Webcast Highlights:

• Conversations that foster leadership development and serve as a resource for coaching 
• Criteria of a true leader 
• How leadership skills should be taught 
• How leaders and employees can collaborate for better business outcomes

Two award-winning authors and international keynote speakers have found the key to confident humility, but not without a few hiccups along the way.

Karin Hurt and David Dye have used lessons learned from those losses as a foundation for creating their Winning Well model, which helps them guide today’s business leaders and HR professionals.

Karin and David use their firsthand experience and years of collective knowledge to help leaders obtain more influence and impact, and to find what it takes to show up in a strong, charismatic and confident way without being a jerk.

In a lifelong learning journey, sometimes losses are the best opportunities to rediscover confidence and modesty, which today’s leaders must demonstrate as they guide their people to greatness.

Speaking of leaders … what do gas stations have to do with leadership?

MORE #StorytellingTuesday: Blend of AI, humans is best recipe for learning strategy
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Webcast Highlights:

• Research that shows continuous performance management to be an essential element of the most highly effective performance management programs
• What is needed to upgrade your current program

Is your performance management program achieving what it needs to in your company? The research shows that in most organizations, the answer is, “not really”. Effective performance management programs motivate your workforce to do their best work now and to actively develop themselves in preparation for future roles and challenges.

Motivation is maximized when team members see how their work contributes to the bigger picture, when the impact from their contribution is recognized and when their manager and leaders are actively and authentically involved in their professional success.

Your employees want to know the top priorities for the organization and clearly see how their goals roll in. Ideally, in each cycle, there is at least one goal focused on that person’s career development in each period. And everyone, especially your most valuable top performers, want their unique contributions to be recognized and they expect rewards appropriate to the level of their contribution. And while financial rewards are important, your top performers also want personalized development opportunities as well. Each person’s career goals are unique and different learning and development opportunities will be appropriate for motivating each individual.

And, importantly, employees need regular, ideally daily, conversations with their manager “just talking” about work progress and about life in general. This connection forms the basis for a trusting relationship which is needed for continuous coaching to be effective.

Highly effective performance management programs truly motivate your workforce through aligning their work with your organization's highest priorities, continuously providing the personalized coaching they need for growth coupled with personalized recognition and rewards.

Join Deborah Holstein, CMO at Betterworks, as she discusses outcomes from research that shows continuous performance management to be an essential element of the most highly effective performance management programs and to learn what is needed to upgrade your current program.

Webcast Highlights:

• How today’s trend toward greater investment in soft skills, engagement and strategy implementation will unlock the experience economy
• Examples of how L&D teams can align knowledge delivery to a workforce of digital natives
• Tips to integrate CX, UX and design thinking best practices into everyday work to create richer, more rewarding learning experiences
• Advice on the best methods for developing customer-centric behaviors and mindsets in employees

It’s no secret that customer satisfaction has a positive effect on company performance, as Customer Experience (CX) is the No. 1 factor that impacts vendor trust. But leaders must know: who owns this initiative in their organization?

The “CGS Annual Learning and Development Trends Report” reveals that 60 percent of L&D decision makers rank customer support, loyalty and satisfaction among their Top 3 priorities.

In the upcoming webcast, L&D’s Role in the Experience Economy, HCI and CGS are set to host an expert panel representing companies that include Valvoline and Hopsy, and Doug Stephen, SVP of CGS Enterprise Learning, that will share insights on how to deliver CX-rich knowledge internally and externally on a global scale.

Webcast Highlights:

• Learning the elements of environment scanning 
• Understanding which factors present the greatest risk 
• Beginning to adapt talent strategies to mitigate these risks

Once upon a time … actually, many times (this story gets told often), an organization desperately wanted to grow a part of its business, but it could never crack the code in the market.

And in this particular market, time was running out.

The groundwork was complete. The team was assembled. The market looked great, and the slow growth the organization had experienced in the past was finally seen in the rear-view mirror. The leaders congratulated each other, confident that a year later their company would be in a much different and better place.

What those leaders didn't know was that in a land far, far away (or right down the street), a different group of people was launching a new technology that would alter the way their product was received, or a different group was establishing new social norms that would change the demand for their product, or a different group was debating new government policy that would change customers’ ability to access the product.

These changes would necessitate changes in business strategy, which, if implemented soon enough, would allow the organization to continue to grow amid these shifts.

But our heroes in this story didn't know these changes were coming.

They just kept coming to work every day and talking to each other about how to execute their strategy, not realizing until it was too late that it was getting harder every day. And so, the organization - let's call it Blockbuster Circuits R Us, stopped growing and eventually ceased to exist at all.

Webcast Highlights:

• Learn about the people analytics approaches, data sources, analytics topics, and user populations that are key characteristics of advanced organizations.
• Discover the value these advanced organizations derive from people analytics
• Understand the key change management leading practices that contribute to higher financial performance.
• Gain practical takeaways from the leading practices used by advanced organizations

Advanced organizations with a high level of people analytics process maturity financially outperform their peers. These advanced organizations have technology, data, people, and change management practices that contribute to their process maturity. Increasing these characteristics predicts higher financial performance.

