The co-creator of Zappos will share the story of how the company became the thriving example of culture as a brand, with happiness as its business model—a $1 billion-dollar-a-year sensation built on “wow” customer service and a values-based company culture. Personal life lessons and discoveries, tips and techniques, and actionable takeaways about values and culture combine to present a model that can be applied to your organization immediately. Learn how prioritizing happiness at work and in life can create change in the world.
- How happiness as a business model equals profits, passion and purpose.
- Understand why culture is your brand and brand is your culture.
- Ways to build company culture and enhance both customer experience and engagement.
- Understand the process and key elements of building a culture of happiness, positivity and well-being into a strong brand.
- Flexible thinking skills and leadership strategies and techniques to explore and develop conscious leadership.
As we become more technologically advanced, busier and stressed, we are in desperate need of simple kindness and caring in our workplaces, cities and homes. We often don't even see the opportunities to be kind that are around us every day. By learning the KIND acronym—Kinesthetic, Imaginative, Neighborly, Deliberate—you’ll awaken to these chances to make a small difference in someone's day, with a positive impact on your bottom line.
- Learn many inspirational, concrete and simple ways to change your culture and your lives to ones of kindness and caring.
- Add more purpose and joy to each day of your life and the lives of others with whom you interact, from the CEO to the frontline worker.
Engagement means active participation in your desired company culture, a greater buy-in to your brand, and improved bottom-line results. It is the secret sauce that makes your team magic. This highly interactive session combines case studies and fascinating new research in neuroscience and psychology with stories, theory, applications and a team-based game, priming participants to learn (and have fun!). The speaker’s unique insights (as an award-winning actor and team-building educator) and forward-thinking approach to workplace dynamics challenge participants to rethink attitudes and discover exciting new ways to deliver more value to clients and others.
- Understand the power of active participation and the neuroscience behind emotional contagion, mindfulness, social pain and more.
- Learn how shifts in education, media and cultural values have shaped the meaning of engagement.
- Learn how to create and measure engagement across all aspects of our lives.
- Discover how to be more engaging and harness this power for improved creativity, productivity and bottom-line results.
Offboarding is an often overlooked area of the employee lifecycle—less than 30% of organizations have a formal offboarding process—but it is becoming more important as the internet-driven workforce changes. Poor offboarding practices can affect an organization’s bottom line, tarnish reputations, and directly influence future talent acquisition. The good news, however, is that organizations are starting to see this impact, causing them to improve the entire employee experience from interview to exit. Exiting employees who get red-carpet treatment will be better brand ambassadors, spokespeople and allies, telling talented colleagues about your organization and possibly even working for you again.
- Understand the impacts of offboarding and learn to properly offboard employees with red-carpet treatment.
- Monitor your employer brand, and protect it in the event of large layoffs and firings.
- Develop alumni networks to engage former employees as brand ambassadors and sources for candidate referrals.
- Reframe the exit interview conversation into a feedback interview.
- Develop a strategy for allowing employees to leave on their own/transition due to performance issues, versus being fired.
- Recognize the benefits of hiring boomerang employees, who already understand your company culture and industry.
Efforts have been made in recent years to advance equality for gender and sexual minorities, but there are still many instances where LGBTQ+ people find themselves excluded, unwelcome and uncomfortable in the workplace. According to the Human Rights Campaign, an average of 50 percent of employees report hiding their sexual orientation at work due to hostility, prejudice, discrimination and mistreatment. This interactive session helps attendees develop a greater understanding of the lived experiences of LGBTQ+ individuals. Explore and discuss specific HR scenarios that involve LGBTQ+ workers, and learn to develop strategies to create more welcoming and inclusive workplaces.
- Become more familiar with LGBTQ+-inclusive terminology and language, including appropriate pronoun usage.
- Learn the differences in the dimensions of biological sex, sexual orientation, gender identity and gender expression.
- Hear statistical data on LGBTQ+ workers and workplace trends.
- Develop effective ways to address questions and issues involving LGBTQ+ workers.
