Name: Avoiding Common Decision Traps
Start: 2022-07-11T17:00:00Z
End: 2022-07-11T17:00:46.000Z
Location: BrightTALK
Rating: 5

Unleash potential (yours and others!) by putting PEOPLE first. Thought-provoking webinars about Leadership, Employee Engagement, Personal Effectiveness, and Team Effectiveness. Our research and topics focus on getting more from people by giving more of the right stuff to people. 

Better listening is more than a social nicety. It's the glue that bonds relationships. In business, listening and strong communication impact every aspect of company culture. Employee engagement and productivity levels are directly linked to the quality of listening exhibited by managers and leaders. What's more, collaboration, team effectiveness, and employee retention are all impacted by this one simple behavior. Join this webinar to learn about the hard costs of neglecting this vital soft skill.

The Business Case for Listening Better

Conflict isn't always bad. The avoidance of conflict, in fact, can be worse than the conflict itself. If your company culture is highly conflict averse, you probably have false harmony, group think, and echo chambers that interfere with true collaboration and commitment. Team effectiveness is compromised by all that niceness because no one ever really feels heard and considered. Going along just to get along is merely a recipe for standing still. Learn about the benefits of conflict and how to use it productively for ideation, innovation, decision making, and building trust throughout the organization.

The Vital Role of Conflict in Healthy Teams

The 1-to-1 meeting with your boss doesn’t have to be nerve-wracking. 

You don’t have to go into these meetings with butterflies, wondering what’s on the agenda, uncertain about what you should prepare, and anxious about what negative feedback you’re about to be ambushed with. 

Instead, find out how you can influence the topics in your 1-to-1 meetings, how you can use this time to showcase your efforts and achievements, and how you can express your needs and opinions when you meet with your manager. In other words, learn how to assert yourself and make the most of 1-to-1 meetings.

Part 12 in the video series "Why Wait to Be Great?"

Making the Most of 1-to-1 Meetings

As a Coach, you're focused on people development and a company culture that aims to help people grow and maintain high levels of employee engagement. But when it comes to career roadblocks or blindspots, getting people to move outside their comfort zone can be tricky. They may not be aware of issues related to their soft skills or emotional intelligence gaps. How do you get them to see it, acknowledge it, care about it, and work on it? In this presentation, we'll cover the techniques for easing people into these tough conversations that promote self-awareness.

The Delicate Matter of Coaching for Emotional Intelligence

Every organization wants to hire “self-motivated” individuals. 

Self-motivation shows up in the competency model, the job description, the behavioral interviewing questions, and the expectations for the role. More often than not, people who have demonstrated “self-motivation” are selected for these roles.

So what happens? Why do these self-motivated individuals seem to lose their motivation? What causes dips in motivation that sweep across an entire organization? And what can you do about it? (Spoiler alert: managing out the people who aren’t motivated and replacing them with “self-motivated” individuals won’t work over the long term!)

Learn how to personally motivate every member of the team in ways that are self-sustaining and long-term. Learn how to increase and magnify self-motivation. And learn what NOT to do so you won’t diminish self-motivation. 

During this presentation, you may even find some tools you can use for your own boost in motivation. 

Part 11 in the video series "Why Wait to Be Great?"

Motivation Is Personal: Are You Tapping into It?

Being promoted from within is recognition that you've done well. It's also an extra challenge because you now have to reset relationships with peers and friends who you'll now be managing. Shifting from buddy to boss isn't easy. As a supervisor or manager who has to navigate this transition alone, you may feel a little unsure about how to proceed. This presentation will help you avoid common mistakes, maintain trust and collegiality, and enlist the support of your team members even as you're learning the ropes in this new relationship.

Managing Your Peers & Shifting from Buddy to Boss

We said… they said… 

They always, they never….

It’s not fair.

If you’re hearing these kinds of finger-pointing statements in your workplace, it’s time for an intervention! Tensions within a team or between two teams have serious detrimental effects on everyone involved, right through to your customers and end users. It’s not sustainable to do business this way! 

At the heart of most team tension is a fundamental misunderstanding about who does what and why things are done that way. 

