Learn about Lyle Wells’ 5 Truths of Change and how to work hard, dream big, and perform well through change. Leading through change is challenging; leading through change while keeping people at the forefront of your actions and requires the right metrics and the right tools to succeed. Teamalytics is uniquely equipped to help you and your team through these times by helping you identify personal and team constraints to hit goals, have fun and earn more.

What if you could add 20 minutes per work day to yourself and everyone on your team without working after hours? No gimmicks, quick-fixes, or sales pitches here. Just good, old-fashioned, common sense structured meeting etiquette designed to build resilience and increase your effectiveness as a leader.

In a post-pandemic world, the physical movement of human capital from one location to another is becoming a local, national, and global cost and productivity issue. Global Talent Mobility is the newest category in the evolution of Human Resource Management focused on tackling these tough issues including managing the growing variable costs of payroll taxes, cost and complexity of moves, and knowing where people are at any point in time around the world. Join Topia Chief Strategy Officer Steve Black and Aragon Research CEO and lead analyst Jim Lundy to discuss the key trends in Global Talent Mobility and how this new category of software is quickly becoming a must-have for HR and Management teams.

More and more news stories share examples of companies who have chosen not to do the right thing. How can we maintain a culture of compliance and ensure our employees choose to do the right thing? This session will explore the research on why cultural failures occur at corporations, provide some examples of companies in the news that have made bad decisions resulting in negative news, fines, or penalties, and leave you with some key takeaways to improve the Speak Up culture at your company.

"While organizations have strategically prioritized diversity and inclusion (D&I) as a competitive advantage, creating an inclusive culture enables organizations to take a principled stance and act as allies to employees, ensuring they reach their full potential. Although the organizational benefits of D&I are well-established – including but not limited to larger revenue growth, a more positive employee experience, better employee retention, and greater innovation – organizations often concentrate efforts on increasing diversity, missing the full benefits that cannot be realized without an inclusive culture. To eliminate systemic barriers diverse employees face, inclusive practices must be embedded throughout organizational culture through its work practices, values, and behaviors."

A business’s ability to disrupt or lead rests on its talent. A forward-thinking HR function is critical to an organization’s ability to achieve long-term success. Organizations need their CHROs to help lead the process of internal business transformation in order to create the capability, capacity, and company culture needed to not only weather current market upheavals but also create the foundation for continued profitability.

When transitioning to remote work, companies need to do more than just grant their employees the permission to work remotely. To be successful, they must build a culture of trust, accountability, and transparency that empowers their workers and encourages them to develop the habits necessary to be productive in this new environment. Join us as Paul Estes, Editor-in-Chief of Staffing.com interviews Michelle Labbe, VP of People at Toptal on this important topic.

The digital age has created a massive increase in the speed and complexity of business, fundamentally disrupting the workplace. As new technology is integrated, workers at all levels need to re-skill and navigate more complex systems and processes. The corporate learning function is in a unique position to lead the transformation required in workplace learning, but first, it must transform how it operates. In this session, Brandon walks through a new playbook for L&D in the digital age.

How has the pandemic changed what employees want? Does employee experience still matter, or has money become the most critical value currency during times of uncertainty? Learn how to use the Total Rewards Ecosystem to determine which value currencies address the changing needs and wants of your workforce and now to shift your focus. A well-tailored mix of post-pandemic value currencies will attract the right employees, retain your high performers, and drive improved business outcomes. The Total Rewards Ecosystem will take you behind the scenes of how economic drivers influence employee behavior and how to translate those findings in actionable steps to create a unique set of value currencies for your business that will result in more engaged and committed employees.

The topic of the presentation highlights how a human-centered approach has enabled harmonization of culture and values as a single entity, and how this approach currently drives transformative change after Keurig Green Mountain acquired Dr Pepper Snapple Group.

Is it possible to get back to work safely? How do we do it? And where do we start? Join us to get answers to these questions and more. Experts will help you rethink your workplace strategy to make lasting, positive change.

Trust-build in global organizations is hard...and that was before Covid. Today - more that ever - organizations need to build trust and psychological to best enable their employee's success. And why not start from Day One of a new hire's journey? Join Michael Godfrey to explore a case study in building organizational trust in a diverse, global environment.

