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.
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.
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!
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
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
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.
THE ROI DILEMMA: MEASURING RESULTS OF YOUR LEARNING PROGRAMSHuman Capital Media
Significant resources are being allocated to training and development across most organizations, but many companies still find themselves unsure of results. The return on investment formula is a financial calculation, but learning is a human behavior and needs a human calculation. L&D can’t prove ROI using the same methods other parts of the business do. So how can L&D professionals prove investments in employee development actually produce results?
In this webcast Karen Hebert-Maccaro, Chief Content Officer at O’Reilly will:
Explain why ROI needs to be redefined for learning initiatives and the narrative shifted from causation to correlation.
Discuss how to correlate learner engagement with other important organization metrics to tell an important story about the value of L&D investments.
Show you how to leverage Kirkpatrick’s model of assessment and create a targeted strategy around level three and four assessments.
Provide guidance on how to talk with your business leaders and other stakeholders about learning and argue “table stakes not sweepstakes”.
The digital revolution is here and it’s changing how we work, and how we learn. And while technology is powerful in many ways, it can’t replicate our innately human traits; listening, teamwork, empathy, leadership, building relationships, building trust, and so on. What if we could leverage technology to support and improve these more human traits? How can we find a balance and better yet, use technology to support the effectiveness of all of our human interactions? Learn how Insights is embracing technology to leverage and enhance our humanity.
In this webinar, you’ll discover:
How to keep people at the heart of your organization in a tech-driven world and how this will positively impact your business outcomes
Learning theories that support a future of tech-enabled, human relationships
The future of learning and how to cater to the needs of tomorrow’s learners
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.
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!
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
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
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.
THE ROI DILEMMA: MEASURING RESULTS OF YOUR LEARNING PROGRAMSHuman Capital Media
Significant resources are being allocated to training and development across most organizations, but many companies still find themselves unsure of results. The return on investment formula is a financial calculation, but learning is a human behavior and needs a human calculation. L&D can’t prove ROI using the same methods other parts of the business do. So how can L&D professionals prove investments in employee development actually produce results?
In this webcast Karen Hebert-Maccaro, Chief Content Officer at O’Reilly will:
Explain why ROI needs to be redefined for learning initiatives and the narrative shifted from causation to correlation.
Discuss how to correlate learner engagement with other important organization metrics to tell an important story about the value of L&D investments.
Show you how to leverage Kirkpatrick’s model of assessment and create a targeted strategy around level three and four assessments.
Provide guidance on how to talk with your business leaders and other stakeholders about learning and argue “table stakes not sweepstakes”.
The digital revolution is here and it’s changing how we work, and how we learn. And while technology is powerful in many ways, it can’t replicate our innately human traits; listening, teamwork, empathy, leadership, building relationships, building trust, and so on. What if we could leverage technology to support and improve these more human traits? How can we find a balance and better yet, use technology to support the effectiveness of all of our human interactions? Learn how Insights is embracing technology to leverage and enhance our humanity.
In this webinar, you’ll discover:
How to keep people at the heart of your organization in a tech-driven world and how this will positively impact your business outcomes
Learning theories that support a future of tech-enabled, human relationships
The future of learning and how to cater to the needs of tomorrow’s learners
Learn the importance of investing in front-line people leaders, who, when well prepared, can help you drive meaningful results, improve performance on key metrics, and aid in the retention of your people assets. In this webinar you’ll learn how to empower new leaders with knowledge, skills, and experiences that add value and confidence to their daily work.
BALANCING GLOBAL, LOCAL AND BUSINESS UNIT NEEDS: IMPLEMENTING A GLOBAL LEARNI...Human Capital Media
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.
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!
According to Bersin by Deloitte, more than 95%* of CLOs feel it is critical to demonstrate the impact and value of training; however, less than 5% are confident in their ability to do so.
Are you able to easily connect learning to business results in your organization? For many L&D leaders this is a major problem, which stems from an outdated method of measurement, as well as inadequate measurement tools.
In this session, you will learn:
How to flip the traditional measurement model on its head and see it through a different lens.
Methods for measuring the impact on your business, whether it’s revenue, safety incidents, shrink or customer satisfaction.
Case studies of organizations that have demonstrated a bottom-line impact to their business and how they went about measuring it.
*Source: The State of Learning Measurement, Bersin by Deloitte/ Todd Tauber and Wendy Wang, 2015
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
VIEW THE WEBINAR RECORDING:
The launch presentation of our 2014 annual industry Benchmark study, 'Modernising Learning: Delivering Results' - now available to download along with the launch webinar recording and a host of other resources: http://towardsmaturity.org/2014benchmark
The eBook is available for FREE thanks to the support of the Towards Maturity Ambassadors: http://towardsmaturity.org/ambassadors
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
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.
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.
Embracing Change: 9 Tips to help you prepare for the future of learningLaura Overton
Modern Business is becoming more global, fast paced, complex and fluid. Modern staff are increasingly connected, curious, tech-savvy and self directed. Are today’s L&D teams prepared for what that means for learning in the future?
