Needspeakers for
your group meetings and conferences?
Contact us if you would like to review any of the following
presentations for your
next management development program. You can present these programs
yourself, or you can contact one of our associates to present it
in person or via web conferencing.
Executive Briefings
by Profiles International Research Institute
Five Lessons for Upgrading Talent with Outside Superstars
A 16 slide presentation that discusses the process of recruiting outside
superstars. The supply of talented individuals, many of whom were
cultivated and trained by some of the world’s most innovative and productive
companies, has never been so plentiful or affordable. The presentation
summarizes five key lessons to help optimize the talent upgrading process.
1. Identify your current and future internal stars first. 2. Align your hiring
decisions with your need for current and future talent. 3. Temper your
expectations; high performance isn’t always portable.4. Don’t let eagerness
short circuit your selection process. 5. Under-promise and over-deliver.
Six Crucial Behaviors for Customer Facing Employees
A 14 slide presentation that explains why you can’t afford not to build customer
loyalty. In both good times and bad the lifetime value of a customer can
be exponentially greater than the value of a series of single transactions from
one-time customers. One bad customer experience can cost you that customer for
life. Hospitality, travel, retail, healthcare, and financial services are
especially prone to losing customers who have a negative experience. Think about
these situations from the perspective of a customer. It doesn’t take much for a
customer to decide that you and your company aren’t worth his time, effort, or
money.
Fostering a Culture of Engagement
A 18 slide presentation that discusses Employee engagement . Engagement is
a hot topic in the business world and for good reason. Organizations are
realizing the need to create a culture of engagement that maximizes the
potential of each employee. Are your employees engaged in their work?
Are they loyal to your business? How do you know these things? And if you
don’t, how do you find out? There are many benefits and advantages to
understanding engagement levels. Leaders at all levels of the organization
strive to create a work environment that results in highly engaged employees.
Fraud, Theft and Workplace Violence
A 22 slide presentation discussing the costly challenge of managing fraud, theft
and workplace violence. Employee fraud is on the rise, soaring from $400
billion in lost revenue for U.S. businesses in 1996 to over $600 billion in
2003. While many organizations have implemented background checks as a
requirement for employment, the majority of employees who steal—68.6 %,
according to Association of Certified Fraud Examiners—have no prior criminal
record. A study conducted by the University of Florida estimates that employee
theft is the cause of about 48% of inventory shrinkage in business. That’s equal
to more than $15 billion per year. Even more disturbing, violence in today’s
workplace accounts for more than $60 billion in lost productivity each year
according to the Bureau of Labor Statistics. The Justice Department reports that
one-sixth of all violent crimes in the U.S. occur in the workplace. This
executive briefing will help you: 1. Define the problem 2. Highlight
scenarios and identify bottom-line impact 3. Explore prevention steps & best
practices and 4.Examine effective solutions and tools.
Management Derailers
A 16 slide program discussing the challenges of rapid change for organizations
particularly for managers whose people will be responsible for implementing the
changes. Pressure to perform is high, as are emotions, and everyone is expected
to do more with less. Ironically, the times when you need your managers to
perform at their very best are the very times they are most likely to fail. The
challenge of change is compounded by the fact that the higher managers rise in
an organization, the more likely they are to develop blind spots that increase
their risk of failure. Why do managers fail and what can be done to avoid
failure? We polled our experts to identify our top five most common management
derailers. They are: 1. Poor interpersonal and communication skills 2.
Inadequate leadership skills 3. Resistance to change 4. Inability to deliver
expected results 5. Inability to see beyond their functional silo.
Managing Workplace Stress
A 20 slide program intended to: 1. Raise your awareness of causes and effects of
stressors
2. Encourage and support the use of good practices and preventative measures 3.
Provide tools and techniques for assessing and managing stress and 4. Help
learners recognize signs of stress.
About 3 out of 5 doctor visits are for stress related problems. While research
on job stress has greatly expanded in recent years, confusion remains about the
cause, effects, and prevention of work-related stressors. Stress is linked to
five leading causes of death: Heart Disease, Cancer, Lung ailments,
Cirrhosis and Suicide. Exposure to stressors can be both work-related and
non-work-related.
