Burst the end of the year performance review bubble and have more conversations throughout the year. That’s how Perkins+Will, an innovative professional services firm, approached the design and testing of a reimagined performance culture. Their research revealed a comprehensive performance culture is one that incorporates more frequent and higher quality conversations focused on performance, development and career. Join us for a Spotlight webinar and learn more about Perkins+Will's process for researching, testing, and making the final decision to move away from managing a performance review process and toward a culture that promotes a focus on a thriving career.
During this session, attendees will:
Understand the business needs that influence your decision to change performance management.
Discover new ways to test your hypothesis and make an informed implementation decision.
Understand the crucial role communication plays in the success of a new performance culture.
The $687B Question: Is Employee Engagement the Driver of Business Success?Human Capital Media
There’s been a lot of buzz about employee engagement in the workplace and for good reason. Today’s organizations face changing working patterns, evolving employee expectations and growing complexity — all of which pose significant challenges for keeping people engaged and motivated on the job. With so much at stake, are executives and HR professionals focusing adequate attention on employee engagement? What impact are prevailing tools, approaches and practices having on workforce productivity? And how do all these factors affect overall performance and, ultimately, the bottom line?
Ian Parkes, director of Coleman Parkes Research, and Joyce Maroney, director of the Workforce Institute at Kronos, will address eye-opening research that sheds new light on the challenges, opportunities and costs of employee engagement — or lack thereof — at today’s organizations. They’ll discuss key findings, highlight areas for improvement and explain the roles leadership, technology and talent management play in optimizing workforce engagement for sustained competitive advantage. You’ll gain valuable insights into:
The increasing complexity of working life and the impact on employee engagement.
The high opportunity cost of time wasted on non-job-related administrative tasks.
How the role of HR needs to change in order to build a culture of engagement.
Ways outdated technology is hindering employee productivity and engagement.
Why the inability to recruit and retain skilled talent is a core business disruptor.
Key drivers of engagement and how your organization can unburden the workforce.
Retirement Plans Under Attack by Plan Participants and Government Agencies: A...Human Capital Media
Recently, the courts have made it easier for retirement plan participants to sue plan fiduciaries on grounds ranging from inadequate plan investments and excessive plan fees or misstatements regarding plan benefits. Both the IRS and DOL have been aggressively auditing plans and holding employers’ feet to the fire when perceived violations are found. Employers now, more than ever, must take seriously their role as the stewards of their 401(k) plans. In this session, we will discuss best practices for fiduciary governance especially in light of the DOL’s new fiduciary rules, and specific steps that can be taken to protect plan fiduciaries. We will also discuss areas of concern to employers in their role as plan administrators and the best way to protect plans from administrative miscues.
Closing the gender wage gap is a key priority for many organizations—for reasons that go far beyond fairness. Research shows that gender-diverse companies are more likely to outperform than their less diverse peers, and establishing an equitable pay policy is an important step forward. Gender diversity—or lack thereof—can affect employer brand, and proposed changes to U.S. pay equity legislation are also driving urgency.
But in spite of considerable attention from both government and business, the wage gap has only improved by 8% in the last 20 years. What’s slowing down progress, and what can employers do about it?
In this webcast, workforce intelligence expert Josie Sutcliffe will review findings from a new study based on workforce data from large U.S. employers. In this webcast, you'll get:
Insights into why the gender wage gap really exists—and why equal work for equal pay alone won’t close the gap
Answers to key gender-equity questions about promotion rates, resignation rates, and compensation
Recommended ways for employers to increase pay equity
Join us to discover how you can use workforce intelligence to increase the chances of meeting your gender equity goals and create a long-term strategy for success.
Developing Emotional Intelligence Skills for High Performance CulturesHuman Capital Media
More and more of the leading executives are creating high performing cultures with mindfulness. There is a very simple reason for this: in the modern business, EQ is more important than IQ. EQ, or “emotional intelligence,” is highly trainable through a variety of mindfulness and positive psychology techniques.
Join Whil, the leaders in digital mindfulness training, to find out:
What mindfulness training is and how to bring it to your employees
The secrets of the emotional intelligence and leadership training born at Google
How to unleash the leadership potential in your team, including millennials
How mindfulness can help your employees thrive, in the face of of stress and disruption
All attendees will get a free special eBook and a subscription to Whil’s digital training platform, featuring thousands of training programs based in neuroscience, mindfulness and positive psychology.
There are massive changes happening in talent management that require companies to implement talent acceleration strategies. These changes create a great impact on staffing and people processes, but also create risks for business capability and continuity. This webinar will give you a firm grounding in what you need to know and how your company or organization can respond to the new agile marketplace.
Join us for this trend-setting 40-minute webinar & learn:
The four big problems most companies face.
Three tactical strategies to implement now.
Defining the talent acceleration challenge.
The value of talent acceleration – effective metrics to quantify business & people impact.
Reframing Performance Management Conversations: AIGs Transformation StoryHuman Capital Media
Like most organizations, AIG was not satisfied with how they were managing performance. So they set out on a 12-month journey to learn the science behind why most performance management systems fail. They partnered with some of the greatest minds in the world, from leading consultants to Nobel Prize-winning behavioral economists and used this information to completely reinvent performance management at AIG. The result is a quick, interesting and engaging experience that in 10 minutes provides a rich description of an employee and makes it easy to have constructive conversations that drive high performance. Implemented across AIG’s global population and at all levels of the organization, more than 95 percent of employees report that the process as fair, accurate and encouraging, and 87 percent report that the conversation was useful in improving their relationship with their manager. This session will cover what AIG learned on their journey and the details of their revolutionary approach to performance management.
During this session attendees will:
Hear how AIG reinvented their performance management process to be a quick, interesting and engaging experience for both managers and employees.
Explore the role neuro and behavioral sciences play in the performance management.
Recognize the value in reframing performance reviews as an ongoing employee and manager conversation vs. an annual conversation.
