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X-WR-CALDESC:Events for Engage for Success
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BEGIN:VEVENT
DTSTART;TZID=Europe/London:20220613T130000
DTEND;TZID=Europe/London:20220613T133000
DTSTAMP:20240329T095438
CREATED:20220530T061236Z
LAST-MODIFIED:20220601T071519Z
UID:10000681-1655125200-1655127000@engageforsuccess.org
SUMMARY:Virtual and In-Person Onboarding Your New Hire: Policies\, Practices\, and Processes
DESCRIPTION:We’re in a new world now creating new challenges in the way we do our work including how we welcome and engage our new hires virtually. We have new challenges now with the pandemic – how do we onboard a new employee virtually? Onboarding virtually creates new opportunities that we may continue to use even when the pandemic is not as much of a threat. Whether you call it Onboarding\, Induction\, Enculturation\, or New Employee Orientation (NEO)\, the process used to welcome and train your new employees while capturing their excitement of a new job and reducing their new job jitters is critical to their success. Conducting the process virtually just adds a bit more innovation in providing the same information. NEO is not a one-day event\, but rather a process that begins after their acceptance of the job and extends through the first year of their employment. Studies show that the new arrival’s primary concerns are three things–my job\, my boss\, and my coworkers. Dealing with new employee jitters and uncertainties is a high priority in orientation programs. How long this mental mayhem lasts may depend a great deal on employee orientation. Onboarding is a strategy and a process that extends well beyond their first day on the job. It is a critical process to get the new hire off and running in their new environment – their new virtual environment\, their new virtual position\, and with new virtual colleagues enabling them to enjoy their work and their employer. \nWhy Should You Attend \nOnboarding needs to include fun activities\, using “buddies” to streamline the new hire’s experience\, beginning from the point of the job offer. All of these efforts can be done virtually. It is one of the most important elements an employer should invest in. \nObjectives of the Presentation \n» To describe onboarding tactics for virtual new hires\n» To discuss the intricacies of onboarding the new hire including such things as getting them their new computer\, technology\, and having a virtual lunch\, and dealing with I-9s\n» To identify HR\, the supervisor\, and Buddy’s roles in welcoming and training the new employee to a virtual environment\n» To discuss the new employee’s role in her or his orientation\n» To differentiate between the orientation to the organization and the orientation to the department\n» To assess\, develop\, implement and evaluate your Onboarding strategy\n» To examine virtual Onboarding best practices\n» To assess\, design\, and develop\, implement\, and evaluate your department’s NEO strategy \nAreas Covered in the Session \n» Sample checklists for the manager/supervisor\, HR\, and the Buddy are provided\n» Tips on orienting the virtual employee\n» How to evaluate your Onboarding process\n» To discuss the importance of Checklists for what to accomplish the first day\, first week\, first month\, and the first 90 days\n» To list suggested lists and topics for the onboarding portal\n» To examine onboarding portal systems\n» To Tips on how to select and utilize a Buddy\n» Orientation Evaluation forms for the new hire\, HR\, the buddy\, and management\n» Tips on the manager-new hire “expectations” discussion \nWho Will Benefit\n» All industries – Human Resources – Generalists and Managers\n» Supervisors and Managers of Departments or Units in any Industry\nTo Register (or) for more details please click on this below link:\nhttps://bit.ly/38QvFBG\nEmail: support@concordeducations.com\nTel: (989)341-8773
URL:https://engageforsuccess.org/event/virtual-and-in-person-onboarding-your-new-hire-policies-practices-and-processes/
LOCATION:59 Lukens Dr\, New Castle\, DE 19720\, USA\, 59 Lukens Dr\, New Castle\, DE 19720\, USA\, New Castle\, DE\, 19720\, United States
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/png:https://engageforsuccess.org/wp-content/uploads/2022/05/70060.png
ORGANIZER;CN="ConcordEducations":MAILTO:support@concordeducations.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Europe/London:20220613T173000
