Rising in one’s career through leadership management

Being a manager is an exercise in continuity. One does not become a manager and stop there. It is important to be, than to become managers. This means that management is a journey, not a destination. Because of this, continuous improvement is needed into this discipline from time to time.

Leadership management is needed to improve both the manager’s own self, and with it, the growth of the organization. Leadership management may be defined as the means by which one identifies, manages and sharpens one’s leadership capabilities. Why leadership management matters for organizations is that when leadership management is developed and refined with the right coaching, it can bring about tremendous change in the managers individually, for the whole team, and in the organization as a whole.

Leadership management is a tool for any ambitious manager

No manager who is ambitious likes to be left behind. It is the desire and ambition of any go-getting manager to stay ahead of her peers. The ways of doing this keep playing in the mind of any ambitious manager. Leading from the front and making a difference to her organization is always a priority for such self-driven managers.

Advancing professionally in one’s career and developing leadership management skills also give most managers a better grip on many practical aspects of management, which are not normally found in textbooks. The delicate performance conversations that they need to have from time to time with employees and the intention of making a difference by being able to coach their mentees more effectively, purposefully and with a strong sense of focus, are some of these.

Self-improvement and improvement for the organization

Leadership management brings about a sense of self-improvement of management skills, right up to the point of motivating the team to do the same on a daily basis. All this should reflect in improved positive results for the organization.

While all these are true; what is also equally true is that most managers hardly find the time to advance their careers. In keeping their sights on the managerial peak; most managers lose sight of leadership management and dilute their purpose. The culture in most organizations –that of getting things done in order to show results –is to blame for this.

In the process of working all the time to just show numbers; most managers lose sight of the more important goal of self-development, which often is at the core of leadership management. Advancing one’s own professional stature is the hallmark of leadership management and is as important as showing results for the organization. After all, a well lubricated, well-oiled managerial staff is the cog in the organization’s wheel.

Advancing within one’s own self as a manager by developing leadership management skills is extremely important, because a manager who is not growing from within cannot take the organization forwards. How does this happen? What are the ways by which managers can bring about leadership management? Is there an effective way of addressing issues concerning leadership management? What are the ways of improving it for the manager’s own good, which will result in benefits for the organization?

A complete understanding of leadership management  

All these will be part of a highly valuable, extremely interactive and entertaining session on leadership management. A two-day seminar on leadership management from GlobalCompliancePanel, a leading provider of professional trainings in all the areas of regulatory compliance, will show how to grow within the organization by focusing on leadership management.

This seminar will offer enjoyable lessons on management and self-improvement to such an extent that the participants laugh, listen and learn with the extremely lively Director of this seminar on leadership management, Chris DeVany.

To derive the immense benefit this seminar is going to impart, please register by visiting http://www.globalcompliancepanel.com/control/globalseminars/~product_id=900866SEMINAR?wordpress-SEO .

Chris, the founder and president of Pinnacle Performance Improvement Worldwide, a firm which focuses on management and organizational development; will lead participants though all these important topics and the key leadership management questions and answers that need to be addressed effectively if the manager has to play a major part in improving the team’s performance overall, as well as that of each member of the team.

An extremely useful session on leadership management

This seminar will be of immense use to all seekers of leadership management, as it will cover all the important aspects of leadership management. Peer discussions addressing leading and managing, integrating finance and quality, managing one’s time effectively, managing performance and managing up, are some of these.

Participants will be able to gain the following lessons on leadership management at the end of this highly useful session:

–       Lead and manage

–       Integrate finance and quality into their organization

–       Manage their time, including prioritizing

–       Manage performance

–       Understand behavioral styles, so they can manage more effectively

–       Handle performance conversations, especially difficult conversations

–       Coach with purpose and focus

–       Manage to Action Plans, both by the team members and oneself

–       Build teams

–       Integrate performance improvement and quality improvement

–       Manage one’s own manager, manage up.

