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Planning a Management, Executive or Board Retreat?
Bring out the best in your leaders and position your organization to surpass its goals by establishing a clear HR Strategy that will have the greatest impact on your organization’s success!
A “chance to get away from it all”, important in aligning your HR Strategy to your vision, mission, and organizational strategies that energizes leadership practices and revitalizes your culture and commitment. Visualize your next leadership retreat led with a clear purpose, facilitated with open communication and free of distraction concluding with a PLAN of ACTION that will be accomplished!
You Have a New Vision, Mission and Strategy! Now What?
Discover what it takes to effectively lead change and apply the tools and processes to establish a “line of sight” to guide the team’s transition to the desired future state!
No matter the type of changes your organization needs, getting your employees, supervisors and top leaders on board is key. Change management can take many different forms but applying a structured approach will pave the way to success. Imagine how a well-defined transition management process can help mitigate risks including increased cost, productivity drops, increased absenteeism and employee attrition.
Move Your Business Forward with Confidence!
Making the decision to restructure is among the most difficult challenges leaders’ encounter. And telling an employee their job is eliminated is never easy. Being clear on the business rationale, affected positions and intended outcome is just the start … there is so much more!
Having a well thought-out, clear business case to base these crucial decisions on is essential. We’ll provide the key components in developing a written Restructuring Plan that defines the business rationale, selection criteria, position impact, timeline and necessary risk assessments. We also include the resources and tools to design critical communication and transition plans.
Do you have the Right People in the Right Roles?
Applying TPO’s 5-Step Model will provide invaluable help. Our model keys in on your current and future workforce needs so you can follow a 2–3-year plan for aligning the development of your current team members and bringing on new hires with the right critical skills.
Do you need more people? Different kinds of skills? More leaders? What positions will you need to hire to fill gaps? Who can you develop? What takes priority to meet your organization’s objectives? Our 5-Step Model, takes you through defining your current state, projecting your future needs, identifying your position and skill gaps, determining what needs to be “fixed” and establishes a plan to get to your optimum workforce.
Think This is Only for the BIG Organizations?
Think again! Unexpected change happens and your business’s continuity is reliant on having the right leaders in place. Without a preplanned succession plan strategy, you may be caught unprepared and scrambling if and when a key player abruptly leaves.
Whether you own or are responsible for a small or mid-size business, with one successor role or many, succession planning ties to your organization’s goals affords a smooth leadership transition. TPO’s Internal Model for Successor Planning starts with assessing your leader(s) capabilities, interest and potential and determining targeted and actional development.
Do Your Senior Leaders Know Their Strengths & What Might be Holding Them Back?
Coaching leaders about their strengths and development needs, how they are perceived, and what is needed to achieve a higher level of performance has an important impact to you and your organization’s continued success.
360 Executive Coaching, different from training, allows leaders the opportunity to be responsible for their own learning and development. As a collaborative experience between participant and the TPO Executive Coach, executive coaching provides an individually tailored approach to helping leaders understand their strengths, how they are perceived by others as well as creating a safe space for them to grow and work through new approaches.
Do New Leaders Take Longer Than Expected in Getting Up to Speed?
Research tells us it typically takes new leaders 13 to 18 months of learning and experience to make significant impact in the organization. Waiting a year is a pretty daunting propositions for most organizations!
TPO’s Leader Assimilation program is a facilitated learning approach that integrates the new leader into the culture and important relationships. Completing this personalized program enables the new leader to more quickly align and assume expectations gaining confidence in their new role.
Developing Leader Skills Through Mentoring Others
Remember when you were looking to make the leap to the next level of your career? Did you have a mentor to help guide you? In lieu of a manager, employees can turn to their mentor for career guidance, interpersonal development, inner workings of the organization and more!
Benefits of structured mentoring creates a learning culture, increases job satisfaction while reduces the cost of learning. TPO’s structured Internal Mentoring Program promotes facilitated employee matching based on pre-established criteria, sets relationship guidelines including frequency of meetings, and how to market and manage the program to gauge overall success.
Competition is fierce and small to mid-sized employers are struggling to find the right talent. Despite efforts to “Keep Their Best People” employers are facing the highest skill shortage in over a decade. Learn how to take your recruitment and selection process to the next level as we will help you design a structured and reliable hiring “system”. In doing so, we’ll share TPO’s HireRight Systemssm Strategic Staffing Checklist, our proprietary framework for a structured approach to sourcing and hiring the best.
Register to Attend a Prescheduled Mutli-Client Program
Register to Attend a Prescheduled Program
5-49 Leave Interaction Compliance – CFRA/PDL/WC
50+ Leave Interaction Compliance – CFRA/FMLA/PDL/WC
Provides a convenient quick course covering critical HR basics including employment regulations, compliance and HR best practices. After just THREE 2-HOUR SESSIONS, managers with direct reports and HR support staff learn the fundamentals and context of their HR roles and responsibilities, CEE builds confidence to know when to slow it down, put things on hold, get the right answers; and THEN proceed.
February 22, March 1, 8
July 12, 19, 26
October 12, 19, 26