Succession Planning is Important. It is more Important to get it Right.

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Among the many epithets that have been part of organizational lore is that invaluable one from Peter Drucker, of change being the only constant. We heard this adage decades back, but it is worth repeating many times over, because the truth behind this dictum is not likely to change.

When organizations know that change is a certainty about any aspect of their business; it makes sense to keep in mind that leadership is also going to change with time. No matter how strong leadership is, and no matter how great the results it has provided are; it is always important for organizations to understand the simple truth that leadership also has to change.

Organizations that pass leadership from one generation to the next without much pain are highly successful. Such organizations realize that change is certain, and the smoother the leadership transition happens, the better. Succession planning is likely to become successful when the organization is able to identify leadership for the next generation even while the present one is in full bloom.

Succession that is forced is never going to succeed

Successful organizations don’t wait for a disaster to happen to bring about succession planning. They don’t wait for something as important as a resignation from a top leader for the next person to fill her slot. They also don’t wait for a technological or other disruption to force change in leadership, where the current crop of leadership may not be able to comprehend the new wave, prompting the next generation to take over. This in fact, is not succession planning; it is just crisis management.

The essence of successful succession planning is for it to happen willingly, without being forced. The truth that successful organizations change because they want to, and not because they have to, holds perfectly valid for leadership succession.

Successful organizations devise ways to identify the right persons to take up leadership positions in the future. The leadership potential is identified quite early on in the tenure of the future leader. In this sense, leadership planning is not something that happens all of a sudden. Ideally, the emerging leader should be exposed to the realities of the future role in a phased and realistic manner. It could take years for this to happen. When done professionally, neatly and thoroughly; the new leadership should slip into the new position painlessly. Or else, the person in the new role is all at sea in adapting to the new position, and by the time she starts to actually perform as the organization’s new leader; considerable time is lost.

Learn the elements of succession planning

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Want to understand the ways by which to put a proper succession plan in place? Want to know what kind of best practices your organization can adapt to make your succession plan an effective one? A webinar from TrainHR, a leading provider of professional trainings for all the areas of human resources, has the answers. At this webinar, which will have Marcia Zidle, CEO of Leaders At All Levels as the speaker; a complete understanding of how to understand succession planning and the ways to prepare for it will be given. To get a complete understanding of this topic, please enroll for this webinar by visiting TrainHR.  Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This activity has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Making succession painless

This webinar will offer a complete grasp of the ways by which to make succession planning a smooth affair. Marcia will impart best practices that go into this. She will discuss the core areas of succession planning, such as how to identify potential leaders who can assume greater responsibility in the organization, the variety and impact of various development experiences on those that can move into key roles, and how to engage the leadership in supporting the development of high-potential leaders.

In this very absorbing session, which will be of high importance and value to personnel in very important positions in the organization, such as CEO’s, COO’s, VP of Human Resources, Chief Learning Officer, Directors, Project Managers, Operation Managers and Supervisors, Team Leaders, and Human Resources Professionals; Marcia will cover the following areas:

  • Discover the Seven Deadly Sins of Succession Planning: What not to do
  • Examine the Pros and Cons of Insiders vs Outsiders to fill specific positions: Which is better?
  • Understand the 70-20-10 rule for Developing your Future Leaders: What it is and how to use it
  • Identify the 10 best Practices that High Performing organizations use for grooming outstanding leaders
  • Review the 5 steps that must be followed to build a culture that supports development from the top down
  • Utilize the Center for Creative Leadership’s 3 key elements for successful leadership development Assessment – Challenge -Support
  • Recognize a variety of learning and on the job opportunities for professionals and managers and how to implement them for ongoing leadership development.
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Making the Job Interview More Effective

 

d37c085a9bb189c8afd3f289ca266eb6Ask an HR professional which the most important tool for selecting a candidate is, and the pre-employment interview is likely to emerge as the overwhelming answer. Few other means get close to the interview as a tool for helping an organization with the hiring. No other method helps the organization’s HR assess the suitability of a candidate.

Despite the extreme importance of the interview, many organizations fail to derive the high value that it is capable of delivering. This is because they fail to understand that the interview can be a potent tool for helping the organization to assess the candidate, but only if it is structured properly. Most interviews fail to elicit the best from a candidate because they do not have the depth and incisiveness needed for doing this. A wily candidate could artfully trick the interviewer into mistaking what she wants to hear for real ability.

