A Seven-Part Advanced Strategic Leadership Series for Executive and Manager-level HR Professionals

For 2021, GEA is enhancing the very popular Strategic HR Series by retaining the essentials and adding fresh, strategic content. Sponsored in partnership with SHRM Middle Georgia, the Advanced Strategic HR Leadership Series is a new project we developed this year. It includes a board spectrum of topics that will interest and benefit HR professionals who are in an executive or managerial position.

Continue to Enhance Your HR Skills with seven, virtual one-hour workshops, all held from 11:00 am to 12:00 pm.

How You Will Benefit

HR professionals are expected to deliver outcomes aligned with and supportive of their organizations’ business plans. This Workshop Series will:

  • Introduce multiple HR ‘best practice’ initiatives within the six core disciplines of HR
  • Share fresh ‘best practice’ HR techniques utilized by Marriott, Ritz-Carlton, Disney, etc.
  • Provide you with employment law updates
  • Allow you to interact with and learn from other HR professionals
  • Place an emphasis on and assist you in developing a personal follow-through action plan that you can apply on the job
Success sign art

Who Should Attend?

Executive HR Managers, Senior Managers of HR, and all other experienced HR Professionals 

Workshop Schedule

Workshop SessionDate Time
Developing a Succession Plan to Identify, Develop & Retain Your High PotentialsMarch 11, 2021  11:00 am – 12:00 pm 
Enhancing Your Existing or Designing a New Wage & Salary Administration PlanCancelled
Utilizing a Proven Process When Conducting Sensitive, Internal InvestigationsCancelled
Fostering a Coaching Culture Across Your OrganizationMay 20, 202111:00 am – 12:00 pm 
Resolving the Inevitable Organizational Conflicts by Utilizing Collaborative MethodologiesJune 10, 202111:00 am – 12:00 pm 
Practical Techniques for Enhancing Employee Engagement & Your Organization’s PerformanceJuly 15, 2021 11:00 am – 12:00 pm 
Employment Law Essentials with Constangy, Brooks, Smith & Prophete AttorneysTBDTBD

Workshop Topics

Developing a Succession Plan to Identify, Develop & Retain Your High Potentials

  • Succession planning defined
  • Objectives & benefits of succession planning
  • Learning from an actual succession planning case study
  • Utilizing a succession planning questionnaire
  • Succession planning tools commonly utilized:
    • Self-appraisals & career goals/paths
    • Assessment instruments
    • GE/nine box grid
    • Individual development plans
    • HiPo talent development interventions
    • Talent review meetings
  • Succession planning responsibilities – the organization, leaders, and program participants
  • Measures of the success of a succession planning program

Enhancing Your Existing or Designing a New Wage & Salary Administration Plan

  • Identifying the objectives for your compensation program – the organizational performance outcomes [critical success factors] and employee behaviors [employee competencies] your organization needs
  • Stages involved in enhancing or designing a compensation plan – creating your project plan with a timeline
  • Establishing external equity in alignment with your organization’s compensation philosophy – identifying your competitors, documenting your unique jobs using a job analysis questionnaire, sources of survey information and aligning with the market rate
  • Developing a wage and salary administration structure that facilitates performance-based wage and salary increases – establishing ranges and optional types of compensation structures
  • Basing wage and salary increases on desired employee achievements – facilitating performance-based increases linked to your performance management plan
  • Developing the policies and procedures needed to properly administer your program – addressing market changes, the cost of living, promotions, etc.
  • Utilizing multiple forms of communication – introducing and explaining your new plan so employees understand and buy in
  • Training your supervisors and managers in their compensation roles – what they need to know, say and be able to do