Managing Difficult Employees
A 20 slide presentation focused on the problems and solutions for managing
difficult employees. It has been estimated that 10% of employees occupy
90% of the manager’s time. This program identifies four main problems
managers experience with difficult employees: 1. Managing Difficult
Personalities 2. Managing Employees with Bad Attitudes 3. Managing Poor
Performers and 4. Managing Communication Problems. Managers need to
understand their own management style before they address issues with problem
employees. Management is a two way street, and sometimes the problems in the
workplace are nothing more than the result of a mismatched employee and manager.
If more than 10% of your employees are difficult employees, then you and your
management style may be the problem. There are no simple solutions when managing
difficult employees, but it is important to get to the root causes of the
problem so solutions can be identified.
How to Avoid the Seven Biggest Teambuilding Blunders
A 15 slide presentation that discusses the common problems of underperforming
teams. Based on our work with many of America’s Most Productive
Companies, we’ve identified seven major roadblocks to building and managing
high performing teams. We’ve seen excellent managers drop the teambuilding ball,
and we’ve seen other managers exceed expectations by doing teambuilding right.
You can build and manage a high performing team by avoiding these seven
teambuilding blunders:
1. Failure to build support for the team with the right people at the right
levels 2. Failure to establish conditions for team effectiveness 3. Failure to
establish a meaningful performance goal 4. The absence of a decision-making
process 5. Failure to establish appropriate norms 6. Weak communication channels
7.Insensitivity to diversity.
Strategic Workforce Planning
A 17 slide presentation focused on strategic workforce planning. Although
92% of companies have some level of workforce planning, only 21% of companies
take a strategic, long-term approach.
Strategic Workforce Planning is a process that ensures that your business has
the right people in the right jobs at the right time to achieve your expected
results. This program helps organizations understand their current state,
forecast talent gaps and take the necessary steps to close those gaps. It is a
core business process that is often handled by the HR department, but it is so
important to the success of a business that business leaders should approach it
proactively and take ownership of it. We’ve all heard the saying that “failing
to plan is planning to fail.” The traditional strategic planning process often
focuses heavily on large capital expenditures, technology and marketing
investments to implement business strategy. But the traditional process focuses
too little on the organization and the human resources necessary for sound
execution. It is almost as if the business takes for granted that it already has
people with the necessary capabilities. The truth is that it can take several
months, if not years, to get the right people in the right jobs, and this can
seriously hinder the execution of even the most well thought out strategy. We
polled our experts and asked them to define a simple, straightforward strategic
workforce management process. The steps in the strategic workforce planning
process are: 1. Establish where your business is going 2. Understand where the
labor market is going 3. Understand your future talent demands 4. Assess your
current talent inventory 5. Identify your talent gaps and strategies to close
them. 6. Implement your strategies.
The Powerful Act of Coaching Employees
A 17 slide presentation focused on improving employee performance and
productivity in order to grow overall business performance and corporate value.
But the tool we most often use to improve performance—the performance review—really
isn’t capable of helping us reach our overall goals. The reasons for its failure
are numerous, but its biggest flaw is that it is the equivalent of looking in
the rearview mirror to see where the employee has been—and perhaps failed. Why
not look ahead, through the windshield, to see where the employee can
successfully go? Managers now need to learn how to coach early and often. Early,
to catch potential problems before they happen. Often, because continuous
feedback virtually guarantees better performance. Coaching employees provides
counsel in real time and clearly identifies goals in the context of the
employee’s job. Good coaches understand the current reality of the employee's
world, and they are aware of issues that might prevent an employee from reaching
his or her goals.
Top Five Strategies for Motivating and Retaining Employees
A 11 slide presentation discussing
the importance of motivating and retaining talent.
The success of your organization is directly affected by the people you employ.
Having the right people with the right skills in the right jobs can result in a
significant competitive advantage. As fewer workers with the required skill sets
enter the job market, companies have to find new ways to develop, motivate, and
retain talent. This program provides you with the Top 5 Strategies for
Motivating and Retaining Top-Performing Employees: 1. Employee Orientation
2. Performance Evaluations 3. Occupational Assessments 4. Succession
Planning and 5. Terminating an Employee who is under performing.
