define themselves as leaders in the Experience Economy. Join Kristin Shackleford for a practical discussion to review the core principles of Design Thinking, and walk away with insight around:
Why it’s important
Who should participate
How to create a culture of Design Thinking
Practical ways to get started driving creativity and innovation that will make a difference to your customers and within your organization
REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019
Traditional L&D isn’t obsolete, but it has become outdated. That’s why we collected data from nearly 800 workers, managers, and leaders from around the globe to gain some insights into where L&D and talent leaders can be more effective. The survey says…..L&D is falling short for the modern workforce. In fact, our respondents gave their employers an overall Net Promoter Score of -25 on their learning and development strategies. But many business leaders know this already. What they don’t know is how to fix it. The good news is that employees still love learning and they’re looking for organizational guidance. By honing in on the data and insights that impact how people — and companies — learn, you can make smarter investments in your most valuable assets: the skills of your people. Lucky for you, this event also includes a quick case study from Booking.com on how they are making this data come to life in their organization.
Register for this webinar to learn:
The difference between learning and acquiring new skills
How to apply hard metrics to your L&D strategy
How to align your employees’ learning goals with those of your larger company
How Polaris is putting the insights from the research to work at their organization
HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...
The war for talent is heating up and businesses are smart to consider qualified, passionate candidates from around the world.
That said, hiring and firing in countries other than the U.S. comes with interesting (and often surprising) challenges.
In the U.S., companies can hire quickly as business entities are already established. They can fire quickly as well, so long as the reason isn’t illegal.
What many executive teams overlook is that this efficiency isn’t the same when expanding and adding team members globally. Internationally, hiring without setting up a subsidiary is impossible. And the concept of at-will employment, where companies can let go of employees at any time, does not exist.
What does this mean for your international expansion plans and your business? What would normally be an uneventful employment action or termination in the U.S. could blindside your company in an international context.
Navigating the intricacies of country-specific labor laws can feel like a minefield of potential legal exposure, expensive litigation, and costly payouts. It’s critical to be prepared before you make the first international hire.
In this webinar, you’ll learn:
3 things every HR lead needs to know when it’s time to hire globally
Surprising facts about employment law and benefits packages in EMEA, APAC and more
What U.S.-based HR teams need to know about the termination process in key expansion countries (and real stories from international HR specialists on the ground)
INNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINAR
Register for the webinar to hear:
From VP Proposition and Client solutions, Matthew Jackson about how organizations are driving the change needed for a competitive advantage.
Stephen Migliaccio, Director Global Provider Automation, share his thoughts on how HR technology and provider automation create a globally consistent employee experience.
James Knight, SVP Data and Analytics on how data and analytics is powering the future of HR.
Dont wait what 300 ld leaders have learned about building data fluency
Data science and AI are impacting many industries globally, from healthcare and government to agriculture and finance. Everybody needs to be able to work with data the way everybody needed to start using email 20 years ago. As we wrote in Harvard Business Review, “Very few companies expect only professional writers to know how to write. So why ask only professional data scientists to understand and analyze data, at least at a basic level?”
But what value can data fluency actually add, what are best practices to build it into your organization, and what are the biggest challenges that businesses encounter in data-driven transformations?
To answer these questions and more, we conducted a survey of over 300 Learning and Development leaders from diverse industries including healthcare, technology, consumer goods, government, and finance. Join this webinar with Dr. Hugo Bowne-Anderson, a data scientist and educator at DataCamp, to find out what we discovered and what 300 L&D leaders have learned about building data fluency.
Learning Objectives:
What value can data fluency actually add?
What are the best practices to build data fluency in your organization?
What are the biggest challenges that businesses encounter in data-driven transformations?
HUMANIZING BUSINESS AND CHANGE
As businesses become more technological (AI and robotics), there is a challenge and opportunity to, paradoxically, make them more human. The Business Roundtable talked about the importance of human stakeholders over just profit — but how close are we? Are those nice words? What would it take to make business and change more human? As a change, ethics and leadership expert with 40 years of experience, Paul Gibbons will talk us through conclusions from his new book “IMPACT.”
LEARNING OBJECTIVES:
1) Is the Fourth Industrial Revolution really "a thing?” What is it and what makes our time special?
2) What are the human implications of new technologies? Who will benefit? What is the potential harm?
3) What can workplaces and leaders do to equip themselves for these workplace transformations (future of work)?
Unlock Your Courageous Culture
Courage (noun): the mental or moral strength to venture, persevere, and withstand danger, fear, or difficulty. Author Ryan Berman has devoted the past three years interviewing many of the most courageous people and leaders on the planet. Through this experience, he learned that the companies that win share courageousness as a trait. Berman unveils how every brand can unlock courage in their people, leaders or culture. This presentation culminates with ways for the audience to take action today to transform from a Coward Brand or Stasis Brand into a Courage Brand.
