It’s an all-too-familiar story: Company X hires a talented leader with a proven track record as its new top executive, and then months later, ushers him out, hemorrhaging top-performing employees in the process. The problem: conflicting values. Join Kevin Meyer, Ph.D., of Hogan Assessment Systems as he highlights research and real-world examples of values in action.
As SH&E professionals move to become more integrated into the business environment it is even more crucial that the pure technical disciplines typically associated with the profession are complimented by a strong set of relevant leadership and business skills. In this presentation we will examine the various traits and core attributes that need to be displayed by the SH&E Professional not only to provide clear direction within their area of influence but also to gain credibility, and achieve alignment, with the rest of the organization.
A sample of 15 of 200 leadership slides in my full set.
Go to my website www.andrewgibbons.co.uk for hundreds of free downloads and to access all 6000 slides in 18 sets including customer service; mentoring; change; performance management, and coaching.
This is a document that will give you in depth knowledge about the leadership theories. It explains transformational and transactional leadership theories in detail and even shows the relationship between them.
Great leaders come in all shapes and sizes, genders and cultures, but they all possess many of the qualities I’ve highlighted in the Think Oak A to Z of Leadership Qualities
Organizational Leadership Role In Achieving Excellence Finalempowermena
A presentation by Fahmi Abdein on What is organizational excellence and what is the leadership role and responsibilities in achieving excellence. Current state of leadership in the Middle East, and what is missing.
Presentation for the ASHRM conference in Bahrain, May 2010
This slideshow examines the meaning of leadership in modern organisations. How are we to understand leadership? Is it through the personality or behaviours of individuals who occupy leadership positions, or is it through the processes they enact, or the results they achieve? What are the key characteristics of successful executives today? This presentation explores these questions.
THE POWER OF INFLUENCE: LEADERSHIP STRATEGIES FOR THE EXTRAORDINARY LEADERTom Hood, CPA,CITP,CGMA
Influence, by definition, is the ability to have others take actions you suggest, while you continue to build and maintain a good relationship with them. Not an easy skill set to learn – but an essential one for any woman who wants to achieve success in the accounting profession. So how do you get there? In this session, Tom Hood will show you. Named five times as one of the 100 most influential people in the CPA profession, Hood
will share tips and ideas drawn from his wide-ranging (and, yes, definitely influential) career to show you how to hone your own leadership skills to
make you a more powerful influencer than ever before.
Tom will be featuring BLI's latest SMART tool, I2A: Insights to Action - a strategic thinking system. This sytem is the foundation for the AICPA's Leadership Academy and the strategic planning facilitation process used with the Major Firm's Group and many of the Top 100 CPA firms.
IN THIS SUMMARY
Peter F. Drucker, the “father of modern management,” promoted heroic leadership throughout his career, noting “The Army trains and develops more leaders than do all other institutions together—and with a lower casualty rate.” In Heroic Leadership, William A. Cohen, a decorated Vietnam War veteran and former student of Drucker, reveals the fundamental principles of Heroic Leadership and what this characteristic entails—leading a group with absolute integrity while inspiring individual performance to a personal best and building a team spirit of sacrifice for the common good.
SUBSCRIBE TODAY
http://www.bizsum.com/summaries/heroic-leadership
As SH&E professionals move to become more integrated into the business environment it is even more crucial that the pure technical disciplines typically associated with the profession are complimented by a strong set of relevant leadership and business skills. In this presentation we will examine the various traits and core attributes that need to be displayed by the SH&E Professional not only to provide clear direction within their area of influence but also to gain credibility, and achieve alignment, with the rest of the organization.
A sample of 15 of 200 leadership slides in my full set.
Go to my website www.andrewgibbons.co.uk for hundreds of free downloads and to access all 6000 slides in 18 sets including customer service; mentoring; change; performance management, and coaching.
This is a document that will give you in depth knowledge about the leadership theories. It explains transformational and transactional leadership theories in detail and even shows the relationship between them.
Great leaders come in all shapes and sizes, genders and cultures, but they all possess many of the qualities I’ve highlighted in the Think Oak A to Z of Leadership Qualities
Organizational Leadership Role In Achieving Excellence Finalempowermena
A presentation by Fahmi Abdein on What is organizational excellence and what is the leadership role and responsibilities in achieving excellence. Current state of leadership in the Middle East, and what is missing.
