ELE Group, LLC

Session Focus: When we think of trust and what it means, we quickly realize it encompasses many things. In leading remote teams, Trust can be more difficult to get correct.

This session provided invaluable insights into fostering trust and psychological safety, especially in today’s hybrid and remote work environments.
<blockquote>A standout moment came from <a href="https://www.ele.llc/members/newton-moore">Newt Moore</a>, who remarked: “The behaviors you exhibit say more about trust than your words—cameras on or constant monitoring communicates distrust, even if unintended.”</blockquote>
This quote underscores a vital truth: trust is built through actions, not just policies or statements. For senior HR talent leaders, here are three key takeaways to consider:
<ol>
 	<li>Create a Culture of Psychological Safety
Empower employees to voice concerns, admit mistakes, and share ideas without fear of judgment. Psychological safety is the foundation for innovation and team cohesion.</li>
 	<li>Empower Autonomy and Flexibility
Focus on outcomes, not micromanagement. Trusting employees to own their work fosters creativity, enthusiasm, and productivity.</li>
 	<li>Model Trust and Emotional Intelligence
Leaders must lead by example—showing transparency, admitting vulnerabilities, and demonstrating genuine care for their teams. Emotional intelligence is a non-negotiable skill for driving trust.</li>
</ol>
HR leaders are uniquely positioned to drive these cultural shifts. As we navigate the future of work, the challenge lies in turning these insights into actionable strategies. How are you building trust and psychological safety in your teams? Let’s start the conversation.

Trust Equation for Leading Remote Teams

engagement &amp; culture

future of work

Engagement &amp; Culture

Leadership

people strategy

dirk.tussing

newton.moore

blended learning

jean.ryan

tomas.ramirez

learning design

deborah.lenchard

leadership development

talent development

jen.taylor

diversity &amp; inclusion

strategic alignment

employee engagement

psychological safety

trust

humane leadership

hybrid workplace

bill.ryan

erg-brg dei groups

organizational development

hybrid learning

ann.brownell

workplace culture

HR leadership

workplace innovation

team performance

remote leadership

Session Focus: When we think of trust and what it means, we quickly realize it encompasses many things. In leading remote teams, Trust can be more difficult to get correct.
<h6 class="font-weight-bold mb-0">What we will explore together:</h6>
<img class="aligncenter" src="https://www.learningexecutive.com/wp-content/uploads/2022/05/Elements-of-Trust-INTIMACY.png" alt="Elements of Trust: INTIMACY" width="590" height="367" />

THE TRUST EQUATION

We use the word “trust” to:
<ul>
 	<li>Interpret what people say</li>
 	<li>Describe behaviors</li>
 	<li>Decide if we feel comfortable sharing information</li>
 	<li>Indicate whether we feel other people have our interests at heart</li>
</ul>
&nbsp;

WATCH OUR VIDEO ON THE TRUST EQUATION

<img class="aligncenter" src="https://www.learningexecutive.com/wp-content/uploads/2022/05/Trust-Equation-for-Learning-Leaders.png" alt="TRUST EQUATION for Learning Leaders" width="587" height="355" />

THE FOUR VARIABLES
The Trust Equation uses four objective variables to measure trustworthiness. These four variables are best described as Credibility, Reliability, Intimacy, and Self-Orientation.
<blockquote>Let’s dig into each variable a bit more:

CREDIBILITY
has to do with the words we speak. In a sentence we might say, “I can trust what she says about intellectual property; she’s very credible on the subject.”

RELIABILITY
has to do with actions. We might say, “If he says he’ll deliver the product tomorrow, I trust him, because he’s dependable.”

INTIMACY
refers to the safety or security that we feel when entrusting someone with something. We might say, “I can trust her with that information; she’s never violated my confidentiality before, and she would never embarrass me.”

SELF-ORIENTATION
refers to the person’s focus. In particular, whether the person’s focus is primarily on him or herself, or on the other person. We might say, “I can’t trust him on this deal — I don’t think he cares enough about me, he’s focused on what he gets out of it.” Or more commonly, “I don’t trust him — I think he’s too concerned about how he’s appearing, so he’s not really paying attention.”
Source: learningexecutive.com &amp; trustedadvisor.com</blockquote>
ELE produces this Learning Circle: Retooling Talent Development for the New Normal.

ELE's Idea Exchange: Collaborate online with your peers <a href="https://www.learningexecutive.com/idea-exchange/" target="_blank" rel="noopener noreferrer">here</a>.

single-event

Your Teams

Learning Circles

richard.busby

Complimentary

online event

complimentary event

virtual learning

Oshkosh Corporation

The human-centered era of leadership has arrived. In this ever-evolving era, managers are challenged to adapt–and often rewire–how they lead their team. Learn from the experience of Oshkosh Corporation’s OD practitioners as they share ways in which their organizations are fostering this leadership evolution.

As your organization strives to develop a culture of continuous learning by developing coaching strategies and fostering a collaborative working environment, we’ll look at how Oshkosh Corporation is engaging co-workers, communities of practice, learn by doing, and various microlearning solutions to unlock continuous learning for the digital age.
<h6 class="font-weight-bold m-0">Learning Together:</h6>
In this session, we’ll focus on how Oshkosh Corporation designed a Leadership Development Workshop to grow leaders’ strategic thinking capabilities by providing the tools, techniques, and behavior patterns to help them:
✅ Integrate coaching strategies with technology-based platforms able to scale a culture of continuous learning and feedback.

✅ Tap a rich body of knowledge workers' peer coaching + feedback to help management scale knowledge retention &amp; skill-building.

✅ Establish meaningful social learning connections and training strategies at scale.

Transforming Leadership Development to Virtual Learning at Oshkosh Corporation

analytics

digital

evidence-based research

Digital &amp; AI

brian.watkins

kyle.swanson

operations

accelerated leadership development

Adding Value

impact

measurement

brielle.bodoh

justin.anderson

insights-wise-2021

After Action Review (AAR) is a powerful tool for organizational and leadership development; during this session, our distinguished panelists will reflect on lessons we have learned over the last six-monthly ELE's performance improvement sessions?
<h6 class="font-weight-bold m-0">Discussion Points:</h6>
With thoughtful attention to the way our processes are constructed and some well-placed preventative and contingent measures, we'll wrap up our six-month series as a roundtable discussion from a global perspective on:

✅ People Performance | Process Management Skills Basics

✅ Interrogate Reality | How do you get to the ground truth of an issue?

✅ How to Conduct a Rapid Systems Analysis

✅ Knowing the Current Situation | Modified SWOT Analysis

✅ Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit

✅ Achieve Sustainable Results | Define Leading Indicators and Behaviors

After-Action Review: 6-month Performance Improvement Series

culture

performance improvement

coaching

azizeh.constantinescu

effective leadership

helping managers

stephen.sloan

wendi.barlow

human performance technology

Performance Improvement

kevin.rillo

after-action review

annotation

LAK Group

Companies today are looking to develop responsive business strategies to accelerate growth and contend with disruptive change. They need confident, competent, and resilient leaders who can inspire and support their people through good times and bad, keeping them resilient, aligned, and centered on achieving their business objectives.
<h6 class="font-weight-bold m-0">What we will Explore Together:</h6>
In this keynote, Mike and Teri will provide the rationale and roadmap, tips, and techniques for developing The Six Attributes of Agile Leaders that you and your leaders will need to attract, inspire, and retain the best talent.