DTEND;TZID=Europe/London:20220613T180000
DTSTAMP:20240329T095438
CREATED:20211219T085027Z
LAST-MODIFIED:20220601T111628Z
UID:10000610-1655141400-1655143200@engageforsuccess.org
SUMMARY:Radio Show #445: Allowing Employees to Have More Fun at Work
DESCRIPTION:Special Guest: Dr Bob Nelson and Mario Tamayo: Authors of ‘Work Made Fun Gets Done! Easy Ways to Boost Energy\, Morale and Results.’ \nBOB NELSON\, PH.D.\, president of Nelson Motivation Inc.\, is the world’s leading authority on employee recognition and engagement. He’s worked with 80% of Fortune 500 companies\, is a Senior Fellow for the Conference Board\, a top thought leader for the Best Practice Institute\, and was named a top-five management guru by Global Gurus. Fondly known as “Dr. Bob\,” he has authored over 30 books on employee motivation and engagement\, which have collectively sold over 5 million copies and been translated into more than 30 languages. \nMARIO TAMAYO is a principal with Tamayo Group Inc.\, a no-nonsense consulting firm specializing in leadership and organizational performance. He has more than 30 years of experience in maximizing human performance\, working with organizations such as Genentech\, Amylin Pharmaceuticals\, Petco\, General Dynamics\, and the U.S. Men’s Olympic Volleyball team. \nBob Nelson\, author of the multimillion-copy bestseller 1001 Ways to Reward Employees\, and human performance expert Mario Tamayo teamed up to write the new book Work Made Fun Gets Done! Easy Ways to Boost Energy\, Morale\, and Results. \nAccording to the employees that work for firms listed in Fortune’s “100 Best Companies to Work for in America\,” the most defining characteristic of these organizations is they are all “fun” places to work. Fun is the secret sauce every business needs to better engage and motivate its employees today. Work Made Fun Gets Done! gives readers simple\, practical ideas for instantly bringing fun into their work and workplace. Based on examples from scores of companies like Zoom\, Pinterest\, Bank of America\, Zappos\, Honda\, Microsoft\, and many more\, this book provides clear examples of exactly what managers and employees alike can do to lighten the tone in the work environment and allow employees to have more fun at work. \nJoin us as we discuss simple\, practical ideas for instantly bringing fun into work and the workplace. \nListen Live (Archive Available) \nHost: Jo Moffatt
URL:https://engageforsuccess.org/event/radio-show-445-allowing-employees-to-have-more-fun-at-work/
LOCATION:online\, United Kingdom
CATEGORIES:Radio Show
ATTACH;FMTTYPE=image/png:https://engageforsuccess.org/wp-content/uploads/2021/12/445-Dr-Bob-Nelson-and-Mario-Tamayo-Current-Radio-Podcast.png
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Europe/London:20220614T130000
DTEND;TZID=Europe/London:20220614T133000
DTSTAMP:20240329T095438
CREATED:20220525T132453Z
LAST-MODIFIED:20220525T132453Z
UID:10000488-1655211600-1655213400@engageforsuccess.org
SUMMARY:Humane Layoffs: How to Let People Go with Compassion and Decency
DESCRIPTION:Due to COVID-19 and the current recession\, many organizations are in unfortunate situations where downsizing and layoffs are required in order to sustain the business and survive. \nJoin this webinar to learn seven best practices for planning and communicating layoffs\, all the while preserving your company’s employment brand and maintaining the dignity of your valuable employees. \nWhy Should You Attend \nConducting layoffs is never pleasant. If you’re a CEO who has no feelings about letting people go\, you probably shouldn’t be leading an organization\, to begin with. However\, current economic conditions and market shifts have forced some organizations to make dramatic changes. In these unprecedented times\, having a step-by-step proven approach to handling the unpleasant task of informing an employee that they will no longer be employed will help leaders and managers avoid the most difficult employee reactions\, such as legal liabilities\, anger\, hostility\, and maintain your organization’s employment brand and the morale of your workforce “survivors” as market conditions improve\, you need full productivity from all and for when your organization begins hiring again. \nAreas Covered in the Session\n» Thinking through possible layoff scenarios\n» How should the news be delivered?\n» What and when to tell affected employees\n» What it means to terminated employees: it’s not just the paycheck\n» How to show empathy and compassion in a layoff discussion\n» Acknowledging the value of the employee and their contributions\n» Creative and low-cost ways to support your employees through the transition\n» Impact on the “survivors”: how to keep morale up amongst those who are staying \nWho Will Benefit\n» HR Professionals\n» Managers\n» Supervisors in all companies\nTo Register (or) for more details please click on this below link:\nhttps://bit.ly/3aqgy2h\nEmail: support@concordeducations.com\nTel: (989)341-8773
