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HRCI credits are only awarded for attendees of the live webinar who attend for at least 90% of the webinar duration. HRCI credits will not be awarded for watching recordings of past webinars.
Which Leader Habit is Your Team Missing?
Are you wondering how to address your team’s dysfunction problems? You’re not alone - fewer than 10% of senior executive teams agree about who is on the team and 75% of cross-functional teams are dysfunctional (Tabrizi, 2015; Wageman, Nunes, Burruss, & Hackman, 2008)! Developing research-based Leader Habits for competencies like Build Team Spirit and others can fix team dysfunctions. We will discuss how to pinpoint which of Lencioni’s (2002) Five Team Dysfunctions are affecting your team and how to address the problem by developing Leader Habits. Learn how to create Leader Habits and which ones your teams need to get on track before they tear themselves apart. In this 45-minute webinar (+15 min for Q&A), we will discuss team Dysfunctions: Symptoms and Diagnosis, the Common Cure: Prescribing Leader Habits, how to Instill Leader Habits in Teams.
Coaching Leadership Habits
Are you wondering how to make a difference in your coachee? Does your coachee have the skills but still isn’t finding the results they need to produce? The difference between developing leadership skills and developing leadership habits is the key. Combining evidence from traditional leadership development and behavioral habit formation research provides some key tips to help your coachee see the results they’re working to acheive. Implementing a leadership habit development program with a focus on key insight, motivation, capabilities, real-world practice, and accountability can flip that switch for you (Hicks and Peterson, 2002). Today we’ll discuss how the habit formation literature can develop leadership skills and put them to use. In this 45-minute webinar (+15 min for Q&A), we will discuss coaching Through The Development Pipeline, how to Develop Leadership Habits, coaching Leaders to Develop Leader Habits.
Can you really develop leadership competencies in 5 min a day? I don’t believe it!
Why spend 12 months in a leadership development program when you can develop leadership competencies in just 5 minutes a day?! It may sound too simplistic – how can you possibly develop complex skills such as leadership competencies in such a short time? However, research suggests it really is that simple. Leadership competencies, like any complex skill, can be broken down into micro-actions that build the larger competency. With daily repetition of these micro-actions using the habit-building formula, a large competency such as Influence Others, Set Strategic Priorities, or Formulate Concrete Vision can be developed with minimal time each day. In this 45-minute webinar (+15 min for Q&A), we will discuss combining micro-actions to develop leadership skills, creating a cascade of skill development, how to know when your skill has become a habit.
How to Turn Development into a Continuous Process
All too often, leadership development is a “once-and-done” activity – attend the training or workshop, check the box, and get back to your job. Sound familiar? Despite being a widely popular approach, it is not an approach that delivers results. Research suggests only 1 out of 4 senior managers (25%) report training and development as critical for business success! Clearly, the once-and-done approach does not make the impact we hope for. Rather than the last step being “get back to your job,” development should always happen on-the-job and should always be a continuous process of growth. With surprisingly simple tactics, leaders and organizations can turn development into a continuous process with as little as 5 minutes a day. In this 45-minute webinar (+15 min for Q&A), we will discuss current state of leadership development practices, why current practices are not effective and how to fix it, the 5-minute a day formula to build leader habits.
How to Maximize Motivation for Leadership Development
It is no secret that change is hard but necessary for leaders to survive and thrive in our VUCA world. The necessity of this is widely known given organizations across the world invest upwards of $355 billion in training and development in the hopes that change can and will happen. However, the reality is that behavior change requires a lot more than hoping it will happen. Lasting and meaningful behavior change requires, at minimum, the learner is motivated to change. Without motivation, change will never happen. Fortunately, there exists a plethora of research to help organizations be more strategic about creating motivation for change, selecting individuals capable of change, and helping individuals achieve meaningful change. In this 45-minute webinar (+15 min for Q&A), we will discuss, who you should, and should not, invite to training and development programs, how to be strategic about creating motivation to learn, ways to structure training and development to maximize motivation.
How to Turn Anybody into an Effective Leader in Just 5 Minutes per Day
According to research by the Brandon Hall Group, 85% of companies report they plan to devote more time to leadership development in 2017. At first glance, this may seem like an effective strategy given only 19% of the companies surveyed reported their leadership development programs drive business performance. However, a big assumption in this optimistic outlook is that devoting more time will result in more effective leadership development programs, thereby delivering greater business value. The old adage “work smarter, not harder” applies here. That is, the secret to developing effective leaders doesn’t always involve a greater time investment. Rather, the secret lies in understanding how to develop leadership habits. In this 45-minute webinar (+15 min for Q&A), we will discuss current state of leadership development practices, why current practices are not effective and how to fix it, the habit building formula for leadership development.