With the changing geopolitical and geo-economic environment, leaders of businesses and organizations of various sorts are facing new and unprecedented challenges. The very essence of globalization, as we have come to know it, is changing dramatically. As people leaders, we need to change with it. What is our response? There is no one answer, and we need to constantly learn and unlearn in this environment.

Proud of Your Work – Proud of Your Company. WorkProud's mission is to enable leaders to build cultures where employees are Proud of Their Work and Proud of Their Company. To support this, we work diligently to constantly bring you unique and actionable perspectives on employee pride, purpose, and meaning from top HR innovators. These insights and conversations provide a starting point for you and your leadership team to assess your own culture and implement strategies from experts who have invaluable employee recognition experience. The following video provides highlights from some of those recent conversations.

"This presentation is for talent development professionals who want to add value to their organization. You will learn how The Association for Talent Development (ATD) measures success with today’s talent development efforts. What are the BEST organizations doing? What is expected of you as a talent development professional? How did one organization meet the challenge? During this session, we will cover: 1) The ATD BEST award: What is measured and what are the criteria to be best in class! 2) A detailed description of how Krystal Restaurants demonstrated enterprise-wide success as a result of employee talent development. What was their strategy? What exactly did they do differently? What innovative technologies did they use? And which business results did they impact? "

Today’s CFOs must evenly spread their traditional CFO role and that of strategist across their business. More than ever, finance leaders serve as strategic advisers who work to advance business outcomes. When considering what's best for your business, during this pandemic - whether cybersecurity, risk management, sustainability, productivity, etc. - tax incentives offer CFOs certainty. In this session, we will discuss tools, tactics, and approaches to the working capital with innovation through tax incentives.

On our journey to improve retention in a high turnover industry, we've launched many initiatives. Most have had marginal impacts, if any. Recently, we went "old school" and began leadership development focused own accountability. The results have been significantly more positive.

According to Deloitte, digital transformation ranked as the highest risk to culture in the next two to three years. While it presents challenges for any organization, companies around the world are embracing technology in myriad forms to drive engagement and bring employees closer together.

This webinar aims to share lessons learned after defining and implementing a Culture Roadmap for a multi-billion dollar telecommunications company. After talking about the cultural transformation itself and the work to implement this across the globe, additional COVID-19 elements are then covered to reflect on the impact of the global pandemic and several cultural levers that exist to continuously manage culture in these times of unparalleled change.

We are facing a global leadership crisis. Companies across the world are struggling to find effective leaders. The World Economic Forum listed the lack of effective leadership as the third most pressing global issue, behind deepening income inequality and joblessness in depressed regions. Shouldn’t this crisis be fixable through more education and increased training for leaders? Well, companies across the globe already spend approximately 46 billion dollars annually on developing leaders. Perhaps it’s time to go back to tried and true methods of learning and development.

This webinar focuses on what is next for pay equity studies and pay transparency. The process for pay equity will be briefly reviewed along with helpful hints on the analysis. The fairly new ban on requesting salary history from applicants will be covered. Lastly, as pay transparency becomes more a hot topic, what are organizations doing to respond.

"Today, in this unprecedented unemployment market, great hospitals no longer depend only on innovation, creativity to attract a new candidates, retain existing employees, and serve our patients— They need to satisfy the emotional desires, cultural-orientation and needs of all the players. To understand their emotional desires, needs, we need to establish personal relations with these players—the “Quan”. The “Quan” is about bringing love, respect, and community to the workplace. Come listen to AdventHealth’s story in building a top award winning Talent Acquisition team in a centralized HR Shared Service model. In the movie, “Jerry Maguire”, Jerry, an average sports agent, wanted to change the industry and his client (Rod, the football player) wanted to transform the relationship of “Coins to Quan”. It is not about the money. It is more than that and people want to connect with personal values with their work. The Executive Director of Talent Acquisition will share the perspective of balancing top-quartile performance demands while developing deep relationships with key stakeholders. Learn how to be the Ambassador of your “Quan”.”"

What is the key driver to accelerating employee engagement and performance? My unwavering response - build strong people managers. Our role as organizational leaders is to develop the collective and individual strengths of our team members so they are empowered to do their best work. More recent research tells us that people managers have the most significant impact on this process and are the key differentiators for how engaged and productive their teams are in driving business results. Join me in the discussion on how to transform and elevate your leadership programs to move your organization forward.

