This presentation will provide an overview of Workers' Compensation in Alaska. It will cover the best practices for injury reporting. What should the return to work process look like from a WC perspective? What does WC Retraining Process mean? What are some employer options? Learn strategies that you and your employer can follow to help reduce workers’ compensation costs/losses while providing a great work environment.

In this engaging, interactive, and entertaining presentation, you as an HR professional will dramatically improve your skills in addressing unconscious bias and mental blindspots in yourself and in others in your team and organization to build better professional relationships. Cutting-edge research in cognitive neuroscience and behavioral economics shows that we all suffer from subtle and unconscious dangerous judgment errors called cognitive biases, which cause us to make bad decisions in evaluating people. By refining your emotional intelligence, which refers to skills in understanding and managing your emotions, you will gain awareness of when your feelings are likely to lead you into these mental blindspots and prevent yourself from falling into them. You will also raise your abilities in social intelligence, the strategic capacity to evaluate and influence other people’s emotions and relationships. Social intelligence skills – including cultivating valuable relationships, engaging stakeholders, empathetic listening, curious questioning, improving teamwork, mediating and resolving conflicts, reframing, exhibiting leadership presence, and motivating others – will enable you to help those in your team and organization to notice unconscious cognitive biases and avoid them. This presentation will offer you case studies and best practices, combined with groundbreaking research in emotional and social intelligence, to give you the most critical skills and take-aways that you need to help yourself and others defeat unconscious bias.

In this engaging, interactive, and entertaining presentation, you as an HR professional will dramatically improve your skills in addressing unconscious bias and mental blindspots in yourself and in others in your team and organization to build better professional relationships. Cutting-edge research in cognitive neuroscience and behavioral economics shows that we all suffer from subtle and unconscious dangerous judgment errors called cognitive biases, which cause us to make bad decisions in evaluating people. By refining your emotional intelligence, which refers to skills in understanding and managing your emotions, you will gain awareness of when your feelings are likely to lead you into these mental blindspots and prevent yourself from falling into them. You will also raise your abilities in social intelligence, the strategic capacity to evaluate and influence other people’s emotions and relationships. Social intelligence skills – including cultivating valuable relationships, engaging stakeholders, empathetic listening, curious questioning, improving teamwork, mediating and resolving conflicts, reframing, exhibiting leadership presence, and motivating others – will enable you to help those in your team and organization to notice unconscious cognitive biases and avoid them. This presentation will offer you case studies and best practices, combined with groundbreaking research in emotional and social intelligence, to give you the most critical skills and take-aways that you need to help yourself and others defeat unconscious bias.

At the conclusion of this presentation, participants will be able to: 1. Relate Enron’s history according to Dr. Brown’s Historical Eye Witness Account of Large Corporate HR Experience 2. Explain and demonstrate The Power of Galbraith's STAR Model (Structure, Process, People, Rewards, Strategy) 3. Discuss and make three points about The Role of Ethics in Organizations 4. Describe The Impact of Willful Blindness

Are generations truly different, what are the different generations in today’s work place? How has the workplace and the workforce changed since Covid began 3 1/2 years ago? How do members of the different generations traditionally respond to each other in the workplace? Implications for the future: how must managers lead differently today compared to how they led a mere four years ago