After this discussion you’ll be able to:
Build a culture of empowered, courageous behavior and experimentation.
Utilize a modern day, step-by-step framework to becoming a Courage Brand.
Overcome the clarity epidemic we currently find ourselves in.
Create true conviction and healthy retention with your best people.
SUPERCHARGE EMPLOYEE TRAINING WITH HIGH-POWERED LEARNING CONTENT
When it comes delivering high-quality training, finding or creating employee training courses that can both meet compliance needs and fill the skill gaps in your team is often very challenging. From construction to childcare, regulatory requirements are constantly changing and as every industry evolves there is a need to provide a training program that allows your company to stay up-to-date, ahead of the competition, and helps keep employees engaged and continuously improving performance outcomes.
Join eThink Education and GO1 on November 5th at 12 pm ET to learn:
Why it’s important to incorporate multiple methods of workplace learning including in-person and online training, and how a best-of-breed content strategy supports this.
The benefit of incorporating both off-the-shelf and custom eLearning content into your learning programs.
How the best learning and development training can increase employee engagement, collaboration, and productivity.
How you can pair your training platform with a comprehensive off-the-shelf eLearning library for a tailored, all-in-one learning experience.
THE BUSINESS CASE FOR HUMAN-CENTERED DESIGN
Human-centred design (HCD) is sweeping business because of the way it profoundly reconfigures how companies develop strategy, solve their most pressing problems and successfully compete in an era of constant change.
But is there any hard evidence that HCD has a measurable impact?
There is. Design Management Institute found that S&P 500 companies who use HCD outperform their competitors by 211 percent. Forrester Research found that organizations with sophisticated HCD capabilities can deliver an ROI of 85% or greater on their innovation initiatives.
Join Tom Merrill, Master Facilitator at ExperiencePoint, for a 45-minute webinar to learn:
The foundations of HCD and how the approach can be used across an organization to drive customer-centricity, innovation and people-led transformation
The fundamental steps required to build a design-led organization, including how to sell HCD internally
How innovative companies are using HCD as a competitive advantage to drive record growth and success
The potential barriers to innovation and how to overcome them
An approach to measure the overall impact of HCD in practice
2019 working learner index webinar
Join us to hear newly-released findings from the Bright Horizons Working Learner Index, the nation’s most comprehensive survey of tuition program users.
Drawing on detailed responses from more than 32,000 employees, the results will deliver surprising new findings on:
Motivations for returning to school
Working adults’ preferences for educational programs and institutions
Extent and impact of student debt on continuing education
Results that employees expect to see from their education
The webinar will give you invaluable practical advice to better understand working learners, fine tune your own education benefits, and deliver improved business results from your company’s investment in employee education.
POWERED BY THE HOUR: HOW YOU CAN OPTIMIZE YOUR HOURLY WORKFORCE AND CREATE HA...
When your bottom line depends on the productivity of hourly workers, little changes make a big difference. You’re collecting volumes of data in the course of doing business—payroll, time keeping, performance, and more—and it’s time to start putting that data to work for you so that you’re certain that your little changes are the right changes.
Learn how to:
Uncover risks and opportunities that are hiding in plain sight
Tell a story with data to get alignment
Pilot and test new strategies for success
Micro mobile measured our learning beyond the classroom strategy 101719
As a great shift change looms on the horizon, many training orgs struggle to balance strategic planning and large-scale delivery of effective training during an unprecedented volume of churn. As boomers retire, the iGen replacement workforce expects that training on the job will match the learning style they grew up with — tech-enabled, personalized, self-guided and on-demand in mobile-friendly microlearning chunks. The digital transformation from traditional instructor-led training to self-guided delivery of iGen-friendly content has been a continuous improvement journey. Recognizing that the currency of the modern learning economy is your learner’s attention — hard to get and harder to keep — we are leveraging HTML5 and a learning technology stack to evolve our user learning experience design into a powerful consumer-level experience for corporate learning audiences. Gulfstream shares our Learning Beyond the Classroom strategy that allows for mobile-first design of scalable, sustainable training at the learner’s time and place of need.
HOW INTENTIONAL IS YOUR LEARNING TECH ECOSYSTEM?
Smart organizations are enabling their employees to learn everywhere – not just in the classroom – and they’re using technology to do it. RedThread Research recently completed an in-depth study on how organizations are creating their learning tech ecosystems: the challenges they face, the strategies they employ, and the tech they ultimately implement.
Join us for a webinar that will highlight:
The three major structures for learning technology ecosystems and when one is more appropriate for your org.
A model for thinking through the types of technology available in the market.
