Events

  • Mon
    04
    May
    2015
    Fri
    08
    May
    2015
    9am - 5pmAtlanta, GA

    ccc_logo_small

    The program features a highly interactive format. Participants are asked to come prepared to work on two of their most challenging personnel situations. Many leave feeling that they’ve more than paid for their trip with the new insight they’ve gained on how to best handle a toxic performance problem. Confidence escalates by the day as participants successfully navigate through difficult role plays, aiding each other in applying advanced coaching techniques.

    You will find participants are often surprised by the additional personal take home value they obtain in going through the program. It’s a very powerful learning experience for all involved. Our goal is to help participants feel what it’s like to both give and receive excellent coaching.

    What can I expect as a participant?

     IMG_6924LARGE     IMG_7068LAREG

    Send two and SAVE!  Receive a 40% discount for each subsequent program participant from the same company.

  • Mon
    11
    May
    2015
    1:00 pmOnline

    Register Here

     

    This 90-minute webinar will help you identify the flaws in your performance appraisal system and provide practical guidance and tips on how you can rectify it to meet HR and legal compliance requirements.

    Why Should You Attend:

    While widely performed, at least in part, to provide organizations with legal protection, performance evaluations are actually typically used in court against the company they are meant to defend.

    This thought-provoking webinar reveals the fatal flaw in one of HR’s most compliance-driven processes, the performance appraisal system. This session will explain where the system breaks down, and what to do instead to meet HR and legal compliance requirements while setting the stage for a revolutionary performance management system that works!

    This webinar will further explore the well-intentioned but misguided compliance-based reasoning for mandating the use of performance reviews. It will also clearly describe the basic building blocks you will need to develop & maintain a performance management systems that complies with HR and legal needs while yielding far more effective results in the area of employee behavior modification, motivation and career development.

    Learning Objectives:

    Attendees will gain

    • Clarity as to why almost every organization is doing something everyone hates.
    • Insight into what to do instead.
    • Knowledge of how to evaluate the effectiveness of any evaluation system.

    Areas Covered in the Seminar:

    • Brief background of Performance Management Compliance.
    • Two reasons labor attorneys believe performance appraisals are flawed.
    • The danger of performance labels, grades, scores, ratings and rankings.
    • Case studies: Delta, Coca-Cola, Walmart, GE & Microsoft.
    • The critical difference between discriminant intent and discriminant impact.
    • Developing employees vs. documenting the file.
    • A more effective way to minimize legal risk and improve productivity.
    • Training managers to coach rather than evaluate.
    • Elevating HR professionals from “policy police” to “coaching consultants”.

    Who Will Benefit:

    • Human Resource Managers
    • Human Resource Executives
    • Vice Presidents of Administration
    • CEOs
    • COOs
    • Chief People Officers
    • Organizational Development Managers
    • Senior Operations Managers
    • Directors of Learning and Development
    • Risk Management Specialists
    • Attorneys and Legal Staff
    • Human Resource Consultants
  • Tue
    12
    May
    2015
    2:00 pmWebinar

    Register Here

     

    COURSE DESCRIPTION: Talking about salary can be tricky for any supervisor.  Pay conversations almost always involve emotions. Why? Most employees equate their self-worth with their compensation. And nothing is more likely to destroy morale, sap productivity and erode retention rates than disagreements over pay. Even worse news: It’s your best people, not your average employees, who become most disillusioned if pay expectations and pay reality are out of whack.

