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Are You Ready for 2010?
Knowledge Loss and Talent Gain!
Just
as Y2K became a call to action to correct computer glitches expected as we
began a new century, 2010 is beginning to sound a similar alarm. In 2010,
the oldest of the 10 million Baby
Boomers will be eligible to retire.
It is estimated that 70% of them will leave the
workplace in 2011 alone. They will take with them the experience and
know-how that currently fuels the everyday functions of our organizations.
Whether you work for a public, private or non-profit organization, the
challenge will be same. Who will be the replacements and how do we prepare
them?
This Webinar focused on how we can use the pending talent shortfall as a
Window of Opportunity for creating greater diversity in the leadership
ranks. Taking advantage of this
Window of Opportunity will require the right kinds of preparation and a
strategic approach for creating a Diverse Leadership Pipeline.
Eight Reasons Why Leadership Pipelines are NOT Diverse
Why we should be Concerned
 Representation
of minorities and women in the management and leadership ranks shows a
chronic level of under-representation.
The Glass Ceiling endures, and it has been re-named for some groups as the
“Concrete Ceiling.” We could make greater gains if we changed our
development strategies for future leaders.
This Webinar examines Eight of the most prominent causes that keep
organizations from achieving this most important of Diversity goals.
Fixing the Ten Most
Common Mistakes of Formal Mentoring Programs
 In
the past decade, formal Mentoring programs have become a popular way to
develop employees and the future leaders of organizations. Mentoring as an
educational practice has long been favored as a way to disseminate
information that has been acquired over time based upon the experiences
within a profession, industry or company.
This reservoir of knowledge cannot be passed on in a formal way unless there
is a solid and tested methodology which gives the same results as informal
mentoring.
In this Webinar, find out how to achieve success for
your Mentoring program participants and avoid the more common
easily-corrected mistakes. Follow-up through questions posted on the web and
via telephone are encouraged.
Mentoring Across the Glass Ceiling
 Any
organization with a need to increase the representation of women and people
of color in management must consider mentoring as a critical development
tactic. Mentoring develops organizational competencies, visibility to
decision-makers, and sustained retention of leadership candidates.
Mentoring Across the Glass Ceiling
is vital to organizations given the demographics of senior executives and
those aspiring to enter their ranks.
Learn the principles for assisting these special mentoring pairs to achieve
success and overcome the barriers that keep cross-gender and cross-racial
mentoring pairs from occurring naturally.
Mentoring Diverse Populations
 All
mentoring involves diversity. Whether the mentoring partners or pairs are
from the same gender, race, profession or social class, difference is at the
heart of the learning partnership that we call mentoring.
When the mentoring pairs are different in race, social class, educational
background, lines of business, and global location there are more
opportunities for miscommunication in the mentoring dialogue.
These added differences can bring greater value to the dialogue and create
opportunities for reciprocal learning between mentor and mentee.
Mentoring Strategies: Creating Inclusion and Equity
 Research has shown that in most organizations, informal mentoring does not
extend across lines of cultural difference, geographic boundaries, and
business venues. Without a proven methodology to expand the opportunities
for mentoring, the dialogues that are essential for growth and leadership
development cannot take place.
In this workshop, participants will hear from
consultants, program directors, and mentoring program participants on how to
create and upgrade mentoring formats to enhance diversity goals and
objectives. The critical issues for achieving inclusion and equity through
mentoring will be examined and discussed. |