✅  Personal Integrity - your presence as a leader.

✅ Learning Agility - your ability and willingness to learn from experience

✅  Coaching Others – accepting accountability for the development of others.

✅  Followership - your talent to inspire, build credibility, and earn the trust of others.

✅  Systems Thinking – your capacity to view the organization from a broader perspective.

✅  Change Resiliency – your ability to maintain consistent personal integrity and a level of productivity through various situations.

Leadership on Purpose: How Agile Leaders Inspire Others

leadership

michael.grubich

teri.hart

new manager

shelley.smith

servant leadership

agile leaders

Session 6 Focus: Creating a Culture of Performance Innovation

Why is it some managers are so good at managing their teams and so good at managing individuals on their teams, yet productivity seems to lag below expectations? The likely suspect … failure to proactively manage work processes. Workplace productivity is the by-product of many factors. The two most important may be people and processes. We often shower managers with resources to build their people management skills yet provide little in the way of building their process management skills. This Helping Managers Improve Performance Learning Circle is about balancing the scales and treating the efficacy of work processes as the natural counterpart to excellent people management. With some thoughtful attention to the way our processes are constructed and some well-placed preventative and contingent measures, all of us, with the help of our teams, can thoughtfully manage processes and improve team performance.

During this series of six one-hour interactive performance improvement sessions, we will learn together Tools to Engage, Empower, and Improve Performance.
<ol>
 	<li>People Performance | Process Management Skills Basics</li>
 	<li>Interrogate Reality | How do you get to the ground truth of an issue?</li>
 	<li>Conduct a Rapid Systems Analysis</li>
 	<li>Knowing the Current Situation | Modified SWOT Analysis</li>
 	<li>Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit</li>
 	<li>Achieve Sustainable Results | Define Leading Indicators and Behaviors</li>
</ol>

Performance Innovation Culture: Helping Managers Improve Performance

tim.gillum

kery.mortenson

innovation

steve.king

jesse.james

process management

Session 6 Focus: Creating a Culture of Performance Innovation

Why is it some managers are so good at managing their teams and so good at managing individuals on their teams, yet productivity seems to lag below expectations? The likely suspect … failure to proactively manage work processes. Workplace productivity is the by-product of many factors. The two most important may be people and processes. We often shower managers with resources to build their people management skills yet provide little in the way of building their process management skills. This Helping Managers Improve Performance Learning Circle is about balancing the scales and treating the efficacy of work processes as the natural counterpart to excellent people management. With some thoughtful attention to the way our processes are constructed and some well-placed preventative and contingent measures, all of us, with the help of our teams, can thoughtfully manage processes and improve team performance.

During this series of six one-hour interactive performance improvement sessions, we will learn together Tools to Engage, Empower, and Improve Performance.
<ol>
 	<li>People Performance | Process Management Skills Basics</li>
 	<li>Interrogate Reality | How do you get to the ground truth of an issue?</li>
 	<li>Conduct a Rapid Systems Analysis</li>
 	<li>Knowing the Current Situation | Modified SWOT Analysis</li>
 	<li>Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit</li>
 	<li>Achieve Sustainable Results | Define Leading Indicators and Behaviors</li>
</ol>

Performance Innovation Culture: Helping Managers Improve Performance (Asia Pacific)

ispi

lavanya.thyagarajan

peter.lepage

matt.donovan

Session 5 Focus: KPI Workshop
<ul>
 	<li>Personal Development: Leadership Development</li>
 	<li>Mapping: Training Investment to Business Impact</li>
</ul>
Measuring the impact of people-investments, such as learning and talent development initiatives, is a widespread practice in leading organizations. However, there is still some uncertainty as to HOW to do this measurement.

You will learn how to use human capital analytics to prove and improve performance impact and how understanding impact can help them guide the organization’s operations. Stacey will walk us through the measurement process and give you tools to take back to your organization to get you started in the process.

This session will focus on providing insight into:
<ul>
 	<li>Develop a foundational plan for defining Key Performance Indicators (KPIs),</li>
 	<li>Explore the benefits of Leading and Lagging indicators,</li>
 	<li>Learn strategies to identify leading indicators that impact business results,</li>
 	<li>Co-create stakeholders strategies in your learning outcome measurement</li>
 	<li>Avoid the common mistakes or assumptions made in measuring human performance initiatives.</li>
</ul>
During this series of six one-hour interactive performance improvement sessions, we will learn together Tools to Engage, Empower, and Improve Performance.
<ol>
 	<li>People Performance | Process Management Skills Basics</li>
 	<li>Interrogate Reality | How do you get to the ground truth of an issue?</li>
 	<li>Conduct a Rapid Systems Analysis</li>
 	<li>Knowing the Current Situation | Modified SWOT Analysis</li>
 	<li>Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit</li>
 	<li>Achieve Sustainable Results | Define Leading Indicators and Behaviors</li>
</ol>

Personal Development Mapping: Helping Managers Improve Performance

charisse.kosova

nick.allen

alison.cowan

greg.morris

Mapping Leadership Development Training Investment to Business Impact

stacey.boyle

marty.murrillo

Session 4 Focus: Teaching Leaders Process Thinking

Why is it some managers are so good at managing their teams and so good at managing individuals on their teams, yet productivity seems to lag below expectations? The likely suspect … failure to proactively manage work processes. Workplace productivity is the by-product of many factors. The two most important may be people and processes. We often shower managers with resources to build their people management skills yet provide little in the way of building their process management skills. This Helping Managers Improve Performance Learning Circle is about balancing the scales and treating the efficacy of work processes as the natural counterpart to excellent people management. With some thoughtful attention to the way our processes are constructed and some well-placed preventative and contingent measures, all of us, with the help of our teams, can thoughtfully manage processes and improve team performance.

During this series of six one-hour interactive performance improvement sessions, we will learn together Tools to Engage, Empower, and Improve Performance.
<ol>
 	<li>People Performance | Process Management Skills Basics</li>
 	<li>Interrogate Reality | How do you get to the ground truth of an issue?</li>
 	<li>Conduct a Rapid Systems Analysis</li>
 	<li>Knowing the Current Situation | Modified SWOT Analysis</li>
 	<li>Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit</li>
 	<li>Achieve Sustainable Results | Define Leading Indicators and Behaviors</li>
</ol>
This highly interactive series will give you an opportunity to Connect Share &amp; Impact with talent development leaders on Zoom. To help support participants globally, each session in this series will be available twice.

ELE produces this Global Learning Circle: Helping Managers Improve Performance.

