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Webinar Pack
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Pack of TEN : Most Trending HR Courses 2023
Product Id: 600029
- 7 Steps on how to Stop Acting Like an Employee and Start Acting Like a Manager
- Managing Toxic Employees: Strategies For Leaders To Effectively Deal With Employee Attitude Issues
- Public Speaking without Fear: How to go from Nervous and Scared to Energized and Confident
- How to Document Employee Discussions and Why that is Important
- Transition from Peer to Supervisor
- 7 Behaviors of Great Leaders
- Succession Planning for 2022: It's Not Just for Emergencies - It's a Leadership Development Strategy
- Creating a Successful Job Rotation Program
- 2-Hour Virtual Seminar on How to Conduct an Internal Harassment and Bullying Investigation to Determine Facts and Minimize Liability
- Compensation Program "Do's and Don'ts"
Training Options
Webinar Packs Access recorded version unlimited viewing for 6 months. (For Customize Webinar Packs Please Call Customer Care)
Overview: For an organization to be successful in all aspects of operation, it is absolutely essential for there to be leaders present at each and every level of the corporation. This stipulation is applicable to each and every tier of the organization. If you want to move up in the ranks and become a manager rather than an employee, you need to determine which aspects of your focus need to change in order for you to be successful in your role as a manager. This is due to the fact that managers at all levels contribute to the communication of the organization's overarching goals as well as its ambitions, in addition to the motivation of teams and departments to reach those objectives. This is a must in order to ensure success. Another explanation for this is that managers play a role in communicating the organization's overarching goals and aims to their subordinates.
It is essential to have the ability to communicate effectively if you are going to be a manager for any kind of company. Show your staff that you believe in them and that you care about them. Having the ability to make decisions and provide direction for your team is essential. Capable of connecting on an individual level with employees. It is necessary for managers of an organization to earn the trust and respect of their subordinates and peers as they work together toward a shared goal, such as the attainment of financial success. This is because managers of an organization collaborate toward the accomplishment of a common goal, such as the achievement of a common goal. Managers have the ability to make a difference in their businesses by adapting their leadership strategies to reflect both the present leadership trends and those that are projected to develop in the near future.
Why you should Attend:
As a manager, you must serve as a link between the organization and your team. Also, as a manager, it is essential to funnel information and link your team with what they need to know most. Every level of management requires guiding a group in a new direction; thus, a manager must be able to identify exceptional chances and have an excellent strategic vision. It is important to attend this webinar because it will be covering the following aspects of managers and employees:
Areas Covered in the Session:
Who Will Benefit:
Why you should Attend:
As a manager, you must serve as a link between the organization and your team. Also, as a manager, it is essential to funnel information and link your team with what they need to know most. Every level of management requires guiding a group in a new direction; thus, a manager must be able to identify exceptional chances and have an excellent strategic vision. It is important to attend this webinar because it will be covering the following aspects of managers and employees:
- You will learn that, as a manager with a clear vision, you must be able to motivate others and expand the organization
- You will discover why employees are more likely to follow a manager with whom they have confidence and rapport
- You will learn that leading by example is essential to your success as a successful manager
- You will learn letting go of an employee’s behavior will free you from misleading your team as a manager
- You also realize that becoming a manager does not happen overnight. To create and apply managerial skills requires you to have a strategy and vision
Areas Covered in the Session:
- Acknowledge your managerial qualities
- Understand your leadership obligations as a manager
- Prepare yourself to be a "Jack of all trades"
- Learn why employee mindset causes manager to fail
- Employees are followers and not leaders
- Enhance your managerial skills
- Learn from the best leaders in history and emulate their methods
Who Will Benefit:
- Small Business Owners
- Leaders
- Managers
- Team Leaders
- Project Managers
- Department Heads
- Supervisors and anyone in Leadership Role
Carolyn D. Riggins Carolyn D. Riggins founded CDR Consulting Services, LLC, a consultancy firm focusing on helping businesses and organizations enhance their performance and leadership teams for success.
With Ms. Riggins' 35 years of experience in the financial industry working with businesses and 24 years of experience in management roles, her consultancy service provides invaluable insights and expertise to clients looking to improve their business and leadership capabilities.
CDR Consulting Services offers a range of services, including training, coaching, team development, and critical gap detection. Ms. Riggins works with CEOs, business leaders, and managers to identify areas of improvement within their organizations and provides customized solutions to address these areas. Her training and coaching programs are designed to help individuals and teams develop the necessary skills and knowledge to succeed in their roles.
Ms. Riggins' team development services focus on creating a culture of collaboration and communication within organizations. Through her team-building programs, she helps teams develop a shared vision, enhance their problem-solving abilities, and increase their productivity. Her critical gap detection services enable clients to identify and address gaps in their business performance and leadership teams, ensuring that their organizations are well-positioned for growth and success.
