Most organizations, cultures and strategies don't work because they aren’t designed to work. Between the over-extension of employee involvement, active disengagement where 20% of people are doing 80% of the work, and the widespread lack of clarity in integrated vision and values, it's no wonder people are frustrated year after year that their organizations aren't operating at full potential! And on top of it, your organization doesn't work and it was never going to if you don't have the right culture or strategy.
Your business only works as well as your culture does, but you may not even know what your culture is, how it was formed, who's influencing it, and if it's driving your business forward or holding you back. After 18 years of studying thousands of organizations across the country and consulting for the leaders who run them, we have discovered specific characteristics and flaws of these organizations. This session introduces executives, directors and managers to the reasons behind these problems and sheds light on solutions that get to the source, not the symptoms. Every organization is unique; there is no "one size fits all" solution. That's why this session is designed by YOU the participant and led by expert facilitators to help coach and guide you to your own solutions by exploring your own wisdom and hearing from other like-minded professionals in the field.
This is a true consulting session where you work with CEO/COO duo and 15-year leadership teammates Jack Gottlieb and Joe Urbanski as they facilitate this workshop to drive the results that are Really Most Important™ now and for the long term in your culture, strategy and capability. We'll focus on your targeted outcomes to help you build and implement end-to-end solutions to achieve a culture-driven transformation, ensuring that your people can take ownership of and replicate this impact going forward.
- With a focus on organizational development and culture transformation, we introduce a comprehensive model and five-step evaluation process while focusing on the top needs of the group during this co-created experience.
- We will guide a high-level conversation for executives, directors and managers to get the most from their own wisdom, group sharing and the conference on the whole.
- You will complete a mini assessment at the start of the session and then proceed to co-create a strategic action plan for your organizational culture and L&D function.
Does your organization fail at change? Learn how a community-owned hospital successfully launched a new learning and management system (LMS). This case-study-based session examines how one organization, highly resistant to change due to several failed initiatives and poorly executed software implementations, embraced a new learning and performance management system. You'll learn how using a five-step change management model produced a radical 76% employee participation rate within the first month of launch. You will also learn how to use a five-step change model based on the acronym HABIT and adapt it to your needs. The HABIT model is designed to involve the leaders and employees’ months before the proposed change. The five essential steps to the model are as follows:
Human Connections: Building relationships and trust among leaders and employees. Empowering them with an owner's mindset to get them engaged from the beginning of the process.
Ability: Confirming before any change is implemented that the employees can perform the change. Do they have the skills, knowledge, and motivation to change?
Benefit: Otherwise known as ‘What Is in It for Me?’ How will the change benefit the leaders, employees, and even the customers, and more importantly, why should they care?
Instituting Change: Appoint and train change agents within the organization. Change agents should be a mixture of leaders and employees, including some of the harshest critics of the change.
Transparency: Communicating with leaders and employees on a designated day each week. It is essential to be upfront about challenges as well as successes.
- Identify the number one reason organizational change initiatives fail.
- Identify how to overcome the harshest critics by empowering them to be the change agents within your organization.
- Explain and demonstrate how the HABIT five-step change management model can be leveraged for successful organizational change initiatives.
From general interpersonal conflict to how to deal with the most difficult employees, human resources professionals have to be prepared to tackle a variety of "people" problems on a daily basis. This workshop provides a model to help them tackle those problems effectively to create positive forward momentum. The goal of this workshop is real-world application. It is highly interactive and you are encouraged to come prepared to discuss some of the most pressing "people" problems you experience in your organization to use as examples in our exercises. You will be guided through a simple process that will help to break those problems down to discover root causes, and then create actionable strategies to move toward resolution.
- Understand the psychology of how people make decisions in the workplace, and how to influence behavioral change.
- Learn the most common roadblocks that get in the way of creating an engaging and fulfilling work experience.
- Discover a model for creating actionable strategies to address the "people problems" in the office.
How many times has it happened? We promote to management high-performing employees because they are really good at their jobs. Upon promotion, we send them off and hope that they actually have the ability to lead. MISTAKE! We cannot assume that our managers, new or experienced, have the tools necessary to lead and manage those who report to them. These skills are not inherent in everyone and managers frequently must be taught how to manage! This fast-paced, business-focused and practical workshop will take you through the education managers need. This interactive session will provide you, step-by-step, with the key topics managers need to learn most. Even more, we will give you the actual material and presentations so that you, as HR, can bring this knowledge back to your organization. We will focus on the hiring and interview process, performance management (including documenting discipline and performance appraisals), dealing with employees not meeting business needs, the importance of empathy and of managers humanizing themselves so as to keep employees engaged and motivated, reporting responsibilities when complaints are brought or medical conditions disclosed, and more!
