An IDP is a systematic plan for training and development experiences by which you may improve performance, prepare for another line of work or move into a position of increased responsibility. Instead of chancing time and money on what may or may not be useful learning experiences, the plan provides both you and your supervisor the opportunity to establish objectives that support the needs of your organization while meeting your development needs. This workshop is made up of four steps: Step One—Preconference Planning, Step Two—Employee-Supervisor Conference, Step Three—Preparing the IDP Form and Step Four—Implementing the Process. This workshop will show you how to:
- Develop an effective IDP.
- Tie personal development goals to your organization’s goals.
- Enhance professional development for future promotional opportunities.
There are four types of leadership development programs: a training series, tiered programs, exclusive programs and a students-teaching-students approach. This isn't any of those...because it's not a program. This comprehensive Leadership Development Experience (LDE) introduces a training methodology and tactics for creating the experience that is right for you and your company. The core goal of this workshop is to guide you through a process that will allow you to define and ultimately create a leadership development initiative of your own. This workshop will:
- Help you develop a customized, sustainable and inside-out leadership training plan.
- Show you how to increase engagement and drive lasting performance through meaningful, memorable, applicable and accountable leadership experiences.
- Help you re-imagine the standard leadership program to inspire purpose and meaning in life, relationships, work and business execution.
- Help you outline the components for your new training programs to help your company increase its leadership capacity over the next four years.
- Guide and support you in building your own leadership development approach from start to finish, big picture to small details.
Learn step-by-step techniques that demonstrate practical solutions for difficult interactions with clients, supervisors, supervisees, spouses, etc. Learn how to control anger and emotions, be assertive, and effectively defuse conflict through a variety of approaches that really work. Set healthy boundaries with others and ultimately find your “ConversationPeace.” This workshop will help you:
- Identify the difference between passive, aggressive and assertive communication.
- Understand how to apply assertive language in your everyday communication to effectively ask for what you want and need.
- Learn to be direct and constructive without violating another's rights.
The biggest leadership challenge isn’t creating a strategy—it’s executing the strategy. If you know your strategy is right on, how do you get your team to nail it? This innovative workshop will explain the L-E-A-D Strategy, which helps leaders quickly drive strategic initiatives and get great results from their teams. The pressures on an organization to move quickly mirror the pressures individuals face on a personal level. Your organization will generate better results if leaders can create agile cultures full of strategic thinkers. You will learn about the L-E-A-D Strategy:
LEVERAGE = LEVERAGE the people and resources you need to create an agile organization.
- Define the value in your work: your personal ROI
- Use the Five Why’s: Identify and Reduce Low-Value Work
- Communicate and Agree Upon Priorities
ENVIRONMENT = Establish an ENVIRONMENT where your employees are confident and capable enough to take initiative and make on-the-fly changes.
- Describe the Challenge of Change Through an Employee’s Eyes
- Develop a Culture of Speed: Implement Changes More Quickly
- Graph the Link Between Employee Performance and Stress
ALIGNMENT = Ensure that your employees are in ALIGNMENT with the organization’s goals so that they’ll make the right strategic choices.
- Graph Your Team Performance Engagement Scale
- Understand How To Spot and Coach Each Work Style
- Track Items You’ve Delegated Using Microsoft Outlook
DRIVE = Remove obstacles so that your team can DRIVE the organization forward quickly.
- Make Decisions Faster and Avoid Over-Collaboration
- Create a Productive Interruption Protocol for Your Team
- Stop Wasting Time with Poor E-mail Behaviors
Many benefits professionals have received only sporadic training in the myriad laws that affect employee benefits plans. ERISA, the Internal Revenue Code, the FMLA, COBRA, the PPACA and more all affect the administration of employer-sponsored benefits programs. This session will provide more clarity around these rules. It will review the ERISA mandates, the plan documents and other communication requirements, the reporting and compliance mandates, and the fiduciary obligations. General requirements under the Internal Revenue Code, COBRA, HIPAA and other laws that pertain to employee benefits will also be discussed. Finally, you will learn how to apply the FMLA, the ADAAA, the FLSA and other employment laws to illustrate how these laws intersect and to understand their effect on employee benefits. This workshop will help you understand:
- The overall ERISA structure so that you can apply employee benefits laws to specific situations.
- What a plan document is, what a summary plan description is, the differences between them and their importance.
- The relevancy of the fiduciary obligations of a plan sponsor.
- The requirements of HIPAA and COBRA and how to manage employee benefits plans to maintain compliance with both of these laws.