URL:https://engageforsuccess.org/event/humane-layoffs-how-to-let-people-go-with-compassion-and-decency/
LOCATION:59 Lukens Dr\, New Castle\, DE 19720\, USA\, 59 Lukens Dr\, New Castle\, DE 19720\, USA\, New Castle\, DE\, 19720\, United States
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/png:https://engageforsuccess.org/wp-content/uploads/2022/05/70106.png
ORGANIZER;CN="Engage for Success":MAILTO:info@engageforsuccess.org
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Europe/London:20220615T080000
DTEND;TZID=Europe/London:20220615T170000
DTSTAMP:20240329T095438
CREATED:20220619T211154Z
LAST-MODIFIED:20220619T211154Z
UID:10000691-1655280000-1655312400@engageforsuccess.org
SUMMARY:Implementing an Effective Succession Planning Program
DESCRIPTION:Fortune 500 companies and small family businesses alike share a business need – insuring that they have the talent necessary to effectively lead their organizations in the future. One of the most significant contributions a leader can make is insuring his/her business’ continuity and sustainability – by having employees who are willing and capable of filling each key position with a plan for doing so when the need arises. \nSuccession Planning is a: \n\nThe deliberate\, systematic process of anticipating the need for talent and ensuring that the necessary employee competencies and experience are available when needed in the future\nA strategic approach for avoiding an undersupply of talent\, enhancing the organization’s current talent pool\, and meeting its future needs\n\nNot having a Succession Plan can be costly and sometimes disastrous; it’s expensive to recruit\, interview\, select\, onboard and train a new leader and significant opportunity costs are incurred when a key job is not being performed. \n\nWHY SHOULD YOU ATTEND?\nThe primary objectives for and deliverables from a Succession Planning program are to: \n\nSustain the business through a deliberate and systematic effort to anticipate and ensure\nleadership continuity in key positions\nRetain and develop the organization’s high potential [HiPos]\n\nEncourage individual development by: \n\nIdentifying career paths\nConducting formal performance appraisals\nProviding daily coaching\nCreating Individualized Development Plans [IDPs]\n\nDuring Succession Planning Programs: \n\nAt the macro level the organization is proactively determining:\nThe talent needed in the future\nThe talent it has now\nWhere there are talent gaps\nThe initiatives necessary to close those gaps\nAt the micro-level\, the organization is addressing – for each of its key positions – questions such as:\nWhat the organization would do if it had to fill the position tomorrow\nWhether there is\, at least\, one successor who could immediately perform the duties of the position\nIf there is no successor ready now\, what will need to be done to enable the best internal candidate to be ready and when can he/she be ready can the organization afford to wait\, or would it be better to recruit a successor\, etc\n\nExperience has found the following two processes to be very effective in enabling organizations to have the talent they need\, when it’s needed: \n#1 Performance Management and/or 360 Feedback Processes – through which the\nthe organization is able to: \n\nEvaluate its employee’s current performance – based on documented\, objective performance and achievements\nAssess its employee’s advancement potential\nDetermine its employee’s current readiness for advancement\nObtain from its employees self-appraisals identifying their developmental needs and preferred career plans\nMeet its bench strength needs by initiating Individual Development Plans and experiences – at least\, for its A Players and/or High Potentials – such