As a member of the RBL Institute,
you set the global HR agenda.
What is The RBL Institute?
The RBL Institute is a senior executive think tank dedicated to building competencies and capabilities in the areas of Strategic HR and Leadership for top global companies.
The Goal of The RBL Institute is to advance HR and Leadership development practices through participative education, joint research, and networking among senior HR executives.
Members of The RBL Institute are carefully selected to ensure that best practice exchange is mutually beneficial. Each company must have relevant experience and knowledge that other members would value.
See current members.
Video: Dave Ulrich & Norm Smallwood talk about The RBL Institute
"The RBL Institute provides a unique forum for delivering top thought leadership and for developing and delivering innovative ideas in collaboration with world-class HR leaders from around the world." -Peter Goerke, Group HR Director, Prudential plc
Calendar of Events for 2016
2016  
Think Tank Sessions
Feb 09-10, 2016 London
Victory through Organization
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Think Tank Session:
Victory through Organization
When: Feb 09-10, 2016, 2016 Where: London Who:

The Challenge

HR has rightfully achieved its place in business discussions.  Increasingly, HR professionals need to understand and elucidate how they add value once invited to business discussions.  For the last 15 to 20 years, HR contribution to business success has been characterized by the “war for talent” through managing the flow of the right people into, through, and out of the organization.  Leading companies are now realizing that future competitive advantage will shift from a focus on individual-based talent to collective talent – “victory through organization.”  In top companies, HR professionals help build integrated competitive organizations that outlive and outperform individual talent. 

This leading-edge think tank will help participants define and deliver victory through organization.  The workshop will answer four questions:  [1] Why does “organization” matter?  We will discuss in detail why culture is the “word of the year” and why organization should leverage talent as HR’s unique contribution to competitiveness.  As labor markets become more efficient, individual talent tends to be commoditized.  Competitive advantage resides in what you do with the talent once you have it.  And that is an organizational challenge.  [2] What is “organization”?  Definitions of “organization” range from culture to process to hierarchy to structure to flexible networks to values.  We will turn these divergent organization views into a convergent definition of organization.  [3] How can we build an “organization” that wins?  The bulk of the think tank will be around designing and delivering winning organizations.  Based on the most current research, we will update organization analytic models (e.g., 7S, STAR) and offer HR professionals specific tools for organizational analysis and improvement. 
[4] How do we implement the right organization?  This module will focus on action plans for HR professionals, business leaders, and advisors including discussion of roles, processes, and metrics in organization success.

As with other Institute Think Tanks, we envision this workshop as a cutting-edge, forward-looking view on delivering business success through innovative HR.  Based on our empirical and anthropological research, we know that organizations matter and we now know how to deliver the right organization.  Professors Brockbank and Ulrich have a combined 80+ years as thought leaders in organization topics in both academic and professional settings.

This session is intended for CHROs, Senior HR Leaders, Line Managers, HR Business Partners, or other HR Professionals who are committed to forging the linkages between HR departments and professionals with sustainable business results.  Each RBL Institute member company may send up to 3 participants to this session.


To Register Participants: Please contact Ginger Bitter, gbitter@rbl.net



*Institute Members only. Contact Ginger Bitter for more information.

Feb 11, 2016 London
CHRO Summit #1
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Think Tank Session:
CHRO Summit #1
When: Feb 11, 2016, 2016 Where: London Who:
 



*Institute Members only. Contact Ginger Bitter for more information.

Apr 19-20, 2016 New York City
Becoming a Paradox Navigator
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Think Tank Session:
Becoming a Paradox Navigator
When: Apr 19-20, 2016, 2016 Where: New York City Who:

The Opportunity

In the recent HR Competency study (round 7), we collected data from over 30,000 HR and non HR professionals from 1500 businesses.  We examined over 100 specific HR competencies that factored into 9 domains.  We then examined how these domains impacted business performance.  The domain of HR competencies with the highest impact on business performance was “paradox navigator”.  Paradox navigators effectively manage the tensions between:
• High level strategic issues and operational details
• Internal focus on employees and external focus on customers and investors
• Taking time to gather information and making timely decisions
• Global and local business demands
• Need for change (flexibility, adaptability, agility) and stability (standardization, consistency)

The navigation of these (and other) paradoxes help HR professionals enable their organizations to know when and how to converge and when to diverge so that they can respond to changes in their external environment. 

