Archive for May 9th, 2016

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Live Webinar May 16th, 2016 – 12:00 pm – 1:00 pm  EDT
Duration: 1 hour webinar Credits: 1 PDU Category A – Free PDU
By: ProjectManagement.com / Gantthead (REP #2488)
Once viewed your PDU Will automatically Be recorded with PMI®

ProjectManagement.com / Gantthead premium content
Is available to PMI® members.

During this lively, interactive workshop, attendees will develop a working understanding of the major mental and emotional biases we use in making decisions and planning.

Eric Wright (LinkedIn profile) will describe ways in which attendees can mitigate the impact of biases on their project decisions so they can Make Better Project Decisions More Often.

Note: You have to sign in to ProjectManagement.com with your PMI® credentials to register for this opportunity. If you are not signed in with your PMI® credentials you will not see the “Register for this webinar” link

Registration for this session is close to being full. If the registration is closed they are at maximum capacity for the live webinar.

An on-demand recording will be available at the link below
within 24 hours of the live session.

Click to register for:
Making Better Project Decisions More Often

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Technical Project Management Leadership Strategic & Business Management
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Live Webinar May 17th, 2016 11:00 am – 12:30 pm EDT
Duration: 1 Hour 30 Min Credits: 1 PDU Category A – Free PDU
Presented by: Computer Aid Inc IT Metrics & Productivity Institute (Rep 2733)

In this webinar Nick Pietrocarlo (LinkedIn profile)  explores how Program Managers can get fixated on costs, schedule, and scope while overlooking that their greatest leverage lies in the morale of their team.

Click to register for:
America May Run On Dunkin® Donuts, But Projects Run On People

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Technical Project Management Leadership Strategic & Business Management

 

The Live Session Is Free But…

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ITMPI Membership

Premium Memberships are only $199 USD per year
An Excellent Value!!

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Live Webinar May 18th, 2016 – 12:00 pm to 1:00 pm EDT
Presented by:  Human Capital Institute
Webinar Duration: 1 Hour Credits: 1 Category C PDU – Free PDU

Change Management Is More Than
A Trendy Buzz Word

Organizations that recognize this and take action to build meaningful capability will have a clear advantage over competitors as the pace of change continues to quicken.

Traditionally, organizational change management expertise has resided within a single department or function, usually HR or a Project Office.

As key initiatives would arise, change experts would be deployed to manage employee readiness and engagement to support successful project outcomes.

More progressive organizations recognize the value of change management and develop broader capability through some level of change training to a wider population.

However, most stop short of taking a strategic approach to establishing change management as a core enterprise capability.

As companies continue to face fluctuating economic conditions, increases in non-traditional competitors, new technologies, and new ways of working, the need for change management and resiliency as a core capability will become even more critical.

Organizations that are reliant on heavily centralized delivery models will limit their business agility and will be at risk of being outpaced by other more resilient and change enabled organizations.

As HCI examines Change Management, it has become clear that people processes within and across an organization are integral to achieving an agile environment where organizational purpose is connected with individual meaning.

While HR can be expected to continue to play a lead role in processes like change management, there is a clear opportunity to align, enable, and advise others across the organization for greater momentum and impact, exemplified by the Royal Bank or Canada (RBC).

In 2010 RBC established Organizational Change Management as a business imperative and a required core capability.

The bank embarked on a journey to strengthen its resiliency through a purposeful strategy focused on centralized enablement, decentralized change management delivery, and integration with existing project and work routines.

This strategy was driven in large part by the pace, magnitude and complexity of change which the global financial industry was undergoing and as well, anticipating.

In this webcast you will learn about RBC’s journey to establish a comprehensive and cohesive enterprise change management capability.

  • Q:   What is in it for you?
  • A:    Understanding of how to create a change management ecosystem that improves business agility, an ability to adapt to market changes and that inspires employee resiliency.

Sean Bartman (LinkedIn profile) Director Organization Effectiveness Royal Bank of Canada, and Hashmeen Hosein (LinkedIn profile) Senior Manager, Organization Effectiveness Enablement, Royal Bank of Canada, will share their blueprint for success and some practical examples of how to create and sustain change capability across an organization.