The hundreds of employee engagement surveys that we conduct every year is showing an interesting, albeit concerning trend: highly engaged organizations often have emerging employee issues and concerns around decreasing work-life balance. On the one hand, this is a form of “collateral damage”. Highly engaged employees, by definition, tend to give more of themselves, and sometimes work-life balance suffers as a result – through the employee’s own engaged behaviours. Because work-life balance has little influence on engagement per se, it (too) often gets lower priority: however, this approach is fraught with danger. Highly engaged and high performing organizations can fall into the work-life balance “cultural trap”.
Reassuring the employee engagement skeptics:
“back pocket” answers to respond and address concerns about your survey initiative
You are convinced of the need to measure and manage employee engagement in your organization. You’ve seen the benefits of higher morale, higher productivity, higher retention, and all the rest. Unfortunately, you’re also met with “the skeptics”: those people in your organization who are just not convinced the same way you are:
“Engagement surveys are so yesterday. We need a more novel approach”
“Engagement surveys are not really confidential”
“Engagement surveys don’t change anything. Nothing ever happens”
In this webinar, Norm Baillie-David, will provide you with experience and keen insight into what the real insecurities are when people put forward these and other objections. Better yet, this webinar will arm you with evidence and facts from decades of research in order to address these issues and convince “the skeptics” in your organization of the benefits of actively measuring and managing employee engagement.
The $687B Question: Is Employee Engagement the Driver of Business Success?Human Capital Media
There’s been a lot of buzz about employee engagement in the workplace and for good reason. Today’s organizations face changing working patterns, evolving employee expectations and growing complexity — all of which pose significant challenges for keeping people engaged and motivated on the job. With so much at stake, are executives and HR professionals focusing adequate attention on employee engagement? What impact are prevailing tools, approaches and practices having on workforce productivity? And how do all these factors affect overall performance and, ultimately, the bottom line?
Ian Parkes, director of Coleman Parkes Research, and Joyce Maroney, director of the Workforce Institute at Kronos, will address eye-opening research that sheds new light on the challenges, opportunities and costs of employee engagement — or lack thereof — at today’s organizations. They’ll discuss key findings, highlight areas for improvement and explain the roles leadership, technology and talent management play in optimizing workforce engagement for sustained competitive advantage. You’ll gain valuable insights into:
The increasing complexity of working life and the impact on employee engagement.
The high opportunity cost of time wasted on non-job-related administrative tasks.
How the role of HR needs to change in order to build a culture of engagement.
Ways outdated technology is hindering employee productivity and engagement.
Why the inability to recruit and retain skilled talent is a core business disruptor.
Key drivers of engagement and how your organization can unburden the workforce.
Retirement Plans Under Attack by Plan Participants and Government Agencies: A...Human Capital Media
Recently, the courts have made it easier for retirement plan participants to sue plan fiduciaries on grounds ranging from inadequate plan investments and excessive plan fees or misstatements regarding plan benefits. Both the IRS and DOL have been aggressively auditing plans and holding employers’ feet to the fire when perceived violations are found. Employers now, more than ever, must take seriously their role as the stewards of their 401(k) plans. In this session, we will discuss best practices for fiduciary governance especially in light of the DOL’s new fiduciary rules, and specific steps that can be taken to protect plan fiduciaries. We will also discuss areas of concern to employers in their role as plan administrators and the best way to protect plans from administrative miscues.
Closing the gender wage gap is a key priority for many organizations—for reasons that go far beyond fairness. Research shows that gender-diverse companies are more likely to outperform than their less diverse peers, and establishing an equitable pay policy is an important step forward. Gender diversity—or lack thereof—can affect employer brand, and proposed changes to U.S. pay equity legislation are also driving urgency.
But in spite of considerable attention from both government and business, the wage gap has only improved by 8% in the last 20 years. What’s slowing down progress, and what can employers do about it?
In this webcast, workforce intelligence expert Josie Sutcliffe will review findings from a new study based on workforce data from large U.S. employers. In this webcast, you'll get:
Insights into why the gender wage gap really exists—and why equal work for equal pay alone won’t close the gap
Answers to key gender-equity questions about promotion rates, resignation rates, and compensation
Recommended ways for employers to increase pay equity
Join us to discover how you can use workforce intelligence to increase the chances of meeting your gender equity goals and create a long-term strategy for success.
Developing Emotional Intelligence Skills for High Performance CulturesHuman Capital Media
More and more of the leading executives are creating high performing cultures with mindfulness. There is a very simple reason for this: in the modern business, EQ is more important than IQ. EQ, or “emotional intelligence,” is highly trainable through a variety of mindfulness and positive psychology techniques.
Join Whil, the leaders in digital mindfulness training, to find out:
What mindfulness training is and how to bring it to your employees
The secrets of the emotional intelligence and leadership training born at Google
How to unleash the leadership potential in your team, including millennials
How mindfulness can help your employees thrive, in the face of of stress and disruption
All attendees will get a free special eBook and a subscription to Whil’s digital training platform, featuring thousands of training programs based in neuroscience, mindfulness and positive psychology.
There are massive changes happening in talent management that require companies to implement talent acceleration strategies. These changes create a great impact on staffing and people processes, but also create risks for business capability and continuity. This webinar will give you a firm grounding in what you need to know and how your company or organization can respond to the new agile marketplace.
Join us for this trend-setting 40-minute webinar & learn:
The four big problems most companies face.
Three tactical strategies to implement now.
Defining the talent acceleration challenge.
The value of talent acceleration – effective metrics to quantify business & people impact.
