There’s no doubt that organizational changes can lead to challenges, frustrations and decreased productivity. At the same time, each change an organization faces provides an opportunity for growing its people, structures, and systems. When organizations guide their people through the process of change with understanding, clear communication and a willingness to handle the unexpected, the results can be extremely positive.
- Learn the difference between change and transition
- Understand the five stages of organizational change
- Discover tools, strategies and tips for capitalizing on organizational change
"What does digital inclusion mean for people in a community? All people, businesses, and institutions will have access to digital content and technologies that enable them to create and support health, prosperous, and cohesive 21st century communities." (Building Digital Communities: Getting Started)
Building a digitally inclusive community requires buy-in and engagement from all sectors, with libraries playing a lead role alongside government, schools, businesses, and individuals. Using the principles and steps in Building Digital Communities: A Framework for Action, Dodge City, Kansas is engaging stakeholders, aligning interests, setting community-wide goals and developing demonstration projects. Join us for a conversation with the Dodge City leadership team discussing why they have prioritized a community-wide initiative, the challenges of working with multiple sectors (with diverging goals!), what they expect from the project and what they recommend to others considering a similar path.
Suggested practices in this webinar will significantly improve your bottom line as you gain better results for your cause, increases loyalty from staff and board, and deepens the level of appreciation from those who support your mission.
- How to fulfill your promise to your constituents;
- How to take better care of existing donors;
- Become more responsible and accountable than ever before;
- Improve upon the way you do what you always do;
- Customizing programs to age and gender groups;
- The critical elements of data collection and analysis in accountability;
- How to use all of the available solutions available to you to become a more accountable fundraiser.
If there weren’t people involved, my project would have been delivered on time and under budget!
Unfortunately, the reality is that people are involved in the execution of every project and not even the most sophisticated software or project template can change that fundamental truth. Communication, interpersonal skills, and an understanding of team dynamics are a project manager’s greatest asset for driving optimal project performance, and the MBTI tool can fast forward that competence exponentially.
This webcast will present an overview of personality type and how the different types can be leveraged to form a team that harnesses the best of all of them.
What You Will Learn
- How Project managers can use personality type to drive project team performance
- The four MBTI(R) dichotomies and how they relate to project management
- How knowledge of the MBTI assessment can help you realize outstanding project results when you have no formal authority
- Personality type and its role in managing multi-cultural project teams
The increasing velocity of business places urgency on creating and sustaining workforce capability. Workflows and the need to learn are converging. Profits are hard-wired to performance and the margin for error depends upon on flawless execution in the work context. Continuous work demands and mission-critical needs for our workforce to learn should not force us to choose one or the other. Traditional training methods, delivery venues, and learning management systems are not agile enough to address this convergence @ the point of work.
The learning environment is evolving. Design and delivery methods are being pushed to expand scope and head downstream into the post-training work context where this convergence manifests in workflows. Informal learning becomes critical, and is shrinking to meet the demands of just-enough-just-in-time-just-for-me. This expanded learning environment is loaded with interdependencies and is requiring us to treat it as a dynamic learning ecosystem. Deeper discovery that drives design, development and delivery decisions must be accomplished to address an edge-to-edge continuous learning environment.
Effectively implementing learning and performer support edge-to-edge exceeds the limits of classroom and on-line training venues. The ecosystem approach suggests there is a continuum of learning supported embedded within our solutions. This session examines a framework called the PDR Learning Continuum that serves as an overlay to the ecosystem concept and integrates learning and support @ the point of work.
In a rapidly changing world, every leader needs to understand how to effectively guide organizational change. Change may be necessary for many reasons, such as meeting new customer demands; implementing a strategic plan; upgrading technology systems; or coping with challenges. Leaders often wonder how to promote buy-in and engagement during what is sometimes a difficult process. This webinar for staff and board members will focus on: principles of change; understanding how people react to change; common mistakes and how to avoid them; working with resistance; and maintaining open communication. You will learn practical tips and be introduced to resources for further learning.
- Understanding why change is often more difficult than expected.
- A three-stage model of change and what to do at each stage.
- Constructive ways to respond to resistance to change.
- Useful tips, tools, and resources.
Hiring the right people is absolutely critical to the success of any organization. Your team dictates your ability to execute your organization’s mission.
Unfortunately, so many managers are using old hiring strategies that are not effective any longer. They ask the wrong interview questions and they make poor hiring decisions.
The result? An inadequate team, or a lot of bad turnover. The team suffers, the manager suffers, and no real work gets done.
In this webinar we will describe the 4 most common hiring mistakes and how to stop them immediately.
- Ways to pick the great “chefs.”
- Stop asking the wrong interview questions that give you nothing and will get you into trouble
- Critical capabilities of transformational leaders.
- Create a hiring blueprint that shows you EXACTLY what you are looking for
- Hire employees and contractors that are a great fit for the job and for you
With nearly two million nonprofit board seats open, good board members are hard to find. Yet, according to Taproot Foundation, most professionals want to be on boards.*
How do nonprofits attract the right professionals to their boards, the ones who want to do the job and who have the particular skills needed by the organization? Well, the simple answer is – just ask. The longer answer is you need a conduit to professionals who care. LinkedIn Board Connect now provides that conduit for nonprofits, at no cost.
Ensure your success with 7 tips from board governance and LinkedIn pros, Marc Halpert, Maria Semple and Geri Stengel.
*Taproot Foundation estimates 87% of human resources professionals and 92% of marketing professionals are interested in board service but far fewer actually serve on boards.
On LinkedIn, nonprofits must take seven steps to reach and recruit board members:
- Determining the skills and expertise you need on your board
- Look your best
- Build your network before you need it
- Experiment with search
- Be introduced or go direct
- Build relationships
- Orient nonprofit board members to ensure their success
How deeply should the CEO and board trustees of a nonprofit be involved in fundraising?
Apparently still a question for some! Yet transformational advancement is all about leaders…leaders…leaders!
Webinar participants are invited to dream big and be real about the keys to deliver transformational fundraising and communication. This program will enable participants to tell a story that stirs the emotions, connects communities and engages folks pre-disposed to give.
Why, when and how to plan and take an institution’s fundraising to higher levels of accomplishment is the focus of this session. To help grow philanthropy, participants are asked to present current questions and concerns and to share insights, ideas and creative ways to transform fundraising efforts, considering challenges to
• Share your story of value.
• Recruit and coach fundraising leaders.
• Build a generous board.
• Mine giving records.
• Sustain conversations and thanks to make “asks” happen.
The focus here is not good, better or best, but virtuosity in institutional advancement.
A 7-step process is outlined to help begin a transformational trajectory within 100-days that maximizes your institution’s potential for success.
- Ways to pick the great “chefs.”
- Push-backs to common advancement planning practices.
- Critical capabilities of transformational leaders.
- Glimpse of new information tools.
- Fundraising as discovery.
If you’ve ever watched a football game on television, you’ve seen the yellow line that appears on the screen, showing the placement of the next down. We can see it, but those on the field cannot. It’s invisible to the players. The same is true in many board and staff relationships. There is a yellow line that defines who does what, but it is invisible. This fast paced webinar will share some of the basic on both sides of the yellow line and suggest ways to make it less ‘invisible’ to the players in a nonprofit.
- Clarification of basic board and staff roles in governance, financial management, human resources, resource development and more.
- Suggestions for effective ways to define roles of board and staff.