Elevate 2015 Roundup (Part 2)

Elevate 2015 Roundup (Part 2)

March 26, 2018 - 7 minute read -
recruiting elevate-2015 hr

Hello, readers! 

Elevate 2015 Roundup – Part 2 is here! Again, if you do not know, Elevate 2015 is the world’s largest virtual summit organized by HireVue and BambooHR last week to discuss all things HR and business. We published our first roundup last week, covering the 7 best webinars by industry thought leaders in Recruiting & Leadership tracks.

In this 2nd roundup, you will find the best practices and advices in Talent Management & Culture tracks. Enjoy!

Track 3 – Talent Management


Dynamic Teaming

Jason Averbrook (@jasonaverbook

For those of you who have known Jason Averbrook, you would definitely watch any of his presentation in a heartbeat. For those who do not, Averbrook is a recognized thought leader in the space of HR, workforce, and enterprise technology. He is the CEO of The Marcus Burkingham Company (TMBC), and was named as one of the World’s 10 Most Powerful HR Technology Experts by HR Executive Magazine.

In the “Dynamic Teaming” webinar, Jason Averbrook offers an electric insight into the fundamentally shifting forces of team dynamics. Averbrook offers that the traditional structure of professional teaming simply doesn’t work for most companies in 2015.

Here are the troubles:

  • Rigid professional hierarchy. This top-down dynamic doesn’t optimize a company’s best resources, and it won’t work for very much longer. 
  • We’re too cyclical. We’re often more engaged in the process of yearly protocol and evaluations than actually maximizing our performances. 
  • We don’t offer flexibility, but when we do, we think of it as an “exception.” 

Here are the counters:

  • We’ve got to treasure our most invaluable resources: our talent. When you get down to it, most of the best ideas rise from the bottom-up. 
  • Let’s shift away from inefficient yearly processes and focus on consistent constructive communication. 
  • In the 21st Century workplace, personalization is key. Let’s tailor our structure around the talent and needs of our team to the benefit of all. 

As always, Averbrook’s webinar is absolutely exceptional. Let’s just say that you won’t want to have missed out by 2020. Definitely give this one a watch.


‘Death of the Appraisal.’ What’s next for performance management; the movement from formal annual reviews to ongoing dialogue etc.

 Geoffroy De Lestrange (@gdelestrange)

Geoffrey De Lestrange’s seminar points to a subjective truth: the traditional annual performance review is a dying format, and that’s probably a good thing. More than half of surveyed employees don’t think performance reviews inspire them to work harder, faster, or more productively. So how can we inspire efficient feedback? 

Well, for starters:

  • Let’s focus on ongoing strength-based feedback. Let’s change the aim of the “review” into constant positive and constructive feedback. This has been proven to increase productivity and employee satisfaction. 
  • Define your targets. What exactly are you looking for in the ideal employee candidate? Make sure to account for skills and experiences as well as well as intangible value (like personality and client management). It’s time to instill our review process with the efficiency that it takes to thrive in the new economy. 
  • Open and facilitate dialogue. Communication, as always, is key.


The New Talent Management: The Radical Shift & What You Need To Know to Not Be Left Behind

Heidi Spirgi (@hspirgi)

Spirgi’s webinar is an action-oriented webinar not to be missed. In the webinar, Spirgi explores the future of talent management, and there’s much to be excited about. In essence, there’s been an exciting power shift in the last several years that’s leveraged toward valuable workers. 

We examine:

  • How automation married with cutting edge technology is actually good for workers 
  • Just why the localization process is excellent news for employers and employees alike 
  • How we can optimize our teams by leveraging to individual’s specialized strengths 
  • What we can accomplish (and what we can do away with) by taking advantage of the action economy 
  • How the ideal team leader makes all the difference in maximizing the human process


The Importance of Emotional Intelligence in the Workplace

Mariah DeLeon (@MariahVPGD)

Mariah DeLeon’s webinar delves into the possibilities of maximized emotional intelligence. She outlines the core tenets of the emotionally sharp worker and demonstrates how to articulate this energy in the workplace. Her insight is a real treasure. 