Reframing Performance Management Conversations: AIGs Transformation StoryHuman Capital Media
Like most organizations, AIG was not satisfied with how they were managing performance. So they set out on a 12-month journey to learn the science behind why most performance management systems fail. They partnered with some of the greatest minds in the world, from leading consultants to Nobel Prize-winning behavioral economists and used this information to completely reinvent performance management at AIG. The result is a quick, interesting and engaging experience that in 10 minutes provides a rich description of an employee and makes it easy to have constructive conversations that drive high performance. Implemented across AIG’s global population and at all levels of the organization, more than 95 percent of employees report that the process as fair, accurate and encouraging, and 87 percent report that the conversation was useful in improving their relationship with their manager. This session will cover what AIG learned on their journey and the details of their revolutionary approach to performance management.
During this session attendees will:
Hear how AIG reinvented their performance management process to be a quick, interesting and engaging experience for both managers and employees.
Explore the role neuro and behavioral sciences play in the performance management.
Recognize the value in reframing performance reviews as an ongoing employee and manager conversation vs. an annual conversation.
The hundreds of employee engagement surveys that we conduct every year is showing an interesting, albeit concerning trend: highly engaged organizations often have emerging employee issues and concerns around decreasing work-life balance. On the one hand, this is a form of “collateral damage”. Highly engaged employees, by definition, tend to give more of themselves, and sometimes work-life balance suffers as a result – through the employee’s own engaged behaviours. Because work-life balance has little influence on engagement per se, it (too) often gets lower priority: however, this approach is fraught with danger. Highly engaged and high performing organizations can fall into the work-life balance “cultural trap”.
Reassuring the employee engagement skeptics:
“back pocket” answers to respond and address concerns about your survey initiative
You are convinced of the need to measure and manage employee engagement in your organization. You’ve seen the benefits of higher morale, higher productivity, higher retention, and all the rest. Unfortunately, you’re also met with “the skeptics”: those people in your organization who are just not convinced the same way you are:
“Engagement surveys are so yesterday. We need a more novel approach”
“Engagement surveys are not really confidential”
“Engagement surveys don’t change anything. Nothing ever happens”
In this webinar, Norm Baillie-David, will provide you with experience and keen insight into what the real insecurities are when people put forward these and other objections. Better yet, this webinar will arm you with evidence and facts from decades of research in order to address these issues and convince “the skeptics” in your organization of the benefits of actively measuring and managing employee engagement.
HR Webinar: Unraveling HR Investigations: They don’t have to be a mysteryAscentis
One of the core HR functions is investigating employee misconduct. We investigate harassment, employee misconduct, and even poor bathroom habits. So, what’s the best way to conduct an investigation? How do we determine who to interview? What technology should we review? Can we tell people to keep quiet about an investigation? Hear from an experienced investigator on what makes a good investigation, when to find someone else to do the investigation, and what to do after an investigation.
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.
Improving Employee Engagement through a Culture of InnovationTalentMap
The top organizations in Canada in terms of employee engagement all foster a strong culture of innovation. What does this mean? How can we do that in our organizations? How do we do this in the public sector or not-for-profit sectors (as well as in our companies)?
Tm webinar june__improving engagement at eia_final_25jun15TalentMap
In 2014, EIA conducted its first employee engagement survey with TalentMap. The results clearly showed that stresses and change over the previous year had taken their toll on employee engagement, which was 11% below the benchmark average. Less than one year later, a subsequent “pulse” survey showed significant improvement in engagement, and double-digit increases in the key drivers of engagement which were actioned.
Four Elements of Effective Performance ManagementShelly Myers
When you hear the word performance, do you immediately think of paperwork and stress? An extensive study from Adobe found that 72% of office workers and 88% of managers found preparing for performance reviews too time-consuming.
Join Cassie Whitlock of BambooHR and Jack Altman of Lattice and discover how performance management can be more comprehensive and impactful than a rushed yearly assessment. Breaking down performance into its main elements lets you refocus your efforts on the most important goal: helping your employees and your managers improve.
In the world of human resources and the battle for talent, “It is all about that CULTURE.” It seems like every few years or when there is a major shift in the organization someone in leadership starts to ask about the state of the corporate culture and a team is put in place to revamp or fine tune it. Many academicians, HR professionals and business leaders have spent countless hours trying to figure out how to fix or reinvent the corporate culture. In this this Spotlight webinar, we will explore why efforts fall short, what the trends are and how you can create alignment and expand ownership. Finally, we will leave you with a one-pager that will help guide you through your journey in tweaking your corporate culture.
This webinar will cover:
Why corporate culture initiatives fail or fall short.
The seven major workplace trends that will impact your company culture.
How to leverage internal resources to identify, embrace and reinvigorate your company culture.
How organizations can align diversity and inclusion to support corporate culture transformation.
Employee Engagement in a Challenging EconomyTalentMap
Thirty dollar oil. A sixty-five cent dollar. A tanking stock market. Clearly, the economy is providing its challenges for our organizations (public sector included!); but, what about our employees? How does economic turmoil affect employee engagement. If they have their jobs, even if they are secure ones, is it “employee engagement” as usual. The short answer is no. The economy and the environment does have an impact on employee engagement. Moreover, we are coming off the much bigger recession of 2008-09, and we know that most organizations tend to make things worse rather than better.
“Everyone keeps telling accountants that they need to change their focus from the historic and the backward-looking, and to start being proactive and offering future-focused advice – but no one tells them how. The beauty of the Anticipatory Organization program is that it actually gives you a set of tools to harness the hard trends that are shaping the future, and use them to create new value for your firm and your clients.” - Daniel Hood, Editor-in-Chief of Accounting Today (when recognizing AOAF as a 2016 Top Product in Learning
The competency of “anticipation” actually includes a number of competencies included in many of the top companies of today.
Across these models, you'll see a common theme of “strategic thinking," "innovation" and “leading change."
Many of these organizations build (and validate) fantastic competency models and know what they want people to do.