This is a key theme explored in our latest In-Focus report, Preparing for the Future of Learning, released this month in conjunction with our strategic partner, the CIPD. Laura Overton took the opportunity at the CIPD L&D Show to explore what we can learn from Top Deck L&D teams in the Towards Maturity Benchmark, to help us get fit for the for the future of learning.
Are you fit for the future of L&D? Find out:
Use the Towards Maturity Benchmark to assess your current fitness. Receive your Personalised Benchmark report analysing current performance and tailored action plans valued at £300 - free until 15 July.
Reinvent Performance Management into a Leadership ProcessHuman Capital Media
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
Many organizations face an environment disrupted by rapid market change, a proliferation of digital technology and changing workforce expectations. As the business context changes, leadership development has been changing with it. Innovation doesn’t happen without some digital context, which will require new skills for executives, managers and others.
What leadership competencies are being prioritized to meet the changing digital context? Is leadership development being pushed down through the enterprise to line-level employees? What technologies are used to deploy leadership development at scale and what are the roadblocks for modernizing leadership development? Skillsoft recently conducted the Modernizing Leadership for a Digital Economy survey to answer these questions and more.
In this webinar you will learn:
How leadership competencies are changing to prioritize digital skills
What job levels are being targeted for new leadership competencies
Where organizations fall on a maturity curve regarding new leadership competencies
Attitudes about technology adoption for leadership development
Embracing Change: Building Performance for Business, Individuals and the L&D ...Laura Overton
See the slides from the launch webinar of the 2015-16 Industry Benchmark Report, delivered by Laura Overton in the Learning and Skills Group Webinar on 5th November, 2015.
5 Tips for Creating a Customer-Centric Learning StrategyLaura Overton
A self-directed and personalised learning experience is high on the agenda of most learning professionals. Despite new technologies, new content and new models of learning, we still struggle to engage and connect. So do L&D leaders put learners at the centre of their ‘learner-centric’ strategies? Or do we just think that we do?
MICROLEARNING SERIES PART 2 MAXIMIZING ROI WITH MICROLEARNINGHuman Capital Media
Can you prove the impact of your learning programs on the business? We mean actually prove that training has a direct impact on meaningful business results like increased sales, reduced safety incidents, improved customer service and more?
Until recently, demonstrating the impact of key learning initiatives has been an extremely difficult, if not impossible, task. But to prove that learning is valuable, tying it to results is essential. In fact, that’s how functional areas across the business prove their value too. So, it’s time for learning leaders to catch up.
How do you do it? In short, by approaching Microlearning in the right way.
Join us for this exciting discussion with Axonify CEO, Carol Leaman, as she explores:
What learning metrics matter most to the business
How Microlearning can capture the data necessary to measure learning impact on organizational results
Stories from leading organizations that are using microlearning to drive real business results
Empower your employees with modern learning communication and performance too...Human Capital Media
Join this informative session to hear how Debra Kellogg, manager of education, performance, and communications at Toshiba, built a next-generation employee portal for a global audience. Combining their LMS with modern e-learning courses, Kellogg developed the Toshiba Academy, the Toshiba Connect Communication Portal, and the company’s conversation-driven performance program, IGNITE!. You’ll learn how a very lean L&D team deployed these in the United States and Latin America in less than a year, along with tips on providing your learners with tools for success.
Learning Objectives/Session Takeaways:
Empower your employees with tools for success in today’s busy world.
Understand when and how to leverage partners' expertise to work more efficiently.
Gain ideas on how to deploy a coaching, learning, and goal-oriented culture!
Learn how to leverage today’s technology to meet tight budget and ROI training requirements.
THE BUSINESS CASE FOR ADAPTIVE LEARNING: DRIVE ROI AND UNLOCK PERFORMANCEHuman Capital Media
The future of corporate learning is adaptive. Behavioral and performance data can be used to optimize every single moment in a learning experience, delivering the most efficient and effective training possible. This webinar will provide learning and HR leaders with the framework for making an investment decision in the adaptive learning landscape. Participants will develop a pragmatic understanding of the technology and understand how to benchmark different platforms, calculate ROI, and sell their investment decision forward to other stakeholders.
In this webcast, learn how you can unlock performance and drive training ROI through adaptive learning technology. You’ll be able to:
Recognize key trends in technology that allow learning to become modular, data-driven, and adaptive
Grasp learning theories concerning focus, memory, metacognition, and engagement and how they can be used to unlock performance through adaptive technology
Explore how to leverage the benefits of adaptive technology to drive top-line growth and bottom-line results
CAREER PLANNING & PATHING: HOW TO DEVELOP A STRATEGIC VISIONHuman Capital Media
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
Are You Equipped to Lead L&D Into the Future?Laura Overton
This presentation explores the new skills required by L&D in a VUCA business world and how to build them. It was delivered by Ruth Stuart, (L&D Research Advisor, CIPD), Laura Overton (MD, Towards Maturity) and Lisa Johnson, (Assistant Director Information Services, Barnardos) at the CIPD L&D Show in London 14th May. It draws on the reports, 'L&D: Evolving Roles, Enhancing Skills' research by CIPD and Towards Maturity and the 2014-15 Towards Maturity Benchmark Report.
www.cipd.co.uk
www.towardsmaturity.org/benchmark
What does it take to deliver an achievable recruiting and onboarding experience for the modern workforce? Understanding all the features and functionalities of your ATS is only one component. Success is born from using an effective change management approach to make sure you are ready for the right change in your organization.
