Human Resource & Organizational Leadership - Minneapolis, MN
May 08, 2012 - May 10, 2012
Location:
Minneapolis Airport Marriott
2020 American Boulevard
Bloomington, MN 55425
Why Attend
Your people will define what your organization’s future looks like. They are both your most expensive and most valuable resource. It is critical that nonprofit and government agencies increase their capacity for leading and managing people. As the funding, legal, and service landscapes change, so must the competencies and approaches executives use for leading their people and organizations.
Wipfli’s nonprofit and government experts have been presenting the highest quality of training for more than 40 years. Participants declare Wipfli training is “empowering,” “outstanding,” “meaningful,” “invaluable,” and “relevant.” At this training, Debra S. Pagel and Seth M. Finestack will provide you with in-depth training relating to HR and organizational leadership and management and practical ways to apply the most current information to your agency and operations.
Training Seminar Outline
Day 1 Morning: Leading & Managing a Transformation Advance Preparation:
Our Iceberg is Melting by John Kotter
Level: Intermediate
Prerequisite: Background in Leadership and Management
Field of Study: Specialized Knowledge & Applications
Being proactive in responding to changing community needs and funding realities is the new definition of strategic leadership. In this foundational session, we will focus on the critical first steps in creating a culture of strategic “thinking and doing” in your organization. We will explore Wipfli’s framework and share examples for developing strategic goals and agency outcomes that can engage your community, leadership, and staff for the long term. We will also discuss the purpose and development process for a collaborative vision for change. Using a shared vision as a leadership tool and focal point, you can successfully align and connect opportunities across many areas of your organization and community. Finally, participants will have the opportunity to engage in a planning activity focused on visioning and engagement outcomes.
Key focus areas:
- The need for transformational change
- Shared vision
- Strategic planning
- Community, leadership and staff engagement
- Change management
- Organizational alignment
Learning Objectives:
- Identify and understand the drivers of transformational change in our industry
- Learn to develop and use a shared vision for organizational change efforts
- Apply a framework for strategic planning and taking action
Day 1 Afternoon: Succession Planning, Leadership Development, & Talent Management
Advanced Preparation: None
Level: Intermediate
Prerequisite: Background in Leadership and Management
Field of Study: Specialized Knowledge & Applications
The capacity to lead and implement change at all levels of an organization is a vital, immediate need of all organizations. Succession planning and leadership development are interconnected approaches to ensure continuity of leadership in your key positions and sustainability of your agency for years to come. By proactively identifying and developing employees within the organization, you can save money, increase staff engagement, and impact the achievement of your vision and goals. This session expands the definition of succession from executive replacement to job design, talent identification, and emerging leader development at all levels. We will cover the design and development of succession plans for your leadership team as part of the training.
Key focus areas:
- Leadership competencies
- Job descriptions
- Succession plans
- Succession management
- Talent gap assessment
- Change and transition management
- Organization alignment
Learning Objectives:
- Expand the definition and usages of succession planning to new areas
- Understand how competencies and job descriptions drive effective leadership development
- Apply new knowledge to the design and development of custom succession plans
CPE credits for day one: 7 credits*
Day 2 Morning: Building Capacity Through Supervisors & Managers
Advance Preparation: None
Level: Intermediate
Prerequisite: Background in Leadership and Management
Field of Study: Specialized Knowledge & Applications
First line supervisors carry a huge responsibility and have great influence in your organization, whether acknowledged or not. They are the conduit of information, culture, and vision to staff and management. They are closest to the people performing the work of the agency. They can literally make or break the success of your future vision and goals. Frequently we promote successful individual contributors with little or no supervisory experience into the role of management. This session focuses on the critical skills and competencies needed to develop managers who can lead and manage people in a nonprofit setting. We will focus on skills critical to your supervisors and how to help them effectively manage performance in changing times.
Key focus areas:
- Management competencies
- Skills for supervisory success
- Creation and implementation of development plans
- Adult training approach (review)
- Links to succession and performance management
- Organization alignment
Learning Objectives:
- Identify the critical skills and competencies for supervisor development and promotion
- Discuss the use and benefits of individual development plans
- Apply knowledge to the alignment of supervisors/managers in transformation efforts
Day 2 Lunch: Customer Feedback Session: Your Needs, Our Focus
During this hour, we invite participants to share feedback, issues, and concerns with our trainers/consultants. We share insight and ideas about real issues, while covering areas of need that are top of mind for you.
