Live Webinar October 31st, 2013 – 2:00 pm to 3:00 pm EDT
Presented by the Corporate Education Group (REP 1011)
Duration: 1 Hour Credits: 1 Category A PDU – Free PDU

• It’s no secret that difficult employees can negatively impact other team members, productivity and projects.
• It’s also no secret that many managers struggle to deal with the problem effectively. Often, the difficult person is ignored in hopes that the situation will somehow resolve itself.

The problem never goes away on its own, of course. Successful managers address these kinds of situations before they become a distraction … or worse, a full-blown crisis.

They recognize the symptoms of difficult behavior, seek to understand the motives and attitudes of the employee, and work with the person to clarify expectations and move toward a resolution.

When the situation is addressed properly, a difficult employee can be transformed into a positive influence.

This webinar will help you:

• Go beyond your initial judgment and understand why someone is being “difficult”
• Gain a clear perspective of the problem
• Use a non-confrontational and problem-solving approach to the situation
• Work with the employee to resolve the issue.

As the saying goes,
“What do you do with a bowl full of lemons? Make lemonade!”

About the Presenter: Casey Mitchell, (LinkedIn profile) is Founder and Principal of Waybridge Associates, Inc. Casey’s primary focus is on management learning and development and working with new managers who want to make a successful transition into move into leadership roles. Prior to founding Waybridge Associates, Casey was human resource development manager at Marshalls Department Stores.

Click to register for Make Lemonade out of Lemons: Dealing with Difficult Employees

Live Webinar – October 31st, 2013 9:00 am – 10:00 am EDT
Live Webinar – October 31st, 2013 1:00 PM – 2:00 PM GMT
Duration: 1 hour webinar Credits: 1 PDU Category B – Free PDU
Sponsored by: APMG International

Agile methods and frameworks are increasing in popularity as organizations and individuals seek increased flexibility when managing change initiatives.

Agile approached are often seen as rivals to waterfall methods including PRINCE2, when in reality they complement each other.

This webinar will show how the speed of delivery from Agile and the quality of project definition from PRINCE2 satisfies those seeking excellence and flexibility in project deliver, whilst maintaining strong project governance.

The session will:

1. Define what agile working means and how this has been captured in the APMG Agile Project Management qualification scheme
2. Use the PRINCE2 process model to explain how agile project management can govern development, with PRINCE2 governing the overall project.

PDU Category B (PMBOK 5) documentation details:

Process Groups: Planning
Knowledge Areas: 4 – Integration

• 4.1 Develop Project Charter
• 4.2 Develop Project Management Plan
• 4.3 Direct and Manage Project Work
• 4.4 Monitor and Control Project Work

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 Integrating Agile into PRINCE2

Live Webinar – November 1st 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

Who wants to read through pages and pages of
Dense requirements specifications?

No one, of course.

Systems are complicated and often require extensive specification.

In this webinar, we will discuss tips and tricks for packaging and presenting requirements in a more humane fashion to satisfy the needs of all our stakeholders.

You will find that by decomposing the needs and providing incremental views of the requirements your project’s success can be escalated and the number of missed requirements is reduced.

Presenter: Billie Johnson, CBAP, (LinkedIn profile) has 20+ years of experience in the field of business analysis spanning financial, manufacturing, consulting, education, and government industries. As an early adopter of the IIBA® and CBAP® certification, she received her CBAP® certification in May 2007.

PDU Category C documentation details:

Process Groups: Initiating, Planning

Knowledge Areas: 4 – Integration 5 – Scope

• 4.2 Develop Project Management Plan
• 5.1 Collect Requirements
• 5.2 Define Scope
• 10.2 Manage 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 Packaging and Presenting Requirements: Setting the Stage for Success

Live Webinar October 30th, 2013 – 2:00 pm to 3:00 pm EDT
Presented by: Human Capital Institute
Webinar Duration: 1 Hour Credits: 1 Category C PDU – Free PDU

Do You Allow Your Employees Autonomy?

Employees need direction to:

1. Help them understand their role,
2. Accomplish objectives,
3. and Set goals for the future

Too much direction can be just as detrimental as too little and organizations risk losing key talent as a result.

Smart leaders recognize that there must be a balance between managerial control and Talent Autonomy — an employee’s ability to influence their own career path and pursue their own interests within the business.

Groundbreaking research conducted in a partnership with HCI and Risesmart looked at this very topic, and found that employees who are encouraged and supported in their efforts to find their own destiny in organizations are likely to experience:

• Higher levels of engagement, increased opportunities to assume a variety of roles across the organization effectively,
• The ability to develop their own skill sets.
• Most importantly, Employees who are given talent autonomy are more inclined to remain with their current organization,
  • helping strengthen leadership pipelines and
  • helping strengthen succession planning pools.

Attendees of this webcast will learn:

1. How Talent Autonomy is defined and practiced in organizations today
2. Innovative ways to support employee empowerment in your own business
3. How to determine what the primary challenges facing Talent Autonomy are, and how to best address them

Presenters:

Karen Stevens (LinkedIn profile) is responsible for the long term vision and driving continuous development in all of RiseSmart’s practice areas including career transition, career management and human capital management. Karen heads up the RiseSmart team that created RiseSmart’s acclaimed career transition methodology.

Aubrey K. Wiete (LinkedIn profile) MA is a Senior Research Analyst at the HCI in Org Development & Leadership Practice. Aubrey has researched the prevalence of talent mobility, temployee engagement. the need for cross-generational coaching and mentoring, as well as the imperative of career development plans fostering employee engagement. Aubrey’s areas of expertise include effective team-building and performance, and building creative and sustainable employee cultures.

PDU Category C (PMBOK 5) documentation details

Process Groups: Executing

Knowledge Areas: 9 – Human Resources

• 9.1 Plan Human Resource Management
• 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 Talent Autonomy: Building an Empowered Workforce