Teaching Leaders Process Thinking: Helping Managers Improve Performance

betsy.hagan

Session 4 Focus: Teaching Leaders Process Thinking

Why is it some managers are so good at managing their teams and so good at managing individuals on their teams, yet productivity seems to lag below expectations? The likely suspect … failure to proactively manage work processes. Workplace productivity is the by-product of many factors. The two most important may be people and processes. We often shower managers with resources to build their people management skills yet provide little in the way of building their process management skills. This Helping Managers Improve Performance Learning Circle is about balancing the scales and treating the efficacy of work processes as the natural counterpart to excellent people management. With some thoughtful attention to the way our processes are constructed and some well-placed preventative and contingent measures, all of us, with the help of our teams, can thoughtfully manage processes and improve team performance.

During this series of six one-hour interactive performance improvement sessions, we will learn together Tools to Engage, Empower, and Improve Performance.
<ol>
 	<li>1. People Performance | Process Management Skills Basics</li>
 	<li>2. Interrogate Reality | How do you get to the ground truth of an issue?</li>
 	<li>3. Conduct a Rapid Systems Analysis</li>
 	<li>4. Knowing the Current Situation | Modified SWOT Analysis</li>
 	<li>5. Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit</li>
 	<li>6. Achieve Sustainable Results | Define Leading Indicators and Behaviors</li>
</ol>
This highly interactive series will give you an opportunity to Connect Share &amp; Impact with talent development leaders on Zoom.
To help support participants globally, each session in this series will be available twice.

ELE produces this Global Learning Circle: Helping Managers Improve Performance.

Teaching Leaders Process Thinking: Helping Managers Improve Performance (Asia Pacific)

rahul.deepak

robin.hoke

Global Learning Circle on Human-Centric Performance Improvement
<a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance">Americas &amp; EMEIA Series Overview Page</a><a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-north-america">
</a><a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-asia-pacific">Asia-Pacific Series Overview Page</a>

Session 3 Focus: A Shared Search for the Truth About Performance

This session will leverage a creative blend of performance technology tools to support the strategic needs of the organization. The innovative nature of this approach breathes new life into the ‘tried and true’ standards often used. We will also help you see opportunities to move from “Order Taker” to “Difference Maker.”

Some examples we have shaped performance improvement in organizations include:
<ul>
 	<li>Orchestrating a culture shift that is still talked about in leader circles</li>
 	<li>Create a robust organizational strategy in 4 hours</li>
 	<li>Quickly mitigate thinking and action paths of leaders to achieve a measurable PI outcome</li>
 	<li>Generate solid solutions within the organization that will sustain and promote a new healthy culture</li>
</ul>
Why is it some managers are so good at managing their teams and so good at managing individuals on their teams, yet productivity seems to lag below expectations? The likely suspect … failure to proactively manage work processes. Workplace productivity is the by-product of many factors. The two most important may be people and processes. We often shower managers with resources to build their people management skills yet provide little in the way of building their process management skills. This Helping Managers Improve Performance Learning Circle is about balancing the scales and treating the efficacy of work processes as the natural counterpart to excellent people management. With some thoughtful attention to the way our processes are constructed and some well-placed preventative and contingent measures, all of us, with the help of our teams, can thoughtfully manage processes and improve team performance.

During this series of six one-hour interactive performance improvement sessions, we will learn together Tools to Engage, Empower, and Improve Performance.
<ol>
 	<li>People Performance | Process Management Skills Basics</li>
 	<li>Interrogate Reality | How do you get to the ground truth of an issue?</li>
 	<li>Conduct a Rapid Systems Analysis</li>
 	<li>Knowing the Current Situation | Modified SWOT Analysis</li>
 	<li>Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit</li>
 	<li>Achieve Sustainable Results | Define Leading Indicators and Behaviors</li>
</ol>
This highly interactive series will give you an opportunity to Connect Share &amp; Impact with talent development leaders on Zoom. To help support participants globally, each session in this series will be available twice.

ELE produces this Global Learning Circle: Helping Managers Improve Performance.

Truth About Performance: Helping Managers Improve Performance

Global Learning Circle on Human-Centric Performance Improvement
<a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-asia-pacific">Asia-Pacific Series Overview Page</a>
<a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance">Americas &amp; EMEIA Series Overview Page</a>
Session 3 Focus: A Shared Search for the Truth About Performance

This session will leverage a creative blend of performance technology tools to support the strategic needs of the organization. The innovative nature of this approach breathes new life into the ‘tried and true’ standards often used. We will also help you see opportunities to move from “Order Taker” to “Difference Maker.”

Some examples we have shaped performance improvement in organizations include:
<ul>
 	<li>Orchestrating a culture shift that is still talked about in leader circles</li>
 	<li>Create a robust organizational strategy in 4 hours</li>
 	<li>Quickly mitigate thinking and action paths of leaders to achieve a measurable PI outcome</li>
 	<li>Generate solid solutions within the organization that will sustain and promote a new healthy culture</li>
</ul>
Why is it some managers are so good at managing their teams and so good at managing individuals on their teams, yet productivity seems to lag below expectations? The likely suspect … failure to proactively manage work processes. Workplace productivity is the by-product of many factors. The two most important may be people and processes. We often shower managers with resources to build their people management skills yet provide little in the way of building their process management skills. This Helping Managers Improve Performance Learning Circle is about balancing the scales and treating the efficacy of work processes as the natural counterpart to excellent people management. With some thoughtful attention to the way our processes are constructed and some well-placed preventative and contingent measures, all of us, with the help of our teams, can thoughtfully manage processes and improve team performance.

During this series of six one-hour interactive performance improvement sessions, we will learn together Tools to Engage, Empower, and Improve Performance.
<ol>
 	<li>People Performance | Process Management Skills Basics</li>
 	<li>Interrogate Reality | How do you get to the ground truth of an issue?</li>
 	<li>Conduct a Rapid Systems Analysis</li>
 	<li>Knowing the Current Situation | Modified SWOT Analysis</li>
 	<li>Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit</li>
 	<li>Achieve Sustainable Results | Define Leading Indicators and Behaviors</li>
</ol>
This highly interactive series will give you an opportunity to Connect Share &amp; Impact with talent development leaders on Zoom.
To help support participants globally, each session in this series will be available twice.

ELE produces this Global Learning Circle: Helping Managers Improve Performance.

Truth About Performance: Helping Managers Improve Performance (Asia Pacific)

ranya.verson

Global Learning Circle on Human-Centric Performance Improvement
<a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-asia-pacific">Asia-Pacific Series Overview Page</a><a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-asia-pacific">
</a><a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance">Americas &amp; EMEIA Series Overview Page</a>

Session 2 Focus: Designing Performance Innovations with your Team

Why is it some managers are so good at managing their teams and so good at managing individuals on their teams, yet productivity seems to lag below expectations? The likely suspect … failure to proactively manage work processes. Workplace productivity is the by-product of many factors. The two most important may be people and processes. We often shower managers with resources to build their people management skills yet provide little in the way of building their process management skills. This Helping Managers Improve Performance Learning Circle is about balancing the scales and treating the efficacy of work processes as the natural counterpart to excellent people management. With some thoughtful attention to the way our processes are constructed and some well-placed preventative and contingent measures, all of us, with the help of our teams, can thoughtfully manage processes and improve team performance.

