Recent trends in the world of work are placing extraordinary demands on the ability of organizations to quickly evolve. Talent is at the heart of this evolution and is widely recognized as the key differentiator. Identifying and preparing high potentials is critical, but development programs need to focus on more than leadership. Making career development and mobility an integrated part of your process is the key to driving the most value from your pipeline development efforts.
Effective leaders create high-trust cultures for their organizations and teams. People who are confident their leaders will treat them and their ideas without bias bring their best to work every day. Yet unconscious bias – automatically treating people differently depending on how much they’re like or unlike us in terms of age, experience, gender, ethnic and cultural background, and the like – is inherent in being human.
During this webinar, we’ll learn why unconscious bias happens, how it impacts individuals, teams, and organizations, plus what leaders can do to overcome these biases and create a work environment that values diversity and inclusion and makes the world a better place to live and work.
Right Management is bringing together our top talent and career experts in a fun and engaging webinar: Ask the Global Career Experts. Our consultants will share their top 2017 talent tips and trends, and answer your workforce questions.
Organizations are increasing digital strategies, practices and offerings but they aren’t always sure what it means to really “be” digital and what are the lasting benefits. Most are encountering challenges.
This webinar will provide insights into how to see “Digital” as a holistic business and organizational effectiveness strategy and how to identify where your business is on the journey to achieving lasting digital benefits.
You will learn:
+ A definition/framework for digital transformation
+ Industry insights on digital transformation
+ Common language for stages and benefits of digital progression
+ Strategies for sustaining success
Lory Antonucci & Rebekah Kowalski, Right Management
The enablers and capabilities required to lead the next generation of Industry.
The transition from automation to digitization is here, and the march to industry 4.0 has already begun.
What kind of leader will be needed to lead digital transformation in organizations across all domains? Regardless of the digital leader type, title or specialty, all of these leaders must possess enhanced responsibilities and perspectives.
Gain insights on Right Management’s Digital Leader Model and the inherent enablers and coachable capabilities that our research is indicating enhance digital transformation. ManpowerGroup and industry research will be shared on:
+Digital Transformation Macro Trends
+Drivers of Change for Digital and Conventional Leadership
+Our Digital Leader Model
We’ll also share how you can assess capabilities of future leaders and identify development opportunities through the five key lenses through which digital leaders view every aspect of their jobs. A key takeaway is the opportunity to determine where your succession needs, development programs and leadership pipeline can benefit from a focus on these targeted leader capabilities for success in the digital era.
John F. Sinclair + Colleen Neil-Dal Bello, Right Management
Lunch+Learn Webinar Series -
As competition for talent continues to grow increasingly fierce and voluntary turnover rates are on the rise, a new reality has recently emerged in the mindset of the modern workforce: Career Management is extremely important to individuals and is gaining importance as a key deciding factor of whether talent will stay—or leave—an organization.
Employees now expect employers to provide them with opportunities to help develop their careers. And they will seek it from other organizations if their current employer does not meet this need effectively.
Right Management recently conducted research on the importance of career and uncovered that CAREER is increasing as the primary driver of employee retention and engagement.
Join us as Colleen Neil-Dal Bello and John Sinclair from Right Management share research and best practices regarding:
+The shift from “Job for life” to “Career for me”
+Tying career management to strategic business objectives
+Building a culture of career management
+Benefits such as strengthening employment brand, attracting and retaining key talent, building strong leadership pipelines, and increasing employee engagement
The world of career management is changing. Is your organization ready?
Lory Antonucci, Michael Fornasiero, Kurt Johnson, Rebekah Kowalski
Manufacturing continues to evolve. For small companies and large enterprises, the digital transformation beckons brightly, capturing broad attention and commanding major initiatives. Few will escape the challenge of digital transformation. Most hope to embrace it.
Right Management and ManpowerGroup have been at the forefront of researching the impact of digital transformation on manufacturing. We are the workforce strategy partner for the Digital Manufacturing & Design and Innovation Institute, one of the Manufacturing USA institutes which were put together to make US manufacturing more innovative and globally competitive. As the workforce strategy partner, we have worked with the Institute and its members to identify the implications digital transformation has for critical roles & skills of the future, leadership transformation and culture change, and how to productively approach change management.
