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|All programs – face 2 face, online, webinar and hybrid (referred to as training in this refund policy)All fees are due upon registration. Your full participation is very important to us and we know that from time to time, your plans to attend one of our workshops or programs may change. Our refund policy reflects our interest in your continued growth and learning journey as well as our planning needs and expenses incurred based on your enrollment.If you are unable to participate, you may request to:
If a training is canceled prior to the start of the training, you will automatically be registered in the next training of the same title; or you may apply these funds towards other training(s) offered within the 12 months following the cancellation.
Company of Experts reserves the right to cancel or reschedule any training. We assume no responsibility for any costs that may be associated with attending one of our trainings (i.e., non-refundable airline tickets or hotel reservations). The Company of Experts reserves the right to revise, modify, delete or add to our refund policy.
Registration funds/credits must be used within 1 year of initial registration date.
We do not provide refunds.
Email: Kathy at Kathy@companyofexperts.net
|What is a webinar?(Two definitions are found below)From Wikipedia: “Web conferencing is used to conduct live meetings, training, or presentations via the Internet.In the early years of the Internet, the terms “web conferencing” was often used to describe a group discussion in a message board and therefore not live. The term has evolved to refer specifically to live or “synchronous” meetings”.
From Webopedia “Short for Web-based seminar, a presentation, lecture, workshop or seminar that is transmitted over the web. A key feature of a Webinar is its interactive elements — the ability to give, receive and discuss information. Contrast with Webcast, in which the data transmission is one way and does not allow interaction between the presenter and the audience.”
What are the benefits of a webinar?
Cost-Effective: No travel required. An engaging way to provide your team with a variety of professional development opportunities for one low price! WE encourage teams of five to seven to participate in any one webinar. This is an ideal number of people to collaborate on projects and further the learning with practical application on the job or at home.
Webinar participants log into the webinar site with a username and password sent via email; we will send you information about the webinar via email approximately 2 days prior to the presentation. Once logged in, you are able to see the PowerPoint slides, ask questions and make comments via chat. For the audio portion, participants call in using a toll-free number.
Is there a recording available?
We do record some of our webinars. If your webinar has been recorded, you will receive a link to the recording approximately one week after the recording along with the log-in information.
What equipment is required?
A phone line and a computer with an Internet connection will be required to participate in the webinar. If there will be a large group present, we recommend Presenter phone and a LCD projector or large monitor to project the webinar easily for the entire team.
How will I use these webinars?
Self-Improvement: The webinars provide real-world experience to improve your skills whether you are unemployed, underemployed, seeking a job promotion or want to increase your ability to work with others.
Since the publication of The 7 Habits of Highly Effective People in 1989, the work of Stephen Covey has enabled millions to move from dependency on others, to independence, and on to interdependence. With his first book, and the 2004 sequel The 8th Habit serving as the foundation, this lively webinar provides valuable applications to today’s college and university students. Having employed Covey’s work in his leadership courses and workshops, Dr. Lyons has attained widespread feedback from students and faculty alike confirming the value of these proven habits.
Faculty, staff, counselors, advisers, and anyone who works directly with students.
Participants will gain insights into the viability of the Covey approach for achieving improved self-discipline and accountability among their students.
Your facilitator, Richard E. Lyons, has served as a professor of management, department chair, instructional dean, corporate trainer, faculty and staff developer, and independent consultant. His grounding in sound research and quality management practices, as well as deep learning from his varied experiences, has enabled him to exceed expectations of clients systematically.… More>
To learn more about the price, availability, or to register for this webinar, please click here
Space is limited, guarantee yourself a spot today!
|The Springboard Project will recommend how to best equip the current and future U.S. workforce for success in the post-recession economy
Washington, D.C. – Today Business Roundtable, an association of chief executive officers of leading U.S. corporations, announced the launch of The Springboard Project – an independent commission that will develop innovative approaches to help American workers acquire the new skills and the education needed to thrive in the 21st century’s evolving labor market. The commission, which will bring together a diverse group of education and business leaders, labor experts, union chiefs, academics, foundation heads and government representatives, is holding its first meeting today in Washington, D.C.