Advanced human resources and employment law

Advanced human resources laws are in the offing, following the swearing in of the new President in the US. The new administration is expected to bring about a number of changes. With the firm accent of the new administration on curbing immigrant workforce, changes that could impact organizations in a number of ways can be expected to take place over the new few months.

Human resources will be the area in which these changes will strongly impact. Carrying out these changes requires making changes into employment laws. Advanced human resources and employment law will need to be implemented, because as a result of these changes into employment laws, uncertainties are expected to creep in in a number of areas of human resources. The new president has made no secret of his intentions to protect small businesses. Although not everything is clear at this stage yet, there is no doubt that changes are sure to come in.

The EEOC’s record monetary damages

While changes are to be expected of any new administration that takes charge, another existent factor could also fuel the need for grasping and implementing advanced human resources and employment law:

Employment lawsuits continue to be on the rise. In 2016, the Equal Employment Opportunity Commission (EEOC) reached the highest collection in monetary damages in its history, touching over $370 million. The EEOC has also been reporting a consistently high, record number of claims being filed by employers in the last three years.

Result of lack of understanding of advanced human resources and employment law

Employers who are not properly equipped for workplace issues and are lacking in the knowledge of advanced human resources and employment law are in greater trouble, as they could face any of these as a result:

o  Discrimination suits

o  Morale issues

o  Litigation

o  Lawyer fees

o  Employee turnover

o  Unplanned expenses

o  Settlements

o  Possible negative community image.

Thorough knowledge of advanced human resources and employment law

Any organization that wants to avoid any of these scenarios needs to have thorough and proper knowledge of advanced human resources and employment law. A two-day seminar on advanced human resources and employment law is being organized by GlobalCompliancePanel, a leading provider of professional trainings for the areas of regulatory compliance, to help companies prepare for the new administration, to maintain employment law compliance, as well as help avoid litigation.

The Director of this seminar is Vanessa G. Nelson, founder and President of award-winning Expert Human Resources. Vanessa has successfully saved businesses hundreds of thousands of dollars, streamlined multiple processes, and helped develop work teams.

Professionals whose work gets affected by employment laws, such as CEO, COO, Directors, Business Owners, HR Representatives, Managers, and Supervisors can derive the full benefit of Vanessa’s rich and varied experience by enrolling for this seminar. Registration for this event can be made at http://www.globalcompliancepanel.com/control/globalseminars/~product_id=900896?Wordpress_SEO.

To avoid the high cost of employment lawsuits

No matter whether it is in a medium sized company or a large corporation that an HR professional works; the knowledge of advanced human resources and employment law and HR practices is essential to make the business successful. This is because these professionals come across a strikingly large and varied number of employment laws/issues that they have to be aware of.

Over the two days of this seminar, Vanessa will explain to participants the ways by which to deal with confusing human resource situations and how to apply employment laws correctly. She will offer clarity on the many advanced human resources and employment laws.

Other heavy costs of noncompliance with advanced human resources and employment law

The importance of this learning can be ascertained from the fact that the average lawsuit is $165,000, excluding lawyer fees. Employers may have to shell out an additional million dollars or more for a case that goes to trial. Not only is the cost of litigation damagingly high; there is a bigger cost attached to noncompliance, which results from lack of knowledge of advanced human resources and employment law: A jail term.

All these make the knowledge of advanced human resources and employment law all the more necessary. Attendance at this seminar will be valuable in helping gain the critical understanding needed of advanced human resources and employment law.

http://www.mondaq.com/unitedstates/x/554098/employee+rights+labour+relations/Labor+And+Employment+Law+Under+The+Trump+Administration+A+Brief+Overview+For+Colorado+Employers

https://www.skadden.com/insights/trump-expected-to-alter-labor-laws-policies

Team development is an integral part of leadership

Team development is a critical aspect of leadership, because leaders, like statesmen, think about the next generation. Leaders not only select and mentor leaders; they also make sure the leadership abilities get transferred to the new generation. For this reason, taking the organization to its next destination and grooming leaders requires team development. Team development is an extremely important endeavor for a leader.