Presentation for the ASHRM conference in Bahrain, May 2010
This slideshow examines the meaning of leadership in modern organisations. How are we to understand leadership? Is it through the personality or behaviours of individuals who occupy leadership positions, or is it through the processes they enact, or the results they achieve? What are the key characteristics of successful executives today? This presentation explores these questions.
THE POWER OF INFLUENCE: LEADERSHIP STRATEGIES FOR THE EXTRAORDINARY LEADERTom Hood, CPA,CITP,CGMA
Influence, by definition, is the ability to have others take actions you suggest, while you continue to build and maintain a good relationship with them. Not an easy skill set to learn – but an essential one for any woman who wants to achieve success in the accounting profession. So how do you get there? In this session, Tom Hood will show you. Named five times as one of the 100 most influential people in the CPA profession, Hood
will share tips and ideas drawn from his wide-ranging (and, yes, definitely influential) career to show you how to hone your own leadership skills to
make you a more powerful influencer than ever before.
Tom will be featuring BLI's latest SMART tool, I2A: Insights to Action - a strategic thinking system. This sytem is the foundation for the AICPA's Leadership Academy and the strategic planning facilitation process used with the Major Firm's Group and many of the Top 100 CPA firms.
IN THIS SUMMARY
Peter F. Drucker, the “father of modern management,” promoted heroic leadership throughout his career, noting “The Army trains and develops more leaders than do all other institutions together—and with a lower casualty rate.” In Heroic Leadership, William A. Cohen, a decorated Vietnam War veteran and former student of Drucker, reveals the fundamental principles of Heroic Leadership and what this characteristic entails—leading a group with absolute integrity while inspiring individual performance to a personal best and building a team spirit of sacrifice for the common good.
SUBSCRIBE TODAY
http://www.bizsum.com/summaries/heroic-leadership
“Culture” was named the most popular word of the year in 2014 by Merriam-Webster. It has since become one of the most important words in corporate boardrooms, a hot topic in general and smokin’ hot in internal audit circles. But why? And why now?
Our session will focus on answering these questions to help us understand how we got to this point and where we go from here. In addition, we will discuss these questions about organizational culture:
- What is Culture?
- What is Our REAL Culture?
- What is Our Desired Culture?
- How do We Turn Our Desired Culture into Reality?
Recent studies have shown that a significant number of global organizations lack the necessary talent for critical leadership positions. When this is combined with increasing globalization and historic demographic shifts in the workforce, organizations struggle to build a robust pipeline of diverse candidates for their senior-level roles. This webinar will show how organizations can incorporate their commitment to diversity and inclusion into the assessment and development of managerial talent to build a diverse talent pipeline for senior management positions in the 21st century.
Creating a Top 100 Workplace Through Constructive Leadership and CultureHuman Capital Media
Learn how building a constructive culture through leadership development and targeted corporate and human resources initiatives enabled SaskCentral to become an award-winning employer of choice. Ranked No. 1 Best Workplace for Women and recognized as a Best Workplace in Canada, SaskCentral and its consultant will share their roadmap, journey and results to help you plan the type of cultural change effort that promotes not only engagement but also performance.
Strategic HR: Expanding the Power of Personality AssessmentsHuman Capital Media
Many view the usefulness of personality assessment as limited to analyzing individuals or team dynamics. At organizational and cultural levels, however, personality assessment can be a powerful predictor of future strengths, opportunities and challenges.
This webinar will explore the ways in which personality assessment can drive effective strategic decisions, and will include case studies demonstrating how data can be analyzed and interpreted, and the insights that can be gained from a broader approach to analysis.
The Future of Performance Management In An Era Of Uncertainty American Airl...Taryn Soltysiak
The Future Of Performance Management In An Era Of Uncertainty - American Airlines - Michelle Collins-Rodrigues Sponsored by IQPC Exchange at the Strategic performance and Change Management Conference
The Future Of Performance Management In An Era Of Uncertainty American Airl...Claudia Rubino
The Future Of Performance Management In An Era Of Uncertainty - American Airlines - Michelle Collins-Rodrigues Sponsored by IQPC Exchange at the Strategic performance and Change Management Conference
We tend to think of “innovation” in terms of new technology – gadgets, hardware, new apps, and software. But true innovation more often comes in the form of new business models, workflows, service offerings, and office and staffing patterns. This session will center on those innovations that are significantly impacting our firms and our clients. You never know where innovation might sprout!