Why you need a map before giving assessment feedback
Research suggests approximately 63% of companies use assessments for developmental purposes, up from 43% in 2010. Yet, in 2016, only 8% of companies report their performance management process is highly effective in driving business value. All too often, developmental assessments are a once and done activity. However, to truly drive business value and facilitate effective development, the assessment and development conversation must be continuous and ongoing. Though commonly overlooked, the first step towards enhancing the business value of developmental assessments involves providing leaders a clear, accurate, and detailed map. In this 45-minute webinar (+15 min for Q&A), we will discuss best practices for sharing assessments results, the difference between debriefing and coaching and when to do one vs. the other, actionable tips for building a development map.
What NOT to do to flourish as a strategic HR business partner
“HR needs to be more strategic!” We have heard this call for change for many years, yet research suggests that in general, not much has changed in the past 15 years. The problem and resulting solution is twofold – becoming a more strategic HR business partner requires developing strategic skills, while at the same time letting go of non-strategic behaviors and practices. Indeed, common practices deeply rooted in the HR field, such as performance appraisals, may actually be holding you back from moving HR to a more strategic level. In this 45-minute webinar (+15 min for Q&A), we will discuss ways to determine how strategic your HR function currently is, how to identify and replace non-strategic HR practices, actionable tips for building strategic thinking habits.
Don't be fooled! Prevent biases from wreaking havoc on your talent decisions
Struggling to make effective and accurate talent management decisions? It is very possible that you are your own worst enemy when it comes to decision-making. Decades of research supports two notions: 1) biases are very common in corporate decision-making and 2) these biases are often the culprit behind poor talent management decisions. Who falls prey to these biases? We all do, whether consciously or unconsciously! Rather, the important questions to explore are “What biases impact your decisions and how can you avoid these?” In this 45-minute webinar (+15 min for Q&A), we will discuss common biases in talent management including cognitive and social biases, where biases come from and how to identify biases impacting your decisions, how to avoid biased decision-making in talent management.
Leaders Aren’t Born! But Are They Trained or Developed?
Managers not meeting objectives? Successors not ready for key positions? “Well… send them to training” is the go-to solution for most organizations. However, there are big differences between training and development. Especially when you consider that only 30% of trained material actually transfers to the job (Blume et al., 2010). Some things, like leadership skills, just can’t be trained. They must be developed through direct experiential and continuous activities. In this 30-minute webinar (+15 min for Q&A), we will discuss common leadership development interventions, their advantages and disadvantages, how to select the best intervention to meet your needs, the return on investment of the various leadership development interventions.
Day-In-The-Life Assessments Are Booming: Is Your Organization Ready?
Most organizations are looking for a hot new way to assess their leaders, and traditional assessment centers were leaving a lot to be desired: they seemed outdated, too removed from real life, and difficult to implement on a large scale. But in the last few years, day-in-the-life assessments have gone the opposite way - rather than fading into obscurity, they are more popular than ever. Across the world, in every industry, organizations are using day-in-the-life assessments to develop and evaluate their leaders. Is your organization ready to start implementing them? In this 30-minute webinar (+15 min for Q&A), we will discuss: what day-in-the-life assessments are and how they differ from other assessments, factors to consider when implementing day-in-the-life assessments in organizations, ROI of day-in-the-life assessments in leadership development and succession planning.
Leadership Assessments: Get The Most Bang For Your Buck.
DiSC, Myers-Briggs, Hogan, 360, day-in-the-life simulations… With all these different leadership assessments and catchy names, it’s easy to get lost in the woods. How can you know which is really the best solution for your program? When should you use them? And what will you get for your money? In this 30-minute webinar (+15 min for Q&A), we will discuss: common leadership assessments, their advantages and disadvantages, how to select the best assessment to meet your needs, the return on investment of the various assessment methods.
Considering Leadership Development Apps? Know What Works.
Leadership development apps are springing up like mushrooms after the rain. Some promise to replace the dying-off legacy performance management systems, while others guarantee easy implementation and quick results. But how do you shift through the plethora of options to find that one that will realize the highest ROI for your company and turn your training department into heroes? In this 30-minute webinar (+15 min for Q&A), we will discuss research findings that support or negate effectiveness of leadership development apps, how to select an app that will best fit your organization and employees, most popular apps available on the market today.
