Live Webinar – January 23rd 2013, 12:00-1:00 PM EST
Offered by ASPE (REP 2161) 1 Category A PDU – Free PDU
Note: Although ASPE is an REP presentations may have to be recorded as a Cat C PDU Event – Contact Traci Lester Marketing Specialist at ASPE for more information

In this day and age of digital media, the liability of the actions of just one employee can reach well beyond their cubicle. Whether you have five employees or 5,000, you need a digital media policy.

In this web seminar, Shelli will discuss:

• How to have a social media policy & put it in place
• How to make sure your employees read and SIGN the policy and keep it current and on file.
• How to enforce implementation of the policy to the full degree.

Presenter: Shelli Dallacqua (LinkedIn profile) is the founder and president of Shelten Media, LLC. She is a member of the NC State Alumni Association and is a keynote speaker on the topics of social media marketing and reputation management. Connect with Shelli via Facebook, LinkedIn or Twitter by following @ShelliDallacqua.

Click to register for Social Media Policies: Why You Need One and How to Write One

Live Webinar January 23rd, 2013, 8:00 am – 9:00 am EST or
Live Webinar January 23rd, 2013, 11:00 am – 12:00 pm EST
Duration:1 hour Webcast + Q & A – Up to 1 Category C PDU – Free PDU
Hosted By: Gartner Webinars

Everyone wants to work better together, it seems. Social media is providing new opportunities to improve collaboration with colleagues and beyond the firewall. There are many possibilities, but a cohesive, overall strategy remains elusive for many organizations.

Discussion Topics:

• Why organizations need a social and collaboration strategy
• How should organizations develop their strategy
• What a good strategy looks like

Presenter: Jeffrey Mann Research VP (LinkedIn profile)

PDU Category C documentation details:

Process Groups: Planning, Monitoring & Controlling

Knowledge Areas: 4 – Integration 9 – Human Resource 10 – Communications

• 4.2 Develop Project Management Plan
• 9.3 Manage Project Team
• 10.2 Plan Communications

As a Category C ‘Self Directed Learning Activity’ remember to document your learning experience and its relationship to project management for your ‘PDU Audit Trail Folder’

Click to register for Build a Social Strategy to Encourage and Optimize Collaboration

Live Webinar January 22nd, 2013 – 3:00 pm to 4:00 pm EST
Presented by: Human Capital Institute
Webinar Duration: 1 Hour Credits: 1 Category C PDU – Free PDU

Change Is A Process, Not An Event.

Most major change initiatives in business fail to achieve their desired results. This is a shocking fact, when you consider how much is at stake when you undertake change — whether it’s a company reorganization, new technology implementation, new products/services, you name it. And even the most successful initiatives are often painful and time-consuming to implement.

There are three important keys to leading this process, and overlooking any of them practically guarantees poor results. Join Patty for this engaging and interactive web event, and explore the three critical elements for leading successful change. You’ll receive a helpful handout prior to the webinar to enhance your knowledge. You don’t want to miss this online web event!

With the webinar you will get:

• Three foundational strategies for change, without which change is nearly impossible
• Practical methods and tools you can apply to any change effort
• How to recognize, and what to do, when the change initiative in which you are involved begins to go wrong
• A free copy of Patty’s eBook, The Little Book of Big Change

Presented by: Patty McManus, (LinkedIn profile) Interaction Associates Senior Consultant is a leading expert with more than 25 years experience helping leaders manage change.

PDU Category C documentation details:

Process Groups: Planning Executing

Knowledge Areas: 4 – Integration 5 – Scope 10 – Communications

• 4.2 Develop Project Management Plan
• 4.3 Direct and Manage Project Execution
• 5.2 Define Scope
• 10.1 Identify Stakeholders
• 10.2 Plan Communications

As a Category C ‘Self Directed Learning Activity’ remember to document your learning experience and its relationship to project management for your ‘PDU Audit Trail Folder’

Click to register for Three Strategies to Succeed at Change (and What to Do If Your Efforts Go Sideways)

Live Webinar January 23rd, 2013 – 12:00 pm – 1:00 pm EST
Duration: 1 Hour Credits: 1 PDU Category C – Free PDU
Presented by Cisco Webex Online

All Good Performance Starts With Clear Goals

Clarifying goals involves making sure that people understand two things:

1. What they are being asked to do—their areas of accountability—and ….
2. What good performance looks like—the performance standards by which they will be evaluated.

Yet few managers invest the time necessary to connect the dots between an individual’s work and the overall goals of the team or department. As a result, countless hours of effort are spent reviewing tasks and redoing work.