With CDR Consulting Services, clients can benefit from Ms. Riggins' extensive knowledge, experience, and expertise in the financial industry and leadership development. Her consultancy service provides customized solutions that help organizations build strong, successful leadership teams, and achieve their goals.
CDR Consulting Services offers a range of services, including training, coaching, team development, and critical gap detection. Ms. Riggins works with CEOs, business leaders, and managers to identify areas of improvement within their organizations and provides customized solutions to address these areas. Her training and coaching programs are designed to help individuals and teams develop the necessary skills and knowledge to succeed in their roles.
Ms. Riggins' team development services focus on creating a culture of collaboration and communication within organizations. Through her team-building programs, she helps teams develop a shared vision, enhance their problem-solving abilities, and increase their productivity. Her critical gap detection services enable clients to identify and address gaps in their business performance and leadership teams, ensuring that their organizations are well-positioned for growth and success.
With CDR Consulting Services, clients can benefit from Ms. Riggins' extensive knowledge, experience, and expertise in the financial industry and leadership development. Her consultancy service provides customized solutions that help organizations build strong, successful leadership teams, and achieve their goals.
Webinar# 2
Managing Toxic Employees: Strategies For Leaders To Effectively Deal With Employee Attitude Issues
Overview: Managing other people is never easy, but some employees make it particularly difficult.
When an employee's negative attitude is not addressed properly, other team members become resentful, they lose respect for you as a leader, and they may develop their own negative attitude.
No leader wants a difficult or toxic employee on their team, however, it's something all leaders need to be prepared to address should it arise. Challenging employees can try a manager’s patience and drain a lot of time and energy. Turning things around takes skillful management and patience.
How you and your team effectively deal with negative and difficult team members can mean the difference between having a toxic, drama-filled workplace, and an engaged, collaborative, and productive organization.
Under stress and surrounded by uncertainty, some members of our team become negative and resistant, and are simply more difficult to deal with. Successful leaders know that reducing the drama within their team depends on being able to understand and respond appropriately to their behaviors.
Learn successful strategies and tips for building a positive, productive workplace by knowing WHAT to focus on to move these interactions forward, HOW to effectively respond, and WAYS to manage the impact of their behavior. Identify challenges associated with managing difficult employees, control your own feelings effectively, and create a positive work environment. Quickly and effectively address, coach, and counsel employees with difficult attitudes in order to improve their behavior.
Why you should Attend: After this webinar, you will be able to identify challenges associated with supervising difficult employees, manage your own feelings effectively, create a positive work environment for all, respond positively to challenging employees, and treat them fairly. End frustration. Act rather than react, and ensure a respectful, effective, and collaborative team.
Areas Covered in the Session:
Who Will Benefit:
No leader wants a difficult or toxic employee on their team, however, it's something all leaders need to be prepared to address should it arise. Challenging employees can try a manager’s patience and drain a lot of time and energy. Turning things around takes skillful management and patience.
How you and your team effectively deal with negative and difficult team members can mean the difference between having a toxic, drama-filled workplace, and an engaged, collaborative, and productive organization.
Under stress and surrounded by uncertainty, some members of our team become negative and resistant, and are simply more difficult to deal with. Successful leaders know that reducing the drama within their team depends on being able to understand and respond appropriately to their behaviors.
Learn successful strategies and tips for building a positive, productive workplace by knowing WHAT to focus on to move these interactions forward, HOW to effectively respond, and WAYS to manage the impact of their behavior. Identify challenges associated with managing difficult employees, control your own feelings effectively, and create a positive work environment. Quickly and effectively address, coach, and counsel employees with difficult attitudes in order to improve their behavior.
Why you should Attend: After this webinar, you will be able to identify challenges associated with supervising difficult employees, manage your own feelings effectively, create a positive work environment for all, respond positively to challenging employees, and treat them fairly. End frustration. Act rather than react, and ensure a respectful, effective, and collaborative team.
Areas Covered in the Session:
- Develop an understanding for those exhibiting typical difficult attitudes in order to effectively meet their needs and move the interactions forward
- Utilize various verbal and non-verbal communication techniques and situational strategies that you can use to de-escalate and effectively handle difficult people
- Uncover the secret to moving difficult conversations forward
- Utilize a Model for Conversations about Difficult Attitudes
- Know how to act, not react, in solving situations so that you can lead with more confidence, feel less stress, and gain more success in working and interacting with your team
Who Will Benefit:
- Anyone with Managerial or Leadership Responsibility
Beverly Beuermann-King specializes in working with people and organizations who want to control their reactions to stress, build resiliency against life's challenges and live healthy, successful lives using her S-O-S Principle™.
Beverly launched her company in 1995, and since then she has helped teams from a wide range of industries to be happier, engaged, and successful. Audiences discover the right strategies to improve their health, manage their challenges, and enhance their life’s satisfaction.