- Identify the subject matter on which managers must be educated.
- Provide training techniques so that HR can meaningfully and practically bring back to their managers the tools they need effectively to lead.
- Evaluate how managers can keep their employees motivated and engaged through “soft skills” and effective performance management.
- Analyze the skills managers need with respect to hiring and interviewing and reporting complaints brought forward to them.
You have the unique opportunity to spearhead projects that can directly impact your company's bottom line (from global outsourcing to workplace analytics to companywide change management initiatives), and managing those projects can be challenging particulary when projects span multiple divisions, time zones and countries. To lead, your project management skills must be at their peak and at the ready. This interactive workshop prepares you for success with in-depth, step-by-step instructions and tools for managing and executing projects big or small, delivering results, and meeting budget and schedule deadlines.
- Essentials of project management: in-depth analysis of pre-project planning; identifying goals, deliverables and requirements; creating a work breakdown structure (illustrating what needs to be accomplished, in what order and when); developing comprehensive time and cost estimates that fit within your organization's financial objectives; targeting messages to influence and gain support of key stakeholders.
- Defining deliverables in financial terms that senior leaders care about—and will pay attention to.
- Developing metrics to determine the best employees (in terms of organizing and inventory skills, knowledge, personality and previous experience) for your project team to meet its defined goals.
- Conducting comprehensive analysis (risk probability versus impact) to predict the likeliest causes for project derailment and delays, then planning for and overcoming those challenges.
- Easy-to-implement project planning and management tools: gap and SWOT analyses; fishbone/cause-and-effect diagrams; goal breakdown structure diagram; RACI matrix; and Gantt charts.
- Organizing and tracking software tools: Microsoft Project and/or Excel; mind-mapping software; SharePoint; Smartsheet; and Basecamp.
As we assume new responsibilities that come with our new leadership roles, one of the most magical discoveries is when we learn how to effectively empower and build up our direct reports. This requires openness to new ideas, a desire to support the professional growth of our peers and effective communication skills. Whether working with their highest performers or the ones with the most room for growth, smart leaders are constantly contemplating how to motivate and influence their teams to succeed. So often we rely on external rewards yet these can only work for so long. The people and projects we lead require different motivation styles, especially as we begin to empower others to take on new challenges and responsibilities. In this session, you'll learn the building blocks of successful communication to enhance individual and team efficacy.
- Discover the three types of motivation.
- Determine specific strategies to create an environment where intrinsic motivation is especially high.
- Reflect on current leadership practices, and apply new theories to enhance personal leadership.
- Establish a stronger community of like-minded individuals and rising thought leaders.
- Develop an action plan to implement key lessons into project leadership.
The Transformation Challenge helps an individual or team navigate change and solve their biggest problems using our proprietary Six-Step Process to planning and execution. It creates a common language and process to address any issue, saving significant time and money while fostering imagination and collaboration. During this power-packed workshop, you will take the Transformation Challenge and do the following:
- Choose a specific problem or challenge in your personal life or business.
- Use the proprietary Six-Step Process to solve the problem or opportunity. Rob Shallenberger will be there to personally coach you as necessary.
- In groups of three to four, "Red Team" your plan. This "Red Team" experience will be one you will talk about for years to come.
- Discover a powerful process to reduce stress and increase productivity.
- Learn to navigate and manage change and disruption in your organization and personal life.
- Use the proprietary Six-Step Process to flawlessly execute at the highest level.
- Apply and learn a process to solve your biggest issues and problems.
Each attendee will receive a copy of The Transformation Challenge: The Six Steps to Planning and Execution.
Expectations of confidentiality are one of the most important factors when employees come forward to discuss concerns or complaints about violations of disability and leave laws and policies. These expectations are amplified when the employee has a nonvisible disability or medical condition. Striking a balance between employee expectations for confidentiality and the employer's need for information that might impact the workplace is critical. Understanding how to address complex and sensitive situations effectively can help organizations meet these responsibilities while maintaining employees' trust and productivity. This session uses interactive exercises and realistic case scenarios to provide practical information and specific tools you can apply at work, including examples of ways to phrase and frame the discussion.
- Identify and learn effective communication strategies to assess leave and accommodation requests.
- Apply the newly acquired knowledge and perspective through an interactive case study exercise.
- Gain strategies for balancing confidentiality while communicating necessary information with co-workers and supervisors when employees request leaves or reasonable accommodations.