as:\n\nSpecial or stretch projects\nAssignments in other depts./job rotations\nTry-out/popcorn stand slots\nMentors\nFormal training and development initiatives\nFast track programs with exposure to other functions\nIntense coaching\, etc. \n\nTrack their A Players and High Potentials performance and advancement potential\nAgainst a Performance-Potential Grid\n\nTalent Review Meetings – during which the executive team in a disciplined fashion: \n\nAsks each leader to report on the status of the Individual Development Plans for each of their A Players and High Potentials\nEnsure that each A Player and High Potential is receiving regular coaching and is actively involved in opportunities that will help retain them while accelerating their development\nDrives the organization past business as usual by insuring that its future needs for human capital are identified and will be satisfied when the time arrives – as it will\n\nSuccession Planning initiatives also increase the levels of engagement and performance of your A-Players and High Potentials – the talent your organization will most need in the future. \n\nAREA COVERED\nSuccession Plan Defined \n\nA deliberate\, systematic process of anticipating the need for talent and ensuring that the necessary employee competencies and experience are available when needed\nA strategic approach for avoiding an undersupply of talent\, enhancing the organization’s current talent pool\, and meeting the organization’s future needs\n\nObjectives and Benefits of Succession Planning \n\nSustain the business through a systematic effort to ensure leadership continuity in key positions\nAttract\, retain & develop high potentials [HiPos]\n\nEncourage HiPos development by: \n\nIdentifying career paths\nConducting performance appraisals\nProviding daily coaching\nCreating Individualized Development Plans [IDPs]\nHolding Talent Review meetings\n\nTools and Processes Commonly Utilized for Developing and Implementing \n\nSelf-appraisals and career goals\nPerformance appraisals\, 360 feedback\, and ratings\nAssessment instruments\nGE grid\nIndividual development plans [IDPs]\nHiPo talent development interventions\nTalent review meetings\n\nWhat an Organization\, its Leaders\, and the Program Participants Need to Do To Achieve an Effective Plan\nWhat an organization needs to do: \n\nSupply funding/budget\nEstablish a clear vision and guidance for the program\nDevelop a formal\, written program\nAnnounce the objectives of the program to all employees\nEnsure that all leaders and managers support the program\n\nWhat the leaders need to do: \n\nHave job descriptions developed for their teams\nConduct effective\, formal performance appraisals\nIdentify employee developmental areas\nShare their knowledge and experience\nInvolve employees in more of the leader’s responsibilities\nFacilitate the completion of IDPs for all Hi Pos\n\nWhat the program participants need to do: \n\nConduct self-appraisals\nIdentify their desired career paths\nLearn as much as they can about potential future assignments\nPerform to their capabilities\nComplete their IDPs\nDevelop the employees reporting to them – so they have successors\n\nPotential Measures of the Program’s Success \n\nWhether there is\, at least\, one successor for each key position\nHaving developmental goals and IDPs established for each successor\nDetermining how much of their manager’s job the successors can perform\nDetermining whether successors can perform their manager’s jobs when they are\nunavailable and evaluating their performance during those time\n\n\nWHO WILL BENEFIT?\n\nHR Professionals New to the Field – seeking a comprehensive view of the subject with multiple application initiatives\nExperienced HR Professionals – seeking a refresher\nLeaders and Managers – interested in understanding both how a Succession Plan benefits an organization and how to implement one\n\n\n\n\n\n\nSPEAKER PROFILE\n \n\nPete Tosh is the Founder of The Focus Group\, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines: \n\nImplementing Strategic HR Initiatives: Executive Search\, Conducting HR Department Audits\, Enhancing Recruiting\, Interviewing & Selection Processes\, Installing Performance Management Programs\, Conducting Training Needs Assessments\, Installing HR Metrics\, etc\nMaximizing Leadership Effectiveness: Facilitating Team Building Initiatives\, Designing and Facilitating 360 Performance Assessments\, Executive Coaching\, Measuring and Enhancing Employee Engagement and Performance\, etc\nStrategic Planning: Facilitating Strategic Planning Events\, Establishing Succession Plans\, Installing Business Performance Metrics\, etc\nEnhancing Customer Loyalty: Conducting Customer Satisfaction Surveys\, Facilitating Customer Advisory Councils\, Developing Standards of Performance and Scripts for Key Customer TouchPoints\, etc.