Beverly launched her company in 1995, and since then she has helped teams from a wide range of industries to be happier, engaged, and successful. Audiences discover the right strategies to improve their health, manage their challenges, and enhance their life’s satisfaction.
Webinar# 3
Public Speaking without Fear: How to go from Nervous and Scared to Energized and Confident
Overview: Being able to identify manifestations of nervousness and anxiety is the first step to overcoming them. What happens to you prior to a presentation? What are the telltale signs of nervousness you’ve observed in other presenters?
If you’ve ever experienced or noticed any of these tendencies, you’ll benefit from tried-and-true tips for turning panic into poise.
You can combat speaking anxiety both mentally and physically. First, we'll identify the number-one cause of speaking anxiety and then discuss some mental tips for calming your nerves:
Why should you Attend: Everyone from the anxious beginner to the confident professional will grow from expert advice on how to "nix nervousness."
It’s no secret that many people do not like the thought of having to stand up and speak in front of an audience, even if it’s an audience of their peers. The mere thought makes them break out in hives.
Conversely, some of you may be seasoned professional presenters who have no problem with public speaking. Indeed, you may be gifted in this area, love speaking in front of groups, and actually thrive off of the energy you receive from your audience. Still, even pros know as soon as you take the stage, as soon as the spotlight is on you, the anticipation of that presentation will manifest itself physically in some form or fashion, no matter how many years of experience you have and no matter how much of a subject matter expert you are.
Areas Covered in the Session: We’ll also delve into some physical stress reducers:
Finally, discover some new action steps to take in the days and hours leading up to your next presentation so you can bring your "A Game" to the platform when it really counts.
Who Will Benefit:
- Shaky hands
- Quivering voice
- Sweaty palms
- Dry mouth
- Trembling knees and legs
- Knots in your stomach
- Nausea
- High pitch
- Talking too fast
- Poor eye contact
- Constant swallowing and throat clearing
- Monotone delivery
- Blotchy skin and hives
If you’ve ever experienced or noticed any of these tendencies, you’ll benefit from tried-and-true tips for turning panic into poise.
You can combat speaking anxiety both mentally and physically. First, we'll identify the number-one cause of speaking anxiety and then discuss some mental tips for calming your nerves:
- Remind yourself it’s all about your audience, not you
- Remember, you are among friends-even if you don’t know the people in the room
- Be comfortable with being uncomfortable
- Pinpoint your root cause
- Know your first words
- "Create confidence" with two actionable recommendations you’ll learn during the session
Why should you Attend: Everyone from the anxious beginner to the confident professional will grow from expert advice on how to "nix nervousness."
It’s no secret that many people do not like the thought of having to stand up and speak in front of an audience, even if it’s an audience of their peers. The mere thought makes them break out in hives.
Conversely, some of you may be seasoned professional presenters who have no problem with public speaking. Indeed, you may be gifted in this area, love speaking in front of groups, and actually thrive off of the energy you receive from your audience. Still, even pros know as soon as you take the stage, as soon as the spotlight is on you, the anticipation of that presentation will manifest itself physically in some form or fashion, no matter how many years of experience you have and no matter how much of a subject matter expert you are.
Areas Covered in the Session: We’ll also delve into some physical stress reducers:
- "Run the stairs"
- Engage in quick vigorous exercise
- Don’t forget to breathe
- Avoid caffeine, alcohol, and the triple stack of pancakes at breakfast!
Finally, discover some new action steps to take in the days and hours leading up to your next presentation so you can bring your "A Game" to the platform when it really counts.
Who Will Benefit:
- Subject matter experts
- Instructors
- Professional development specialists
- Corporate trainers
- HR professionals
- Technical professionals-and anyone who dreads public speaking
Mandi Stanley With more than 16 years of experience on the seminar circuit, Certified Speaking Professional Mandi Stanley works primarily with business leaders who want to boost their professional image and with people who want to be better speakers and writers.
In 2003, Mandi was designated a CSP, Certified Speaking Professional. Fewer than 9 percent of all worldwide speakers have earned this designation, and Mandi is the first Mississippian in history to receive this honor through the National Speakers Association.
She's a summa cum laude graduate with concentrations in English, communication, and management, and served as a faculty member of the American Management Association for five years. Mandi is the author of The No-Panic Plan for Presenters, which was named a Finalist in the Career category at the Independent Book Publishers Awards in New York. Audiences appreciate her platform enthusiasm, interactive style, and content-rich messages.
In 2003, Mandi was designated a CSP, Certified Speaking Professional. Fewer than 9 percent of all worldwide speakers have earned this designation, and Mandi is the first Mississippian in history to receive this honor through the National Speakers Association.
She's a summa cum laude graduate with concentrations in English, communication, and management, and served as a faculty member of the American Management Association for five years. Mandi is the author of The No-Panic Plan for Presenters, which was named a Finalist in the Career category at the Independent Book Publishers Awards in New York. Audiences appreciate her platform enthusiasm, interactive style, and content-rich messages.