In this think tank, we will discuss [1] What it means to navigate paradox, [2] Why the navigation of paradox is so important for organizations to win in today’s increasingly competitive environment, [3] How we can better understand the paradoxical nature of organizations, [4] How executives actually become paradox navigators, [5] How HR leaders can become paradox navigators, [6] How HR leaders can develop paradox navigators at every level, and [7]  How HR leaders can help paradox navigators create flourishing teams, units, and organizations.   

On day 1, we will share research on paradox, understand the paradoxical nature of organizations, learn how to navigate paradox, and help HR professionals master paradox to help organizations flourish.  On day 2, we will examine the implications of paradox for designing and delivering HR practices and for being an effective HR professional.

As with other Institute Think Tanks, we envision this workshop as a cutting-edge, forward-looking view on delivering business success through innovative HR.  As we stated, based on our empirical and anthropological research, we know that HR professionals who navigate paradox drive business success.  Professor Quinn is the undisputed thought leader of moving “beyond rational” management to the management of paradox.  Professor Ulrich has expertise in helping HR professionals deliver value to their business.  Professors Quinn and Ulrich have a combined 80+ years as thought leaders in organization topics in both academic and professional settings.

This session is intended for CHROs, Senior HR Leaders, Line Managers, HR Business Partners, or other HR Professionals who are committed to forging the linkages between HR departments and professionals with sustainable business results.  Each RBL Institute member company may send up to 3 participants to this session.



*Institute Members only. Contact Ginger Bitter for more information.

Jun 14-15, 2016 Chicago
Agile Talent
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Think Tank Session:
Agile Talent
When: Jun 14-15, 2016, 2016 Where: Chicago Who:

The Challenge: How to Leverage Talent You Don’t Own

Campbell’s Soup and PepsiCo rely on anthropologists to understand customer tastes and preferences.  Google and Intel engage experts in social science and biomechanics to assess how people think about and use technology. 

Companies are gaining competitive advantage through a new capability—strategic use of experts—made possible by technology and the globalization of talent. At the same time, managers everywhere understand that “lean,” “agile,” and “fast” strategies require that they think in new ways about accessing and leveraging—and not necessarily owning—key talent and filling critical capability gaps.  As managers look to non-traditional sources of strategic talent and experiment with fast, flexible ways of engaging them, they need a new roadmap.

This session will look at identifying a roadmap for managing external expertise—how to assess, choose, attract, develop, and support this talent. Prior to the meeting you will be asked to fill out a short survey that will identify gaps in current approach and aggregate gaps across companies.  The general outline of the session follows book, “Agile Talent” that Norm Smallwood co-authored and will be published by Harvard Business School Press in February 2016.

Finally, the think tank will address implications for HR practices and processes to make agile talent effective. 

As with other Institute Think Tanks, we envision this workshop as a cutting-edge, forward-looking view on delivering business success through innovative HR.  Based on our empirical and anthropological research, we know that agile talent is increasing.  Norm Smallwood (co presenter) (and Jon Younger) have just published a landmark book on Agile Talent.  Dave Ulrich has expertise in applying and using HR systems. Combined Facilitators Smallwood and Ulrich have a combined 80+ years as thought leaders in organization topics in both academic and professional settings.

This session is intended for CHROs, Senior HR Leaders, Line Managers, HR Business Partners, or other HR Professionals who are committed to forging the linkages between HR departments and professionals with sustainable business results.  Each RBL Institute member company may send up to 3 participants to this session.


To Register Participants: Please contact Ginger Bitter, gbitter@rbl.net



*Institute Members only. Contact Ginger Bitter for more information.

Oct 04-05, 2016 Sundance/Alpine, UT
CHRO Summit #2
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Think Tank Session:
CHRO Summit #2
When: Oct 04-05, 2016, 2016 Where: Sundance/Alpine, UT Who:
 



*Institute Members only. Contact Ginger Bitter for more information.