Anything is possible when people are inspired, and there is a direct connection between an inspired culture and business success. Culture unites not just recruitment, retention and employee engagement, but also customer satisfaction, innovation and overall performance – and Kronos Incorporated has proof. Since Aron Ain took over as CEO in 2005, Kronos – led by HR’s strategic guidance – transformed its culture by investing in employee development and engagement as growth strategies while focusing on managers as the linchpin to company-wide success. It’s no coincidence that, as Kronos engagement skyrocketed, company revenue tripled to $1.4 billion and Kronos has been awarded many coveted “best place to work” distinctions along the way. This session, led by Kronos HR Evangelist Chris Mullen, will teach leaders who manage teams of five or 500,000 how to create an inspired culture in their own organizations by following surprisingly simple rules to replicate Kronos’ success.
- Build of culture of trust.
- Develop humble yet inspiring “un-leaders.”
- Over-communicate with truth-telling.
- Hold managers accountable for being great leaders.
- Give employees their time back.
- Empower the next-generation workforce.
In this dynamic multimedia session, an employee engagement expert will share best practices from organizations that consistently top lists of “best companies to work for.” Learn a hands-on, six-step process for building the framework for your customized employer brand—the first step to smarter hiring and more engaged employees—using proven methods, tools and current case studies.
- Connect your organization's values and mission to your hiring practices.
- Build the framework to create your own unique employer brand.
In a world that venerates the shiny and new, many who are neither are feeling invisible, undervalued, and threatened by “digital natives” rising up the ranks. But experience is on the brink of a comeback, according to speaker Chip Conley. A well-known hotelier recruited at age 52 by the 20-something founders of Airbnb to help them grow their start-up, Conley had the industry experience but lacked the digital fluency of his younger colleagues. Later he realized that while he'd been hired as a teacher and mentor, he was also a student and intern: a “Modern Elder.” Companies are finally waking up to the value of the humility, emotional intelligence, and wisdom that come with age. Digital skills might have a shelf life, but the human skills that mid-career workers possess—good judgment, specialized knowledge, and the ability to collaborate and coach—never expire. Thriving in midlife means learning to marry wisdom and experience with curiosity, a beginner's mind, and a willingness to evolve.
- Liberate the term “elder” from the stigma of “elderly.”
- Embrace wisdom as a path to growing whole, not old, as a Modern Elder.
- Be inspired to write your next chapter—whether you've been forced to make a mid-career change, are choosing to work past retirement age, or are struggling to keep up with Millennials.
When employees face traumatic situations—mass shootings, deaths of family members, serious illness, natural disaster—how do we react as employers? We say that employees are one of the most important assets in our organizations, but what happens when the effects of trauma linger after headlines fade? The approaches that leaders and organizations take toward their employees will influence morale, engagement and retention. Learn how to foster strategic and spontaneous compassion to help employees and the organization survive pain, strengthen culture, and enhance peak performance, production and profits.
- Assess the current and future impact of employee trauma in your organization.
- Identify the types of compassion and understand how each type works to minimize the effects of trauma, proactively and reactively.
- Craft a variety of effective HR policies, procedures and practices.
That guy from accounting is showing up late, bullying his direct reports and missing deadlines—but who wants to tell him? We all know it's important to have critical conversations at work, yet we struggle, because giving clear, honest, constructive feedback is, quite possibly, the most difficult thing to do. Many organizations are moving away from annual evaluations and toward creating a company culture of ongoing, informal coaching and feedback. But it's one thing to make a change and another to have employees actually embrace it. In this captivating interactive program, you'll discover the six steps to giving feedback, and receive a toolbelt of practical tips. You'll even learn what a spinach salad, George Carlin, and speed dating have to do with delivering effective feedback.
- Empower others to give honest reactions without candy-coating or lecturing.
- Listen interactively, lower tension, and defuse defensiveness.
- Provide day-to-day spot coaching and course corrections.
- Address exceptionally hot issues swiftly and decisively.
- Adjust for bosses, co-workers and management.
Attitude is the number-one predictor of future performance and success. Hiring decisions based on a candidate's skill level alone actually decrease hiring success, because it takes more than skill to succeed. A job skill suggests that a person can do a job, but it doesn't guarantee that the person will go above and beyond. This fast-paced, fun and interactive session shows you how to incorporate attitude assessment into your interview process so you can hire high-performers.
- Find out exactly what “attitude” is and the powerful role it plays in job performance and success.
- Understand why skill is not an accurate predictor of future performance.
- Discover the attitude that all high-performers share.