During this series of six one-hour interactive performance improvement sessions, we will learn together Tools to Engage, Empower, and Improve Performance.
<ol>
 	<li>People Performance | Process Management Skills Basics</li>
 	<li>Interrogate Reality | How do you get to the ground truth of an issue?</li>
 	<li>Conduct a Rapid Systems Analysis</li>
 	<li>Knowing the Current Situation | Modified SWOT Analysis</li>
 	<li>Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit</li>
 	<li>Achieve Sustainable Results | Define Leading Indicators and Behaviors</li>
</ol>
This highly interactive series will give you an opportunity to Connect Share &amp; Impact with talent development leaders on Zoom.
To help support participants globally, each session in this series will be available twice.

ELE produces this Global Learning Circle: Helping Managers Improve Performance.

Designing Team Performance Innovations: Helping Managers Improve Performance 2

marge.feely

nancy.pagel

laura.schart

mike.kester

teresa.oliszewicz

lynn.yazbec

Designing Team Performance Innovations: Helping Managers Improve Performance (Asia Pacific) 2

Global Learning Circle on Human-Centric Performance Improvement
<a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-north-america">Americas &amp; EMEIA Series Overview Page</a>

Session 1 Focus: What is Performance Improvement and why is it important?

Why is it some managers are so good at managing their teams and so good at managing individuals on their teams, yet productivity seems to lag below expectations? The likely suspect … failure to proactively manage work processes. Workplace productivity is the by-product of many factors. The two most important may be people and processes. We often shower managers with resources to build their people management skills yet provide little in the way of building their process management skills. This Helping Managers Improve Performance Learning Circle is about balancing the scales and treating the efficacy of work processes as the natural counterpart to excellent people management. With some thoughtful attention to the way our processes are constructed and some well-placed preventative and contingent measures, all of us, with the help of our teams, can thoughtfully manage processes and improve team performance.

During this series of six one-hour interactive performance improvement sessions, we will learn together Tools to Engage, Empower, and Improve Performance.
<ol>
 	<li>People Performance | Process Management Skills Basics</li>
 	<li>Interrogate Reality | How do you get to the ground truth of an issue?</li>
 	<li>Conduct a Rapid Systems Analysis</li>
 	<li>Knowing the Current Situation | Modified SWOT Analysis</li>
 	<li>Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit</li>
 	<li>Achieve Sustainable Results | Define Leading Indicators and Behaviors</li>
</ol>
This highly interactive series will give you an opportunity to Connect Share &amp; Impact with ELE on Zoom. To help support participants globally, each session in this series will be available twice.

ELE produces this Helping Managers Improve Performance Learning Circle.

Balancing People and Process: Helping Managers Improve Performance 1

belia.nel

Global Learning Circle on Human-Centric Performance Improvement
<a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-asia-pacific">Asia-Pacific Series Overview Page</a>
Session 1 Focus: What is Performance Improvement? Why People and Process are important.

Why is it some managers are so good at managing their teams and so good at managing individuals on their teams, yet productivity seems to lag below expectations? The likely suspect … failure to proactively manage work processes. Workplace productivity is the by-product of many factors. The two most important may be people and processes. We often shower managers with resources to build their people management skills yet provide little in the way of building their process management skills. This Helping Managers Improve Performance Learning Circle is about balancing the scales and treating the efficacy of work processes as the natural counterpart to excellent people management. With some thoughtful attention to the way our processes are constructed and some well-placed preventative and contingent measures, all of us, with the help of our teams, can thoughtfully manage processes and improve team performance.

During this series of six one-hour interactive performance improvement sessions, we will learn together Tools to Engage, Empower, and Improve Performance.
<ol>
 	<li>People Performance | Process Management Skills Basics</li>
 	<li>Interrogate Reality | How do you get to the ground truth of an issue?</li>
 	<li>Conduct a Rapid Systems Analysis</li>
 	<li>Knowing the Current Situation | Modified SWOT Analysis</li>
 	<li>Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit</li>
 	<li>Achieve Sustainable Results | Define Leading Indicators and Behaviors</li>
</ol>
This highly interactive series will give you an opportunity to Connect Share &amp; Impact with ELE on Zoom. To help support participants globally, each session in this series will be available twice.

ELE produces this Helping Managers Improve Performance Learning Circle.

Balancing People and Process: Helping Managers Improve Performance (Asia Pacific) 1

amita.bhargav

Session Focus: Roundtable on Human-Centric Leadership
Case study: Answering questions without answers

The human-centered era of leadership has arrived. In this ever-evolving era, managers are challenged to adapt – and often rewire – how they lead their team. Learn from the experience of fellow L&amp;D practitioners as they share ways in which their organizations are fostering this leadership evolution.

We’ll focus a group discussion on the following:
<ul>
 	<li>When thinking of the human-centric approach in the workplace, share an essential leadership attribute that for you characterizes this shift from past to present.</li>
 	<li>Fast-forwarding to the global pandemic, many companies are experiencing an acceleration towards the “future of work”. With this being said, describe an unanticipated silver lining that has emerged in recent months.</li>
 	<li>The future of work also anticipated greater remote work. How has your organization enabled behaviors and/or actions by managers to enhance virtual collaboration?</li>
 	<li>Looking to the other side of the coin, what employee behaviors have shifted in parallel with the leadership behaviors?</li>
 	<li>Lastly, reveal some ways in which your organization is keeping a pulse on employees’ experience in the often continually remote workplace</li>
</ul>
ELE produces this – Future of Work Learning Circle.

If possible, please plan to log in a few minutes early to make sure you have the Zoom plug-in loaded on your computer, and your headset/mic is working correctly.

Leadership Rewired: Future of Work Learning Circle

kristin.derwinski

angie.zeigler

Jewel.Johnson

marti.konstant

kim.ludwig

CNH Industrial

The human-centered era of leadership has arrived. In this ever-evolving era, managers are challenged to adapt – and often rewire – how they lead their team. Learn from the experience of fellow L&amp;D practitioners as they share ways in which their organizations are fostering this leadership evolution.

Discussion Points:
We'll focus our roundtable discussion on the following:
<ul>
 	<li>When thinking of the human-centric approach in the workplace, share an essential leadership attribute that for you characterizes this shift from past to present.</li>
 	<li>Fast forwarding to the global pandemic, many companies are experiencing an acceleration towards the “future of work”. With this being said, describe an unanticipated silver lining that has emerged in recent months.</li>
 	<li>The future of work also anticipated greater remote work. How has your organization enabled behaviors and/or actions by managers to enhance virtual collaboration?</li>
 	<li>Looking to the other side of the coin, what employee behaviors have shifted in parallel with the leadership behaviors?</li>
 	<li>Lastly, reveal some ways in which your organization is keeping a pulse on employees’ experience in the often continually remote workplace.</li>
</ul>

Leadership Rewired: Roundtable on Human-Centric Leadership

beverly.kaye

Baxter

With Peter LePage joining us from New South Wales Australia, we will continue our conversation on how we can support Frontline leaders in creating a culture of continuous improvement in personal performance, team collaboration, and process.