But how can an organization reach this level of maturity?

Authored by Lexy Martin, former lead author and director of the Sierra-Cedar Human Resources Systems Survey, this webcast will review the key findings and recommendations report from a comprehensive survey of 259 organizations, responded to by leaders with people analytics responsibilities, across a range of industries to evaluate what determines market maturity and the value gained from people analytics, as well as establish leading practices.

Webcast Highlights:

• The latest research on the current state of wellbeing and which wellbeing solutions actually work
• How employee wellbeing can improve your company’s culture and employee experience
• Why wellbeing and recognition should be done together

What is the purpose of your employee wellbeing solution? Perhaps it is a perk to attract top talent, like a state of the art fitness facility or healthy meals in the cafeteria. Or maybe you need to decrease health insurance claims and premiums. Sometimes you simply have a new executive who really wants to make an impact on employee health and productivity and champions a new program.

None of the above are bad reasons to pursue employee wellbeing. But a successful wellbeing solution can accomplish even more. Having a workforce that brings their best selves to work everyday – physically, mentally, and emotionally - also impacts workplace culture and your bottom line. Employee wellbeing affects the entire employee experience: how employees feel about their leaders and the company, how they work with each other and your customers, and ultimately, whether or not your company is a great place to work.

Join Alex Lovell, Manager of Research and Assessment at O.C. Tanner, as he shares new research on the current state of employee wellbeing and how it impacts a company’s culture. You’ll learn why employee wellbeing needs to be part of a bigger culture strategy, and how wellbeing and employee appreciation go hand-in-hand.

Webcast Highlights:

• Best practices of top organizations
• New ways to help you identify and hire individuals who will boost your team’s culture

Do you ever wonder what top organizations are doing to attract high performers? Have you ever hired someone who was expected to deliver results but instead cost your company time and money? In this webinar, we will explore best practices of top organizations. Additionally, we will help you discover new ways to help you identify and hire individuals who will boost your team’s culture.

Webcast Highlights:

• The challenges and benefits of change
• Change Response (logic) vs. Change Reaction (emotion)
• Critical Thinking and the brain
• Strategies to work effectively during adaptation

Employees and leaders of today’s fast-paced business world say they’re overwhelmed by an ocean of constant change, with wave after wave tossing them intro stress, moving targets and competing priorities.

But it doesn’t have to be that way. When shifts in policy, administration, organizational planning and budgeting stress the workplace out, there’s a way to survive – and thrive – in the sea of change.

Leaders have to learn more about how the human brain interprets changes, along with the natural reactionary stages of those dynamic shifts, according to Dr. Andrew Wittman, CEO of Mental Toughness Training Center.

Wittman is a Former State Dept. Lead Trainer, Navy SEALS and Special Forces. He says that when you become mentally tough, meaning you’ve gained new insight and established a new understanding, and then you’re equipped and ready to implement reliable strategies for a new state of mind – one that can find and utilize the sometimes-hidden benefits of change and stress (that’s right, they can actually be good things!).

PODCAST: Ride Out Change to Overcome Challenge
LEARN MORE ONLINE: 
Coaching for Engagement and Performance (CEP)
Change Management for HR (CMHR)

It’s all about surfing the waves instead of letting the waters thrash you around.

The best way to start is by establishing a strong foundation of neuroscience and psychology-based knowledge. From there, leaders can begin mastery of mental agility and resilience that lead to improved performance for the entire organization.

MORE #StorytellingTuesday:
'Winning Well' model helps leaders find confident humility
Subtle market changes impact your talent strategy ... while you sleep
 

A comprehensive well-being strategy leads to increases in performance and decreases in costs by focusing on people – the heart and engine of an organization.  Well-Being at Work is achieved when organizational well-being culture and individual well-being positively reinforce each other to allow both the company and its employees to thrive. To sustain this thriving state, companies need to consider a variety of organizational and individual well-being factors, recognize the dynamic nature of these, and acknowledge the current well-being maturity of the organization and its workforce. Join Dr. Autumn Krauss from SAP SuccessFactors’ HCM Research Team and Kristen DiOrio, founder of MIND Your Business, as they discuss ways that organizations can truly embed well-being into the workplace to achieve positive cultural and business results. If you are looking to drive performance in your organization through a positive well-being culture, this session is a must-see.

Freelancers are quickly becoming the workforce majority, with nearly 50% of Millennials already engaged in freelance “gig” work.¹

The gig economy offers freedom and flexibility for workers, but what does it mean for employers? Here are just a few of the concerns we hear:

• How do traditional employers compete for talent?
• How do we adapt to the changing expectations in the workforce?
• How do we engage and retain employees who now have countless options for work?

The gig economy has completely changed the world of work—and not just for the nearly 60 million Americans who have left the stable confines of organizational life to become independent contractors.   

This momentous workforce shift is affecting employers across the board, especially employers with large hourly or entry-level workforces. While traditional employers can offer stability, the current workforce is craving independence and diversity of work.

So, what does the future look like for traditional employers? And what can we expect from gig work in the next 10 years? That’s what our talent experts will cover in this webcast.

¹ UpWork “Freelancing in America” study