I1: Workplace Violence: Active Shooter Training (2)
Michael Peterson, SPHR, President, The Orsus Group
This training addresses today’s most pressing issues facing companies when it comes to safety and security. This training touches on active shooter preparation and reaction, adverse terminations and workplace violence situations. How to identify, investigate and respond to this to them The training Bring awareness and empower HR professionals, management and associates and to minimize the risk of an incident occurring. This training has been given in the US Europe and Latin America It continues to receive extremely high marks from the participants from various in diverse industries The participants frequently tell us they feel empowered and prepared after our presentation. A good portion of our new trainings come from referrals from attendees.
I2: Reducing Drama in the Workplace (1)
Jack Skeen, PhD, Founder/President, Skeen Leadership Group
This engaging, interactive presentation tackles a huge and often complex issue increasingly affecting companies of all sizes and types—worker disengagement, distraction and drama. In today’s hyper-competitive business climate, these can manifest due to a range of factors, but the end result is always similar: lost productivity, low morale and workplace/career satisfaction. This presentation helps participants instantly recognize drama in the workplace, while teaching effective techniques to powerfully shift out of drama to create a more peaceful, harmonious and effective workplace. Participants will discover where they (and their team) currently are on the Thriving Scale. They will also learn concept of the Drama Triangle and why drama in the workplace is such a huge distractor and threat to the organization, while learning the three manifestations of drama: The Hero, The Villain, and The Victim.
I3: Staying Power: Why Your Employees Leave and How to Keep Them Longer (2)
Leah Brown, Talent Retention Strategist, Crescendo Strategies
While some of today’s workforce is made up of deep-rooted, dependable staff, a larger portion of positions are transitioning to revolving doors of turnover. Organizations must understand how to effectively hire and manage shorter-term workers who have a different view of the workplace than previous generations of employees, if companies intend to remain sustainable. Participants will discover examples of ways to dedicate more staffing resources to make retention a higher priority and stronger component of the organizational culture, how to diagnose the real reasons staff at various levels leave (beyond pay), common mistakes managers should avoid that unintentionally cause unnecessary employee turnover, and best practices that have proven to keep new hires longer, such as offering innovative opportunities for advancement, providing access to continued training and development, revamping compensation packages, and improving the onboarding experience for new staff.
I4: Disrupting the Future of HR: Unlocking Creativity and Innovation (2)
Lisa Zangari, Director of Learning, Leadership Louisville Center
Developing your innovation skills and the right creative behaviors can give you a competitive advantage in an uncertain future. Never before have HR leaders faced so much disruption – technology, globalization, multi-generational workforce, etc.. This rapidly changing landscape also means that there has never been greater opportunity to influence and create positive change. But how do you unleash creativity in your teams…and how do you nurture and grow new ideas instead of squashing them? In this high-energy, high-impact session you will develop the mindset, behaviors and skills of an innovator and walk away with a practical approach for unlocking creativity and innovation in your people.
I5: 4 Walls of Management (1)
Kyle Gorman, Owner, CEO, Gorman Recruiting and Employer Blueprint
Many people become managers due to natural career advancement, but often do not possess the leadership qualities needed to encourage, motivate, and empower employees. This is supported through research, including a 2016 Gallup poll, citing the number one reason people leave their company is dissatisfaction with their manager or supervisor. Couple that with research, such as a 2014 study by Ohio State University, showing that job dissatisfaction leads to higher levels of depression, anxiety, sleep disorders, and lower overall mental health. This points to the need to develop better leadership qualities across all levels of management to improve job satisfaction, employee retention, and overall company culture. The principles presented in The 4 Walls of Management can be applied to any level of management from entry-level to executive-level and will cultivate behavioral patterns to develop a collaborative, leadership style of management.
I6: Employment Legislative and Case Update from the Last Year (2)
Mauritia Kamer, Member, Steptoe & Johnson PLLC
The last year has been challenging for employers as they confronted a changing legal landscape in the government’s approach to workplace issues as well as the rise of the #MeToo Movement. Issues to be discussed include how to best respond to the wave of sexual harassment allegations that is sure to come, dealing with medical marijuana in the workplace, the reissuance of DOL opinion letters, and the status of sexual orientation and transgender rights in the workplace.
