The circumstances surrounding the Coronavirus (COVID-19) are continuing to develop hourly (let alone daily), and with the rapid-fire nature of modern media and social media channels, details vary from broadcast to broadcast, leaving many in the workforce in confusion and frustration.
Most are confused about the next steps they should take, and we have no clear path forward.
Having a plan is the best course of action for any business, however for many who are not used to proposing a plan to a CEO or those who have not implemented crisis management plans in the past, you are entering new territory.
The pandemic is creating a constantly changing national condition which has employers feeling the pressure and unfortunately due to the overload of news and information (often contradicting itself) leaders are running the risk of being ambitious in their action and communication with employees – and not all of it is correct.
Ambiguity leads to confusion and creates more uncertainty and fear. This is something we all need to avoid.
Thankfully, there are steps HR pros can take to support their workforce, encourage certain behaviors and manage the business environment effectively, so employees can continue to remain engaged and reduce the risk of panic and concern. Sometimes it takes convincing stubborn leaders that your suggestion is the right one, but it falls on deaf ears, or so it seems.
Every day the boundaries and goal-posts are moving, so it is vitally important that leaders in industry, business and human resources are kept as up to date as possible to avoid generating fear, adding to the confusion or creating workplace dysfunction. We need to know all we can in order to adapt, innovate and implement new ways of operating during this crisis and they are looking to you for the answers.
This is why presenting your ideas in way that the CEO will be most responsive to and will actively support goes beyond simply providing information. Heavily considered action are required.
Why you should Attend:
If you are an HR pro who struggles to convince managers that they need to follow a process, or get the full backing from the CEO on an HR initiative, project, or implementation of a policy, this presentation will help you to:
- Understand how apex leaders like a CEO, make decisions
- How to identify company business objectives beyond the printed mission and vision
- Learn the “secrete sauce” to gaining managers buy-in
- Know when to approach a CEO with your project proposal
- Pull together your supporting materials that speak your CEO’s language
- Layout vital resources that may be required
- Know what questions to ask when performing your due diligence
- Understand why a CEO says no to most projects
- How to geta seat at the table and be a true business partner
Managing HR is about mitigating risk, reducing conflict and pre-empting issues. The trouble right now is that there is an overwhelming amount of information, and conflicting directives from multiple sources.
Because Brenda is monitoring the situation constantly and can apply her years of experience to the scenarios playing out, this presentation is vital for you to stay ahead of the changes and to ensure your workplace is proactively managing expectations, communication and function.
As a result of the training you will be better equipped to influence necessary change to meet the demands of today’s work environment and support the future of your business as we enter into a recovery phase in a post COVID-19 world.
Areas Covered in the Session:
- Learn how to connect with your CEO in away where your suggestions and ideas are heard and supported
- Understand who can change a CEO’s decision through one phone call
- Learn how to present information that your CEO will be most responsive to and work together to formulate a way forward
- Learn the secrete to getting your CEO’s attention
- Learn how to prepare to push large initiatives out to other managers who may not be as receptive
plus more action steps and tips
Who Will Benefit:
- HR professionals
- HR managers
- HR Directors
- HR coordinators
- HR administrators,
- HR Generalists
- Human Resource Business Partners
Brenda Neckvatal is an award-winning HR professional and is often referred to as the "HR Force of Nature" by her clients. Not only does she help business leaders solve their most difficult people issues, she is a specialist in crisis management, government contracting HR compliance, and mentor to women in HR working as an HR department of one.
She started as an HR sprout after a solid fourteen year career in retail management. She really enjoys helping people solve their unique problems, and human resources offered her the ability to support her co-workers in a greater capacity. Having the benefit of working for a total of five Fortune 500 companies, she converted her experience into advising her audience to use tried and trusted best practices that help small businesses achieve their workforce goals.
In her 30 year career in human resources and business, she has consulted to nearly 500 small businesses and C-suite leaders. She has optimized employee effectiveness and helped mitigate the high costs that are associated with making hasty employment related decisions.
She has been involved with employee situations where they have engaged in workplace violence, a near stabbing, deliberately inciting fear in other coworkers, stalking women, breaches of protocol around national security, assault, suicide, death, homicide, and a potential active shooter.
Brenda is a devoted volunteer in the Navy SEAL Community and is constantly finding new ways of supporting veterans of Naval Special Warfare. She dedicates 32 weeks a year working with The Honor Foundation to support the career transition of Special Forces personnel by providing them with her knowledge, insight, and creativity.
Perseverance, integrity, and relentless optimism are just of the few of the ingredients that make up what you experience when meeting and working with Brenda.