Surviving VUCA Talent Excellence

T h e ‘ H o l y G r a i l ’ o f C o r p o r a t e S u s t a i n a b i l i t y

In Collaboration With:

T E L : 6 0 3 8 9 3 2 5 8 0 0 F A X : 6 0 3 9 2 0 0 7 9 4 6 E M A I L : i b n @ i n t e l - b i z n e t . c o m

FACULTY: DR. DAVID S. COHEN

‘INTERNATIONAL HR GURU’ YORK UNIVERSITY, CANADA

COURSE DATE : 21-22 AUGUST 2017

ISTANA HOTEL, KUALA LUMPUR

Thru’ Times

COURSE CONTENT IS DEVELOPED BASED ON RESEARCH ON

OVER 50 ORGANIZATIONS WORLDWIDE

HRDF CLAIMABLE NO SIRI : 576479X

- # An Interna onal HR Cer fica on Program -

Supporting Partner:

This workshop is designed for Chief Talent Officers, Directors,

VPs of HR, HR Specialists, HR Generalists, HR Strategists, Head

of Departments and Managers, of public and corporate

sectors, who are responsible for the following:

The practical workshop promises to unravel the inner

workings of the most effective and efficient Talent

Management Strategies, provide practical models, best

practices and templates that will unquestionably benefit

you in every aspect. Focused on helping organisations

throughout the entire talent management process in

VUCA Times - this intensive master-class will enable

organisations to optimise the returns of their Human

Capital Investments. As a subject-matter expert, Dr. David

Cohen will illustrate through data slides, anecdotal stories

from organizations, exercises and ‘hands-on’ insights on

Talent Management, to show you how to translate

strategies into effective processes for managing your

human capital in VUCA times.

WORKSHOP METHODOLOGY

Human Resources Talent Acquisition Leadership Development Talent Management Selection & Retention Diversity Recruiting Training and Learning Succession Planning Human Capital Planning Career Development

Workforce Planning Leadership Development Executive Development People Strategies HR Business Partners Placement Human Capital Strategic Planning Business Unit Heads Recruitment

YOU'LL COMPLETE THIS COURSE WITH SHORT AND LONG-RANGE BENEFITS ENABLING YOU

TO EFFECTIVELY TRANFORM: VOLATILITYVISION – See through the chaos and develop or refine a

clear Performance and Talent Management vision to meet business growth needs without abandoning core values or locking yourself into fixed positions.

UNCERTAINTYUNDERSTANDING - Understand the VUCA environment

and the talent acquisition problems that it creates. Also, understand the key elements of adaptive talent management to help move the organization forward successfully.

COMPLEXITYCLARITY – Gain clarity of your talent capabilities and

use it to maximize productivity by playing up strength and minimizing weakness. Take advantage of your existing Talent Pool thru effective retention strategy that are relevant to the rapidly changing times.

AMBIGUITYADAPTABILITY – be flexible in adapting to this rapidly

changing talent environment without succumbing totally to age groupings stereotypes. Instead, develop workforce plans and programs that are agile and adaptive to the rapidly changing circumstances, without altering strategic course.

SPEAKER’S NOTE

“….. the balance of power is shi ing from employers to employees…....” - Dr. Tommy Weir

TARGET AUDIENCE

Dear HR Warriors,

If you haven't noticed, we live in a chaotic world where there is little economic or business stability. The dynamics of the business world is being influenced by rapid innovation, advanced technology, liberalization and globalization. This is projected to get even tougher and battle-ready HR Professionals need to be agile and nimble around changes as VUCA can throw up immense possibilities:

Volatility - fast changes that are not in a predictable trend or repeatable pattern

Uncertainty - major "disruptive" changes occurs and where preparing for "what will come next" is extremely difficult

Complexity - confounding of issues and the chaos that surrounds any organization

Ambiguity - "who, what, where, when, how and why" behind the things that are happening are hazy

Existing talent management models were simply not designed to handle this level of fluctuation. In some organizations, there are rapid growth in some business units and regions while simultaneously shrinkage in others. This ‘churn’ requires new Talent Management and contingency worker models that are able to handle any disruptive event such as generational differences, geographical shift, the growth of technology, the social media, simultaneous talent surpluses and shortages; that traditional one-speed-talent management strategies simply can't handle. If you're going to produce dramatic change in talent management, you have no choice but to be agile to match the fluctuations in a rapidly changing world. ‘THE GREATEST DANGER IN TIMES OF TURBULENCE IS NOT THE TURBULENCE;

IT IS TO ACT WITH YESTERDAY’S LOGIC.’ – PETER DRUCKER Clear and Actionable strategies are crucial to deliver world-class talent programs that are relevant to the current VUCA times. If you are just scratching the surface of the potential benefits of attaining and retaining great talents - THINK AGAIN! because as you are reading this, your competitors are already doing it! This workshop is designed to help HR Leaders plan for challenging future scenarios, respond swiftly to drive business success and enable enterprise agility through an agile HR function.

