Tag Archives: performance

Free Webinar! How to Build Emotional Intelligence for Individuals and Teams: The Top 7 Skills

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FREE WEBINAR
Hosted by HRDQ
Presented by Marcia Hughes and James Bradford Terrell
Wednesday, May 15, 2013
2:00pm – 3:00pm eastern time

If your organization’s teams are lacking direction, control, or the desire to achieve, underdeveloped emotional intelligence could be the cause. A prerequisite for success, research shows that emotional intelligence is a key driver in team and interpersonal dynamics.

Join presenters Marcia Hughes and James Terrell for an informative free webinar that will help trainers, consultants, team leaders, and OD professionals navigate the road of emotional and social intelligence. They’ll explore the seven emotional competencies and discuss how each relates to team performance. Marcia and James will also present the Collaborative Growth Model, a practical framework that maps the route to emotional and social effectiveness at individual and team levels.

James Bradford Terrell and Marcia Hughes are co-authors of Team Emotional & Social Intelligence, which offers a unique set of tools for determining and developing a team’s emotional effectiveness in seven dimensions that are a prerequisite for high performance.

What You Will Learn

  • The biggest challenge to productive teamwork
  • How to identify and develop the seven core behaviors of emotional effectiveness
  • Techniques to spark candid team conversations about what does or doesn’t work
  • How to use emotional intelligence skills to integrate individual goals into team goals
  • Creating buy-in with team members

Who Should Attend

  • Trainers
  • Consultants
  • Team Leaders
  • Team Members
  • OD professionals

About the Presenters

The president of Collaborative Growth, LLC, Marcia Hughes serves as a strategic communications partner for teams and their leaders. She presents her expertise in emotional intelligence through her consulting, keynote sessions, and program facilitation. She is co-author of the Team Emotional & Social Intelligence, which includes the TESI® Short, A Coach’s Guide to Emotional Intelligence, The Emotionally Intelligent Team, and Emotional Intelligence in Action as well as the Team Emotional & Social Intelligence Survey™ (TESI®). Marcia is also the author of Life’s 2% Solution. She is a certified trainer in the Bar-On EQ-i ® and EQ 360® and provides train-the-trainer facilitation and coaching in powerful EQ delivery.

As the Vice President of Collaborative Growth, LLC, James Bradford Terrell applies his expertise in interpersonal communication to help a variety of public and private sector clients anticipate change and respond to it resiliently. He is co-author of the Team Emotional & Social Intelligence Facilitator Guide Package, which includes the TESI® Short, A Coach’s Guide to Emotional Intelligence, The Emotionally Intelligent Team, and Emotional Intelligence in Action. James also coaches leaders, teams in transition, and senior management using the Bar-On EQi®, EQ 360®, and other assessments. Terrell is co-creator of the Team Emotional and Social Intelligence Survey™ (TESI®), and he provides train-the-trainer workshops on how to develop the insightful interpretation and application of EQ results.

Register Here!

Free Webinar: Building High-Performance Leadership Relationships Across Generations

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FREE WEBINAR
Hosted by HRDQ
Presented by Ron Carrucci and Josh Epperson
Wednesday, March 20, 2013
2:00pm – 3:00pm eastern time

Now more than ever, organizations are struggling with generational differences in the workplace. Transferring years of experience and knowledge from incumbent leaders to senior managers to the generation climbing the ranks is no easy challenge under normal circumstances. And when issues surrounding communication preferences, assumptions about authority, power, control, and lifestyle are present, that process is made all the more difficult. So what’s the best way for organizations to bridge the gap, so to speak?

Join subject matter experts Ron Carucci and Josh Epperson for an informative webinar that discusses the leadership issues persisting in today’s multi-generational organizations. Not only will you gain valuable insight and a new way of thinking, you’ll also learn a number of action-oriented techniques you can use to enable your leaders to work together harmoniously and create a positive impact on performance.

Ron Carrucci and Josh Epperson are co-authors of Bridging the Leadership Divide – a workshop that helps leaders of multiple generations to remove the inherent barriers to productive relationships between incumbent and emerging leaders.

What You Will Learn

  • Six patterns of cross-generational leadership relationships
  • The inherent (and sometimes assumed) challenges between incumbent and emerging leaders – The war of Legacy and Potential
  • Effective approaches for handling cross-generational leadership issues
  • The strengths, challenges, and outcomes of a real-world example of cross-generational relationship

Who Should Attend

  • Supervisors
  • Managers
  • Leaders
  • Human resources professionals
  • OD professionals
  • …and if you’re fortunate enough to participate with one of your cross-generational leaders even better!