Session Takeaways
Aligning your Recruiting objectives with your business strategy
Developing an integrated approach to Change
Driving adoption
Defining Recruiting-specific challenges with Change
Identifying success measures
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
Learn the importance of investing in front-line people leaders, who, when well prepared, can help you drive meaningful results, improve performance on key metrics, and aid in the retention of your people assets. In this webinar you’ll learn how to empower new leaders with knowledge, skills, and experiences that add value and confidence to their daily work.
BALANCING GLOBAL, LOCAL AND BUSINESS UNIT NEEDS: IMPLEMENTING A GLOBAL LEARNI...Human Capital Media
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.
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!
According to Bersin by Deloitte, more than 95%* of CLOs feel it is critical to demonstrate the impact and value of training; however, less than 5% are confident in their ability to do so.
Are you able to easily connect learning to business results in your organization? For many L&D leaders this is a major problem, which stems from an outdated method of measurement, as well as inadequate measurement tools.
In this session, you will learn:
How to flip the traditional measurement model on its head and see it through a different lens.
Methods for measuring the impact on your business, whether it’s revenue, safety incidents, shrink or customer satisfaction.
Case studies of organizations that have demonstrated a bottom-line impact to their business and how they went about measuring it.
*Source: The State of Learning Measurement, Bersin by Deloitte/ Todd Tauber and Wendy Wang, 2015
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
VIEW THE WEBINAR RECORDING:
The launch presentation of our 2014 annual industry Benchmark study, 'Modernising Learning: Delivering Results' - now available to download along with the launch webinar recording and a host of other resources: http://towardsmaturity.org/2014benchmark
The eBook is available for FREE thanks to the support of the Towards Maturity Ambassadors: http://towardsmaturity.org/ambassadors
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
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.
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.
Embracing Change: 9 Tips to help you prepare for the future of learningLaura Overton
Modern Business is becoming more global, fast paced, complex and fluid. Modern staff are increasingly connected, curious, tech-savvy and self directed. Are today’s L&D teams prepared for what that means for learning in the future?
This is a key theme explored in our latest In-Focus report, Preparing for the Future of Learning, released this month in conjunction with our strategic partner, the CIPD. Laura Overton took the opportunity at the CIPD L&D Show to explore what we can learn from Top Deck L&D teams in the Towards Maturity Benchmark, to help us get fit for the for the future of learning.
Are you fit for the future of L&D? Find out:
Use the Towards Maturity Benchmark to assess your current fitness. Receive your Personalised Benchmark report analysing current performance and tailored action plans valued at £300 - free until 15 July.
Reinvent Performance Management into a Leadership ProcessHuman Capital Media
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
Many organizations face an environment disrupted by rapid market change, a proliferation of digital technology and changing workforce expectations. As the business context changes, leadership development has been changing with it. Innovation doesn’t happen without some digital context, which will require new skills for executives, managers and others.
What leadership competencies are being prioritized to meet the changing digital context? Is leadership development being pushed down through the enterprise to line-level employees? What technologies are used to deploy leadership development at scale and what are the roadblocks for modernizing leadership development? Skillsoft recently conducted the Modernizing Leadership for a Digital Economy survey to answer these questions and more.
In this webinar you will learn:
How leadership competencies are changing to prioritize digital skills
What job levels are being targeted for new leadership competencies
Where organizations fall on a maturity curve regarding new leadership competencies
Attitudes about technology adoption for leadership development
Embracing Change: Building Performance for Business, Individuals and the L&D ...Laura Overton
See the slides from the launch webinar of the 2015-16 Industry Benchmark Report, delivered by Laura Overton in the Learning and Skills Group Webinar on 5th November, 2015.
5 Tips for Creating a Customer-Centric Learning StrategyLaura Overton
A self-directed and personalised learning experience is high on the agenda of most learning professionals. Despite new technologies, new content and new models of learning, we still struggle to engage and connect. So do L&D leaders put learners at the centre of their ‘learner-centric’ strategies? Or do we just think that we do?
MICROLEARNING SERIES PART 2 MAXIMIZING ROI WITH MICROLEARNINGHuman Capital Media
Can you prove the impact of your learning programs on the business? We mean actually prove that training has a direct impact on meaningful business results like increased sales, reduced safety incidents, improved customer service and more?