PDU Category C (PMBOK 5) documentation details:
Process Groups: Planning Executing
Knowledge Areas: 4 – Integration 5 – Scope 13 – Stakeholders

  • 4.1 Develop Project Charter
  • 5.2 Collect Requirements
  • 5.6 Manage Scope
  • 9.4 Manage Project Team
  • 13.3 Manage Stakeholder Engagement

As a Category C ‘Self Directed Learning Activity’ remember to document your learning experience and its relationship to project management for your ‘PDU Audit Trail Folder’

Note: SHRM has pre-approved this webcast for 1 Professional Development Credits (PDCs) toward PHR, SPHR and GPHR recertifications.

Click to register for:
How To Build True Enterprise Change Capability:
A Practical Guide & Journey To Success

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Technical Project Management Leadership Strategic & Business Management
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Live Webinar May 18th, 2016 – 12:00 pm – 1:00 pm  EDT
Duration: 1 Hour Credits: 1 PDU Category C  – Free PDU
Presented by American Management Association (REP 1294)
Although the AMA is an REP this opportunity may not have a course number Contact the AMA for further information.

The list of learning and development approaches & issues just keeps growing

From eLearning, online training, self-paced learning, executive coaching, developmental coaching, instructor-led training, performance support tools, to competencies, learning nuggets, job aids, skills, knowledge, behavior, retention, information overload … the list seems to go on and on.

The resulting quest for the magic bullet, the one-size-fits-all prescription for developing talent in the most time and cost effective way, is a difficult if not impossible task.

For example, is it realistic to expect that the same, single learning medium will hit the mark for teaching someone how to master Excel Pivot Tables or Presentation Skills?

While there is most certainly room for a broad range of learning modalities, determining the “best fit” for any individual depends on the topic area, learning goals, and desired outcomes.

In this insightful and thought-provoking program, a panel of diverse experts will look at how individuals do and don’t learn, and some of the truths and myths about information gleaned from the internet.

What You Will Learn:

  • The difference between information and knowledge and how an increase in someone’s knowledge doesn’t necessarily mean he/she can do something different or better
  • How to identify the best medium to use for the learning outcomes you desire
  • Why people fail to realize the gaps in their own knowledge and how to address them
  • Ways in which education, memory, and emotional investment might help answer some of the above questions.

We encourage you to register even if you are unable to attend live; you’ll receive replay information following the event.

Presenters: 

Matthew Fisher is a researcher at Yale University who looks at how people make sense of a complex world and the inherent trade-offs of the strategies they use to do so. In particular, Matthew examines the effects of acquiring information from external sources (i.e. the Internet) and other people (i.e. through argumentation). He is also researches how well people can assess their own explanatory knowledge, why it is that people fail to realize the gaps in their own knowledge, and the ways in which education, memory, and emotional investment might help answer this question.

Nicholas Igneri (LinkedIn profile) is VP of Education at American Management Association and is instrumental in the design, implementation and management of AMA’s learning programs. Previously, Igneri held leadership positions at Docent, now SumTotal, as Director of Professional Services, and VitesseLearning as VP of Learning Solutions.

Howard Morgan is an executive coach who has led major organizational change initiatives in partnership with leaders in international organizations. Named as one of the world’s 50 top coaches, and identified as one of five executive coaches with a “proven track record of success,” Howard has published several books including his latest, The New Advantage: How Women in Leadership Can Create Win-Wins for Their Companies and Themselves. Howard has worked with over 500 CEO and Executive Team members from more than 50 countries and from a diverse industry base including Chemical, Information Technology, Financial Services, Media, Retail, and Real Estate.

Allison Rossett (LinkedIn profile) long time Professor of Educational Technology at San Diego State University, is in the Training magazine HRD Hall of Fame, was a member of the ASTD International Board of Directors, and was honored with selection as an ISPI Member-for-Life and more recently with the Thomas Gilbert Award. Allison co-authored Job Aids and Performance Support: Moving From Knowledge in the Classroom to Knowledge Everywhere (Essential Knowledge Resource) and a new edition of her best selling book, First Things Fast: A Handbook for Performance Analysis (Essential Knowledge Resource).

PDU Category C (PMBOK 5) documentation details:

Process Groups: Executing
Knowledge Areas: 4- Integration 9 – Human Resources

  • 4.3 Direct and Manage Project Work
  • 9.1 Plan Human Resource Management
  • 9.3 Develop Project Team
  • 9.4  Manage Project Team

As a Category C ‘Self Directed Learning Activity’ remember to document your learning experience and its relationship to project management for your ‘PDU Audit Trail Folder’

Click to register for:
The Talent Development Dilemma:
Don’t Leave Learning To The Search Engine

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Technical Project Management Leadership Strategic & Business Management