Diversity and Inclusion in Action: Top Diversity Leaders Share Roadmaps for Success
Learning objectives: Strengthen diversity strategies for inclusion, leadership, and performance
Are you ready to stop spinning your wheels? Do you want to upgrade your diversity GPS? There is a process by which you can successfully roll out a robust and sustainable diversity initiative. Clarifying and effectively mapping your direction will save you and your organization time and resources. This process includes understanding specific diversity challenges that are tied to the business goals of the organization. Often companies start with external recruiting, employee resource groups, and other sources that may not yield maximum results. What does success mean to your organization and how can your initiatives contribute to this greater purpose? In this seminar, top diversity and inclusion leaders share ways to drive your message, implement best practices, and integrate your diversity strategies to increase talent acquisition, enhance performance, and strengthen leadership skills.
At the end of this seminar, participants will be able to:
a. Explore best practices in diversity and inclusion leadership practices
b. Examine the process of developing sustainable diversity and inclusion initiatives
c. Discuss leadership and talent management strategies
d. Create a process or plan that works within their organizational needs
e. Use tools and tips for engaging effective consultants and outside vendors
How can you or your PRSSA chapter help support a stronger public relations profession? As future public relations leaders, you “set the tone for diversity and inclusion.” It’s up to you and your members to be “involved, accountable, and focused on creating an inclusive culture.”
The Plank Center for Leadership in Public Relations is co-hosting a webinar with PRSSA titled, “Promoting Diversity & Inclusion Excellence.” Diversity and inclusion is an important topic across many industries, especially public relations.
From examining previous research to understanding how top organizations are moving the D&I dial, this webinar will equip you and your chapter with key takeaways that can be implemented today to serve tomorrow’s public relations leaders.
The webinar featured experts who discussed their diversity and inclusion research, observations, and experience. The experts were:
- Keith Burton, principal, Grayson Emmett Partners
- Andrew Cook, VP of Advocacy, PRSSA 2016-2017
- Pat Ford, worldwide vice chair, chief client officer, Burson-Marsteller
- Dr. Nilanjana Bardhan, professor, Southern Illinois University at Carbondale
Diversity and Inclusion - By Dr. Christine Mc Carthy | TEC Leadership InstituteTEC Leadership Institute
There are four various age cohorts in the workplace. These groups share some traditional work values but differ on such important ones as what community means, what participation means, the role of management, employer / employee loyalty, telecommuting, technical competence, and what constitutes a good day’s work. You will learn more on diversity and inclusion at business in this presentation. For a better understanding on same, please visit TEC Leadership Institute website.
Diversity, Inclusion and Innovation in Financial ServicesNICSA
Research suggests positive correlations between diversity and bottom line results including revenue, productivity, and employee engagement. A successful diversity and inclusion (D&I) strategy provides a structured approach that leads to an enhanced work environment.
Diversity and Inclusion are fundamental to our culture and core values, fostering an innovative, collaborative and high-energy work environment. By embracing an inclusive culture that supports diverse talent, our people collaborate successfully and enable Tatva Leadership to compete effectively in the global marketplace. For more details : http://www.tatvaleadership.com/htm/diversity-and-inclusion.html
Half day open training event held in London. Audience included diversity professionals, HR people, business owners, NHS employees and individuals employed in charities. We had an interesting debate on the new TUC report around sexual harassment.
How can you or your PRSSA chapter help support a stronger public relations profession? As future public relations leaders, you “set the tone for diversity and inclusion.” It’s up to you and your members to be “involved, accountable, and focused on creating an inclusive culture.”
The Plank Center for Leadership in Public Relations is co-hosting a webinar with PRSSA titled, “Promoting Diversity & Inclusion Excellence.” Diversity and inclusion is an important topic across many industries, especially public relations.
From examining previous research to understanding how top organizations are moving the D&I dial, this webinar will equip you and your chapter with key takeaways that can be implemented today to serve tomorrow’s public relations leaders.
The webinar featured experts who discussed their diversity and inclusion research, observations, and experience. The experts were:
- Keith Burton, principal, Grayson Emmett Partners
- Andrew Cook, VP of Advocacy, PRSSA 2016-2017
- Pat Ford, worldwide vice chair, chief client officer, Burson-Marsteller
- Dr. Nilanjana Bardhan, professor, Southern Illinois University at Carbondale
Diversity and Inclusion - By Dr. Christine Mc Carthy | TEC Leadership InstituteTEC Leadership Institute
There are four various age cohorts in the workplace. These groups share some traditional work values but differ on such important ones as what community means, what participation means, the role of management, employer / employee loyalty, telecommuting, technical competence, and what constitutes a good day’s work. You will learn more on diversity and inclusion at business in this presentation. For a better understanding on same, please visit TEC Leadership Institute website.
Diversity, Inclusion and Innovation in Financial ServicesNICSA
Research suggests positive correlations between diversity and bottom line results including revenue, productivity, and employee engagement. A successful diversity and inclusion (D&I) strategy provides a structured approach that leads to an enhanced work environment.
Diversity and Inclusion are fundamental to our culture and core values, fostering an innovative, collaborative and high-energy work environment. By embracing an inclusive culture that supports diverse talent, our people collaborate successfully and enable Tatva Leadership to compete effectively in the global marketplace. For more details : http://www.tatvaleadership.com/htm/diversity-and-inclusion.html
Half day open training event held in London. Audience included diversity professionals, HR people, business owners, NHS employees and individuals employed in charities. We had an interesting debate on the new TUC report around sexual harassment.