Until recently, demonstrating the impact of key learning initiatives has been an extremely difficult, if not impossible, task. But to prove that learning is valuable, tying it to results is essential. In fact, that’s how functional areas across the business prove their value too. So, it’s time for learning leaders to catch up.
How do you do it? In short, by approaching Microlearning in the right way.
Join us for this exciting discussion with Axonify CEO, Carol Leaman, as she explores:
What learning metrics matter most to the business
How Microlearning can capture the data necessary to measure learning impact on organizational results
Stories from leading organizations that are using microlearning to drive real business results
Empower your employees with modern learning communication and performance too...Human Capital Media
Join this informative session to hear how Debra Kellogg, manager of education, performance, and communications at Toshiba, built a next-generation employee portal for a global audience. Combining their LMS with modern e-learning courses, Kellogg developed the Toshiba Academy, the Toshiba Connect Communication Portal, and the company’s conversation-driven performance program, IGNITE!. You’ll learn how a very lean L&D team deployed these in the United States and Latin America in less than a year, along with tips on providing your learners with tools for success.
Learning Objectives/Session Takeaways:
Empower your employees with tools for success in today’s busy world.
Understand when and how to leverage partners' expertise to work more efficiently.
Gain ideas on how to deploy a coaching, learning, and goal-oriented culture!
Learn how to leverage today’s technology to meet tight budget and ROI training requirements.
THE BUSINESS CASE FOR ADAPTIVE LEARNING: DRIVE ROI AND UNLOCK PERFORMANCEHuman Capital Media
The future of corporate learning is adaptive. Behavioral and performance data can be used to optimize every single moment in a learning experience, delivering the most efficient and effective training possible. This webinar will provide learning and HR leaders with the framework for making an investment decision in the adaptive learning landscape. Participants will develop a pragmatic understanding of the technology and understand how to benchmark different platforms, calculate ROI, and sell their investment decision forward to other stakeholders.
In this webcast, learn how you can unlock performance and drive training ROI through adaptive learning technology. You’ll be able to:
Recognize key trends in technology that allow learning to become modular, data-driven, and adaptive
Grasp learning theories concerning focus, memory, metacognition, and engagement and how they can be used to unlock performance through adaptive technology
Explore how to leverage the benefits of adaptive technology to drive top-line growth and bottom-line results
CAREER PLANNING & PATHING: HOW TO DEVELOP A STRATEGIC VISIONHuman Capital Media
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
Are You Equipped to Lead L&D Into the Future?Laura Overton
This presentation explores the new skills required by L&D in a VUCA business world and how to build them. It was delivered by Ruth Stuart, (L&D Research Advisor, CIPD), Laura Overton (MD, Towards Maturity) and Lisa Johnson, (Assistant Director Information Services, Barnardos) at the CIPD L&D Show in London 14th May. It draws on the reports, 'L&D: Evolving Roles, Enhancing Skills' research by CIPD and Towards Maturity and the 2014-15 Towards Maturity Benchmark Report.
www.cipd.co.uk
www.towardsmaturity.org/benchmark
What does it take to deliver an achievable recruiting and onboarding experience for the modern workforce? Understanding all the features and functionalities of your ATS is only one component. Success is born from using an effective change management approach to make sure you are ready for the right change in your organization.
Session Takeaways
Aligning your Recruiting objectives with your business strategy
Developing an integrated approach to Change
Driving adoption
Defining Recruiting-specific challenges with Change
Identifying success measures
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
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.
5 WAYS TO UNLOCK THE HIDDEN VALUE IN YOUR EMERGING LEADERSHuman Capital Media
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Unfortunately, most employers don’t have strategic-level initiatives in place to capture and retain the knowledge that's about to leave, and they don't have replacement talent ready to step into leadership as these roles open up.
Employers also feel they can't engage and retain early career talent long enough to fill leadership roles…but what if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this webinar you'll learn:
5 best practices to unlock the hidden value in your emerging leaders
The business impact of investing in your current talent
How to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others
How to Measure the Impact of Soft Skills Training | Webinar 10.21.15BizLibrary
In this session, we will explore a range of soft skills training and development challenges, and we will provide a framework for building a measurement and metrics methodology to capture the business benefits and impact of improved performance in soft skills
www.bizlibrary.com
This presentation was given by Donnie MacNicol and Guy Giffin at the joint APM / RICS conference on project leadership held in London on 25th February 2014.
THE PERCEPTIONS OF AGILE METHODOLOGY IN SOUTH AFRICAcscpconf
Agile methodology was introduced in the mid 90’s while the agile manifesto was adopted in 2001. The rationale behind the introduction of the agile methodology was to uncover better ways of developing software that will meet the user’s expectation in an iterative controlled manner. With technological explosion and rift competition for market share, user experience and satisfaction can only be achieved through proper communication between stakeholders and innovative ways of doing things. Doing things differently is what the agile methodology brought. Despite the existence of this methodology for over 20 years now, South African software industry is only starting to realize its existence with a lot of companies jumping into the bandwagon. This paper presents the results of an empirical research of how the South African software industry perceive the methodology.
