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

Posted on May 13, 2013 by HRDQ

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!

What’s My Time Style?

Posted on April 17, 2013 by HRDQ

Personality Style affects all aspects of our work life – especially time management. Just as with social situations involving different groups of people, we approach time management differently depending on what we’re doing.

When thinking about time management, it’s important to consider not just the nature of the task, but the other people involved. Team members, managers, and other stakeholders may have very different methods of time management than we do. And while we cannot control the behaviors of others, and most often can’t choose who we work with, we can make our time-management style align more closely for a more harmonious group effort.

This is especially important when fitting our own tasks into a schedule developed by someone else. We need to choose an appropriate time-management style for the task at hand, but also make sure that our style is appropriate for the people we are working with.

So, how do we classify time-management style?

We all observe behaviors in ourselves and in others, and can sense when we are compatible (or not). There’s a simple and effective way to decipher these behaviors and understand why they result in compatible or incompatible relationships. It’s the HRDQ Style Model.

Classifying observable behaviors into four distinct personality styles (Direct, Spirited, Systematic, and Considerate), the HRDQ Style Model helps us create a plan for capitalizing on our own natural strengths, and relating to others more effectively. The HRDQ Style Series is comprised of eight style assessments that deal with specific aspects of work life and provide personal development training. What’s My Time Style? deals directly with time management.

Built on a foundation of behavioral tendencies, arrived at by self-assessment, What’s My Time Style reports an individual’s “style” and provides enough interpretive information and time managemet training to chart a course toward better performance, better relationships, and smoother sailing all around.

Learning about personality style can improve all aspects of our home and work lives, and help us build the skills and relationships we need to maintain high performance, feel fulfilled in our interactions, and help others succeed with us.

Let the HRDQ Style Series help you!

FREE Webinar! Breakthrough Creativity

Posted on April 15, 2013 by HRDQ

Breakthrough Creativity:

How to Use Your Talents to Gain a Competitive Advantage

Hosted by HRDQ

Presented by Lynne Levesque

Wednesday, April 17, 2013

2 – 3pm (Eastern Time)

Organizations that integrate creativity into their DNA achieve significant benefits, including better team performance, increased flexibility, greater retention rates, creative problem solving, and strategic decision making. Some say it’s the “secret sauce” that’s needed to gain a competitive advantage in the marketplace.

Lynne Levesque is the Author of the Breakthough Creativity Profile – a combination self-assessment and classroom workshop, that helps individuals and teams to leverage their creative strengths, improve their problem-solving skills, increase productivity, and achieve their creative best.

But creativity isn’t limited to artists, inventors, and entrepreneurs. The fact is everyone is creative. Just as there are multiple styles of intelligence, there are multiple styles of creativity that produce different yet equally valuable results. Variations in how individuals look at the world, gather information, and respond to challenges all have an impact on creative contributions. And the first step in realizing creative potential in individuals and teams is self-discovery.

Join creativity and leadership development expert Dr. Lynne Levesque for an hour-long exploration of creativity in the workplace. She’ll discuss how creative talents impact organizational performance, introduce eight creative talents, and offer a practical framework you can use to accelerate the growth of creative strengths in individuals, teams, and leaders.

What You Will Learn

What it means to be creative at work and why it’s critical to performance
Discover the different ways people can be creative
How to apply creativity to inventive problem solving, strategic decision making, and resilient change management
Understand the impact of different creative talents on teamwork
Identify steps for building creative competency in individuals, teams, and leaders

Who Should Attend

Trainers
Managers and Team Leaders
Human Resources Managers
OD Professionals
Consultants

About the Presenter

Lynne C. Levesque, Ed. D. is an expert in the field of creativity and leadership with over 20 years of experience consulting, training, and researching. She is the author of Breakthrough Creativity: Achieving Top Performance Using the Eight Creative Talents (Davies-Black: June, 2001), as well as numerous articles and Harvard Business School cases for the Harvard Business Review and the Sloan Management Review. Lynne holds an M.B.A. from the University of California at Berkeley and an Ed.D. in Creativity from the University of Massachusetts at Amherst.

