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Webinar Tomorrow -Feb 28
Difficult Development Conversations:
How to Create a Development Dialogue with Employees
Do you dread talking with an employee who gets defensive every time you discuss her development needs? Is there someone on your team who quickly agrees with your assessment but never takes action? Is there someone else whose ideas of his potential are very different from yours? Learn about ways to set a developmental tone for your discussions with employees about their learning needs, use dialogue techniques to make your points without shutting off conversation, and ultimately empower your employees to "own" their own development
February 28th, 2008
1:00 p.m. - 2:00 p.m. EST
Free of Charge
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 Dear Chris:
Article by Christine Hipple
Dear Chris,
Help! I need to make a presentation on our competency initiative to senior leadership this week. I have one chance to get their support - what should I do?
Panicked in Peoria
Dear Panicked:
In the last two weeks, I've gotten two other questions like yours - one with a 27-slide presentation for me to review attached! Here are three questions you should ask yourself when developing or editing a presentation to senior leadership:
1. What do you want them to DO?
Yes, start with the bottom line. Senior leaders want you to get to the point - do you want them to fork over additional budget dollars? Rally the troops? Walk the talk? All of the above? It's usually advisable to start here, so your audience knows where you're taking them.
2. How do you want them to FEEL?
Despite the plethora of data and information at their fingertips, it seems to me that most senior leaders still tend to make decisions based largely on instinct. What emotional reaction will support the actions you're looking for? Confidence that your proposal is valid and based on best practice? Conviction that this is an investment rather than an expense? Trust that you'll deliver this time as you have in the past? Start at the very beginning of your presentation to establish the feeling you're trying to evoke - and keep it up throughout the presentation.
3. What's the very least they need to KNOW?
Here's where most of the presentations I've seen really break down. You want to call them to action, not bore them to sleep. Most senior executives are interested in the big picture rather than details. Keep the formal presentation short and relatively quickly paced. Use pictures and graphics to represent the current state, the impact you hope to make and your proposed timeline and budget. Have a one-page printed handout to leave behind with some more details.
Good luck with your presentation!
Best regards,
Christine Hipple
Director of Workforce Solutions
To learn about attending a seminar with Chris, click here. |
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Competency Workshop is a Success
by David Galvin, Avilar Director of Business Development
"Basics of Competency Management: Making Competency Management WORK for your organization" was the workshop topic presented by Christine Hipple, Avilar's Director of Workforce Solutions on February 19th in Columbia, Maryland. The full day workshop was well received by training and HR professionals from a diverse spectrum of organizations including a government contracting firm, a sporting goods manufacturer, a major accounting association and a HR consulting firm. The common thread that fueled the dynamic group discussion was that each organization was initiating a competency management program. Throughout the day, they all shared their ideas and questions on planning competency management projects, revising their current model, and implementing a program with their workforce.
Christine led the participants through a process of developing competency project plans, performing a stakeholder analysis and creating an impact map. In addition, she conducted a number of exercises that jump started everyone on researching and defining skills and competencies.
The lively group participation created great value to all and inspired folks to develop a business network to stay in touch and share ideas and success stories. We received some great feedback from the workshop. "It was most valuable to learn the process overview, walking through each step on how to effectively create a Competency Management Program," noted one attendee. "The program was effective in helping to learn how to take the results of your research and create definitions," commented another participant. A third person praised, "Christine's [workshop] book was incredibly valuable, providing examples and templates on how best to develop and plan your Competency Management Model and Program."
Avilar is offering the follow-on workshop called, "Putting Competency Management to WORK for Your Organization" at two locations and dates in April. Learn more.
Date: Wednesday, April 16th
Location: Columbia, MD
Time: 8:30 a.m. - 4:00 p.m. EST
Cost: $299 / person
Date: Wednesday, April 30th
Location: Atlanta, GA
Time: 8:30 a.m. - 4:00 p.m. EST
Cost: $299 / person
Contact me if you would like to learn more about these workshops or a private workshop at your location.
Best,
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Interesting Reading...
Mapping Talent Among Younger Workers
The HR Personality
Leadership: It's All About Them
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