THE PERCEPTIONS OF AGILE METHODOLOGY IN SOUTH AFRICAcsandit
Agile methodology was introduced in the mid 90’s while the agile manifesto was adopted in 2001. The rationale behind the introduction of the agile methodology was to uncover better
ways of developing software that will meet the user’s expectation in an iterative controlled manner. With technological explosion and rift competition for market share, user experience and satisfaction can only be achieved through proper communication between stakeholders and
innovative ways of doing things. Doing things differently is what the agile methodology brought.Despite the existence of this methodology for over 20 years now, South African software
industry is only starting to realize its existence with a lot of companies jumping into the bandwagon. This paper presents the results of an empirical research of how the South African
software industry perceive the methodology.
Measuring the Impact of Employee Soft Skills TrainingBizLibrary
Why do organizations struggle with measuring the impact of their soft skills training?
We know that improved communications skills make our colleagues better sales professionals, HR professionals, customer service professionals, etc. But getting to actual proof of this “knowledge” isn’t always easy.
What You’ll Learn:
Common soft skills training and development challenges
How content should be delivered to achieve maximum benefit
How to build a framework for measurement of business benefits of soft skills
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
As a private company leader, have you struggled with the idea of sharing stock? Do you find yourself conflicted because you want to reward your key people for improving business value, but prefer to do so without diluting owner equity? Do you find yourself without a good answer when some says: “Can I have stock in the company?” If so, you’re not alone.
This happens because you simply don’t know what options you have, right? If you don’t share equity, then what do you do instead? This webinar will solve that problem for you. There are six different ways to reward long-term value creation without giving away stock. In this broadcast, we will discuss each of them and teach you how to decide which one is right for your company.
IBM Analytics: Thought Leadership White PaperCasey Lucas
Implementing Agile Performance Management.
The findings, focusing on the early days of
adoption, provide evidence-based guidance for
organizations considering a move away from traditional
performance management programs and looking for a
more agile approach.
This presentation is the continuation of the first part, which was all about the basics of program evaluation. This ppt contains slides describing the impact evaluation in details and also the logical framework is also explained with practical examples.
N.B: Please go through it, using slide view to use the animation effects.
Did you know that employees rank reward and benefits as the third highest factor in influencing their loyalty?
Market innovators are using technology to unlock the power of reward, meaning the global benefits market is moving, and fast! There is real momentum for changing the emphasis of benefits away from reward, to wellbeing and experience, as well as a focus on shorter term needs which help promote a culture and working environment that people thrive in.
Findings from Thomsons Online Benefits latest global employer and employee research shows that organizations with a more mature strategy, powered by technology, are 60% more likely to have wellbeing strategies in place and have greater success in driving employee satisfaction.
With business impact like this to be gained, are you confident your benefits strategy enhances your EVP as effectively as it should, and could, do?
Understanding which total rewards elements are differentiators is a great start point to defining an EVP that resonates with employees and candidates. Total reward now integrates compensation and benefits with experiential components such as career development, health and financial well-being, and now increasingly on emotional elements, such as pride, affinity, and purpose. But to get the right blend of rewards – and highest ROI on your spend – you need to be up-to-date on the latest trends.
In this webinar, we’ll give you the inside track on these trends, backed up by insights from Thomsons’ and Mercer’s recent pieces of global research which demonstrate how benefits are changing within the wider landscape of total rewards.
We will also show you:
What market-leading organizations are doing with their total reward to retain the elusive top talent.
How you can utilize technology to manage your program to ensure you deliver exceptional employee experience at every touchpoint.
Tips on how to use this insight to influence your 2018 strategy.
Similar to THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLD (20)
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.
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.
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
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.
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)
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.
SUPERCHARGE EMPLOYEE TRAINING WITH HIGH-POWERED LEARNING CONTENTHuman Capital Media
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.
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
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...Human Capital Media
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 101719Human Capital Media
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.
Saba 9 practical tips for using neuroscience to power learning designHuman Capital Media
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THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLD
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Frequently Asked Questions
9. The Agility Shift is T-Mobile’s
powerful leader development
offering designed to equip
people managers to thrive in
an uncertain, complex, and
ambiguous environment.
Background
10. The Goal
Increase
resilience
Implement
change
1.
2.
3.
4.
Improves their ability to respond quickly and effectively to the unexpected
by leveraging connections with people who have skills, knowledge, and
resources other than their own
Increases resilience, both individual and organizational, in an environment
of constant change
Reduces costs by aligning resources on company goals, eliminating
inefficiencies, using existing resources in new and creative ways
Increases speed in implementing change and reducing rework by leading
teams in cycles of testing, feedback and adjustments
Reduce
costs$
Respond
quickly
Help leaders develop an agile mindset and behaviors that…
13. 13
Participants Comments on Twitter
T-Mobile Internal
“Fantastic 2 days in #ManagerMastery2 and can't wait to take
all of the tools learned about #AgilityShift back to my team!