- The basics of the FMLA, the FLSA and the ADAAA and how to stay compliant with those rules given their effect on employee benefits plans.
- The essentials of project management, which include conducting an in-depth analysis of pre-project planning; identifying goals, deliverables and requirements (even while they are constantly shifting); creating a breakdown of the work that needs to be accomplished; developing comprehensive time and cost estimates that fit within your organization’s financial objectives; and targeting your messages to influence key stakeholders and gain their support.
- How to define deliverables in financial terms your senior leaders care about (and will actually pay attention to).
- How to develop metrics to determine the best employees to have on your project team, including how to organize and inventory skills, knowledge, personality and previous experience to meet the goals defined in your project scope document.
- How to conduct comprehensive risk probability vs. impact analysis to determine the likeliest causes for your project to become derailed and how to plan for and overcome those challenges (and any subsequent delays to your project).
- How easy-to-implement project management tools can help you plan for and manage your project; these tools include Gap and SWOT analyses, Fishbone (Cause & Effect) diagrams, Goal Breakdown Structure diagrams, RACI matrices, and several types of Gantt charts.
- How potential software tools can help you get organized and track your project; these tools include Microsoft Project and/or Excel, Mind-Mapping software, SharePoint, Smartsheet and Basecamp, to name a few.
Conscious hiring is the linchpin of workplace optimization, engagement and employee retention. It also provides an overall boost to your customer service efforts. Hiring consciously means having awareness around the role, its purpose and the outcomes required to successfully validate the role’s existence and cost in the organization as well as being mindful about who the right type of person is for the role. With a conscious hiring mindset, all of these parameters are defined at the beginning of the search. It means making keen hiring decisions that are geared toward the organization’s strategic needs over and above the keywords listed on the resume and the frenzy to fill the job fast. When people are hired and onboarded into an organization that they are philosophically aligned with and they are hired into roles that are a natural self-expression of their strengths and talents, the benefits are enormous: Simply said, they perform—and they perform well. You will:
- Gain awareness of what it means to be a consultant in HR or recruiting and effectively contribute to the human and talent optimization within your organization.
- Learn how to use experiential learning in performing hiring needs assessments to attract the right talent for the right reason.
- Learn how to evaluate candidates for who they really are so that you make the best hiring decisions.
- Explore the seven-step process for attracting, recruiting and selecting people who are capable, competent and aligned with your company's mission.
- Learn how to elevate your skills to a new level of people optimization and apply advanced coaching tools to train and develop your workforce.
A Towers Watson survey indicates that 51 percent of employees lack trust and confidence in their leaders. And here you sit right between senior leaders and the team members that don't want to follow them. In this tough situation, you need to figure out how to drive the organization when you're not really the one who's supposed to be steering. This workshop will:
- Provide leadership training focusing on skill sets such as strategic planning, critical thinking, influencing, getting buy-in and leading organizations.
- Show you how to effectively lead superiors to “A-game” performance without getting burned in the process.
- Show you how to communicate to persuade as well as softly push back.
- Provide strategies on how to challenge ideas without challenging the “idea presenter.”
- Show you how to avoid upstaging the boss.
HR professionals are a fountain of knowledge and resources and are called on to provide individual support to employees in many forms: You inspire, challenge, course-correct, mentor and question. In other words, you coach them. You undoubtedly do much of this already, and this workshop will give you a new set of techniques to help you learn what to do (and what not to do!) to take that support to the next level. This workshop will use the International Coach Federation's Core Coaching Competencies to give you a new toolbox of skills to use with your employees, including deepening your listening, creating awareness, asking powerful questions, planning developmental projects and creating accountability. We'll cover a lot of ground and rely on examples from your own situations, so bring your coaching challenges and questions! This workshop is highly practical and will give you not only a deep understanding of the topic but also tangible tools and techniques to use immediately. You will discover:
- The definition of coaching and what your role is.
- Who is a good prospect for coaching and when to save your energy/time/money.
- Coaching techniques to create awareness and deepen the learning for a coachee.
- How to establish a measurable developmental program and hold coachees accountable.
- The key to producing long-term, sustainable results vs. just temporary change.
Eighty-three percent of conflicts arise not because technical skills were lacking but because interpersonal/people skills were lacking. Today's professionals do not lack the desire to be more effective when communicating with others; they lack the skills. These skills are often acquired through mistakes, lost opportunities, and efforts to repair professional rapport or important relationships. This workshop will identify the key areas where miscommunication occurs between generations due to misunderstandings and different expectations. Whether you communicate with current clients, team members or prospective customers, you will receive effective solutions to ensure that you maximize revenue by amplifying your communication rapport to bridge the gap between the generations. You will learn how to:
- Avoid six common mistakes when trying to get information to resolve communication problems.
