Rush Health

Session Focus: How are Organizational Development and Learning &amp; Development Structures Evolving?

As Teresa Oliszewicz is building a new team that consists of people accountable for learning &amp; development, leadership development, employee engagement (including surveys), performance management, change management, new employee/leader orientation, etc., she is interested to know how other organizations are structuring their teams that work on those things.

Sometimes we this type of group is labeled as either Organizational Development or Organizational Effectiveness.

What are you calling your group?

While most companies have fundamental talent development and management processes in place, few have managed to consistently execute and integrate such capabilities across the organization. Few organizations report consistent execution of talent management practices across all regions in which they operate. In addition, organizations have done little to integrate talent practices with other talent initiatives.

Let’s <a href="https://community.learningexecutive.com/t/org-chart-of-your-organizational-development-and-learning-development-structure/4432">continue this Idea Exchange discussion</a> live with an experienced panel as we discuss how we approach transforming the talent in their organizations from Selection through Succession. We likely will dive into:

💥 How are Organizational Development and Learning &amp; Development structures evolving?

💥 How assessments enable a high-impact talent strategy from selection through onboarding, development, and succession.

💥 What are effective approaches organizations take to integrate talent practices and processes with other business and HR processes?

💥 What challenges and gaps can occur when talent and HR processes are not aligned/integrated?

💥 How do non-traditional learning and development methods, including coaching, advance the development of employees?

ELE’s Learning Circle will be ideating Retooling Talent Development for the New Normal.
<ul>
 	<li>How Do We in L&amp;D Add Unexpected Value?</li>
 	<li>Why does it matter?</li>
</ul>

Transforming Organizational Development and Learning & Development

learning strategy

Integrated Talent Management

richard.busby

samir.desai

transformation

operations

learning culture

jesse.james

assessments

learning &amp; development

teresa.oliszewicz

Automating HR

Adding Value

Organization Development

strategic alignment

process management

business transformation

ELE Group, LLC

Session Focus: How are Organizational Development and Learning &amp; Development Structures Evolving?

As Teresa Oliszewicz is building a new team that consists of people accountable for learning &amp; development, leadership development, employee engagement (including surveys), performance management, change management, new employee/leader orientation, etc., she is interested to know how other organizations are structuring their teams that work on those things.

Sometimes we this type of group is labeled as either Organizational Development or Organizational Effectiveness.

What are you calling your group?

While most companies have fundamental talent development and management processes in place, few have managed to consistently execute and integrate such capabilities across the organization. Few organizations report consistent execution of talent management practices across all regions in which they operate. In addition, organizations have done little to integrate talent practices with other talent initiatives.

Let's <a href="https://www.learningexecutive.com/idea-xch/idea-xch-category/integrated-tm/org-chart-of-your-organizational-development-and-learning-development-structure/">continue this Idea Exchange discussion</a> live with an experienced panel as we discuss how we approach transforming the talent in their organizations from Selection through Succession. We likely will dive into:

⭐ How are Organizational Development and Learning &amp; Development structures evolving?

⭐ How assessments enable a high-impact talent strategy from selection through onboarding, development, and succession.

⭐ What are effective approaches organizations take to integrate talent practices and processes with other business and HR processes?

⭐ What challenges and gaps can occur when talent and HR processes are not aligned/integrated?

⭐ How do non-traditional learning and development methods, including coaching, advance the development of employees?

ELE's Learning Circle will be ideating Retooling Talent Development for the New Normal. 
<ul>
 	<li>How Do We in L&amp;D Add Unexpected Value? </li>
 	<li>Why does it matter?</li>
</ul>
ELE's Idea Exchange: Collaborate your insights 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

Complimentary

online event

complimentary event

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

culture

performance improvement

coaching

azizeh.constantinescu

effective leadership

helping managers

stephen.sloan

human performance technology

humane leadership

Performance Improvement

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)

dirk.tussing

ispi

lavanya.thyagarajan

peter.lepage

matt.donovan

wendi.barlow

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

tomas.ramirez

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

brian.watkins

marge.feely

newton.moore

nancy.pagel

laura.schart

mike.kester

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

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 byproduct of many factors, but the two most important of those factors 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.