About the Presenters

Ron Carrucci is a seasoned consultant with more than 25 years of experience in strategy formulation, global organization design, organizational change, and executive leadership development. He is a former faculty member at Fordham University Graduate School and he served as an adjunct at the Center for Creative Leadership. He is the author and co-author of several books, including Leadership Divided, What Emerging Leaders Need and What you Might be Missing, and Bridging the Leadership Divide. His clients include CitiBank, Corning Inc, Bristol-Myers Squibb, Amgen, Deutsche Bank, ConAgra, Price Waterhouse Coopers, Johnson & Johnson, and ADP.

A consultant who specializes in large-scale organization and culture change, organization architecture, and leadership development, Josh Epperson is the co-author of Bridging the Leadership Divide, and Future in-Formation: Choosing a Generative Organizational Life. He earned a Master of Science degree in Organizational Development at Pepperdine University’s Graziadio School of Business and Management. Josh also holds a Master’s degree in Counseling Psychology from Mars Hill Graduate School. Some of his clients include Cadbury Schweppes, The Hershey Company, Microsoft, McDonalds, Starbucks Coffee Company, and the CIA.

Register Here!

Free Webinar! The Bottomline on ROI: How to measure the results of your training

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FREE WEBINAR
Hosted by HRDQ
Presented by Patti Phillips
Wednesday, December 19th, 2012
11:00am – 12:00pm (eastern time)

In today’s cost-conscious business world, executives are asking to see the relationship between training and results. Because without a return on investment (ROI), management buy-in and training budgets are in jeopardy. And that has training professionals everywhere scrambling to prove the value and impact their initiatives bring to the organization.

If the thought of ROI measurement has your head spinning, this webinar will help you to make sense of it all. You’ll learn what ROI is—what it is not—and how you can move forward to implement it in your organization. Presented by world-renowned expert Dr. Patti Phillips, she’ll introduce you to the ROI Methodology and show you how to connect your programs, processes, and projects to results in a clear, precise, and logical way that will satisfy even the most demanding C-suite executives.

Patti Phillips is the author of The Bottomline on ROI – a book that makes sense of the ROI Methodology and shows how to connect programs, processes, and projects to results in a clear, precise, and logical way.

What You Will Learn

  • Five levels of evaluation that serve as the foundation of the ROI Methodology
  • Six types of results that represent the chain of impact
  • Ten steps of the ROI Methodology process model
  • Twelve guiding principles that support the ROI Methodology

Who Should Attend

  • Human resources professionals and consultants
  • Training and development managers and directors
  • OD professionals
  • Managers and executives
  • Training consultants

About the Presenter

A recognized expert in measurement and evaluation, Dr. Patti Phillips is president & CEO of the ROI Institute. She serves as faculty for the UN System Staff College, a Professor of Practice for The University of Southern Mississippi’s Ph.D. in Human Capital Development program, and a Principal Research Fellow at The Conference Board. Patti is an award-winning author or editor of numerous books and articles, including The Bottomline on ROI 2nd edition, Ten-Steps to Successful Business Alignment, Measuring ROI in Learning and Development: Global Case Studies, and Measuring the Success of Coaching. Dr. Phillips’ clients include Fortune 500 companies, federal and state government agencies, and non-governmental organizations.

Register Here!

Back to Basics: Values

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Measurable progress is just the best, right?  But there are intangible factors that contribute immeasurably to the success of an organization – values, which can’t be ignored or neglected.

The success of an organization depends on the success of the individuals that comprise it.  This means that the individual’s idea of success needs to align with the organization’s goals.  To ensure this alignment, the organization’s values and vision need to be clearly communicated – as early on as the hiring process.  Hiring for fit will contribute greatly to the long-term success of the individual as part of the organization.

But the articulation of values can’t just be a qualifier for employment – values need to be reinforced throughout an employee’s work-life.  Sustained high performance is a result of the clear understanding of expectations and goals, every step of the way.  Values can, and should, be used as a touchstone for employee behavior and performance – values establish a common metric for what “good” is.

But where do these values come from, and how can they be articulated or displayed?

Communication and exposition are necessary of course, but so is modeling.  It is important for a leader to practice desired behaviors that contribute to organizational success.  That way, not only does an employee see the behaviors that embody organizational values in action each day, he also sees that his high performance isn’t hitting a low ceiling.

A great way to identify and align values at all levels of your organization is to physically sit down and talk about them as team.  The Values Edge System is a platform to examine individual and organizational values, and to compare the two.  This content-rich – but simply done – card-sorting activity provides a powerful visual representation of what drives behavior and shapes culture.  Try it today, and you’ll be able to form the strong team foundation you need to reach top performance! Turn your organization’s intangibles into progress you can see, with The Values Edge System!