\n\nThe Focus Group has provided these consulting and training services to manufacturing and service organizations across the U.S.\, Canada\, Europe\, and the Middle East. Pete has worked closely with the leadership teams of organizations such as Exxon\, Brinks\, EMC\, State Farm\, Marriott\, N.C.I. YKK and Freddie Mac to: \n\nAlign corporate organizational structures with their strategic initiatives — while ensuring value creation for their customer bases\nAscertain customers’ primary needs and perceptions of organizations’ performance relative to that of their competitors\nDevelop and implement customer loyalty enhancement processes — based on specific customer feedback — that delivered sustainable advantages in the marketplace\nImplement performance management programs\, executive coaching\, compensation systems\, and other HR processes to strategically direct and reward desired employee behavior\n\nPrior to founding his own firm 25 years ago\, Pete had 15 years of experience — at the plant\, divisional and corporate levels — in Human Resource and Quality functions. Pete held leadership positions — including the V.P. of Human Resources and Quality — with Allied Signal\, Imperial Chemical Industries\, Reynolds Metals\, Charter Medical\, and Access Integrated Networks. \nPete also frequently develops and facilitates a variety of leadership development programs including Strategic Planning\, Moving from an Operational Manager to a Strategic Leader\, Strategic HR Management\, The Fundamentals of Human Resource Management\, Recruiting\, Interviewing & Selection\, and Employment Law\, and Utilizing HR Metrics. Employees from over 3\,000 organizations have benefited from Pete’s experience and perspective. Pete is a co-author of Leading Your Organization to the Next Level: The Core Disciplines of Sustained Profitable Growth. \nPete holds a B.A. degree in Psychology from Emory and Henry College and Masters’s degree in both Business Administration and Industrial Psychology from Virginia Commonwealth University. \n\nMore Info – https://bit.ly/3Hqe8gm
URL:https://engageforsuccess.org/event/implementing-an-effective-succession-planning-program/
LOCATION:online\, United Kingdom
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://engageforsuccess.org/wp-content/uploads/2022/06/4.jpg
ORGANIZER;CN="247compliance":MAILTO:webinar@247compliance.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Europe/London:20220615T123000
DTEND;TZID=Europe/London:20220615T133000
DTSTAMP:20240329T095438
CREATED:20220608T142653Z
LAST-MODIFIED:20220608T142653Z
UID:10000685-1655296200-1655299800@engageforsuccess.org
SUMMARY:How to Gain Commitment to Culture Change
DESCRIPTION:Join Fiona Anderson to understand the importance and impact of Company Culture and how to gain commitment from executives to Culture Change \n\n\n\n\n\nAre you experiencing: \n\nAn increase in staff turnover – the great resignation?\nAn increase in customer complaints?\nAn increase in the challenges and cost of recruitment – the war for talent?\n\nThese are just some of the signals that indicate there is something wrong. \nHow many Executives would consider their company culture as a root cause and worthy of attention? \nExecutives rarely appreciate the strategic imperative and bottom line benefits to be gained from a focus on company culture. Whilst they concentrate on process\, technology and head count to manage costs\, they ignore the invisible. They ignore their company culture. \nIn this session join TCD coach Fiona Anderson to explore how to grab the attention of your Executive Team: \n\nYou make the invisible\, visible.\nYou provide data that grabs their attention.\nYou help them to identify the cost of culture in your company.\nYou demonstrate how they can Grow their own Culture with the resources they already have and achieve an ROI.\n\nFiona will share some case studies and you will have the opportunity to ask questions and seek clarification.