Discussion Points:
We'll continue the discussion as roundtable discussion II from a global perspective on:
<ul>
 	<li>What impacts of Work From Home (WFH)? What are workers and managers saying?</li>
 	<li>How have the people, process, and systems elements of productivity shifted with remote work?</li>
 	<li>What opportunities do you see in the new normal?</li>
 	<li>What's the new imperative for leaders?</li>
 	<li>What is the role of L&amp;D in supporting this moment of catalyzed changed</li>
 	<li>How will we know we've successfully met this moment?</li>
</ul>

Remote Performance Innovation II: Building a Culture of Continuous Improvement

Operations

continuous improvement

effectiveness

nancy.burns

This session will be an exploration of how L&amp;D can support frontline leaders in creating a culture of continuous improvement in personal performance, team collaboration, and process. Working from home has fundamentally changed the nature of individual and teamwork and, therefore, performance in many organizations. Improved leadership models and methods and a culture of continuous innovation will be required to meet the engagement and productivity challenges.

Discussion Points:
We'll focus our roundtable discussion on the following:
<ul>
 	<li>What impacts of Work From Home (WFH)? What are workers and managers saying?</li>
 	<li>How have the people, process, and systems elements of productivity shifted with remote work?</li>
 	<li>What opportunities do you see in the new normal?</li>
 	<li>What's the new imperative for leaders?</li>
 	<li>What is the role of L&amp;D in supporting this moment of catalyzed change?</li>
 	<li>How will we know we've successfully met this moment?</li>
</ul>

Remote Performance Innovation I:  Building a Culture of Continuous Improvement

Global Learning Circle on Human-Centric Performance Improvement
<a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance">Americas &amp; EMEIA Series Overview Page</a>
<a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-asia-pacific">Asia-Pacific Series Overview Page</a>
Session 6 Focus: Creating a Culture of Performance Innovation

Why is it some managers are so good at managing their teams and so good at managing individuals on their teams, yet productivity seems to lag below expectations? The likely suspect … failure to proactively manage work processes. Workplace productivity is the by-product of many factors. The two most important may be people and processes. We often shower managers with resources to build their people management skills yet provide little in the way of building their process management skills. This Helping Managers Improve Performance Learning Circle is about balancing the scales and treating the efficacy of work processes as the natural counterpart to excellent people management. With some thoughtful attention to the way our processes are constructed and some well-placed preventative and contingent measures, all of us, with the help of our teams, can thoughtfully manage processes and improve team performance.

<center><iframe src="https://www.youtube.com/embed/So82_KqhpVA" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe></center>&nbsp;

During this series of six one-hour interactive performance improvement sessions, we will learn together Tools to Engage, Empower, and Improve Performance.
<ol>
 	<li>People Performance | Process Management Skills Basics</li>
 	<li>Interrogate Reality | How do you get to the ground truth of an issue?</li>
 	<li>Conduct a Rapid Systems Analysis</li>
 	<li>Knowing the Current Situation | Modified SWOT Analysis</li>
 	<li>Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit</li>
 	<li>Achieve Sustainable Results | Define Leading Indicators and Behaviors</li>
</ol>
This highly interactive series will give you an opportunity to Connect Share &amp; Impact with talent development leaders on Zoom. To help support participants globally, each session in this series will be available twice.

ELE produces this Global Learning Circle: Helping Managers Improve Performance.

Team Leaders

Global Learning Circle on Human-Centric Performance Improvement
<a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance">Americas &amp; EMEIA Series Overview Page</a><a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-north-america">
</a><a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-asia-pacific">Asia-Pacific Series Overview Page</a>
Session 5 Focus: KPI Workshop

<ul>
 	<li>Personal Development: Leadership Development</li>
 	<li>Mapping: Training Investment to Business Impact</li>
</ul>
Measuring the impact of people-investments, such as learning and talent development initiatives, is a widespread practice in leading organizations. However, there is still some uncertainty as to HOW to do this measurement.

You will learn how to use human capital analytics to prove and improve performance impact and how understanding impact can help them guide the organization's operations. Stacey will walk us through the measurement process and give you tools to take back to your organization to get you started in the process.

This session will focus on providing insight into:
1. Develop a foundational plan for defining Key Performance Indicators (KPIs),
2. Explore the benefits of Leading and Lagging indicators,
3. Learn strategies to identify leading indicators that impact business results,
4. Co-create stakeholders strategies in your learning outcome measurement
5. Avoid the common mistakes or assumptions made in measuring human performance initiatives

<center><iframe src="https://www.youtube.com/embed/So82_KqhpVA" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe></center>&nbsp;

During this series of six one-hour interactive performance improvement sessions, we will learn together Tools to Engage, Empower, and Improve Performance.
<ol>
 	<li>People Performance | Process Management Skills Basics</li>
 	<li>Interrogate Reality | How do you get to the ground truth of an issue?</li>
 	<li>Conduct a Rapid Systems Analysis</li>
 	<li>Knowing the Current Situation | Modified SWOT Analysis</li>
 	<li>Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit</li>
 	<li>Achieve Sustainable Results | Define Leading Indicators and Behaviors</li>
</ol>
This highly interactive series will give you an opportunity to Connect Share &amp; Impact with talent development leaders on Zoom. To help support participants globally, each session in this series will be available twice.

ELE produces this Global Learning Circle: Helping Managers Improve Performance.

Global Learning Circle on Human-Centric Performance Improvement
<a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance">Americas &amp; EMEIA Series Overview Page</a><a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-north-america">
</a><a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-asia-pacific">Asia-Pacific Series Overview Page</a>
Session 4 Focus: Teaching Leaders Process Thinking

Why is it some managers are so good at managing their teams and so good at managing individuals on their teams, yet productivity seems to lag below expectations? The likely suspect … failure to proactively manage work processes. Workplace productivity is the by-product of many factors. The two most important may be people and processes. We often shower managers with resources to build their people management skills yet provide little in the way of building their process management skills. This Helping Managers Improve Performance Learning Circle is about balancing the scales and treating the efficacy of work processes as the natural counterpart to excellent people management. With some thoughtful attention to the way our processes are constructed and some well-placed preventative and contingent measures, all of us, with the help of our teams, can thoughtfully manage processes and improve team performance.

<center><iframe src="https://www.youtube.com/embed/So82_KqhpVA" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe></center>&nbsp;

During this series of six one-hour interactive performance improvement sessions, we will learn together Tools to Engage, Empower, and Improve Performance.
<ol>
 	<li>People Performance | Process Management Skills Basics</li>
 	<li>Interrogate Reality | How do you get to the ground truth of an issue?</li>
 	<li>Conduct a Rapid Systems Analysis</li>
 	<li>Knowing the Current Situation | Modified SWOT Analysis</li>
 	<li>Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit</li>
 	<li>Achieve Sustainable Results | Define Leading Indicators and Behaviors</li>
</ol>
This highly interactive series will give you an opportunity to Connect Share &amp; Impact with talent development leaders on Zoom. To help support participants globally, each session in this series will be available twice.

ELE produces this Global Learning Circle: Helping Managers Improve Performance.

