Presentations
Are You Ready for 2010? Knowledge Loss and Talent Gain!
Just as Y2K became a call to action to correct computer glitches expected as we began a new century, 2010 is beginning to sound a similar alarm. In 2010, the oldest of the 10 million Baby Boomers will be eligible to retire.
It is estimated that 70% of them will leave the workplace in 2011 alone. They will take with them the experience and know-how that currently fuels the everyday functions of our organizations. Whether you work for a public, private or non-profit organization, the challenge will be same. Who will be the replacements and how do we prepare them?
This Webinar focused on how we can use the pending talent shortfall as a Window of Opportunity for creating greater diversity in the leadership ranks. Taking advantage of this Window of Opportunity will require the right kinds of preparation and a strategic approach for creating a Diverse Leadership Pipeline.
Eight Reasons Why Leadership Pipelines are NOT Diverse and Why We Should Be Concerned
Representation of minorities and women in the management and leadership ranks shows a chronic level of under-representation.
The Glass Ceiling endures, and it has been re-named for some groups as the “Concrete Ceiling.” We could make greater gains if we changed our development strategies for future leaders.
This Webinar examines Eight of the most prominent causes that keep organizations from achieving this most important of Diversity goals.
Fixing the Ten Most Common Mistakes of Formal Mentoring Programs
In the past decade, formal Mentoring programs have become a popular way to develop employees and the future leaders of organizations. Mentoring as an educational practice has long been favored as a way to disseminate information that has been acquired over time based upon the experiences within a profession, industry or company.
This reservoir of knowledge cannot be passed on in a formal way unless there is a solid and tested methodology which gives the same results as informal mentoring.
In this Webinar, find out how to achieve success for your Mentoring program participants and avoid the more common easily-corrected mistakes. Follow-up through questions posted on the web and via telephone are encouraged.
Mentoring Across the Glass Ceiling
Any organization with a need to increase the representation of women and people of color in management must consider mentoring as a critical development tactic. Mentoring develops organizational competencies, visibility to decision-makers, and sustained retention of leadership candidates.
Mentoring Across the Glass Ceiling is vital to organizations given the demographics of senior executives and those aspiring to enter their ranks.
Learn the principles for assisting these special mentoring pairs to achieve success and overcome the barriers that keep cross-gender and cross-racial mentoring pairs from occurring naturally.
Mentoring Diverse Populations
All mentoring involves diversity. Whether the mentoring partners or pairs are from the same gender, race, profession or social class, difference is at the heart of the learning partnership that we call mentoring.
When the mentoring pairs are different in race, social class, educational background, lines of business, and global location there are more opportunities for miscommunication in the mentoring dialogue.
These added differences can bring greater value to the dialogue and create opportunities for reciprocal learning between mentor and mentee.
Mentoring Strategies: Creating Inclusion and Equity
Research has shown that in most organizations, informal mentoring does not extend across lines of cultural difference, geographic boundaries, and business venues. Without a proven methodology to expand the opportunities for mentoring, the dialogues that are essential for growth and leadership development cannot take place.
In this workshop, participants will hear from consultants, program directors, and mentoring program participants on how to create and upgrade mentoring formats to enhance diversity goals and objectives. The critical issues for achieving inclusion and equity through mentoring will be examined and discussed.