“Given the transformations in the current economy and the long-term impact they will have, this is the moment for business and government to join forces with labor and the online community to make sure that our workforce has the training and resources to meet the demands of an ever-changing marketplace,” said William D. Green, chairman & CEO of Accenture and chairman of The Springboard Project. “I am looking forward to working with such an esteemed and talented set of experts to tackle the unique challenges the American worker faces today and will continue to face even after the recession passes.”
Today’s meeting will officially kick off The Springboard Project’s nine-month mandate to develop innovative and feasible recommendations to the Obama administration, Congress, the private sector, labor and individuals.
“American business leaders are optimistic about the future of our economy and the long-term prospects of American workers,” said Harold McGraw III, Chairman of Business Roundtable and Chairman, President and CEO of The McGraw-Hill Companies. “America’s talented workforce and strong history of innovation have helped us overcome economic hardship before, and we have assembled some of the nation’s best minds to help identify practical and productive ways to ensure today’s workers are equipped to help us succeed again.”
The Springboard Project will:
The Springboard Project will issue its recommendations at the end of 2009.
More information about The Springboard Project can be found at www.businessroundtable.org/springboard.
Business Roundtable. Business Roundtable Launches Broad-based Commission to Address Needs of American Workers. Business Roundtable Resource Center. Kirk Monroe, 13 Mar. 2009. Web. 17 Nov. 2009.
Last summer I attended a talk by Michelle Rhee, the dynamic chancellor of public schools in Washington. Just before the session began, a man came up, introduced himself as Todd Martin and whispered to me that what Rhee was about to speak about — our struggling public schools — was actually a critical, but unspoken, reason for the Great Recession.
There’s something to that. While the subprime mortgage mess involved a huge ethical breakdown on Wall Street, it coincided with an education breakdown on Main Street — precisely when technology and open borders were enabling so many more people to compete with Americans for middle-class jobs.
In our subprime era, we thought we could have the American dream — a house and yard — with nothing down. This version of the American dream was delivered not by improving education, productivity and savings, but by Wall Street alchemy and borrowed money from Asia.
A year ago, it all exploded. Now that we are picking up the pieces, we need to understand that it is not only our financial system that needs a reboot and an upgrade, but also our public school system. Otherwise, the jobless recovery won’t be just a passing phase, but our future.
“Our education failure is the largest contributing factor to the decline of the American worker’s global competitiveness, particularly at the middle and bottom ranges,” argued Martin, a former global executive with PepsiCo and Kraft Europe and now an international investor. “This loss of competitiveness has weakened the American worker’s production of wealth, precisely when technology brought global competition much closer to home. So over a decade, American workers have maintained their standard of living by borrowing and overconsuming vis-à-vis their real income. When the Great Recession wiped out all the credit and asset bubbles that made that overconsumption possible, it left too many American workers not only deeper in debt than ever, but out of a job and lacking the skills to compete globally.”
This problem will be reversed only when the decline in worker competitiveness reverses — when we create enough new jobs and educated workers that are worth, say, $40-an-hour compared with the global alternatives. If we don’t, there’s no telling how “jobless” this recovery will be.
A Washington lawyer friend recently told me about layoffs at his firm. I asked him who was getting axed. He said it was interesting: lawyers who were used to just showing up and having work handed to them were the first to go because with the bursting of the credit bubble, that flow of work just isn’t there. But those who have the ability to imagine new services, new opportunities and new ways to recruit work were being retained. They are the new untouchables.
That is the key to understanding our full education challenge today. Those who are waiting for this recession to end so someone can again hand them work could have a long wait. Those with the imagination to make themselves untouchables — to invent smarter ways to do old jobs, energy-saving ways to provide new services, new ways to attract old customers or new ways to combine existing technologies — will thrive. Therefore, we not only need a higher percentage of our kids graduating from high school and college — more education — but we need more of them with the right education.
As the Harvard University labor expert Lawrence Katz explains it: “If you think about the labor market today, the top half of the college market, those with the high-end analytical and problem-solving skills who can compete on the world market or game the financial system or deal with new government regulations, have done great. But the bottom half of the top, those engineers and programmers working on more routine tasks and not actively engaged in developing new ideas or recombining existing technologies or thinking about what new customers want, have done poorly. They’ve been much more exposed to global competitors that make them easily substitutable.”
Those at the high end of the bottom half — high school grads in construction or manufacturing — have been clobbered by global competition and immigration, added Katz. “But those who have some interpersonal skills — the salesperson who can deal with customers face to face or the home contractor who can help you redesign your kitchen without going to an architect — have done well.”