The top five skills and competencies identified for CPAs, accounting and finance professionals are:
1. Strategic and critical thinking;
2. Communication;
3. Anticipating and serving evolving needs;
4. Inspiring and motivating others;
5. Collaboration and mobilizing consensus
The beauty of the Anticipatory Organization model is that it offers a clear process that makes highly-abstract leadership competencies attainable and trainable. Using nano-leanring in very short 3-4 minute single concept videos (imagine a series of shirt Ted Talks) with rapid application exercises to immediately apply the concepts to the job, and visual job aids to reinforce and remember the learning. Add a team implementation and collaboration guide and you can create a shared language and culture of being anticipatory and proactive.
If an organization wants to make "strategic thinking" or "innovation" a core competency, we can provide clear, trainable activities that can be targeted to a wide range of learners (from individual contributors to senior leadership). We provide the bridge between the competency model and the desired observable behaviors.
For more information visit www.blionline.org/ao or contact Tom Hood tom@blionline.org
Reinventing Performance Management - How to do it rightBambooHR
Performance reviews have a bad rep—and often for good reason! This slideshare looks at how 100+ professionals and managers view performance reviews and how we can do them right.
From interim CHRO for the U.S. Olympic Committee with the world's best athletes to head of employee engagement at storied brand American Express to CLO and change agent at Apollo Education Group, Alicia Mandel is a strategic thinker and compelling speaker. In this webinar, she explored and shared:
The need to transition from compliance-focused to engagement-centric HR
How the “sprint” business paradigm conflicts with an annual performance process
Core principles for a new performance management model
Four good transformation starting points
Change readiness model and process checklist for transforming your process
Managing Employee Engagement through Organizational ChangeTalentMap
Our experience in working with hundreds of organizations shows that undergoing significant organizational change does not mean that employee engagement has to suffer as a result. Managed well, organizational change can drive big improvements in engagement. Yes, improvements! In fact, one client very recently achieved a 16% improvement in employee engagement while undergoing significant change and restructuring. How?
Turning Performance Feedback Into Positive Employee EngagementTalentMap
Performance feedback is one of those “sleeper” issues in employee engagement. Get it right, and often it isn’t one of the more important drivers of engagement, because other issues become more salient. Get it wrong, and it can prove to be a key obstacle to higher engagement. However, there is mounting research and practice that’s turning performance feedback and management on its head, which includes revamping appraisal processes, and moving to “career management” as opposed to “performance management”.
Engaging your Employees through a Compelling Organizational VisionTalentMap
Do you know the single, most important, factor in determining how engaged your employees are? Compensation? Teamwork? Feedback and Recognition? Nope. All wrong. It’s seeing a clear link between one’s work and the organization’s long-term objectives, i.e. its vision. Employees need to feel part of something greater than themselves; they want and need to be on board with the big picture. Yet so many organizations struggle to get this one right, but when they do, employee engagement goes through the roof!
The Future of Employee Engagement: HR’s Critical Role in Driving Business Out...Human Capital Media
In today’s era of big data and mobile apps, the engagement technology landscape is being rapidly disrupted by startups offering solutions for weekly employee “pulse” surveys and continuous 360-degree feedback. These apps overcome a major flaw in traditional annual engagement surveys: They provide companies with an up-to-date measure of engagement and how it is changing. However, they do not solve the ultimate challenge of understanding what actually engages, motivates and retains an employee.
In the next few years, employee engagement will evolve dramatically. In an era of big data and mobile apps, the employee engagement revolution presents both enormous promise and, if not managed right, pain to HR. Join workforce analytics expert Dave Weisbeck as he examines this important topic.
In this webinar, analytics expert Dave Weisbeck will explore:
The global workforce trends driving the need for a more engaged and productive workforce than ever before.
HR’s critical role in connecting organizational innovation to technology innovation to achieve better performance.
The intersection of leadership, culture, and engagement.
The past, present, and future of measuring and understanding workforce engagement.
Practical examples of how to uncover insights that move the needle for the business.
How to Attract Top Talent: Transforming Your Startup Into a Talent MagnetDavid Ehrenberg
Your talent is a key driver for the long-term success of your company. If you don’t have cash, you need to use the tools of stock options, benefits, and payroll to attract top talent. This deck looks at the current marketplace, stock options vs restricted stock, using 409a valuations to set the strike price for employee stock options, PEO or open market for benefits, payroll options, employment law considerations, and more.
Leading Learning in VUCA Times: How Does a Volatile Uncertain Complex Ambiguo...Human Capital Media
Join Sean Kavanagh, CEO of the Ariel Group, as he shares findings and recommendations from an industry study that explores the changing face of learning strategy. Given a 24/7, global, technology-infused, ever-changing business context, this study asks some hard questions: Are we lowering our standards by leveraging technology to teach things like communication and leadership? How do we create good learning in a cross-generational environment where millennials and boomers co-exist but many not always cohabitate well? Do we need to integrate learning fully into workflow, so that it is less time away from the daily happenings of the job?
MOVING BEYOND EMPLOYEE ENGAGEMENT: THE EMPLOYEE EXPERIENCE INDEXHuman Capital Media
Employee engagement is often viewed as the proxy for employee well-being. The line of thinking is that if engagement is good, that means employees are good, resulting in better business outcomes for employers. But is employee engagement the best construct that employers should use to positively impact productivity and performance?
New research suggests while engagement is important, it’s only one piece of the broader picture — the entire employee experience. In reality, people want to work for a company that allows them to bring their full selves to grow and thrive. Creating this kind of workplace goes beyond just ensuring that employees are engaged — discovering the ingredients that create the most positive employee experience, then creating the conditions to cultivate them. When companies enhance the employee experience, business benefits directly.
Join Chief Learning Officer magazine and BetterUp for a lively discussion where we’ll discuss:
Key findings from our research of more than 17,000 workers.
What the Employee Experience Index is, and why you’ll want to use it.
Why the EX Index will change how you think about traditional learning & development.
Strategies for optimizing six key experience areas for better business outcomes.