Diversity and Inclusion Webinar Slides - September 2016Stephen Shinnan
Our workplaces are becoming more diverse. Actually, they have been for some time, but it is only recently that organizations are beginning to notice that diversity and inclusion in the workplace, and how it is managed, may be having a significant impact on engagement. Join Norm Baillie-David for this webinar which will describe how diversity and inclusion are related to employee engagement, and more importantly, how major organizations are increasing employee engagement through better management and policies around this touchy subject area.
We Go is a one of a kind app for travelers with disabilities featuring interactive guides, maps and tips. Currently in the start up phase, We Go has prepared its diversity and inclusion plan with the help of IDylls Consulting to stay true to its values as the company grows.
North America Diversity & Inclusion ReportCapgemini
Capgemini’s inaugural North American Diversity & Inclusion (D&I) Annual Report chronicles its three-year journey to more formally weave diversity and inclusion into its culture. D&I has been a part of Capgemini’s core values since our inception.
In North America, strengthening our diversity and promoting a more inclusive culture is a top business priority, as we recognize its ability to move us forward in a competitive, increasingly culturally and globally diverse market.
Promoting diversity is not just morally correct, it enhances our business activities. An inclusive culture is what ensures our teams not only thrive collaboratively, but push new boundaries with bold, creative thinking.
Diversity is about being invited to the party. Inclusion is more than being asked to dance. It’s dancing; it’s choosing the music; it’s being part of the party planning. In this webcast, we will explore the historical progression of curating a diverse workforce and how organizations can leverage analytics to solidify a culture of inclusion through the power of advanced analytics.
The benefits of diversity for the workforce in Canada.
Canadian employers are making significant strides in
inclusive hiring and improving accessibility across an
increasingly broad range of industries.
Even without a diversity hiring strategy, it’s likely your workforce already reflects a variety of cultures and
capabilities.
Read more to find out how Canada is changing and how to facilitate workforce diversity
Inclusive leadership to support diversity in education sectormisakonverents
It is increasingly important for all organisations to be diverse and inclusive. But what does this actually mean, and how might organisations becoming more inclusive. One of the great challenges facing an organization is getting all employees to develop the competence and confidence to embrace its diversity. This workshop will provide opportunity for participants to develop understanding of diversity competence and the importance of inclusive leadership by all members of an organisation.
Managing cultural diversity in an effective way can lead to a range of benefits. It allows you to enhance the synergy of a workforce and provide a sustainable competitive advantage in the market place.
Managing diversity in the canadian workplaceSyed Jaffery
Canada’s workplace is very diverse; Internationally Educated Professionals (IEPs) contribute to Canada’s diversity and as newcomers have to learn how to manage diversity in the workplace. IEPs should have an insight on how to harness the performance potential of an increasingly diverse workforce to improve business performance.
Facts indicative of the magnitude of Canadian workforce diversity:
1.Canada brings in 250,000 immigrants every year. Skilled immigrants constitute the largest group of immigrants to Canada.
2.Two thirds of Canada’s population growth from 31.2 million in 2006 to 33.5 million in 2011 came from immigration. By 2030, immigration is expected to contribute to 80% of Canada’s population growth.
3.The imminent retirement of baby boomers, currently representing 43% of the workforce will create a shortage in the workforce, which has to be bridged by immigration. The Conference Board of Canada estimates that Canada needs 375,000 immigrants a year to stabilize the workforce and ensure economic growth.
Thus, it is important for IEPs to learn how to successfully manage diversity in the Canadian workplace and be able to contribute to improve business performance.
What our presentation will involve
The group’s presentation will discuss diversity management in the workplace, by defining it and providing examples and personal experiences on how diversity enables innovation and turns it to competitive advantage for the organization.
The presentation will also cover benefits of diversity in the workplace, the requirements to instill diversity in the work culture, and the challenges associated with the process. Overview of the federal laws is included as well. Our report will also talk about government organizations that oversee the implementation of federal legislative tools.
The presentation will endeavor to highlight the inclusion and diversity practices adopted by Canadian corporations and the problems faced by newcomers in gaining acceptance of their education and credentials besides the challenges faced in communicating with a diverse workforce and harnessing its potential to increase business performance.
Actions
The recommendations are aimed at increasing the awareness of IEPs to face challenges and better manage diversity in the Canadian workplace, by
•Providing better information about important aspects of diversity
•making them aware of their rights and privileges
•Instilling pride and confidence, that despite the challenges the IEPs will face, they represent a talent pool that has made significant contribution to Canadian economy and society
•Help identify companies and inclusion practices that encourage and embrace diversity
•Provide them with suggestions given by industry experts on how they can integrate faster into the workplace and start managing themselves and others better to increase business performance
"Diversity" is an evolving concept. Fifty years ago, it scarcely factored into how organizations positioned themselves. Then, in the aftermath of the modern civil rights and women's rights movements, companies learned to weave the idea into their narrative. Even then, diversity too often meant tokenism - an obligatory nod to values that seemed in wide acceptance but were in actuality in scant practice.
Innovation and Open Innovation by Inno GarageInno Garage
Handling innovation is never easy. Companies try to contain the sources of innovation by not allowing the "outsiders" to enter company affairs. We are here to present our academic view on Open Innovation and how it will help in taking your company to the next level.