Overview: Documentation is both the bane and the blessing for HR. It is difficult to get people to do it, but it is preferred by attorneys and believed by judges and juries.
Why should you Attend: Annually hundreds of thousands of lawsuits and hearings occur across the country. Each of these is "legal" proceeding which require evidence of events that actually occurred. Documentation is what wins, or in some cases loses, these lawsuits and hearings. The result of lack of documentation results in the loss of millions of dollars each year that might be prevented by a good documentation program.
Areas Covered in the Session:
Who Will Benefit:
Areas Covered in the Session:
- How and why documentation is good
- Meets the legal requirements of Federal statutes
- Provides a record of interactions with employees in order to provide better recall of what was said and done
- Helps knowledge retention. You do not need to have the original parties to have a recollection of the event or conversation
- Provides the legal documentation needed to defend the company in a lawsuit
- We will talk about how documentation will get you in trouble
- What is necessary for good documentation
- We will talk about what tools can be used
Who Will Benefit:
- Office Managers
- HR Managers
- Supervisors
- Business Owners
Michael D. Haberman is a consultant, speaker, writer and teacher. He is President of Omega HR Consulting, a consulting and services company offering complete human resources solutions. Mike brings 35+ years of experience in dealing with the challenges of Human Resources in the 21st century. He has a Master's in HR and is certified as a Senior HR professional.
He has over 18 years’ experience in the class room teaching human resources fundamentals and certification preparation. Mike is the author of the Human Resources blog found at OmegaHRConsulting.com , which has been recognized as a top human resources related blogs. He has also been named a top Digital Influencer in Human Resources.
Mike has gained a reputation as a compliance expert and as an HR futurist. He speaks on a variety of subjects to business associations, human resource associations and business based civic clubs. He has presented numerous webinars on various HR related issues.
He has over 18 years’ experience in the class room teaching human resources fundamentals and certification preparation. Mike is the author of the Human Resources blog found at OmegaHRConsulting.com , which has been recognized as a top human resources related blogs. He has also been named a top Digital Influencer in Human Resources.
Mike has gained a reputation as a compliance expert and as an HR futurist. He speaks on a variety of subjects to business associations, human resource associations and business based civic clubs. He has presented numerous webinars on various HR related issues.
Webinar# 5
Transition from Peer to Supervisor
Overview: Transitioning from Peer to Supervisor can be very difficult for most newly promoted supervisors. Many are not equipped with the tools to successfully transition. This session will equip newly promoted supervisors with tools and techniques to communicate more effectively, gain trust, set boundaries, provide constructive feedback, and motivate employees for results.
Today's workforce is experiencing high turnover and disengaged employees. It is a known fact that employees quit managers-to avoid turnover it is critical to have the appropriate skills to retain employees.
Why should you Attend: If you are a newly promoted supervisor that has the responsibility of supervising previous coworkers or peers this course is for you. Do you find it difficult to set boundaries, communicate effectively, build trust and respect, and provide feedback to peers and coworkers? These are some of the challenges newly promoted supervisors face with their new position. This session will provide participants with tips on how to overcome the pitfall most newly promoted supervisors face.
It is a known fact supervising others is difficult especially if they are previous coworkers and peers. Participants in this session will learn how to effectively manage coworkers and peers, how to motivate others to achieve results, and most importantly how to respect their new role as a supervisor.
Areas Covered in the Session:
Who Will Benefit:
Why should you Attend: If you are a newly promoted supervisor that has the responsibility of supervising previous coworkers or peers this course is for you. Do you find it difficult to set boundaries, communicate effectively, build trust and respect, and provide feedback to peers and coworkers? These are some of the challenges newly promoted supervisors face with their new position. This session will provide participants with tips on how to overcome the pitfall most newly promoted supervisors face.
It is a known fact supervising others is difficult especially if they are previous coworkers and peers. Participants in this session will learn how to effectively manage coworkers and peers, how to motivate others to achieve results, and most importantly how to respect their new role as a supervisor.
Areas Covered in the Session:
- How to Communicate more Effectively as a Supervisor
- When to be Flexible and when to Stand Firm
- Steps to Build Trust and Gain Respect
- How to Develop your Own Personal Management Style
- How to Set Boundaries with Coworkers/Peers
- How to Deal with Uncomfortable Situations
- How to Motivate Others to Achieve Results
Who Will Benefit:
- Managers
- Supervisors
- Leaders
- Human Resource Professional
- Shift Leaders or Team
Tonia Morris, your Generational Connector, and Founder of Simply HR, LLC a Consultant and Management Firm along with a speaking and training company, Tonia Morris Speaks, provides leaders with training solutions that cultivate a generationally-inclusive work place.
Before starting her business in 2010, Tonia was Executive Director of Human Resources for one of the largest state pension agencies in the Southeast; she has also worked in an HR leadership capacity in other industries, including government, retail, information technology and education.
