2019 Business Symposium
Session 1: Building a Solid Foundation to Get the Right People in the Right Seat
8:30am – 9:30am
Copyright © 2019 The Kelsey Group
Meadowbrook Country Club
Speakers
- Barry Gleeson, Partner, The Kelsey Group
- Chris Mursau, President, Topgrading Inc.
- Lynda Higbee, President, Higbee & Associates
- Dr. Gustavo Grodnitzky, Dr. Gustavo
Looking for new employees is no different than looking for a new client or customer. You know who your best clients are and how a great match between what they want and what you offer is key. It’s no different for new employees. To get and keep a great new team member, there must be a mutual great “fit”. This assumes you and the candidate know how to define a great fit. Unfortunately, this is rarely the case and both the employer and new employee are generally assuming it’s a good fit. If it’s not a great fit, it’s only a matter of time before reality shows up.
This session is all about building a foundation to attract, screen, interview, on-board and develop talent to drive the efficiency and culture of your company. To catch the big fish, you must have good bait and the ability to determine when you caught the wrong fish.
In this session, we’ll discuss:
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Fundamentals to preparing for your search for new employees
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Preparing job postings and job descriptions
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Screening techniques
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The importance of Assessment tools
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The high cost of mis-hires
Break 9:30am — 9:45am
Break 2:45pm — 3:00pm
Session 4: Compensation strategies and structures that enhance recruitment and retention strategies
3:00pm – 4:00pm
In today’s litigious world of work many believe that compensation must be “one size fits” all employees. Competitive market-based compensation allows employers to have varying individualized compensation packages essential to recruiting and retaining top talent. If your recruitment strategies do not reflect a market-based compensation approach, you will be in a position that requires you to settle for less than the best available talent (since those folks can earn more elsewhere). Once an employee is on board, your compensation strategies must remain competitive to keep your talent engaged and “off the market”. The bottom line here is to attract the right individuals, you must be market competitive and to keep them on board and actively engaged, you must stay current with the market.
In this session, you will learn:
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The elements of a market-based compensation package
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Where and when you can individualize a package
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Internal vs external compensation strategies and how to blend them for success
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Discussion of strategies if you don’t think you can afford to be market competitive
Q&A / Wrap-Up: 4:00pm — 430pm
Cocktails & Networking: 4:30pm
Our Sponsors
For Additional information contact:
Barry Gleeson, bgleeson@kelsey-group.com
or John Keener, jkeener@kelsey-group.com
Modern Best Practices for Attracting and Retaining Talent in a Tight Labor Market
AGENDA
8:00 - Registration, continental breakfast
8:30 - Session 1: The Foundation to effective Hiring and Retention
9:45 - Session 2: Building a Unified Culture to Attract & Retain Talent
11:45 - Lunch (included)
12:30 - Session 3, Part A: Topgrading 101 – Hiring “A” Players
1:45 - Session 3, Part B: Topgrading 101 – Interviewing & Job Scorecards
3:00 - Session 4: Getting Compensation Right
4:00 - Q&A, Wrap up
4:30 - Refreshments & cocktails
September 19
8:00am to 4:00pm
Cocktail Reception Follows
Meadowbrook Country Club
200 Meadowbrook Country Estates Drive
Ballwin, MO 63011
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Understanding the profit paradox, classic capitalism vs. social capitalism and their implications
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A clear definition of organizational culture
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Examples of the successes and failures created by organizational culture
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Steps for Creating a Culture of Success: Identifying the four factors which predict success in organizations.
Organizations are often burdened with mediocre or poorly performing employees – costing billions of dollars a year. This poor performance is often attributed to an employee’s individual qualities or attributes, such as personality, motivation and/or skillsets. However, within the field of psychology, we know that context is a better predictor and controller of behavior than individual attributes – and inside an organization, this “context” is what we also refer to as “corporate culture.” Culture trumps everything.
Culture is cultivated just like a garden. If employees within an organization are goal-oriented, team-focused, and driven by performance, it’s because the culture demands it. Conversely, if an organization has employees that don’t care about goals, don’t care about teams, and don’t care about performance, it’s because the culture allows that, as well. This is the difference between working in your business vs. working on your business. Working on your business means working on your culture because Culture Trumps Everything.
In his participant-driven program, Dr. Gustavo Grodnitzky (well known as Dr. Gustavo) will provide participants with actionable information regarding:
Session 2: Creating a Culture to Maximize Engagement and Performance
9:45am – 11:45am
Participants will leave with specific action plans outlining what steps are required, strategically and tactically, to implement their "culture factors" as well as individual steps to maximize employee performance.
Barry Gleeson
Partner, The Kelsey Group
Lynda Higbee
President, Higbee & Associates
Dr. Gustavo Grodnitzky
Dr. Gustavo
Session 3: Topgrading: Getting “A” Players
PART A
PART A
12:30pm - 1:30pm
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PART B
1:45pm – 2:45pm
Topgrading has helped thousands of companies hire and promote A Players, high performers who fit their culture, most of the time. We have 40 case studies that show an average hiring success improvement from 26% to 85%, proving that with the right mindset and tools you can consistently get the right person in the right seat.
We approach hiring and promoting like most business people approach other areas of their business, with a goal in mind and a clear process to follow...and we measure whether or not the goal was attained.
In Part Ayou will learn:
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The four most common hiring mistakes and how to avoid them.
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Exactly how much a hiring mistake costs you and how often you make them
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The definition of A Player and what it means to you
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How to ensure you are targeting the right candidates
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A simple way to get candidates to be more open and honest in every interaction.
In Part B you will learn:
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How to create a great Job Scorecard and how to use for much better hiring, onboarding, and performance management.
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How to conduct a Topgrading Interview with candidates in a way that reveals dozens of patterns of behavior over time versus a handful of disparate highlight reel stories typical interviews get you.
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How to leverage your ability to recognize patterns, learn from stories, and the Bayesian Theory (how to accurately predict what will happen next by getting a couple good data points) to get a deep and broad understanding of a candidate's skills, values, and competencies.
Chris Mursau
President, Topgrading Inc.
Lunch (included) 11:45am — 12:30pm