Is the interview per se to be blamed for this? No. It is not so much the interview itself, as much as the way in which it is done, that is responsible for this situation. Why this happens is that candidates can easily trick untrained and unskilled interviewers and can get ahead of them in guising what is undesirable in them and overplaying their attractive qualities. If an interview fails to get the best out of a candidate, its purpose if largely unserved. This is what an unstructured interview does. It is likely to select an unsuited candidate and end up hiring a bad resource for the organization.

A thorough understanding of the techniques for making the interview more effective

With some thoughtfulness and insight, interviews can become more effective. It is never impossible for organizations’ HR to learn this art and inculcate it into their interviewing practices. When the interviewer is armed with the right techniques, the interview becomes effective and impactful and results in the company finding the right fit, something that is of vital importance to it. A few principles need to be adapted and applied to help companies achieve this.

Want to know which these are? These will be taught at a webinar that TrainHR, a highly acclaimed provider of professional trainings in the areas of human resources, is organizing. Harold Brull, a senior HR professional and a licensed psychologist who has taught industrial/organizational psychology at the undergraduate and graduate levels for many years, will be the speaker at this session.

Please register for this learning session by visiting TrainHR

This course has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

Benefits for HR professionals across the board

This webinar is designed to help professionals, irrespective of whether they are new or are veterans, imbibe the right practices for interviewing. Harold will show participants the ways of using powerful and accurate means to conduct interviews. He will also give an understanding of how interviewers can increase the chance of selected candidates accepting the offer.

The following areas will be covered at this webinar:

  • The structure of competence
  • How to analyze a job’s requirements
  • Interview information categories
  • The best predictor of future behavior
  • Principles of good interviewing
  • Errors to avoid
  • Designing interview questions
  • Follow-up probing
  • Interpreting information
  • Using multiple interviewers.

This session is of high value to professionals who are involved in hiring, such as HR Generalists, HR Managers, Line Managers involved in Hiring, and Business Owners.

 

Register Now Just $10 each – Any FDA, Medical Device, Pharmaceutical Courses

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Well, you can spend $10 to do a number of things. You can have a cup of coffee for you and your friend. You can buy an ice-cream each to two of your kids. You could buy them a couple of comic books. Or, you could choose to grow up in your profession. Wait a minute. Is there something wrong with the last of these options? Growing up in one’s profession? For $10? Yes, you are reading this right. It is neither a typo nor the height of exaggeration. Growing up in one’s career by enrolling for an FDA, medical device or pharmaceutical course for $ 10 each is a possibility. In this place and time. GlobalCompliancePanel, a leading provider of professional trainings for all the areas of regulatory compliance, makes this possible!

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Healthcare Compliance Professional Courses @ 10$ from GlobalCompliancePanel

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Healthcare professionals now have a stronger reason than ever before to enroll for professional learning courses and upgrade their knowledge. GlobalCompliancePanel, a highly reputable provider of professional trainings for all the areas of regulatory compliance, will offer a pick of their healthcare compliance courses for just $10.

Healthcare professionals have always been flocking to GlobalCompliancePanel to partake of professional trainings courses that are valuable, relevant and highly interesting. They will now have more reasons for doing so and join thousands of healthcare regulatory professionals who have already benefited from GlobalCompliancePanel’s professional trainings, because it is not every day that one comes across an offer in which the professional gets to pay a mere 5% of the original price of the webinars!

These recorded webinars are on a number of topics concerning healthcare. Healthcare professionals can use these courses to augment the learning they have gained over the years and climb…

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Hiring the Right People is at the Root of Building a Great Organization

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Great people make great organizations. This is universally true, no matter what kind of business the organization does, and what its size. Having great people in organizations is like a sportsman having an optimum level of fitness. Just like how injuries or illnesses impede her ability to compete; the same goes for mediocre people in organizations.

We can consider great people in organizations to be a powerful, well-turned engine in a vehicle that is set to take part in a race. The vehicle has a solid chance of winning when it runs on such an engine, but the opposite is equally true when it is expected to race having a bad engine.

Multifold benefits of hiring the right people

The reasons for which organizations need great people are obvious: The organization brims with energy, spirit, enthusiasm and excellence. Great people are defined by their creativity, innovativeness and the quality they bring into work. Because of these, the organization is able to deliver better results.

Even though it is the intention of all organizations to hire great people, sometimes, they end up making hiring mistakes. This may not be a deliberate mistake on the part of HR or management, for no organization likes to hire people with below par abilities, but it is just that hiring managers fail to put the emphasis, effort, direction, and focus and planning into the hiring.