- Practice an attitude assessment exercise using music lyrics.
HR professionals need to be able to spot deception when they conduct investigations and interview and hire applicants. Most of us are extremely poor at this because we rely on inaccurate stereotypes about how people behave when they lie (such as the mistaken belief that liars are fidgety and don't look you in the eye). Through videos and case studies, you’ll learn scientifically validated methods for spotting signs of deception and truthfulness, which you can apply in your everyday work life. This engaging and interactive session is presented by a former U.S. Department of Justice attorney.
- Which signs of deception are valid and which are based on myth.
- Verbal and non-verbal cues.
- How to spot signs of deception and truthfulness when conducting investigations and interviewing and hiring applicants.
A strong organizational culture can clearly differentiate a business from its competitors. Companies that align culture with business have 58 percent more growth and 72 percent more profitability. Yet only companies that can relate their cultures directly to their business strategy will perform and grow. Explore how culture and business strategy go hand in hand, and how culture is a key enabler for growing the business.
- Define the distinguishing factors for a strong and inclusive culture.
- Learn to implement processes that help build a cohesive culture.
- Understand how diversity is a strong enabler around culture, and how inclusive environments contribute directly to company success.
New York recently legislated sweeping sexual harassment prevention training requirements, and more states are sure to follow. The growing realization is that yesterday’s training has not worked to shape much-needed change within corporate cultures, and we must address that fact. This session re-examines training content, instructional methods, organizational structures and grievance reporting procedures. It explores the requisite skills you need, and the tough decisions you will have to make, to comprehensively address workplace harassment, discrimination and bullying.
- Understand the training content that informs a candid discussion of gender, power and sexual dynamics in the workplace.
- Learn effective instructional structures, methods and communications designed to ensure executive and managerial buy-in and support.
- Understand the powerful role that bystander engagement training can play in creating a proactive response to avoiding harassment and abusive conduct.
- Learn the revised grievance and investigation procedures that can effectively address the chilling fear of retaliation among complainants, while diminishing concerns of HR bias in favor of executive leadership.
After you spend time, money and resources to recruit and hire the perfect candidates, do you then subject them to a stack of forms and “death by PowerPoint”? Torturing them with new employee orientation (NEO) sends the wrong message and motivates no one to achieve their best. Learn how one company threw out NEO as we know it and brought in an engagement-focused approach that integrates new employees into the culture faster, acclimates them to the company and department effectively, and helps them become more productive sooner.
- The five keys to new-employee satisfaction: how to use them within the first few days of employment, when newcomers are deciding how long to stay with you.
- How to align company values during the onboarding experience, to improve new employees' opportunities to acclimate and succeed in their jobs.
- The new employee learning roadmap for the first six months of employment: why it is important to maintain engagement during the first full year to enhance retention.
- Preboarding opportunities that will prepare your new hires to hit the ground running when they get to work.
- How to maximize online training tools to improve learning, engagement, and employee satisfaction during new employees’ first few months.
Conscious Hiring® is a value-based employee selection system that can help you position yourself as a leader in for the 21st-century talent revolution. Risks such as the high cost of recruiting, the insidious price of a mis-hire, and the potential for turnover are daunting, but Conscious Hiring® gives you control over the hiring process to directly impact profitability, workforce effectiveness, and return on people investment. The model is key to employee engagement, retention and optimization in the workplace.
- Philosophically align new hires with your company's culture to ensure that they are highly qualified, dedicated to their role, and will get results.
- Conscious Hiring® and development leverages your ability to act as a consultant inside your organization, fostering systemic corporate growth and transformation.
- Learn and champion a lean recruiting model to increase your company's efficiency in the hiring process.
You’ve likely heard the statistics on the high number of Americans with criminal records, and are aware of the national “ban-the-box” movement designed to prevent discrimination against such job applicants. But you might not know how to leverage this untapped talent pool while still protecting your company from negligent hiring and discrimination lawsuits. This session cuts through the rhetoric to provide tangible information on the why’s and how’s of hiring these individuals.
- Learn how to analyze criminal records when making hiring decisions to reduce bias while meeting your compliance obligations.
- Be introduced to a model decision-making process.
- Identify action steps to apply in your unique organization.
- Get tips on selecting a background-check provider.