Among the many highlights:

  • Aha moments. These are emotional “clicks” that connect to a worker’s EQ. The best employers learn how to cultivate this energy constructively. 
  • Escaping toxic environments. How do you feel on a Sunday night? Depending on your answer, you’ve likely got a wonderful (not to mention challenging) job, or you’re in the wrong place. Take the time to consider what works best for you. 
  • Creating an emotionally intelligent culture. Coordinate with your team and integrate the best ideas to a sharp and engaging work culture. 


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Track 4 – Culture


How Leaders Can Create an Optimistic Workplace

Shawn Murphy (@TheShawnMurphy

Shawn Murphy is a thought leader and practitioner recognized by Huffington Post and Inc. for his contributions for creating optimistic work environments. He is the CEO and co-founder of Switch & Shift, and author of the 5-star rated book - “The Optimistic Workplace”. 

In this webinar, Murphy paints a rather gloomy picture of the modern workplace. According to his cited studies, 68% of workers reported that they weren’t happy in their job. But fear not, Murphy frames practical improvements that can be implemented with relative ease.

So let’s dive into the spirit of this wonderful lecture and learn how we might turn the tide:

  • Establishing workplace optimism: it’s vital for a team to feel that good things will come from their work. This seems like a simple suggestion, but its potency is unquestionable. 
  • Clarity is key: Defining what the company goals are (not to mention the fabric of the culture) is all-important. 
  • Priorities: What are working toward, and what do we value in our workplace? 
  • Collaboration: It’s clear that most workers desire meaningful interaction (and yes, even friendship) with their co-workers. It’s always important to nurture a strong team dynamics. 

Murphy’s webinar delves into a pointed analysis of all the components that make up a more optimistic workplace. Definitely worth checking out if you have time.


What Motivates Me: Put Your Passions to Work

 Chester Elton (@chesterelton

Chester Elton is co-author of several successful leadership books which have been New York Times and Wall Street Journal bestsellers. 

Chester Elton’s webinar prefixes a question: How do we increase engagement levels in the workplace? According to the cited studies, an overwhelming percentage of employees (not to mention employers) feel unengaged, and that’s a fundamental problem.

Chester offers a multi-pronged solution composed from precise data research:

  • To start off with, it’s important to identify your employee’s motivators. In other words, what inspires them to maximize their performances? 
  • Once you identify these Drivers of Engagement, you can fine-tune your team to their particular strengths. Is Hershel most passionate about analytics and outbound marketing even though he’s in Sales? That’s something to consider. 
  • Make a point to work with you team as individuals. The old standard of “treat everybody the same” just doesn’t cut it. 

If you’d like to hear Mr. Elton’s detailed structure (not to mention if you’re curious about what motivator type you are), check out his webinar.


I Want YOU to Sustain the Organization’s Culture

Lynn Knight (@lynndavidknight

Lynn Knight helps us to establish our companies’ cultural structure (no small feat) with engagement and concise passion. The company culture is very much the fabric of an organization, and Mr. Knight demonstrates how we sustain and advance our professional cultures. 

It’s actually pretty straight-forward:

  • Pay special attention to the shared stories, perceptions, routines, and mythology of your organization. In a nutshell, this is the framework of your company culture. 
  • Define the common and consistent experience (that’s our key word) that your employees, customers, and every level of management share in every professional interaction. This is a big one. 
  • Ideally connect with talent that fits your established culture organically. 
  • Using social media streams to articulate your culture (and values) to your target market and prospect employees. 


That is the summary for today roundup. Hope you all have a good read. Subscribe to our blog to get notified when we will publish our 3rd part of Elevate 2015 roundup, which will cover Scouring Talent and HR Research, Tips, and Tricks tracks.