Inno Garage is one of the foremost consultancies on offering open innovation, crowdfunding and crowdsourcing ideas. To know more about our services, have a loot at
http://www.innogarageconsulting.com/2014/02/crowd-sourcing-solutions.html
http://www.innogarageconsulting.com/2013/10/battle-test-your-innovation-strategy.html
Diversity and Inclusion Webinar Slides - September 2016Stephen Shinnan
Our workplaces are becoming more diverse. Actually, they have been for some time, but it is only recently that organizations are beginning to notice that diversity and inclusion in the workplace, and how it is managed, may be having a significant impact on engagement. Join Norm Baillie-David for this webinar which will describe how diversity and inclusion are related to employee engagement, and more importantly, how major organizations are increasing employee engagement through better management and policies around this touchy subject area.
We Go is a one of a kind app for travelers with disabilities featuring interactive guides, maps and tips. Currently in the start up phase, We Go has prepared its diversity and inclusion plan with the help of IDylls Consulting to stay true to its values as the company grows.
North America Diversity & Inclusion ReportCapgemini
Capgemini’s inaugural North American Diversity & Inclusion (D&I) Annual Report chronicles its three-year journey to more formally weave diversity and inclusion into its culture. D&I has been a part of Capgemini’s core values since our inception.
In North America, strengthening our diversity and promoting a more inclusive culture is a top business priority, as we recognize its ability to move us forward in a competitive, increasingly culturally and globally diverse market.
Promoting diversity is not just morally correct, it enhances our business activities. An inclusive culture is what ensures our teams not only thrive collaboratively, but push new boundaries with bold, creative thinking.
Diversity is about being invited to the party. Inclusion is more than being asked to dance. It’s dancing; it’s choosing the music; it’s being part of the party planning. In this webcast, we will explore the historical progression of curating a diverse workforce and how organizations can leverage analytics to solidify a culture of inclusion through the power of advanced analytics.
The benefits of diversity for the workforce in Canada.
Canadian employers are making significant strides in
inclusive hiring and improving accessibility across an
increasingly broad range of industries.
Even without a diversity hiring strategy, it’s likely your workforce already reflects a variety of cultures and
capabilities.
Read more to find out how Canada is changing and how to facilitate workforce diversity
Inclusive leadership to support diversity in education sectormisakonverents
It is increasingly important for all organisations to be diverse and inclusive. But what does this actually mean, and how might organisations becoming more inclusive. One of the great challenges facing an organization is getting all employees to develop the competence and confidence to embrace its diversity. This workshop will provide opportunity for participants to develop understanding of diversity competence and the importance of inclusive leadership by all members of an organisation.
Managing cultural diversity in an effective way can lead to a range of benefits. It allows you to enhance the synergy of a workforce and provide a sustainable competitive advantage in the market place.
Managing diversity in the canadian workplaceSyed Jaffery
Canada’s workplace is very diverse; Internationally Educated Professionals (IEPs) contribute to Canada’s diversity and as newcomers have to learn how to manage diversity in the workplace. IEPs should have an insight on how to harness the performance potential of an increasingly diverse workforce to improve business performance.
Facts indicative of the magnitude of Canadian workforce diversity:
1.Canada brings in 250,000 immigrants every year. Skilled immigrants constitute the largest group of immigrants to Canada.
2.Two thirds of Canada’s population growth from 31.2 million in 2006 to 33.5 million in 2011 came from immigration. By 2030, immigration is expected to contribute to 80% of Canada’s population growth.
3.The imminent retirement of baby boomers, currently representing 43% of the workforce will create a shortage in the workforce, which has to be bridged by immigration. The Conference Board of Canada estimates that Canada needs 375,000 immigrants a year to stabilize the workforce and ensure economic growth.
Thus, it is important for IEPs to learn how to successfully manage diversity in the Canadian workplace and be able to contribute to improve business performance.
What our presentation will involve
The group’s presentation will discuss diversity management in the workplace, by defining it and providing examples and personal experiences on how diversity enables innovation and turns it to competitive advantage for the organization.
The presentation will also cover benefits of diversity in the workplace, the requirements to instill diversity in the work culture, and the challenges associated with the process. Overview of the federal laws is included as well. Our report will also talk about government organizations that oversee the implementation of federal legislative tools.
The presentation will endeavor to highlight the inclusion and diversity practices adopted by Canadian corporations and the problems faced by newcomers in gaining acceptance of their education and credentials besides the challenges faced in communicating with a diverse workforce and harnessing its potential to increase business performance.
Actions
The recommendations are aimed at increasing the awareness of IEPs to face challenges and better manage diversity in the Canadian workplace, by
•Providing better information about important aspects of diversity
•making them aware of their rights and privileges
•Instilling pride and confidence, that despite the challenges the IEPs will face, they represent a talent pool that has made significant contribution to Canadian economy and society
•Help identify companies and inclusion practices that encourage and embrace diversity
•Provide them with suggestions given by industry experts on how they can integrate faster into the workplace and start managing themselves and others better to increase business performance
"Diversity" is an evolving concept. Fifty years ago, it scarcely factored into how organizations positioned themselves. Then, in the aftermath of the modern civil rights and women's rights movements, companies learned to weave the idea into their narrative. Even then, diversity too often meant tokenism - an obligatory nod to values that seemed in wide acceptance but were in actuality in scant practice.