#BeMagenta” -Melissa Blackburn @MagentaMelissa,
1/19/2017
"To be agile you need to get yourself out of the way" ///
Taking time to slow down and develop is essential! How are
you developing?! #agilityshift #1HR #HRNext #shifthappens” -
darrelreidboyer @TMOdaryl, 8/16/2019
“Learning how to respond effectively to the unexpected
and to turn challenges into opportunities with this rockstar
leadership team #managermastery2 #agilityshift” -Jordan
Werley @JordanWerley, 5/30/2019
14. But What Is the Impact?
The Success Case Study
15. Study Purpose
The study sought to answer these questions:
1. What personal benefit has Agility Shift participation
provided to individuals?
2. What business impact does Agility Shift participation
generate for T-Mobile?
3. When Agility Shift delivered impact, why did it work? When
it did not, why not?
4. What can be done to improve the business impact for
future Agility Shift participants?
16. Steps in the Evaluation Process
Survey of Agility Shift Participants
A survey focused on learning application and results was distributed in April 2018 to 682 participants who
completed Agility Shift in 2017. One hundred seventy-eight (178) people completed the survey (26%).
Interview Randomly Selected Agility Shift Survey Respondents
To assess business impact, twenty-one (21) participants were randomly selected for in-depth
interviews from the 178 survey respondents (18 interviews were completed). Twenty (20) of the randomly
selected participants came from the group that claimed positive impact, while one (1) person was selected
who reported little/no impact. Interviewees provided specific examples of results they achieved related
to Agility Shift goals – or, conversely, why they did not achieve impact from Agility Shift.
Report on Conclusions and Recommendations
This report presents the findings from the various data sources which showcases the value Agility
Shift is providing to both individual leaders and T-Mobile. It also recommends what is needed for
T-Mobile to achieve even greater impact for future Agility Shift participants – or participants in other
training initiatives.
17. Study Conclusions (1 of 5)
Ø Agility Shift participants valued the experience and have
begun to incorporate the concepts and mindsets in their
day-to-day activities. “This opened my
eyes to things I do
day in and day
out and use a
different
approach rather
than jumping and
reacting to an
issue.”
18. Study Conclusions (2 of 5)
Ø Participants reported these factors made Agility Shift a valuable
experience:
• Highly relevant content
• Facilitators were “excellent”
• The relational web helps leaders respond appropriately.
• “Respond rather than react” to be more strategic, purposeful, and
manage the stress of change
• Creates a common language for strategies and setting expectations
“It was a great
training that
allowed me to step
back and think
about the big
picture about my
job and my group,
and consider how I
can better lead
our group and
embrace change.”
19. Study Conclusions (3 of 5)
Ø 99% of survey respondents reported that it was a valuable
experience and have begun to apply what they learned
3. This extremely high rate (99% of respondents) of application is
significantly higher than most programs evaluated.
4. 78% reported that they have produced significant and tangible
results by applying these concepts.
This was a well
needed training for
me. It made me
change my way of
thinking and
showed me that it is
not all about me.
Sometimes you
have to go outside
your comfort zone
to find a resolution.
Being uncomfortable
gets the job done…
20. Study Conclusions (4 of 5)
Ø Participants produced business impact:
• Thinking differently and seeing situations from new perspectives
• Using the relational web to solve problems and identify new approaches
• Being less reactive and responding more purposefully
• Fostering a culture of agility and achieving higher levels of performance
• Retail Managers: connecting better with employees and helping them develop
• Account Managers: working more collaboratively and effectively with customers
21. Study Conclusions (5 of 5)
Ø Factors which limited the potential impact of that the Agility
Shift could have produced:
Ø Only 24% began with objectives or expectations for
how they could/should apply the new concepts or skills
back on the job.
Ø The amount of coaching is inconsistent (some
managers are doing better than others)
“When I feel
overwhelmed, I often
get tunnel vision on one
task, while other needs
of the business are
neglected. After this
development program, I
feel like there are tools
and practices I can
adopt that will help me
better handle multiple
responsibilities in
stressful times.”
24. Which statement below best characterizes your experience
regarding Manager Mastery 2: Agility Shift?
I learned something new, have used it in my work, and fully expect
worthwhile results though none have been achieved yet 36 20.2%
While Agility Shift was mostly a reminder of what I already knew, it was a valuable
refresher and motivated me to apply it in new ways that led to tangible results 52 29.2%
I learned something new, have used it in my work to produce significant
business impact for my unit and have concrete evidence to describe that impact
88 49.4%
0 5 10 15 20 25 30 35 40 45 50
1While I may have learned something new, I have not put it to use yet 0.6%
Agility Shift did not cover anything new or useful 10.6%
These two groups of
survey respondents –
78% of all respondents
– are in the “high
impact” group.