Tonia's passion for understanding the different dynamics of people led her on a quest to solve generational issues within organizations. Tonia noticed that the workforce was aging and changing, so she provided training solutions on engaging and managing a multi-generational workforce to be productive. With more than 20+ years of progressive HR experience, Tonia provides keynote speeches, lunch-and-learns, and workshops for organizations and associations across the Southeast.
She has partnered with organizations such as Chick-fil-A, Oracle, Spelman and Kennesaw University to name a few, to bring training solutions for engaging Millennials in the workplace, working with leaders to transform their cultures by attracting, developing and retaining a workforce that is generationally inclusive.
Tonia holds a BS in Business Administration from the University of South Florida. She currently serves on the Board of Directors for the Millennial Chamber of Commerce, where she also serves as the organization's HR Director, and volunteers for the Women's Entrepreneurial Opportunity Project.
She resides in Grayson, GA, with her husband of 24 years, and two sons. In her free time, Tonia loves collecting and making jewelry, and is known in the community as "the jewelry lady."
Before starting her business in 2010, Tonia was Executive Director of Human Resources for one of the largest state pension agencies in the Southeast; she has also worked in an HR leadership capacity in other industries, including government, retail, information technology and education.
Tonia's passion for understanding the different dynamics of people led her on a quest to solve generational issues within organizations. Tonia noticed that the workforce was aging and changing, so she provided training solutions on engaging and managing a multi-generational workforce to be productive. With more than 20+ years of progressive HR experience, Tonia provides keynote speeches, lunch-and-learns, and workshops for organizations and associations across the Southeast.
She has partnered with organizations such as Chick-fil-A, Oracle, Spelman and Kennesaw University to name a few, to bring training solutions for engaging Millennials in the workplace, working with leaders to transform their cultures by attracting, developing and retaining a workforce that is generationally inclusive.
Tonia holds a BS in Business Administration from the University of South Florida. She currently serves on the Board of Directors for the Millennial Chamber of Commerce, where she also serves as the organization's HR Director, and volunteers for the Women's Entrepreneurial Opportunity Project.
She resides in Grayson, GA, with her husband of 24 years, and two sons. In her free time, Tonia loves collecting and making jewelry, and is known in the community as "the jewelry lady."
Webinar# 6
7 Behaviors of Great Leaders
Overview: Leadership is a noble profession. It all starts by mastering the leadership of self. Then you have the right to start to deliberately influence and lead others. The most effective way to lead is to set the example.
You and I have deeply developed habits of behavior. First we must discover why and how we currently handle the critical behaviors of great leadership. What is our unconscious state of mind when it comes to each habit? What do other people see when they watch us? How do we change and develop new habits?
We will delve into each behavior that is needed for you to be a great leader. This will include tools to help you assess yourself, develop and design a system of follow up to insure you continue to improve.
Why you should Attend: You do not need to reinvent the wheel. The marks of great leaders have left a clear trail that you can choose to follow. No matter what level of leadership you are currently at, the time to start your focused journey is now. Even if you do not lead many people, you need to develop these habits for any success you wish to attain.
The remarkable thing about these habits is that they are "not rocket science" they are fundamental, basic and common to all great leaders. The key is to realize where you are now and what exactly it is you have to change or develop to become a better leader. The journey is never over.
This webinar will give you concrete technics, philosophical justification and a road map that will be simple for you to follow.
Areas Covered in the Session:
Who Will Benefit:
We will delve into each behavior that is needed for you to be a great leader. This will include tools to help you assess yourself, develop and design a system of follow up to insure you continue to improve.
Why you should Attend: You do not need to reinvent the wheel. The marks of great leaders have left a clear trail that you can choose to follow. No matter what level of leadership you are currently at, the time to start your focused journey is now. Even if you do not lead many people, you need to develop these habits for any success you wish to attain.
The remarkable thing about these habits is that they are "not rocket science" they are fundamental, basic and common to all great leaders. The key is to realize where you are now and what exactly it is you have to change or develop to become a better leader. The journey is never over.
This webinar will give you concrete technics, philosophical justification and a road map that will be simple for you to follow.
Areas Covered in the Session:
- What does a great leader look like and act like?
- How do you live with integrity as a leader?
- The magic of self-control, growth and caring What about attitude?
- The primary activities of a great leader
- How does a great leader treat others?
- The importance of focused attention
- It all boils down to 7 basic behaviors
Who Will Benefit:
- CEO, CFO, COO
- Vice Presidents and Regional Managers
- Managers and Supervisors
- Newly Promoted Managers
- High Potential Employees being groomed for Leadership & Promotions
David's passion is helping executives create a masterpiece personally and professionally. That's why he wrote, "The CEO Code," a Best Seller on AMAZON. That success resulted in Penguin/Alpha Books asking David to write "IDIOT'S GUIDES: Management Skills" released in December 2014.