Innovation and Open Innovation by Inno GarageInno Garage
Handling innovation is never easy. Companies try to contain the sources of innovation by not allowing the "outsiders" to enter company affairs. We are here to present our academic view on Open Innovation and how it will help in taking your company to the next level.
Inno Garage is one of the foremost consultancies on offering open innovation, crowdfunding and crowdsourcing ideas. To know more about our services, have a loot at
http://www.innogarageconsulting.com/2014/02/crowd-sourcing-solutions.html
http://www.innogarageconsulting.com/2013/10/battle-test-your-innovation-strategy.html
Using data-driven insight, Paul O’Shea, Head of Consulting, will explore diversity performance among organizations today, analyze changes in what the future diverse talent pipeline look for in employers, and address the rising importance of a diverse workforce culture as a leading employer today.
We Go is a unique app for travelers with disabilities featuring interactive guides, maps and tips. Currently in the start up phase, We Go has prepared its diversity and inclusion plan with the help of IDylls Consulting to stay true to its values as the company grows.
The Center for Creative Leadership designed Leader Development Roadmap which integrates within itself the logic and content of developing leaders in organizations on the basis of many years of research done by CCL.
Developing Leaders Through a Structured Leadership Development ProgramWong Yew Yip
Many organizations realize the importance of effective leadership to enable an organization to achieve its vision, mission and strategic objectives and to make the organization successful. These organizations place high priority on the training and development of their leaders at various levels and embark on leadership development programs.
Unfortunately, many organizations go for the so-called "quick wins" by conducting a 2-5 days leadership development program, believing this will solve their leadership issues and booster business performance. These organizations have got to be realistic as it is just impossible to develop and turn people into instant effective leaders in 2-5 days.
To develop effective leaders, a Structured Leadership Development Program is needed with a proper process and blueprint for implementation, the duration of which could be at least 6 months.
Leading Change: 5 ways to transform your organisation's cultureEnnovate
A guide to leading change is based upon the authors experiences of over 10 years research and insights gained from working across multiple industries and helping large organisations to deliver transformative change. The authors are Ian Duncan and Cormac Murphy.
ReadySetPresent (Coaching PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Being capable of coaching is an important skill that can transform a manager’s scope of influence. 100+ PowerPoint presentation content slides. Coaching PowerPoint Presentation Content slides include topics such as: 25 slides on the characteristics and skills of coaches, Benefits of coaching, techniques for coaching, 8 slides on the "we need to talk" coaching meeting, 10 slides on dealing with poor performance, avoiding coaching pitfalls, 20 slides on the 6- step coaching model, a 1 minute guide to praise/reprimands, discussing recurring problems, 20+ slides on modeling coaching behavior, building a coaching atmosphere and assessing your coaching style. Learn how to utilize open and closed questions, how to's and more!
The presentation was made during the Community Service Public Relations Council's annual Spectrum Conference on May 20, 2014.
Program Description: Are you new to a leadership position? Do you aspire to take on a leadership role in your organization?
Do you want to be a better leader or improve your leadership skills? We will provide a “buffet” of
leadership elements to help you improve your capacity to lead. View the selections and sample small
portions on communicating, resolving conflict, project planning and management, goal setting, and
listening. You might have more of an appetite for some offerings and less for others, but there will be
something to satisfy everyone’s hunger for successfully leading themselves, a team, or organization.
The importance of women in organizational effectiveness cannot be overemphasised. Nonetheless, women are underrepresented in senior leadership positions in business today. Therefore, it is critical that you begin questioning and shifting the culture to ensure that your executive teams include women who can make critical decisions.
What role does your company's culture play in ensuring women succeed and grow in their positions? What are the most critical leadership skills for the next generation of female leaders?
In this deck, you'll find insights and actionable strategies to keep your organisational female leadership pipeline strong.
You will also learn:
• How to create a culture conducive to female retention and leadership
• How your company and its culture can empower women
• The most essential leadership competencies for emerging female leaders
• Unique and effective approach to women's leadership development
To understand the drivers of engagement and retention and how to develop and implement a retention strategy
• Aligning retention with an integrated TM framework
• Understanding motivation, engagement, commitment and retention
• customising retention drivers and initiatives
• Diagnostics to test actual drivers and impact of current and future initiatives – interviews, focus groups, surveys, best practice research
• Talent segmentation
• Prioritising initiatives and building a road-map for retention
• Successes and Lessons learnt
Attracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
Learning objective: Discuss strategies for successful recruiting strategies
Diversity is not just about colorful teams; it’s about colorful solutions. Organizations that successfully design and implement strong diversity strategies spark greater performance, motivation, and success. Differences capture broad thinking and enhance human performance and motivation. Most organizations understand the need for diversity and create plans, yet, there is something missing. In this seminar, understand how to recruit and attract diverse talent and transform your organization into an innovative powerhouse.
At the end of this seminar participants will be able to:
a. Identify what diverse talent pools look for in an organization
b. Explore elements of successful diversity strategies
c. Discover strategies to attract and retain top talent
d. Explore innovative recruitment resources
Session 6.2 CGIAR gender evaluation results by Deborah Merrill SandsCGIAR
The purpose of the Diversity and Inclusion Conference is to draw attention to the areas where there is still room for improvement with respect to (gender) diversity and inclusion, and to find ways together to work on these improvements both in research and in the workplace.