This session was produced for the DCPA15 Conference in Las Vegas.
Maximizing the Individual and Organizational Impact of Professional DevelopmentHuman Capital Media
As the business environment (globalization, speed of change) and organizational structures (flatter, matrixed) have changed, the employee’s role in professional development has expanded. Traditional approaches to development have often neglected to align the needs of the business with the career ambitions of the employee — putting the company at risk of losing key talent.
Join Scott Mondore from Strategic Management Decisions as he shares ideas on how to maximize the value and business impact of professional development programs while helping employees realize their career aspirations and goals. Learn:
How to link employee career development to measurable business outcomes.
What role managers and organizations should play in their employees’ professional development.
How to assess employees’ professional needs, aspirations and skill gaps.
Practical tips on how to best implement professional development in your organization.
How to balance preparing for short and long-term business challenges and opportunities.
NHRDN - Learning Centre Workshop on "Innovative HR Practices that make a Difference - Unleash the true Human Capital...Now!"
The Facilitators :
Rushil Mhatre - Associate Vice President - Human Resources, Dhanalaxmi Bank
Custan D'souza - Project Manager - Information Technology, ICICI Lombard
Taking the Dark Arts Out of Hiring for Culture FitRoundPegg
What is the #1 Predictor is that a new hire will be a success in their new role? How well they Fit the company and the team. Learn how to ID the good Culture Fits when evaluating candidates - and how you can get Fit Scores for all candidates in minutes using simple software.
Learn how to identify your company culture (your Company CultureDNA), and use what you learn to make better hires.
Pearl strategy will make you resilient to disruption!
Organizational culture and people are the only competitive advantage in this time of disruption of business models.
Pearl is based in 5 principles: Performance, Empowerment, Accountability, Responsiveness and Locally embedded.
Similar to The Value of Values: The Case for Assessing Motives, Needs and Preferences (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.
ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...Human Capital Media
Organizations are struggling to find skilled workers to fill jobs. Workers are struggling to stay up to speed on the skills they need to succeed in today’s labour market. Students are graduating with skills that are already obsolete. Despite this, there is massive voluntary turnover happening across industries as employees seek jobs that offer them education and growth opportunities. Businesses and educators today need to invest in workforce learning and development in order to stay relevant and prepared for a rapidly changing economy. Employers need to work with education institutions to recruit, develop, and retain lifelong learners who have the capacity and desire to upskill and reskill over the course of their careers.
In this webinar:
Explore the skills gap facing organizations today
Analyze the role of workforce and educators in solving the skills gap
Learn how to identify lifelong learners who will be able to upskill and reskill over time
Discover strategies for effectively rewarding and encouraging lifelong learning at your organization
What drives employee engagement across the globe? What can you do to meaningfully improve employee experience in your organization? Join Qualtrics Employee Experience Consultant Yesenia Cancel for a deep-dive into the 2020 Global Employee Experience Trends, a comprehensive study of 13K+ workers across 13 geographies. Through a mix of data insights and case studies, Yesenia will highlight insights to drive your people strategy in 2020 and beyond.
Learning objectives:
Deep dive into 3 key trends that can impact your people strategy in 2020
Hear how other HR leaders are gathering and acting on employee feedback
Learn proven strategies for empowering managers to act on employee feedback
2020 is the year that accelerates HR’s focus on supporting the changing nature of work. We see the convergence of trends in people analytics, employee experience and the race to embrace digital strategies in every industry. Nobody disputes that the future of work is being shaped by what many call the Fourth Industrial Revolution.
Join Paul Rubenstein, Chief People Officer, Visier and Ravin Jesuthasan, Author and Managing Director, Willis Tower Watson as they explore the role that HR leaders will play in supporting business and talent outcomes.
We will dive into the new expectations of HR’s capabilities around technology and people science and examine practical insights drawn from Willis Towers Watson’s new white paper HR4.0: Shaping People Strategies in the Fourth Industrial Revolution. This will include a discussion of case studies and experiments from organizations who are breaking new ground in the use of analytics, assessment science, talent management techniques and other practices as their HR functions shift from being stewards of employment to being stewards of work.
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?Human Capital Media
Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs.
