On Demand Webinar Recordings

Elements of Promotability: Unveiling the Path to Career Advancement

In the dynamic landscape of the modern workplace, securing a promotion has become increasingly challenging. With a multitude of qualified candidates vying for positions, it’s essential to understand the key elements that make an individual promotable.

Promotability goes beyond technical skills and experience. It encompasses a blend of qualities and attributes that define an individual’s capacity to excel. In this webinar, we will explore the key elements of promotability. Each element plays a vital role in shaping a professional’s path toward career advancement.

When Your Manager Is Younger (or Less Experienced) Than You

With life expectancies rising by about three years every decade, and many more people living well into their 90’s and longer, people are working longer.
As a result, some companies have as many as five generations coexisting in their workplaces. Chances are high that you may one day report to a manager who is significantly younger than you. This scenario might make some people feel uncomfortable. That’s all the more reason why we should all be asking ourselves how we’d feel working for a younger person. It may happen to you, and it’s best to be prepared. This webinar explores strategies and approaches to get the most out of this situation.

Today’s workforce is made up of five generations. Chances are that the potential of leading and managing someone older than you is very possible. You may be decades younger than the people you are leading. Yet, effectively managing older employees requires a thoughtful approach that balances respect, open communication, and collaboration. This webinar explores the most effective approaches to managing older, more experienced employees, including tapping into their wealth of knowledge, fostering a positive team dynamic, and promoting continuous learning and development.

Look into any successful company, and you will find leaders who adopt a growth mindset.

A growth mindset is critical for leaders because it helps them continuously learn, adapt, and improve. A growth mindset is the belief that intelligence, skills, and abilities can be developed through effort, practice, and learning.

In this webinar, we explore the concept of growth mindsets and review methods and approaches that help leaders at all levels develop a growth mindset.

When faced with difficult people, most of us either use confrontation or avoid dealing with them. Neither is an effective solution and, as a leader, neither is really an option.

In this webinar, we go beyond coping advice, providing concrete strategies for working with and leading difficult people.

A record-high 4.4 million people, or 3% of workers, quit their job in September 2021. “The Great Resignation” is real, and it can be seen across virtually all industries. And there’s reason to believe quitting will continue well into 2022.

In this webinar, we explore some reasons people are quitting in record numbers. We then discuss some actions leaders can take to impact this situation.

A research report by Deloitte highlights the benefits of developing the coaching capabilities of leaders. The report states, “Organizations in which leaders ‘very frequently’ coach had 21% higher business results. Further, organizations with ‘excellent’ cultural support for coaching had 13% stronger business results and 39% stronger employee results.”

It is what most leaders dread. You have an associate who is not performing well. You may know that losing this job will cause your associate some hardship. You may even like your associate. However, in fairness to the rest of the team and your company, you cannot keep this person on unless things change.

Every leader has their own personality and leadership style. Whether you are a methodical, hands-off leader, or a high-energy, hands-on leader, your team expects you to guide them towards the organization’s goals every day. To do this, you need them to trust and follow you—and this is more likely to happen when you keep your cool.

Emotional intelligence is not the opposite of intelligence or is it the triumph of heart over the head – – it is the unique intersection of both. Since the 1960s, emotional intelligence has been recognized as a critical component

One of the greatest tools at the disposal of any leader is one-on-one meetings with their team. Used well, it can help drive top performance, boost morale, and fix problems when they’re small.

After more than a year of remote work brought on by the COVID-19 pandemic, many employers are starting to reopen their offices, and people have mixed feelings. Some relish the idea of collaborating with colleagues in person

Feedback is a means of improvement. It helps individuals shape their actions to better meet the needs of an organization and leader. Feedback is just one of the required tasks of a leader and is meant to encourage their team to meet goals

A major function of leaders is to support the motivation of other individuals and groups. While there is a debate about whether anyone can motivate another person, there are approaches to engaging the motivation of people

In this webinar, we examine the psychological aspects of persuasion. In our new economy, everyone is in sales. Even if you do not have the word “sales” in your job title, you will still need to know

Considering our dramatically changing circumstances, stress is a growing problem. Consistently high levels of stress are linked to increased accidents, absenteeism, turnover, lower quality of work, and ultimately revenue loss.

For most people, change is difficult and stressful. We have all had to face that head-on throughout the majority of this last year. From our perspective, change is not only the process of engaging

Culture is the heartbeat of any organization. And while it used to be that companies could get by without that heartbeat, more and more are failing, and for good reason, because culture matters more today than ever before.