Team development and leadership are closely hemmed together, because a team that lacks good leadership focus and direction will never be a winning one. There are many vital differences between leadership and management. Leading from the front and building a team is one of the prime distinctions between a leader and a manager, because these traits are never expected from a manager. Many leaders are up against many situations. These are some of them:

o  Knowing when to manage and when to lead the team

o  Foreseeing and visualizing organizational goals and communicating them to the team

o  Ascertaining the market’s needs and helping the team channelize its efforts more effectively

o  Addressing workplace challenges by devising creative solutions for the team

o  Devising strategies to develop a high-performance team

o  Communicating effectively to motivate and coach.

Learn all about leadership and team development

A two-day seminar from GlobalCompliancePanel, a leading provider of professional trainings for all the areas of regulatory compliance, will equip participants with the insights needed for understanding all these aspects of leadership and team development. The essence of this session is to equip participants with the skills and knowledge needed to inspire their team members and help them reach their goals.

Gaining these insights is easy. You can register for this webinar by visiting http://www.globalcompliancepanel.com/control/globalseminars/~product_id=900818?wordpress-SEO .

The Director of this seminar is Chris DeVany, who is Founder and President of Pinnacle Performance Improvement Worldwide. The varied experience he has had, in having helped some 500 organizations such as Microsoft, Coca-Cola, Aviva, and Schlumberger in 22 countries, will come to the fore at this seminar.

Leadership and team development in all their depth

DeVany will offer a thorough understanding of the role of leadership in building a team and working in a horizontal mode of operation and applying a consistent theory in leading a team.

This session will be very useful for CEOs, Senior Vice Presidents, Vice Presidents, Executive Directors, Managing Directors, Regional Vice Presidents, Area Supervisors, and Managers.

Chris will cover the following areas at this seminar:

o  Understanding leadership style and the situation

o  Integrating your leadership and managerial roles

o  Examining the leader’s role as motivator and coach and in high-performance teams

o  Distinguishing the three team types

o  Exploring the principles that make teams work

o  Differentiating team content and process

o  Diagnosing work-teams: a work-team simulation.

Assessment-based prediction is an effective tool for hiring the right candidate

Undoubtedly, hiring should rate as being among the most important activities for an organization. This is so because it is through this process that the organization takes in its most important resource –people. At the time of hiring, as well as while considering promoting, HR and the other important decision makers need to make up their mind by asking critical questions with which to make predictions about a potential hire. These questions could relate to how well the resource can perform in the assigned role, for how long the resource could stay in the organization, and making an assessment about the person’s ability to handle more responsibilities.

Not all HR and other hiring managers could be right all the time in predicting the outcomes of their actions about a candidate; yet, a good understanding of principles of assessing the candidate, combined with proper preparation and inculcation of a little disciple will go a long way in helping them become more accurate in their predictions. When the hiring managers are not too way off their mark in predicting the attributes of a useful hire, they are more likely to get a better candidate and avoid much of the unpleasantness that a bad hire can cause.

Learn the art of predicting the usefulness and relevance of a candidate

It is to equip participants with the tools needed to design a process for selecting and promoting for any position across any industry that a two-day, in person seminar is being organized by GlobalCompliancePanel, a leading provider of professional trainings for the areas of regulatory compliance. Harry Brull, who is President, Laurdan Associates, Inc. and Co-Founder of BCG Consulting Group, will be this seminar’s Director.

professionaltraining

To get an understanding of how to get the right insight into a selection process that is relatively error-free and effective, just log on to http://www.globalcompliancepanel.com/control/globalseminars/~product_id=900717SEMINAR to register.

Insights into getting the hiring and promoting process right

At this seminar, Harry will explore the use of standardized instruments in designing and using simulations for maximizing return on references. This is in addition to the most often-used selection tool, the pre-employment interview.

