Is your organization getting enough love from candidates? Have you considered your customers as potential job candidates? In a recruiting world ever obsessed with the "passive" candidate, many organizations often overlook a great source of "passive- but interested" candidates- their own customers. It's an easy mistake to make- but could end up being a very costly one in an ever-shrinking world of connectivity, visibility and blurring lines.

It's also highly cost-effective: think of the dollars you are already spending on marketing your firm's products or services. Those efforts are not falling on deaf "recruiting" ears- in fact, it probably reaches a larger pool of potential candidates than your employment advertising does. We'll explore the concept of maximizing your customer database as part of your talent pipeline in this webcast.

Businesses increasingly want decision-makers and leaders to reflect society's diversity. Yet boardrooms and executive suites remain largely homogeneous. Companies struggle with the retention and advancement of professionals of color. Research shows that people of color are more willing to stay in their organizations when they feel connected to their company, often made possible through informal networks and having a strong mentor. This webcast will feature the success of a new mentoring initiative specifically designed to develop and retain diverse talent. You'll hear about group and one-to-one mentoring of different participating companies, results to date of a pilot program of mentors, and find ways that you can apply these learnings within your own organization. If you are looking to advance diverse talent for organizational effectiveness, this webcast is for you!

Managers' demonstration of values impacts talent learning and performance. If behaviors are what is expected, values are the why. We know managers' values keep talent inspired to apply learning in job performance. Today's talent wants to make a difference. The younger workforce generations have a strong need for mentoring and coaching from their managers - they are hungry to learn and are eager for guidance and development from their leadership. Talent development has become an expected reward and furthers retention. How do managers select individuals in whom to make this investment? This webcast will address how managers leverage and apply values to know their investment in talent development will pay off.

Leadership is a relationship between those who aspire to lead and those who choose to follow. It's the quality of this relationship that matters most when we're engaged in getting extraordinary things done. Strategies, tactics, skills, and practices are empty without understanding the human aspirations that connect leaders and constituents. A leader-constituent relationship that's characterized by fear and distrust will never, ever produce anything of lasting value. A relationship characterized by mutual respect and confidence will overcome the greatest adversities and leave a legacy of significance.

And because leadership is a relationship, a leader's ultimate success is indisputably linked to their emotional intelligence. In this Webcast, best-selling and award-winning author Jim Kouzes will explore this fundamental truth about leadership and how all of the evidence that he and his coauthor, Barry Posner, have gathered during their over 25 years of research strongly indicate that emotional intelligence is a prerequisite to exemplary leadership.

The talent-pool approach to succession planning has emerged as a strategic best practice that establishes a larger number of employees for promotion — "bench strength" — who are more likely to stay loyal and whose skills are best aligned with the organization's strategic plans. Leading succession planning experts recognize that many organizations confuse replacement planning for true succession planning, which focuses on developing people to build overall bench strength. Despite the current downturn, many organizations are still faced with competency shortfalls. This means succession planning strategies and tools must effectively nurture and develop a deep pool of people to draw from, with the know-how to support the organization's strategic direction. Succession is not just about grooming executives for the C-level. It is about creating career paths at all levels and tying it to performance. This webcast will cover how to implement systematic succession planning using talent pools to gain a competitive edge in a knowledge economy.

Don't miss these webcast take-aways:

• Prevent promotion pitfalls

If it sounds counter-intuitive, it is! Gender biases and stereotypes can be unconsciously embedded into the very talent management systems created to develop and promote the best and brightest. Even organizations with the most sophisticated TM systems are vulnerable to gender bias.

And when leadership characteristics reflect traits exhibited by a company's top, predominately male executives, the results may have profound impact on a company's long-term success in developing and promoting the best talent and disadvantage talented women, according to Catalyst's latest report, Cascading Gender Biases, Compounding Effects: An Assessment of Talent Management Systems. We'll hear from the author of the report in this webcast.

As consumers of information, we have become accustomed to, in fact we demand to, "see" behind doors that were once closed to us. We query our banking institutions about credit decisions, we surf the net for the latest scandal from the lives of celebrities, and question our political process on late-night TV. Job seekers, too, want the intimate details on their candidacy for a position: the efficacy of their resumes, their performances in interviews and ultimately the why or why not's of selection.

As employers, we may want to be frank and constructive with our candidates- we respect them as individuals, as potential customers, and as part of our greater talent pool. So how can we effectively balance our desires to be instructive and respectful? We'll discuss what that balance is in giving honest and transparent feedback to job candidates.

Interviews with mentors reveal that being a mentor has improved their leadership effectiveness. With all the focus on the mentee, the benefits to the mentor are often overlooked. As organizations focus more intensively on the impact of today's leaders as well as tomorrow's, mentoring returns a double pay-back on your talent development investment. In the spirit of "see one, do one, teach one" mentors' insights about what have they effectively done as leaders helps confidently guide a mentee's professional development. If your role involves recruiting mentors, if you lead or develop leaders, this webcast is for you! Don't miss these insights from mentors:

• Extending their network in the corporate community

   

   

   

   

Government organizations today are confronted with a variety of workforce challenges, including changing requirements, shifting priorities, and increasing complexity of work. However, the government workforce cannot be quickly altered to adapt to changing needs, thus requiring Agencies to strengthen their workforce planning capability. How can Agencies plan for the unexpected, address emerging risks, and ensure the workforce plans remain connected to Agency priorities? What are some ways in which Agencies can develop workforce planning capabilities? We'll cover these questions, and more, in this webcast.

Managers work hard to create a productive, safe, and happy workplace for their staff. Encouraging differences, whether those of opinion, working style or appearance, should be a priority for leaders with an eye on the bottom line, too.

Why? Diversity is a business driver, and research has shown that it has a positive impact on business performance. How can line leaders successfully incorporate diversity more effectively in their hiring decisions? What actions can they proactively take during the recruiting process to retain talented workers? This webcast will focus on dynamics of a diverse company.