In this presentation, we’ll offer examples and case studies about teams that needed to get back on track and what it took to get them there. You’ll get practical tips you can use to diagnose and address common issues that interfere with true collaboration and unity. 

Part 10 in the video series "Why Wait to Be Great?"

Tackling Team Tensions

Congratulations on your recent promotion into management. As a new supervisor or manager, employee engagement will be one of your top priorities. Wait, what? They didn't mention that in the interview? Well, it's just one of MANY things you really need to know before you learn the hard way. Employee engagement is the #1 contributor to business growth and success in any initiative you will undertake. No matter what your company culture contributes, direct reports depend most on their managers to build trust, help them develop, and keep them engaged. Join this presentation to learn more about all those other secrets, too...

The New Manager Playbook for Accelerated Success

Bruised egos, misunderstandings, personality clashes, competition for resources, and more can ruin relationships in the workplace. 

Sometimes, neither party can remember why they don’t get along. Sometimes, entire departments are split into an us/them mentality even though no one can articulate why it has to be that way. 

Along the way, it was usually a breach of trust that caused the divide in individual or group relationships. Those breaches are often inadvertent and unintended. People didn’t mean to injure or offend others... they just didn’t know what they didn’t know!

So what can you do about it? How can you restore relationships and rebuild trust when there’s a lot of baggage, history, and habits that keep people divided? How can you build bridges for people to come back together and work in a collaborative, unified, and trusting way?

Tune in for this presentation for tips and techniques that really work! 

Part 9 in the video series "Why Wait to Be Great?"

How to Repair Relationships & Restore Trust

"Economic uncertainty. Political strife. Turbulent times that impact employees and give you an endless series of unprecedented challenges...

If you're ready to get a better grip on what's happening in your organization (even though you can't change what's happening elsewhere), join us to consider five important questions that may have been back-burnered while you were in crisis mode reacting to a pandemic, the Great Resignation, work-from-home, and the volley of volatility that seems to be ""the new normal.:""

Participants in this presentation will:

- Find out the #1 most-overlooked employee need (this one might surprise you!).
- Learn why looking inward isn't indulgent or optional. It's essential!
- Get a fresh take on inclusion and ways to boost morale and employee contributions.
- Examine what employees really want when they ask for development opportunities. 
- Discover the key question that helps make sense of competing priorities and ensures better time management."

5 Questions Every Leader Needs to Consider in 2023

Fear of exposure. Holding back. Not taking risks – even the little ones – because your confidence is shaky. The uncertainty, the feeling that you’re always skating on thin ice, the little voice in the back of your head… what would you be able to do if you didn’t have to battle these in the background?

The good news is that you’re not alone and that it doesn’t have to be this way!

In this presentation, you’ll find out how to recognize and overcome secret struggles like:

• Imposter Syndrome
• Self-Sabotage
• Risk Aversion
• Perfectionism Paradigm 
• Human Doing vs. Human Being

We’ll look at the research that explains these struggles, symptoms to help you recognize these tendencies in yourself and others, concrete steps for overcoming these struggles, and success stories from people who have moved past these struggles and closer to realizing their own potential. 

Part 4 in the video series "Why Wait to Be Great?"

Overcoming Imposter Syndrome & Other Secret Struggles

Another boring, go-nowhere meeting. Another training that was little more than an information dump. If you're not training trainers and meeting leaders the skills of facilitation and the principles of adult learning, they're probably missing the mark. You can instantly improve business meetings, employee engagement, and company culture by simply teaching people how to facilitate for desired outcomes and in ways that reach more learners. You'll receive a checklist of facilitation competencies and other useful takeaways when you attend this presentation.

Critical Competencies for Facilitators

When you have a title or position of authority, you can boss people around + micromanage + issue orders. It's a command-and-control approach to getting things done. But that style only gets you so far... people don't like to be managed with an iron fist. 

A better alternative, one that doesn't require authority, is a heart-and-soul approach. When you develop skills for influencing others, you can:

- Ask instead of tell... and get positive responses from people who WANT to be engaged.
- Tap into others' intrinsic motivation, a powerful force that unleashes lots of effort and results. 
- Trust that others will continue as planned, even when you're not looking over their shoulders. 
- Ennoble others so they'll share their input and ideas for reaching your goals together.
- Collaborate without the constraints of positional power.