David has "been there & done that" in the military, academia and business. His experience and expertise enable him to deliver for you:
IMPACT - When you survive bullets and missiles on 208 combat missions as a USAF fighter pilot it gives you an edge, a focus and a "can do" attitude.
RELEVANCE - Understanding people comes from knowledge, (MBA in Finance, grad work with Peter Drucker and years of university teaching.) Experience (Merrill Lynch, built three companies and coaching CEOs and executives.) Expertise (perpetual student, disciplined listener and professional speaking for over 30 years + lots of practice.)
RESULTS - 85% of David's new business comes from referrals. There is no higher tribute a client can give than to refer a friend or colleague. He is dedicated to getting you great results and believes that is the best marketing he could possibly do.
David has "been there & done that" in the military, academia and business. His experience and expertise enable him to deliver for you:
IMPACT - When you survive bullets and missiles on 208 combat missions as a USAF fighter pilot it gives you an edge, a focus and a "can do" attitude.
RELEVANCE - Understanding people comes from knowledge, (MBA in Finance, grad work with Peter Drucker and years of university teaching.) Experience (Merrill Lynch, built three companies and coaching CEOs and executives.) Expertise (perpetual student, disciplined listener and professional speaking for over 30 years + lots of practice.)
RESULTS - 85% of David's new business comes from referrals. There is no higher tribute a client can give than to refer a friend or colleague. He is dedicated to getting you great results and believes that is the best marketing he could possibly do.
Webinar# 7
Succession Planning for 2022: It's Not Just for Emergencies - It's a Leadership Development Strategy
Overview: Succession planning is not just naming the new CEO. In fact, it's not about putting a name behind a title at all. That is called replacement planning. And when it is only used during times of crisis - when a company must name somebody to fill a vacant role quickly - that’s not succession planning either. That is crisis management.
The goal of succession planning is to continuously identify and develop high-performers capable of meeting the present and future needs of the organization. It should include a formal identification process supported by leadership development that builds leadership capacity within the organization.
Organizations are only as strong as their leaders. High performing organizations make leadership development, at all levels, a top priority. So how does your organization shape up? Which of the top best practices from high performance companies are being used in your organization to develop leaders? Which of these practices should you consider adopting to develop your future leaders?
This webinar will cover these key areas for effective succession planning.
Why you should Attend: We are finally coming out of an incredibly challenging and stressful pandemic year and moving into a still uncertain 2022! Life and the workplace have changed and will continue to change. What will the new normal be like?
For most organizations and their leaders, the new normal is and will continue to evolve for some time. So, why be concerned with succession planning when you, as as a human resource or senior or line manager have so many other problems to deal with?
The reason is that the pandemic had created massive challenges to every organization- big and small. And effective leadership will be more crucial than ever for your organization to thrive thrive in this new normal.
Therefore, best-practice organizations utilize succession planning to not only prepare for potential leadership challenges, but they also to rely on such plans to develop and maintain the strong leadership that is required to grow and keep pace with changes in their business, industry, and overall marketplace.
The heart of succession planning is to identify and build your future leadership at all levels. Through your succession planning process, you recruit superior employees, develop their knowledge, skills, and abilities, and prepare them for advancement into ever more challenging roles. This will guarantee that you have a strong leadership bench on hand to to quickly fill new or vacated role as well as deal with the unexpected challenges that can occur during this new normal.
Areas Covered in the Session: The focus of this webinar is to learn nuts and bolts of effective succession planning and will include these seven objectives
Who Will Benefit:
Organizations are only as strong as their leaders. High performing organizations make leadership development, at all levels, a top priority. So how does your organization shape up? Which of the top best practices from high performance companies are being used in your organization to develop leaders? Which of these practices should you consider adopting to develop your future leaders?
This webinar will cover these key areas for effective succession planning.
- How to identify your potential leaders who can assume greater responsibility in the organization
- The variety and impact of various development experiences to those that can move into key roles
- How to engage the leadership in supporting the development of high-potential leaders
Why you should Attend: We are finally coming out of an incredibly challenging and stressful pandemic year and moving into a still uncertain 2022! Life and the workplace have changed and will continue to change. What will the new normal be like?
For most organizations and their leaders, the new normal is and will continue to evolve for some time. So, why be concerned with succession planning when you, as as a human resource or senior or line manager have so many other problems to deal with?
The reason is that the pandemic had created massive challenges to every organization- big and small. And effective leadership will be more crucial than ever for your organization to thrive thrive in this new normal.
Therefore, best-practice organizations utilize succession planning to not only prepare for potential leadership challenges, but they also to rely on such plans to develop and maintain the strong leadership that is required to grow and keep pace with changes in their business, industry, and overall marketplace.