I hope you will join me for this valuable learning experience.

See You Soon!

David S. Cohen

PROGRAM CONTENT

MODULE 1 WHAT MAKES THESE VUCA TIMES? This module will look at some of the underlying turbulence that is driving businesses both locally and globally and its impact on the talent war. How business strategy and decisions impact the recruitment and

retention of employees The impact on organizations that focus on values and culture

in productivity and sustainable success Understanding the “Why” behind the strategy is a competitive

advantage for sustainable businesses The impact of business decisions made by leaders on the moral and

intent to stay or leave of employees MODULE 2 DOES ‘PAY FOR PERFORMANCE’ WORK? MYTH OR REALITY There is new evidence that says Pay for Performance bonus and merit reduce engagement and productivity. What is the impact of this research on your experience and what can you apply? What are alternative means for rewards that are more powerful

then financial pay out? When to use a financial bonus or merit and when not to? What are the jobs where Pay for Performance is still relevant? What other retention interventions work and don’t work? Is what has worked in the West relevant to the local geographic

environment? MODULE 3 STAY INTERVIEWS: A POWERFUL TOOL FOR EMPLOYEE ENGAGEMENT & RETENTION The Stay Interview aims to discover what motivates the employee. What drives them to stay or move to another company? The Stay or Retention Interview is an opportunity to build trust - which is one of the fundamental drivers of retention. Provide a two-way conversation and a chance to ask questions Get more in-depth understanding of that employee's current

motivation Offer managers the opportunity to quickly reinforce the positives

and deal with the employee's concerns Participants will receive a list of possible questions they can

use for a Stay Interview We will discuss what needs to be the best means of implementation

of the stay interview in your company MODULE 4 THE MYTHS AND REALITIES OF GENERATIONAL DIFFERENCES Many ideas suggest that Millennials are changing the way we work and expectations from work. But is that the case? Is there a causation to how one behaves at work based on the year of birth? Does what is being said about the Millennials apply to all generations? Are you being influenced by finding about the generations based mostly on Western society? Exercise: Participants will go through a individual exercise to see

how they perceive the generational differences Experience Sharing: We will discuss the experiences participants

have had with the different generations and compare the local Southeast Asia experience to that of the popular literature

What are, if any, specific and different activities you need to implement for attracting and retaining Millennials

MODULE 5 SOURCING, SELECTING AND ON-BOARDING TO RETAIN TOP TALENT This module will provide an overview to the key elements of ensuring that, through the selection process, you mitigate the issues that drive people out of the company as soon as they arrive. Understanding your complete profile for hiring: skills, knowledge,

education, experience, behaviours and values Ways of resourcing your potentially best candidates What needs to be added and deleted from the interview questions What are the key elements for an eleven month On-boarding

Process? Participants will receive a list of questions they should stop asking

and those they need to start asking What are the key elements of a comprehensive On-boarding

Process focused on building trust and influencing retention?

Course Content is backed with Dr. David Cohen’s 30 years of practical experience and is developed based on his research on over 50 organizations that have, in the last three years,

examined their performance management process and modified or changed it including Amazon, IBM, Adobe, Deloitte, Accenture, FedEx Kinkos, Verizon, A.T. Kearney, Facebook,

Michelin and many others ….

SUGGESTED PRE-READING ‘Drive: The Surprising Truth About What Motivates Us’

by Daniel H. Pink

MODULE 6 WHAT IS THE CURRENT STATE OF PERFORMANCE MANAGEMENT IN YOUR ORGANIZATION? Experience Sharing: Participants will engage in sharing with one

another what their organizations are doing (or not doing) regarding Performance Management

Group Exercise: Based on a series of questions, participants will work in small groups and learn from one another on their current reality. The outcome: Gain insights of their thoughts and perceptions of Performance Management in their own companies

Exercise: Participants will develop a list of areas to be explored and questions that must be addressed to build a meaningful agile vision for their company for performance management

MODULE 7 A GLOBAL OVERVIEW OF THE STATE OF PERFORMANCE MANAGEMENT TODAY The theory and background: Why do we need Performance

Management, why do most hate it and what to do moving forward? What are the different philosophies regarding Performance

Management Examining commonly used performance management tools such as

360˚ feedback, forced ranking (a Bell Curve), Self-assessments, Psychometric testing, rating scales

We will examine the impact of each and why they should or should not be used.

How Performance Management can be the key to surviving in VUCA times?