BECOMING A PARTNER TO THE BUSINESS: HOW BEACHBODY BUILT THE BUSINESS CASE FOR...Human Capital Media
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.
HR Webinar: Unraveling HR Investigations: They don’t have to be a mysteryAscentis
One of the core HR functions is investigating employee misconduct. We investigate harassment, employee misconduct, and even poor bathroom habits. So, what’s the best way to conduct an investigation? How do we determine who to interview? What technology should we review? Can we tell people to keep quiet about an investigation? Hear from an experienced investigator on what makes a good investigation, when to find someone else to do the investigation, and what to do after an investigation.
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.
Improving Employee Engagement through a Culture of InnovationTalentMap
The top organizations in Canada in terms of employee engagement all foster a strong culture of innovation. What does this mean? How can we do that in our organizations? How do we do this in the public sector or not-for-profit sectors (as well as in our companies)?
Tm webinar june__improving engagement at eia_final_25jun15TalentMap
In 2014, EIA conducted its first employee engagement survey with TalentMap. The results clearly showed that stresses and change over the previous year had taken their toll on employee engagement, which was 11% below the benchmark average. Less than one year later, a subsequent “pulse” survey showed significant improvement in engagement, and double-digit increases in the key drivers of engagement which were actioned.
Four Elements of Effective Performance ManagementShelly Myers
When you hear the word performance, do you immediately think of paperwork and stress? An extensive study from Adobe found that 72% of office workers and 88% of managers found preparing for performance reviews too time-consuming.
Join Cassie Whitlock of BambooHR and Jack Altman of Lattice and discover how performance management can be more comprehensive and impactful than a rushed yearly assessment. Breaking down performance into its main elements lets you refocus your efforts on the most important goal: helping your employees and your managers improve.
In the world of human resources and the battle for talent, “It is all about that CULTURE.” It seems like every few years or when there is a major shift in the organization someone in leadership starts to ask about the state of the corporate culture and a team is put in place to revamp or fine tune it. Many academicians, HR professionals and business leaders have spent countless hours trying to figure out how to fix or reinvent the corporate culture. In this this Spotlight webinar, we will explore why efforts fall short, what the trends are and how you can create alignment and expand ownership. Finally, we will leave you with a one-pager that will help guide you through your journey in tweaking your corporate culture.
This webinar will cover:
Why corporate culture initiatives fail or fall short.
The seven major workplace trends that will impact your company culture.
How to leverage internal resources to identify, embrace and reinvigorate your company culture.
How organizations can align diversity and inclusion to support corporate culture transformation.
Employee Engagement in a Challenging EconomyTalentMap
Thirty dollar oil. A sixty-five cent dollar. A tanking stock market. Clearly, the economy is providing its challenges for our organizations (public sector included!); but, what about our employees? How does economic turmoil affect employee engagement. If they have their jobs, even if they are secure ones, is it “employee engagement” as usual. The short answer is no. The economy and the environment does have an impact on employee engagement. Moreover, we are coming off the much bigger recession of 2008-09, and we know that most organizations tend to make things worse rather than better.
“Everyone keeps telling accountants that they need to change their focus from the historic and the backward-looking, and to start being proactive and offering future-focused advice – but no one tells them how. The beauty of the Anticipatory Organization program is that it actually gives you a set of tools to harness the hard trends that are shaping the future, and use them to create new value for your firm and your clients.” - Daniel Hood, Editor-in-Chief of Accounting Today (when recognizing AOAF as a 2016 Top Product in Learning
The competency of “anticipation” actually includes a number of competencies included in many of the top companies of today.
Across these models, you'll see a common theme of “strategic thinking," "innovation" and “leading change."
Many of these organizations build (and validate) fantastic competency models and know what they want people to do.
The top five skills and competencies identified for CPAs, accounting and finance professionals are:
1. Strategic and critical thinking;
2. Communication;
3. Anticipating and serving evolving needs;
4. Inspiring and motivating others;
5. Collaboration and mobilizing consensus
The beauty of the Anticipatory Organization model is that it offers a clear process that makes highly-abstract leadership competencies attainable and trainable. Using nano-leanring in very short 3-4 minute single concept videos (imagine a series of shirt Ted Talks) with rapid application exercises to immediately apply the concepts to the job, and visual job aids to reinforce and remember the learning. Add a team implementation and collaboration guide and you can create a shared language and culture of being anticipatory and proactive.
If an organization wants to make "strategic thinking" or "innovation" a core competency, we can provide clear, trainable activities that can be targeted to a wide range of learners (from individual contributors to senior leadership). We provide the bridge between the competency model and the desired observable behaviors.
For more information visit www.blionline.org/ao or contact Tom Hood tom@blionline.org
Reinventing Performance Management - How to do it rightBambooHR
Performance reviews have a bad rep—and often for good reason! This slideshare looks at how 100+ professionals and managers view performance reviews and how we can do them right.
From interim CHRO for the U.S. Olympic Committee with the world's best athletes to head of employee engagement at storied brand American Express to CLO and change agent at Apollo Education Group, Alicia Mandel is a strategic thinker and compelling speaker. In this webinar, she explored and shared:
The need to transition from compliance-focused to engagement-centric HR
How the “sprint” business paradigm conflicts with an annual performance process
Core principles for a new performance management model
Four good transformation starting points
Change readiness model and process checklist for transforming your process
Managing Employee Engagement through Organizational ChangeTalentMap
Our experience in working with hundreds of organizations shows that undergoing significant organizational change does not mean that employee engagement has to suffer as a result. Managed well, organizational change can drive big improvements in engagement. Yes, improvements! In fact, one client very recently achieved a 16% improvement in employee engagement while undergoing significant change and restructuring. How?
Turning Performance Feedback Into Positive Employee EngagementTalentMap
Performance feedback is one of those “sleeper” issues in employee engagement. Get it right, and often it isn’t one of the more important drivers of engagement, because other issues become more salient. Get it wrong, and it can prove to be a key obstacle to higher engagement. However, there is mounting research and practice that’s turning performance feedback and management on its head, which includes revamping appraisal processes, and moving to “career management” as opposed to “performance management”.