Just being an average accountant, lawyer, contractor or assembly-line worker is not the ticket it used to be. As Daniel Pink, the author of “A Whole New Mind,” puts it: In a world in which more and more average work can be done by a computer, robot or talented foreigner faster, cheaper “and just as well,” vanilla doesn’t cut it anymore. It’s all about what chocolate sauce, whipped cream and cherry you can put on top. So our schools have a doubly hard task now — not just improving reading, writing and arithmetic but entrepreneurship, innovation and creativity.
Bottom line: We’re not going back to the good old days without fixing our schools as well as our banks.
Friedman, Thomas L. “The New Untouchables.” Nytimes.com. New York Times, 20 Oct. 2009.
Web. 17 Nov. 2009. <http://www.nytimes.com/2009/10/21/opinion/21friedman.html>.
How does your organization become a creative and innovative leader for the new world order? Corporations, NGO’s, Education, and the miliary are using Appreciative Inquiry to create postive change within their organizations. This short introduction to Appreciative Inquiry will show you why so many organizations are looking to this whole human systems approach to change their organizational culture, to creatively engage stakeholders and magnify their results.
Professionals involved in the following areas: business, education, government, health-care, human services, non-profit organizations, and management and organizational development consultants.
Material / Technical Requirements:
Kathy Becker worked in the California community college system for 27 years and served in staff and leadership positions in the library, disabled students and human resources, leaving the system as the first human resources officer for a new, rural college. As a student of the two-year system and as an employee both in the rural and urban college, Kathy was “bitten” early and has a passion for the collaborative learning environment. Kathy has been certified by Company of Experts.net as an Appreciative Inquiry Facilitator.
Kathy served as the Chief Human Resources Officer, Staff Development Coordinator, Equal Employment Opportunity Officer, and had direct responsibility for contract negotiations, sexual harassment training, discrimination investigation, mediation and conflict resolution, discipline and grievance, management training, and leadership development. More>
Appreciative Inquiry is an approach to planning and positive change that has been used successfully in communities and organizations all around the world. It is broad-based, highly participative, and energizing. It builds new skills in colleagues and staff, develops new leaders, encourages a culture of inquiry, and helps create shared vision and purpose for your organization by building on your organization’s core values and strengths. Perhaps most importantly-it leads to action, commitment, and results.
Professionals involved in the following areas: business, education, government, health-care, human services, non-profit organizations, and management and organizational development consultants.
Developing Your Organization’s Next Strategic Plan with Appreciative Inquiry will provide executive teams and planning committees an overview of how Appreciative Inquiry works and answer key questions, such as:
Material / Technical Requirements:
Richard E. Lyons has served as a professor of management, department chair, instructional dean, corporate trainer, faculty and staff developer, and independent consultant. His grounding in sound research and quality management practices, as well as deep learning from his varied experiences, has enabled him to exceed expectations of clients systematically.
Richard launched his consulting and presentation practice in 1999, shortly after the publication of his first book, The Adjunct Professor’s Guide to Success. He has since authored three other books – Teaching College in an Age of Accountability, Success Strategies for Adjunct Faculty, and Best Practices for Supporting Adjunct Faculty. His extensive research on these topics and familiarity with best practices that align with that research undergird his consulting. The strategies that he espouses have been well received not only by clients, but also by audiences in dozens of presentations at varied academic conferences.
Richard has presented on the campuses of community and state colleges, universities and proprietary institutions, in three countries. Besides traditional institutions, these have included historically Black colleges and universities, historically women’s institutions, and those that serve significant populations of Native American, Hispanic and other diverse populations. He also regularly utilizes webinars to deepen workshop participants’ mastery of critical learning outcomes. His travel experiences in over forty countries enable him to address issues in a global, futuristic context – a factor of increasing importance at many institutions.
Active throughout his career in professional organizations, Richard presently serves on the board of the North American Council for Staff, Program and Organizational Development [NCSPOD].
Richard earned his B.A. in Management and M.S. in Business Education at Western Kentucky University, and his doctorate in college teaching and curriculum at the University of Central Florida.
We thank you for attending and participating in one of our online workshops. We value working with you and look forward to hearing from you. We have made this short – as we know how valuable your time is.
Thank you and have a wonderful day!