Name: Conflict Management: How to be comfortable & effective with conflict
Start: 2019-02-20T21:00:00Z
End: 2019-02-20T21:00:44.000Z
Location: BrightTALK
Rating: 4.7

Unleash potential (yours and others!) by putting PEOPLE first. Thought-provoking webinars about Leadership, Employee Engagement, Personal Effectiveness, and Team Effectiveness. Our research and topics focus on getting more from people by giving more of the right stuff to people. 

ARE YOUR MANAGER COMPETENCIES UPDATED TO REFLECT THE MODERN WORKFORCE'S NEEDS?
•  Equip managers to meet the demands of the modern workforce. 
•  Anticipate employee needs and prepare to handle them proactively to maintain high levels of employee engagement. 
•  Enable and ennoble managers so they aren't overwhelmed with constant hiring, onboarding and employee dissatisfaction.
•  Update Manager Competency Models and incorporate the new competencies in manager hiring and training.
•  Influence talent review and succession management by delivering high-value solutions that drive employee satisfaction.

Management Competencies that Improve the Employee Experience

REPLACE AMBIGUITY AND UNCERTAINTY WITH CLARITY, VOLATILITY WITH STABILITY, AND COMPLEXITY WITH SIMPLICTY
•  Deploy resources in ways that align with top priorities by identifying gaps in information flow.
•  Make clarity everyone's responsibility to reduce misunderstandings, frustration and rework.
•  Develop high-impact solutions that improve communication, interdependencies and workflow.
•  Learn how to be a Sensemaker that reduces complexity and ambiguity so employees can confidently proceed with projects.
•  Translate strategic initiatives and vision to inspire all employees, create a sense of belonging, and make your organization more cohesive.

Essential Soft Skills for Navigating through a VUCA World

EVERYONE AGREES IT'S A GOOD IDEA. HERE'S HOW TO GET STARTED WITHOUT BREAKING THE BANK!
•  Understand the differences between mentoring and coaching + how to get more of each inside your organization.
•  Learn why learning is the best defense against employee turnover and the best way to improve the employee experience.
•  Discover how you can become an employer of choice by meeting employee needs for ongoing development.
•  Find out what competencies are becoming increasingly important and how you can offer relevant and timely learning experiences.
•  Nurture soft skills and business acumen that enables and ennobles employees throughout your organization.

Creating a Culture of Continual Learning

THE #1 WAY TO BOOST EMPLOYEE ENGAGEMENT IS LEADERSHIP DEVELOPMENT
•  Overcome objections to and misunderstandings about leadership development.
•  Boost employee engagement significantly and sustainably.
•  Increase retention, productivity, customer satisfaction, topline revenue and bottom line profit!
•  Understand the indisputable links between leadership development and employee engagement.
•  Find out how you can access affordable leadership development for leaders at every level.

Boosting Retention & Engagement with Leadership Development

HINT: IT'S NOT HR! BUT THERE'S A LOT YOU CAN DO TO ADDRESS AND PREVENT BURNOUT
•  Eradicate burnout and its damaging effects on productivity.
•  Teach managers and employees how to recognize and address the symptoms of burnout before it's too late.
•  Learn the differences between supporting employee well-being and coddling employees in unproductive ways.
•  Get the surefire solution for maintaining high levels of engagement and low levels of burnout (even when short-staffed).
•  Separate the myths and misperceptions about burnout from the real symptoms and solutions.

Who's Really Responsible for Employee Burnout?

ISN'T IT TIME YOUR MANAGEMENT STOPPED OVER-RELYING ON HR?
•  Determine ways to make managers more self-sufficient in handling routine employee feedback and performance issues.
•  Refocus your time and attention on more serious and strategic matters instead of getting mired in the day-to-day. 
•  Build managerial effectiveness & boost the employee experience by stepping away from routine performance management conversations.
•  Ensure timely and quality feedback with solid documentation by holding managers accountable for better people practices.
•  Minimize the risk of unnecessary escalation & perceptions of unfairness by establishing a culture of routine feedback for employee growth.

Stop Doing the Dirty Work for Frontline Managers

Stop "rolling the dice" every time you hire someone new! Learn the basics of behavioral interviewing to improve your hiring success rate and get better fits for each job role in your organization.

Basics of Behavioral Interviewing

THERE IS A BETTER WAY!
•  Find out why so many organizations have abandoned the traditional 9-Box Model for Talent Review.
•  Build a better model that isn't fraught with issues related to unconscious bias, secrecy, and feelings of unfairness.
•  Establish clear criteria for HOW employees are to interact and behave professionally.
•  Get a blueprint for talent review and succession management that focuses on what & how people do their work.
•  Create transparency, fairness, and evidence-based evaluation of employee performance.

A Better Approach to Talent Review & Succession Management

EXECUTIVES BEHAVING BADLY? YOU CAN (AND SHOULD!) STEP IN TO CREATE COHESIVENESS
•  Facilitate executive team-building to build trust and get the C-Suite on the same page.
•  Tear down silos that cause infighting and internal competition.
•  Resolve issues that compromise the credibility of the executive team. 
•  Build a unified team that inspires others and models buy-in to a common vision throughout the organization. 
•  Implement needed changes while operating in a politically charged environment.