Day 2 Afternoon: Job Descriptions & Performance Management
Advanced Preparation: None
Level: Intermediate
Prerequisite: Background in Leadership and Management
Field of Study: Specialized Knowledge & Applications
How long has it been since your key job descriptions have been updated? What was the process you used for critically evaluating and rewriting them? Job descriptions are the cornerstones to strategic and effective HR management; yet many nonprofit and government organizations can’t seem to find enough time and talent to give them the attention they deserve. This session will use best practice performance management principles as a way to assess, create, communicate, and improve job descriptions that are truly valuable to you and your agency. We will cover all key components of effective performance management and job description design to align with the agency’s strategic direction:
- Knowledge, skills, and abilities (KSAs or competencies)
- Essential job functions and requirements
- Goal-setting
- Coaching for performance
- Performance appraisals
- Promotion, performance improvement plans, and HR compliance issues
Learning Objectives:
- Review the composition of effective job descriptions and performance management systems
- Learn to incorporate vision- and strategic-level attributes to job descriptions
- Discuss methods and best practices for updating current tools and systems
CPE credits for day two: 7 credits*
Day 3 Morning: Compensation Design & Management
Advance Preparation: Bring Your Current Salary Structure/Comp Model
Level: Intermediate
Prerequisite: Background in Leadership and Management
Field of Study: Specialized Knowledge & Applications
You are accountable for the biggest budget item in your organization: people. While compensation plans must be in compliance with federal regulations and state and federal labor laws, they must also reflect your organization’s vision and values to be truly effective at creating the culture you need to succeed–and be market competitive to attract the best people. This session will address compensation from plan design through execution, specifically covering:
- Compensation philosophy and vision alignment
- Regulations and laws affecting compensation
- Plan design
- Wage comparability
- Benefits
- Links to performance management
Learning Objectives:
- Review a valid and proven process for assessing wage comparability
- Understand the core elements of a compensation philosophy and effective management system
- Apply knowledge to the alignment of compensation and benefits with transformation efforts
CPE credits for day three: 3.5 credits*
Daily Schedule
Tuesday, May 8, 2012
7:45 a.m. – 8:30 a.m. Registration and Light Refreshments
8:30 a.m. – Noon Leading & Managing a Transformation
Noon – 1:30 p.m. Lunch (on your own)
1:30 p.m. – 4:30 p.m. Succession Planning, Leadership Development, & Talent Management
Wednesday, May 9, 2012
8:00 a.m. – 8:30 a.m. Light Refreshments
8:30 a.m. – Noon Building Capacity Through Supervisors & Managers
Noon – 1:30 p.m. Your Needs, Our Focus Feedback Lunch
1:30 p.m. – 4:30 p.m. Job Descriptions & Performance Management
Thursday, May 10, 2012
8:00 a.m. – 8:30 a.m. Light Refreshments
8:30 a.m. – 11:30 a.m. Compensation Design & Management
11:30 a.m. – Noon Wrap Up
- Register by April 5, 2012, for an Early Bird Rate of $625 per participant.
- Register after April 5, 2012, for a rate of $895 per participant.
GFP Internet Service Subscribers automatically receive an additional $25 discount per person!
Registration fees include:
- Up to 17.5 hours of training in accordance with the standards of the National Registry of CPE Sponsors. CPE credits are granted based on a 50-minute hour
- Refreshment breaks
Cancellation Policy:
Cancellations made after April 17, 2012, will be charged $100 per person cancellation fee. If you cancel, you may send a substitute from your organization or transfer your registration fee to a future seminar without penalty. Participants who register but neither attend or cancel are charged for their full registration fee. Call 888.876.4992 for questions about this policy.
Minneapolis Airport Marriott
2020 American Blvd E, Bloomington, MN 55425
$162/single or double room
P: │1.952.854.7441 │
Group Name: Wipfli Training
Cut-off: April 17, 2012, at 5:00 p.m. (EST)
*National Registry of CPE Sponsors: Wipfli LLP is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the national Registry of CPE Sponsors through its website: www.learningmarket.org.
Instructional Delivery: Group-Live. For more information regarding administrative policies, such as complaint, cancellation and refund policies, please contact our offices at 888.876.4992.
To register online for this event, please see the above information.
$625.00