Interviews confirmed
that most of them
applied their learning
in ways that are having
high or moderate
impact for the
business.
25. Using the scale provided below, rate the extent to which you might
have applied any learning from Manager Mastery 2: Agility Shift.
0% 20% 40% 60% 80% 100%
Built networks with other functions to anticipate and prepare for emergencies
Remained calm and focused in order to influence an unexpected situation in a positive way
Reviewed my own workload (including mental workload) to ensure capacity to respond to the unexpected
Explained the impact to the organization, team, and employees, when communicating a change
Used existing resources in new and creative ways
Carved out time to continuously learn and reflect on new products or processes
Engaged more consistently in cycles of testing, getting feedback, and making adjustments when taking a new approach
Responded more quickly to change
Assessed the team’s agility strengths and gaps and coached them accordingly
Reinforced and recognized team members when they displayed agile behaviors
Implemented, got positive results Implemented, unsure of results so far Have not implemented, but plan to Was already doing this Do not plan to implement
27. What was learned in
Agility Shift
How it was applied Results Created
Participant #1 (P1) was a Retail Manager
who took over a store that was
underperforming (last quartile). Initially
(and prior to P1’s participation in Agility Shift
program) the store’s performance improved
(3rd quartile), because P1 was able to
address several issues using personal
knowledge and experience. But then store
performance plateaued for several months.
During the Agility Shift program P1
embraced the concept of agility when
challenges and change occur, and using the
ideas of others and the team to solve
problems.
P1 worked with the team on how to respond
to change in a positive way. P1 also has
worked with the assistant manager to
respond rather than react when coaching
or in customer escalation situations. This
has improved the assistant manager’s
coaching skills.
A specific occurrence when a positive
response to change made a difference in
performance and engagement, was when
an employee needed to take an emergency
medical leave during the holiday season. P1
empowered the team to develop a plan for
how to staff the store without this key
employee. The team stepped up to willingly
take on more hours and pull together in a
positive way during this challenge.
After adopting the agile concepts, the store’s
performance started to climb again and is
now a top 100 store (out of 2,000).
Also, the store had strong results during the
holiday season in which the employee had
to take a medical leave. Equally important,
the team’s engagement and commitment
was high despite having to work extra/long
hours.
P1 reported receiving extensive and
helpful support from P1’s manager, who
frequently uses the agile verbiage from the
program (e.g., in meetings and when
coaching) and encourages use of the
relational web.
Impact Profile #1
Building an agile team to improve retail store results
28. What was learned in
Agility Shift
How it was applied Results Created
Participant #2 (P2) is a marketing
manager whose team supports new
product launches. P2 was inspired by
Agility Shift to be less reactive and take
more meaningful action.
P2 embraced the concept of the “5 Why’s”
to get to the root cause and the true goal.
This helps P2 better understand the
context for the assignments that come
from senior management.
P2 also switched his approach from “Yes,
but…” to “Yes, and…”
P2’s team was tasked with an outbound
communication campaign to customers
regarding an upgrade. P2 asked questions of
his manager to understand the goals of the
launch – i.e., drive customers to place orders
through the digital channel rather than the
care channel which is more costly for T-Mobile.
P2’s team was concerned that the series of
outbound communications would be redundant
and would not be received well by the
customers. By asking questions to understand
the goals and not simply accepting (reacting to)
the plan, P2 was able to clearly communicate
the context/goals of the plan. P2 worked with
the team to refine the outbound communication
tactics that achieved the goal without being
redundant in the customers’ eyes.
The launch was highly successful in
driving customers to the digital channel.
Previous, similar launches had achieved
18% of the orders through the digital
channel. This launch achieved 32% (digital
channel).
Also, the marketing team was fully
engaged and felt good about the
communication strategy.
P2 also stated that having the app ready for
the upgrade was critical for achieving this
32% result.
Impact Profile #2
Achieving desired goals on a marketing launch by being more “purposeful”
29. What was learned in
Agility Shift
How it was applied Results Created
Participant #3 (P3) is a manager in
customer service. P3 was already “on the
mindfulness journey” and the Agility Shift
training helped crystalize and reinforce
how to develop a positive mindset and
view change/challenges as exciting. P3
now tackles change and day-to-day
challenges with agility and patience
which created better focus and less stress.
P3 also uses the concept of looking at
situations from others’ perspectives (and
other Agility Shift concepts) when
coaching team members.
P3 had one CSR who had been with T-Mobile
for many years, but who was perceived by
management as a weak performer who would
jump to a new department each time she was
close to losing her job. In addition the CSR had
a lot of “emotional baggage” that made coaching
this person difficult. P3 stepped up to the CSR’s
performance issues and used empathy to set
clear performance expectations and provide
productive coaching.
Although the early coaching sessions were
extremely difficult, P3 persisted in displaying
empathy, while coaching to help the CSR
change her mindset and improve performance.