This training session is designed for companies headquartered outside of California with in-state operations and for those just entering the California HR arena. We visit some of California's complex and often confusing employment laws, including danger zones where HR professionals nee d to be savvy. We exercise your brain and tone your HR muscles so that you’re able to recognize issues that can present risks to your organization in California.
- Key elements of California wage and hour law: timekeeping, meal and rest periods, make-up time, final wages, etc.
- Exempt and nonexempt employee classifications and how California's rules differ from federal guidelines.
- Leave administration: California's unique laws, pregnancy disability leave, California Family Rights Act, bone marrow/organ donation, military spousal leave and children's school leave, etc.
- Harassment and discrimination: a primer on California's protected categories and unique procedures for handling complaints.
- Employee benefits regulations: vacation, sick, paid time off and kin care, etc.
This workshop explores the essential skills necessary for conducting internal investigations into claims of employee misconduct, including charges of harassment, discrimination, retaliation and violence. Using interactive case studies, you’ll engage in a step-by-step fact-finding process and practice techniques for questioning and credibility assessment. Model forms and guidance on preparing unassailable documentation of process and conclusions are included throughout.
- Learn effective questioning techniques and investigation process considerations.
- Understand how to deal with the reluctant claimant, angry respondent and uncooperative witness.
- Develop confidence in the proper use of tools for credibility assessment, including witness demeanor and bias, and integration of corroborating and circumstantial evidence into your conclusions.
- Prepare bulletproof documentation of your process and findings of fact.
No skill is more important in business today than the ability to understand, analyze and act on information effectively and responsibly. HR professionals who are savvy, sharp critical thinkers can cut through ambiguity and information overload to quickly zero in on what really matters. Yet years of leadership experience do not automatically provide critical thinking skills. Something more than pure experience must be necessary, since even highly experienced business leaders sometimes make badly considered decisions that damage themselves and their organizations. This workshop covers cognitive techniques and critical-thinking tools to enhance decision-making under pressure and strengthen your impact. We'll use real-life examples to examine why incompetence, bad character or low intelligence generally aren't to blame when leaders and organizations blunder.
- Critical thinking theory and practice, with case studies focused on HR decision making.
- Group dynamics that apply to HR issues.
- Methods that work in group environments that you can apply to your organization.
If you think negotiating skills are only for salespeople, think again—every work relationship entails some negotiation. While often linked to sales or business, negotiation actually pervades all aspects of a senior HR professional's work life. You have to negotiate to succeed in all of these situations: trying to increase your company's productivity levels; considering the expansion of product lines (and people); acquiring a competitor or being acquired; leading a team to increase employee engagement; attempting to get the best deal from your new benefits provider; and asking for your own well-deserved promotion. A successful negotiation isn't just about getting what you want at all costs. Rather, it's about engaging in a discussion to listen, learn and understand the other party’s goals and objectives, then finding a win-win scenario in which everyone benefits. This workshop takes the mystery out of negotiation by showing you how to create a step-by-step process whereby that can happen.
- Evaluate the eight critical pre-negotiation success factors from both sides’ perspectives: goals, trade-offs, alternatives, relationships, expected outcomes and consequences, balance of power, and win-win solutions.
- Develop confidence and keep your emotions in check during a negotiation, even if the other side gets personal or nasty.
- Set the stage for success and stay on track when parties start to filibuster.
- Prepare to take the lead with practice negotiations.
- Learn how and when to use five negotiation styles: avoid, accommodate, force, compromise and collaborate.
The failure rate of major organizational change is shockingly high: 70% or more! Considering a large portion of that statistic is due to "people issues," organizations around the world in this time of massive disruption across industries desperately need the unique and valuable perspective that only HR can bring to the table. The percentage of organizations that equip their people to lead change (not just manage change or cope with change) is shockingly low. Effectiveness in the HR role hinges upon contributing to successful change. In this highly interactive workshop, based on neuroscience and psychology, you will diagnose your style of leading change and obtain actionable coaching to develop this critical competency, which will bolster your ability to overcome resistance to new ways of working and partner with key stakeholders in the change process. The correlation between agile cultures and agile leaders is clear and compelling. By learning to lead change, which includes developing change leadership capacity in your organization, you are poised to make a strategic, bottom-line impact. You will walk away with both actionable tactics to influence change more effectively yourself as well as real-world strategies to develop this capability in the leaders, teams and organizations you serve.
- Learn to lead change and engage stakeholders up, down and across your workplace to increase your influence and impact for your organization, team and career.