    So what do you do? Pay people more? Not an option. Come up with a breakthrough compensation scheme that solves all your problems? Won’t happen. Every pay scheme that looks great on paper reveals its gnarly contradictions once put into practice.
    If there is a magic bullet, it has nothing to do with your company-wide compensation program. It has to do with the way the company, and especially individual managers, talk to employees about pay. Fact is, most managers have never been trained to discuss compensation. They dread salary reviews because A) they fear the employee expects way more than he’s going to get; B) they have no conceptual framework for discussing salary; and C) they simply don’t know what to say.
    B21 asked one of its top-rated speakers, performance management expert Gary Markle, to arm HR executives and managers with powerful new tools for conducting even the most emotional pay discussions with employees. Participants will learn how to handle tough questions such as:
    • I got a 10% raise last year but only 5% this year, even though I did just as well. How come?
    • I know I’m not management material, but does that mean I’m stuck with cost-of-living salary increases forever?
    • I’m a 25-year-old engineer and I do the exact same thing as a colleague who’s 50; how come she makes more?
    • Why did I only get 80% of my bonus instead of the whole thing?
    • Why does that guy who reports to me make more than I do?
    • Everybody knows what everybody else makes around here. How come I didn’t get as big a raise as the guy in the cubicle next to me?
    • Am I ever going to make as much in this job as my brother makes in his?
    • I didn’t get my bonus because there was no way I could influence results; Why did you set it up that way?
    • This team bonus idea is unfair. I did great but all those slackers on my team caused me to lose out.
    • Last year we did great, so this year you increased the bonus criteria dramatically. It’s almost like we’re being punished for doing well. We’ll never hit these new goals.
    • I’m know I’m working offsite three days a week this year, but why did you decrease my salary? I do the same amount of work.
    HRCI Approved HRCI CERTIFICATION: This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage.
  • Mon
    08
    Jun
    2015
    Fri
    26
    Jun
    2015
    VariedVirtual - Webex


    Throughout the month of June, the Energage Team will be offering Virtual Coaches Workshops lead by Coach Dan. The series consists of 4 - 1 hour modules. They can be taken as a "Fast Track" over the course of one week, or ala carte over the course of the month. The available dates and times are as follows:Training Schedule

    This webinar series is a perfect option for those of you who are already using Catalytic Coaching and have new coaches to train, have coaches that need a refresher.

  • Mon
    15
    Jun
    2015
    1:00 pmOnline

    Register Now

     

    This HR compliance training explains the best practices to adopt in order to effectively communicate compensation related issues to employees. You will also learn creating a base pay system that is sensible and fair.

     

    Why Should You Attend:

     

    Organizations of all shapes and sizes struggle with the topic of how to communicate raises in a manner that does not lead to discouragement and discontent. This thought-provoking webinar explains why any attempt to "pay for performance" with base salaries is doomed to failure and what to do instead. This presentation will demonstrate why and how to disconnect the conversation about performance from the discussion regarding raises in pay.

     

    Attendees will also gain insight on how to handle tough questions such as:

    I got a 10% raise last year but only 5% this year, even though I did just as well. How come?

    If I’m not interested in becoming a manager does that mean I’m stuck with cost-of-living salary increases forever?

    I’m a 25-year-old engineer and I do the exact same thing as a colleague who’s 50; how come she makes more?

    I just concluded my very best year and my boss admitted as much. How could he possibly give me a 2% raise?

     

    This webinar will describe what the instructor calls "The Big Lie – Pay for Performance." It will also show how a misguided attempt to directly tie performance to base pay is at the root or our problem. It will teach you how to have short, honest, straight-forward conversations about pay using four real world drivers that determine raise amounts, regardless of who you are or what you do.

     

    Learning Objectives:

     

    How to remove emotion from salary discussions by helping employees see the objective truth about pay

    Guidelines for answering ten tough questions employees might ask about salary.

    Clarity as to why almost every organization is doing something everyone hates.

    Insight into the four key components that already determine base pay adjustments.

    A foolproof script for communicating increases in a way that does not disappoint.

    What is involved in managing expectations about "salary reality" – which can have a tremendous positive impact on morale, productivity and retention.

    Using "Compa-Ratio" to establish salary levels that work for both the organization and the employee.

    How to dispel the myth that work performance predicts a big raise.

     

    Who will Benefit:

    • Human Resource Managers  • Human Resource Executives  • Vice Presidents of Administration  • CEOs  • COOs  • CFOs  • Chief People Officers  • Organizational Development Managers  • Senior Operations Managers  • Directors of Learning and Development  • Risk Management Specialists  • Business

  • Mon
    21
    Sep
    2015
    Fri
    25
    Sep
    2015
    9am - 5pmAtlanta, GA

    ccc_logo_small

    The program features a highly interactive format. Participants are asked to come prepared to work on two of their most challenging personnel situations. Many leave feeling that they’ve more than paid for their trip with the new insight they’ve gained on how to best handle a toxic performance problem. Confidence escalates by the day as participants successfully navigate through difficult role plays, aiding each other in applying advanced coaching techniques.

    You will find participants are often surprised by the additional personal take home value they obtain in going through the program. It’s a very powerful learning experience for all involved. Our goal is to help participants feel what it’s like to both give and receive excellent coaching.