How to Get Started with Succession Planning
If unfortunate circumstances arose tomorrow, who would step-in to replace the CEO? How about the Chief Financial Officer? Or, what about a Regional Manager? As few as 29% of organizations have a succession plan in place (Cappeilli, 2011), which makes it very difficult to adapt quickly and effectively in urgent situations. Even regarding planned workforce transitions, companies should anticipate between 30-50% of their employees retiring in the next couple years (The Conference Board Inc., 2012). Succession management is risky when there is a plan in place, but when organizations fail to have any kind of plan or neglect managing pipelines of talent, they open themselves to even greater risk.
In this 30-minute webinar (+15 min for Q&A), we will discuss common succession risks and how to mitigate them, which positions you need a succession plan for, how to identify successors for critical positions.
How to Assess and Develop Millennial Leaders
In four years, 50% of employees will be Millennials (PwC) and 91% of them aspire to be leaders (The Millennial Leadership Study). How are you assessing and developing them? With the growing leadership shortage, companies need to rapidly promote Millennials and let them lead sooner (Bersin by Deloitte). Traditional training and development programs simply don’t work - Millennials look for technology-rich, modern, and engaging experiences. In this 30-minute webinar (+15 min for Q&A), we will discuss how to engage Millennials with live virtual simulations, how to assess Millennials’ readiness to lead, how to efficiently develop Millennial leaders with on-the-job activities.
How to Make Better Promotion Decisions
Commonly cited stats estimate that about 60% of new managers fail within the first year (Ashkenas, 2015). With these odds, you could just scratch performance management in your organization and instead simply flip a coin: heads – she gets a promotion, tails – she doesn’t get a promotion. Yes, you’d achieve higher success rate (50%) with a coin flip, plus you’d save all the time spent in talent review meetings. But you can improve the quality of promotion decisions in your company through assessments that measure employees’ readiness to step into leadership positions.
In this 30-minute webinar (+15 min for Q&A), we will discuss the most common mistake organizations make during promotion decisions, how to accurately assess whether an employee is ready for a promotion how to keep “ready now” employees engaged while they wait for a promotion.
Building Stronger Succession Plans Tied to Business Strategy
In many organizations, succession planning is an overcomplicated and convoluted process that results in 50% failure rates of newly promoted managers (James, 2015). Although many software applications offer succession planning modules, these are inherently flawed and result in wrong decisions because they rely on managers’ ratings. Most importantly, most organizations fail to accurately assess readiness of successors and so end up wasting development dollars on people who will never be ready to execute the organizations’ strategic goals. In this 30-minute webinar (+15 min for Q&A), we will discuss why organizations often misidentify successors four-step succession planning process tied to strategy how to measure readiness and build talent pools.
How to Identify and Develop High Potentials Who Can Drive Your Business Strategy
Today’s high potential programs are not worth it! One out of three high potentials are rated as having a high risk of career derailment (Association for Talent Development, 2010) and as many as 55% drop out of high potential programs (Burke, 2014). As a result, most high potential programs fail. They fail because the programs are not aligned to the business strategy and participants are selected in a non-scientific, haphazard, and often political fashion. At the end of the day, most organizations end up wasting an average of $7,116 on a single high potential employee without any return on their investment. In this 30-minute webinar (+15 min for Q&A), we will discuss how to identify high potentials who are worth investing in, how to align high potential programs with the business strategy, how to efficiently develop high potentials with.
Are You about to Lose Your Top Performer?
It is not 2011 anymore and employees have choices about where they work. We have slowly but surely climbed out of the recession and employees have ever increasing freedom and flexibility to move around to different jobs, organizations, and industries. What hasn’t changed is the dreadful cost of employee turnover. As the ball seems to be in the employee court, how can you retain your top talent? In this 30-minute webinar (+15 min for Q&A), we will discuss the first signs that your top performers are about to leave (before they make up their mind), recent trends and best practices in employee retention, how to tailor retention strategies to fit top performers’ unique needs.
How to Hire Better Salespeople?
Technology has forever altered the B2B landscape. Buyers utilize online resources to learn about products and services and the majority prefer to complete their orders online (Naurus, 2015). However, technology does not mean impending “death of the B2B salesman”, but reimagining their roles. With the odds being 50-50 that your new sales hire won’t work out (Brooks, 2015), having a solid selection system in place is absolutely critical.
In this 30-minute webinar (+15 min for Q&A), we will discuss top tell-tale signs that candidates will be top-performing sales people, most effective assessment methodologies, how to know in the first 6 months whether the salesperson is going to work out or not.