Engaging your Employees through a Compelling Organizational VisionTalentMap
Do you know the single, most important, factor in determining how engaged your employees are? Compensation? Teamwork? Feedback and Recognition? Nope. All wrong. It’s seeing a clear link between one’s work and the organization’s long-term objectives, i.e. its vision. Employees need to feel part of something greater than themselves; they want and need to be on board with the big picture. Yet so many organizations struggle to get this one right, but when they do, employee engagement goes through the roof!
The Future of Employee Engagement: HR’s Critical Role in Driving Business Out...Human Capital Media
In today’s era of big data and mobile apps, the engagement technology landscape is being rapidly disrupted by startups offering solutions for weekly employee “pulse” surveys and continuous 360-degree feedback. These apps overcome a major flaw in traditional annual engagement surveys: They provide companies with an up-to-date measure of engagement and how it is changing. However, they do not solve the ultimate challenge of understanding what actually engages, motivates and retains an employee.
In the next few years, employee engagement will evolve dramatically. In an era of big data and mobile apps, the employee engagement revolution presents both enormous promise and, if not managed right, pain to HR. Join workforce analytics expert Dave Weisbeck as he examines this important topic.
In this webinar, analytics expert Dave Weisbeck will explore:
The global workforce trends driving the need for a more engaged and productive workforce than ever before.
HR’s critical role in connecting organizational innovation to technology innovation to achieve better performance.
The intersection of leadership, culture, and engagement.
The past, present, and future of measuring and understanding workforce engagement.
Practical examples of how to uncover insights that move the needle for the business.
How to Attract Top Talent: Transforming Your Startup Into a Talent MagnetDavid Ehrenberg
Your talent is a key driver for the long-term success of your company. If you don’t have cash, you need to use the tools of stock options, benefits, and payroll to attract top talent. This deck looks at the current marketplace, stock options vs restricted stock, using 409a valuations to set the strike price for employee stock options, PEO or open market for benefits, payroll options, employment law considerations, and more.
Leading Learning in VUCA Times: How Does a Volatile Uncertain Complex Ambiguo...Human Capital Media
Join Sean Kavanagh, CEO of the Ariel Group, as he shares findings and recommendations from an industry study that explores the changing face of learning strategy. Given a 24/7, global, technology-infused, ever-changing business context, this study asks some hard questions: Are we lowering our standards by leveraging technology to teach things like communication and leadership? How do we create good learning in a cross-generational environment where millennials and boomers co-exist but many not always cohabitate well? Do we need to integrate learning fully into workflow, so that it is less time away from the daily happenings of the job?
MOVING BEYOND EMPLOYEE ENGAGEMENT: THE EMPLOYEE EXPERIENCE INDEXHuman Capital Media
Employee engagement is often viewed as the proxy for employee well-being. The line of thinking is that if engagement is good, that means employees are good, resulting in better business outcomes for employers. But is employee engagement the best construct that employers should use to positively impact productivity and performance?
New research suggests while engagement is important, it’s only one piece of the broader picture — the entire employee experience. In reality, people want to work for a company that allows them to bring their full selves to grow and thrive. Creating this kind of workplace goes beyond just ensuring that employees are engaged — discovering the ingredients that create the most positive employee experience, then creating the conditions to cultivate them. When companies enhance the employee experience, business benefits directly.
Join Chief Learning Officer magazine and BetterUp for a lively discussion where we’ll discuss:
Key findings from our research of more than 17,000 workers.
What the Employee Experience Index is, and why you’ll want to use it.
Why the EX Index will change how you think about traditional learning & development.
Strategies for optimizing six key experience areas for better business outcomes.
BECOMING A PARTNER TO THE BUSINESS: HOW BEACHBODY BUILT THE BUSINESS CASE FOR...Human Capital Media
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.
Did you know that some of the most flawed aspects of performance management have actually been around for centuries? Chinese civil servants had stack ranking in the third century. And officers in the Napoleonic wars were subject to 360 degree reviews.
Despite its long history, no one’s ever been thrilled about the performance management process. Even high-performing employees dislike reviews, and most managers certainly don’t enjoy giving them.
What can we do to make it less about “managing” performance and more about reinforcing behaviors and coaching our employees to even greater success? Which new practices are companies adopting and how effective are they?
Join Rob Schmitter, Solutions Architect and Melanie Schrems, Strategist and Consultant from Globoforce as they discuss the evolution of performance management and where its headed.
You will learn:
The business value of positive reinforcement & social recognition
New research on cutting edge performance management practices
How ongoing, crowdsourced feedback can enhance the review process
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.
The so-called “skills gap” in American business is well documented. Business Roundtable says 97 percent of CEOs say it’s a critical issue.
We wanted to learn more about this gap and what we could do to address it. What we learned turned into a totally disruptive learning approach that has the promise of developing the next generation workforce — workers who are not only knowledgeable but also capable of using their knowledge to produce productive business outcomes.
In this webinar, you will:
Learn the seven power skills that CEOs agree are critical to business today and how to integrate them into education and training.
Hear about case studies where these power skills have been integrated into content.
Practice these seven skills yourself
BUILDING THE BUSINESS CASE FOR INVESTING IN TALENT MANAGEMENTHuman Capital Media
A great talent development program can set your organization apart and keep you competitive. While you don’t need convincing, your leadership team sure does. Because without executive buy-in, even the best intentions fly out the window.
This begs the question: What do HR leaders need to do to get the C-Suite onboard? Led by a seasoned CFO, this webinar will show you how to develop an effective business case that delivers the most compelling facts and figures to back up both hard and soft benefits for investing in talent management systems and processes.