Conflict is inevitable and can lead to either positive or negative results depending on how it is handled. To overcome reluctance to address conflict, we all need to recognize the tremendous value of managing conflict effectively.

We use the word team so often that it has almost become a “garbage can” word. Because we use the word so frequently, we think we know how to work effectively with teams. Unfortunately we do not.

Congratulations, you’ve been promoted! As exciting as this time may be, many first-time leaders fail to consider that they are now directly responsible for people who may have been at their same level.

One common strategy is to address the toxic employee’s attitude. While a toxic employee’s attitude certainly affects his/her behavior, we usually find that trying to change any employee’s attitude is next to impossible.

If you haven’t noticed, employee engagement is getting a lot of attention. We have all probably read the often cited statistic that only 33% of U.S. employees are engaged at work. However, employee engagement is much more than the annual survey and resulting statistics.

As we start 2021, many of us talk about engaging or re-engaging our motivation. Often times, these discussions turn to the relative values of extrinsic rewards vs intrinsic motivation. It often seems like a conversation about good and evil.

As we have all discovered in 2020, we are almost guaranteed to face a variety of circumstances, changing environments, and new roles that require us to adapt. Engaging our personal development helps us to handle the pressures

2020 has challenged everyone. There is no guide on how to handle this situation. The future is going to be another challenge as well. However, as a leader, you have the chance to step up and prepare your team for 2021.

Learning how to have difficult conversations is one of the most important skills we can learn. Yet, these conversations can be challenging to navigate. Addressing hard issues takes know-how and understanding.

“Why are these people being so difficult?” “These people are so irresponsible!” “I don’t ever want to work with this person again!” We’ve all had to deal with them. Perhaps you still are dealing with them.

How many times have you vowed to improve your self-discipline, only to find yourself failing only a few weeks later?

For the first time in history, there are five distinct generations in the workforce: Traditionalists, Baby Boomers, Gen Xers, Millennials, and now, Gen Z. They all have their perspectives, styles, and expectations.

As we have already seen, Covid-19 is fundamentally altering what work is performed and how we perform it. With this in mind, now is the time to think about improving your selection process. That begins with the interview.

What’s more important in determining life success—book smarts or street smarts? This question gets at the heart of an important debate contrasting the relative importance of cognitive intelligence (IQ) and emotional intelligence (EQ).

Many of us find ourselves in the occasional motivational slump. Sometimes it’s like a cycle where we are really motivated for some time and then we lose our motivation and have to build it back up again.

Although working remotely may seem like a dream come true for many individuals as the COVID-19 crisis swept through the working world, it turns out that not everyone is cut out for it.

Imagine that you’re interviewing a new applicant for a job, and she seems like a superstar. She says all the right things, and her resume is perfect for the job —your gut tells you to hire her immediately.

People tend not to think of emotional intelligence when considering the different ways a person may be “smart.” In fact, experts traditionally thought that high-level cognition is purely rational

When presented with a particularly thorny challenge at work, “think outside the box” is a common piece of advice. But figuring out how to do that can be nearly as tough as figuring out the answer you’re seeking in the first place.

All motivation comes from within, whether it is triggered by rewards or comes from intrinsically motivating activities. Realizing this makes the topic of motivation quite daunting for many leaders.

We talk about leaders and leadership almost daily. Everyone seems to know what leadership is, but few can actually put it into words. There is a big difference between leadership and being a leader.

For the past few years, we have compiled and shared a list of books we feel have the potential to make a real difference in how you think and act.

Interpersonal style can be defined as how we interact with other people.
Our personalities, the environment we live and work in, and the styles of those we interact with may impact our social behavior.

To be successful, people must embody a wide range of characteristics: emotional stamina, self- discipline, a willingness to learn, etc. However, there is perhaps nothing quite as useful as resourcefulness

Leaders who do not actively pursue development opportunities minimize their growth and unintentionally limit their potential. Your ability to lead others is only as good as your ability to be the leader of you.

Anyone working in the uncertainty of COVID 19 and all the associated changes knows that higher levels of stress are inevitably part of the job. From banning social gatherings over 10 people, the stock market plunging

Analysis paralysis is the poison that leaders feed themselves. We may repeatedly go back and forth with our inquiries while trying to make perfect decisions.

People may not be comfortable with it, but conflict can be inevitable at times. It happens in both personal and work lives and is, in reality, a part of life. Moreover, conflict isn’t all bad.