MODULE 8 CREATING A FOUNDATION FOR MEANINGFUL PERFORMANCE IMPROVEMENT Participant will begin to understand the difference between an employee who needs development, a good performer, high performer and a high potential. What do you base successful performance? (Is performance only

about achieving the desired business results) What kind of behaviours in the workplace is right for your specific

company and why? How to validate the behaviours as authentic and meaningful for your

specific organization? Exercise: Defining for your company’s vision for Performance

Management MODULE 9 MOVING AWAY FROM CONVERSATIONS AND COACHING AND CREATING AUTHENTIC DIALOGUES TOWARDS FEED FORWARD Using the knowledge from previous module on understanding the importance of having a clearly defined company specific behaviours, the participants will practice holding meaningful performance related dialogues based on their own experiences. The impact of feedback: What has neuroscience revealed and the

possibilities it has presented for improving the process of ‘Improving Performance’

Differentiating between Conversations, Coaching and Dialogues What are the key elements of holding a meaningful dialogue? What causes ‘self-talk’ (tackling one’s own prejudices towards a

person) Holding Manager / Direct Report Dialogues - who owns them and

how often are they needed MODULE 10 THE KEY TO SUCCESS: FEED FORWARD During this section of the module, participants will first learn about Feed Forward through a group activity and they break down the process ‘liking it’ to ‘link it’ back to the dialogue activities and the neuroscience of feedback. The idea of Feed Forward The importance of focusing on the desired future action and not past

mistakes What is the difference between feedback and feed forward? Exercise: Conduct a Feed Forward How to integrate Feed Forward into your practice Feedback & Review MODULE 11 CLOSING Closing feedback on key learning points to apply on the job

SETTING UP A COMMUNITY FOR CONTINUED LEARNING FROM ONE ANOTHER & DR. COHEN

Distribution of certificates of participation

“Robots are expected to kill every 2nd job by 2050” The Talent Management Group William Malek Chief Evangelist for Strategy Execu on

“David’s sharing of real experience and

stories was very insightful and useful.”

- Mobinil

“It exceed my requirement.” - Qatar Telecommunications

“Excellent, very engaging,

provoking and eye opening with full of insights.”

- MCMC

“Very informative... overall very good.”

- Bank of Muscat

“It was excellent! Answered all my questions

and inspired me.” - BMobile Communications

“Dr. Cohen is a very knowledgeable

& dynamic facilitator.” - Khazanah Nasional

“He was an invaluable consultant

when developing an integrated learning strategy for University

staff and administrators.” - University of Notre Dame

PARTIAL CLIENTS LIST

DR. DAVID S. COHEN is the Principal of Strategic Action Group, a consulting firm specialising in Human Resources Development. For over 30 years, David has been an international thought leader on Talent Management and its application to aspects of Human Resources. Having built a wealth of knowledge on Talent Management implementation in organizations, Dr. Cohen received the award for HR Leadership from the World HRD Congress in 2009.

David has consulted many Fortune 100 companies on leadership / talent development programs and conducted practical research to evaluate and leverage the outcomes and business impact of such initiatives. He currently teaches executive education programs at Schulich School of Business. He specializes in training, facilitation and consulting to both the public and private sector in 5 primary areas:

Customisation of the management and leadership behavioural statements specific to the corporate values and business strategy

Recruitment and selection, performance management, individual performance improvement through multi-source (360˚) feedback, succession planning, career planning and coaching and leadership development

Assisting organisations in the strategic thinking process enabling them to clearly articulate their vision and state their values in behavioural terms

Designing curricula for development of leadership behaviours within the workplace coupled with a program to ensure “line of sight” between the individual and the company success, focusing on leading through values

Behaviour-based team building, focused on achieving business results

He holds a doctorate in Education from Boston University, focusing on adolescent behaviour and humanistic development and he has also completed an independent doctoral studies at the Harvard School of Education.

Dr. Cohen brings along over 30 years of experience in the consulting field and is an internationally recognised speaker, corporate advisor and a professional instructor on human resources issues. He has spoken at over 500 conferences in Europe, America, Asia, The Middle East and the Caribbean. He is also the author of two best selling books on the subject - The Talent Edge: A Behavioral Approach to Hiring, Developing and Keeping Top Performers and Inside the Box Thinking: A Radical Perspective. Dr. Cohen is a member of the Human Resources Professional Association of Canada and teaches at the Schulich School of Business, York University, Executive Education program.