Nov 08-09, 2016 Prague, Czech Republic
Building a World Class HR Department
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Think Tank Session:
Building a World Class HR Department
When: Nov 08-09, 2016, 2016 Where: Prague, Czech Republic Who:

The Challenge
In our interviews with CHRO’s, we found that building a better HR department was a top priority for them.  In our latest research on HR’s impact on the business, we found that the HR Department explained 2 to 3 times as much of business results as the competencies of the HR professionals.  In this think tank, we will explore what makes a world class HR department.  We will identify the criteria for a world class HR department, then show how those criteria differ to define the maturity of the HR department. 

The criteria for a world class HR department can be clustered into 5 categories:  [1] clear mission, vision, strategy statement and how HR outcomes are defined and an HR brand created; [2) HR governance and how the HR function is organized; [3] HR practices around people, performance, information, and work systems and how these HR processes are deployed; [4] HR professionals and what competencies should exist among HR professionals; and [5] HR analytics and how HR metrics are tracked and used.  Within these 5 categories, we will explore specific world class HR department criteria.  Participants will be able to assess their department and determine where to focus to improve.  We will also share plans for improvement.  We will offer cases of best in class, but more important, each participating company will be their own case study.

As with other Institute Think Tanks, we envision this workshop as a cutting-edge, forward-looking view on creating world class HR departments.  Based on our empirical and anthropological research, we know that HR departments drive business results and we now know how to create the right HR organization.  Professor Ulrich and his co presenters have a combined 80+ years as thought leaders in managing HR departments in both academic and professional settings.

This session is intended for CHROs, Senior HR Leaders, Line Managers, HR Business Partners, or other HR Professionals who are committed to forging the linkages between HR departments and professionals with sustainable business results.  Each RBL Institute member company may send up to 3 participants to this session.



*Institute Members only. Contact Ginger Bitter for more information.

Mini Forums
Feb 23, 2016 10:00 am EST (New York time)
The Digitization of HR: How do we digitalize the employee experience?
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Mini Forum:
The Digitization of HR: How do we digitalize the employee experience?
When: Feb 23, 2016 What Time: 10:00 am EST (New York time) Who:

A number of industries are experiencing rapid demand from their external customers for a complete digital and mobile experience.  For example, in the travel industry the entire customer experience (from planning the trip, paying for it, checking in, tracking the journey, etc.) is moving toward a mobile and digital experience.  At the same time, organizations are also striving to make the employee experience mirror the customer experience.  As a result, a number of HR departments are looking to enhance their digital capabilities and transform their cultures in order to digitalize the employee experience and the HR function itself.

During the call we asked two questions, upon which each participant provided his or her point of view:

1. What is your company currently doing to create a more digital, mobile experience for the entire workforce?  Please share a specific example in your organization (such as on-line recruiting, onboarding, mobile learning apps, plans & benefits information, employee communications, etc.)

2. What are the keys to increasing the HR function’s digital capabilities in order to provide the workforce with a complete digital and mobile experience?  What are potential barriers to success?

PARTICIPANTS: Each RBL Institute Member Company is allowed to register/nominate ONE person to be the “spokesperson” for this call.  Ideal participants include: CHROs, Corporate HR Leadership, COE leaders, IT HR Leaders, or other Senior Professionals who can share your organization’s efforts in this area.



*Institute Members only. Contact Ginger Bitter for more information.
Mar 15, 2016 6:00 pm EDT (New York time)
HR as a Strategic Positioner: Understanding business context and key stakeholders.
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Mini Forum:
HR as a Strategic Positioner: Understanding business context and key stakeholders.
When: Mar 15, 2016 What Time: 6:00 pm EDT (New York time) Who:

Business success comes when we can effectively translate a company’s strategy into the right employee actions. HR professionals who help the organization effectively translate strategy into action must first be competent Strategic Positioners. Strategic positioners are able to understand and evaluate both the external and internal business contexts and translate this assessment into practical insights that help position the organization to achieve its goals.

Results from the 2016 HR Competency Study (HRCS) highlight that when you are in a business discussion as an HR professional, you need different skills depending on which stakeholders you represent. For example, if you are in a room with employees vs. investors, you need to think about which HR competencies matter the most to the stakeholders you are representing. Findings show that line managers and employees (internal stakeholders) care the most about HR being a credible activist while external stakeholders (investors and customers) care most about HR as a strategic positioner. Being a credible activist gets you to the business table, and being a strategic positioner helps you drive business value while you are sitting at the table.