The learning objectives for this interactive session are:
Understand the current state of leadership development in organizations
Explore the reasons why LD often fails today
Provide a leadership development framework to enable performance for all leader
Review key metrics and enablers for leadership development
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNEDHuman Capital Media
The ‘Measuring the Business Impact of Learning’ benchmarking survey, conducted by LEO Learning and Watershed (on behalf of Learning Technologies Group) is entering its fourth year. With the survey launching on November 1st and closing on December 13th, LEO Learning and Watershed are holding a webinar to reflect on the results so far, plus discuss how organizations they’re working with have overcome the barriers in measurement planning and implementation. The insights are drawn from their group experience working with a range of clients in this field and should be valuable for anyone who wants to get going in learning analytics and sustainable business impact assessment.
Join your hosts as they cover the state of the world of measurement, and you’ll receive:
An understanding of how well-known organizations have overcome the barriers in measurement planning and implementation.
Real-world examples of how to get management buy-in, designing for data, building data ecosystems, implementing a learning analytics strategy and more.
The opportunity to take this years ‘Measuring the Business Impact of Learning’ survey, and see the results coming in live!
EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENTHuman Capital Media
Learning and development is critical to an organization, if you don't help the workforce learn and grow in their jobs and their roles, they're not going to be engaged in their positions. Join Ryan Rippy, Talent Management System Administrator at Trustmark Bank as he discusses the challenges of taking a manual process and automating it to achieve business goals and track performance across roles - using succession planning to create a talent pipeline for key positions and developing all associates along their journey.
By the conclusion of the webinar, you’ll leave with:
Ways to help your workforce be engaged in their jobs and be engaged as employees
The benefits a succession plan has to your organization and your employees
Effective LMS strategies to integrate talent modules
View successful metrics and how it begins with onboarding through performance management and into development
STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENTHuman Capital Media
How do you know if your learning program is really working?
Proper course tracking and sharing of learning data can help organizations develop best practices for how organizations measure the impact of learning. When historically, tools and systems haven’t made it easy to access and correlate data in order to measure, finding the right combination of strategy and technology can help optimize learning results to increase performance and impact business outcomes across the entire organization.
In this webinar you will learn about:
Best practices for measuring and optimizing learning programs.
Learning tools that improve workflow efficiency.
Expanding L&D value across the enterprise to drive results.
In this age of digital transformation, the speed of business propels at breakneck pace. Thirty years ago, companies moved much slower, akin to a Class-II whitewater rapid. The executives at the helm of the lead boat negotiated the rapids dragging everyone else behind in another boat. Support functions and many individuals definitely didn’t have a place in the lead boat, but it didn’t matter much, as the convoy still succeeded moving at a manageable pace.
But today, companies demand agility, responsiveness, and foresight as they traverse dangerous Class-VI rapids. Insufficient or ineffective communication fostered or hindered by Relevancy of individuals and Teams across all disciplines leaves your organization perched precariously on the edge of a major crisis, potentially provoking financial catastrophe, deteriorating customer loyalty, and brand presence.
Damage comes in more insidious forms as well, including the repercussions of ineffective production and communication, or the cancer of a toxic organizational culture. Despite these treacherous waters, we are still often not asked to be part of the lead boat. Pat Bodin, the best-selling author of Get in the Boat: A Journey to Relevance, will discuss organizational relevance and actionable items to give you the opportunity to earn a seat in the lead boat.
Impacts of Organizational Relevance include:
For the Individual:
Elevates their awareness of the needs of all groups within the organization
Broadens their visibility to the core operations in support of its’ needs
Creates improved job satisfaction and belonging
For the Organization:
Strengthens the working relationships across all disciplines and improves retention
Fosters Talent Development
Drives performance through common focus between individuals and groups
THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLDHuman Capital Media
A volatile, uncertain, complex, ambiguous (VUCA) workplace requires a distinct set of leadership competencies: non-hierarchical influence, the ability to rapidly align across functions, creativity for drawing insights across domains, and most of all, “empathy,” the linchpin leadership skill in the modern workplace. Empathy allows us to imagine the world from different perspectives, unite across functions, generations, regions. Join Melissa Lanier of T-Mobile to learn about “The Agility Shift,” an award-winning leader development offering designed to equip people managers to thrive in an uncertain, complex, and ambiguous environment. The program, which will utilize cutting-edge virtual simulation technology, is designed to help leaders respond quickly and increase resilience by immersively preparing them for stressful encounters. Impact is measured on an individual, function and business level. Collectively, managers report learning how to “avoid tunnel vision,” "think on their feet," “respond rather than react” and embrace a positive mindset.
FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMYHuman Capital Media
According to Bersin by Deloitte, only 33% of millennials believe their organizations are using their skills well, and 42% say they are likely to leave because they are not learning fast enough. Developing new knowledge, new skills and new abilities is critical to futureproofing your organization’s evolving talent needs. Additionally, assessing the abilities of your talent is essential to understanding the profiles of your employees and ensuring the right role is filled with the right ability. Whether employees need development or have mastered success, understanding the skill profile of your talent is critical to futureproof organizational growth and innovation. This session explores ways to fine-tune your talent’s abilities to perform their job duties as well as future ones.
Attendees of this presentation will have a clear understanding of:
Methods to assess the skills and abilities of your talent to ensure the right role is filled with the right employee.
Ways to incorporate development, skills assessments and succession planning into employee performance conversations.
How to create now the company culture you want to be then.
Many companies seem to have fallen victim to the ominous skills gap – but only because they’ve found it’s easier to place blame somewhere than to look at what they can do to fix it. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are lending to skill gaps? Have you done a formal assessment to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce?
Join Katie Miller from BizLibrary as we re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently.
In this webinar, you’ll learn:
The factors that could be contributing to your skill gaps, and how to find and address the root causes
How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations
How to start uncovering your organization’s skill gaps with a formal assessment
How to use modern training methods to bridge skill gaps by upskilling your workforce
Behind every successful organization is a great team of leaders. But despite billions of dollars spent each year on leadership development programs most companies are still failing their next generation of emerging leaders. In fact, according to Gallup, 50% of attrition is due to poor managers––which makes that the biggest driver of employee disengagement.
So why are leadership development programs failing? And how can we fix it?
Join us for a live webinar where we discuss reasons these programs fail and how to keep your leadership development on track. We’ll explore:
How to identify who should be a leader in the first place
The big, pervasive problem with leadership development
What to do with great employees who might not be cut out for management
The best traits to bring out of your emerging leaders
And more!
Design Thinking is getting a lot of attention today, for many reasons. Innovation is the key to reinvention, which is the goal of organization’s who are looking to future-proof and define themselves as leaders in the Experience Economy. Join Kristin Shackleford for a practical discussion to review the core principles of Design Thinking, and walk away with insight around:
Why it’s important
Who should participate
How to create a culture of Design Thinking
Practical ways to get started driving creativity and innovation that will make a difference to your customers and within your organization
REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019Human Capital Media
Traditional L&D isn’t obsolete, but it has become outdated. That’s why we collected data from nearly 800 workers, managers, and leaders from around the globe to gain some insights into where L&D and talent leaders can be more effective. The survey says…..L&D is falling short for the modern workforce. In fact, our respondents gave their employers an overall Net Promoter Score of -25 on their learning and development strategies. But many business leaders know this already. What they don’t know is how to fix it. The good news is that employees still love learning and they’re looking for organizational guidance. By honing in on the data and insights that impact how people — and companies — learn, you can make smarter investments in your most valuable assets: the skills of your people. Lucky for you, this event also includes a quick case study from Booking.com on how they are making this data come to life in their organization.
Register for this webinar to learn:
The difference between learning and acquiring new skills
How to apply hard metrics to your L&D strategy
How to align your employees’ learning goals with those of your larger company
How Polaris is putting the insights from the research to work at their organization
HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...Human Capital Media
The war for talent is heating up and businesses are smart to consider qualified, passionate candidates from around the world.
That said, hiring and firing in countries other than the U.S. comes with interesting (and often surprising) challenges.
In the U.S., companies can hire quickly as business entities are already established. They can fire quickly as well, so long as the reason isn’t illegal.
What many executive teams overlook is that this efficiency isn’t the same when expanding and adding team members globally. Internationally, hiring without setting up a subsidiary is impossible. And the concept of at-will employment, where companies can let go of employees at any time, does not exist.
What does this mean for your international expansion plans and your business? What would normally be an uneventful employment action or termination in the U.S. could blindside your company in an international context.
Navigating the intricacies of country-specific labor laws can feel like a minefield of potential legal exposure, expensive litigation, and costly payouts. It’s critical to be prepared before you make the first international hire.