The heart of succession planning is to identify and build your future leadership at all levels. Through your succession planning process, you recruit superior employees, develop their knowledge, skills, and abilities, and prepare them for advancement into ever more challenging roles. This will guarantee that you have a strong leadership bench on hand to to quickly fill new or vacated role as well as deal with the unexpected challenges that can occur during this new normal.
Areas Covered in the Session: The focus of this webinar is to learn nuts and bolts of effective succession planning and will include these seven objectives
- Discover the seven deadly sins of succession planning: What not to do!
- Appy the seven best practices of succession planning: how to make it really work
- Examine the pros and cons of insiders’ vs outsiders to fill specific positions: Which is better?
- Understand the 70-20-10 rule for developing your future leaders: What it is and how to use it
- Identify the 10 best practices that high performing organizations use for grooming outstanding leaders
- Review the 5 steps that must be followed to build a culture that supports development from the top down
- Utilize the Center for Creative Leadership’s 3 key elements for successful leadership development: Assessment - Challenge -Support
Who Will Benefit:
- CEO’s
- COO’s
- VP of Human Resources
- Chief Learning Officer
- Directors
- Project Managers
- Operation Managers and Supervisors
- Team Leaders
- Human Resources Professionals
Marcia Zidle is a board-certified executive coach, business management consultant and keynote speaker, who helps organizations to leverage their leadership and human capital assets.
She has 25 years of management, business consulting and international experience in a variety of industries including health care, financial services, oil and gas, manufacturing, insurance, pharmaceuticals, hospitality, government and nonprofits.
She brings an expertise in strategy and alignment; social and emotional intelligence; executive and team leadership; employee engagement and innovation; personal and organization change management.
She has been selected one of LinkedIn Profinder’s top coaches for the past 5 years.
She has 25 years of management, business consulting and international experience in a variety of industries including health care, financial services, oil and gas, manufacturing, insurance, pharmaceuticals, hospitality, government and nonprofits.
She brings an expertise in strategy and alignment; social and emotional intelligence; executive and team leadership; employee engagement and innovation; personal and organization change management.
She has been selected one of LinkedIn Profinder’s top coaches for the past 5 years.
Webinar# 8
Creating a Successful Job Rotation Program
Overview: Job rotation programs have been used as a common leadership development method in large organizations. Now they are being used for other key positions within companies so that organizations have available bench strength and talent pools available when labor is needed. They are also being used to cross-train staff who may be needed during temporary vacancies, such as illnesses or medical leaves.
Business disruptions can occur when companies do not have the right employees available at the right time. Employees resign or are taken away from key positions for other reasons, such as business growth or leaves.
In addition, job rotation programs are an excellent tactic for providing skill and career development that early career workers desire in their employee experience.
Why you should Attend: Make sure that your organization can sustain current service levels and business continuity by developing job rotation programs that will produce employees who are competent and available to work in critical positions within your company.
Find out how to utilize job rotation programs as a method of implementing new business models within your company.
Areas Covered in the Session:
Who Will Benefit:
In addition, job rotation programs are an excellent tactic for providing skill and career development that early career workers desire in their employee experience.
Why you should Attend: Make sure that your organization can sustain current service levels and business continuity by developing job rotation programs that will produce employees who are competent and available to work in critical positions within your company.
Find out how to utilize job rotation programs as a method of implementing new business models within your company.
Areas Covered in the Session:
- The business case for job rotation programs
- Identify how job rotation programs link to succession planning and career development
- Determine which roles and functions are critical to support
- How to use job rotation programs to attract high quality talent to your organization
- How job rotations links to other talent management initiatives
- A step-by-step plan for developing a successful job rotation program
- How to select candidates for job rotation
- How to measure the results from your job rotation program
- Your questions
Who Will Benefit:
- Leadership Professionals
- HR Professionals
- OD Staff
Dr. B. Lynn Ware, Ph.D. , President and CEO
As CEO of Integral Talent Systems, Inc. (ITS) based in Silicon Valley, California, Dr. Ware is an Industrial/Organizational Psychologist who has practiced for over 25 years in the talent management field with a strong focus on how to increase employee productivity for the benefit of achieving business goals.
Dr. Ware has created a process to build, measure, and improve an organization’s employee engagement program. This process has helped to increase engagement, productivity, and organizational commitment.
Dr. Ware has consulted on the creation of employee engagement surveys for several of the top Fortune 500 corporations. She has frequently been quoted on trends in talent management strategies in numerous publications such as the Associated Press, Computer World magazine, Network World and the San Francisco Chronicle, and has been featured several times on CNN as a national talent management expert.
Dr. Ware has created a process to build, measure, and improve an organization’s employee engagement program. This process has helped to increase engagement, productivity, and organizational commitment.
Dr. Ware has consulted on the creation of employee engagement surveys for several of the top Fortune 500 corporations. She has frequently been quoted on trends in talent management strategies in numerous publications such as the Associated Press, Computer World magazine, Network World and the San Francisco Chronicle, and has been featured several times on CNN as a national talent management expert.