Key learning takeaways:
The surprising competencies and skills that strategic HR leaders and CFOs have in common
How to align your proposed initiatives directly to the objectives of the business
The language and metrics that will make your CFO and CEO sit up and take notice
Important financial metrics and other key factors to consider and include in your case
What to ask your vendors to get the support you need to ensure buy-in
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
The Inevitable Fusion of Learning and Talent: Charting Your PathHuman Capital Media
CLO Magazine launched a series called “Learning in Talent Management” in July, stating that the future of our space would see a blend of two often separate functions - learning and talent management. Organizations that combine their learning and talent practices yield better outcomes for their organizations and a far better user experience for their employees. That’s why maturing the learning and talent strategies into a more cohesive function has become a business imperative. But where do you begin? Skillsoft’s five-stage benchmarking framework can help you pinpoint your current stage of maturity and develop a plan to advance to the next level. In this webinar you’ll learn:
The maturity indicators we’ve designed based on observing thousands of organizations globally
How to benchmark your organization’s present level of maturity
Concrete steps to improve your learning and talent effectiveness
Make a Hard Core Impact with Soft Skills Training | Webinar 07.23.15BizLibrary
Soft skills are at the very heart of professional and organizational success. However, many organizations struggle to deliver impactful and effective soft skills training. The reasons vary from organization to organization. Many of the reasons are rooted in the complexities associated with the development of the skills themselves which, in turn, leads to complex challenges with measuring the business benefits to soft skills training.
www.bizlibrary.com
RECRUIT WELL: HOW COMPANY WELLBEING EFFORTS POSITIVELY IMPACT RECRUITING RESULTSHuman Capital Media
Today, organizations are in fierce competition with each other to recruit and keep the best talent available. Having top talent means not only an increase in productivity and sales, but also a flourishing culture. Research has shown that the majority of workers use referrals from current employees to learn about job opportunities. Therefore, culture is an important recruiting lever that is heavily influenced by the organization’s overall wellbeing.
Organizations that have a wellbeing program in place are more successful in recruiting qualified candidates and are able to help them grow in all areas of their life. On February 28, Cindy Scibetta-Butts, Business & HR Consultant, will discuss the value of wellbeing programs and how it will improve your recruiting efforts.
In this webinar, you’ll learn:
The top three things that employees want
How to create a vision of wellbeing in your organization that will help improve culture
Real results of how wellbeing programs are driving recruiting and retention results right now
In recent years, the hype of big data has left some organizations in limbo with unfulfilled promises of what that data can help them achieve. Mature HR organizations have honed their strategy to find success with the next technology evolution: applied analytics.
Applied people analytics can highlight trouble-spots, forecast trends, and otherwise help you make sense of millions of rows of records so that you can make better decisions for your organization, but it can also be leveraged to help employees on an individual basis. In this webinar you will learn:
Why promoting career development helps the organization as well as the employee
How to learn from past employee movement to best predict where to invest development resources
How to empower managers to have career development conversations in the absence of HR-defined career paths
According to Gallup, when employees leave an organization, 32% are leaving for career advancement. Learn how you can use big data insight to drive meaningful conversations about career development in your organization and achieve better workforce and business outcomes. In this webinar, Talent Management expert Caitlin Bigsby will discuss how you can empower people managers to be career coaches using people analytic insights.
BUILDING OUR BENCH AND SECURING OUR FUTURE: AMERIPRISE FINANCIAL INC.’S JOURN...Human Capital Media
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.
It’s Not About Ratings, It’s About Enabling Employee Performance: TIAA’s JourneyHuman Capital Media
Performance management matters — it touches the core of every business — but the success of these initiatives hinges on designing and deploying programs that address employee needs and the culture of the organization. As HR leaders revisit their performance management strategies, conflict emerge as to whether performance ratings should be kept or scrapped. In this spotlight webinar, TIAA’s John Cendroski, senior talent management adviser, and Michelle Shail, manager of organizational effectiveness, will share several enhancements being made to TIAA’s performance management process, the decision to keep ratings — with the caveat they should not be the biggest focus in designing effective performance management programs — and the lessons learned throughout the continuous improvement journey.
In this webinar the speakers will share:
How TIAA, the leading provider of financial services in the academic, research, medical, cultural and government fields, made the decision to keep performance ratings.
Lessons TIAA learned throughout the continuous improvement of their performance management process.
How this new approach has enabled employee performance.
The importance of teamwork in the IT worldMiglė Arūnienė
- What is team and teamwork?
- Roles and their responsibilities in IT.
- Team types in Agile and Waterfall.
- What do you gain from working in a team?
- Challenges that teams are facing.
- How to choose the right workplace?
Contact me:
migle@miglearuniene.com
LinkedIn - miglearuniene
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 ...Human Capital Media
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
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
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?Human Capital Media
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
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNEDHuman Capital Media
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!
EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENTHuman Capital Media
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
STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENTHuman Capital Media
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.
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
THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLDHuman Capital Media
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.
FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMYHuman Capital Media
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.
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
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!
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 2019Human Capital Media
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 ...Human Capital Media
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 WEBINARHuman Capital Media
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 fluencyHuman Capital Media
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?
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)?
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.
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Frequently
Asked
Ques6ons
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HELLO!