    Download the Course Flyer Here!

    What can I expect as a participant?

     IMG_6924LARGE     IMG_7068LAREG

    Send two and SAVE!  Receive a 40% discount for each subsequent program participant from the same company.

  • Thu
    22
    Oct
    2015
    2:00 pmOnline

    Register Now!

    Most employees hate performance evaluations. Most managers dread giving them. Yet more than 70 million U.S. workers receive them each year. Why? Advocates of performance reviews say they raise productivity, differentiate salaries and protect against lawsuits. But it’s not true. Studies show only 5% of HR professionals are “very satisfied” with their performance management systems.
    To help you cope with this challenge we’ve teamed up with Gary Markle, one of the nation’s most outspoken experts on performance management systems. Gary will present a 2-step approach that will help you understand exactly why your current process isn’t working and give you a plan for building a new, robust system that will yield REAL results:
        Part 1: Understand why standard evaluations cost your company time and money while turning     employees off and exposing your company to lawsuits
        Part 2: Build a new system based on ten key components of effective performance management
    At the end of this 90-minute webinar, participants will:
    • No longer dread the thought of having to conduct performance evaluations
    • Know how to use feedback to motivate employees instead of turning them off
    • Be proficient at documenting performance in ways that dramatically reduce your company’s exposure to legal judgments
    • Understand the importance of de-linking performance appraisal and pay
    • Spend less time on evaluations while achieving the behavioral changes they want from employees
    • Be able to build a process that no longer continually understates employee problems
    • Reward real teambuilding rather than gamesmanship
  • Mon
    09
    Nov
    2015
    1:00 pmOnline

    Register Here

     

    This HR compliance training explains the best practices to adopt in order to effectively communicate compensation related issues to employees. You will also learn creating a base pay system that is sensible and fair.

     

    Why Should You Attend:

     

    Organizations of all shapes and sizes struggle with the topic of how to communicate raises in a manner that does not lead to discouragement and discontent. This thought-provoking webinar explains why any attempt to "pay for performance" with base salaries is doomed to failure and what to do instead. This presentation will demonstrate why and how to disconnect the conversation about performance from the discussion regarding raises in pay.

     

    Attendees will also gain insight on how to handle tough questions such as:

    I got a 10% raise last year but only 5% this year, even though I did just as well. How come?

    If I’m not interested in becoming a manager does that mean I’m stuck with cost-of-living salary increases forever?

    I’m a 25-year-old engineer and I do the exact same thing as a colleague who’s 50; how come she makes more?

    I just concluded my very best year and my boss admitted as much. How could he possibly give me a 2% raise?

     

    This webinar will describe what the instructor calls "The Big Lie – Pay for Performance." It will also show how a misguided attempt to directly tie performance to base pay is at the root or our problem. It will teach you how to have short, honest, straight-forward conversations about pay using four real world drivers that determine raise amounts, regardless of who you are or what you do.

     

    Learning Objectives:

     

    How to remove emotion from salary discussions by helping employees see the objective truth about pay

    Guidelines for answering ten tough questions employees might ask about salary.

    Clarity as to why almost every organization is doing something everyone hates.

    Insight into the four key components that already determine base pay adjustments.

    A foolproof script for communicating increases in a way that does not disappoint.

    What is involved in managing expectations about "salary reality" – which can have a tremendous positive impact on morale, productivity and retention.

    Using "Compa-Ratio" to establish salary levels that work for both the organization and the employee.

    How to dispel the myth that work performance predicts a big raise.

     

    Who will Benefit:

    • Human Resource Managers  • Human Resource Executives  • Vice Presidents of Administration  • CEOs  • COOs  • CFOs  • Chief People Officers  • Organizational Development Managers  • Senior Operations Managers  • Directors of Learning and Development  • Risk Management Specialists  • Business

  • Tue
    15
    Dec
    2015
    3:00 pmOnline

    Join Us For our FREE Webinar "Giving the Gift of Coaching" December 15th at 3PM EST!

    RSVP now for our special employee engagement event where you'll learn about "Giving the Gift of Coaching" this holiday season to your organization and how to make it last all year long. This webinar will be given by the Head Coach, Energage Founder and CEO, Gary Markle.

     

    Register Here!