The flights and rooms are booked and we’re ready to go! On September 26th, HR Blueprints will be providing a full day seminar at the 4 Points Sheraton Soho in Manhattan.
We are looking forward to sharing cutting edge HR strategies with organizations and HR professionals to our neighbours across the border.
Join us for all or any of the following education sessions designed to help you make your workplace more productive and your workforce more engaged! Book 2 or more sessions and save!!! REGISTER
0730 to 0930 – Boomers and Xers and Y’s, Oh My! (breakfast included)
There are currently four distinct generations in the workplace, each with a unique style and different needs and values. This can create misunderstandings, conflict and strife in organizations. Learn how your organization can forge a strong and cohesive team across the generations. Learn how generational diversity can be leveraged to create a more engaged workplace. Learn about policies and practices that will attract younger generations as well as benefit and recognize more seasoned employees.
1000 to 1200 – Leveraging Flexible Work Arrangements to Drive Productivity (lunch included)
Employees are demanding work-life balance. Employers want to do more with less. But are these two concepts really in opposition to one another?
Learn about solutions that create more value for organizations, customers and employees. Learn the underlying research, how these concepts can be applied in any organization, and how to positively impact the bottom line by being more flexible.
1200 to 1300 – Lunch (attendees from the 1030 or 1330 session invited to join us)
1300 to 1500 – Bias Free Selection – Screen For Talent (lunch included)
We may miss the best candidate simply because of our pre-conceived notions. In a business culture that is increasingly becoming diverse and vibrant, it becomes apparent that we cannot afford to turn down a world-class candidate because of their name, color or ethnicity. It’s time we consciously try to set our differences and perceptions apart to hire the best talent to our organizations. Learn how to screen for talent to select the very best person for your workplace without bias.
1530 to 1730 – Behavioural Based Interviewing (snacks and refreshments included)
Is your organization struggling to find the right fit for your vacant roles? Do you use your ‘gut’ when hiring only to be disappointed by the results? Are you tired of paying the enormous cost associated with bad hires? Learn the scientific foundation of this technique and how to leverage it in your organization. Learn how to involve this technique into your existing selection processes to save time and money.
- Create and Maintain a Supportive Atmosphere
Try to see things from the employees’ perspective. You must both take the time to listen attentively to what each other has to say, and find out what it is the other person needs.
- Be Confident
State the problem as you understand it. Voice your needs clearly while still remaining open to what others have to say and what their needs may be.
- Listen Actively
Focus on what the other person has to say. Make sure your body language is open and receptive. Know when to be silent, let the other person finish completely. Try not to focus on your arguments while the other person is speaking. To clarify what he or she is saying, try summarizing or paraphrasing. This way you’ll ensure a better understanding of his or her point of view.
- Probe for More Information
Ask questions to drill down deeper into what the other person is saying. Ask for clarification in a way that will foster open dialogue. Discuss your differences openly. This way you may reveal an underlying issue or the true source of the problem.
- Look for Non-verbal Clues
The other person is speaking to you non-verbally as well as verbally. Be aware of his or her gestures, tone of voice, nervous habits, etc. Work on fine-tuning your ability to read non-verbal clues; as a manager, you may have to pick up on the subtle signs and respond to them.
- Seek Common Ground
When confronted with two opposing views, inquire about the underlying values and if appropriate, integrate the two conflicting positions rather than demand one of the parties to change his or her view.
- There’s More to Listening Than Hearing (briansmithpld.com)
- Non-Verbal ‘Verbage’ (narrativememorytherapy.com)
- 6 Exercises To Strengthen Compassionate Leadership (fastcompany.com)
- Peace Tools (kenyaman.org)