Global Learning Circle on Human-Centric Performance Improvement
<a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance">Americas &amp; EMEIA Series Overview Page</a><a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-north-america">
</a><a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-asia-pacific">Asia-Pacific Series Overview Page</a>
Session 3 Focus: A Shared Search for the Truth About Performance

This session will leverage a creative blend of performance technology tools to support the strategic needs of the organization. The innovative nature of this approach breathes new life into the ‘tried and true’ standards often used. We will also help you see opportunities to move from “Order Taker” to “Difference Maker.”

Some examples we have shaped performance improvement in organizations include:
<ul>
 	<li>Orchestrating a culture shift that is still talked about in leader circles</li>
 	<li>Create a robust organizational strategy in 4 hours</li>
 	<li>Quickly mitigate thinking and action paths of leaders to achieve a measurable PI outcome</li>
 	<li>Generate solid solutions within the organization that will sustain and promote a new healthy culture</li>
</ul>
Why is it some managers are so good at managing their teams and so good at managing individuals on their teams, yet productivity seems to lag below expectations? The likely suspect … failure to proactively manage work processes. Workplace productivity is the by-product of many factors. The two most important maybe people and processes. We often shower managers with resources to build their people management skills yet provide little in the way of building their process management skills. This Helping Managers Improve Performance Learning Circle is about balancing the scales and treating the efficacy of work processes as the natural counterpart to excellent people management. With some thoughtful attention to the way our processes are constructed and some well-placed preventative and contingent measures, all of us, with the help of our teams, can thoughtfully manage processes and improve team performance.

<center><iframe src="https://www.youtube.com/embed/So82_KqhpVA" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe></center>&nbsp;

During this series of six one-hour interactive performance improvement sessions, we will learn together Tools to Engage, Empower, and Improve Performance.
<ol>
 	<li>People Performance | Process Management Skills Basics</li>
 	<li>Interrogate Reality | How do you get to the ground truth of an issue?</li>
 	<li>Conduct a Rapid Systems Analysis</li>
 	<li>Knowing the Current Situation | Modified SWOT Analysis</li>
 	<li>Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit</li>
 	<li>Achieve Sustainable Results | Define Leading Indicators and Behaviors</li>
</ol>
This highly interactive series will give you an opportunity to Connect Share &amp; Impact with talent development leaders on Zoom. To help support participants globally, each session in this series will be available twice.

ELE produces this Global Learning Circle: Helping Managers Improve Performance.

Global Learning Circle on Human-Centric Performance Improvement
<a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance">Americas &amp; EMEIA Series Overview Page</a><a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-north-america">
</a><a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-asia-pacific">Asia-Pacific Series Overview Page</a>
Session 2 Focus: Designing Performance Innovations with your Team

Why is it some managers are so good at managing their teams and so good at managing individuals on their teams, yet productivity seems to lag below expectations? The likely suspect … failure to proactively manage work processes. Workplace productivity is the by-product of many factors. The two most important may be people and processes. We often shower managers with resources to build their people management skills yet provide little in the way of building their process management skills. This Helping Managers Improve Performance Learning Circle is about balancing the scales and treating the efficacy of work processes as the natural counterpart to excellent people management. With some thoughtful attention to the way our processes are constructed and some well-placed preventative and contingent measures, all of us, with the help of our teams, can thoughtfully manage processes and improve team performance.

<center>&lt;<iframe src="https://www.youtube.com/embed/So82_KqhpVA" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe></center>&nbsp;

During this series of six one-hour interactive performance improvement sessions, we will learn together Tools to Engage, Empower, and Improve Performance.
<ol>
 	<li>People Performance | Process Management Skills Basics</li>
 	<li>Interrogate Reality | How do you get to the ground truth of an issue?</li>
 	<li>Conduct a Rapid Systems Analysis</li>
 	<li>Knowing the Current Situation | Modified SWOT Analysis</li>
 	<li>Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit</li>
 	<li>Achieve Sustainable Results | Define Leading Indicators and Behaviors</li>
</ol>
This highly interactive series will give you an opportunity to Connect Share &amp; Impact with talent development leaders on Zoom. To help support participants globally, each session in this series will be available twice.

ELE produces this Global Learning Circle: Helping Managers Improve Performance.

Designing Team Performance Innovations: Helping Managers Improve Performance

Global Learning Circle on Human-Centric Performance Improvement
<a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-asia-pacific">Asia-Pacific Series Overview Page</a>
<a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance">Americas &amp; EMEIA Series Overview Page</a>
Session 6 Focus: Creating a Culture of Performance Innovation

Why is it some managers are so good at managing their teams and so good at managing individuals on their teams, yet productivity seems to lag below expectations? The likely suspect … failure to proactively manage work processes. Workplace productivity is the by-product of many factors. The two most important may be people and processes. We often shower managers with resources to build their people management skills yet provide little in the way of building their process management skills. This Helping Managers Improve Performance Learning Circle is about balancing the scales and treating the efficacy of work processes as the natural counterpart to excellent people management. With some thoughtful attention to the way our processes are constructed and some well-placed preventative and contingent measures, all of us, with the help of our teams, can thoughtfully manage processes and improve team performance.

<center><iframe src="https://www.youtube.com/embed/So82_KqhpVA" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe></center>&nbsp;

During this series of six one-hour interactive performance improvement sessions, we will learn together Tools to Engage, Empower, and Improve Performance.
<ol>
 	<li>People Performance | Process Management Skills Basics</li>
 	<li>Interrogate Reality | How do you get to the ground truth of an issue?</li>
 	<li>Conduct a Rapid Systems Analysis</li>
 	<li>Knowing the Current Situation | Modified SWOT Analysis</li>
 	<li>Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit</li>
 	<li>Achieve Sustainable Results | Define Leading Indicators and Behaviors</li>
</ol>
This highly interactive series will give you an opportunity to Connect Share &amp; Impact with talent development leaders on Zoom.
To help support participants globally, each session in this series will be available twice.

ELE produces this Global Learning Circle: Helping Managers Improve Performance.

ISPI

Global Learning Circle on Human-Centric Performance Improvement
<a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-asia-pacific">Asia-Pacific Series Overview Page</a><a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-asia-pacific">
</a><a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance">Americas &amp; EMEIA Series Overview Page</a>
Session 5 Focus: KPI Workshop
<ul>
 	<li>Personal Development: Leadership Development</li>
 	<li>Mapping: Training Investment to Business Impact</li>
</ul>
Measuring the impact of people-investments, such as learning and talent development initiatives, is a widespread practice in leading organizations. However, there is still some uncertainty as to HOW to do this measurement.

You will learn how to use human capital analytics to prove and improve performance impact and how understanding impact can help them guide the organization's operations. Stacey will walk us through the measurement process and give you tools to take back to your organization to get you started in the process.