- Correct others with professionalism and respect using a three-step approach addressing accountability.
- Find alternatives to the words and phrases that can damage relationships and customer interactions.
- Understand the true significance of nonverbal communication via body language
Sixty-five percent of new hires are sourced through social media, and recruiting is only one small part of how organizations and individuals are leveraging social media to share their story and connect with an audience. Yet harnessing this powerful business tool requires planning, preparation and resources. This interactive workshop, led by some of HR’s top social media experts, will help you define your goals, select the appropriate social media platforms, create meaningful content and measure the value for your organization. You’ll walk away with an understanding of how to reap social media’s key benefits while avoiding the common pitfalls, and you’ll gain an appreciation for the tools you’ll need to manage engaged communities. This workshop will help you:
- Develop a social media plan in support of your organization’s HR mission that reaches your intended audience and supports your organization’s business objectives.
- Find, attract and hire the most talented employees with cutting-edge technology and best practices in legal compliance.
- Foster engaged employees who share your organization’s stories through meaningful content that supports your overall retention goals.
- Build your personal brand by participating at the right level on the right social media platforms.
Most of us never figure people out. Once you understand and master behavioral adaptability, you will be able to build bridges to all kinds of people in any business or personal situation. This interactive workshop will show you how to practice behavioral adaptability and become a master communicator. You will learn:
- How to spot the behavioral signals that help you “read” your team and other people and accurately determine how they would like you to treat them.
- How to find out what makes people tick—their strengths and struggles, likes and dislikes, etc.
- How to practice behavioral adaptability and how to change your strategy and/or approach based on the situation or the person.
Making a positive impact on your workforce requires a focus on yourself in areas such as personal empowerment, responsibility, goal achievement, and fulfillment of your career mission and purpose. This workshop is designed for HR professionals who want to positively impact their work community and be instrumental in creating an optimized and engaged workforce. After attending, you'll experience a greater level of clarity, focus, personal power and vision that empowers you—and those around you—to reach the highest potential. You'll shift your perspective on how to effect organizational transformation within your company through optimizing your workforce and how they operate. You'll also drastically elevate management’s ability to foster employee engagement and build sustainable employee retention among your workforce. This workshop will help you:
- Understand the HR influences of the past, the HR demands of the present and the calls required to create HR of the future.
- Learn what it means to adopt a “consultant and coaching philosophy” and how that impacts your effectiveness on the job.
- Explore the art and science of the consulting mindset and how it increases your effectiveness and improves your relationship with others.
- Discover key elements of human behavior and communication and then use them to increase your level of impact and influence.
- Maximize your effectiveness in your role by discovering the four basic styles of human behavior that impact your workforce and learning techniques for communicating in a way that all styles can receive, accept and support.
Based on feedback from SHRM members, this workshop has been designed to allow HR practitioners, who are involved in shaping your organizations technology systems –in the selection process and/or in the actual utilization of the technology, to come together and learn from peer-led discussions. Attendance is limited to HR Generalists with HR technology responsibilities from small to medium size organizations with 5,000 employees or less.
SHRM’s Special Expertise Panel Members on Technology and HR Management will facilitate discussions and share their insights and experiences with specific HR technologies on payroll, HRIS systems, talent acquisition systems and performance management systems. You will leave the session with specific workarounds, strategies that your peers have successfully implemented, as well as practical tips and techniques to working with vendors and consultants. This process of assessment, selection and decision-making should not be underestimated in the least because a wrong/poor choice leads to poor credibility for HR in your organization. As a result of peer-led discussions, you will learn:
- Which vendor user conferences have been beneficial from those who have actually attended.
- Which vendors provide the best customer service and best technology user support.
- Questions you need to ask of your internal teams (i.e. IT) to ensure you are asking the right questions of potential vendors.
- The advantages and disadvantages of a cloud-based HR technology system.
- How to make the case for technology investments.
- How to start the process of determining which analytics are appropriate to demonstrate the value your organization receives from any technology platform/system.
Most succession plans are irrelevant to today’s business challenges. Demographic shifts, globalization, emerging communication technologies and economic uncertainty have changed the playing field and what’s required of leaders. Organizations large and small that have not engaged in succession planning are at great economic risk. It is evident that a new normal in American business is emerging, but there is little practical discussion about how to retool succession planning and leadership development to meet the evolving challenges facing companies. You will learn:
- The key pitfalls to today’s succession planning initiatives.
