Overview:

The Gallup Studies and other employee engagement surveys indicate that employees do not leave companies, they leave their supervisors. This is not new data. Since the onset of employee survey tools this is one of the primary reasons for voluntary separation, so this has existed for over 30 years.

We have been discussing and cussing this fact, however, still today it is a true fact!! Why have we not been able to shift this fact into a positive engagement tool? At the core of this issue is the core competency of interpersonal and communication skills near the top of the list of skills that supervisors and manager must have if they are to be promoted to a role that involves them supervising or leading teams.

The issue of insuring that our workforce is engaged and adding to bottom line productivity has never been more critical. Life and the world of work are changing at the speed of light thanks to technology and though we have been talking about it for so many years, we have not put our money where our mouth is. Our employee approach is still based on the historical industrial past. We check our inventory daily, we do equipment maintenance at the end of every day or shift, yet we do employee reviews and performance discussions annually! 

The time has come for us to put our money where our mouth is and help our leaders see that a significant responsibility is to build their competencies as communicators and build their interpersonal skills. What does this mean to business and to HR.? Interpersonal skills and effective communication technique can be learned, can be developed, and can be identified.  It is critical now that along with the business acumen we demand of our executives, leaders, supervisors, and colleagues, we must also insist on and reward the development and utilization of excellence in communication and interpersonal skill. How do we do that?  What do we need to look at internally to see what steps need to be taken to first identify if our organization intends to value its human assets or if it only wants to give lip service to it?  If it is the latter, HR will need to be real with that concept.  It means that in hiring it will require finding "thick skinned" individuals who can take the heat and who are not easily upset. As part of the hiring process their expectations are aligned with the realities they will find and who can thrive in a hectic, charging environment that thrives on results focused issues than the human side. If it is the first, then it is just as important to ensure that all of the process reflects that commitment. We will examine how this impacts our daily work environment and all the policies and practices and what needs to be aligned in order to build the lasting relationship building events that will be key elements to all employee retention efforts. We will explore the behaviors that are a part of being an effective communicator and of using excellence in interpersonal skills. We will explore how these competencies and behaviors play out in ways that impact the entire organization and we will look at the criticality in making sure that the competencies are a part of our organizational DNA as we move forward to the new TALENT MANGAGEMENT Economy and all that it means.

Why should you attend: We are embarking on a new age of economy and business. In only a few years China's population will gain English speaking skills and the world will have the largest English speaking talent pool available ever. The impacts of this shift on our businesses and our TALENT are not yet fully known or recognized. We know that aspects of the world of work are changing faster than education and Training and Development can keep up. We read that what our University students learn in their first year of study will be obsolete by the time they reach their third year. What is the implication for us?  What do we need to do differently? Right now people would rather text message or email than speak to each other directly. Since the dawning of email this phenomena has been occurring with regularity!

Areas Covered in the Session:

• Environmental Impacts Scan – what external issues confront all business today?
  
• Internal Impacts Scan - where are we today on the curve of Human Capital Valuation?
  
• What are Interpersonal Skills?
  
• What do they look like practiced well?
  
• What are the communication skills that create the right kinds of relationship?
  
• From the organizational perspective do we need to make any changes?
  
• How do we align words and actions?
  
• What impacts will there be on the bottom line?

Who Will Benefit:

• Team Leaders
  
• Supervisors
  
• Managers
  
• Directors
  
• HR staff
  
• Senior Management
• Business Leaders