Filtered Sessions
07/02/2025
Given the boss is the single biggest driver of both engagement and disengagement- this is a significant organizational challenge. Why is this? Well, for starters, these are incredibly challenging times for all - bosses included. Many don't even want to manage people; and / or have no idea how to manage people; and / or lack the skill set to be effective bosses. They take on the role of leadership because that is how one makes more money. They often are left brain, analytics types who lack the right brain emotional intelligence DNA. In some ways, it is not their fault. It is the fault of organizations for poorly selecting 'people who lead people'.Attendees will learn the importance of training managers in these times, including best practices in selecting and training the best people to manage people. In this provocative multimedia and dynamic presentation, author and speaker Bob Kelleher takes attendees through a journey of why is has become so difficult to be a boss in these times.
Learning Outcome 1: • Discuss why people who manage people have the organization's most important job. • Discover the key success competencies of people who effectively manage people.
Learning Outcome 3: • Look for (and avoid) the 7 deadly characteristics of terrible bosses.
Learning Outcome 2: • Look for the right people to select themselves in (and out) of management.
Pay transparency is no longer optional—it's an evolving reality shaping the future of compensation practices. As organizations grapple with growing demands for clarity around pay decisions, they face a spectrum of pay transparency concerns. We will confront organizations' hard questions: How do we explain where any person is paid within the salary range? Why do employees in the same role receive different pay? What are the fundamental tradeoffs of transparency? This candid conversation will challenge participants to reflect on the complexities of pay decisions while offering actionable strategies for documenting compensation philosophies, aligning pay structures with organizational goals, and creating sustainable processes that promote equity and trust. Whether you are navigating these discussions now or preparing to transform your pay program, this session will provide practical tools to help your organization manage transparency effectively.
Learning Outcome 1: Debate and balance the trade-offs that come with pay transparency, including decisions impacting annual pay processes, salary administration, hiring guidelines, pay equity audits, and market competitiveness.
Learning Outcome 2: Develop clear communication tools to proactively address employee questions about salary range placement and pay comparisons.
Learning Outcome 3: Understand how to align pay transparency with organizational goals, covering critical aspects like compensation philosophy, pay advancement, equity processes, and overall pay structure.
As today’s workforce becomes increasingly diverse and dynamic, HR leaders must equip managers with the skills to lead inclusively, navigate change, and drive continuous development. This session empowers HR professionals with strategies to foster resilient, adaptable leadership that meets the evolving needs of modern teams. Attendees will learn practical frameworks for managing diverse groups, promoting inclusion, and leveraging varied perspectives for stronger performance. Additionally, the session will explore effective approaches to career development, helping leaders build a culture of growth and alignment with organizational goals. Join us to inspire and prepare future-ready leaders in your organization.
Learning Outcome 1: Identify strategies to effectively lead diverse teams, promoting inclusion and leveraging varied perspectives for enhanced team performance.
Learning Outcome 3: Explore methods for career development and skill-building that align with organizational goals, empowering employees and encouraging continuous growth.
Learning Outcome 2: Develop a framework for leading through change, with a focus on navigating organizational shifts and fostering resilience among employees.
In today’s dynamic work environments, leadership goes beyond titles. You need influential leadership and personal branding to make a lasting impact. Your Personal Brand is more than your reputation. It’s a value proposition that helps companies evaluate you for recruitment, hiring, development, and retention. It also influences everything from future career opportunities to compensation opportunities. Once you understand what drives you and your unique qualities and skill sets, you can effectively manage your brand and communicate your best attributes to stakeholders that matter. In this program, we’ll explore the synergy of influence and personal branding, craft a Personal Brand Statement to fuel career success and build credibility, influence, and relationships to get results. Personal Brand isn’t just a catchphrase; it’s the value you offer. By discovering your unique qualities, you’ll be better positioned to manage your Brand and accelerate your career!
Learning Outcome 1: Understand how to leverage your Personal Brand as an asset, ensuring alignment with your career goals as well as your organization’s goals to drive meaningful change.
Learning Outcome 3: Develop an Action Plan for effectively communicating and promoting your Personal Brand.
Learning Outcome 2: Create your own Personal Brand Statement and understand how to use it.