Learning Objectives: This session will show participants the 3 key components of engagement with actions needed to: • Give your engagement efforts a structure • Outcome focuses to get buy-in from leadership • Identify and act in areas that may be lacking in your engagement efforts

This session will equip participants to better understand the role of Emotional Intelligence and: • Understand tangible ways to measure it in employees, especially leaders • Why OK or good is your biggest opportunity for growth in your company • How productive and unproductive emotions affect employees and ultimately your organization

LEARNING OBJECTIVES FOR THIS SESSION: • Examine 3 Foundations and what may be missing in your “People System”. • The key roles Employee Engagement and Emotional Intelligence play in talent retention. • The “why”, “who”, and “how” of work that employees seek.

Workshop participants learn: 1. The need for, and the benefits of giving feedback to employees. 2. Why Performance Appraisals often fail. 3. How and Why Job Expectations offer greater feedback. 4. Practice creating a sample Job Expectation.

1. Identify ways to strengthen your hiring system so employees think you are their BEST JOB EVER! 2. Recognize how you may contribute to a poor hiring decision. 3. Understand how assessments contribute to vital candidate information.

In this session, you will learn: • A checklist to help identify and assess your emerging leaders. • 5 key leadership skills to focus on and develop. • Job expectations of effective leadership.

Learning Objectives: • Understand your Personal assessment results. • Create an Action Plan for interacting with other styles. • Access and use an online DiSC learning center, Catalyst.

LEARNING OBJECTIVES: 1. Benefits of a structured behavioral interview. 2. The Role of Job Expectations and Competencies for Selection. 3. Using an objective rating of applicants to job requirements, not to each other.

WORKSHOP GOALS: • Learn how emotions differ in high-performing and low-performing organizations. • Understand the connection between employee engagement and employee emotions. • Discover a way to measure what your people are feeling vs. what they expect to feel at your company.