Unlocking the Potential of Frontline Managers
A 15 slide program introducing ideas for unlocking the potential of Frontline
Managers. Nearly 60% of frontline managers under-perform during their
first two years and more than 50% would rather not manage people (Research by
the Corporate Executive Board). The effects of poor frontline management
may be particularly damaging at service companies, where researchers have
consistently detected a causal relationship between the attitudes and behaviors
of customer facing employees on the one hand, and customer perception of service
quality on the other. In service industries, research has found that three
factors drive performance: the work climate; the ways teams act together and the
ways that things are done; and the engagement, commitment and satisfaction of
employees. Leadership—particularly the quality of supervision and the nature of
the relationships between supervisors and their teams—is crucial to performance
in each of these areas. There are six keys to unlocking the potential of
frontline managers: 1. Identify employees with the capability and interest
to be good managers 2. Help your managers clarify their teams’ goals and roles
3. Help your managers understand the people they manage 4. Help your managers
understand themselves and how they impact their people 5. Don’t assume
your managers know how or when to coach and
6. Minimize administrative work to give managers more time to develop people.
Why Smart
Employees Under-perform
A 19 slide program introducing the 7 factors that lead to a poor hiring decision
for a manager. While the person you hired looked impressive on paper and
presented well during one-on-one interviews, your new hire’s style, approach,
and behavior on the job are simply inconsistent with the values and expectations
of your organization. Their modus operandi is foreign to your employees. Your
new hire is not a good cultural fit and one or more of the following factors may
be the cause: 1. Inadequate capability 2. Poor job fit 3. Fuzzy goals and
accountabilities 4. Poor relationship with other managers 5. Poor relationship
with direct reports 6. Health and wellness issues and 7. Physical and
environmental factors.
Human Capital Management
How Your Business Profits from Intellectual Capital
A 12 slide presentation that clarifies the different types of capital. Shows how
firms profit from Knowledge Assets. Highlights recent trends in litigation
around intellectual property. Identifies the Nine Most Critical Measures
that determine Value Creation (Ernst and Young, Measures that Matter, 1996).
Identifies the Role of Knowledge in generating profits in your Business.
Clarifies Lessons from the Wealth of Knowledge by Thomas Stewart.
Discusses the Profit Value and Return on Investment of Knowledge Management.
Introduction to Human Capital Management
A 16 slide presentation that introduces the fundamental principles and history
of the Human Capital Management (HCM) field. Major contributors to the
field are identified. A Human Capital Strategy Model is presented. The
primary activities of HCM are identified. Finance Driven Business Models
are compared to Business Models that are Human Capital Driven. A brief HCM
glossary is provided.
Prescription
for Exceptional Profitability
A 26 slide presentation focused on the need for human capital assessment services and the development of strategic manuals for each employee. A
core Human Capital Management Strategy is explored. Discusses the Return
on Investment of Human Capital Management.
Human Capital
Strategy
A 14 slide presentation discussing current concepts underlying effective human capital strategy.
Explores two business models: Accounting/Finance and Human Capital.
Discusses methods for selecting and growing human assets. Identifies methods for
determining current book value of human assets. Explores the need for
individual development plans. Identifies what is necessary for talent
retention.
The Human Asset Management System
A 26 slide program introducing Total View as an integrated solution for Human
Asset Management. Total View can be used to improve recruitment, hiring,
coaching and performance management systems. Total View facilitates many aspects of human asset management including
job analysis, selection, coaching,
performance analysis, and succession planning.
Human Asset
Profiles
A 16 slide program introducing the concept of Human Asset Profiles.
Identifies and discusses the principles of human asset bookkeeping and
accounting. Identifies the primary components leading to human asset
valuation and capitalization reporting. Human Asset Profiles are
attempting to record and report all costs associated with the retention and
continuing development of employees. The individual capitalized human
assets can be combined at the end of the year to form a human capital value
report.
People Challenges and the Use of Scientific Assessments
A 48 slide presentation focused on the value contributions of scientific
assessments. Common people challenges are identified. The benefits of integrity assessments are described. A method for
showing Return on Investment in human capital is described.
Human Capital Metrics
Human Capital Measurement
A 13 slide presentation introducing human
capital metrics as business strategy. These new metrics are the pivotal
levers and tools of the modern organization manager. Metrics that matter
are presented and discussed. The Nine most critical measures that
determine value creation are discussed (Ernst and Young Study, 1996, Metrics
That Matter).