How to Unlock the Hidden Value in Your Emerging Leaders | WebinarBizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Among the key challenges many employers face:
They don’t have strategic level initiatives in place to capture and retain the knowledge that’s about to leave
They don’t have replacement talent ready to step into leadership as these roles open up
They can’t engage and retain early career talent long enough to fill leadership roles
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 program, Chris Osborn of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
The core values are the guiding principles that dictate behavior and action. Core values can help people to know what is right from wrong; they can help organizations determine if they are on the right path and fulfilling their strategic goals; and they create an unwavering and unchanging guide to an organization’s identity.
In today's fast-paced world, technology is advancing rapidly, and it's essential for STEM (Science, Technology, Engineering, and Mathematics) managers to keep up with the latest trends. This seminar aims to educate STEM managers on the critical technology trends that are shaping the industry and impacting their jobs.
During this seminar, we will cover the latest technology trends, including artificial intelligence, machine learning, blockchain, the internet of things (IoT), and more. We will explore how these technologies are transforming the business landscape and what they mean for STEM managers.
The seminar will provide insights into how STEM managers can leverage these trends to stay ahead of the curve and remain competitive in their respective fields. We will also discuss the potential risks and challenges associated with adopting these technologies and how to manage them.
Through a combination of lectures, case studies, and interactive discussions, attendees will gain a comprehensive understanding of the latest technology trends and their impact on STEM management. They will leave the seminar with practical insights and strategies to effectively navigate the ever-changing technological landscape and drive innovation in their organizations.
Learning Objectives:
Upon completion of this seminar, participants will be able to:
1. Understand the latest technology trends and their impact on STEM management.
2. Gain insights into how to leverage these trends to stay ahead of the curve and remain competitive in their respective fields.
3. Learn about potential risks and challenges associated with adopting these technologies and how to manage them.
4. Develop practical strategies for effectively navigating the ever-changing technological landscape and driving innovation in their organizations.
5. Network with other STEM managers and industry experts to share insights and best practices.
In a world that values conformity, it's easy to lose sight of our authentic voice and struggle to assert ourselves in both personal and professional settings. This seminar will provide attendees with critical communication skills to boost their confidence and improve assertiveness, helping them succeed and feel more satisfied in their careers. Participants will explore methods to increase their confidence and make them more assertive, understand the differences between assertive and aggressive communication, and learn techniques for making their point powerfully without overpowering others. The session will also cover painless ways to let go of hard feelings and examine techniques for turning down the heat in challenging situations.
By the end of this session, attendees will be able to:
1. Explore methods that can increase their confidence and make them more assertive.
2. Understand the differences between assertive and aggressive communication and how to say no.
3. Discuss techniques for making their point powerfully without overpowering others.
4. Discover painless ways to let go of hard feelings and positively move forward.
5. Examine techniques for turning down the heat in challenging situations.
Learning Objective: Develop skills that lead to increased performance and organizational growth
Are you ready to take on more responsibilities, lead a team, and foster career growth for yourself and others? This professional development seminar is designed to help you acquire the skills you need to make a positive difference in your work. You will learn how to elevate your performance and exceed expectations by incorporating essential skills and career development strategies.
At the end of this seminar, participants will be able to:
1. Explore traits that create a sense of confidence when taking on new assignments
2. Examine techniques to enhance skills and abilities for career growth
3. Understand the role of a non-manager in the workplace
4. Create a plan to acquire new skills for career success and development potential
Objective: Develop strategies to enhance productivity and career longevity
As professionals, we often face challenging situations that can lead to burnout, including high email volumes, difficult colleagues, and workplace politics. Despite finding work that aligns with our interests, most of us experience varying levels of burnout throughout our careers. It is crucial to stay connected to the vision, mission, and goals of our work and to find ways to express our identity, creativity, and passion. In this workshop, we will share tools and techniques to help you re-energize and shift your thinking, transforming dead-ends into multiple paths of opportunities, morale, and effectiveness.
At the end of this seminar, participants will be able to:
1. Identify strategies to connect personal and professional values.
2. Manage stress, adapt to change, and navigate industry rumors.
3. Examine ways to become a strategic professional instead of just a task manager.
4. Explore five techniques to cultivate passion and commitment.
Setting achievable goals is crucial to living a purposeful and fulfilling life. In this session, attendees will learn about the types of goals and methods for determining which goals to set. They will explore key strategies for setting and achieving goals, taking accountability and ownership of their goals, and avoiding common mind-traps that can disrupt their ability to succeed. By the end of this session, attendees will be equipped with practical tools to set clear goals, move forward toward success, achieve promotions, and climb the career ladder.
By the end of this session, attendees will be able to:
1. Identify the types of goals and methods for determining which goals to set.
2. Examine key strategies for setting and achieving goals.
3. Take accountability and ownership of their goals.
4. Avoid common mind-traps that can disrupt their ability to succeed.
Learning objective: Foster leadership and professional growth
Leaders must possess certain competencies to excel in their roles. Women leaders often face unique challenges in the workplace regarding perceived competence compared to men. By developing key leadership competencies, women leaders can better overcome these obstacles. In this session, our panel will discuss how building confidence, demonstrating competence, and cultivating a strong leadership presence can improve leadership standing. Attendees will learn the importance of effective communication, emotional intelligence, networking, and connecting with other women leaders.