During the call we asked two questions, upon which each participant provided his or her point of view:

1.  How do you help develop HR professionals to become more effective strategic positioners in your organization?  How do you train and develop HR leaders to understand the business context (including the needs of key stakeholders) and translate this knowledge into impactful insights?

2.  Please share an example of how your HR department translates investor and customer expectations into your HR priorities and practices.

PARTICIPANTS: Each RBL Institute Member Company is allowed to register/nominate ONE person to be the “spokesperson” for this call.  Ideal participants include: CHROs, Corporate HR Leadership, Regional HR Leaders, HR Business Partners, or other Senior HR Professionals who can share your organization’s efforts in this area.



*Institute Members only. Contact Ginger Bitter for more information.
Apr 08, 2016 10:00 am EDT (New York time)
Think Tank #1 Webinar
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Mini Forum:
Think Tank #1 Webinar
When: Apr 08, 2016 What Time: 10:00 am EDT (New York time) Who:
 



*Institute Members only. Contact Ginger Bitter for more information.
May 17, 2016 11:00 am EDT (New York time)
HR Analytics: Moving from insights to business value.
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Mini Forum:
HR Analytics: Moving from insights to business value.
When: May 17, 2016 What Time: 11:00 am EDT (New York time) Who:

Results of the 2016 HR Competency Study (HRCS) show that HR professionals must be effective “Analytics Designers and Interpreters” (i.e., using analytics to drive effective decisions). Analytics goes beyond collecting data and having scorecards to using data to improve business decisions. Analytics is not about the data. Analytics is about solving a business problem and measuring business outcomes.

There are two key components to being an effective Analytics Designer and Interpreter, which include, 1) the ability to get the right data (i.e., accurately interpreting statistics, excluding low quality data from decision processes, 
understanding the limitations of data in ambiguous situations, and incorporating rigorous data analysis when interpreting information), and 2) the ability to interpret business data (i.e., effectively using HR analytics to create value for the organization, identifying organization problems that can be solved with data, translating data into useful insights for the organization, using data to influence decision making in the organization).
 
During the call we will ask two questions, upon which each participant should be prepared to provide his or her point of view:

1. How are you using HR analytics to impact decision-making and measure HR’s impact on your organization?  What specific business challenges/business problems are you trying to address using HR analytics? What key HR analytics is your HR department using to measure the business impact of HR activities?  Please provide specific examples.

2. What development programs do you have in place to help HR professionals become more effective analytics designers and interpreters? What challenges are you facing in building this competency?  Please share specific examples.

PARTICIPANTS: Each RBL Institute Member Company is allowed to register/nominate ONE person to be the “spokesperson” for this call.  Ideal participants include: CHROs, Corporate HR Leadership, COE Leaders, HR Business Partners, HR Analytics Specialists, IT HR Professionals or other Senior HR Professionals who can share your organization’s efforts in this area.



*Institute Members only. Contact Ginger Bitter for more information.
Jun 10, 2016 6:00 pm EDT (New York time)
Think Tank #2 Webinar
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Mini Forum:
Think Tank #2 Webinar
When: Jun 10, 2016 What Time: 6:00 pm EDT (New York time) Who:
 



*Institute Members only. Contact Ginger Bitter for more information.
Jun 28, 2016 10:00 am EDT (New York time)
Culture and Change Champions: The key competencies and HR levers required.
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Mini Forum:
Culture and Change Champions: The key competencies and HR levers required.
When: Jun 28, 2016 What Time: 10:00 am EDT (New York time) Who:

Culture and Change Champions are able to successfully lead change and to positively impact the company’s culture. Two key components to being an effective culture and change champion are the ability to: 1) envision the right culture (e.g., craft the right organizational culture to deliver organizational results, measure the influence of organizational culture on achieving sustained organizational performance), and 2) leading change (e.g., help set the direction of the change with clear outcomes, identify the key steps for initiating change, help people understand why change is important, etc.). Being seen as an effective champion of culture and change inside the organization has a significant impact on your overall effectiveness as an HR professional as well as getting an influential seat at the table with other business leaders.