Utilizing a Proven Process When Conducting Sensitive, Internal Investigations

  • Situations when internal investigations are warranted
  • Your role when conducting an investigation
  • Utilizing an investigatory questionnaire and other investigation steps prior to conducting interviews
  • Determining who to interview
  • Following a proven interview methodology
  • Using an interview guide – including interview introductory comments, core and follow up interview questions
  • How to close your interviews
  • Preparing an investigatory findings report including:
    • Incidents that triggered the investigation
    • Steps followed in the investigation
    • Interviewees’ comments
    • Exhibits
    • Conclusions and recommendations

Fostering a Coaching Culture Across Your Organization

  • Just what is a coaching culture?
  • Primary reasons for creating a coaching program and culture – especially in today’s business environment
  • How coaching cultures create a climate where employees learn to give/receive feedback and engage in developmental conversations
  • Steps in building a coaching culture
  • Key challenges associated with creating a coaching culture and building employee accountability
  • Equipping leaders and managers with priority coaching skills
  • Ensuring that every employee is experiencing coaching conversations on a regular basis
  • Developing the “unsatisfactory” performer while minimizing the legal risks associated with performance management

Resolving the Inevitable Organizational Conflicts by Utilizing Collaborative Methodologies

  • The types, causes and benefits of organizational conflict
  • Barriers to the successful management of interpersonal and group conflicts
  • Applying the Thomas-Kilmann conflict management model
  • When to use and when to avoid using each of five approaches for addressing interpersonal conflicts
  • Resolving group conflicts with the Action Planning Process by tapping into employees’ knowledge, skills, and experience in a manner that generates buy-in
  • The benefits to using the Action Planning Process to resolve group conflicts – including providing everyone an equal voice, an action plan with accountabilities and improved future relationships

Practical Techniques for Enhancing Employee Engagement & Your Organization’s Performance

  • Employee engagement defined and how it is very different from employee satisfaction
  • Significant improvements in organizational performance resulting from engaged employees – productivity, employee retention, accidents, customer satisfaction and profitability
  • Companies that have been benefiting from employee engagement initiatives
  • Why what managers do is more important than what organizations do
  • Few, priority employee needs that drive employee engagement
  • Practical, actionable steps that any manager can implement to satisfy the key employee engagement needs
  • Effective initiatives for implementing and following up on an Employee Engagement Survey

Employment Law Essentials – Constangy, Brooks, Smith & Prophete Attorneys – Date TBD

  • Legal experts provide an overview and update on pertinent legal considerations and developments specifically relevant for HR professionals

Registration Fee:

GEA Members: $89.00 per session

Non-Members: $99.00 per session

*(3% processing charge for credit card payments)

 

Registration Fee:

GEA Members: $89.00 per session
Non-Members: $99.00 per session
*(3% processing charge for credit card payments)

 

About Pete Tosh

Pete Tosh

Pete Tosh, Founder of The Focus Group, has provided consulting and training services to manufacturing and service organizations across the U.S., Canada, Europe, and the Middle East. He has worked closely with the leadership teams of organizations such as Exxon, Brink’s, EMC, State Farm, Marriott, N.C.I., Cracker Barrel, Freddie Mac, and YKK Pete is also the co – author of Leading Your Organization to the Next Level.

Prior to founding The Focus Group over 20 years ago, Pete had 15 years of extensive experience — at the plant, divisional, and corporate levels — in the Human Resource and Customer Satisfaction fields. Pete held leadership positions — to include the V.P. of Human Resources and Quality — with Allied Signal, Imperial Chemical Industries, Reynolds Metals and Charter Medical.

Pete also frequently creates and facilitates a wide variety of leadership development programs for organizations such as the American Management Association — “Strategic Planning”, “Moving from an Operational Manager to a Strategic Thinker”, “Managing Organizational Change”, “Profiting from Total Service Leadership”, “Talent Management” and “Utilizing H.R. Metrics.” Employees from over 4,000 organizations have benefited from Pete’s experience and insightful perspectives.

Pete holds a B.A. degree in Psychology from Emory and Henry College and Masters Degrees in both Business Administration and Industrial Psychology from Virginia Commonwealth University.