We've Found:
In Steve's new book, <a href="https://www.learningexecutive.com/book/1663204462/?author=steve-king">Prevention and Contingencies: A Simple Guide to Process Management</a>, what he found 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 the process and improve team performance.

Process Management Skills for Frontline Managers: What they don't know they don't know

leadership

Leadership

new manager

middle-manager

leadership development

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.

Remote Performance Innovation II: Building a Culture of Continuous Improvement

nancy.burns

Operations

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

Engagement &amp; Culture

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

<table border="0" width="100%" cellspacing="0" cellpadding="5">
<tbody>
<tr>
<td valign="top">
We ask managers to address complexity every day. But we often fail to provide those managers with frameworks for both understanding that complexity and rendering it harmless. Steve has devoted his research and writing towards this value proposition, particularly for front line managers. His recent book Alignment, Process, Relationship Steve provides a framework for managing complexity facing teams at the front line. Steve will walk us through a few of the underpinnings to this framework and some successful riffs on that framework.
</td>
</tr>
<tr>
<td class="bodyText" colspan="2"></td>
</tr>
</tbody>
</table>

Simple Rules: Alignment, Process, Relationships

relationship building

alignment

framework

Who will lead your workforce during rapid change? Gallup's research reveals: It’s the manager.

While the world’s workplace has been going through historic change, the practice of management has been stuck in time for decades. The new workforce — especially younger generations — wants their work to have a deep mission and purpose. They don’t want old-style command-and-control bosses. They want coaches who inspire them, communicate with them frequently, and develop their strengths.

Who is the most important person in your organization to lead your teams through these changes? Decades of global Gallup research reveal: It’s your managers. They are the ones who make or break your organization’s success.

Packed with 52 discoveries from Gallup’s largest study of the future of work, It’s the Manager shows leaders and managers how to adapt their organizations to rapid change — from new workplace demands to the challenges of managing remote employees, the rise of artificial intelligence, gig workers, and attracting and keeping today’s best employees.

Great managers maximize the potential of every team member and drive your organization’s growth. And they give every one of your employees what they want most: a great job and a great life. This is the future of work.

It’s the Manager includes a unique code to take the CliftonStrengths assessment, which reveals your top five strengths, as well as supplemental content available on Gallup’s online workplace platform.

It's the Manager: Moving From Boss to Coach

evidence-based research

future of work

retention

performance assessment

employee engagement

front-line managers

CliftonStrengths assessment

Fewer man-hours. Less inventory. The highest quality cars with the fewest defects of any competing manufacturer. In factories around the globe, Toyota consistently raises the bar for manufacturing, product development, and process excellence. The result is an amazing business success story: steadily taking market share from price-cutting competitors, earning far more profit than any other automaker, and winning the praise of business leaders worldwide.

The Toyota Way reveals the management principles behind Toyota's worldwide reputation for quality and reliability. Dr. Jeffrey Liker, a renowned authority on Toyota's Lean methods, explains how you can adopt these principles--known as the "Toyota Production System" or "Lean Production"--to improve the speed of your business processes, improve product and service quality, and cut costs, no matter what your industry.

Drawing on his extensive research on Toyota, Dr. Liker shares his insights into the foundational principles at work in the Toyota culture. He explains how the Toyota Production System evolved as a new paradigm of manufacturing excellence, transforming businesses across industries. You'll learn how Toyota fosters employee involvement at all levels, discover the difference between traditional process improvement and Toyota's Lean improvement, and learn why companies often think they are Lean--but aren't.

The fourteen management principles of the Toyota Way create the ideal environment for implementing Lean techniques and tools. Dr. Liker explains each key principle with detailed, examples from Toyota and other Lean companies on how to:
<ul>
 	<li>Foster an atmosphere of continuous improvement and learning</li>
 	<li>Create continuous process "flow" to unearth problems</li>
 	<li>Satisfy customers (and eliminate waste at the same time)</li>
 	<li>Grow your leaders rather than purchase them</li>
 	<li>Get quality right the first time</li>
 	<li>Grow together with your suppliers and partners for mutual benefit</li>
</ul>
Dr. Liker shows the Toyota Way in action, then outlines how to apply the Toyota Way in your organization, with examples of how other companies have rebuilt their culture to create a Lean, learning enterprise. The Toyota Way is an inspiring guide to taking the steps necessary to emulate Toyota's remarkable success.

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