MARK RHEIN ANN PETERS
Director,
Learning and
Development
Perkins+Will
Manager,
Learning and
Development
Perkins+Will
8. perkinswill.com 8
ABOUT THE FIRM
AREAS OF
PRACTICE
DISCIPLINES OUR TEAM OF 2,000
TALENTED STAFF
Atlanta
Boston
Chicago
Dallas
Hamilton
Houston
Los Angeles
Miami
Minneapolis
New York
North Carolina
San Francisco
Seattle
Toronto/Ottawa
Vancouver
Washington DC
Dubai
London
Sao Paulo
Shanghai
Corporate
Corporate + Commercial + Civic
Cultural
Healthcare
Higher Education
Hospitality + Mixed-Use +
Residential
K-12 Education
Science + Technology
Sports + Recreation
Transportation
Architecture
Branded Environments
Interiors
Landscape Architecture
Planning + Strategies
Urban Design
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WE ARE…
OUR
PEOPLE
OUR PROJECT
TEAMS
OUR
LEADERSHIP
OUR
BELIEFS
Passionate
Creative
Active
Curious
‘Beautifully Nerdy’
Diverse
Fast paced
Collaborative
Multi-disciplinary
Led by a Project Manager
and Design Principal
Less Corporate Structure,
more collective leadership
Entrepreneurial
We think global and act
locally in our offices
Social + environmental
responsibility
Focus on Health + wellness
Design has the power to
transform lives and enhance
communities
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WHAT WE HEARD
Employees and leaders agree
Employees feel they received meaningful feedback (3.6/5)
Leaders feel they provided meaningful feedback (3.6/5)
87%
Employees want feedback
more than once a year
At least twice a year At least four times a year
More focus on
conversations
Comments reflect the desire to
focus more on goal-driven
conversations and less on writing
and ranking competencies.
62%
. . .
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HYPOTHESIS
THROUGH MORE AND BETTER CONVERSATIONS AND CONNECTIONS WE
HAVE THE OPPORTUNITY TO…
1
Build better
relationships
.
3
Improve employee
recruitment,
engagement, and
retention.
2
Improve employee and
firm performance.
15. 15perkinswill.com
Imagine waiting until the end of the year to get a
summary of your Fitbit step count. The information
obtained wouldn’t be as timely or relevant, and it
certainly wouldn’t change much behavior.
Kris Duggan
CEO at Betterworks
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1. TIMING AND FREQUENCY
The future
JANUARY DECEMBER
TOUCH
POINT
CHECK-IN
1
CHECK-IN
2
CHECK-IN
3
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1. TIMING AND FREQUENCY
The future
THE
APPROACH
WHAT IT LOOKS LIKE FREQUENCY + TIMING
Touchpoint
• 15 min. stand-up meeting
• Quick verbal feedback
• E-mail accolade
• Group meeting/coaching
• Shout-out in a team meeting
• Grab a cup of coffee
Depends on the role and
professional experience
Check-In
• Deeper feedback, career, and development
• 2-Way conversations
• Future-focused
• Employee-driven
Recommend
3x / year
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2. ROLES AND RELATIONSHIPS
MY ROLE AS A PARTNER
(EMPLOYEE)
MY ROLE AS A CHAMPION
(SUPERVISOR)
• I seek feedback and use it to get better. • I provide insight on performance
• I share what matters to me and will help me
in my future.
• I help people achieve and do things in the future
that they couldn’t have done before.
• I ensure my work is worth the effort
and focus on results.
• I am consistent with who and how I provide
recognition for individuals and teams.
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3. FOCUS AREAS
DEVELOPM
ENT
CAREER
FEEDBACK
“Where I want to go;
what I aspire to”
“What I’m good at;
where I need to
improve”
“What and how I will
grow and learn”
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OVERVIEW
What + Why To try a new approach to performance management and collect feedback in order to validate and make changes.
Who 70+ pairs across the firm who represent a diverse group of roles, disciplines, and experience levels.
When July – September
How
Step 1 ü Select pairs
Step 2
ü Kick-off and skill development of pairs
ü Baseline/pre test survey
Step 3
ü Pairs complete 1 check-in and multiple touch-points
ü HR + LD periodically check progress
Step 4
ü Closing session
ü Post test survey
Step 5 ü L+D analyzes and communicates results
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TESTING
WHAT +
WHY
WHO WHEN HOW
• To try a new
approach
• Collect feedback
• Validate and make
changes.
70+ Champion/Partner
pairs across the firm
July – September 1. Select pairs
2. Kick-off and skill development
3. Baseline/pre test survey
4. Pairs complete 1 check-in and
multiple touch-points
5. HR + LD check progress
6. Closing session
7. Post test survey
8. Analyze + communicate
results
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TEST THEMES
WHAT WORKED: “Based on your experience as a tester, what insights do you have?”
CONVERSATIONS
‐ “THRIVE encourages different and better conversations
(goals, career, frustrations).”
‐ “I literally was able to address a performance and
development need that I wouldn’t have otherwise.”
RELATIONSHIPS
‐ “This brought my current reviewer and me to a new
level.”
‐ “I didn’t know my Champion/Partner, but now I do!”
CLARITY + FOCUS
‐ “I know with whom to work and discuss issues.”
‐ “The THRIVE framework helps me know what to do.”
COMMUNICATIONS + REMINDERS
‐ “Regular ‘nudges’ and communication keep THRIVE
front and center.”
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TEST THEMES
THINGS TO CHANGE/IMPROVE: “Based on your experience as a tester, what insights
do you have?”
STRUCTURE
“We appreciate the flexibility but a little more
guidance on approach would help.”
“Some simple technology would be helpful to
record progress.”
PAIRINGS
“How long should Champion/Partner be paired?”
“Give guidance when Champion/Partner don’t
work directly together.”
REINFORCE ROLES + RESPONSIBILITIES
“Provide us with reminders of what each role should do and how held accountable.”
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COMMUNICATION PLAN
• Treat it like a new product launch
• Be creative
• Have fun with it
• Humanize it (less corporate feel)
Fun intro
video
Staff
meetings
Happy
hour!
E-mail
teasers
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LESSONS LEARNED
• Analysis is Critical
• Involve Your Audience
• Best Practices and Other’s Success are Helpful,
But…
• HR and L+D’s Role
• Have Fun
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SUMMARY
THRIVE WILL IMPROVE EMPLOYEE ENGAGEMENT + PERFORMANCE
THROUGH
• More connections throughout the year
• Broader conversations: Performance/Feedback, Development,
Career
• A simple framework and support tools
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