Maximizing Human Capital
A 16 slide
presentation introducing the Profiles International human capital strategy and
their suite of tools.
Human Capital Metrics - for a Sales Position
A 29 slide
presentation introducing a Profiles International human capital study on a Sales
Position using the Profile.
Human Capital Assessment
Introducing Call
Center Survey
A 17 slide presentation showing the value story behind the Call Center Survey.
Typical Call Center problems are discussed. Desired business outcomes are
identified. The features and benefits of the Call Center Survey are
presented. A Sample Report is explained.
The Customer
Service Solution
An 11 slide
presentation introducing the benefits of the Customer Service
Survey. A Sample Report is presented.
Introducing
Total View
A 26 slide presentation introducing the Total View Assessment. Total View
is a comprehensive human capital management system for hiring, coaching,
performance analysis and succession planning.
Counterproductive Behavior Index
A 9 slide presentation introducing the Counterproductive Behavior Index (CBI).
Explains what CBI measures. Presents a satisfaction guarantee.
Provides volume pricing information for CBI.
The Integrity
Solution
A 20 slide presentation discussing the need for
integrity assessments with today's workforce. The Step One Survey value
story is presented. Recent research on theft is presented. Discusses
what the Step One Survey measures. Clarifies the benefits obtained with
Step One.
Meeting the
Customer Challenge
A 25 slide presentation focused on solving customer service challenges.
The client goal is world class customer service. The cost of establishing a
client is explored. Understand that customer service is in the hands of your employees.
How you can use the Customer Service Survey to ensure you won't lose customers.
Sales Indicator
A 17 slide
presentation focused on quality process improvements in hiring sales talent.
Presents research on sales talent. Identifies multiple reasons for hiring
low performing sales talent. Identifies methods for hiring the right sales
talent. Presents pricing information on the Sales Indicator.
Customer Service Perspectives
A 17 slide
presentation focused on the reasons for investing in customer service quality
improvements. Explores the cost of acquiring a new customer. Presents
ideas for building customer loyalty. Identifies top reasons for losing
clients or customers.
Understanding the
Profile XT
A 13 slide
presentation describing the features of the Profile XT.
How the Step One
Survey Saves You Money
A 17 slide
presentation describing the benefits of the Step One Survey. What can you
expect for Return on Investment? Where to look for the impacts of the
Step One. Why you will want to use Step One. Key Words and Key Concepts
attached to the Step One.
Hiring Process
Best Practices
in Hiring
A 24 slide program introducing the impacts of technology on the hiring process.
Exposure to several new hiring tools is provided. Understand how these
tools remove much of the guesswork in the hiring process. Methods for
sourcing and processing candidates using technology are described.
Different hiring methods and assessments are described including:
Structured Interviews, Knowledge and Skills Tests, Problem-Solving Assessments,
Personality Assessments, Bio Data, Integrity Assessments and Job Simulations,
Psycho-Motor Assessments and Background Checks.
If you want to recruit and hire the top talent in the world, you will
need to use the smartest strategies and methods available! Start
by researching the relative contributions of various hiring methods
and then implement those with the most value.
Contact us
for a
brief summary of an article entitled, "85 Years of Personnel Selection
Research"
by
Schmidt, Frank L & Hunter, John E.
Introducing HireSmart
A 25 slide program introducing the concepts and methods that create the
foundation and principles of HireSmart. Human Capital Sourcing, Metrics and Strategy.
Contrasts traditional hiring methods with contemporary methods. Describes
a Total Systems approach. Introduces the concept of Job Matching.
Shows how vital assessment information is for Smart Decisions!
Why Use Background Checks and Integrity Screenings?
A 12 slide presentation
on the value of using Background Checks and Integrity Screenings in your
hiring process. Highlights the rise of violence, fraud and embezzlement by
employees. Shows the risks of negligent hires. Explains the
contributions of background checks.
New Art of
Hiring Smart
A 46 slide presentation designed to bring you proven strategies in
successful hiring. Discusses problems with traditional hiring
practices. Shows how to create a solid Human Capital Strategy.
Presents innovative recruitment strategies. Discusses writing
effective job ads. Explains the contributions of job matching technologies.