In this webinar, performance expert and Senior Consulting Partner John Hester (LinkedIn profile) will show you how to avoid the common managerial pitfalls that drain team performance, create accountability issues, and lead to stress and rework throughout the year.

You’ll learn how to:

• Set clear goals for each of your employees. This is the foundation that has to be in place. Clear goals create performance expectations. They also set the stage for future discussions about progress, autonomy, and necessary resources.
• Become more aware of your goal-setting habits. Have you optimized the challenge inherent in each person’s goals or tasks, or have you fallen into the habit of overusing and under-challenging your best people? Many managers develop lazy goal setting habits that don’t really challenge their best people.
• Connect the dots. Everyone needs to know that their work is meaningful with clear alignment between what they do and what the organization is trying to accomplish. If you can’t point to a key departmental objective and how an employee’s work is impacting it, you do not have the alignment that should be in place.
• Build in some variety. A well defined job includes some routine, and some challenging, tasks. If a job is structured properly, some tasks will be very achievable with present skills while others will be more of a stretch that cannot be accomplished with an employee’s current skill set and resources. This mix is an essential component of a satisfying job that also encourages career growth.
• Properly diagnose development level. For tasks where an employee is self sufficient, autonomy is deserved and should be established. For tasks that are beyond an employee’s current skill level and immediate resources, an agreement for direction and support is needed. Determining an employee’s development level is the key managerial skill

Don’t miss this opportunity to learn how to set your people up for success. Using a combination of proven performance management techniques combined with the latest advancements in motivation research, you’ll discover how to get everyone on your team moving in the same direction, with clear, engaging priorities

PDU Category C documentation details:

Process Groups: Executing

Knowledge Areas: 4- Integration 9 – Human Resources

• 4.3 Direct and Monitor Project Execution
• 9.3 Develop Project Team
• 9.4 Manage Project Team

As a Category C ‘Self Directed Learning Activity’ remember to document your learning experience and its relationship to project management for your ‘PDU Audit Trail Folder’

Click to register for Performance Planning: 5 Ways To Set Your People Up For Success

Live Webinar – January 18th 2013, 12:00-1:00 PM EST
Duration: 1 hour webinar Credits: 1 PDU Category A – FREE PDU
Presented by: Solutions Cube Group (REP 2451)

Purchasing a project solution versus building one internally is becoming more common as organizations focus on implementing projects quicker and try to avoid re-inventing the wheel.

Selecting a vendor through a Request for Proposal (RFP) process doesn’t always guarantee that the solution the vendor proposed, and you selected, really meets the project’s needs and stakeholder’s expectations. Project teams make the mistake of jumping straight to the proposal portion of their project lifecycle before clearly defining their needs. The resulting RFP sent to vendors is vague and fails to communicate the critical requirements vendors need to propose accurate solutions.

Vendors have little choice except to make many assumptions regarding what they think the project needs are and base their proposals on these, often times, false assumptions. Because the project requirements are so vague, almost any vendor solution appears to adequately address the need.

Solutions Cube Group’s one hour recorded Webinars address many relevant project issues. Join them for this presentation and learn how to build RFPs that spell out the complete needs of your project and improve the accuracy and completeness of your vendor responses.

In thisone hour recordedWebinar participants learn about:

• 3 Critical Success Factors of the RFP process
• The components of the RFP process lifecycle
• • The anatomy of a Request For Proposal document
• Characteristics of the successful RFP

EARN 1 PDU after viewing this webinar

Click to register for Why Don’t RFP Vendors Provide Solutions We Expect?

Live Webinar January 23rd, 2013 11:00 am – 12:00 pm EST
Duration: 1 hour Credits: 1 PDU Category B – Free PDU
Presented By: PROJECTinsight (Metafuse Inc)
In Cooperation With: Core Performance Concepts (Rep #1399)

Note: Please record this as a Category B Presentation – You will receive a Category B certificate from PROJECTInsight

Waiting until the project is delivered to the customer is not the time to confirm, or not confirm, that objectives of the project are met.

Project managers and business analysts must understand how to analyze the various risks of the project objectives and develop ways to intermittently validate the attainment of those objectives. Learn the roles and responsibilities of the project manager, business analyst and quality assurance teams in successful project delivery.

Objectives:

• Define what Validation means as it relates to project delivery
• Define team roles and responsibilities as it relates to validation
• Identify the types of validation necessary for your project
• Develop action plans to validate key components of the project

Who should attend:

• Project managers, Portfolio managers,
• Project team members, Project Leads,
• Project sponsors & function/business unit managers,
• Subject Matter Experts, Business Analysts, Scheduling Specialists and ….
• Other business stakeholders.

Click to register for Validating Requirements