In this webinar, you’ll learn:
3 things every HR lead needs to know when it’s time to hire globally
Surprising facts about employment law and benefits packages in EMEA, APAC and more
What U.S.-based HR teams need to know about the termination process in key expansion countries (and real stories from international HR specialists on the ground)
INNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINARHuman Capital Media
Register for the webinar to hear:
From VP Proposition and Client solutions, Matthew Jackson about how organizations are driving the change needed for a competitive advantage.
Stephen Migliaccio, Director Global Provider Automation, share his thoughts on how HR technology and provider automation create a globally consistent employee experience.
James Knight, SVP Data and Analytics on how data and analytics is powering the future of HR.
Dont wait what 300 ld leaders have learned about building data fluencyHuman Capital Media
Data science and AI are impacting many industries globally, from healthcare and government to agriculture and finance. Everybody needs to be able to work with data the way everybody needed to start using email 20 years ago. As we wrote in Harvard Business Review, “Very few companies expect only professional writers to know how to write. So why ask only professional data scientists to understand and analyze data, at least at a basic level?”
But what value can data fluency actually add, what are best practices to build it into your organization, and what are the biggest challenges that businesses encounter in data-driven transformations?
To answer these questions and more, we conducted a survey of over 300 Learning and Development leaders from diverse industries including healthcare, technology, consumer goods, government, and finance. Join this webinar with Dr. Hugo Bowne-Anderson, a data scientist and educator at DataCamp, to find out what we discovered and what 300 L&D leaders have learned about building data fluency.
Learning Objectives:
What value can data fluency actually add?
What are the best practices to build data fluency in your organization?
What are the biggest challenges that businesses encounter in data-driven transformations?
As businesses become more technological (AI and robotics), there is a challenge and opportunity to, paradoxically, make them more human. The Business Roundtable talked about the importance of human stakeholders over just profit — but how close are we? Are those nice words? What would it take to make business and change more human? As a change, ethics and leadership expert with 40 years of experience, Paul Gibbons will talk us through conclusions from his new book “IMPACT.”
LEARNING OBJECTIVES:
1) Is the Fourth Industrial Revolution really "a thing?” What is it and what makes our time special?
2) What are the human implications of new technologies? Who will benefit? What is the potential harm?
3) What can workplaces and leaders do to equip themselves for these workplace transformations (future of work)?
Courage (noun): the mental or moral strength to venture, persevere, and withstand danger, fear, or difficulty. Author Ryan Berman has devoted the past three years interviewing many of the most courageous people and leaders on the planet. Through this experience, he learned that the companies that win share courageousness as a trait. Berman unveils how every brand can unlock courage in their people, leaders or culture. This presentation culminates with ways for the audience to take action today to transform from a Coward Brand or Stasis Brand into a Courage Brand.
After this discussion you’ll be able to:
Build a culture of empowered, courageous behavior and experimentation.
Utilize a modern day, step-by-step framework to becoming a Courage Brand.
Overcome the clarity epidemic we currently find ourselves in.
Create true conviction and healthy retention with your best people.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
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Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
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➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
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➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
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The Value of Values: The Case for Assessing Motives, Needs and Preferences
1. The Value of Values: The Case for Assessing
Motives, Needs and Preferences
Speaker: Narelle Gill
Manager of Cabin Crew
QantasLink
Kevin Meyer
Consultant in the International Consulting Practice
Hogan Assessment Systems
Moderator: Daniel Margolis
Managing Editor
Talent Management magazine
#TMwebinar
2. • Q&A
– Click on the Q&A
icon on your floating
toolbar in the bottom
right corner.
– Type in your
question in the
space at the bottom.
– Click on “Send.”
#TMwebinar
3. Tools You Can Use
• Polling
– Polling question will
appear in the
“Polling” panel.
– Select your
response and click
on “Submit.”
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4. Frequently Asked Questions
1. Will I receive a copy of the slides after the webinar?
YES
2. Will I receive a copy of the webinar recording?
YES
Please allow up to 2 business days to receive these materials.
#TMwebinar
5. The Value of Values: The Case for Assessing
Motives, Needs and Preferences
Daniel Margolis
Managing Editor
Talent Management magazine
#TMwebinar
6. The Value of Values: The Case for Assessing
Motives, Needs and Preferences
Narelle Gill
Manager of Cabin Crew
QantasLink
Kevin Meyer
Consultant in the International
Consulting Practice
Hogan Assessment Systems
#TMwebinar
7. THE VALUE OF VALUES
MAKING A CASE FOR THE ASSESSMENT OF
MOTIVES AND DRIVERS IN ORGANIZATIONAL PROCESSES
Kevin D. Meyer, Ph.D.