Disruption is the new normal. Global organizations have been experiencing aggressive growth targets and challenging labor markets, and media giant The Walt Disney Company is no exception. Walt Disney International’s former vice president of HR tells the story of how he led a multi-phased change management effort across the worldwide enterprise, building a culture of “futures thinkers.” He details the practical lessons learned as HR reframed strategy processes, identified talent and skills gaps, produced future-empowered innovations, and established a new leadership competency.
- Why strategic foresight is a critical methodology, skill set and mindset for the 21st century.
- How creating a culture of futures thinking can pressure-test existing strategies, lead to the development of innovative products and services, drive the identification of gaps in talent and skills, and inspire other business segments to take action.
- The importance of creating a global standardized training program implementing local and custom integrations when rolling out a change management effort.
With five generations in the workforce and an increase in the number of gig workers and people working remotely, today’s workplace is quickly evolving. If your organization is not delivering on employee expectations, it could lose workers. One of the many challenges these changes have presented is how to increase the “stickiness” of these employees and help them bond with your company and culture. What if you could leverage your total rewards program to increase employee loyalty and retention? Eighty-nine percent of employees say benefits are as important as salary, but 26 percent of Millennials say they’d rather clean their toilets than deal with the complexity of a health plan. This session will share how providing a consumer-grade employee experience using personalized access tools will increase engagement for your virtual workforce.
- Learn what today’s health care consumers are expecting from a health and benefits experience—and what they will expect in the future.
- Understand how the latest total rewards strategies and innovations can become important tools for a virtual workforce.
- Learn how companies are making workforce analytics, artificial intelligence and advanced technologies part of their business strategy.
It's no secret that HR has big-time expectations, and this is amplified when you are the single HR professional for your entire organization. Your company size or budget doesn't justify adding more HR staff; you alone are expected, as a DOO, to recruit an awesome team, build an award-winning benefits package, design flawless training sessions, enter precise data into the HRIS database and much more. Prioritizing works for a while, but you need help: it's time to get creative! How can HR leverage the gig economy to keep you ahead of the game? This interactive session will help you build a virtual team of experts to conquer your most critical projects—without hiring a single full-time employee.
- Understand the differences between an employee and contractor.
- Find out about three sources for recruiting 1099 HR contractors.
- Know the processes and paperwork required to hire a 1099 contractor.
Many leaders and managers are stressed at work like never before. Too much to do, too little time, and too many distractions. But not everyone is struggling… some have figured out how to create a better place to work where employees are happier, more motivated, and more productive. One where employees are highly engaged and customers have a more consistent experience, leading to more profitable business results.
More than 65% of Gregg Lederman’s clients are on a “best place to work” list. In addition, his clients witness nearly three times the amount of employee engagement than their competitors. This is not by chance. It is by design. There is a recipe for this success that is simple and easy to put into practice. The recipe? Give people what they CRAVE!
• Embrace the concept of CRAVE and how fueling the working environment with more of it will lead to less stress, stronger employee performance and accelerated business results.
• Leverage the unique differences and strong similarities of a multi-generational workforce.
• Adopt the three steps to being genuine and strategic when recognizing the success of employees.
• Master the Ultimate Leadership Habit of 10 Minutes by Friday™ to improve employee engagement and delight customers.
A motivated and engaged workforce translates into highly productive employees who can help you achieve your business goals. As HR pilots, you must convince the C-suite that employee engagement supports big returns—easier said than done. Play while practicing with tools that foster an environment of increased productivity in your team. Care about and control employee engagement now to avoid unpleasant turbulence later.
- Discover the employee engagement continuum to appreciate how engagement impacts effectiveness.
- Leverage approaches that elevate the people side of business, linking engagement with business outcomes and metrics.
- Apply practical strategies to celebrate workforce stars and keep them “plugged in.”
- Return to work with practical, ready-to-use tools to support your engagement efforts.
As business leaders acknowledge that talent is becoming more and more crucial to the success of the company, there’s an increasing ability for HR leaders to use AI to optimize the match between people and opportunities. AI is not only helping companies sort through countless profiles and resumes to zero in on the right candidates, but also helping to make other crucial HR tasks more seamless. In this session, John Jersin, VP of product for LinkedIn Talent Solutions and Careers, will shed light on how AI is impacting hiring today. Jersin will also share how LinkedIn is applying AI technology to over a decade of workforce data to forever change the way we find and hire talent.
- Understand what AI is and how the technology is being used in HR and recruiting today.
- Get tips on how to maximize the use of AI in HR practices.
- Learn how LinkedIn’s AI technology is helping businesses with their overarching recruitment strategies.
“Agile” is the important work process taking hold in IT groups and other areas across organizations, and HR plays a critical part in leading and supporting the initiative. Learn the key tenets of agile work to understand how HR can take a primary role in applying it to shape a positive, holistic work experience—with consideration for leadership, teams and individuals, and for work, workers and workplace. Gain the necessary information about agile work that enables you to make a powerful impact in your organization.
- Increase your knowledge of what agile means and how to support your internal customers.
- Understand a new model for creating a holistic work experience in support of an agile workplace.
- Discover key leadership behaviors you can activate to be successful.
- Learn about the elements of team dynamics that are most critical to establishing an agile workplace.
- Empower the HR function to lead and support an agile workplace in new ways.
Over the last three years, Microsoft has been on a journey to rediscover its soul, transforming its culture from one of “know-it-alls” to one of “learn-it-alls” grounded in a growth mindset. Hear from the key leader and learner in this ongoing process.
- Growth mindset.
- Empathetic leadership.
- Cultural transformation.
Employers are struggling to attract, retain and engage talent with the skill sets required to meet strategic objectives. At the same time, employees are looking for alternative work arrangements, flexible hours, more control over their time, and a consumer-like experience. What do these new expectations mean for HR? How can you leverage HR technology to provide a great employee experience?
- Understand changing employee expectations in order to prepare for the future.
- Identify the key employee lifecycle milestones that influence the overall employee experience.
- Explore the benefits of integrated business applicationsand emerging technologies that can provide employees with a consumer-grade experience.
Effective managers are key to the success of any organization; training and developing those managers brings the organization to a strategic edge. While working to implement that culture of learning, it is important to balance several elements: performance management; strategic goals and initiatives; wants and needs of employees and managers; and tight budgets. As a result, the organization has managers who are more effective and a workforce that is motivated, educated and experiences infrequent turnover.
- Properly develop and communicate a management training strategy by using skills in critical thinking and careful diagnosis.
- Identify managers’ performance gaps and techniques for remedying them.
- Learn to effectively communicate to senior leadership how the needs, design, process and results of the management development intiative align with corporate strategic initiatives.
Stopping new-hire turnover reduces all turnover. This session provides proven, creative ways to recruit, hire and retain new hires—in the form of a contest. Participants will listen to and consider alternative solutions, vote on the most effective ones, and ultimately learn the best ones, ranked top to bottom. Solutions to achieve retention goals include creative recruiting techniques, realistic job previews, retention-improving job offers, employee referrals, and HR and leadership accountability. Case studies will prove each contest idea's effectiveness.
- Measure new-hire turnover by length-of-service, location, job and manager.
- Consider seven proven techniques to reduce new-hire turnover, with case studies.
- Learn the single best way to improve early retention, with specific techniques to implement immediately back home.
Creating a brand that customers can connect with and believe in is the primary function of marketing. Consistently and effectively communicating the brand internally inspires employees and boosts their loyalty and performance. The employer brand goes beyond communication: “touch-points” shape the perceptions of existing and prospective employees regarding recruitment, onboarding, career management, professional development, recognition and offboarding.
- How to inspire teams around a company brand vision.
- How to pull brand messaging through the various stages of the employee lifecycle.
- Best-in-class examples of strong employee brands.
- How to ensure that brand values come to life at the employee level.
Some members of today's workforce are deep-rooted and dependable, but a larger number of positions are a revolving door of turnover. Learn how to slow this revolving door and maximize time with employees. Gain a greater understanding of who you are hiring and their new mindset. Discover tangible operational tools for immediately improving employee retention in your company. This new perspective and management approach leads to greater customer satisfaction and employee engagement when made a priority throughout the organization.
- Current employee turnover trends and future staffing projections.
- The real reasons employees why leave most organizations; ways to encourage them to stay.
- Strategies for preparing your organization to manage shorter-term workers.
Succeeding in today’s competitive hiring market requires cutting-edge talent acquisition strategies. This session will explore how new recruiting tactics are reshaping the competition for talent. You will learn about new approaches to identify and hire top candidates for salaried and hourly positions, as well as hear insights into how companies are building their employer brand.
• Hear proven, effective recruiting strategies and advice on how to implement these new ideas.
• Find out which new technologies are worth investing in to help you to connect with critical talent.
• Learn branding techniques that will help your company stand out from your competitors.
There are movements that have changed the course of history: the Civil Rights movement, women’s liberation, LGBTQ equality, the list goes on. At the time, these movements tore the country apart, but looking back it’s hard to imagine that so many people held beliefs that had so little basis in fact. We think history is once again repeating itself. There are seventy million Americans―one in three adults―with some kind of criminal record, and each of them experience pain in finding a job. But attitudes towards the formerly incarcerated are changing, and changing fast: federal and local governments are passing laws like Ban-the-Box, the First Step Act, and in Florida, returning the vote to 1.6 million local citizens with criminal histories. And as in the past, you again have a critical role to play as history is being made. Corporate HR departments set an important dialogue about who gets hired, and why. Armed with SHRM's own research, more and more employers are hiring returning citizens, asserting themselves as leaders in this historical social movement. The stage is set, all we need now is action.
- Learn about the shift in national attitudes towards individuals with criminal records, including changing federal and state laws.
- Learn about the role of employment in the criminal justice reform movement.
- Learn to separate the myths from the facts regarding applicants with criminal records, particularly the quality of their work, compared to those without records.
- Learn about next steps in hiring the formerly incarcerated.
This powerful yet down-to-earth presentation offers fresh perspectives and practical strategies to help HR professionals become strategic partners, administrative experts and employee champions. Learn how to meet and defeat challenges at work using personal antidotes; perform better and more consistently with useful tools. Find out what it takes to be a difference-maker and to accentuate human capital.
- Take an inspiring look at how you can be driven by purpose, passion and pride to enhance employee engagement.
- Understand the knowledge, skills and attributes of leadership necessary for people to follow your vision.
- Learn how to improve communication and performance and create a more revitalizing work environment.
- Find your “leadership voice” to influence and motivate people to be more productive.
Because their expectations contrast so greatly with their actual experience, 64 percent of Millennials, who represent the largest generation in the U.S. workforce, say they plan to leave their employer in the near-term. This costly attrition threat can be mitigated by effective onboarding, which prepares employees of all generations for success. This session takes a critical look at the transition from recruiting to onboarding, and provides strategies to increase engagement during the first 90 days and boost retention and performance over the long term.
- Five successful strategies for integrating new employees into your organization and maximizing their retention and engagement.
- How to gain buy-in and support for onboarding from executives and line managers.
- Key phases and activities that new employees should experience during their first 90 days.
- What really belongs in your new employee orientation program.
- 10 pitfalls to avoid when onboarding new hires.
Most people wake up intending to do good work and to make a positive difference, not to be a barrier to success. Yet sometimes there is a gap between our intention and our impact. Learn a new transformative coaching framework that will change the way you coach peoples’ behaviors, so they can do the great work they intend to do.
- Define the factors that influence the impact that you or others have on a situation.
- Develop a deeper understanding of self-awareness and how to build it in yourself and others.
- Discover coaching strategies with the Gap Coaching Tool, to help your team members close the gap between their intention and impact.
Unconscious bias is an aspect of building diverse and inclusive workplaces that may go unnoticed or unchecked. Even in organizations that advocate for greater equality and respect, unconscious bias is often seen in the hiring and promotion process. An inclusive workplace free of unconscious bias is one in which all employees, regardless of nationality, color or race, feel respected, have a voice and a strong sense of belonging, and are comfortable bringing their whole, true selves to work. The presenter draws on his personal and professional experiences to illustrate why addressing unconscious bias is critical in order to achieve true inclusiveness in the workplace—a theme central to his own life. The reassurance that diversity is a strength, not a setback, can motivate employees to give their best at work, boost confidence, and enhance relationships.
- Identify unconscious bias as a first step toward building a more diverse and inclusive workplace.
- Recognize the difficulties and issues pertaining to unconscious bias and address them constructively.
- Understand how creating a more inclusive environment—supporting, advocating, recognizing and, most importantly, celebrating different perspectives—helps attract and retain the talent, customers and business partners who are critical to an organization’s success.