During the call we asked two questions, upon which each participant should be prepared to provide his or her point of view:

1. What aspects of your company’s culture are you currently seeking to change and why? What interventions have you embarked upon to drive this shift in the culture? How are you measuring the success of these efforts?

2.  Based on your experiences, what are the keys to effectively leading culture and change within an organization? What really works? What doesn’t?

PARTICIPANTS: Each RBL Institute Member Company is allowed to register/nominate ONE person to be the “spokesperson” for this call.  Ideal participants include: CHROs, Corporate HR Leadership, Regional HR Leaders, COE Leaders, OD professionals, HR Business Partners, or other Senior HR Professionals who can share your organization’s efforts in this area.



*Institute Members only. Contact Ginger Bitter for more information.
Jul 26, 2016 10:00 am EDT (New York time)
Personal Renewal: Tips to help our best people stay at peak performance.
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Mini Forum:
Personal Renewal: Tips to help our best people stay at peak performance.
When: Jul 26, 2016 What Time: 10:00 am EDT (New York time) Who:

Personal burnout has become a big challenge, especially for senior leaders and high potential employees.  The reasons for this are many - the increasing pace of change, 24/7 work, how rapidly work is changing, the proliferation of technology into every aspect of life, etc. This has implications on multiple dimensions of the workforce, including:

• Work-life effectiveness and the “sustained capacity” of the organization.
• Social networking (e.g., where and how work gets done).
• Workforce capabilities (e.g., who your workforce is and what is should be in the future).
• Recruiting and retaining great talent.

During the call we asked two questions, upon which each participant provided his or her point of view:

1. Are you seeing signs of burnout in your organization? What are some indicators of this (higher attrition, lower engagement, etc.)? Has this become a company priority?

2. How do you help employees, especially senior leaders and/or high potential employees, remain at peak performance and avoid burnout? What practices/programs do you have in place to ensure people have time for personal renewal?  What new skills and capabilities are you building within the organization to help employees deal with the rate of change, their workloads, and live the life they envision leading?

PARTICIPANTS: Each RBL Institute Member Company is allowed to register/nominate ONE person to be the “spokesperson” for this call.  Ideal participants include: CHROs, Corporate HR Leadership, Regional HR Leaders, or other Senior HR Professionals who can share your organization’s efforts in this area.



*Institute Members only. Contact Ginger Bitter for more information.
Aug 12, 2016 11:00 am EDT (New York time)
Think Tank #3 Webinar
calendar
Mini Forum:
Think Tank #3 Webinar
When: Aug 12, 2016 What Time: 11:00 am EDT (New York time) Who:
 



*Institute Members only. Contact Ginger Bitter for more information.
Aug 23, 2016 10:00 am EDT (New York time)
Leadership Capital: Looking at leadership through the eyes of investors.
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Mini Forum:
Leadership Capital: Looking at leadership through the eyes of investors.
When: Aug 23, 2016 What Time: 10:00 am EDT (New York time) Who:

In recent years, due to changes and uncertainty in markets, information, and globalization, the financial data publicly reported by firms does not fully reflect the total value of the company. As a result, firm valuation has pivoted from a pure focus on financial results to gaining a deeper understanding of intangibles that drive results. Investors know leadership is an important intangible (RBL research shows that about 30% of a company’s valuation is driven by quality of leadership). However, investors don’t always know what to look for when assessing leadership.

In 2014 RBL introduced Institute members to The Leadership Capital Index, which highlighted five individual and five organizational elements to assess the quality of a firm’s leadership.  The leadership capital index (like a Moody’s index for credit worthiness) enables Boards, CEOs, HR Executives, and Investors to determine the quality of leadership within an organization.  Using this index, an organization may make informed investments in leadership capabilities that will strengthen investor confidence and deliver higher market value. The quality of your firm’s leadership determines and sustains extraordinary market value. 

During the call we will ask two questions, upon which each participant should be prepared to provide his or her point of view:

1.  What do you want investors to know about your organization’s leadership?  What information do you currently share that provides investors with greater confidence in the quality of your firm’s leadership?

2.  How are you using these insights about what matters to investors to make decisions on where to invest in building leadership capabilities within your company?

