Human Resources

Bridging Your Generational Gap: Building Empathy and Leveraging Each Other’s Strengths

Millennial, Generation X and Baby Boomer team members all have unique generational experiences and values. To capitalize on your similarities and manage your differences, you need to understand the core distinctions between the generations and identify methods for maximizing each of your team members’ success. Attend this session to:

• Understand the generational concept and explore Baby Boomer, Gen X, and Millennial differences and similarities
• Learn methods for developing cross-generational empathy and motivating your diverse team members
• Explore organizational changes you can make to succeed with a combination of Baby Boomer, Gen X, and Millennial leaders in your midst

Leave this session with concrete strategies for engage your diverse people and sustain your firm into the future.

Questions about this course or a training? Contact us.

Building a Learning Culture in Your Firm

A learning culture can be a major factor in retention and differentiate your firm, too. Developing an appreciation for continuous learning involves more than skills development and technical training investment. In this session, we’ll explore steps you can take to build a learning culture in your firm where you will:

• Understand the environment that embraces continuous formal and informal learning
• Review the diverse learning styles, interests, and motivators of your team
• Identify a systemized approach to providing your people with the skills, experiential opportunities, business process acumen, and technical expertise they need

Leave this session with new ideas and tools to invest in the right learning for all team members, at all levels, at the right time in their careers.

Building a Truly Progressive, NextGen Firm

With impending succession and the proliferation of automation, the profession is facing unprecedented change. Firms are challenged to now focus on the dreams, goals and desires of their multi-generational team members and clients. Leaders who recognize this shift and drive cultural change stand the best chance of remaining relevant, competitive and sustainable. Together, we’ll explore strategies to proactively prepare for and drive changes to ensure your competitive advantage        :

• Learn engaging leadership cultural attributes centered around letting go, “getting better,” being open to change and failing forward
• Understand the three big factors driving change inside your firm: demographic shifts in talent, driving changes in client expectations, shifts in talent and the next technology revolution
• Discover strategies to empower and engage NextGen while still embracing traditional team members and clients

Leave this session with ideas and tools to build a culture that inspires, excites and makes NextGen talent and clients proud to work at – or with — your firm.

Building a Truly Progressive, Talent-Forward Firm

With all that’s happened in the last few years, the profession is facing unprecedented change. Firms are challenged to now integrate the dreams, goals, and desires of their talent into their core firm strategy. Leaders who drive cultural change stand the best chance of being a destination firm for high-potential talent. Attend this highly interactive, discussion-based session to explore strategies to engage, empower and develop your talent. After completion of this course, you’ll be able to:

• Identify critical cultural components that today’s talent are seeking, including a leadership culture centered on getting better, letting go, being open to change, and failing forward
• Recognize how embracing the changes facing our firms - remote and blended work, flexibility, technology, business model shifts, and new ways of learning to bring future leaders along faster - can create higher levels of engagement

Leave this session with ideas to shift your firm’s culture and identify new strategic priorities that inspire, empower, and retain your talent, providing a bright future for your firm.

Busy Season Survival Strategies

Busy season is a time when effective communication and efficiency is vital, but that isn't so easy with increased workloads and pressure. Attend this session to explore accountability, communication, employee engagement, and stress management strategies. You will:

• Learn ways to mitigate pressure during peak busy periods
• Understand how to use time management, communication, and personal and organizational stress management strategies
• Recognize tactics for managing expectations with family members and personal commitments before and during busy season

Leave this session with ideas you can implement immediately to ensure that the spring busy season is highly productive, positive, and successful!

Capitalizing on Social Media as a Strategic Communications Tool

With LinkedIn being the business platform of choice, along with the emerging use of apps such as Instagram and TikTok in business, it’s critical that firms leverage social media technologies. Some firms still wonder if these technologies are contributing positively to their brand growth and culture. That’s when HR is called in – to help regulate employee use. But before you can develop a policy that’s going to meet your firm’s needs and culture, you have to first understand (or help develop) your firm’s strategy for deploying these powerful technologies to build your brand, attract employees, develop new business, and gather market intelligence. In this session, you will:

• Assess and prioritize options for the strategic deployment of social media
• Develop a social media policy to support your firm’s strategies
• Identify education to inform your employees and compel them to use the technologies in the way you’ve intended

Leave this session with a social media strategy that encourages employee engagement and promotes your firm, too!

Clarifying Performance Expectations

The onset of engagements. The beginning of a year. When entering new roles. These are all times when our people need to be clear on what’s expected. And for some reason, many of us aren’t very good at clarifying expectations – even though almost every situation we encounter in our work would be better if we were. Attend this session where we will:

• Understand how fuzzy expectations drive disappointment
• Review the five elements needed to establish clear expectations
• Identify the various situations at your firm where expectations need to be established or re-set
• Review a simple method for discussing unmet expectations

Walk away from this course armed with strategies to drive higher performance in your people (and clients!).

Closing The Gender Gap

Even though it can feel awkward to discuss, the gender gap still very much exists today. And, when the subject does arise, our discussions aren't honest enough to generate solutions to the issues that are at heart of the matter. In this session, we’ll explore real-life working-woman challenges that conspire to cause our profession's gender gap and generate at least one concrete action you can take to begin closing the gender gap in your firm. You will:

• Understand the challenge of making women choose between success at home and success at work
• Identify why there is a need for more women role models and removing the glass ceiling that impacts female promotability
• Uncover the unconscious bias that exists that sometimes causes preferential treatment of some over others
• Learn male/female stereotypes that enable traditional gender behavioral expectations to persist
• Understand natural sexual tension that exists in the male/female relationship that can spill into the way people think and behave at work

Leave this session with a new awareness and ability to discuss unconscious bias and societal conditioning and identify specific actions you can take to close the gender gap.

Delivering Meaningful Midstream Feedback

The engagement review and performance review aren’t supposed to be surprise parties, where we unpack all of our unmet expectations at once and overwhelm the feedback recipient by doing so. Instead, we’re supposed to be delivering appreciation, coaching and evaluation feedback as we go. In this session, we’ll explore ideas for delivering feedback throughout the year, inside and outside of the engagement cycle to make sure our people feel valued, invested in and respected. In this session you will:

• Discover the benefits of midstream feedback delivery and some simple do’s and don’ts
• Understand methods for delivering feedback when you can’t be together in person
• Learn a strategy to help you hold the recipient accountable for improvement and to also remember the feedback yourself
• Recite ideas to track and manage midstream feedback so that you capture it for use in the formal evaluation process

Gain the ability to deliver feedback “on the fly” and as you go, so that those you work with are getting better year-round.