Click here to register!

Where Winners Live: Sell More, Earn More, Achieve More Through Personal Accountability

Posted on March 27, 2013 by Penny Purcell

A guest post from Linda Galindo, consultant, author, speaker and educator

Back in my days as a radio news personality a station consultant charged with improving our ratings told the morning team to produce our shows with “health, heart, and pocketbook” in mind. Health, heart and pocketbook were, according to the consultants, what gets and keeps listeners engaged. Their rationale: If you don’t have your health, not much else matters. Appealing to the “heart” with human interest stories that uplifted and informed would be talked about around the water cooler. And, pocketbook referred to money; one’s wealth and what may or may not be impacting it from bank failures to hot stocks and everything in between.

Fast forward 20 years and it would appear not much has changed except the way in which personal accountability for health, heart and pocket book have shifted. The specific shift my work as an accountability expert and author of The Accountability Experience has identified is this – not being personally accountable for one’s health, well-being and financial situation is rewarded more than being personally accountable for one’s results in these three areas. Time after time business leaders nod in agreement and disgust when I point this out. Leaders wish their work force was more personally accountable for selling more, earning more and achieving more so that all the” babysitting” managers have to do would go away. Managers blame it on the work ethic of the younger generation or government regulation or the pace of change and new technology. What these business people fail to see is the real source of the problem, themselves. Rescue, fixing and saving under-performance because “it is just easier to do it myself” is running rampant in organizations, at the highest levels! Personal accountability at the top is too often mandated not demonstrated. My newest book with co-author Dave Porter, Where Winners Live will show you over and over again that mandating accountability doesn’t work, demonstrating it does.

You would think in sales organizations that focus on financial services or insurance, personal accountability would be ingrained. Commission-based “eat what you kill” environments make personal accountability a given. Think again. More than ever, sustaining a thriving organization in the financial services and insurance industries requires everyone to personally own and be accountable for the results. Top producers must rely heavily on others to meet customer needs in today’s complex product offering, instant information world. Internal corporate relationships have to fire on all cylinders all the time to produce flawless customer service and realize the investment in corporate brand. The best and brightest really do have to be attracted and retained but more importantly developed.

Personal accountability at the top is too often mandated not demonstrated.

Sales organizations have an opportunity to utilize a power hiding in plain sight and pull far, far away from their competition if their up to the rigor of what is in this book. Leaders, you would do well to heed the call to transform your view of personal accountability and its impact on the results you claim you want. Individual contributors, this will arm you with a powerful lens from which to scope out the best working environment for you to sell more, earn more and achieve more. For the consumer, you are being handed the inside scoop on how to select the best provider for the financial and insurance services you need that align with your willingness to be totally personally accountable for your health, heart and pocketbook. Read Where Winners Live and enjoy your journey as you sell more, earn more and achieve more through personal accountability.

Read more from Linda Galindo on her blog lindagalindo.com/blog/

Free Webinar: Building High-Performance Leadership Relationships Across Generations

Posted on March 18, 2013 by HRDQ

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!

Social Media at Work

Posted on February 27, 2013 by HRDQ

Because of the pace of global culture in the 21^st century, it kind of seems like social media just snuck up on us. But, its roots are deep – reaching back to the late-modernist shift towards individualism.

In the face of insurmountable global conflict, individuals shifted their focus to a more digestible problem: “How can I fix myself? How can I become ideal?” And through limited media channels, that question was answered by Betty Crocker, Proctor, Gamble, and Chiquita Banana. Products will fix you.

Products like those used by celebrities – by it-girls – approximations of the ideal that are elevated by limited exposure and by the combined abilities of many behind the mask of an effortless face.

Production, then, was always done by the “other.” And the self was less – a receiver of awe.

As technology advanced, production became possible for a wider (and now, almost universal) set of people. It became easier to see that behind the mask was a collection, not one complete form. So in order to become ideal, we’d each need to become collectors. Not just of products, but ideas and symbols as well. It seems so accessible – we just need to go shopping! And then, working as independent (well, individual) producers, we get as close to that shock and awe as we can – we all become gladiators and let the crowd pick the losers.