PARTICIPANTS: Each RBL Institute Member Company is allowed to register/nominate ONE person to be the “spokesperson” for this call.  Ideal participants include: CHROs, Corporate HR Leadership, Regional HR Leaders, Leadership Development Executives, or other Senior HR Professionals who can share your organization’s efforts in this area.



*Institute Members only. Contact Ginger Bitter for more information.
Sep 20, 2016 10:00 am EDT (New York time)
Technology as a Talent Disruptor
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Mini Forum:
Technology as a Talent Disruptor
When: Sep 20, 2016 What Time: 10:00 am EDT (New York time) Who:

Technology is a disruptor for talent.  Newly emerging information technology, communication tools, robotics, mobile technology, etc. is disrupting how works gets done and who is doing it.  We have seen this trend impacting transactional and administrative work, which continues to increase.  As companies continually grapple with the challenges of focusing on the most important wealth creating activities of the firm, it will undoubtedly be the case some nice to have but strategically unnecessary roles will be eliminated or done through technology.
 
During the call we will ask two questions, upon which each participant should be prepared to provide his or her point of view:

1. How are technology trends impacting your business overall? Which types of activities, roles, and skills will become more important/less important in the future with the advent of new technology?

2. How is your organization planning for future talent needs with the advent of technology solutions that make certain positions irrelevant and new positions critical? How do you plan for new roles without really understanding the skills and competencies that will be required in the future? 
 
PARTICIPANTS: Each RBL Institute Member Company is allowed to register/nominate ONE person to be the “spokesperson” for this call.  Ideal participants include: CHROs, Corporate HR Leadership, Regional HR Leaders, Strategic Workforce Planning Professionals, Talent Management Professionals, or other Senior HR Professionals who can share your organization’s efforts in this area.



*Institute Members only. Contact Ginger Bitter for more information.
Oct 25, 2016 6:00 pm EDT (New York time)
Why are Firms Still Struggling with Diversity?
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Mini Forum:
Why are Firms Still Struggling with Diversity?
When: Oct 25, 2016 What Time: 6:00 pm EDT (New York time) Who:

Creating a diverse, inclusive culture today is a business necessity. The changing demographics of consumers and the workforce requires companies to invest in recruiting, developing, and engaging diverse talent as well as building an environment where everyone in the organization flourishes.  While much progress has been made in the area of diversity over the decades, many firms are still struggling to create a workforce that reflects the diversity of their consumers and are looking for ways to move beyond thinking of diversity as a program to embedding it deeply within their cultures.

During the call we will ask two questions, upon which each participant should be prepared to provide his or her point of view:

1. What steps are you taking to build an organization that is representative of the diverse global consumers you serve? In what areas have you had the most/least success around building a more diverse and inclusive organization? 

2. What actions has your firm taken to ensure that diversity and inclusion is more than just a program or checklist, but a way of life for all associates? How are you measuring success in this endeavor?

PARTICIPANTS: Each RBL Institute Member Company is allowed to register/nominate ONE person to be the “spokesperson” for this call.  Ideal participants include: CHROs, Corporate HR Leadership, Regional HR Leaders, Diversity & Inclusion Professionals, Centers of Expertise Leaders, or other Senior HR Professionals who can share your organization’s efforts in this area.



*Institute Members only. Contact Ginger Bitter for more information.
Nov 22, 2016 10:00 am EST (New York time)
Accelerating the Rate of Change
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Mini Forum:
Accelerating the Rate of Change
When: Nov 22, 2016 What Time: 10:00 am EST (New York time) Who:

The speed, velocity, and intensity of change in an organization’s business context (social, technological, economic, political, environmental, and demographic) continues to increase requiring firms to plan and build capabilities that help the business respond with greater agility. Firms that change faster than their competitors and respond more quickly to market opportunities win in today’s dynamic marketplace.  While most firms have well-established processes to manage change, the increasing pace and complexity of change outside makes it more challenging to speed up the change process inside the organization.

During the call we will ask two questions, upon which each participant should be prepared to provide his or her point of view:

1. What changes in the external business environment are having the greatest impact on your firm and how effective are your current change management methodologies/processes in responding to them?

2. What changes have been made to your firm’s current change management methodologies/processes to be able to respond with greater speed and agility?  Please provide a specific example.