URL:https://engageforsuccess.org/event/how-to-gain-commitment-to-culture-change/
LOCATION:online\, United Kingdom
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/png:https://engageforsuccess.org/wp-content/uploads/2022/06/15.06.png
ORGANIZER;CN="Fiona Anderson":MAILTO:fiona.anderson@valuingyou.co.uk
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Europe/London:20220615T130000
DTEND;TZID=Europe/London:20220615T133000
DTSTAMP:20240329T095438
CREATED:20220525T132453Z
LAST-MODIFIED:20220525T132453Z
UID:10000490-1655298000-1655299800@engageforsuccess.org
SUMMARY:Creating an Insanely Positive Workplace Culture
DESCRIPTION:Year after year\, companies like USAA\, Marriott Hotels and Wegmans Food Markets are consistently listed in Fortune Magazine’s 100 Best Companies To Work For. How do they do it? It’s more than free food at gourmet cafeterias and onsite gyms. It’s the management practices that inspire employees to contribute their very best. \nIn this webinar\, Larry shows how you can apply those principles for creating an insanely positive workplace culture for your own team. \nWhy Should You Attend \nResearch has shown that the average cost of replacing an employee is 150% of that employee’s salary. If you lose 10 employees per year that make $40\,000 each\, turnover is costing you $600\,000 per year. Ironically\, this is a cost that can be avoided. \nResearch also has shown that most employees that voluntarily leave their jobs do so to get away from their managers. Larry offers you tools to raise the odds your good people won’t want to leave you. \nObjectives of the Presentation \n» Lessons learned from USAA and other best places to work\n» How to motivate your team without money\n» How to become the manager everyone wants to work for\n» Lessons learned from the worst manager you ever had\n» The biggest killers of employee trust and how to avoid them\n» Creating a positive company culture \nAreas Covered in the Session\n» Lessons learned from Google and other best places to work\n» How to motivate your team without money\n» Creating a positive work culture and how to become the manager everyone wants to work for\n» Lessons learned from the worst manager you ever had\n» Getting bad apple employees back on the company bandwagon \nWho Will Benefit\n» Team leaders\n» Managers\n» Directors\n» Leaders – anyone who manages others.\nTo Register (or) for more details please click on this below link:\nhttps://bit.ly/3lHtmn9\nEmail: support@concordeducations.com\nTel: (989)341-8773
URL:https://engageforsuccess.org/event/creating-an-insanely-positive-workplace-culture/
LOCATION:59 Lukens Dr\, New Castle\, DE 19720\, USA\, 59 Lukens Dr\, New Castle\, DE 19720\, USA\, New Castle\, DE\, 19720\, United States
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/png:https://engageforsuccess.org/wp-content/uploads/2022/05/70089.png
ORGANIZER;CN="ConcordEducations":MAILTO:support@concordeducations.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Europe/London:20220616T130000
DTEND;TZID=Europe/London:20220616T133000
DTSTAMP:20240329T095438
CREATED:20220528T104125Z
LAST-MODIFIED:20220528T104125Z
UID:10000494-1655384400-1655386200@engageforsuccess.org
SUMMARY:No More Excuses! Unleash the Power of Accountable Communication
DESCRIPTION:In this interactive session attendees will learn how to unleash the power of accountable communication to stop the blame game\, banish excuses and boost productivity. A single\, powerful factor separates super-achieving teams from those that throw around phrases like ‘not my job’ and ‘nobody told me’: Accountability. Humans are more creative\, more responsive to challenges\, and more capable of serving the needs of others when they are held accountable. \nGreat supervisors have a unique talent for tapping into employees’ personal accountability. But teams with low levels of accountability are led by managers who are sloppy about defining roles\, assigning ownership of tasks and ensuring individuals deliver results. \nWhen managers haven’t mastered this fundamental leadership skill\, the consequences can be catastrophic. Projects stall\, communication breaks down\, people point fingers\, morale tanks. And when star employees realize they don’t work on a high-performing team\, they head for the door.