We learn to make public versions of ourselves that are over-the-top and demanding of that kind of attention. Through outlets like social, crowd-sourced, and DIY media, we all publish like it’s going out of style.

But, when everyone is a celebrity, everyone needs a handler (not all press is good press). When a person agrees to become an employee of an organization, they become part of that organization’s brand. And in the public channels used by the organization, the employee needs to maintain that brand standard – in all contexts that both organization and employee are represented, they should appear aligned.

But, it is the place of the organization to create a plan – and a set of expectations and boundaries – in order to maintain this alignment.

Social Media at Work is a new title from HRDQ’s Reproducible Training Library. It’s designed to guide employees at every level of an organization through appropriate and productive ways to benefit personally and a team from the opportunities presented by new media. Don’t let your employees get eaten by a lion – train them!

Get started with Social Media at Work today!

Free Webinar: What Would You Do? – Ethics and the Decision-Making Process

Posted on February 11, 2013 by HRDQ

FREE WEBINAR
Hosted by HRDQ
Presented by Lorraine Ukens
Wednesday, February 13, 2013
2:00pm – 3:00pm eastern time

Now more than ever, the pressure to achieve results is on the rise. And when the drive becomes more about getting to the finish line than how you actually got there, collaboration, trust, and ethical decision making can be compromised. Not to mention, watching others cheat or behave unethically can have a negative impact on groups, teams, and organizations.

How do the people in your organization behave under pressure? Do they compete against others for their personal gain, or do they cooperate to create a synergy that achieves the best results for everyone? The answer may surprise you.

Join Lorraine Ukens for an exploration of the opposing but related concepts of collaboration and competition. She’ll discuss how decision making and individual choices affect relationships and performance in both the professional and personal worlds. Lorraine will also introduce you to effective methods and tools you can use to illustrate these concepts in the training classroom.

Lorraine Ukens is the author of What Would You Do? – a management development training game on ethical and moral decision making that teaches the benefits of acting ethically in the business world.

What You Will Learn

The impact of individual choices on group outcomes and ethical issues
The difference between cooperative and competitive decision making
How others can influence the personal decision-making process
The roles of trust and communication in making ethical decisions

Who Should Attend

Employees
Leaders
Human resources professionals
Trainers
OD consultants

About the Presenters

Lorraine Ukens is a performance improvement expert who specializes in team building and experiential learning. She is the author of What Would You Do?, an ethical and moral dilemma training game, as well as multiple training activity books, consensus survival simulations, and a team negotiation training game. Lorraine was an adjunct faculty member at Towson University, and she has presented at both industry-specific and national conferences.

Register Here!

Send Your Coaches to Camp!

Posted on February 6, 2013 by HRDQ

It’s not always apparent when one of your coaches is out of shape. Glamour muscles might be hiding a bad habit, or a marshmallowy exterior might conceal a rock. Sometimes you just need to take a closer look.

Everyone benefits from the coaching process. Employees improve their skills, learn new things, and feel better about their place in an organization. Coaches improve their relationships with teammates and benefit from improved employee performance. And organizations flourish with highly skilled employees that are working together towards a common goal.

Make sure your team has all of these advantages by keeping your coaches at the top of their game.

Coaches need to remember that competition on an organizational level starts with individuals – and that they have the opportunity to improve and align employee performance on an individual and team scale.

While coaching is sometimes necessary for targeted issues in the short term, it’s also an ongoing process in the relationship between coach and employee. Training doesn’t stop after the game – it picks up in anticipation of the next. To stay competitive, everyone needs to keep the question “how can I be better?” on their mind all the time.

That’s not to say that coaching should focus on deficiencies and problems. Of course, they need to be addressed in a timely manner but they shouldn’t dominate the relationship between coach and employee. Coaching is about creating positive changes in an employee’s performance and work life.

The Get Fit for Coaching Assessment and Skill Practice Game introduce a cyclical model for the coaching process:

By assessing their current abilities and practicing the appropriate skills in a non-threatening experiential learning activity, coaches will not only know what they need to improve, but how – and how to measure the results of their development.