This session will focus on providing insight into:
1. Develop a foundational plan for defining Key Performance Indicators (KPIs),
2. Explore the benefits of Leading and Lagging indicators,
3. Learn strategies to identify leading indicators that impact business results,
4. Co-create stakeholders strategies in your learning outcome measurement
5. Avoid the common mistakes or assumptions made in measuring human performance initiatives

<center><iframe src="https://www.youtube.com/embed/So82_KqhpVA" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe></center>&nbsp;

During this series of six one-hour interactive performance improvement sessions, we will learn together Tools to Engage, Empower, and Improve Performance.
<ol>
 	<li>People Performance | Process Management Skills Basics</li>
 	<li>Interrogate Reality | How do you get to the ground truth of an issue?</li>
 	<li>Conduct a Rapid Systems Analysis</li>
 	<li>Knowing the Current Situation | Modified SWOT Analysis</li>
 	<li>Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit</li>
 	<li>Achieve Sustainable Results | Define Leading Indicators and Behaviors</li>
</ol>
This highly interactive series will give you an opportunity to Connect Share &amp; Impact with talent development leaders on Zoom.
To help support participants globally, each session in this series will be available twice.

ELE produces this Global Learning Circle: Helping Managers Improve Performance.

Personal Development Mapping: Helping Managers Improve Performance (Asia Pacific)

Global Learning Circle on Human-Centric Performance Improvement
<a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-asia-pacific">Asia-Pacific Series Overview Page</a>
<a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance">Americas &amp; EMEIA Series Overview Page</a>
Session 4 Focus: Teaching Leaders Process Thinking

Why is it some managers are so good at managing their teams and so good at managing individuals on their teams, yet productivity seems to lag below expectations? The likely suspect … failure to proactively manage work processes. Workplace productivity is the by-product of many factors. The two most important may be people and processes. We often shower managers with resources to build their people management skills yet provide little in building their process management skills. This Helping Managers Improve Performance Learning Circle is about balancing the scales and treating the efficacy of work processes as the natural counterpart to excellent people management. With some thoughtful attention to the way our processes are constructed and some well-placed preventative and contingent measures, all of us, with the help of our teams, can thoughtfully manage processes and improve team performance.

During this series of six one-hour interactive performance improvement sessions, we will learn tools to Engage, Empower, and improve performance together.
<ol>
 	<li>People Performance | Process Management Skills Basics</li>
 	<li>Interrogate Reality | How do you get to the ground truth of an issue?</li>
 	<li>Conduct a Rapid Systems Analysis</li>
 	<li>Knowing the Current Situation | Modified SWOT Analysis</li>
 	<li>Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit</li>
 	<li>Achieve Sustainable Results | Define Leading Indicators and Behaviors</li>
</ol>
This highly interactive series will allow you to Connect Share &amp; Impact talent development leaders on Zoom.
To help support participants globally, each session in this series will be available twice.

ELE produces this Global Learning Circle: Helping Managers Improve Performance.

bala.swaminathan

Global Learning Circle on Human-Centric Performance Improvement
<a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-asia-pacific">Asia-Pacific Series Overview Page</a><a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-asia-pacific">
</a><a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance">Americas &amp; EMEIA Series Overview Page</a>
Session 1 Focus: What is Performance Improvement? Why People and Process are important.

Why is it some managers are so good at managing their teams and so good at managing individuals on their teams, yet productivity seems to lag below expectations? The likely suspect … failure to proactively manage work processes. Workplace productivity is the by-product of many factors. The two most important may be people and processes. We often shower managers with resources to build their people management skills yet provide little in the way of building their process management skills. This Helping Managers Improve Performance Learning Circle is about balancing the scales and treating the efficacy of work processes as the natural counterpart to excellent people management. With some thoughtful attention to the way our processes are constructed and some well-placed preventative and contingent measures, all of us, with the help of our teams, can thoughtfully manage processes and improve team performance.

<center><iframe src="https://www.youtube.com/embed/So82_KqhpVA" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe></center>During this series of six one-hour interactive performance improvement sessions, we will learn together Tools to Engage, Empower, and Improve Performance.
<ol>
 	<li>People Performance | Process Management Skills Basics</li>
 	<li>Interrogate Reality | How do you get to the ground truth of an issue?</li>
 	<li>Conduct a Rapid Systems Analysis</li>
 	<li>Knowing the Current Situation | Modified SWOT Analysis</li>
 	<li>Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit</li>
 	<li>Achieve Sustainable Results | Define Leading Indicators and Behaviors</li>
</ol>
This highly interactive series will give you an opportunity to Connect Share &amp; Impact with talent development leaders on Zoom.
To help support participants globally, each session in this series will be available twice.

ELE produces this Global Learning Circle: Helping Managers Improve Performance.

Balancing People and Process: Helping Managers Improve Performance (Asia Pacific)

Global Learning Circle on Human-Centric Performance Improvement
<a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-asia-pacific">Asia-Pacific Series Overview Page</a><a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-asia-pacific">
</a><a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance">Americas &amp; EMEIA Series Overview Page</a>
Session 2 Focus: Designing Performance Innovations with your Team

Why is it some managers are so good at managing their teams and so good at managing individuals on their teams, yet productivity seems to lag below expectations? The likely suspect … failure to proactively manage work processes. Workplace productivity is the by-product of many factors. The two most important may be people and processes. We often shower managers with resources to build their people management skills yet provide little in the way of building their process management skills. This Helping Managers Improve Performance Learning Circle is about balancing the scales and treating the efficacy of work processes as the natural counterpart to excellent people management. With some thoughtful attention to the way our processes are constructed and some well-placed preventative and contingent measures, all of us, with the help of our teams, can thoughtfully manage processes and improve team performance.

<center><iframe src="https://www.youtube.com/embed/So82_KqhpVA" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe></center>&nbsp;

During this series of six one-hour interactive performance improvement sessions, we will learn together Tools to Engage, Empower, and Improve Performance.
<ol>
 	<li>People Performance | Process Management Skills Basics</li>
 	<li>Interrogate Reality | How do you get to the ground truth of an issue?</li>
 	<li>Conduct a Rapid Systems Analysis</li>
 	<li>Knowing the Current Situation | Modified SWOT Analysis</li>
 	<li>Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit</li>
 	<li>Achieve Sustainable Results | Define Leading Indicators and Behaviors</li>
</ol>
This highly interactive series will give you an opportunity to Connect Share &amp; Impact with talent development leaders on Zoom.
To help support participants globally, each session in this series will be available twice.

ELE produces this Global Learning Circle: Helping Managers Improve Performance.

Designing Team Performance Innovations: Helping Managers Improve Performance (Asia Pacific)

Session Focus:  Explore how L&amp;D can support frontline leaders in creating a culture of continuous improvement in personal performance, team collaboration, and process.

With Peter LePage joining us from New South Wales Australia, we will continue our conversation on how we can support Frontline leaders in creating a culture of continuous improvement in personal performance, team collaboration, and process.

Working from home has fundamentally changed the nature of individual and teamwork and, therefore, performance in many organizations. Improved leadership models and methods and a culture of continuous innovation will be required to meet the engagement and productivity challenges.

<center><iframe src="https://www.youtube.com/embed/evQGB1_SAgU" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe></center>&nbsp;

We'll focus our virtual discussion on the following:
<ol>
 	<li>How have the people, process, and systems elements of productivity shifted with remote work?</li>
 	<li>What opportunities do you see in the new normal?</li>
 	<li>What's the new imperative for leaders?</li>
 	<li>What is the role of L&amp;D in supporting this moment of catalyzed changed</li>
 	<li>How will we know we've successfully met this moment?</li>
</ol>
This highly interactive session will give you an opportunity to Connect Share &amp; Impact with ELE on Zoom. To help support participants globally, each session in this series will be available twice.

