2022 Advanced Leadership Webinar Part 2

In Partnership with The Focus Group
Presenter – Pete Tosh

Recommended for: Leaders and Managers across all disciplines
Two one-hour webinars per month
CERTIFICATE SERIES: Participants will receive a certificate if they participate in six of the seven webinars

Workshop Topics

1. Progressing from a Traditional Manager to a Strategic Leader

In today’s competitive business environment senior leaders consistently say they have too few strategic leaders but plenty of operational managers.

Both research and the priority senior leaders place on strategic leadership practices reinforce the importance of enhancing this mindset and these skills. The great news is that there are practical initiatives that work in developing strategic leadership skills – with significant payback to both the organization and the leaders themselves. And multiple studies have determined that leaders who think and act strategically are viewed as the most effective.
However, functioning strategically is a challenge for leaders today due to:

the complexity of today’s business issues and the speed at which those issues change
everyone expecting instant results pulling leaders into reactionary fire fighting
and leaders being given tasks with a short-term focus and rewards tied to accomplishing those tasks – in essence, encouraging leaders to not be strategic.

We will be discussing:

  • Significant differences between an operational management & a strategic leadership style
  • Identifying the current state of your function
  • Determining your customers’ perceptions of your function’s current performance
  • Envisioning a preferred future for your function
  • Establishing your function’s Critical Success Factors
  • Executing your new strategy collaboratively

Registration Fee:

GEA Members: $70.00 per session
Non-Members: $80.00 per session
*(3% processing charge for credit card payments)


2. Utilizing a Proven Process When Conducting Sensitive, Internal Investigations

Internal investigations are fact-findings initiatives carried out to uncover the truth about alleged misconduct. And this must be done without compromising the relationship with employees or unnecessarily damaging anyone’s reputation. All of which requiring planning, consistent execution, analytical skill, and an understanding of the legalities involved.

Employers are legally mandated to investigate harassment, discrimination, retaliation, safety and certain other types of complaints. And good investigators first create a plan that includes:

  1. What is the objective?
  2. Who will be interviewed?
  3. What will be investigated?
  4. What evidence needs to be collected?

Conducting workplace investigations is one of the most challenging duties that HR professionals and other managers have to face due to today’s workforce demographics, new employment laws, employees being more aware of their rights – a quagmire of potential landmines – and many managers not trained to do so.

3. Strategic Interviewing & Selection: Getting the Right Talent on Your Team

The effectiveness of the Recruiting, Interviewing and Selection process can be no greater than the quality of the interviews themselves. Interviewers need to know how to follow a proven methodology for obtaining relevant information from applicants and properly assessing it. Interviewers need to know what to look for and how to gain that information. The objective of an interview is to identify candidates who can and will effectively perform the job – while fitting into the organization.

Just as an organization’s success is significantly influenced by the people it employs, a manager’s success is dependent on the performance of his/her team. Being able to effectively interview and select team members is a critical skill for any manager. And the further a manager’s career progresses the greater the need for this skill. So, lacking effective interviewing skills can severely limit a manager’s career advancement.

Many managers learn to interview by trial and error – they have not been afforded the opportunity to learn a proven, step-by-step interviewing and selection process. Making a poor hiring decision results in the loss of a significant investment both in time and money.

This webinar will provide the participants with the skills and a practical, proven step-by-step approach to the interviewing process that participants can utilize themselves and/or introduce to their organizations

4. Utilizing HR Metrics to Illustrate & Enhance HR’s Contribution

HR professionals leading many of the best managed HR departments across the U.S. rely heavily on HR Metrics to guide and improve their departments’ performance. They recognize that metrics offer significant benefits to both their departments and organizations.