- The impact of future trends on succession planning practices.
- A framework for assessing what tomorrow’s business and roles should look like.
- The leadership competencies necessary to compete in the next decade.
- The key steps to retool succession planning and leadership development for simplicity and success.
With ROI expectations higher than ever, benefits plan design and implementation can involve competing interests. While responding to regulatory, legal, demographic and executive demands in the scope of plan design can be daunting, the satisfaction derived from delivering a comprehensive and responsive benefits platform cannot be rivaled. This workshop is a two-part, highly interactive learning experience. In part one, we will explore benefits plan design and implementation, reinforcing your knowledge of benefits. In part two, you will immediately apply this knowledge to real-world benefits design situations in a team-based competition of strategy and tactics. This workshop will:
- Review the basics of ERISA, consumer-directed plans and cafeteria plans.
- Provide an introduction to plan funding methodologies.
- Review the basics of the PPACA (including reporting and “Cadillac tax” review).
- Provide an introduction to HIPAA for plan sponsors (including health outcomes).
- Review benefits considerations of the multigenerational workforce.
This nationally renowned workshop explores the essential skills necessary to conduct an internal investigation into claims of employee misconduct—including charges of harassment, discrimination, retaliation and violation of violence-prevention policies. Using interactive case studies, you will engage in a step-by-step fact-finding process, practicing questioning and credibility assessment techniques. Preparation of unassailable documentation of process and conclusions along with model forms will be included throughout the program. This workshop will help you:
- Learn effective questioning techniques and investigation process considerations.
- Understand how to deal with the reluctant claimant, the angry respondent and the uncooperative witness.
- Develop confidence in the proper use of credibility assessment tools, including witness demeanor and bias, and the integration of corroborating and circumstantial evidence into your conclusions.
- Prepare bulletproof documentation of your process and findings-of-fact.
Business metrics show the value of having women in top leadership positions. Yet progress is still slow, and it will take over 50 years for women to achieve parity in roles and compensation. What do organizations need to do to accelerate the advancement of women? You will learn how best-in-class companies are attracting, retaining and advancing women. These companies are applying a dual-pronged strategy. First, they are taking an integrated approach to connect all functional business areas to women's advancement. Second, they have active male engagement. You will discover how to:
- Build an integrated women's leadership strategy and create companywide women's leadership plans.
- Drive operating effectiveness and profit through integrated talent and workplace strategies designed to recruit, retain and advance women.
- Deepen your understanding of the critical role HR plays from a functional and enabling standpoint.
- Identify and recruit male champions (especially senior leadership).
You already have a culture of learning but it may not be driving the results your talent is capable of and your organization needs. Dr. Britt Andreatta will share the latest discoveries about the brain, and how to harness human biology to bring out the best in your talent. You will learn how creating a growth mindset culture and investing in learning will increase employee engagement, productivity and adaptability. Leave this interactive session with new strategies for intentionally building the professional capacity of people across all functions of your organization. In this session, you will:
- Explore the latest neuroscience research and how to unlock people’s natural hunger to learn and improve.
- Discover the benefits creating a culture of learning based on the growth mindset.
- Discover key learning design principles that lead to long-term behavior change.
- Identify your default and intentional learning cultures.
- Explore the steps and strategies for building a robust culture of learning that drives continuous improvement.
If you think negotiating skills are only for salespeople, think again! True, negotiation is often linked to sales, but that limited perspective ignores the fact that negotiation pervades all aspects of your work and your life. Trying to increase your company's productivity? Considering expanding product lines (and therefore people)? Leading a team of co-workers to increase your company's engagement level or turn around a corporate culture free fall? Pitching a new process to an internal senior leader? In all of these scenarios, you'll have to negotiate to succeed. A successful negotiation isn't about getting what you want at all costs. Rather, it's about engaging in a give-and-take with someone whose goals and agenda differ from yours, striving to reach a compromise that's satisfactory to everyone involved. This interactive workshop will give you tools to negotiate with the toughest CEO, vendor or employee. You will learn:
- Eight critical success factors you must evaluate from both sides’ perspective before walking in to a negotiation: goals, trade-offs, alternatives, relationships, expected outcomes and the consequences, balance of power, and evaluating win-win solutions.
- How to develop confidence and keep your emotions in check during a negotiation.
- How to set the stage for success and stay on track when parties start to filibuster.
- How to use practice negotiations that really prepare you for center stage.
- Five negotiation styles and when to employ (and avoid) each: Avoid, Accommodate, Force, Compromise and Collaborate.