International Consultant
Hogan Assessment Systems
8. OUTLINE
• Defining Values
• The Value of Values for
– Employees
– Leaders
– Teams
– Organizations
• Summary
8
9. POLL QUESTION
Have
you
ever
worked
at
an
organiza3on
where
you
felt
that
you
were
not
a
good
fit?
a) Yes
b) No
c) Not
sure
9
10. WHAT ARE VALUES?
Values ≠ Integrity
Values are that which motivates or drives an
individual; that which one is interested in.
– Are you motivated by money, fun, or fame?
– Are you driven to self-expression?
– Are you interested in being part of something
bigger than yourself?
Values subsume motives, drivers, and interests.
10
11. WHAT ARE VALUES?
Motives, Values, Preferences Inventory (MVPI)
Recognition Public acknowledgement & “pats on back”
Power Being in charge & being perceived as influential
Hedonism Fun, lighthearted, & open-minded work environments
Altruistic Helping others & providing excellent customer service
Affiliation Networking, building relationships, social belonging
Tradition Conservative cultures & strength of convictions
Security Secure, predictable, and risk-free work environments
Commerce Managing finances, profitability, bottom-line focused
Aesthetics Focusing on quality & product “look & feel”
Science Analytic problem solving & working with technology
11
12. THE VALUE OF VALUES FOR EMPLOYEES
Person-Job Fit
– Valuing things core to the role
Person-Supervisor Fit
– Sharing similar values with your
immediate boss
Person-Group Fit
– Sharing similar values with your team
Person-Organization Fit
– Possessing values that are shared by
the organization as a whole
12
13. THE VALUE OF VALUES FOR EMPLOYEES
Values-based fit affects/predicts:
– Job Attitudes
– Attrition
– Job Performance
Career Guidance
– Understand interests
– Use data for career decisions
13
14. AIRLINE FLIGHT ATTENDANTS
• Looking to Improve Customer Service
• Fit with Job/Organizational Culture Important
• Validity Generalization Research
• MVPI Altruism Scale
• Customer Service Metrics Subsequently Improved
14
15. POLL QUESTION
In
a
recent
study
of
execu3ves
who
failed
within
the
first
18
months
of
employment,
approximately
what
percent
failed
due
to
lack
of
cultural
fit?
a. 25%
b. 50%
c. 75%
15
16. THE VALUE OF VALUES FOR LEADERS
• Leaders establish the culture (Schein)
• New leaders do not always mesh with
extant cultures
• Projection of values onto others
– “If I value Recognition, then you must too.”
• Leaders’ values determine the
environment they create
• Long-term behavior is best predicted by
its alignment with individual’s held values
16
18. THE VALUE OF VALUES FOR TEAMS
• Understanding similarities and differences
– Implications for individual/team performance
• Identifying cliques
• Anchors: not too many, not too few
– “Dry Rot” and Groupthink
– Lack of unity and direction
– NZ research on senior management team
18
19. THE VALUE OF VALUES FOR ORGANIZATIONS
The people make the place
– Schneider’s Attraction-Selection-Attrition
(ASA) Model
• Positive and negative effects
Culture is created and embodied by people
and what they collectively value.
Defining organizational culture
– Actual values versus “Poster Values”
– Implementing selection/development
programs around desired culture
19
20. POLL QUESTION
Which of the following hypothetical mergers would have a
greater likelihood of success?
•
IBM
&
Google
•
Whole
Foods
&
Trader
Joe’s
•
Wal-‐Mart
&
Target
20
21. THE VALUE OF VALUES FOR ORGANIZATIONS
Mergers and Acquisitions
– Congruence vs. disparity
/
/
/
22. SUMMARY
Values impact companies at every level of analysis from the
lone individual contributor to the organization as an entity.
Assessing values should be an integral part of selection and
development programs.
– Hire the right people.
– Develop the people and teams you have.
– Understand the culture a leader will create.
– Implement more successful organizational culture initiatives.
22
24. Join Our Next TM Webinar
Thursday, June 16, 2011
Strategies to Improve Employee Retention in a Diverse
Workforce
TM Webinars start at 2 p.m. Eastern / 11 a.m. Pacific
Register for upcoming TM Webinars at
www.talentmgt.com/events
Join the Talent Management magazine Network
http://network.talentmgt.com/
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