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SUMMARY:Conflict in the Workplace: Managing Relationships\, Interactions and Conflicts
DESCRIPTION:The TrainHR webinar is approved by HRCI and SHRM Recertification Provider \nOverview: 31% of employees polled by a web site and DDI said they spent more than 20% of their time complaining about their bosses or listening to others complain about them. “Difficult People” by John Hoover. Expert communication skills and self-awareness could reduce this wasted time to almost 0. Ten strategies that are largely unknown will begin the process of mastery of communication.\nHere\, in this program these strategies are directed to solving conflicts. However\, once the student becomes proficient in their use\, these strategies will also lead to improved options in behaviors in many situations. Understanding oneself\, understanding others and the effect our actions have on others are by-products of this set of thinking skills. \nWhy should you Attend: Human resources is often the department that is expected to mitigate or totally resolve the negativity. How???? When two parties are already angry\, how can one person from the outside resolve the anger\, create a win-win\, and count on both angry parties to “live happily ever after”? 10 Strategies will be presented to accomplish this answer. The strategies are collected from Gestalt Psychology\, Linguistics and Right Brain insights recently discovered. Similar strategies have been taught in classes at IBM\, Chase Bank\, Dell\, Sprint\, and over 100 corporations in 15 countries around the world. Bad or good relationships among employees affect the bottom line of all businesses. \nThe strategies taught in this one hour presentation can be applied to any mis-communication in the business world. Rapport skills are absolutely necessary for the presenter of the strategies in order for them to be accepted and to work. Rapport insights and awareness skills will be presented first then the negativity antidotes can be addressed. “Influencing with Integrity” rests on perceptual abilities\, command of language\, focused outcomes\, flexibility\, and congruence. The non-verbal’s matter as much or more than the verbal’s when resolving conflicts. Here are 10 strategies to start your career as a peacemaker and productivity expert. People work together much better and productivity reflects this when conflicts have been successfully resolved. \nAreas Covered in the Session: \nThe best four words to get the ball rolling\nVAK\nBetter than goal-setting\nTake Turns\nStay Alert for Loss of Rapport\n“You are right”\nChange sides\nVerbally change sides\nRecap\nNext Steps \nWho Will Benefit: \nCEO’s\nManagers\nDirectors\nSupervisors\nLeaders\nSales people\nNegotiators \nInstructor:\nDr. Genie Z. Laborde\, Ph. D.\, Internationally recognized seminar leader and author with 31 years experience in her field\, is also the Founder of International Dialogue Education Associates\, inc. Dr. Laborde designs her programs\, produces her videos to complement the trainings\, and certifies her trainers to conduct the programs. She and her trainers have taught over 50\,000 students in 15 countries around the world. Her book\, “Influencing with Integrity” has sold more than 151\,000 copies in 6 languages. The skills in her seminars are collected from Gestalt psychology\, Linguistics\, Cybernetics\, and new Right Brain insights. Her book of research\, “Toot Your Own Horn”\, is a collection of 26 studies\, indicating the effectiveness of these skills in the work-place. I.D.E.A.’s client list includes IBM\, Chase Bank\, Dow Jones\, Sprint\, Dell\, HP\, Intel\, the United Nations\, Stanford University\, and 100 other major corporations and institutions.
URL:https://ndnr.com/event/conflict-in-the-workplace-managing-relationships-interactions-and-conflicts/
CATEGORIES:Webinar
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DTSTAMP:20171208T174307Z
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LAST-MODIFIED:20171208T174307Z
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SUMMARY:Succession Planning: It's Not Just for Emergencies - It's a Leadership Development Strategy
DESCRIPTION:The TrainHR webinar is approved by HRCI and SHRM Recertification Provider \nOverview: In the early morning hours of September 11\,the world watched in horror as commercial jetliners crashed into the World Trade Center twin towers and the Pentagon. In the midst of this national disaster\, several organizations had to face the reality that they had lost\, on the planes or in the buildings\, key talent and brainpower. They immediately had to identify people and competencies to replace those who were no longer there. There’s no way to plan for a disaster of the magnitude of the World Trade Center attacks. But\, there are specific actions an organization can take to ensure it has the leadership it needs in case of a crisis\, as well as\, for their future sustainability.Best-practice organizations use succession planning to not only prepare for potential leadership challenges but they also rely on such plans to develop and maintain the strong leadership that’s required to grow and keep pace with changes in their business\, industry\, and overall marketplace.\nThe heart of succession planning is identifying and building your future leadership at all levels. Through your succession planning process\, you recruit superior employees\, develop their knowledge\, skills\, and abilities\, and prepare them for advancement into ever more challenging roles. This will guarantee that you have a strong leadership bench on hand and ready to fill new or vacated roles. How effectively are you developing your organization’s future leaders? \nWhy should you Attend: Succession planning isn’t just naming the new CEO. In fact\, it’s not about putting a name behind a title at all. That’s called replacement planning. And when it is only used during times of crisis – when a company has to name somebody to fill a vacant role quickly – that’s not succession planning either. That’s crisis management. The goal of succession planning is to continuously identify and develop high-performing leaders capable of meeting the present and future needs of the organization. It should include a formal identification process supported by leadership development that builds leadership capacity within the organization. Organizations are only as strong as their leaders. High performing organizations make leadership development\, at all levels\, a top priority. So how does your organization shape up? Which of the top best practices from high performance companies are being used in your organization to develop leaders? Which of these practices should you consider adopting to develop your future leaders? Succession planning will continue to become more integrated into the everyday life of organizations\, moving from a formal ‘annual event’to become a part of the daily fabric of doing business. This webinar will cover these key areas for effective succession planning \nHow to identify your potential leaders who can assume greater responsibility in the organization\nThe variety and impact of various development experiences to those that can move into key roles\nHow to engage the leadership in supporting the development of high-potential leaders \nAreas Covered in the Session: \nDiscover the Seven Deadly Sins of Succession Planning What not to do\nExamine the Pros and Cons of Insiders vs Outsiders to fill specific positions Which is better?\nUnderstand the 70-20-10 rule for Developing your Future Leaders What it is and how to use it\nIdentify the 10 best Practices that High Performing organizations use for Grooming Outstanding Leaders\nReview the 5 steps that must be followed to build a culture that Supports Development from the top down\nUtilize the Center for Creative Leadership’s 3 key elements for successful leadership development Assessment – Challenge -Support\nRecognize a variety of learning and on the job opportunities for professionals and managers and how to implement them for ongoing leadership development \nWho Will Benefit: \nCEO’s\nCOO’s\nVP of Human Resources\nChief Learning Officer\nDirectors\nProject Managers\nOperation Managers and Supervisors\nTeam Leaders\nHuman Resources Professionals \nInstructor:\nMarcia Zidle\, MS\, NCC\, BCC is the CEO of Leaders At All Levels and a board certified executive coach based in Dallas Texas. She works with executives\, management teams and high potential professionals ON THE MOVE! They want to move up to the next level – ahead of their competition – into new areas – over and around obstacles – beyond business as usual – towards a sustainable future.
URL:https://ndnr.com/event/succession-planning-its-not-just-for-emergencies-its-a-leadership-development-strategy/
CATEGORIES:Webinar
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