This CSR has made a transformational
change as a result of P3’s mindset
coaching. One year ago the CSR was last
among her peers in performance. She is
now in the top half. She has bonused ~5
months in a row, when previously she had
not bonused ever.
The CSR told P3, “Thank you; you changed
my life.”
P3 also indicated that reading the Orange
Frog book helped and supported the Agility
Shift skills.
Impact Profile #3
Coaching on positive mindset to turn around a troubled, poor performer
30. What was learned in
Agility Shift
How it was applied Results Created
Participant #4 (P4) is a National Accounts
Manager. P4 used the Agility Shift training
to help develop the ability to view
situations from the customer’s
perspective.
P4 has to interact with many people with
very different personalities in his national
accounts. P4 stated that the “schematic on
the wall with pictures” showing different
perspectives and the discussions from
Agility Shift provided new insights into
understanding what customers are
thinking and feeling and how to build
relationships with them.
P4 reported that after Agility Shift he operates
with the mindset that there are multiple
perspectives and the role of the NAM is not to
convince but to work with people to solve
problems.
In one large account P4 deals with a
successful entrepreneur who is very
opinionated. Using the approaches from Agility
Shift, P4 now listens more fully to understand
the other point of view, then responds, “I
appreciate what you’re saying and let me share
another perspective.”
P4 reports having built a better and more
strategic relationship with this account
since attending Agility Shift and adopting
this approach. It is easier now to work
collaboratively with the account on various
issues.
One example of a better working
relationship is that P4 was able to get this
account to agree to accelerated (shorter)
payment terms from 29 days to 24 days.
This increases cash flow for T-Mobile.
Impact Profile #4
Seeing the other perspective to improve National Account relationships
31. What was learned in
Agility Shift
How it was applied Results Created
Participant #5 (P5) is a Marketing
Manager for Retail and Direct Channels
for a market. P5 used the Agility Shift
concepts to foster a culture of agility in
this team, getting people to be more
comfortable and effective in handling
change and the ambiguity of waiting to
have a project completely submitted and
finished.
P5’s team develops and executes
marketing plans which frequently change
at the last minute. This caused a lot of
rework (e.g., reprinting ads or mailers),
frustration and extra costs.
P5 used the concepts of having a positive
mindset about change, planning for change
and leveraging the relational web to get his
team more comfortable and effective with
changes.
P5 shared what was learned in the program
and used the Take it to the Team toolkit. P5
worked with the team to develop a process for
creating more effective project plans that
could accommodate last minute changes while
still meeting deadlines. This planning process
identified those elements that are most
vulnerable to change and getting team
members to be comfortable with leaving those
items open longer.
P5 identified several projects that avoided
reprinting costs due to last minute changes,
because the team waited appropriately to
send the artwork for a mailer or ad to the
printer until the last minute. One alone
project saved T-Mobile ~$20-25k in
replacement printing.
However, P5 believes the biggest benefit is
the personal growth P5 saw in the team.
They have embraced the concept of agility
and preparing for change. They see change
as a positive and look outward to other
resources to get answers when things
change.
P5 reported that using the book The Art of
Agile Marketing also helped him work with
the team to make the mindset shift.
Impact Profile #5
Creating an agile mindset in the team to reduce costs
33. Recommendations
1. Continue the Agility Shift program across T-Mobile.
2. Set expectations in advance.
3. Ensure concepts are being supported and reinforced.
ü Post-Agility Shift meetings to help with applying the skills
and eliminating barriers
ü Peer coaching conference calls so participants can share
successes and “trouble shoot” challenges.
4. Expand the Agility Shift program available to more levels
5. Set a firm expectation and provide the tools and support to
make spreading Agility Shift concepts easy and effective.
37. What were your expectations as you began
Manager Mastery 2: Agility Shift?
0
5
10
15
20
25
30
35
40
45
50
I was very clear
about what I could
learn from my
participation
29
16.2%
I really had no specific
expectations other than
to participate
40
22.3%
I had some idea of what I
might learn from it, but
not much beyond that
90
50.3%
20
11.2%
I had specific objectives
not only for what I would
learn, but also how I
would apply it in my work
55
38. To what extent have you received follow-up support and coaching from
your manager after attending Manager Mastery 2: Agility Shift?
0
5
10
15
20
25
30
35
40
45
50
I have received virtually
no follow-up support
and /or coaching
30
16.9%
I have received very
little follow-up support
and/or coaching
32
18.1%
I have received some
follow-up support
and/or coaching
87
49.2%
28
15.8%
I have received extensive
and helpful follow-up
support and coaching
55
39. How have you used the “Take It to the Team” Toolkit?
(Select all that apply)
Incorporated the activities
(e.g., the sound ball) with
my team
44
27.5%
Did a “teach back” on
Agility Shift to my team
46
28.8%
34
21.3%
Used the “Take It to the
Team” Toolkit
0
5
10
15
20
25
30
35
40
45
50
55
60
65
70
75
Shared what I learned
in the Agility Shift with
my team
115
71.9%
40. #CLOwebinar
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