COURSE DIRECTOR

360 Kids. ADP. Air Canada. ARAMCO / SASRAF. Aventis Pasteur. Bank of Montreal. Bell Canada. Bell Mobility. CAE Electronics. Calgary Police Services. Canadian Mortgage and Housing Corporation (CMHC). Canadian Transport Agency. Canadian Imperial Bank of Commerce (CIBC). Citibank City of Toronto. City of Vaughn. Coca-Cola. Detour Gold. Durham College. Dynamic Mutual Funds. Enbridge. Essar. Estee Lauder. Government of Saskatchewan. HEICO. HighVail. HMV. HSL Contactors (Singapore). Iberdrola. Inalfa Roof Systems. Ingelheim-Bohringer. Islamic Development Bank. Japan Tobacco International. Khazanah Nasional. Kruger. LawPro. LG Electronics Canada. Massachusetts General Hospital. Maybank. M&G Chemicals. Michelin Tires. NASA. Nemak. Notre Dame University Ontario Hospital Association. Sanofi Pasteur. Scotiabank. Shoppers Drug Mart. Siemens Electric. SKF SkyChief. SPRING (Government of Singapore). Starwood Hotels Canada. St. Mary's Hospital (Montreal). Starbucks. Symbility Solutions. The United States Department of Justice. The Royal Canadian Mint. Thomas Cook Financial. University of Michigan. Vale. Velcro. Wal-Mart. Weill Cornell Medical Center. Zydus Pharmaceutical.

WORSKHOP SCHEDULE Registra on 0830 Course begins 0900 Morning Refreshment 1030 Luncheon 1300 A ernoon Refreshment 1530 End of the day 1700

Participants signing up for the workshop before the 30th JUNE 2017 will get their CHOICE of a copy of Dr Cohen’s book ‘The Talent Edge’ OR ‘Inside the Box’

One-hour of follow up telephone

consultancy with Dr. Cohen after the conclusion of the workshop

FREE templates for keeping

managers and employees focused on meaningful check-in processes f o r a g i l e p e r f o r m a n c e management

Sa m p l e G e n er i c S t r u c t u r e

Behavioural Interview Questions that can be modified to their specific needs

The instructions on How to Conduct

a Feed Forward Exercise with Employees

VALUE-ADD

International delegates requiring visas should contact the respective Embassies or High Commissions in their country of residence as soon as possible.

VISA REQUIREMENT

PAYMENT A confirmation letter and invoice will be sent upon receipt of your registration. Please note that full payment must be received prior to the event. Two easy way to pay

Telegraphic Transfer Bank : Public Bank Branch : Taman Maluri, Kuala Lumpur A/C No : 3-1711239-09 Swift Code : PBBEMYKL All payments by cheque should be made in favour of:-

Intelligence Business Networks 160-3-1, Kompleks Maluri Jalan Jejaka, Taman Maluri 55100 Kuala Lumpur Malaysia

Note: Payments must be received within 7 days upon issuance of invoice.

Due to contractual obligations, cancellation charges are as follow:

*Upon Signing Contract : 50% of the workshop fee *30 days notice : 70% of the workshop fee *14 days or less notice : 100% of the workshop fee (* Based on working days only )

However, complete sets of documentation will be sent to you. Substitutions are welcomed at any time. All cancellations of registration must be made in writing.

Note: It may be necessary for reasons beyond control, to change the content and timing of the event, speaker(s) or venue, every effort will be made to inform the participants of the change.

CANCELLATION POLICY

HOTEL RESERVATION DETAILS

Hotel Istana, Kuala Lumpur 73 Jalan Raja Chulan, 50200 Kuala Lumpur, Malaysia Tel : 603 2141 9988 Fax : 603 2144 1245

Room Reservation can be made by delegates directly with the hotel. To enjoy privileged room rates, please state you’re attending an event organised by IBN International. Please call Mr. Chang K H at 603 2141 9988 or email: chang.kamhung@hotelistana.com.my

International Learning Environment

Comprehensive Take-Home Materials

Certificate of Course Completion for All Programs

Participants Certificate will be Awarded by the Schulich

School of Business York University

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Surviving VUCA Talent Excellence Thru’

Times

21– 22 AUGUST 2017 . ISTANA HOTEL, KUALA LUMPUR

R E G I S T R AT I O N F O R M

World Class Faculty

HRDF CLAIMABLE NO SIRI : 576479X INVESTMENT

PLE ASE COM PLET E T HI S F ORM IMM EDI AT ELY AN D FAX T O 60 3 - 9 20 0 7 94 6

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C O N T A C T T E L : 6 0 3 8 9 3 2 5 8 0 0 . E M A I L : i b n @ i n t e l - b i z n e t . c o m

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REG BY 30 JUNE 2017 REG BY 10 JULY 2017 REG AFTER 10 JULY 2017 2 DAY COURSE FEE RM4990 RM5490 RM5990

REGISTER BEFORE 30 JUNE 2017 SAVE UP TO RM1000!!! COMPLIMENTARY COPY OF DR COHEN’S BOOK

‘THE TALENT EDGE’ OR ‘INSIDE THE BOX’

MY CHOICE OF BOOK ‘THE TALENT EDGE’ OR ‘INSIDE THE BOX’

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