Continue this discussion in November 2020 when ELE will begin a new Helping Managers Improve Performance Learning Circle.

Session Focus:  Explore how L&amp;D can support frontline leaders in creating a culture of continuous improvement in personal performance, team collaboration, and process.

This session will be an exploration of how L&amp;D can support frontline leaders in creating a culture of continuous improvement in personal performance, team collaboration, and process. Working from home has fundamentally changed the nature of individual and teamwork and, therefore, performance in many organizations. Improved leadership models and methods and a culture of continuous innovation will be required to meet the engagement and productivity challenges.

<center><iframe src="https://www.youtube.com/embed/evQGB1_SAgU" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe></center>&nbsp;

We'll focus our virtual discussion on the following:
<ol>
 	<li>How have the people, process, and systems elements of productivity shifted with remote work?</li>
 	<li>What opportunities do you see in the new normal?</li>
 	<li>What's the new imperative for leaders?</li>
 	<li>What is the role of L&amp;D in supporting this moment of catalyzed changed</li>
 	<li>How will we know we've successfully met this moment?</li>
</ol>
This highly interactive session will give you an opportunity to Connect Share &amp; Impact with ELE on Zoom. To help support participants globally, each session in this series will be available twice.

Continue this discussion in November 2020 when ELE will begin a new Helping Managers Improve Performance Learning Circle.

Remote Performance Innovation I: Building a Culture of Continuous Improvement

Global Learning Circle on Human-Centric Performance Improvement
<a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-asia-pacific">Asia-Pacific Series Overview Page</a>
<a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance">Americas &amp; EMEIA Series Overview Page</a>
Session 3 Focus: A Shared Search for the Truth About Performance

This session will leverage a creative blend of performance technology tools to support the strategic needs of the organization. The innovative nature of this approach breathes new life into the ‘tried and true’ standards often used. We will also help you see opportunities to move from “Order Taker” to “Difference Maker.”

Some examples we have shaped performance improvement in organizations include:
<ul>
 	<li>Orchestrating a culture shift that is still talked about in leader circles</li>
 	<li>Create a robust organizational strategy in 4 hours</li>
 	<li>Quickly mitigate thinking and action paths of leaders to achieve a measurable PI outcome</li>
 	<li>Generate solid solutions within the organization that will sustain and promote a new healthy culture</li>
</ul>
Why is it some managers are so good at managing their teams and so good at managing individuals on their teams, yet productivity seems to lag below expectations? The likely suspect … failure to proactively manage work processes. Workplace productivity is the by-product of many factors. The two most important may be people and processes. We often shower managers with resources to build their people management skills yet provide little in the way of building their process management skills. This Helping Managers Improve Performance Learning Circle is about balancing the scales and treating the efficacy of work processes as the natural counterpart to excellent people management. With some thoughtful attention to the way our processes are constructed and some well-placed preventative and contingent measures, all of us, with the help of our teams, can thoughtfully manage processes and improve team performance.

<center><iframe src="https://www.youtube.com/embed/So82_KqhpVA" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe></center>&nbsp;

During this series of six one-hour interactive performance improvement sessions, we will learn together Tools to Engage, Empower, and Improve Performance.
<ol>
 	<li>People Performance | Process Management Skills Basics</li>
 	<li>Interrogate Reality | How do you get to the ground truth of an issue?</li>
 	<li>Conduct a Rapid Systems Analysis</li>
 	<li>Knowing the Current Situation | Modified SWOT Analysis</li>
 	<li>Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit</li>
 	<li>Achieve Sustainable Results | Define Leading Indicators and Behaviors</li>
</ol>
This highly interactive series will give you an opportunity to Connect Share &amp; Impact with talent development leaders on Zoom.
To help support participants globally, each session in this series will be available twice.

ELE produces this Global Learning Circle: Helping Managers Improve Performance.

Global Learning Circle on Human-Centric Performance Improvement
<a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance">Americas &amp; EMEIA Series Overview Page</a>
<a href="https://mailchi.mp/learningexecutive/helping-managers-improve-performance-asia-pacific">Asia-Pacific Series Overview Page</a>
Session 1 Focus: What is Performance Improvement and why is it important?

Why is it some managers are so good at managing their teams and so good at managing individuals on their teams, yet productivity seems to lag below expectations? The likely suspect … failure to proactively manage work processes. Workplace productivity is the by-product of many factors. The two most important may be people and processes. We often shower managers with resources to build their people management skills yet provide little in the way of building their process management skills. This Helping Managers Improve Performance Learning Circle is about balancing the scales and treating the efficacy of work processes as the natural counterpart to excellent people management. With some thoughtful attention to the way our processes are constructed and some well-placed preventative and contingent measures, all of us, with the help of our teams, can thoughtfully manage processes and improve team performance.

<center><iframe src="https://www.youtube.com/embed/So82_KqhpVA" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe></center>&nbsp;

During this series of six one-hour interactive performance improvement sessions, we will learn together Tools to Engage, Empower, and Improve Performance.
<ol>
 	<li>People Performance | Process Management Skills Basics</li>
 	<li>Interrogate Reality | How do you get to the ground truth of an issue?</li>
 	<li>Conduct a Rapid Systems Analysis</li>
 	<li>Knowing the Current Situation | Modified SWOT Analysis</li>
 	<li>Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit</li>
 	<li>Achieve Sustainable Results | Define Leading Indicators and Behaviors</li>
</ol>
This highly interactive series will give you an opportunity to Connect Share &amp; Impact with talent development leaders on Zoom. To help support participants globally, each session in this series will be available twice.

ELE produces this Global Learning Circle: Helping Managers Improve Performance.

Balancing People and Process: Helping Managers Improve Performance

What makes a great leader? Often, our worst leaders and toxic leadership behaviors teach us the most about creating better leadership experiences for others. Loren Sanders reveals the seven critical practices essential for gaining empathy and motivating others in this enlightening book. Companies where people feel seen, heard, and supported, tend to be far more successful than those whose employees are disengaged and constantly under stress.

With honesty and humility, Sanders describes how she recognized her shortcomings as a leader and faced hard truths head-on. She takes us on her journey of self-awareness, sharing vital lessons about listening, gaining perspective, and building trust. With real stories of people who overcame tough situations at work, Sanders shows how leaders can provide positive and meaningful feedback. Each chapter ends with key takeaways that you can try today to enhance your leadership skills and transform your company's culture, whether you're a seasoned leader or new to a management role.

Accomplishing business goals and caring for people are not mutually exclusive. Empathy is one of the best leadership skills and emotional intelligence traits, and great leaders are willing to share their emotions and feelings with others and allow them to share theirs. When you're a champion for your team, raise them, believe in them, and believe in them, you empower them to perform their best.

Empathy Is Not A Weakness

team-development

Empathy

loren.sanders

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