June 13, 2014 Bi-monthly Meeting

Friday, June 13, 2014

This is a banner year for our annual best practices session as we garnered a wealth of outstanding proposals from members this year.  We have made the final program selections to assure you an interesting mix of best practices, tips, tools and solutions.  We are exploring some new topics  and introducing a few of our newest members who have great ideas to share. 

 

Join us for the 9th Annual Best Practices session and fill your OD toolbox with new ideas! 

Here is the list of topics and presenters you will hear from on June 13:

• "Our 'Universe' of Data: Engagement Practices & Implications for an Hourly Workforce" --  Anisa Ali  

At Universal Orlando, we have some best practices to share related to managing an engagement survey process and the impact of employee status on drivers of engagement.  Our workforce consists of approximately 90% hourly Team Members; in this type of environment, it is critical that hourly employees feel valued and that their voices are heard.  Over the past 12 years of its existence, Universal's survey process relies on a three-pronged analytical approach for understanding engagement and reporting results:  1) Quantitative, 2) Qualitative, and 3) Case Study/Anecdotal. 

Businesses today are facing an ongoing challenge of finding sufficiently skilled talent in the right place at the right time.  Employers are seeking even more specific skill sets and combinations of skills, making an ideal employee even harder to find.  The framework of Teachable Fit provides an analytical tool that maps the capabilities needed for a given role against an individual's likelihood of meeting those needs.  As the global economy continues to improve, the talent mismatch will become more pronounced and employers will need to adjust their mindset and look beyond the usual places for candidates.  The Teachable Fit framework can be incorporated into an organization's overall talent strategy.   

Sharing the secrets of our success in 20 years of leadership development at WOMEN Unlimited, I'll present a simple model and discuss how we have used work-based assignments combined with feedback, accountability and cross-functional peer coaching to help leaders transform the way they lead.  I'm sure you all know from our corporate experience, similar models ARE are often used in internal company talent development efforts, so I believe our model is applicable to member companies of the GOOD Network.

Aware of the immediate need of emerging women and ethnic minorities in senior levels of leadership in entrepreneurial and corporate organizations, A&P International, Inc. offers the assessment, analysis and training to create and multiply these types of leaders in a "cross-cultures" environment.  Our team will role-play cases with women and ethnic minority members of an organization and will provide helpful hints and preventive tools for conflict resolution. 

No Wi-Fi?  No problem.  97% of workers have cell phones.  Whether it is an e-mail or a text message, our safety training software provides 2-way rapid-response communication and keeps robust reports for record-keeping.  Perhaps it is a short quiz with instant feedback or a mobile tool box talk or just-in-time training on equipment, our new technology takes learning to the employee wherever they are located. . . from the employee erecting scaffolds on a remote construction site to a logger in the middle of the woods.  Learn the latest in technology advancements in training and communication. 

This presentation will focus broadly on the importance of assessment and how it can enhance the quality of training that OD practitioners are able to give to their clients.  It will then present various emotional intelligence assessment options, accompanied by the pros and cons of each.  Finally, I will end with a brief discussion of the state of the art assessment of emotional intelligence using advanced technology (e.g., Facial Recognition Software) and its exciting implications for measuring emotional intelligence.