Overview: This Seminar undertakes to explain the process of internal harassment and bullying investigation. Participants will learn how to handle harassment complaints and conduct the investigation to determine facts and minimize liability by analysing evidences, drawing conclusions, writing the formal report outlining the investigation and taking corrective actions where necessary.
Why should you Attend:
The EEOC requires that employers receiving a complaint, or otherwise learning of alleged harassment in the workplace, to "investigate promptly and thoroughly take immediate and appropriate corrective action by doing whatever is necessary to end the harassment, make the victim whole by restoring lost employment benefits or opportunities, and prevent the misconduct from recurring".
That's a tall order to ensure a just and fair handling of a harassment complaint - an essential order that all organizations are required, by law, to follow. The investigation process is, perhaps, the most critical element in dealing with harassment.
This training program helps in identifying the critical components of harassment/bullying investigation in order to determine correct facts and reducing liabilities.
Areas Covered in the Session:
Who Will Benefit:
This training program helps in identifying the critical components of harassment/bullying investigation in order to determine correct facts and reducing liabilities.
Areas Covered in the Session:
- To Determine if an investigation is Necessary
- To Discuss the Steps of an Investigation
- To Explore the Intricacies of Interviewing the Accuser,Accused and Witnesses
- To Differentiate between a Formal and Informal Investigative Procedures
- To Determine Credibility of all Interviewees
- To Draw Conclusions following an Investigation
- To list necessary Elements in writing the Formal report Outlining the Investigation
Who Will Benefit:
- Human Resources Professionals
- HR training Manager
- Investigative Officers
- Managers
- Supervisors
- Team Leads
- Directors
- Department Head
Dr. Susan Strauss is a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying. She conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. Her clients are from business, education, healthcare, law, and government organizations from both the public and private sector.
Dr. Strauss has conducted research, written over 30 books, book chapters, and journal articles on harassment,bullying, and related topics. She has been featured on television and radio programs as well as interviewed for newspaper and journal articles.Susan has a doctorate in organizational leadership. She is a registered nurse, has a bachelor’s degree in human services and counseling, a master's degree in community health, and professional certificate in training and development.
Dr. Strauss has conducted research, written over 30 books, book chapters, and journal articles on harassment,bullying, and related topics. She has been featured on television and radio programs as well as interviewed for newspaper and journal articles.Susan has a doctorate in organizational leadership. She is a registered nurse, has a bachelor’s degree in human services and counseling, a master's degree in community health, and professional certificate in training and development.
Webinar# 10
Compensation Program "Do's and Don'ts"
Overview: Human Resource practitioners or General Managers should attend this program to create and implement effective Compensation strategies that can become a competitive advantage for their companies.
You will benefit by learning strategies that can help to establish equity (i.e. fairness), simplify pay program administration and be a more effective strategic partner in the business. A haphazard, laissez-faire program will lead to the same result that such programs lead to in larger companies: employee relations issues! Our pragmatic Webinar Leader, David Wudyka, SPHR, MBA, will share his considerable insight on this topic.
Areas Covered in the Session:
Who Will Benefit:
Areas Covered in the Session:
- Why using a structured approach to pay program design is important
- What is a "formal Compensation program"?
- The six steps in building a "formal Compensation program"
- Four goal-based characteristics of "pay strategy"
- The importance of pay equity, and the two forms it takes
- The difference between "Procedural" and "Distributive Justice"
- Qualitative vs. Quantitative performance assessment: which is better?
- Is it ok to use more than one pay system "under one roof"?
- Why is it important to use "pay ranges"?
- Job Evaluation? Why can't we just "market price" our jobs?
- How can we get the most out of our modest merit budget?
- The controversy about the use of Weighted Averages vs. Medians
- "We can get pay survey data for free? Where?!"
- The most common pay program problem in companies of all sizes
- Who are your "key contributors" and why are they so important?
- Don't have enough cash compensation? Consider "cost shifting"!
- Common confusion about "cost of living increases"
- Considering mimicking your competition? Don't do it!
- Considering conducting your own pay survey? Don't do that either!
Who Will Benefit:
- Human Resource Managers
- Compensation Analysts
- Compensation Managers
- Financial Managers of HR Departments
- CEO's and General Managers of small companies
David J. Wudyka, MBA, is the Managing Principal of Westminster Associates of Wrentham, MA (www.westminsterassociates.net). He has over thirty years experience as a Human Resource Consultant with a specialty in Compensation Consulting. David has taught extensively in colleges and universities such as UMass Boston, Bryant University, and the U.S. Coast Guard Academy. David is especially interested in how the HR Dept. can strengthen its role as a Strategic Partner in businesses today. He is writing extensively about how to improve pay transparency and to reduce the gender pay gap in ways that make sense for businesses of all sizes.