How to Build Effective Job Match Patterns
A 38 slide presentation
focused on building quality job match patterns. Discusses job performance criteria
that can be used to select top performers. Sample performance criteria are identified for the following
industries: banks,
transportation, construction, restaurants, sales, manufacturing, grocers,
healthcare, information technology and miscellaneous.
Using Job
Match Patterns
A 13 slide presentation
focused on building job match patterns. Discusses the practical
considerations in building job patterns. Explores the various methods used
to develop patterns. Explains the limitations of each method.
Shows how to use the O'Net job titles to build job match patterns.
Recruitment Process
Recruitment Strategy
A 19 slide presentation that identifies the
problems associated with traditional recruitment. Population and
demographic trends are discussed. Recent Job growth trends and the general
lack of qualified workers are discussed. The Executive Talent Shortage is
discussed. The foundations of a competitive recruitment strategy are
discussed. Primary findings of Recruitment and Recruiter research are
presented. A Human Capital Recruitment Model is discussed. A web
based demonstration of a Total Applicant Processing System is provided.
E-Recruitment
A 19 slide presentation on some of
the trends that are causing the eRecruitment revolution. Identifies the
problems with traditional recruitment methods. Discusses future employment
trends and their impact on business. Presents the eRecruitment solutions
to the problems. Highlights recent research on recruiter effectiveness.
Presents outcomes expected from eRecruitment solutions.
Performance Management
Performance Management
A 17 slide program that develops the need for developing a Performance
Management System. Startling statistics are presented about companies that
have developed a performance enhancing culture. Research about High
Performance Work Systems is presented. Critical success factors for
developing a Performance Management System are identified. Features and
benefits of Integrated Performance Management are discussed. A web based
demonstration of an integrated performance management system is provided.
High Performance
Work Systems
A 26 slide program focused on the
concepts and methods involved in developing high performance work systems.
Discusses the integration of 3 separate systems for effective performance
management - hiring, performance monitoring and compensation. Explores how
competitive advantage is created and sustained. Identifies the differences
between core competencies and performance drivers. Shows the importance of
rigorous hiring and alignment efforts. Explains the research foundations
of a high performance work system.
Performance Management Solutions
A 19 slide
presentation focused on a new strategy for performance
management. Involves managing employees based on their individual work style and
preferences. Shows managers how to coach employees for improving production, quality of work, teamwork and stress management.
The Profile Client Seminar
A 26 slide presentation focused on
current problems in hiring and managing people. Clarifies the differences
between skills, knowledge and talent. Explores recent trends in
performance management. The benefits of using the job matching technology are also summarized.
Employment Trends
The Perfect Storm - Labor Shortage
An 86 slide presentation by Ira Wolf discussing the long term labor shortage
faced by the business community. Demographics, statistics, challenges and
solutions are presented. How employers can position themselves for the
coming labor shortage.
Leadership Development
Emerging Management Roles
A 10 slide presentation focused on understanding new management roles that are
emerging: Talent Spotter, Talent Attractor, Talent Manager, Talent
Developer, and Talent Retainer. The implications and impacts of the Global
Talent Wars are discussed.
A Leadership
Primer
A 20 slide presentation focused on
lessons in leadership by Collin Powell. Leadership is the art of
accomplishing more than the science of management says is possible. Only
by attracting the best people can an organization accomplish its goals.
Don't be afraid to challenge the experts. Look below the surface.
Perpetual optimism is a force multiplier. Great leaders offer solutions
that everyone can understand. The commander in the field is always right,
and the rear echelon is wrong, until proven otherwise. Command is lonely.
Introducing the Online Skill Builder Series
A 22 slide presentation
describing the process for implementing the CheckPoint 360 assessment as the
Platform for Online Management and Supervisory Development. Introduces the SkillBuilder
Online Series as an online coaching system to develop necessary competencies.
Includes pricing information on CheckPoint 360 and SkillBuilder.
Why You Need a Leadership Competency Assessment System
A 26 slide presentation focused on assessing and developing the leadership competencies of
your supervisors and managers. The CheckPoint 360 is the foundation that allows
alignment of Managers with the organization's goals. Presents the 5
reasons people don't meet performance expectations. Clarifies the
differences between technical competencies, management
competencies and interpersonal competencies. How to use the 360 assessment
process to meet organizational performance goals.