By the end of this session, attendees will be able to:
1. Identify competencies that build confidence.
2. Explore key elements of leadership presence.
3. Recognize characteristics that enhance effective leadership communication and demonstrate emotional intelligence.
4. Examine strategies for becoming an impactful female negotiator.
5. Discover best practices for developing a network of women leaders.
Learning objective: Discover best practices for supporting employee mental health
Employees' mental health is being affected in unprecedented ways due to factors such as the pandemic, economic uncertainty, political tensions, remote work, and return-to-work policies. Despite these pressures, many employers' mental health benefits, policies, and practices remain outdated and in dire need of an update. The mental health support workers require varies significantly depending on diversity factors such as age, race, nationality, and gender.
At the end of this session, attendees will be able to:
1. Recognize the mental health challenges faced by today's workers.
2. Understand the impact of flexible work arrangements, including work-from-home and hybrid work, on employees' mental health.
3. Explore the creation of programs that cater to the unique needs of employees based on factors such as age, gender, ethnicity, and work location.
4. Examine HR's role in developing and communicating mental health resources that can assist employees and become a crucial component of your overall employee wellness program.
Public speaking can be nerve-wracking, especially when we're caught off guard and asked to speak without preparation. In this seminar, participants will discover proven techniques for speaking intelligently and off the cuff, even in unexpected situations. They will explore what makes an excellent first impression in a crowd, strategies for knowing what to say when they don't know what to say, and methods to overcome nervousness in public situations. The session will also cover techniques for staying in control of their message and presenting themselves with confidence.
By the end of this session, participants will be able to:
1. Examine what makes an excellent first impression when in a crowd.
2. Explore strategies for knowing what to say when they don't know what to say.
3. Discover methods to overcome nervousness in public situations.
4. Discuss techniques for staying in control of their message and presenting themselves with confidence.
Learning objective: Achieve clarity and confidence as your most authentic self
Authenticity is the harmonious alignment between one's internal values and beliefs and their external behavior. Embracing authenticity in leadership involves aligning professional actions with personal ethics, values, and personality. Trust is built when leaders remain true to themselves, making it easier to achieve goals. In this session, we will explore the authenticity paradox in the workplace, learn to lead authentically, and identify practical ways to embody authenticity in your leadership role.
By the end of this session, attendees will be able to:
1. Differentiate between constructive and detrimental authentic behaviors.
2. Identify your core values and understand their influence on your leadership actions.
3. Establish trust and transparency in your team as an authentic leader while navigating the authenticity paradox.
4. Cultivate a team that embraces individual and collective strengths and authenticity.
Learning objective: Discover the untapped potential of neurodiverse talent
Companies are increasingly recognizing the potential of neurodiverse talent—people with conditions like autism, ADHD, dyslexia, and others. While the benefits of diversity are well-known—enhanced creativity, innovation, and more—neurodiversity goes even further by providing expanded perspectives and breakthrough thinking to keep organizations at the forefront. Major companies like Microsoft, J.P. Morgan, Home Depot, and Hewlett Packard are tapping into this neurodiverse talent pool.
At the end of this session, attendees will be able to:
1. Understand the most recognized types of neurodiversity.
2. Examine the benefits of a neurodiverse workforce for your company.
3. Explore the unique skills of neurodiverse individuals.
4. Investigate recruiting and hiring for neurodiversity—overcoming interview bias.
5. Discover practical ways to maximize the strengths of neurodiversity.
With the increasing number of data breaches and cyber attacks, it's becoming clear that traditional security measures are no longer sufficient. Zero Trust security is an approach that assumes no user, device, or network is trustworthy by default. This seminar will explore the concept of Zero Trust and its application to data security.
During this seminar, we will cover a range of topics related to Zero Trust and data security, including the history and evolution of Zero Trust, the key principles of Zero Trust, and the different applications of Zero Trust in data security. We will also discuss the impact of Zero Trust on the job market and the skills required to work effectively with this approach.
Through a combination of lectures, case studies, and interactive discussions, attendees will gain a comprehensive understanding of the potential benefits of implementing a Zero Trust approach to data security. They will leave the seminar with practical insights and strategies to effectively leverage Zero Trust to protect their organization's data.
Learning Objectives:
Upon completion of this seminar, participants will be able to:
1. Understand the history and evolution of Zero Trust and its application to data security.
2. Gain insights into the key principles of Zero Trust and the different applications of this approach in data security.
3. Learn about the potential benefits and challenges of implementing a Zero Trust approach to data security.
4. Develop practical strategies for effectively leveraging Zero Trust to protect their organization's data.
5. Network with other industry professionals to share insights and best practices.
Learning Objective: Examine the elements of constructing superior resumes that will land you interviews
An efficient and robust resume will improve your chances of landing that dream job and starting your career on the right foot. Creating the perfect resume takes practice and skill. You want to ensure that your resume stands above the rest without overdoing it. How does one make sure that their resume is top-notch and bulletproof? This seminar will give you the scoop on creating the standout resume to get your following interview. We will discuss tips such as determining your resume’s purpose, supporting your strengths, using appropriate keywords, the benefits of proofreading, bullet points, and proper font usage.
After this seminar, the participants will be able to:
a. Identify the purpose of a solidly effective resume.
b. Discern good resumes from bad resumes.
c. Analyze the factors that recruiters identify to disregard some resumes.
d. Identify the attributes of resumes that get on the interview schedule.