I7: The Real Reasons Employees Quit (2018 Retention Report: Trends, Reasons and Recommendations) (2)
Danny Nelms, MBA, President, Work Institute
In the first scientific study of its kind, Work Institute analyzed over 240,000 exit interviews over seven years and uncovered definitive evidence that 75% of the reasons employees leave their jobs could be prevented by employers. In the 2018 report, we build on that data, reveal the realities about today’s rapidly evolving employee marketplace, unveil the top reasons employees quit their jobs, dive into drivers of the top reasons and take you behind the research data to give you a unique look at how to prevent turnover in your organization. This session reveals the truth about the employee marketplace and separates fact from fiction when it comes to why employees quit their jobs. Unique, eye-opening insights from the 2017 Retention Report have been featured in USA Today, Forbes and HRDive.com.
I8: Achieving a Best Place to Work: Recruiting and Retaining Employees Through Free Snacks, Nap Pods, and Pet Insurance (1)
Candra Bryant, MBA, PHR, SHRM-CP, Chief Operating Officer, Hanna Resource Group
Susan Springer, PHR, Survey Specialist, Best Companies Group
The Kentucky Best Place to Work (BPW) program has recognized leading employers in the Commonwealth for the over a decade. What does it take to become recognized as a KY BPW and what employee-friendly programs push companies to the top of the list? Join us for a panel discussion with employers that made it to the top five ranking. They’ll share their trip to success and provide unique ideas to help you further engage your workforce. Is your company destined to become the #1 Best Place to Work in Kentucky?
I9: Leadership Lessons from The Beatles (2)
Shelly Trent, SPHR, SHRM-SCP, CAE, Career Coach, Your Career Collaborator
The Beatles were ahead of their time in many ways. They were four lads from Liverpool who set the standard for those who came after them. Fifty years later, they are still revered for their ground-breaking music. They weren’t afraid to be the first do make leaps in music, such as the first music videos, first use of feedback on a record, first use of backwards lyrics and guitars, and the first rock band to use an orchestra. Attend this session to find out what you can learn as a leader from the Fab Four!
I10: Influencer: The New Science of Leading Change (2)
Cynthia Knapek, President, Leadership Louisville Center
Are there times when you just want to wave a magic wand and make a problem go away, but you haven’t got a magic wand and the problem remains? Read on to learn how to deal with long-term, persistent, and resistant problems! Influencer training teaches proven strategies to drive high-leverage, rapid, and sustainable behavior change for teams and organizations. Learn about six separate sources of influence that motivate and enable others. These essential behavior improvements create a cascading effect on corporate culture, resulting in successful team and organizational initiatives, reduction in project errors and failures, and high employee engagement. Based on the New York Times best seller, this workshop was named “Training Product of the Year” by Human Resource Executive magazine. In this condensed version you will get a sample of some of the most impactful elements of the training.
I11: The Business Case for Diversity (2)
Demetria Miles-McDonald, Intersectionality Expert, Decide Diversity
It’s 2018 and diversity and inclusion is here to stay. Whether or not you embrace it can be the difference between leading a sustainable company or filing for bankruptcy. Diversity is no longer a nicety that separates the good companies from the great companies. Diversity is now a necessity that helps companies attract top talent; develop innovative products and services; and ultimately increase financial performance. The data is everywhere, the research is conclusive, and the case studies are convincing: increase diversity and inclusion, improve bottom line results. Learn how diversity leads to innovation and why you should immediately make it a top priority in your organization!
I12: The CHRO and CFO—A Dynamic Duo When Using Data, Analytics and Insights to Change the Organization in an Amazon World (3)
Rocke Blair, CEBS, Managing Partner, Fiduciary Analytics, LLC
A discussion of a unique process to measure retirement readiness at the employer level for understanding key plan designs to assure participants “off-board” on time on their terms. Human Resource professionals will come away with an understanding of the energy they have within their department to influence organizational strategy by using data, analytics and insights to optimize organizational wage and benefit spend. This will drive a customization of retirement plans and other benefit programs to fit the needs of their employees and improve the organization’s income statement and balance sheet. This disruption impacts the human capital within the organization for improved staff performance and organizational operation. We are now living in an Amazon world where data is the currency that allows us to change the cost of human capital into a strategic asset that produces an ROI to the institution.
I13: Employee Cyber Security Training (1)
Jennifer Erena, Sales and Marketing, Integrity IT
Bryan Pryor, VP of Sales and Marketing, Integrity IT
Almost all data breaches start with a human error, but that doesn’t mean we’ve hired the wrong people, it means we are missing out on including every employee in the Security Plan. Security is not only an IT issue, it’s a human issue and your employees are the prime target. Starting with understanding how to build Workplace Culture, then leveraging tips and tools, we’ll help you to turn the weakest link into your greatest asset. You will leave with a free online breach security training platform. As an HR professional, manager and leader we often look at devices, software and other technology to keep unwanted visitors out of our network. However, as with many business needs, we often overlook the power of our employees when it comes to data security.