In this briefing for WMC members, DMDII and Right Management will walk you through how manufacturers in Wisconsin can take a significant leap forward.
Did you know that research shows that high potential (HIPO) talent is the critical business differentiator in the Human Age? And, that organizations who successfully identify and develop high potential leaders gain measurable financial performance advantages over their peers? Despite the best intentions, many organizations sabotage the success of their high potential programs by not thinking through some of the basic processes associated with candidate selection and ongoing strategic development. As a result, key talent in the organization may become discouraged and disengaged – and your investment of time and resources in their growth may not deliver the return you expect.
Jonathan Talman - Director, Talent Development at Pinnacle Foods and Velda Warren - Senior Leadership Development Lead at the Workplace Safety and Insurance Board (WSIB) will join us in a lively panel discussion about:
+ lessons learned in avoiding some common missteps
+ implementing an intentional behavior-based approach to HIPO identification
+ integrating time-tested best practices in executing a highly experiential HIPO Architecture.
Sharon A. Johnson, Nationwide. Rob Kjar, Naina Bishop + Holly Teska, Right Management
Traditional one-on-one executive/leadership coaching has proven to be a highly effective tool in developing talent for the ever-increasing challenges in organizations. But the traditional approach is not the ONLY way to use coaching.
Development of your most promising employees earlier in their careers is necessary if we are to have the leaders required for companies to compete in the future. Large classroom training alone isn’t getting results quickly enough for this emerging talent pool and is not focused specifically on what individuals need. Pulling coaching into the “development mix” moves companies in the right direction… but it has to be configured properly for the audience.
Please join us in conversation as we welcome Sharon A. Johnson, Director, Executive Development at Nationwide where they are incorporating creative approaches to development by adding “right-sized” coaching elements to various leader development programs and getting results.
Christine Corbet & Steve Towers, Principal Consultants, Right Management
Assessments play a critical role in identifying and developing the talent needed to survive in today’s rapidly changing environment, but the landscape of assessment providers is growing exponentially – with corresponding risks. Making sense of these changes is difficult for even the most savvy HR teams.
+ Do gamified tools provide additional benefits?
+ Should we throw out tried and true best practices in favor of newer assessment concepts?
+ How can investments in assessment be made wisely – providing rigor while also maintaining employee engagement?
Cutting through the noise in this complex environment requires an evaluation of your assessment options.
Join us as we share research and best practices regarding:
+ The state of talent management assessments today
+ Tying assessment to strategic business objectives
+ Building an enterprise-wide assessment strategy
+ Ensuring stakeholders understand how and when to deploy assessments
Lizzette Lima, Ph.D., Managing Consultant, Right Management
The high potential talent in your organization can positively impact your organization’s success both now and in the future, but not engaging and developing them NOW can mean a loss of effectiveness and possibly losing them to competitors. Join us to learn how to accelerate their careers and hasten their impact on your organization!
Lizzette Lima, Ph.D., Managing Consultant, Right Management
Your leaders need the skills to provide coaching and guidance to empower their employees to navigate career development options within the organization. Learn tips and tricks on how to make your leader development more effective!
Lizzette Lima, Ph.D. Managing Consultant, Right Management
Success profiles provide a roadmap to help organizations and individuals define what success looks like as it relates to career development and talent mobility. If your organization isn’t using these, you could be wasting time and money. Join us to learn more about success profiles and how to incorporate them at your organization!
Tony Rogers, Ph.D, Senior Consultant and Rebekah Kowalski, VP Sales Enablement and Solution Integration, Right Management
Precipitous drops in oil processes and prices have resulted in declines in drilling and exploration, causing a round of layoffs to be announced by those hit hardest in the downturn. Earnings are down for companies that have made record profits in recent years, forcing them to decommission rigs and sharply cut investments in exploration and production.