Global HR and Payroll Regulatory Compliance continues to top the list of surveys from business leaders. In the past global regulatory compliance management has been a manual and risk laden effort, but as we move forward with innovation and new thinking, organizations now have capabilities and methodologies to greatly increase compliance efforts while increasing the speed to mitigate. This webinar will ask it's attendees not to shy away from challenging aspirational dialog.

Self-awareness, healthy teams, and employee engagement don't happen by chance; they take design and effort. The Enneagram personality system is being used by top organizations around the world to improve all three areas. When that happens, everyone wins. But what is the Enneagram? Who uses it today? How can the workplace benefit from it? Learn about the basics of this ancient personality tool, identity the nine core drives of human behavior, and appreciate the value that each drive brings to the workplace. Presented by a certified Enneagram practitioner who is using the Enneagram to create an award-winning workplace.

Employees usually lose discrimination complaints, and are expected to return to work like nothing happened. This damages your company due to employees’ lowered morale and production, and higher turnover. This presentation demonstrates an innovative investigations program that resolves root causes of issues and improves the employee (and management!) experience.

Harvard’s Implicit Association Test (IAT) reveals that 70% of individuals who complete the IAT have either a strong, moderate or slight automatic preference for White people. How these preferences show up during the search process is important to note. This presentation will outline one Higher Education Institution’s efforts to raise awareness and develop unit level toolkits for diversity recruitment.

Do you ever think to yourself, “I could be great if, or I could do this, but I need to wait until …..?” We all go through this from time-to-time. We think we are not an expert in this area, or we have not received a degree in this, or have never been in a role with that title before, so we put off being great until tomorrow. Then before you know it, tomorrow passes you by and nothing has changed. We tend to hide behind our comfort zone like researching something forever and then never taking any action so we will not fail or be embarrassed. You can Be Great…Today! I will explain 5 key points to master so you can start making a difference and impact today and not tomorrow. Key Objectives:1. Mindset 2. Solutions 3. Actions 4. Daily Goals 5. Impact “Always look for solutions and move forward. Do things to make a positive impact not only on you, but also for everyone around you. Do something. Even if it is a small action; do it. You can’t fear action because inaction is an action in itself; you can’t avoid it. Instead, embrace it and make it yours.” –Brandon Brazeel

"In this webinar we will talk about how your talent acquisition team can add more value to their digital recruitment function by improving the candidate journey. We will define the candidate experience and discuss why feedback is a key to understanding the candidate experience. This webinar will also explore the candidate journey, types of candidates and surveying candidates during the entire candidate experience. "

"Simple, effective and persuasive: An HR strategy and Journey Map on One Page It starts with a great business strategy, and if you do not have one HR can, and should, help business leadership create one. Once you have a business strategy, HR has an opportunity to bring it to life with culture and people. Creation of a 5-year journey map outlining metrics, systems, and behaviors will help assure that the strategy stays on track. This session will cover toplines for strategy development and will share a sample of a 5-year journey map. Key points: You need a strategy, and you have one today even if it is not declared. WIth the Covid-related changes, a strategy is more important than ever. I will discuss how you can nudge your CEO to create a thoughtful strategy if you don't have one, show you a great process to use in strategy development, and I will share a tool that any function can use to develop a one-page strategy map to support your company. "

Kelly Timpane, Precision Medicine Group’s Vice President Human Resources is responsible for global HR Administration including benefits, equity plan administration, HRIS, policy and compliance, HR administration and acquisition due diligence and integration. She’ll talk through her role in streamlining and enhancing HR processes and systems to improve HR operational efficiency enterprise-wide, including: Managing legal compliance, immigration issues, and M&A due diligence and post acquisition integration; Rolling out global expansion of benefits outside of the US and creating a new global "core benefits" offering; and Integrating HR Systems - from applicant tracking to benefits, streamlining communication between multiple systems.

There are myriad ways in which inclusion can enhance resilience, both at the individual and organizational level. The key to fostering inclusion begins with the individual--behavior change is key. Policies, if not executed out by empathetic and inclusive individuals, will not necessarily enhance equity. There are multiple equilibria or steady states in which organizations can settle. There is one where inclusion is plentiful with meaningful diversity that enhances empathy and reinforces inclusive behavior. The other is with low levels of inclusion, diversity is not meaningful and empathy will not grow.