Learning objective: Examine methods for fostering a diverse workplace
Diversity and inclusion are vital drivers of business success. However, creating a more diverse and inclusive work environment can involve overcoming significant barriers within an organization. How can you effectively drive change? How can you help others seize opportunities to create a culture where everyone truly feels valued? In this program, our panel will discuss the roles of C-suite leaders to frontline employees in establishing a diverse and welcoming workplace. The discussion will focus on examples, practical tools, and technologies to help develop a purpose and strategy that makes diversity a workplace reality.
At the end of this session, attendees will be able to:
1. Explain why creating a diverse workplace requires ongoing effort across the entire enterprise.
2. Explore a framework that anyone can use to impact change and create a more inclusive environment.
3. Examine how recognition and other solutions can be used to mitigate unconscious bias and improve belonging.
Assertiveness is a crucial skill for women in the workplace to communicate their ideas, set boundaries, and achieve their goals without being perceived as overbearing or bossy. In this session, attendees will explore fundamental assertiveness skills and learn how to fortify themselves, reduce stress, and set boundaries when speaking their minds. They will examine their personal power, explore unconscious clues that show they are feeling intimidated, and discover techniques for assertive communication that communicate they have the upper hand. Attendees will also analyze how to develop an assertive response, say "no" assertively, and speak their minds guilt-free.
By the end of this session, attendees will be able to:
1. Examine their personal power, where it comes from, and how to use it.
2. Explore unconscious clues that show they are feeling intimidated and stop being a people pleaser.
3. Discover techniques for assertive communication that communicate they have the upper hand.
4. Analyze how to develop an assertive response, say "no" assertively, and speak their minds guilt-free.
Learning objective: Uncover your quiet power and appreciate its value in a leadership role
While leaders are often associated with extroverted qualities like being outgoing, gregarious, forceful, and dynamic, introverted leaders can bring considerable value to an organization with their quiet power. Notable examples include Oprah Winfrey, Michael Jordan, Warren Buffett, and Ruth Bader Ginsberg. In this session, we will redefine leadership by recognizing the strengths of introverted personality types and discussing how they can leverage their management style in a corporate environment.
By the end of this session, attendees will be able to:
1. Identify the "extroverted ideal" of leadership and its influence on self-perception as a leader.
2. Assess your leadership style and the strengths derived from your introversion.
3. Examine others' perceptions of your leadership competence.
4. Discuss conditions for success and ways to optimize your performance.
5. Develop your ability to lead across diverse situations, encouraging full contribution from all employees.
In any workplace, emotions can run high, leading to conflict and tension that can threaten productivity and relationships. In this session, attendees will learn proven tips and techniques for managing conflict, anger, and emotional tension without damaging relationships. They will explore the 3 C's of conflict communication - being clear, curious, and calm - and discover how to use words that initiate discussion and minimize conflict. Attendees will also learn communication tools for constructive confrontation, methods for maintaining professionalism, and strategies for avoiding win-lose situations. They will also research how to use boundary statements when dealing with an angry person.
By the end of this session, attendees will be able to:
1. Understand the 3 C's of conflict communication: Be Clear, Be Curious, and Be Calm.
2. Examine words that initiate discussion and minimize conflict.
3. Explore communication tools for constructive confrontation.
4. Discuss methods for maintaining professionalism and avoiding win-lose situations.
5. Research how to use boundary statements when dealing with an angry person.
Learning Objectives: Discover effective methods for managing and supporting highly sensitive employees in the workplace.
It is estimated that approximately one in five individuals are highly sensitive people (HSPs), which means you likely have at least one HSP on your team. HSPs process information more deeply and are more attuned to their surroundings, including lights, sounds, facial expressions, and vocal tones. While they can be exceptional employees - thoughtful, intuitive, conscientious, and dedicated high performers - they also require a unique approach to management. In this session, you will learn how to foster inclusivity and retain this neurodiverse group of individuals, who may prove to be some of your organization's most valuable assets.
By the end of this session, attendees will be able to:
1. Identify common triggers for highly sensitive employees and understand how to mitigate them.
2. Discover effective ways to capitalize on the innate strengths of your highly sensitive team members.
3. Learn what not to say in order to avoid hurt feelings and maintain positive relationships with sensitive employees.
4. Implement communication adjustments that can significantly improve interactions with highly sensitive individuals.
5. Develop an action plan to empower and support your highly sensitive employees.
Artificial intelligence (AI) and Chat GPT (Generative Pre-trained Transformer) are revolutionizing the way we work and interact with each other. From chatbots and virtual assistants to automated decision-making processes, AI is changing the way we approach work and the workplace. This seminar will explore the impact of AI and Chat GPT on the workplace and how businesses can leverage these technologies to improve efficiency and productivity.
During this seminar, we will cover a range of topics related to AI and Chat GPT, including the history and evolution of AI, its current state of development, and the different applications of AI in the workplace. We will also discuss the impact of these technologies on the job market and the skills required to work effectively with them.
Through a combination of lectures, case studies, and interactive discussions, attendees will gain a comprehensive understanding of the potential benefits and challenges of integrating AI and Chat GPT into the workplace. They will leave the seminar with practical insights and strategies to effectively leverage these technologies to drive innovation and productivity in their organizations.
Learning Objectives:
Upon completion of this seminar, participants will be able to:
1. Understand the history and evolution of AI and Chat GPT and their current state of development.
2. Gain insights into the different applications of AI and Chat GPT in the workplace and their potential benefits and challenges.
3. Learn about the impact of AI and Chat GPT on the job market and the skills required to work effectively with these technologies.