One Simple Step to Increase Productivity in the Workplace

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Why should you care about your employees’ personalities? If they are fulfilling their job as outlined, and are generally following the organizational culture, you are doing pretty well, right? Although many leaders might agree with that statement, it sets the bar much lower than it needs to. There is likely untapped productivity within the personality of your employees – even the hopelessly under-performing or endlessly average ones.

According to Scott Keller, performance improvement expert and co-author of Beyond Performance (2011, Wiley), “…we’ve found that leaders can create and sustain stronger business results if they understand — and manage — how employees approach their work every day. When employees’ thoughts, feelings, and beliefs are aligned with their daily work, they do that work better.”

All communication is filtered through our personality style, which also holds the key to our motivations and typical behaviors. Human nature can be very complex, causing even the most stalwart leaders to cringe and avoid facing issues head on; the good news is that we are also quite predictable, and for the most part, we each follow patterns in our behavior.

Successful leaders are those who become keenly aware of their own personality type, and use that knowledge as a springboard for getting in touch with their peers and employees. This deeper understanding of self and others works as an asset in team and organizational management.

How is Greg motivated? What are Sandra’s career goals? How does Chris best handle stress? Once you can pinpoint personality style and dominant behavioral patterns, you can improve the productivity and effectiveness of every person who interacts with you in the workplace.

Click here to learn more about personality styles.

Free Webinar: Accountability Now! From Top to Bottom

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FREE WEBINAR
Hosted by HRDQ
Presented by Linda Galindo
Wednesday, September 26th, 2012
2:00pm – 3:00pm (eastern time)

There’s no doubt that work life is far better when organizations subscribe to accountability as a guiding principle and value. But when push comes to shove especially in turbulent times, the concept is much easier said than done.

In this webinar you will learn what accountability is—what it’s not—and how it can give your organization a much-needed makeover that will result in higher retention rates, improved morale, fewer errors, stress reduction, and better overall performance. Using real-life examples and a three-step model, subject matter expert Linda Galindo will demonstrate how anyone can instill and apply the mindset of personal accountability in their everyday work life.

Linda Galindo is the author of The Accountability Experience – a comprehensive learning solution that combines a self assessment and a one-day workshop to give employees the skills, tools, and strategies they need to strengthen their commitment to accountability.

What You Will Learn

  • Relevant and useful definitions of responsibility and accountability
  • How you measure up to accountability—a behavior checklist
  • The purpose and value of Clear Agreements based on accountability
  • Three keys to being an accountability influencer in the workplace

Who Should Attend

  • Employees
  • Managers
  • Management team members
  • Human resources professionals
  • OD professionals


About the Presenter

Linda GalindoA former radio news anchor, Linda Galindo is a recognized author, educator, speaker, and consultant who specializes in accountability and high-performance executive team building. She is the author of The 85% Solution: How Personal Accountability Guarantees Success—No Nonsense, No Excuses, Way to Grow!, and The Accountability Experience. Linda is also a Faculty Member for the Governance Institute and the Institute for Management Studies. Her clients include the Naval Reactors Facility, the Sundance Institute, Baystate Financial Services, The Children’s Hospital of Philadelphia, Park City Municipal Corporation, and Abbott Laboratories.

Register Here!

Win Forever with Great Coaching!

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“I love trophies, but forget ‘em. They’re for old men, for guys living in memory.  I’m talking about: Are we competing today, every minute, in everything we do in practice? Are we letting loose and daring to be great here and now? And can we sustain that? And repeat it? Trophies are great, but we’re trying to win forever.”

~Pete Carroll

Managers are not always aware of the value and benefits of regular coaching meetings.  Because these meetings are associated with performance issues, they can be seen as difficult or confrontational interactions.

But, when acknowledged immediately, and worked through with managers’ guidance, performance issues (and coaching meetings) can be opportunities for not just better performance, but a healthier work-life and an unobstructed career path.

But what makes for an effective coaching meeting?  There are all kinds of performance issues; all kinds of employees, teams, and managers.  How can an effective meeting be planned when there are so many variables to consider?

HRDQ’s Coaching Skills Inventory presents a model for effective coaching meetings that’s based on years of behavioral science research, and has been actively improving management and team performance for 20 years.

Setting out a simple, effective, 7-step model for coaching meetings, the Coaching Skills Inventory measures the abilities of managers in 6 key skills areas necessary for effective coaching.  When it comes to soft skills, self-assessment is a very powerful tool.  Not only does the Coaching Skills Inventory let you know where you stand, it lets you know where to go next.  By breaking coaching skills down into 6 sets, this assessment provides specific avenues for improvement – pinpointing the strengths and weaknesses of each coach, and letting them plan a direct course to better performance.