\nWhy Should You Attend\nWhen communicating goes wrong\, from a misunderstanding that leads to a worksite mishap\, to a worker taking personal offense to an off-hand remark\, both individuals need to face how they contributed to the problem. While our human insecurities drive us into defensiveness and self-justification\, everyone involved in a communication problem bears some degree of responsibility. Attend the session to learn how to unleash the power of accountable communication & to boost productivity. \nObjectives of the Presentation\n» To improve teamwork and efficiency\n» To raise employee productivity\n» To diminish needless interpersonal conflict in the workplace \nAreas Covered in the Session\n» Recognize the symptoms of an accountability problem by learning what accountability does and doesn’t look and sound like\n» Shut down ‘blamestorming’ and identify the conditions that lead to this destructive behavior\n» Master the power of asking ‘accountable questions’\n» Diagnose and remove common barriers to accountability: ego\, fear\, perfectionism\n» Strike ‘non-accountable’ words and phrases from your vocabulary and replace them with ‘accountable’ words and phrases\n» Teach employees how to acknowledge mistakes and take responsibility without making excuses or sounding weak\n» Assume the important leadership role of ‘problem giver’ \nWho Will Benefit\n» Senior HR Professionals\n» HR Analysts\n» HR Managers and Directors\n» HR Personnel\n» Employee Relations Professionals\n» Directors\n» Vice Presidents\n» Auditors\n» Managers\n» Shift Leaders\n» CEOs\n» Supervisors\n» All Employees\nTo Register (or) for more details please click on this below link:\nhttps://bit.ly/39Q4kQ1\nEmail: support@concordeducations.com\nTel: (989)341-8773
URL:https://engageforsuccess.org/event/no-more-excuses-unleash-the-power-of-accountable-communication/
LOCATION:59 Lukens Dr\, New Castle\, DE 19720\, USA\, 59 Lukens Dr\, New Castle\, DE 19720\, USA\, New Castle\, DE\, 19720\, United States
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/png:https://engageforsuccess.org/wp-content/uploads/2022/05/70076.png
ORGANIZER;CN="ConcordEducations":MAILTO:support@concordeducations.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Europe/London:20220617T130000
DTEND;TZID=Europe/London:20220617T133000
DTSTAMP:20240329T095438
CREATED:20220528T104125Z
LAST-MODIFIED:20220528T104125Z
UID:10000496-1655470800-1655472600@engageforsuccess.org
SUMMARY:Implementing a Succession Plan to Identify\, Develop & Retain Your High Potentials
DESCRIPTION:Fortune 500 & small organizations share the critical needs of: \n» Sustaining their businesses\n» Having the talent to effectively lead their organizations in the future \nSo\, leaders can make a significant contribution by: \n» Ensuring that their organization has the employees who are capable of filling each key position\n» And having a plan for doing so when the need arises \nA sound succession plan can turn today’s concerns into tomorrow’s readiness \nWhy Should You Attend \nLearn how to develop & implement a process that will allow you to: \n» Anticipate the need for & ensure that the appropriate talent is available when you need it\n» Enhance your current talent pool\n» Prepare for the future changes that will impact your key positions\n» Sustain your business by ensuring the continuity of talent in key positions \nEscalate the development of & retain your high potential [HiPos] through: \n» Career paths\n» Performance management & coaching\n» Individualized development plans [IDPs]\n» Talent review meetings \nAvoid the costs associated with: \n» Positions being vacant for extended periods\n» Recruiting\, on-boarding new hires\n» Replacement hiring mistakes \nNot having a succession plan can prove to be very costly & sometimes disastrous \nAreas Covered in the Session\n» Succession planning defined\n» The objectives of a succession plan\n» The benefits of a succession plan\n» Personal experience case study\n» Ten succession planning tools\n» Organizational responsibilities\n» Leadership team’s responsibilities\n» Program participants’ responsibilities\n» Measures of the success of a succession planning program. \nWho Will Benefit\n» CEO’s\n» Owners\n» Plant Managers\n» HR Professionals\n» Directors\nTo Register (or) for more details please click on this below link:\nhttps://bit.ly/3LX4x0Z\nEmail: support@concordeducations.com\nTel: (989)341-8773
URL:https://engageforsuccess.org/event/implementing-a-succession-plan-to-identify-develop-retain-your-high-potentials/
LOCATION:59 Lukens Dr\, New Castle\, DE 19720\, USA\, 59 Lukens Dr\, New Castle\, DE 19720\, USA\, New Castle\, DE\, 19720\, United States
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/png:https://engageforsuccess.org/wp-content/uploads/2022/05/70107.png
ORGANIZER;CN="ConcordEducations":MAILTO:support@concordeducations.com
END:VEVENT
END:VCALENDAR