No matter what your rank on the org chart is, influence can help you be more effective in working with others.

Getting Things Done through Influence vs. Authority

Ugh. The 9-Box Mode for bucketing people by performance and potential is widely used but is inherently unfair. Human Resources and Management may like it as a shortcut for Talent Management and Succession Planning. But wouldn't you prefer a system that gives people a fair chance? If your company culture relies on models like these, you're disenfranchising employees who would otherwise be more highly engaged and would try harder to contribute at a higher level. Learn about an alternative approach with transparency and fairness built in.

An Alternative to the 9-Box Model for People Development

There's a secret weapon you can bring to every conversation... a powerful tool that will make you more interesting, more engaging, and more effective... an irresistible magnet that will draw others to you and set you apart in a positive way. 

It's all about asking quality questions. That's why this presentation will show you how to:

- Replace random fishing-expedition questions with purposeful questions 
- Craft open-ended questions that elicit more complete responses
- Phrase questions that are more efficient and more effective in gathering the information you need
- Connect with people by demonstrating empathy and interest

Based on two decades of research, this presentation will introduce you to the 8 purposes of asking questions and how you can be more influential and effective by using a broader variety of questions.

Ask Better Questions to Amp Up Your Personal Effectiveness

Strong leadership is founded in clarity. If your company culture is frenetic, reactive, and constantly in crisis mode, the missing ingredient is clarity. The cost is diminished employee engagement and a likely increase in employee turnover which leads to reduced productivity and suppressed business growth... which leads to more frenetic, reactive, crisis-mode responses. It's a vicious circle. Learn what management and human resources can do to create a clear, compelling vision that will provide focus and minimize distractions that weigh you down.

Creating Clarity VS Dealing with Ambiguity

That elusive characteristic called charisma... the compelling way some people can captivate others... the magic in what and how some people speak... what's it really all about? 

Learn what leaders do differently to get attention, mobilize followers, and inspire action. Find out how you can use words to engage people and present your ideas in a more compelling way. 

In this presentation, we'll talk about the simple steps you can take to:

- Stir the hearts and minds of people around you
- Ignite sparks that intrigue others and draw them to your ideas
- Lead by inspiring confidence in your ideas and plans
- Amplify what you're saying with improved ways of saying it
- Paint pictures that others can see and want to be a part of

This presentation is suitable for leaders at any level who want to enlist their followers in pursuit of a vision.

The Language of Leaders

Employees are leaving in droves when they don't feel a sense of belonging and that their work is meaningful. Without development opportunities, employee engagement suffers. Talent Development and Human Resources professionals that want to improve retention rates and bolster the company culture understand the need to provide opportunities for emerging leaders... But it can be a daunting task to find the time, allocate the budget, track the results, and reinforce the learning in practical ways. Until now. Join this presentation to learn about an evidence-based approach that's easy, affordable, and effective.

Now's the Time to Get Serious about Leadership at Every Level

Hasty decisions can backfire. Popular-vote decisions can take everyone down the wrong path. Unilateral decisions invite resistance. Decisions that address symptoms instead of root-cause problems are a waste of time. And ill-informed decisions are a gamble, one that can ruin your reputation if the negative outcomes were avoidable. 

That’s a lot of pressure! 

Making quality decisions is a discipline. It includes being aware of knowing how to avoid common decision traps like:

• Groupthink

• Confirmation Bias, Familiarity Bias, and other unconscious biases

•	Over-Confidence

•	Fundamental Attribution Errors

•	Anchoring and Framing Errors

•	Sunk-Cost Fallacies

•	Risk Aversion

In this presentation, we’ll also discuss group decision-making for including all voices, hearing all input, and tapping into team members’ strengths. Your decision quality will improve and you won’t be feeling the pressure once you learn to avoid these common decision traps. 

Part 7 in the video series "Why Wait to Be Great?"

Avoiding Common Decision Traps

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Avoiding Common Decision Traps

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