Webinars and eWorkshops Page 2
DEC 4 2008 Developing Leaders for Global Organizational Effectiveness
Global effectiveness is the ultimate challenge for any organization. As former head of research for the Harvard Multinational Enterprise Research Project, Dr. Bill Davidson has been immersed in this subject for many years. The challenges to a global organization are manifold: creating common infrastructure and processes; dealing with intercultural realities; balancing enterprise discipline and structure with local autonomy and responsiveness; and finding organizational models that will address the realities of global business. After researching in depth hundreds of leading global companies, it must be concluded that the answers have less to do with organizational structure and more to do with the quality, mindset and focus of leadership within the organization. There are also a handful of key organizational capabilities that are essential to global effectiveness.
In this session, Dr. Davidson will identify 11 key variables that measure the effectiveness of a global organization. These measures will provide a useful benchmark for you in assessing your own organization. Also, in each area, we will discuss best practices and pitfalls to be avoided. We will also focus on the key aspects of leadership development that are critical to global effectiveness.
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OCT 16 2008 The Power of Corporate Identity
Global Staffing and Performance Management
Corporate identity is a critical factor in all aspects of human resource management and leadership. A corporation's identity comes not only from its culture, but also the strategic and business logic of the company. We will identify a number of critical variables that must be considered in shaping HR systems. Does the company have a long or short technology cycle? Is it a core competitor or a niche player in its business? Does it outsource its value chain? What elements of the value chain are most critical? What is the firm's primary value proposition?
In order to maximize its performance, the company must take into account all corporate identity factors -- the company culture, HR systems and leadership model. We will discuss examples of firms that are able to achieve and leverage clarity of corporate identity in staffing, leadership development and performance management. Absolute clarity about all elements of corporate identity is invaluable in designing and implementing HR and leadership systems.
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SEP 25 2008 Coaching for Life: The Power of Self-Realization
One of the skills of effective leaders is the development of self and others. The starting assumption of this session is that individuals possess what they need to achieve their goals. The objective of good coaching, therefore, is enabling individuals to tap into their own inner reservoir of resources for guidance and action. The process puts unique demands on the role of the coach to listen and engage via questions rather than providing answers or solutions.
I will start with a framework of development based on the work of master thought-leaders. I will then provide a model of change that is founded in awareness and its function in performance improvement. While performance has a history linked to technical proficiency, individual uniqueness has not been taken into account in traditional training and coaching. As a consequence, individuals struggle with "imitating" the proper technique. Learn how to shift focus to what one is seeing and experiencing to relieve learning anxiety and reduce the noise from the inner critic.
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SEP 11 2008 The Key To Realizing Our True Potential
Each one of us comes to the planet with a purpose. We have been given the gifts to realize this purpose. Education helps us understand who we are and what our purpose and gifts are. When we choose work that leverages our gifts to move towards our purpose, we do inspired work and realize our full potential. When we enable others to do so, we become inspired leaders. This session will provide insights on this journey of self discovery and transformation.
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AUG 21 2008 Winning the War on Talent
Grow Your Own Leaders Through High Potential Development Programs
In this age of competition for Executive Talent, learn some of the processes and programs in place that are developing leaders for the future. The 80's and 90's brought about the collapse of the development grounds for Executives by abolishing an entire level of Senior Middle Management. Find out how Comcast Cable is dealing with developing employees to lead the organization in the future through non-traditional development practices. Learn how Comcast was able to "Capture their Culture" and simulate a learning environment that address all aspects of Executive Leadership Development in their organization.
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AUG 13 2008 Josh Bersin on Talent Management Analytics
Define what to measure and report.
Noted author, researcher, and speaker, Josh Bersin will present his research on talent management metrics. There are a myriad of possible metrics and measures around talent management. But the quantity of measures does not determine the quality of those measures. Measures should lead to decisions and actions and should identify whether talent management processes are influencing business goals. This webcast will describe how to decide which measures make sense for your organization.
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