Coaching Managers with CheckPoint 360
A 12 slide presentation
focused on coaching managers. Discusses ways of holding leaders
accountable for results. Clarifies the coaching process. Provides a
guide for one-on-one coaching. Includes coaching goals, group meeting
do's and don'ts and the five primary reasons for
performance failures.
Developing Effective Leaders
An 18 slide
presentation describing the features and benefits of the CheckPoint 360 degree feedback
system. Identifies critical leadership competencies. Clarifies
differences between 360 performance reviews and traditional performance
appraisals. Describes the current uses of 360 degree assessment systems in
businesses.
History and Development of CheckPoint 360
A 21 slide presentation
about the history and development of the CheckPoint 360.
CheckPoint 360 Implementation
A 33 slide presentation
describing the process for implementing the CheckPoint 360 in your company.
Provides the foundation, the process and shows how apply the results.
Developing Teamwork and Understanding
A 21 slide
presentation introducing team development concepts using the Performance
Indicator.
Management Team Development
Developing Teamwork and Understanding
A 21 slide presentation introducing team development concepts using the
Performance Indicator. The Performance Indicator is a DISC assessment
applied within a Team setting. The program includes suggestions for
increased effectiveness in: Individual Productivity, Quality of Work, Managing
Stress and Conflict, and Motivational Energy. The program includes and
Individual Development Worksheet for: Keep Doing, Stop Doing and Start
Doing behaviors and tasks.
Team Leadership Solutions
A 23 slide
program
introducing the Team Analysis assessment strategy and coaching system for developing
team leadership and performance. Clarifies the differences between
Subjective and Objective team development strategies. Identifies what may
be missing in your teambuilding strategy. Explains the teambuilding
strategies and goals for using Team Analysis. Pricing information is
provided.
Organization Development
Human Capital Development
A 10 slide presentation that builds the rationale
for human capital development. The advent of the knowledge economy has
placed human capital on the central stage of each company as the ultimate source
of competitive advantage. The companies that LEARN how to do things better,
cheaper, and faster will survive and thrive, over the companies that do not
become learning organizations. Human Capital Development Goals are
discussed.
Human Capital
Strategic Plans
A 22 slide presentation focused on understanding
the value of developing a human capital strategic plan. The salient
features and benefits of a HCM strategic plan are discussed. A format for
a HCM Strategic Plan is provided. A wide range of metrics for developing a
Human Capital Annual Report are presented.
Human Capital Strategy in Today's Marketplace
A 16 slide presentation focused on changing the manager's focus to leveraging
the talents of each individual in the organization. Requires
managers to change their priorities, their recruitment strategy and their hiring
methods. Shows them how to monitor Return on Investment resulting from their efforts.
Career Development
Using Intellectual Assets (IA) and Property (IP) as a Career Success Strategy
A 9 slide presentation introducing the IP Career Success Strategy. Discusses
value creation, value development and value delivery. Shows how to
negotiate win-win, business building agreements, while protecting your
intellectual assets (IA) and properties (IP). Identifying the new intellectual
assets and properties you can add to the business portfolio. How to
prepare your IP Career Success Strategy.
Career
Development Retreat
A 12 slide presentation introducing a
sample agenda for a Career Retreat.
Career Development Plans
A 21 slide presentation that builds the rational for career development planning
within companies. The presentation discusses learning needs, learning
goals, learning activities, resource planning and organizational succession
planning.
Coaching Process
Coaching, Training and Mentoring Programs
A 18 slide presentation that clarifies the differences
between coaching and mentoring programs. Builds the rationale for
individualized coaching programs. Identifies and develops coaching
competencies and strategies.
Using Performance Indicator
in Your Coaching Strategy
A 31 slide presentation introducing a variety of coaching strategies.
Coaching fundamentals are discussed. The importance of problem
clarification, consensus and discovery are presented. Common employee
coaching concerns are identified. A description of the DSIRA coaching
strategy is provided. The Performance Indicator coaching tool is
introduced.
In today's work environment many executives do not have time to keep up on
research or
even participate in
off-site seminars designed to
keep them current.
We have addressed
this practical time constraint by
bringing
many of our systems and training
supports to you
in brief
presentations
that fit
conveniently
into your busy schedule.
Now HireSmart members
can access our top fifty power point presentations on their
desktop.
To download
these power point
seminars at your
convenience, you must
first have one of
the following Memberships:
