Webcast Highlights:

• Define skills for your business
• Build a map of the skills that make your business succeed
• Assign skills to people
• Build a learning culture that engages

Aligning learning to skills and skills to jobs can give you a better picture of the health of your bench and insight into what to do next.

Skills help with engaging learners and improving your understanding of their overall abilities in relation to what you need them to know and the business outcome they need to accomplish. Employee retention and higher productivity has its roots in skill based learning. Deciding to use skills can be an important and strategic part of enabling your organization to understand where your bench strength is strong and where you may need to train.  Having skills can help to do this, but where do you start?

Your modern day learner wants control of their own development and progress, it’s much more then ”just getting the job done”, from using on the job skills to motivating themselves, the modern day learner is voracious and intently learning. Learn how to define skills for various business practices in your organization, defining  and assigning skills for people and roles and establish that wonderful learning community that thrives and organically helps learning and development.

Join Bhim in looking at skills in your organization and how this can apply to jobs, learning, engagement, reporting, and your LMS.

CHROs and Talent Management leaders across the globe are feverishly reimagining new solutions to support more flexible and user-friendly performance management programs. Meanwhile, there is a groundswell from the front lines where managers and employees alike are affecting change in the frequency and quality of performance conversations. 2017 is the year for HR to rethink Performance Management and the time is now.  Join this webinar to get tangible, deployable ideas that you can use immediately in your workplace.

Andee Harris, Chief Engagement Officer, HighGround and Jason Averbook, Co-Founder and CEO, LeapGen, and Laura Seamans, VP of Organizational Effectiveness at ACT to discuss:

• Results from a recent HighGround survey of over 525 managers and employees to understand their perspectives of what is working and what needs improvement and most importantly, WHY
• How consumer and workplace trends are not only reshaping the role of HR, they are remaking the role of managers and leaders
• Why the manager/employee relationship is where engagement is truly built and strengthened.
• Transformation stories from leading HR organizations with an emphasis on how they are evolving the conversations between managers and employees, and creating the future of work today.

Flow is about working smarter, not harder. It’s a state of peak performance that means you’re ‘in the zone’ and feeling at your best at work.

In fact, increasing your time in flow by 15 – 20 percent can double your productivity. Imagine the multiplier effect if you could help your whole team spend more time in flow.

Discover how to access your state of flow by joining us for this webcast. This webcast will provide tips, tools and tactics to help you and your team access a state of flow.

Plus, explore how technology impacts your brain, the science behind optimizing performance, and actionable strategies for experiencing more flow in everything you do.

Webcast participants will learn about:

• The profound benefits of flow including increased productivity, creativity and wellbeing
• The Five Phases of flow: preparation, struggle, release, flow, and recovery
• The neuroscience behind the 5 phases of flow, what is experienced during each phase, and how to move between these phases
• Tactical strategies for reclaiming control in an over-wired world
• Specific tools to create more time and bandwidth for flow that can be adopted immediately
• Applying knowledge and understanding of the state of flow to your leadership style

If leaders want happy customers, they need happy employees.

How do you creatively engage your team and empower employees to use their talents and do their best work?

In this webcast, we’ll introduce a design-thinking framework used to create desirable solutions for customers, and explain how to reframe your employees as customers to help you find solutions through empathy, experimentation and evidence-based problem-solving. Human-centered design thinking will effectively address complex leadership challenges such as engagement, motivation, creativity and productivity.

HCD puts people first, not technology, and seeks to find solutions through empathy, experimentation and evidence-based problem solving. Learn how to bring more humanity to your workplace, and make your business more attractive to your talent and your customers.

Topics

• What if you redesigned the way you work, instead of following along with the status quo?
• How can we facilitate collaboration and learning in everything we do at work?
• How are leaders at Pixar, GE, IBM, Coca-Cola and Cisco are designing the employee experience?
• What is the best way to motivate employees to do creative work?
• How will the leadership of your organization nurture, fund and promote programs to increase creative capability?
• How will you overcome the barriers that stifle creativity at work?
• How will you close the gap between creativity and productivity?
• How can you facilitate collaboration and learning in your workplace?

In this webcast, audience members will learn:

• The design thinking process and how it can be applied to enhance workplace culture and employee experiences
• How to develop your discovery skills to spot opportunities for innovation
• How to unlock creativity and engage employees
• How to develop strategic questions that will help you innovate

Our behavior is impacted by the assumptions, biases and stereotypes (positive and negative) that exist in our subconscious. We tend to believe that we are seeing everything in its complete form, however, it’s not possible for us to see the world as it is. Instead, we see the world through the lens of our experiences, biases and various identity factors. As a result, the assumptions we hold shape the decisions that we make, but these decisions may be creating unequal outcomes for our employees.

For leaders, it is important to be aware of how our experiences, influenced by intersecting factors, can influence the way in which we communicate, how we approach and resolve conflict and ultimately how we lead. Our behavior towards others is influenced by hidden biases which can impact how we act, react and interact. Left unmanaged, certain employees may be disadvantaged and we may be marginalizing contributions from specific groups.

Steps can be taken to minimize the impact of unconscious bias in the workplace. This includes approaching policies in an informed way, specific training and intervention, empathy-driven dialogue and heightened self-awareness. This workshop will present an introduction to unconscious bias and identify ways in which empathy can be used as a tool to better understand and effectively lead others. Strategies that challenge our assumptions, improve our policies and create a workplace that is inclusive will be explored.

Learning Objectives:

1. Develop an understanding and raise awareness of unconscious bias and its impact on business practice.
2. Examine connections between unconscious bias and empathy.
3. Evaluate the impact of unconscious bias on communication, conflict resolution and decision making.
4. Explore and develop strategies to reduce levels of automatic bias.

Ask the Expert! Virtual Briefings are exclusive, live webcast presentations that air quarterly. HCI Corporate Members can speak directly to an acclaimed talent management thought leader by submitting their questions beforehand and attending the virtual event.

For all its history fighting for a ‘seat at the table,’ the question of how HR can continue to be more strategic remains. It is a perennial challenge that every HR leader faces: continuous improvement, higher workforce productivity, and innovation. Part of the answer is in talent management data – collecting it, analyzing it, and applying it in concrete and measurable ways. But where is the best place to start? What can HR do today to ensure it is working toward a better and more integrated, strategic approach?

Dr. John Sullivan is a professor, corporate speaker, and advisor who specializes in providing bold business impact. Among his accolades, Fast Company called him the “Michael Jordan of Hiring” and Staffing.org named him the “Father of HR Metrics.” Most importantly, he wants to hear and respond to your most pressing questions about talent strategy.

To participate in this Ask the Expert! Virtual Briefing, register below and submit your question(s) to Dr. Sullivan here no later than Thursday, March 16.

Don’t miss these key takeaways:

• Understand global trends in HR
• Learn about the future of HR in the age of robotics and AI
• Measure and communicate the business impact of HR programs with people analytics
• Fill skills gaps and shortages during strategic workforce planning
• Hear your questions directly answered by Dr. Sullivan (submit them here!)

Webcast Highlights:

• What every HR professional needs to know and do to help their organization sense and respond to the forces of change
• Key principles and concrete, practical steps and tools that you can implement now

The Fortune 500 lists the largest companies in the United States by revenue. Between 1955 and 2014, 89% of them went out of business. The Standard & Poor’s 500 comprises large companies that represent the industries in the overall economy. If current trends continue, 75% of them will be replaced by 2027.

So it’s not just your perception—the world is becoming increasingly turbulent. And that turbulence results in what can seem like a never-ending wave of change for you and for your organization. Within that turbulence, however, lies an opportunity for HR.

Webcast Highlights:

• How the L&D function is evolving because of business realities and the ongoing needs of adult learners
• Areas of impact that L&D leaders must consider for their profession
• Implications for the operating model of the L&D function
• Top areas for improvement and upskilling within L&D

Rapid evolution within the business world has forced unprecedented change in the world of work. Advances in technology, empowered customers, and the move to a digital workplace are creating a new imperative for learning and development (L&D) leaders to re-think their approaches to understanding their audience and delivering impact. Even as their business evolves around them, L&D leaders are still relying on outdated strategies, approaches, and models.  Maybe it’s time to re-think the L&D function from the outside-in.

In a new research study of both providers and recipients of L&D services from over 200 organizations, the Human Capital Institute and Oxygen Learning explore the current state of L&D strategies, processes, and outcomes; emerging to a framework of critical success components for the modern L&D function.

Webcast Highlights:

• Where L&D departments plan to focus their resources in 2017
• Where they plan to increase their spending this year
• How that spend aligns with business goals
• What they consider their biggest challenges
• How they will measure their successes
• How all of these elements will be affected by increasing diversity in the workplace
• What will be the impact of all this on L&D programs for organizations large and small

We surveyed hundreds of executives and influencers across talent management, learning, HR, strategy and operations management to gather and share what teams responsible for employee performance perceive as being this year’s top priorities and toughest challenges.

As in previous surveys, this year’s respondents recognize the importance of measuring the effectiveness of learning programs as well as each program’s return on investment. Additionally, the 2017 survey indicates an increased sophistication among L&D professionals about what exact measurements would be most useful in determining the effectiveness and overall monetary benefits of a specific program.

The most sought-after ROI measurement for a learning program was its impact on “Employee Engagement” with the “Effect on the Overall Business” a close second, followed by “Onboarding Success Rate” in a close third.

Join us as CGS Enterprise Learning and industry experts discuss the results of the 2017 annual enterprise learning report, CORPORATE LEARNING TRENDS, OBSERVATIONS, & PREDICTIONS.

You’ll be able to gain best practice methods for boosting engagement and showcasing ROI as well as chime in as experts share their reactions, personal stories and lessons learned.

Webcast Highlights:

• Why diversity of thought matters
• 3 Leadership techniques to promote curiosity and strengthen the relevance of your organization

As a leader, are you creating an environment where diverse perspectives are shared and heard?

While workforces are more diverse in appearance than ever these days (think culture, age, ethnicity, gender, race), many organizations are failing to acknowledge the potential of each employee’s unique way of thinking. Research comparing high-performing teams against lower-performing teams supports the view that people must feel included in order to speak up and fully contribute. By focusing on diversity of thought and ideas rather than on individual characteristics, leaders and organizations alike can organically encompass differences, leading to higher engagement, effective teamwork, and innovation.

Join Beth Wagner, Fierce Master Facilitator, as she explores why diversity of thought matters and introduces you to 3 leadership techniques you can start leveraging today to promote intellectual curiosity, enrich group identity, and strengthen the relevance of your organization through diversity of thought and inclusion.