- Recognize the carry-over effects that a positive workplace experience can have on employees’ work and personal lives.
The future of work will involve the employment of a lot more external, contingent, contract and temporary workers. Many companies say could not operate without external employees and rely on them extensively to meet business needs; their use is expected to grow in almost every industry. A large-scale research project conducted by SHRM and SAP SuccessFactors explores the key challenges created by increasing reliance on external workers. Review the findings and learn how to build a strong culture that integrates internal and external workers in a way that maximizes collaboration and minimizes conflict.
- Questions to ask and factors to consider when discussing when and how to use external workers, with the C-suite, operations leaders, managers and independent contributors.
- The different types of external workers, their motives and career goals.
- How to source, select, hire, onboard, engage, develop and motivate high-quality external workers without creating legal risk.
- The role of technology in the ability to efficiently manage and transition external workers into and out of the organization.
- Handling turnover and knowledge transfer.
- Impact on the attitudes of full-time employees.
This training addresses active-shooter preparation and reactions, adverse terminations, and workplace violence situations—among the most pressing issues facing companies today. Learning to identify, investigate and respond to such incidents helps minimize the risk of their occurrence. This training is designed for and has been given to HR professionals, management and associates in diverse industries in the U.S., Europe and Latin America; participants report feeling empowered and better aware and prepared.
- Why it is important to be educated about and prepared for these situations.
- Why it is an advantage to train and educate others on this topic.
- ALICE procedures: how to prepare, respond and react.
- Skills for interrupting the physical and mental act of accurate shooting.
- Additional things we can do to save lives during these situations.
Learn why the empathetic manager is the secret source to maximizing the engagement of employees. Employee engagement is not linear—we all have good and bad days—so it is often predicated by what happens after work; it is also often seen as a top-down process driven by organizational management. Tomorrow's organizations need to foster improved relations between the manager and employee. Based on the presenter's book, I-Engage: Your Personal Engagement Roadmap (2016, BLKB Publishing), and latest research.
- Find out why empathy is a critical competency for tomorrow's manager and leader.
- Learn the seven motivational drivers and how to use them to guide development and growth.
- Discover numerous models for better understanding the employees who work with you.
- Use strategies to get employees and managers to work "in the zone" by developing their appropriate skills before they take on challenges.
Breakthroughs in technology and innovation are forcing organizations to rethink learning. As learning becomes more digital, it is important we create experiences that are nevertheless human. Join Dr. David Rock (Director, NeuroLeadership Institute) to explore these and other urgent questions to help you create a learning ecosystem fit for the new world of work.
Provide answers on:
- How can we make digital experiences more in step with how the brain learns?
- How can we curate better learning 'pathways'?
- How can we dramatically simplify talent development?
- How do we design learning with real behavior change in mind?
Many organizations have made the commitment to improve diversity, a decision that requires changing how you hire. Learn a step-by-step process for swiftly and efficiently filling jobs from an inclusive, high-quality talent pool. Discover how to increase the flow of diverse candidates, improve the accuracy of interviews while removing bias, and build a pool of ready-to-hire people. As a result, your organization will be more innovative, competitive and financially successful.
- Understand why traditional hiring methods fail to draw in enough diverse talent, perpetuate bias, and cause hiring delays.
- Find out about specific organizations that have increased the flow of diverse top talent, and how you can do the same.
- Learn a four-step interviewing process that counters unconscious bias.
- Gain an approach that keeps jobs filled while making diversity a cultural imperative.
As part of their effort to hire, develop, and retain military veteran talent, Comcast NBCUniversal created a Military and Veteran Affairs team in September 2015, hiring U.S. Army Brigadier General (Retired) Carol Eggert to lead the eight-person group. In her three-plus years in the role, Eggert has built an infrastructure that has allowed this international media and entertainment company to become one of America’s leading employers of veterans, military spouses, and National Guard and Reserve members, with more than 10,000 hired between 2015 and 2017 and a commitment to hire another 11,000 more by the end of 2021.
- Insight to the best practices Comcast NBCUniversal has implemented for discovering the best sources of veteran talent.
- The processes they’ve created to onboard veteran talent.
- The vast support network that exists inside the company to develop veteran talent as leaders.
