1. Identify a fulfilling leadership purpose and use it as a decision-making filter for navigating competing demands, uncertainty, and change. 2. Recognize and strengthen the character qualities that are upstream of behavior and necessary for turning tension into leadership momentum, leading with greater intention, vitality and confidence. 3. Recognize and reframe limiting narratives to support clearer thinking, stronger alignment, and more immediate and effective action.

Summary: Organizational change is constant, and how leaders communicate during periods of uncertainty often matters more than the change itself. This virtual session gives HR professionals and people leaders practical tools for guiding teams through transitions with clarity and confidence. Participants will learn how to manage ambiguity, communicate effectively when answers are incomplete, and support employees who are navigating shifts in structure, process, or leadership. At the end of this session, participants will be able to: 1. Identify common sources of employee anxiety during organizational transitions and recognize early signs of disengagement. 2. Apply communication strategies that maintain transparency and trust, even when full information is not yet available. 3. Build a personal framework for leading with confidence during periods of ambiguity or incomplete information. 4. Support employees through change by aligning messaging, expectations, and follow through across teams.

- Attendees will become acquainted with recent developments in Minnesota and national law affecting employers. - Attendees will gain insight into shifting enforcement priorities of the federal government during the second Trump Administration. - Attendees will obtain information and recommendations regarding minimizing the legal risks associating with using AI. - Describe the key features, structure, and purpose of the Minnesota Secure Choice Retirement Program, including eligibility criteria for employers and employees, default contribution rates and auto-escalation, account types (Roth/Traditional IRA), portability, and the phased employer registration timeline. - Identify employer obligations and compliance requirements under the program, including registration or exemption processes for covered employers (those with five or more employees that do not already sponsor a qualified retirement plan), facilitation of payroll deductions, and the absence of fiduciary responsibility, required contributions, or investment management duties. - Analyze the implications of the program for organizational total rewards strategies, employee financial wellness, and HR practice, including how it expands access to retirement savings, supports retention and engagement goals, and fits within the broader Minnesota and multi-state retirement landscape.

1. Why Fight Unemployment Claims, The Importance? 2. Identifying Quality Claims to Protest 3. Compliance with Detailed Governmental Wage Audits 4. Learn New State Compliance Documents & Deadlines