Most bad hiring decisions are made because hiring managers are not fully aware of the importance of getting the most appropriate, best suited and most brilliant people on board. The hire’s credentials sometimes don’t match with the needs and requirements of the organization. This mismatch is the recipe for disaster.

Opportunity to learn the skills needed for hiring the right fit

Want to understand the proper ways of making the right hiring decisions in order to get that elusive perfect fit? This is the lesson a highly valuable and entertaining training session from TrainHR, a leading provider of professional trainings for the human resources industry, will be offering. At this webinar, David Rohlander, author of Amazon-bestselling book, The CEO Code and Idiot’s Guides: Management Skills, published by Alpha Books/Penguin in November 2014, will be the speaker.

Interested in understanding what perspective this illustrious speaker/author brings into how to hire great people? Then, please enroll for this webinar by visiting TrainHR. Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Learning on all the elements of hiring right

At this session, David will show the importance of adapting hiring techniques for attracting the best talents to fill each position in a company. A proper hiring process leads to a quality fit, as a result of which everyone in the organization benefits. David will show the ways of doing this to hire great people.

The critical elements, practices and insights for how to hire the best people will be imparted at this session. The skills taught at this webinar will make the job of hiring high quality people for organizations easier and more effective. Participants will learn how to improve the organization with great hires. The speaker will help them to master the techniques needed for this with practical examples.

People in critical roles, such as CEO’s, Presidents, Vice Presidents, Leaders, Managers and Supervisors, as well as those who have been identified as Future Leaders within an organization will benefit immensely from this training session.

David will cover the following areas at this webinar:

  • How to Find Great People
  • How to Qualify Candidates
  • How to Select, Interview and Evaluate
  • The Best Way to Use Assessments, Tests and Exercises
  • Designing a Hiring Process that Works
  • Effective Communication from Start to Finish.

The Endless “Born or Made” Debate about Leadership

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Leadership, as we all know well, is the biggest factor in an organization. It is the most significant ingredient in an organization’s success or failure. An organization is known by its leadership ability, just as a nation, too, is known by it. Some organizations, like nations, have shown exemplary leadership at times of crisis to steer the team out of trouble. Many leaders have gone down in history for taking momentous decisions.

While there is no doubt about the role and importance of leadership to an organization; the big debate in management, psychology, social, academic and many other circles is this: Is leadership born, or is it made? The starting point of this debate is almost impossible to ascertain. It is perhaps as old as leadership itself. It is not likely to end till as long as the human race continues to produce leaders, analysts, debaters and academicians!

Subjective and difficult to determine

While the topic of whether leadership is innate or inculcated is one of the highly dividing and polarizing debates that we can get to see; it is interesting to see that the distinguishing lines are often blurred. It is not always possible to arrive at black and white answers to a grey question such as this. There is no outright winner in a debate on a topic of this nature.

While people who argue that leaders are born are forthright in their assertion about their thinking and back their viewpoint with examples, statistics and the like; the other side of the camp is equally convinced about its own perspective, being equally strong in its articulation that leaders can be made.

Get a fresh perspective on the topic

Want to take the debate farther and try to understand the interplay between natural and imbibed leadership abilities, or what one may consider the debate between nature and nurture? An interesting and highly perceptive, entertaining learning session from TrainHR, a leading provider of professional trainings for the HR industry, will bring forth many aspects of this debate.

Harold P. Brull, a licensed psychologist and has taught industrial/organizational psychology at the undergraduate and graduate levels for 17 years and served as Senior Vice-President of Personnel Decisions International (PDI), now Korn Ferry Leadership Consulting, for 36 years, during which he has designed selection processes and systems for over 1,000 organizations ranging from ford Motor Company to the Peace Corps; will be the speaker at this webinar.

Want to understand the perspectives on the born vs. made leadership that this senior leadership professional brings? Then, please attend this webinar, to do which all that is needed is logging on to TrainHR

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Discussion of the elements of leadership

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It is just that some people slide into leadership roles much more easily and naturally than many others. It is not that the others cannot do the same, but it is just that they are not at as much ease in doing this. This is the triggering point of the debate about whether leadership is born or made. Why or how is it that some people get it more naturally and more easily than many others, despite starting at the same point and despite being of the same sociocultural, economic or educational background?

At this webinar, Harold will give participants an increased understanding of what constitutes effective leadership and what others expect of those they follow. He will examine how organizations develop their leaders in order to compete successfully in the global marketplace. This webinar will examine leadership from a variety of perspectives, focusing on how leadership has been studied and how organizations have attempted to develop leadership talent.