Once you’ve got your coaching on track, you’ll be well on your way towards better performance and a healthier environment throughout your organization.  Remind your team of the importance of coaching meetings with the Coaching Skills Inventory – get started today:

Remembering Stephen Covey

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This week, we remember Stephen Covey, author of The 7 Habits of Highly Effective People. Having sold over 25 million copies, worldwide, of this title alone, Covey has been incredibly influential in the business and self-help genres. He passed away on Monday, July 16th as a result of complications from injuries sustained during a bicycle accident.

Covey’s work encouraged people to extend personal values and principles into their work life in order to maintain engagement, high performance, and positive relationships.

A life-long educator, Stephen Covey made a substantial contribution to the world of training and development, which lives on in his books and educational resources.

Stephen R. Covey
1932 – 2012

Clarify Values to Unlock Employee Engagement

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Does your organization regularly clarify and remind employees and clients of its core values? Do you even know what they are? According to author and leader, Dr. Cynthia Scott, “Values are the driving force behind personal action, and a beacon of focus during turbulent times. Successful organizations recognize the business case for value clarity, and they know that connecting personal values to organizational strategy is the vital link to employee engagement, innovation, commitment, performance, decision making—and a competitive advantage.”

A solid values statement can be a catalyst for positive behaviors; it offers ‘default’ focus points in the face of challenge, conflict, and organizational change. A solid set of values offers a core navigation point when many forces are in flux.

And how about your own values? Are they aligned with your organization? Take the time to consciously outline your personal value statement and then you can decide how it compares with that of your organization. Are there discrepancies, or is it basically in alignment with the place that you spend most of your time? The more alignment you can find, the more effective you can become.

Years of economic shifts have left many organizations lost in the stress of daily challenges.  When it comes to workplace cultural and behavioral principles, many organizations are overwhelmed by competing messages, requirements, and structures. Because it’s difficult to find space within day-to-day business operations to reinforce value-based behavior, or correct behavior that is not aligned with organizational values, many organizations decide that as long as the behavior doesn’t create an immediate legal risk, it’s not an immediate problem.

But, employee behavior is an indicator of employee engagement.  Employees invested in the values of their organization will perform better, and be more satisfied with their jobs.

Learn how to clarify your personal and organizational values, and how you can use them to navigate conflict, encourage and inspire positive behavior, and get better results.  Attend this free webinar presented by Dr. Cynthia Scott!

Discovering Values: The Key to Unlocking Employee Engagement

will take place on

Wednesday, July 18th

from 11:00am to 12:00pm, Eastern time. 

Register now to reserve your space!

Emotional Intelligence and You (and Everyone Else)

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Emotional Intelligence plays a critical role in our daily lives.  Whether or not we’d like them to, our emotions influence our actions.  In order to control this influence, we need to understand our emotions – and to a certain extent, we all do.  There is always room to improve and expand this understanding, but Emotional Intelligence can be difficult to quantify.

The Emotional Intelligence Skills Assessment (EiSA) helps simplify the process of measuring Emotional Intelligence by breaking it down into 5 scales:

  • Perceiving
  • Managing
  • Decision Making
  • Achieving
  • Influencing

Each scale represents an individual’s ability to manage their emotions to a different end.  One might, for example, use their Emotional Intelligence to better understand those around them (Perceiving) or appeal to others to shape their opinions (Influencing).  By measuring these skill sets separately, EiSA clearly shows one’s strengths and problem areas – and demonstrates how and why certain behaviors are beneficial or harmful.

EiSA also offers a new 360° Assessment – a vehicle for obtaining feedback from everyone with whom an individual interacts.  This format is growing more and more popular for use in performance evaluations.  In his recent article in The Street, Brad Hall, Managing Director of Human Capital Systems, remarks,

“Of all the times I’ve asked the intentionally provocative question, ‘Do performance appraisals improve performance,’ only three managers have answered affirmatively. All three were from Goldman Sachs. They explained that at Goldman, every associate is assessed by an annual 360° that managers use to create a multipage appraisal. Nearly all companies conduct appraisals, but few execute this fundamental practice well.”

Business is about relationships.  It matters how we are perceived by others.  If there is a remarkable difference in how we see ourselves (our intentions) and how others see us (our actions), there’s a problem – if only because we are not getting the results we’re aiming for.

In order to influence others, we need to be aware of how they respond to our behavior.  A 360° Assessment gives us a rare opportunity.  We can be responsible and accountable for our own behaviors, but how often do we get an objective answer to the question “what do they think of me?”  Seeing how our self-perceptions align with the perceptions of others on a measured scale is as transparent – as accurate – as a self-assessment can be.

Consider a 360° Assessment for your team and see how effectively it inspires reflection and improvement in interactions and performance.