Employees can be more innovative, engaged and productive by improving their natural curiosity, but they must be trained to do so and be rewarded for their efforts. Harvard Business Review found that while 83 percent of C-suite executives believe they encourage curiosity, only 52 percent of employees feel they are rewarded for their curiosity—and are therefore less likely to provide innovative ideas to the organization. HR professionals and leaders can benefit from recent groundbreaking research discoveries regarding what affects curiosity. Once organizations recognize and overcome the four factors that hold people back from being curious, they can develop training and development plans to unleash it.
- Determine how four factors—Fear, Assumptions, Technology, and Environment (FATE)—have an impact on curiosity.
- Learn strategies for overcoming the factors that hold back curiosity.
- Discover the Curiosity Quotient (CQ) and Curiosity Code Index (CCI).
- Recognize the importance of leaders who reward improvement in curiosity.
The second-most important thing people want from their jobs is full appreciation, yet 65 percent of American workers have said they received no appreciation last year for the good work they did. In these times of having to do more with less, it is critical to find ways to keep employees engaged that don’t cost much money. This session offers solutions that you can apply immediately.
- The 10 simple truths of appreciation.
- Dozens of creative ways to keep your employees happy and productive for little or no cost.
Mindfulness isn't just about meditation, breathing, or focusing on one thing at a time; it can also be used to reduce stress, enhance self-mastery and confidence, and build better working relationships. To create a better work experience, integrate mindfulness. Get information and learn exercises that you can use for yourself and share throughout your organization.
- Learn what mindfulness is.
- Understand how mindfulness strategies support a productive, focused work experience for professionals at all levels.
- Get practical tips for integrating mindfulness into your day-to-day activities, which you can use on your own and share with stakeholders throughout your organization.
A discussion of the meaning of culture, how HR professionals can create a culture in which employees will thrive, and why there must be a positive culture if employees are to be engaged. Participants will be energized to implement change back in the workplace.
- An understanding of the true meaning of culture.
- Why it is important to foster a positive organizational culture.
- Ways to create a positive organizational culture.
- How culture and engagement are intertwined.
This session is designed for business leaders with futuristic mindsets, who want to understand demographic shifts. With Baby Boomers retiring and Millennials entering the workforce at a record pace—by 2025 they will comprise 75 percent of the workforce—it is essential to identify all generations in the current workforce and focus on engaging Millennials now, to be able to fulfill talent shortages in the near future. Unfortunately, many organizations use off-target management practices and are not prepared to attract, engage and retain Millennials.
- Understand the need to engage Millennials now, not later.
- Get to know techniques for engaging Millennials at the organizational level.
- Develop a strong leadership pipeline and expertise for business continuity.
Understand workplace violence by examining the statistics, preventive measures, and tools for being aware of warning signs. Any organization and its management team will be able to enhance their workplace violence prevention program using the key steps and resources provided. Ideas include: open communication and sensitivity training for employees; prescreening and selection tips to lower the risk of negligent hiring; risk and threat assessment information; employee assistance programs; and handling terminations to reduce the threat of violence. The presenter will share her personal experience with tragedy at her company and lessons learned.
- Know the warning signs regarding employees who could act violently in the workplace.
- Train managers and employees to recognize warning signs and alert leaders.
- Conduct training on violence in the workplace.
- Develop and implement a workplace violence policy.
- Develop and implement hiring practices to reduce risk in hiring possible offenders.
- Conduct a workplace threat and risk assessment.
The world of work is going through a large-scale transition, evolving to the “next big thing” while most of us struggle to keep up. How can companies upskill and reskill their workforces? This session presents research, case studies and a workshop to show how forward-thinking companies are adapting to change and focusing on skills. With the Skills Quotient, organizations can use data to understand their employees' current skills as well as the skills they are building. HR professionals are challenged to let go of traditional ways to close the skills gap, and CEOs and business leaders are challenged to embrace the urgency of reskilling and upskilling the workforce.
- Trends in the workforce: acceleration, automation, digitization; the new mindset; the 60-year career.
- How today's skills are becoming obsolete; why predicting future skills is difficult.
- Trends in corporate learning: personalized learning, talent analytics, technology ecosystems.
- Applying the Skills Quotient to create a skills inventory and an internal career marketplace, to focus on skills (instead of degrees) for both internal and external recruiting.