Creating a Development Culture
Tim Wasserman
Live: One Dial-in One Attendee
Corporate Live: Any number of participants
Recorded: Access recorded version, only for one participant unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)
Corporate Recorded: Access recorded version, Any number of participants unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)
Employee engagement research has demonstrated that having skill development and career opportunities are some of the most highly valued job factors, especially for the new Millennial workers. However, managers can be resistant to providing employees with training. This webinar demonstrates how organizations can create a culture where development is a regular occurrence on the job, on a day-to-day basis for employees at work.
Many organizations are now putting effective skill and career development programs in place to engage and retain key talent and develop talent resources for the future.
In this session, you will learn how to embed employee development practices in your organization’s cultural ‘DNA’. Join us to learn how to ensure that employee development becomes an ongoing organizational priority that supports business strategy.
Why should you Attend:
Employees frequently leave organizations for career advancement opportunities. They can also get bored or become stagnant in their jobs without a feeling of growth and getting ahead.
Organizations that succeed at creating a development culture enjoy profound competitive advantages by attracting, retaining and engaging talented employees. Many organizations emphatically state their commitment to employee development and set goals for building talent and promoting from within. Yet, short-term pressures often drain the development effort and drive external recruiting as the solution, undercutting employee growth and sending a message to the organization that commitment to employee development is weak.
Avoid unwanted turnover, increase performance, and improve employee engagement by creating both development programs and consistent habits within your company.
Areas Covered in the Session:
- On the job development experiences
- Mentoring
- Self-paced learning technology
- Use of mobile learning applications
- The manager’s role in employee development
- Getting resources and support for employee development
Who Will Benefit:
- All Employees Working in any Organization
He speaks, writes and delivers workshops globally, and is a frequent lecturer at Stanford University, on topics including adaptive leadership, strategy execution, team effectiveness, organizational change and transformation, and developing learning organizations. Tim has contributed to the development and delivery of many ITS workshop and learning offerings.
His diverse background includes serving as Chief Learning Officer for global consultancies Strategy Execution and IPS Learning, where he helped develop, direct, and scale the award-winning Stanford Advanced Project Management (SAPM) program - a dynamic global partnership of renowned University faculty and expert practitioners in the field. In addition, he led the development of the Adaptive Strategic Execution Program (ASEP) in partnership with Duke Corporate Education and the Duke Fuqua School of Business.
Tim has led global learning design and development, product management and implementation teams distributed across the Americas, Middle East, Asia, India and Europe, with responsibility for the delivery of innovative multi-modality product portfolios for clients including Apple, Barclays, Boeing, Cisco, Cognizant, EU Parliament, Hewlett-Packard, Kaiser Permanente, Medtronic, Nationwide, Nordstrom, Prudential, Saudi Industrial Development Fund, and Visa. In addition, he has led product development efforts for Bay Group International, First Nationwide Bank, and MOHR Development in the areas of sales, customer service and leadership.