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Managing Transitions: How to Cut Costs and Increase Success When People Take On New Roles Training Class |
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Managing Transitions: How to Cut Costs and Increase Success When People Take On New Roles Training Seminar
Why do so many transitions of talented and capable people fail? How can a company hire a strong candidate, then 30 days later conclude there's a "bad fit"? Why is it when you promote top performing sales reps, accountants or engineers into managerial positions, they often fail miserably and end up quitting or being fired? How can an employee be outstanding in one department, make a lateral move, and then fail in the new department?
More often than not it's because so many companies take a "sink or swim" approach to transitions that almost guarantees failure. The cost is staggering. Studies have shown that a person transitioning into a new job will take 6.2 months to break even on contribution in his new role. During that time, he'll likely be decreasing the productivity of 12.4 people he directly impacts. When a transition fails it costs between two and six times a person's salary to replace him. Do the math and you'll see that failed transitions are costing your company a fortune.
Unnecessarily. Some companies "get" the importance of successful transitions and know there's plenty for you to do to dramatically improve your success rate. This 90-minute program will explore the root causes of transition failure, provide a checklist to avoid the most common transition mistakes, and lay out a series of eight proactive steps that HR executives can take to ensure successful new-hire and internal transitions from this point forward.
Participants will learn:
- A method HR executives can use to calculate the cost of bad transitions at their own company
- How company culture impacts transitions and what HR executives can do to decrease the likelihood of "tissue rejection"
- Which key players involved in transitions have the greatest influence success or failure
- How colleagues can consciously or unconsciously sabotage a transitioning employee - and what to do about it
- The importance of setting realistic expectations
- Special considerations when a person is transitioning from a small company to a large one, and vice versa.
- How to ensure promotions can succeed through advanced planning and personal development plans
- How to leverage the interview process to guarantee that a new employee integrates quickly, understands expectations, and overcomes any culture differences from their last company
- Metrics and standards to verify and validate that the investment in transition management is generating a high return
ABOUT THE SPEAKER: Barry Deutsch is the CEO of IMPACT Hiring Solutions, a firm that specializes in coaching and advising CEOs and Key Executives in how to hire and leverage top performers. He is a frequent speaker at management meetings, trade associations, and CEO forums such as The Executive Committee (TEC) and Young President's Organization (YPO). Barry and his colleagues have presented to well over 35,000 CEOs and key executives over the last two decades. They have jointly conducted over 1,000 executive search assignments and have interviewed over 10,000 senior executives. Barry has also published a shocking book on the hiring process, titled "You're Not the Person I Hired", based on the same title as their popular workshop.
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Price |
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$249.00
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