What To Do When the Senior Team Is a Hot Mess

IF YOU'RE SERIOUS ABOUT PEOPLE DEVELOPMENT, SET MANAGER EXPECTATIONS ACCORDINGLY!
•  Partner with the management team to significantly improve people development throughout 
  your organization.
•  Hold managers accountable for increasing competence, confidence and capacity in all 
   functional areas.
•  Improve the employee experience and engagement by providing meaningful growth 
   opportunities and feedback.
•  Elevate the manager role to one that is also future-focused and strategically relevant.
•  Contribute to organizational success by building people for next-level and emerging 
   challenges.

Measuring What Matters: People Development Metrics

DON’T LET YOUR HR INITIATIVES END UP ON THE BACK BURNER!
• Gain support from the executive team so HR initiatives make it through budget cuts.
• Demonstrate the vital importance of people practices and ongoing development. 
• Use a simple, 5-step process to confidently and compellingly build consensus. 
• Build business acumen to influence business strategy and ensure that HR delivers high-value solutions.

Enlisting Support for HR Initiatives

There are so many misguided, outdated HR practices floating around, that it's time we call "Enough!" to the ones that don't make sense and are actually doing more harm than good.

For every HRBP, CHRO, and human resources employee who works to improve the employee experience.

5 Things Every HR Leader Needs to Do Right Now

Better listening is more than a social nicety. It's the glue that bonds relationships. In business, listening and strong communication impact every aspect of company culture. Employee engagement and productivity levels are directly linked to the quality of listening exhibited by managers and leaders. What's more, collaboration, team effectiveness, and employee retention are all impacted by this one simple behavior. Join this webinar to learn about the hard costs of neglecting this vital soft skill.

The Business Case for Listening Better

Conflict isn't always bad. The avoidance of conflict, in fact, can be worse than the conflict itself. If your company culture is highly conflict averse, you probably have false harmony, group think, and echo chambers that interfere with true collaboration and commitment. Team effectiveness is compromised by all that niceness because no one ever really feels heard and considered. Going along just to get along is merely a recipe for standing still. Learn about the benefits of conflict and how to use it productively for ideation, innovation, decision making, and building trust throughout the organization.

The Vital Role of Conflict in Healthy Teams

The 1-to-1 meeting with your boss doesn’t have to be nerve-wracking. 

You don’t have to go into these meetings with butterflies, wondering what’s on the agenda, uncertain about what you should prepare, and anxious about what negative feedback you’re about to be ambushed with. 

Instead, find out how you can influence the topics in your 1-to-1 meetings, how you can use this time to showcase your efforts and achievements, and how you can express your needs and opinions when you meet with your manager. In other words, learn how to assert yourself and make the most of 1-to-1 meetings.

Part 12 in the video series "Why Wait to Be Great?"

Making the Most of 1-to-1 Meetings

As a Coach, you're focused on people development and a company culture that aims to help people grow and maintain high levels of employee engagement. But when it comes to career roadblocks or blindspots, getting people to move outside their comfort zone can be tricky. They may not be aware of issues related to their soft skills or emotional intelligence gaps. How do you get them to see it, acknowledge it, care about it, and work on it? In this presentation, we'll cover the techniques for easing people into these tough conversations that promote self-awareness.

The Delicate Matter of Coaching for Emotional Intelligence

Every organization wants to hire “self-motivated” individuals. 

Self-motivation shows up in the competency model, the job description, the behavioral interviewing questions, and the expectations for the role. More often than not, people who have demonstrated “self-motivation” are selected for these roles.

So what happens? Why do these self-motivated individuals seem to lose their motivation? What causes dips in motivation that sweep across an entire organization? And what can you do about it? (Spoiler alert: managing out the people who aren’t motivated and replacing them with “self-motivated” individuals won’t work over the long term!)

Learn how to personally motivate every member of the team in ways that are self-sustaining and long-term. Learn how to increase and magnify self-motivation. And learn what NOT to do so you won’t diminish self-motivation. 

During this presentation, you may even find some tools you can use for your own boost in motivation. 

Part 11 in the video series "Why Wait to Be Great?"

Motivation Is Personal: Are You Tapping into It?

Being promoted from within is recognition that you've done well. It's also an extra challenge because you now have to reset relationships with peers and friends who you'll now be managing. Shifting from buddy to boss isn't easy. As a supervisor or manager who has to navigate this transition alone, you may feel a little unsure about how to proceed. This presentation will help you avoid common mistakes, maintain trust and collegiality, and enlist the support of your team members even as you're learning the ropes in this new relationship.

Managing Your Peers & Shifting from Buddy to Boss

No one really likes it. Everyone dreads it. And most of us dwell on it after it happens. But you can become more confident, comfortable and effective in any conflict situation. Join me for this webinar, designed specifically for supervisors and HR business partners who want to assert themselves without creating unproductive conflict.

Conflict Management: How to be comfortable & effective with conflict

leadershipdevelopment

Leadership

humanresources

managmenttraining

Manager

Supervisor

ConflictManagement

Conflict

TeamEffectiveness

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Learning and Development

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Conflict Management: How to be comfortable & effective with conflict

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People First Potential