- Diagnose one's own change leader style (strengths, blind spots and developmental tactics) as well as how to assess and enhance one's organization's approach to building change leadership capability.
- Reframe resistance to change from enemy to ally and explore how to leverage resistance as a powerful source of information to adapt one's influence style to build relationships that get results.
- Discover how to engage the heart, enlighten the head and equip the hands to get people moving in positive new directions so change sticks.
- Emerge as a more competent and confident—and less stressed and frustrated—leader of change.
Most succession plans are irrelevant to today’s business challenges. Disruptions to business models, demographic shifts, automation and economic volatility have changed leadership requirements for organizations, yet there is little practical discussion about how to retool succession planning and leadership development practices to meet evolving future needs. This workshop takes a strategic look at the competencies and roles necessary to lead organizations of the future and presents a practical guide to building an effective succession planning practice in your organization. You will utilize hands-on guides and interact with the instructor, a thought leader in the field of talent management, and peers to map out and apply the best succession planning practices for your organization. You will be grouped by industry, organization type and size to share common problems and discuss meaningful solutions to the unique challenges you face. This is a working session full of real-world examples and thoughtful frameworks to achieve results.
- Learn the seven trends disrupting traditional succession planning models and leadership competencies.
- Gain successful strategies for building and promoting the business case for succession planning in your organization.
- Obtain the key components of an effective succession planning program and pitfalls to avoid.
- Gain a framework for identifying critical roles to include in succession planning.
- Learn five steps for retooling succession planning and leadership development for simplicity and success.
Workplaces that go beyond nondiscrimination policies to cultivate climates of true inclusion are a win-win for both employers and employees. In fact, increasing research shows that capitalizing on effective LGBTQ-inclusion practices can lead to higher productivity, better rates of talent attraction and retention, increased innovation, higher employee satisfaction, and overall bottom-line benefits for employers of any size. This highly interactive session provides an in-depth look at the unique needs and experiences of LGBTQ+ workers; reviews current legal requirements; examines real-life case studies; gives examples of effective inclusion policies; and offers best practices for addressing common human resources scenarios involving LGBTQ+ employees. You will walk away with plenty of easy-to-implement ideas for the everyday workplace as well as resources and support for developing your organization’s DEI (diversity, equity & inclusion) efforts.
- Become more familiar with current LGBTQ+ inclusive terminology, pronoun usage and relevant data that impacts LGBTQ+ employees.
- Understand the differences among terms including sex assigned at birth, sexual orientation, gender identity and gender expression.
- Learn best approaches for policies and practices for transgender and transitioning employees.
- Explore specific human resources scenarios that involve LGBTQ+ workers.
- Discuss and develop strategies to create more welcoming and inclusive workplaces for LGBTQ+ employees.
Drug and marijuana laws are changing rapidly and differing across states. HR professionals are finding it a challenge to navigate laws and stay informed of the latest drug-testing policies and procedures. In this half-day workshop, you get the tools you need to review and update your workplace drug and alcohol policies and understand the procedures that need to be put into place to adhere to those policies. In the presentation portion, you learn a high-level state of affairs, state-by-state comparisons, general risk data and relevant case studies. It is followed by an interactive working session with peers to review current policies and draft updated versions. You will be asked to bring copies of your current policies for the working session.
- Learn where we stand today with marijuana and CBD laws.
- Understand the importance of drug testing policies AND procedures: It’s not as hard as you might think!
- Learn the key components to a drug and alcohol testing policy that will meet the requirements of your state laws.
- Understand drug testing policies and the correlation to job descriptions.
- Participate in working sessions designed to assist you with building the right program for your company to mitigate your risk and make you the corporate hero.
Employee engagement is an overused, variously defined term that causes much confusion. While engagement is something that every employee hopes for and every employer desires, surveys say that engagement is low and disengagement high. The issue is how to distinguish the concept of employee engagement from the concept of a good employee experience. A company that can retain its staff and meet its objectives can be the right place for an individual employee; from a practical perspective, however, it may not be the right place for every employee. A great work environment for some may not be great for others. Focusing on what is meaningful for your employees is essential for a talent-driven company. There is no one right answer.
- Ask the correct questions to define employee engagement, employee experience, employee value proposition and employee lifetime value in your company.
- Understand the definitions, decode the anachronisms, differentiate between the concepts and learn their impacts.
- Understand the drivers of employee engagement: what executives say they will do for people versus what they and other managers actually do.
- Know the six key factors that determine employee engagement, which leads to productivity, innovation and retention.
- Put into perspective the rhetoric and consultant-speak concerning employee engagement.