He will also discuss other important areas of the hiring process, like defensibility and avoiding complaints from unsuccessful applicants, ways of judging a candidate’s interpersonal skills, other capabilities and motivators, and other factors which determine whether there is a good fit between the individual, the position, and the organization.

In addition, Harry will also look at adding other selection tools such as testing and simulations (job samples) to the selection tool mix, which can greatly improve prediction accuracy and provide an alternative view of candidate skills, and techniques which improve the usefulness of reference information, including eliciting vital information from sometimes reluctant sources.

Harry will cover the following areas at this seminar:

  • The big-picture look at selection/promotion
  • How to analyze position and organizational requirements
  • Effective recruiting
  • Designing and using screening tools
  • How to design and conduct high-yield interviews
  • Adding testing and simulations to the selection toolbox
  • Avoiding legal problems
  • Maximizing return on reference inquiries
  • Putting it all together – designing a selection process.

Getting overtime pay calculation wrong can be damaging for the employer

A thorough grasp of the subtleties of the Fair Labor Standards Act (FLSA) continues to elude many employers, even though this Act has been around for a long time. The frequent changes that keep happening to the many regulations of the FLSA from time to time are one of the major reasons for this. These changes have employers, employees and attorneys scrambling for the meaning, interpretation and application of the new regulations, resulting in a huge load of extremely expensive FLSA lawsuits under this legislation.

Most of these legal disputes arise because attorneys make impermissible deductions from wages. They don’t count all the hours an employee has worked in determining overtime due, or they get their calculations plain wrong.  An idea of the magnitude of the effects of this misunderstanding of the provisions of the FLSA by employers can be had from the fact that The Department of Labor (DoL), which is already operating on a budget of $311 billion; requested an additional $104.5 billion for its 2015 budget for discretionary and mandatory programs. All these point to a new vigor and zest in this department in cracking down on false calculations and other improprieties.

pay

Learn the nuances of overtime pay

In order to clear the misunderstandings anyone may have about the various elements of this law; GlobalCompliancePanel, a well-known provider of professional trainings for the areas of regulatory compliance, will be organizing a two-day seminar. Susan Fahey Desmond, a principal with Jackson Lewis PC, who has been representing management in all areas of labor and employment law for over 30 years, will be the Director of this seminar. To enroll for this highly valuable learning session, please log on to

http://www.globalcompliancepanel.com/control/globalseminars/~product_id=900679SEMINAR?calculating-overtime-correctly-SFO-CA.

At this seminar, Susan will go through all of the nuances of the FLSA and will cover the most frequent mistakes employers make repeatedly. She will explain the employer/employee relationship under the FLSA in detail, and will offer a description of areas such as the exemptions and what time is compensable. Another important learning of this seminar is about ways by which employers can decrease their overtime liability.

Susan will cover the following areas at this seminar:

  • Understanding the employer/employee relationship under the FLSA
  • Analysis of independent contractor v. employee
  • Volunteers and trainees
  • Exemptions – managerial, administrative, professional, outside sales, specific industry exemptions, the Motor Carrier Act
  • What is Working Time with discussion of the Portal to Portal Act
  • New Requirements for Breastfeeding Mothers
  • Calculating Overtime Correctly – determining the workweek and calculations.
  • Using approved ways to reduce overtime liability – fluctuating workweek, Belo Plans, Union Employee Plans, compensatory time
  • Minimum Wage Requirements and handling of deductions like garnishments, employee theft, company equipment, etc.
  • Child Labor laws – when they can work, what they can do, what breaks are required
  • Recordkeeping Requirements

The interconnectedness between human resources and project management

Although a superficial look may suggest nothing in common between HR and project management; upon scratching the surface a bit, one discovers a close relationship between the two. Project management and HR are very closely related to each other, if one considers the similarity in the approach to the two disciplines:

Project management is rooted in planning. A detailed, systematic, team-involved plan is at the core of successful project implementation. Therefore, the project leader who plans well succeeds in executing the project and taking it a notch higher.

hr3

The ability to plan precisely is of equal importance for HR, because much of what progresses in the organization hinges on HR’s planning ability. When HR plans and implements properly and effectively, that is a sure prescription for the organization’s success and growth. Like project managers, HR is also expected to transform a vague concept into a measurable outcome by channeling a broad array of knowledge, skills, and resources toward a critical organizational goal.