This session is of high utility to anyone who aspires to leadership position, anyone who wants to understand themselves and their bosses better, anyone wanting to understand how nature and nurture interact in terms of leadership, and anyone interested in developing their own leadership skills.

Harold will cover the following areas at this webinar:

  • Why Leadership Matters
  • The History of Identifying Leaders
  • The Interplay between Nature and Nurture
  • The Distinction between Leadership and Management
  • What Matters to Followers
  • How Organizations view Leadership
  • Research on Leadership Effectiveness
  • What’s needed for tomorrow’s world?

Best Practices for Dealing with Workplace Violence

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Workplace violence is one of the most serious issues facing the American workforce. Workplace violence manifests itself in a multitude of ways. Threatening to carry out or carrying out an act of physical violence, intimidating, harassing or disrupting the activities of colleagues at the workplace come under the definition of workplace violence.

Occupational Safety and Health Administration (OSHA) estimates that up to two million Americans get affected by violence at the workplace, an alarming piece of statistics for one of the world’s most highly developed nations, in which the workplace is central to most peoples’ lives.

Mixed picture of workplace violence statistics

Since general awareness about workplace violence went on the ascendant in the 1980’s, there has been a remarkable dip in the incidence of workplace homicide, which is surely the most serious form of workplace. Killing a colleague over a difference at work is certainly the most barbaric form of workplace violence.

OSHA put the number of workplace homicide for 2014 at just over 400, which, although is a figure that has been steadily falling over the years; is not negligible. The bad news, however, is that other forms of workplace violence, such as intimidation, discrimination, bullying, hostility, and harassment, have been steadily rising over these few years.

Workplace violence is not taken seriously enough by employers

The tragedy about workplace violence is that a majority of the cases go unreported. As much as 60% of crimes committed against women at the workplace didn’t get to the enforcement agencies in the form of complaints between 1993 and 1999.

What is of equal worry is that nearly half of corporate executives don’t consider workplace violence as being serious enough to warrant intervention. Two thirds of American executives do not believe that workplace violence will create a negative impact on their budgets.

Many organizations are far behind in taking measures aimed at tackling workplace violence. Organizations need to identify the factors that precipitate and trigger workplace violence. Some of the most common factors that are directly linked to workplace violence include:

  • Confrontational behavior of a few employees
  • Exchange of money, which could lead to bitterness that could turn into violence
  • Serving alcohol in the office premises
  • Targeting people who work in lonely or remote locations at odd hours
  • Women at the workplace, who are vulnerable to becoming targets of workplace violence

Completely outmoded laws

A major problem facing the American workplace today is that most laws and methods of dealing with workplace violence are pretty outdated. Many organizations continue to be governed by rules that were made when workplaces were vastly different from those that we see today. The workplace before the advent of the New Economy was far different. Cybercrime, for instance, was unborn a few decades ago. Another of the outlets for initiating workplace violence, the social media, was also not born at the time of formulation of many of the laws that govern many organizations. Yet, the laws and rules on workplace violence have failed to keep pace.

Complete learning on dealing with workplace violence

So, how do organizations deal with workplace violence in the current scenario? All these aspects of how they can do it will be the learning a highly valuable, yet entertaining webinar from TrainHR, a leading provider of professional trainings for the healthcare industry, will be offering.

This webinar will have Dr. Gerard Lewis, an international consultant and trainer, who has worked with national and international government agencies, healthcare facilities, educational institutions and private businesses on a wide range of work, behavioral health and organizational issues; as speaker.

In order to gain full understanding of the area of workplace violence and to get an understanding of the ways of dealing with it, please register for this webinar by visiting TrainHR

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program. This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Updating policies to stay current

Dr. Lewis will show how organizations can stay current with their policies and protocols to include workplace violence as a major part of the agenda. He will offer a comprehensive overview of best practices for organizational hostility mitigation and the role of HR.

Participants will be able to understand best practices for responding to workplace hostility, be able to provide policies, procedures and programs to their client-organizations, know the current changes in statistics as well as terminology relative to this ongoing issue, and understand how and when to provide psychological interventions around workplace hostility incidents.

The following areas will be covered at this webinar:

  • A brief overview of statistical trends
  • Updated definitions of violence, hostility, bullying, weapons, harassment, etc.
  • Sample policies for Workplace Hostility Mitigation Policy
  • Strategies to handle restraining/protective orders
  • An understanding of how to provide psychological interventions around a workplace hostility incident
  • Identifying the “at risk” employee and how to intervene
  • When to get a fitness for duty evaluation, what to expect from the evaluation and the role of the HR
  • Case examples.