4. Develop practical strategies for effectively integrating AI and Chat GPT into the workplace to drive innovation and productivity.
5. Network with other industry professionals to share insights and best practices.
In today's fast-paced world, stress is a common experience for many professionals, impacting their health, productivity, and overall wellbeing. This session will focus on practical interventions to help manage workplace stress and improve employee resilience. Drawing on recent research, attendees will learn about the benefits of mindfulness and cognitive-behavioral therapy (CBT) interventions in reducing workplace stress and burnout. They will explore the relationship between employee stress, work-life balance, and a company's bottom line, and discuss practical steps for managing stress and living a more fulfilling life at work and at home.
By the end of this session, attendees will be able to:
1. Recognize the impact of workplace stress on employee health, productivity, and overall wellbeing.
2. Explore mental health trends and their relationship to workplace stress and burnout.
3. Discuss practical interventions, such as mindfulness and CBT, to manage stress and build resilience.
Learning Objective: Discuss techniques for promoting yourself during an interview
Do you know the benefits of establishing a positive and professional representation during an interview? Promotions depend on preparation and practice but knowing what to prepare and how to practice is essential. Mastering the Interview Training Materials holds the knowledge of the qualities that employers desire. Expanding your expectations of the questions that will be asked during an interview can give you an incredible advantage over other applicants for the position. Even more, demonstrating your unique skills through a well-articulated answer to interview questions will put you in the lead. Taking the initiative to prepare for an interview can create new opportunities for career development in your industry.
After this seminar, the participants will know:
a. What are the standard interview questions, and how to prepare your answers?
b. What information do I need to know for every interview?
c. How do I answer tough questions?
d. What are good questions to ask your interviewer?
e. How to answer the question: “So tell me about yourself?
f. What do I do after the interview?
g. What are common interview mistakes?
How to Split Bills in the Odoo 17 POS ModuleCeline George
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Diversity and Inclusion in Action: Top Diversity Leaders Share Roadmaps for Success (WOC 2014)
1. October 23–25, 2014
DIVERSITY AND INCLUSION IN
ACTION:
TOP DIVERSITY LEADERS SHARE
ROADMAPS FOR SUCCESS
2. Diversity and Inclusion Best Practices:
Prevalent in Global Companies Today
Commitment from the top
Leadership Diversity Council
Education and Development
Employee Resource Groups
Human Resources Processes
2
3. Still, Inequities Persists:
Four Barriers that Hold Back Talent
Structural Obstacles
Lack of Access to informal networks
Lack of senior role models
Lack of sponsors to provide opportunities
Lifestyle Issues
Concern regarding 24/7 executive lifestyle and travel
Desire for work/life balance emerging in both men and women
Imbedded Institutional Mindsets
Beliefs that women/minorities “should not” be put in certain roles
Feelings that promoting a women/minority will be “too risky”
Imbedded Individual Mindsets
Personal choices and/or reluctance to step up
Less satisfaction with profession and job
3
McKinsey & Co, Women in the economy: Selected exhibits, April, 2011
4. Best Practice:
Commitment from the top
• Chairs the Diversity Council
• Meets with Leaders of Employee Resource Groups
• Engages in External Diversity Events
• Sits on Boards of Organizations that Foster Diversity
• Speaks at Internal and External Forums
• Participates in Functional Talent / Pipeline Reviews
• Holds Leaders Accountable – Annual Diversity Reviews
• Provides Resources to Support Initiatives
4
5. Best Practice:
Leadership Diversity Councils
• Membership comprised of senior leaders
• Representation from all major functions / business units
• Regularly scheduled meeting – part of the executive calendar
• Standing agenda items
– Representation, Hires, Promotions, Placements, Retentions, etc.
• Functional talent reviews
• Benchmark best practices – Internal and External
• Establish policies and processes
• Regular updates from Employee Resource Groups
5
6. Best Practice:
Employee Resource Groups
• Formally Recognized and Supported by Senior Leaders
– Women
– Spiritual
– Generational
– LGBTQ
– Asian
– African
– Latino
• Participate in Talent Recruitment / Onboarding Processes
• Recommend Internal Talent for Key positions
• Host Professional Development Events
• Establish Mentoring/Sponsorship Programs
• Support Business Objectives
• Voice of Constituents to Top Management
6
7. Best Practice:
Education and Development
• Senior Leadership Diversity Training
• The Business Case for Diversity and Inclusion
• Cultural Competency Training
• Unconscious Bias
• Mentoring Across Differences
• University Development Programs
• Managing Generational Differences
7
Fosters an environment of
continuous learning
8. Best Practice:
Human Resources Processes
• Robust Talent Management Processes
– Annual goal setting aligned to business objective
– Mid-year performance reviews
– Next-level validation review
– Face to face feedback to employee
– Board recruitment strategy
• Open and Competitive Placement Process
– Company-wide job posting through senior management levels
– Diverse candidate slates
– Diverse interview teams
• Required Development Planning
– Individual Development Plans
– Performance Improvement Plans
8
9. Diversity and Inclusion Benefit Individuals
and Organizations
Fosters trust and integrity
Increases ability to recruit the top talent
Fosters retention of top talent
Drives employee engagement
Encourages workplace flexibility
Builds teamwork and collaboration
Fosters intellectual, emotional and social capital
Enhances organizational performance
9
Diversity and Inclusion
creates opportunities!