A learning session on the link between HR and project management

A proper understanding of this link between HR and project planning is the learning that a two-day, in person seminar being organized by GlobalCompliancePanel, a leading provider of professional trainings for the areas of regulatory compliance, will be imparting.

professionaltraining

The speaker at this session, Cathleen Hampton, a professional consultant with over 25 years of HR experience, will talk about strategic and effective management and implementation of programs and ways in which HR professionals can facilitate both of these in their organizations. To gain learning of the crucial link between HR and project management, just log on to

http://www.globalcompliancepanel.com/control/globalseminars/~product_id=900725.

Understanding the similarities

Over two days of learning, Cathleen will expose participants to the basic principles concerning the nuts and bolts of planning, scheduling, and budgeting. These will be the outcomes of this learning:

  • Strengthening of skills and understanding how to generate valuable benefits for the organization by achieving crucial results that align with organizational objectives
  • Knowledge of the communication skills it takes to get ideas, instructions, and requests across quickly and accurately, thereby minimizing development time
  • Effectively using resources to stay on top of deadlines and expenses
  • How to rebound quickly from surprises and setbacks
  • How to get the best from people who don’t normally report to them
  • These are the objectives of this seminar:
  • Learning the imperative questions to ask before even beginning
  • How to use the planning and scheduling tools that professional project managers use, such as GANTT charts, the critical path method, work breakdown structures, project management software, and others
  • Best practices for team work
  • Understanding when and how the “Murphy factor” could hit the project and impact it in a big way.

 

Assessment-based prediction is the basis to good candidate hiring

Hiring is among the most important activities for an organization, because it is the process by which the organization takes in its most important resource –people. At the time of hiring, as well as while considering promoting, HR and the other important decision makers need to make up their mind by asking critical questions with which to make predictions about a potential hire. These questions could relate to how well the resource can perform in the assigned role, for how long the resource could stay in the organization, and making an assessment about the person’s ability to handle more responsibilities.

Not all HR and other hiring managers could be right all the time in predicting the outcomes of their actions about a candidate; yet, a good understanding of principles of assessing the candidate, combined with proper preparation and inculcation of a little disciple will go a long way in helping them become more accurate in their predictions. When the hiring managers are not too way off their mark in predicting the attributes of a useful hire, they are more likely to get a better candidate and avoid much of the unpleasantness that a bad hire can cause.

Learn the art of predicting the usefulness and relevance of a candidate

It is to equip participants with the tools needed to design a process for selecting and promoting for any position across any industry that a two-day, in person seminar is being organized by GlobalCompliancePanel, a leading provider of professional trainings for the areas of regulatory compliance. This seminar’s Director is Harry Brull, who is President, Laurdan Associates, Inc. and Co-Founder of BCG Consulting Group.recruiter

To get an understanding of how to get the right insight into a selection process that is relatively error-free and effective, just log on to

http://www.globalcompliancepanel.com/control/globalseminars/~product_id=900715.

Insights into getting the hiring and promoting process right

At this seminar, Harry will explore the use of standardized instruments in designing and using simulations for maximizing return on references. This is in addition to the most often-used selection tool, the pre-employment interview.

He will also discuss other important areas of the hiring process, like defensibility and avoiding complaints from unsuccessful applicants, ways of judging a candidate’s interpersonal skills, other capabilities and motivators, and other factors which determine whether there is a good fit between the individual, the position, and the organization.

In addition, Harry will also look at adding other selection tools such as testing and simulations (job samples) to the selection tool mix, which can greatly improve prediction accuracy and provide an alternative view of candidate skills, and techniques which improve the usefulness of reference information, including eliciting vital information from sometimes reluctant sources.