Change is Inevitable. Growth is Optional.
Responding to change is usually not optional. Organizations around the world are finding themselves forced into change initiatives, reductions, cut-backs, and other forms of forced change. When these demands are impacting business outcomes and damaging employee morale, it is usually because of the manner in which the change is being managed and delivered to the workforce. The fact is, companies usually don’t really want to change. They do however want to grow. Growth is nothing more, nothing less than positive change. This presentation:
* Lays out the basic elements of successful change process
* Delivers key plans for how to stay ahead of the change curve in any industry
* Presents the five keys for delivering change initiatives to staff to minimize resistance and increase excitement
* Introduces the Core10 Growth Principles – a proven model for responding to initiatives, managing performance, and igniting growth and success in organizations
Leading in Turbulent Times of Change
During turbulent times, people need structure, stability, and direction. These add to a clear sense of clarity. If employees are clear about the vision, purpose, and direction of their organization, they are more apt to being their best everyday at work. This responsibility for providing clarity falls on the shoulders of business leaders. Being clear and increasing information flow will aide any organization in getting through turbulent times. With structure and stability, employees can also be clear about their personal accountability. They need to answer the question “What’s my role in all of this?” They can also answer the WIFM question – “What’s in it for me?” This presentation:
* Explores the primary factors of influential leaders
* Introduces the Six Ps of Leadership – Passion, Presence, Personality, Poise, Praise, and Performance
* Reveals modern day research on employee needs and management practices that increase collaboration in work teams
* Creating powerful strategy for carrying your organization forward, even in the face of obstacles
Attracting, Hiring, and Retaining Top Talent – Do People Really Matter?
One of the four elements of human capital is the ability of an organization to attract, hire, and retain top talent. Retaining the very best people is a primary business outcome in any industry. Yet talent retention has only made the headlines in books, at conferences or in management development programs in recent years. It seems when skilful labor was plentiful no-one worried about talent retention. Now it keeps many executives awake at night.
If the talent drain has not cast its shadow over your business yet, it likely will. Workforce forecasters predict the available workforce will shrink by 15% before 2008. Equipped with this information, and other similar studies, many companies are rushing to implement retention initiatives. Not surprisingly, without practical strategies in place, there’s been little effect. When managers rely upon their own intuitive theories, they might hit the mark, or they might miss it altogether. This presentation:
* Explores the primary factors of success in attracting top-talented employees
* Introduces the key to effective hiring practices – The Hiring Mantra
* Answers the question – How do we keep our very best without killing our labor budget?
* Presents a valid picture of the value of tangible and intangible benefits
* Leaves participants with a clear understanding of how to increase the Human Capital in their organization
Building an Engaged Workforce
There are three kinds of employees that all organizations are faced with managing. Sabatogers, Duds, and All-stars. Now while we don’t refer to employees in this way, what we are referring to is different levels of Employee Engagement. Employee Engagement is an emotional process of strong feelings of commitment, pride, satisfaction, and pride in one’s job. Based on extensive research from the field of Strengths-based management, Dr. Scott Kimball presents his insight into the process of building an engaged workforce. Employee Engagement impacts the bottom line in an organization. By increasing Employee Engagement, organizations increase their customer loyalty, which builds sales, which increases revenues, which increase market share. This presentation:
* Explores the current research on Employee Engagement
* Presents the elements of Employee Engagement
* Defines definitive management practices for increasing Employee Engagement
* Answers the question – What do we do with the sabatogers, duds, and all-stars?
Links your Employee Engagement strategy to your primary business outcomes
Leadership Influence – Maximizing the Potential of People
With leadership roles in an organization comes power and authority. The manner in which leaders administer, use, and apply this power and authority will determine whether or not they are influential as leaders. We’re not just talking about influence; we’re talking about positive influence. Influential leaders are able to inspire, act, and lead in a manner that creates synergy in organizations. Influential leaders model success, support the success of others, and create success through collaboration. This presentation:
* Introduces the Six Ps of Leadership – Passion, Presence, Personality, Poise, Praise, and Performance
* Explores the needs of employees
* Introduces the concept of “Breaking the Golden Rule”
* Inspires business leaders to embrace management practices that maximize the potential of those they lead
* Explores a powerful process for maximizing self potential, the potential of their employees, and the performance potential of their organizations