Challenges related to commodity price shifts coupled with the impending retirement of senior leaders and skilled workers is forcing smart organizations to consider how they weather the downturn while still investing in talent development. How can leaders prevent the creation of supply gaps that will hinder their ability to take advantage of longer term energy innovation and sector growth?
Join us for our upcoming webinar, "Volatility in the Oil & Gas Industry: The Impact on Talent and Workforce" to learn about talent strategies to help you be successful in the short term while creating long term opportunity for your organization. We’ll discuss:
+ Talent strategies for balancing short term pressures with long term growth potential
+ Using career development and outplacement as workforce strategies
+ Strategies for Leadership to communicate how to succeed amidst the volatility and instability of commodity markets
Our thought leaders have over 30 years of experience building and delivering innovative talent strategies, development programs and outplacement services across the globe. Join us to hear them share their insights and recommendations for your organization.
Bram Lowsky, Group EVP, Americas, Right Management & Margaret-Ann Cole, SVP, Northeast Consulting Practice, Right Management
In a recent study completed by Right Management, few organizations report feeling confident in their leadership pipeline. Only 13% cite they have ample talent to cover their future needs.
In what ManpowerGroup has termed the Human Age, talent is getting unprecedented recognition as a key determinant of business success. High potential talent is a critical component to the overall talent strategy and affects future business growth and transformation.
Join us as we share insights and best practices on identifying, assessing and developing your high potential talent.
• Understand how organizations are prioritizing talent identification and development investments.
• Learn what companies are doing to develop the talent they need and recognize the skillsets they currently lack.
• Uncover key actions needed to improve leader pipeline and talent management strategy.
• How you measure the impact on both the individual and the organization.
Katherine Ponds, RVP, Career Management Practice Leader, John Sinclair and Mike Jason, Right Management
In most companies, the bulk of the workforce is starved for career development attention. There are programs for top executives, for onboarding new hires, for nurturing high potentials, even remedial plans to lift the lagging performers. But the middle layer of consistently performers who make the organizational engine run, day in and day out, typically get scant attention when it comes to their career aspirations and options.
When organizations provide career development opportunities, employees are six times more likely to be engaged. When employees are prepared and motivated to manage their own careers within organizations and given the tools to support both lateral and vertical mobility, the company benefits at all levels.
Are you building a program or a culture? You decide. During our session, you'll learn:
• Why this is imperative for your organization to remain competitive, enabling talent attraction, retention and engagement
• The level of commitment required to implement something like this in your organization
• How you infuse this concept into your employees to be personally accountable
• What tools and resources you can put in place to support your employees career development needs
Mary Haskins, RVP, Practice Leader, Right Management and Brian Dixon, Shareholder, Co-chair, Wage & Hour Practice, Littler
Organizations around the world frequently right-size to realign talent. They need to be prepared for the possibility of change with competitive severance practices in place.
By taking care of departing employees, future retention and recruitment initiatives become aligned with the overall talent strategy and can increase employee engagement. Engagement is the single biggest driver of productivity, which is at the core of organizational performance.
Join us to learn more about how outplacement can be used effectively to improve employee engagement and employer brand, while mitigating risk over the long term. We will be joined by Brian Dixon of Littler, who will share his observations about compliance challenges in proposing and securing comprehensive and binding separation agreements from employees.
During our session, you’ll learn how outplacement can:
• Increase preparedness for organizational change
• Manage talent fluctuations
• Improve workforce effectiveness
• Avoid costly litigation
• Deliver on business objectives
• Maintain positive brand image
Monthly Webinars to Align Your Talent and Business Strategy
Right Management is a global leader in talent and career management workforce solutions within ManpowerGroup. The firm designs and delivers solutions to align talent strategy with business strategy. Expertise spans Talent Assessment, Leader Development, Organizational Effectiveness, Employee Engagement, and Workforce Transition and Outplacement. With offices in over 50 countries, Right Management partners with companies of all sizes–including more than 80% of the Fortune 500–to help grow and engage their talent, increase productivity and optimize business performance.
Our webinars connect you to leading experts who deliver the latest insights on topics to better align your talent strategy with your business strategy.