Next practices for creating a strategic, intentional learning tech ecosystem.
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STRATEGIC WORKFORCE PLANNING: WHERE HR AND FINANCE MEET
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ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...
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IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?
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EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENT
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FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMY
REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019
REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019
HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...
HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...
INNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINAR
INNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINAR
Dont wait what 300 ld leaders have learned about building data fluency
Dont wait what 300 ld leaders have learned about building data fluency
SUPERCHARGE EMPLOYEE TRAINING WITH HIGH-POWERED LEARNING CONTENT
SUPERCHARGE EMPLOYEE TRAINING WITH HIGH-POWERED LEARNING CONTENT
POWERED BY THE HOUR: HOW YOU CAN OPTIMIZE YOUR HOURLY WORKFORCE AND CREATE HA...
POWERED BY THE HOUR: HOW YOU CAN OPTIMIZE YOUR HOURLY WORKFORCE AND CREATE HA...
Micro mobile measured our learning beyond the classroom strategy 101719
Micro mobile measured our learning beyond the classroom strategy 101719
DEVELOPMENT OF FRONTLINE LEADERS: A STEALTH APPROACH
- 1. #CLOwebinar The presentation will begin at the top of the hour. A dial in number will not be provided. Listen to today’s webinar using your computer’s speakers or headphones. Welcome to the webinar!
- 2. #CLOwebinar Tools You Can Use Audio Control – A dial in number will not be provided. – The audio will stream through your headphones or computer speakers. – Also check your computer’s volume for external speakers or headsets.
- 4. #CLOwebinar 1. May I receive a copy of the slides? YES! Click on the handouts located on the right portion of your screen. 2. May I review the webinar recording at a later date? YES! You may log in again using today’s link to review the presentation on-demand. 3. Is this webinar HRCI or SHRM certified? YES! The HRCI and SHRM certification codes will be sent in the follow up email. Frequently Asked Questions
- 5. DEVELOPMENT OF FRONT LINE MANAGERS A STEALTH APPROACH
- 6. Mentor - defined • name of a character in Greek mythology in The Odyssey who provided encouragement and practical plans for dealing with personal dilemmas • adopted to English - meaning someone who imparts wisdom to and shares knowledge with a less experienced colleague
- 7. • Why Front Line Development? • Key Competencies • “Stealth Approach” • Open Discussion
- 8. WHY FRONT LINE DEVELOPMENT?? • Better People = Better Leaders • Important to Personal and Professional Growth • Key Benefits • Lower Turnover • Enhanced “Bench” Talent • Increased Team Member Engagement • Higher Guest Feedback Ratings
- 9. Soft Skills: skills that are less specialized, less rooted in specific vocations, and more aligned with the general disposition and personality of a candidate. (source: wikijobs.com) x
- 10. KEY COMPETENCIES • Effective Communication • Coaching and Developing Teams • Leading Peers • Leading Up! • Financial Acumen (Personal and Professional)
- 12. STEALTH APPROACH
- 13. CHURCH’S WOMEN’S FORUM MENTOR CIRCLE PROGRAM
- 14. • 2014 • Professional Development, Mentoring, Networking and Community Service • Performance Review Competencies Competency Definition Leadership Recognized as leader. Adjusts leadership style. Leads others by example. Highly respected and trusted. Motivates others. Successfully resolves conflict. Remains calm under pressure. Operates with integrity. Uses good judgment. Communication Highly effective verbal and written skills. Effective and active listener. Shares relevant information to achieve business goals. Organization Makes realistic plans to accomplish goals. Adjusts as required. Highly effective at prioritizing and organizing based on importance and urgency. Completes activities efficiently and on time. Accountability / Responsibility Takes ownership. Measures and evaluates results. Offers solutions. Strong financial responsibility/mgt. Self-motivated. Business and Financial Acumen Analyzes financial data to gain insight into key business drivers. Takes advantage of other’s expertise to better understand organization. Seeks understanding where profit is generated and overall financial picture. Uses insights to drive actions and decisions. Proactively explores cost cutting measures.
- 15. MENTOR CIRCLES • 2 Programs (Mentor and Alumni) • 6 Month Program • Micro-Development • Circle Facilitators (Mentors) • Circle Participants (Mentees) • Content In-A-Box • Social Media
- 16. CURRICULUM CALENDAR Month Competency March Opening Session (Accountability) / Kickoff April Competency Analysis May Leadership (mgr) June Communication July Leadership (leading up) August Organization September Closing Ceremonies
- 19. #CLOwebinar Register for the next webinar! HOW TO CREATE A CULTURE OF ENGAGEMENT Wednesday, April 10, 2019 Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register for all upcoming Chief Learning Officer Webinars at clomedia.com/webinars