These HR professionals recognize that:

  • Metrics is the ‘language of business.’ Senior leaders are seeking objectivity. Metrics communicate by painting an unbiased, objective, and believable picture
  • They are in the service business and their H.R. function can be seen as only an overhead expense until others see value from the function. They appreciate the fact that the results that they do not objectively report often do not count
  • They need metrics to be able to compare themselves to standards and ‘best practices’ in other organizations. That metrics provide early warning signals and identify performance gaps.
  • Metrics provide a means of increasing visibility, clarifying performance expectations, and setting goals.
  • Since the leaders of the other functions within their organizations -manufacturing, sales, accounting, customer service, etc. – measure and report their contributions and performance, they as HR professionals should as well.

At the end of this workshop, participants will be able to:

  • Use HR Metrics to ‘paint a picture’ and speak the ‘language of business
  • Make continuous, meaningful improvements to HR processes
  • Generate greater contributions to their business’ strategic and operational plans
  • See and select from many potential HR Met

5. Improving Organizational Performance through Enhanced Employee Engagement

There have been over 100 research studies proving the improvements in organizational performance resulting from engaged employees. And that research has shown that engaged employees generate:

  • higher profitability
  • enhanced customer satisfaction
  • increased productivity
  • less absenteeism
  • less turnover
  • fewer accidents

Most organizations have a huge opportunity to benefit from a more engaged workforce because:

  • Only approximately 30% of employees are engaged
  • Approximately 50% are unengaged – going thru the motions; not performing to their capabilities
  • And the balance of 20% are disengaged – unhappy at work and their mission is to make sure their co-workers are also unhappy

Supervisors are the key to engaging employees. The two factors that have the greatest impact on an employee’s degree of engagement are:

  • the employee’s relationships with his/her immediate supervisor
  • whether his/her supervisor is meeting the employee’s few engagement needs

And any supervisor who is willing can improve his/her team’s level of engagement because there are very practical ways to increase Employee Engagement.

6. Implementing the Techniques Utilized by HR Strategic Business Partners

Research has shown agreement between organizational leaders and HR professionals as to the preferred vision for HR:

  • Organizational leaders want HR to be making visible, meaningful contributions to the business strategy
  • HR professionals want to be managing HR processes so that they have a significant impact on the success of their organizations

This webinar will provide:

  • Models & techniques for HR professionals to use in delivering improved service to their internal customers
  • Ways in which HR can be an essential, viable, value producing member of the leadership team
  • A methodology for developing & implementing a strategic HR plan that is linked to and supports your organization’s business plan

7. Building a High-Performance Team

Every employee is a unique individual. And each brings his/her life experiences that have shaped who they are. So, what they do always makes sense to them – or they would not do it.
Then organizations put these individuals on a ‘team’ with employees whose
backgrounds are quite different from theirs. And ‘expect’ them to work together

High performance teams:
– Are committed to a shared purpose & goals
– Have open, effective communication
– Share a mutual accountability for the team’s performance
– Are committed to continuous improvement

Everyone wants high performance teams, but they require leaders who understand and can lead their teams through multiple natural obstacles.
This webinar will address topics such as:

  • Why organizations even have teams
  • The definition of a high-performance team
  • The stages of a team’s development
  • The key building blocks of teamwork
  • Describing what you would like your team to be

Registration Fee:

GEA Members: $70.00 per session
Non-Members: $80.00 per session
*(3% processing charge for credit card payments)


About Pete Tosh

Pete Tosh

Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines:

  • Maximizing Leadership Effectiveness
  • Implementing Strategic HR Initiatives
  • Strategic Planning
  • Enhancing Customer Loyalty

The Focus Group has provided these consulting and training services to manufacturing and service organizations across the U.S., Canada, Europe & the Middle East. Pete has worked closely with the leadership teams of organizations such as Exxon, Brinks, Cracker Barrel, EMC, State Farm, Marriott, N.C.I. and Freddie Mac.

Pete holds a B.A. degree in Psychology from Emory and Henry College & Masters degrees in both Business Administration & Industrial Psychology from Virginia Commonwealth University. Pete is also co-author of Leading Your Organization to the Next Level: The Core Disciplines of Sustained Profitable Growth.