“Needs Improvement” is not a negative! It means progress is being made, and that the benefits of that progress are proliferating. So give your coaches a “needs improvement” and send them back to camp.

Get Fit for Coaching Trainers' Bundle

Bundle and save by pairing the Get Fit for Coaching Assessment and Skill Practice Game!

Molding Consensus – Leading Across Differences

Posted on January 24, 2013 by HRDQ

“A genuine leader is not a searcher for consensus, but a molder of consensus.”

This past Monday, we celebrated one of our country’s greatest leaders, Dr. Martin Luther King, Jr.

As one of many enduring gifts, Dr. King showed us the necessity for and effectiveness of direct recognition and action when faced with social conflict. This type of conflict can shed light on overarching structural issues, and incite positive change. Decisions may be coming from a perspective that seeks to retain power and control, regardless of the detriment that may be to an entire system (in the case of civil rights, certainly, but also on a smaller scale within a group or organization).

While we don’t all manage conflict on such a grand scale, we do experience the challenge of working with others whose goals do not match ours on a daily basis. Diversity makes for a well-balanced, strong team. But with a wide range of perspectives comes conflict. And conflicts rooted in social identity differences can be emotionally charged and difficult to understand.

It’s hardest to understand diversity conflict when we are personally involved. It isn’t always an easy or instinctual thing to do, but we need to look at how our own social identity shapes our goals, preferences, and reactions.

Self-awareness is the first step toward healthy and efficient diversity-based conflict management – awareness that we have socially-based perceptions and goals. And so does everyone else. Once that’s established, we can identify what, exactly, is conflicting and how we can work together towards the best result. How do each party’s goals relate to organizational goals, and how can we create strong, common goals to work towards in the future?

Leading Across Differences is a self-assessment and training program that allows leaders at any level the opportunity to improve their conflict management skills. It specifically addresses the challenges of leading a diverse team – what to expect, and how to manage conflict. Promote diversity and leadership and help your diverse team work together for a better future for everyone. Get started today!

Free Webinar: Leading Across Differences

Posted on January 21, 2013 by HRDQ

FREE WEBINAR
Hosted by HRDQ
Presented by Kelly Hannum
Wednesday, January 23, 2013
2:00pm – 3:00pm eastern time

Despite the growing opportunities created by our interconnected world, the dynamics of diverse social identity groups present an interesting challenge for organizations. Now more than ever, today’s leaders must be able to lead people of different nationalities, religions, races, and gender to work together effectively. But how can leaders develop the skills they need to master these tough situations—especially when the conflicts and misunderstandings are complex and emotionally charged?

Kelly Hannum, a senior faculty member at the Center for Creative Leadership, will lead an hour-long webinar that will provide practical and relevant information about how to lead across social identity differences. She’ll discuss how diverse group dynamics affect organizations, reveal five common triggers of conflict, and introduce a framework leaders can use to gain better understanding and take appropriate action.

Kelly Hannum is co-author of Leading Across Differences – a training package that offers new ways of thinking about leadership challenges, providing participants with a framework and process for better understanding their context and taking appropriate action.

What You Will Learn

A framework for addressing social identity differences
The common triggers of social identity conflict
Who should take action—and what actions to take
Leadership practices for situations where multiple identity groups are present

Who Should Attend

Human resources professionals and consultants
Diversity trainers and facilitators
Change and OD strategists
Managers and executives
Leadership development trainers

About the Presenters

Kelly M. Hannum is a senior faculty member at the Center for Creative Leadership and a visiting faculty member at Catholic University’s IESEG School of Management in Lille, France. She holds a PhD in educational research, measurement, and evaluation from the University of North Carolina at Greensboro. Dr. Hannum is the recipient of multiple awards, including the prestigious Marcia Guttentag Award from the American Evaluation Association. She has been on the Advisory Board of the Leadership Learning Community since 2007, and she has been invited to speak at numerous conferences across North America, Europe, Asia, Africa, and the Middle East. The National Aeronautics and Space Administration and the World Bank are among Dr. Hannum’s clients.

Register Here!

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What’s My Time Style?