Coaching the Workforce through a Business Evolution

We ask a lot from our leaders. Because most are promoted based on their achievements, seniority, or desire to advance in the organization, often there is little consideration given for competencies in leadership skills and managing people. Effective leaders are no longer the “smartest people in the room” but are those who drive collaboration, coordinate workflows, and motivate the smartest people to their full potential. Since Gallup tells us only 1 out of every 13 individuals have natural leadership ability, we know good managers must be developed and coached to truly drive engagement, promote learning, innovation, performance, and align their behaviors and those of their reports to business goals.

Learning and availability to resources that allow organizations to grow have also evolved to meet the challenges of a changeable environment. Learning design and real-time access to information has never been more important in driving the organization forward. Curating relevant and timely information in combination with effective leadership coaching provides a solid basis for any organization to become agile and ready for a changeable marketplace.

Are your High Potential Programs Destabilizing Your Business?

Unless your current learning and leadership programs are directly tied to solving current business challenges, you may be doing more harm than good.  Research has shown that high potential programs that consistently keep leaders away in classrooms or create projects that are unrelated to current business challenges significantly reduces short term performance, program engagement/retention, and provides no long term benefit.

HCI believes leadership development and learning programs must now be dynamic in their approach to nimbly shift direction, and manage the constant change that directly impacts strategic business challenges.  This specialized conference will address the challenges of change, shifting culture, content curation and new leadership criteria and development – the critical parts every organization needs to compete in today’s marketplace.

Preliminary Sessions:

New Learning Design

  • Adapting Learning to a Changing Business Strategy
  • Creating a Culture of Knowledge Exchange: How to Embed Learning into Daily Routines
  • Simplifying Information Overload: Applying Design Thinking to Learning Strategies
  • The New Learning Curator: Staying Lean, Fast and Compelling
  • Collaborative Learning as a Driver for Innovation

Coaching and Developing Leaders

  • Developing and Coaching Millennial and New Gen Leaders
  • Newest Coaching Trends: A Fresh Approach that Resonates with Meaningful Results
  • Coaching Leaders to Drive Organizational Values and Purpose to the Workforce
  • Identifying High Potentials that have Collaborative and People Skills
  • Building a Deep Talent Bench for Robust Succession Planning

Managing Change and Culture

  • Hiring the Qualities that Drive the Culture You Want
  • Developing Managers to Focus on Flexibility and Changing Goals
  • Top 3 Ways to Shift Culture and Facilitate Change
  • Performance Conversations that Foster Adaptability for Change
  • The Massive Payoffs in Re-Focusing Culture to Better Support the Workforce