PARTICIPANTS: Each RBL Institute Member Company is allowed to register/nominate ONE person to be the “spokesperson” for this call.  Ideal participants include: CHROs, Corporate HR Leadership, Regional HR Leaders, COE Professionals, Change Management Leaders, or other Senior HR Professionals who can share your organization’s efforts in this area.



*Institute Members only. Contact Ginger Bitter for more information.
Dec 13, 2016 10:00 am EST (New York time)
Assessing & Onboarding External Talent for Senior Leadership Positions
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Mini Forum:
Assessing & Onboarding External Talent for Senior Leadership Positions
When: Dec 13, 2016 What Time: 10:00 am EST (New York time) Who:

As competition accelerates and as innovators disrupt industries and markets, the need for external talent continues to expand. Organizations are increasingly reliant on a widening range of external talent to acquire and master the capabilities needed to perform and grow. Organizations that choose to go outside for external talent need to ensure these senior hires fit the culture and also ensure they are onboarded in a way that sets them up for success. 

During the call we will ask two questions, upon which each participant should be prepared to provide his or her point of view:

1.  How does your organization assess senior level external talent? What practices/processes do you find most effective when you hire from the outside for senior-level leadership positions? How do you in particular assess cultural fit?

2.  How do you onboard external talent for senior-level leadership positions?  What programs or practices do you have in place to ensure external hires will get off to a great start in your organization? Please share some tips of what works well to onboard external senior-level talent.


PARTICIPANTS: Each RBL Institute Member Company is allowed to register/nominate ONE person to be the “spokesperson” for this call.  Ideal participants include: CHROs, Corporate HR Leadership, Regional HR Leaders, Talent Management Professionals, Centers of Expertise Leaders, or other Senior HR Professionals who can share your organization’s efforts in this area.



*Institute Members only. Contact Ginger Bitter for more information.
Dec 20, 2016 11:00 am EST (New York time)
Think Tank #4 Webinar
calendar
Mini Forum:
Think Tank #4 Webinar
When: Dec 20, 2016 What Time: 11:00 am EST (New York time) Who:
 



*Institute Members only. Contact Ginger Bitter for more information.

Benefits of Membership

For the Entire Organization

RBL Institute Library: Available to everyone in your organization, the RBL Institute’s online library is a secure website where HR professionals at all levels can access the latest intellectual property produced though the RBL Institute, which includes videos, playbooks, toolkits, white papers, and research articles on hot HR issues.

Discounts: RBL Institute members also receive discounts to additional programs, including our flagship HR Learning Partnership (HRLP) program held twice a year. Please contact gbitter@rbl.net for additional details.

For Senior HR Executives

Think Tank Sessions: Senior HR Professionals gather four times a year from around the world to leverage our research, thought leadership, and our world-class network in our unique Think Tank process as we develop new ideas and approaches to solving HR’s most demanding and current challenges. Each Think Tank session is facilitated by Dave Ulrich.

Mini Forum Webinars: Join a group of about 8-10 Institute members on a 60-minute Mini Forum call to share practical ideas, experiences, and best practices around a critical topic.

For HR Professionals

Playbooks: Get access to our comprehensive learning record from each of our 2-day Think Tank sessions, called a Playbook. Each Playbook is about 30-40 pages of great material that is available for all Institute members who were unable to attend the in-person sessions.

Toolkits: Get access to short PowerPoint pitches with key ideas from our Think Tank sessions. They are designed to be used as training for HR teams, individual paced learning, and coaching with managers. Each Toolkit has an accompanying video from Dave Ulrich or an RBL Partner explaining the concepts.

White Papers: Get access to concise (3-5 pages) White Papers that highlight best practices shared among Institute members based on our Mini Forum calls.

For the Chief HR Officer

The Annual CHRO Summit: Join an exclusive group of the world's top HR thinkers and practitioners in a special session designed entirely around the topics of interest of Institute member Chief HR Officers

Annual Partner Call: Join Dave Ulrich on a 30-minute call each year to discuss your key business issues, your focus areas in HR, and how the RBL Institute can be your thought partner to co-create a solution.

Research/Thought Leadership: You will be the first to see our research results, articles, and books on the latest trends in HR. Get pre-published authors' proofs of the latest and greatest research produced by the RBL Institute.