Webcast Highlights:

• How can you build the skills of managers so they can better support and sustain the development of their direct reports?
• How can you gain buy-in and involve them to help model and reinforce skills to boost “stickiness” and application?
• While Mark will share best practices and case studies, attendees will collaborate using several of DDI’s innovation practices to explore solutions.

How often have you heard: “I wish my boss would take this training!” Most first-time leaders lack formal leadership experience and are often left to sink or swim without strong role models or much help from their direct boss.

Ask any learning & development professional and they can clearly articulate the importance of the role of the manager of the learner. However, ask those same professionals how they get the managers’ involvement to support and reinforce development, and there are often tales of unsuccessful attempts to engage them. Watch this thought-provoking session as Mark Phelps involves all attendees in examining this development challenge through an innovation lens, and casts a spotlight on the critical role of managers in the success of leadership development initiatives.

Our world and how we work have seen exponential changes in the last several decades.   For more than forty years Hallmark Cards has used succession planning as a critical practice to ensuring they have the right workforce to succeed, but the process has clearly had to evolve to keep up with changing business needs.   Learn more about their successful journey and how their succession practice today ensures they have the right talent for the business to win --  both today and in the future.

Take aways include:

• Must-haves for success
• Triggers for change
• Avoidable mistakes
• Re-inventing for the future

• What impact on the workforce of tomorrow does early childhood education have?
• What role should employers play in investing in early childhood education?
• What steps can an organizational leader take to become a more child-friendly workplace?

Webcast Highlights:

• Why great leaders coach
• How to adopt the right mindset for effective coaching conversations
• An easy-to-use coaching framework
• The four key coaching skills necessary for day-to-day coaching conversations

At the heart of every great leader is a great coach. Leaders who understand how to effectively coach their teams see greater employee engagement, retention, and business results - and employees reap the benefits too.

In today's complex and rapidly changing environment, employees need more than just performance-based feedback. By leading through coaching, managers can engage employees in longer-term development discussions, and change the game for the entire organization. Join us for this webcast to learn how to develop your own coaching capability, and create a more collaborative and productive working environment for your team.

Relationships are at the heart of what we do as Human Resources executives. Many executives today feel overwhelmed and underappreciated by their colleagues. As HR executives, it’s our job to know what our key stakeholders want. Join this webcast for an overview of the art and science of building relationships for success. Learn how to build successful partnerships with: 

• Hiring managers
• The internal HR team
• Candidates

Webcast Highlights:

• Offer up a new definition for a higher level of employee engagement along with a pathway to get workers there
• Explore the talent management challenges of today's businesses and explain how smart reward programs are connecting issues like leadership development, collaboration and change management to their engagement strategies
• Lay out the right approach to making your rewards program do more to meet the new engagement standard
• Examine the role behavioral economics can play in shaping everything from communications to goals setting to rewards selection
• Outline the importance of data, analytics and configurable technology in making your plan effective now and in the future

Reward and recognition programs can be highly effective tools in driving the most important thing that matters to businesses right now—engaged employees. 

When designed and implement properly, employee recognition programs can elevate engagement levels which, in turn, drive improved organizational outcomes. They reinforce the actions of workers who are significantly more productive, customer-focused, and loyal.

What is the value of an engaged employee beyond those high-level measures? As business leaders look to get more from their reward programs, it’s time to make the definition (and expectations) of an engaged employee more actionable.

This webcast outlines what the new benefits of engaged employees are and explain how a smarter recognition approach can drive the types of behaviors and outcomes that are more recognizable and relevant to executives. 

In today’s university talent market postings and creative tchotchkes aren’t enough. Students are smarter and more tech savvy expecting a consumer grade experience when interacting with your brand. Standing out among the sea of companies is critical when looking to attract and engage the best talent possible.

Creating, developing, and deploying a university recruiting program that works isn’t just for large global corporations. In fact, the real winners of university recruiting done right are organizations focusing on the talent, what they need, what they want, and what they don’t even know they want.

RMS faced this challenge head on and did so with a small team. Winning numerous candidate experience awards and university recruiting accolades RMS will be reviewing strategies and technologies that drive engagement and deliver results. During the webcast a few key takeaways will be discussed:

• Perception and reality of university recruiting in 2014
• The balance between talent and technology
• Strategies that work and where to begin

Webcast Highlights:                              

• Where to begin to map your high potential strategy to your business strategy to ensure you identify the right future leaders
• Strategies to objectively identify high potentials
• How to design a program that will fit your organization’s leadership culture
• Ways to accelerate growth and create a meaningful development experience for individuals

There is no single silver bullet for high potentials in your organization. What your business needs from its future leaders is unique to where your organization is going and the specific profile and quantity of leaders needed.
 

Watch this webcast as we take a deep dive into building a program that also builds the future leaders that meet your organization’s unique needs.

According to the Bureau of Labor Statistics, Industrial-Organizational psychology is the fastest growing career path for the next ten years. The field is expected to grow 53% by the year 2022. Yet according to a recent survey, only 15% of HR professionals and 32% of business professionals are familiar with the field of I-O psychology.  I-O psychologists practice and research in a wide-variety of areas such as: job performance, assessments, personnel selection, training, work motivation, job attitudes, work-life balance, job analysis, team performance, occupational health and safety, diversity, compensation, etc.

In this webcast three I-O Psychologists from different organizations will highlight a case study on how they addressed and solved common talent and business issues.

You will learn:

• What is an I-O Psychologist?
• How I-O psychology can help your organization
• Solutions to common talent management issues

Webcast Highlights:

• Can EI really improve Team performance?
• Do we really understand how our decisions are made?
• What difference does individual/mutual accountability make?
• How do we go about working with EI in groups?

As research and practice continue to abound in the area of Emotional Intelligence we will seek to apply some of this new knowledge into the area most critical to the success or failure of an organisation – it’s teams and whether they work consistently well together. Have you ever wondered why some of your teams outstrip the performance of others while having people of the same professional standing or skills level?  Do you get frustrated with teams who just cannot seem to get on in the day to day work environment? Can you imagine what it would be like if your teams were equipped to make better decisions? We believe that working with EI can shed light on these issues and provide a way of getting to grips with them.