After the Storm: Mindful Leadership

2020 was a year like no other, and that is a profound understatement!

This series focuses on the challenges that we experienced and how employees and managers alike were impacted.  On the employee side, we know that COVID-19 impacted their work, their families and nearly every aspect of life.  On the manager side, they experienced all the same pain points as their employees, with the added responsibilities of managing through the chaos, learning how to lead remotely, while responding to the never-ending changes.

  • Session 1: The Workplace Is Changing Rapidly, Is Your Organization Ready, and More Importantly, Are Your Managers Ready?  - Wednesday, April 14 at 10:00 AM*
  • Session 2:  How Do We Prepare Managers to Successfully Engage Employees in the Workplace When It Is Changing Before Their Eyes?  - Wednesday, May 19 at 10:00 AM*
*Please see the content tab for more information on the individual sessions. 

This series will be recorded and available to view on-demand after the live sessions. 

  • The Workplace Is Changing Rapidly, Is Your Organization Ready, and More Importantly, Are Your Managers Ready?

    Contains 4 Component(s), Includes Credits

    Join for session one of After the Storm: Mindful Leadership series.

    Where we work, how we work, and who we work with, has changed substantially, and will continue to change rapidly in 2021.  This is presenting unprecedented challenges for organizations.  It impacts policy, processes and, most importantly, our people. 

    Managers are at the nexus of this change.  They are the group that will be at the forefront of addressing this change directly with employees.  What will be their greatest challenge?  The same challenge they have now:  engaging their workforce. 

    Let us face it.  When only 39 percent of the workforce is engaged, we can do better.  Now we are additionally faced with trying to engage employees in the midst of unparalleled change.  What could possibly go wrong?   

    This seminar will focus on these changes in our workplaces, so that we best understand the challenges confronting us all.  We will then shift focus to what employee engagement really is, to gain understanding of why it is so critical to organizational success.  And lastly, we will outline the crucial role managers play when we consider how to engage employees. 

    This webinar will be recorded and available on-demand shortly after live webinar. 

    John P. Hancock, Jr.

    Shareholder, Butzel Long

    John P. Hancock, Jr. is a shareholder based in Butzel Long's Detroit office. He is a graduate of Duke University Law School and the University of Notre Dame. Mr. Hancock's practice focuses on collective bargaining negotiations and arbitrations as well as counseling of both public and private employers.  He has also done extensive employment litigation and OSHA litigation.  Mr. Hancock has served as chief negotiator in numerous collective bargaining negotiations for public schools, municipal and public utilities as well as clients in various other businesses ranging from casinos to steel plants to hospitals and country clubs.  A good portion of his practice is devoted to counseling clients on employment issues.

    Heidi Reyst, PhD, CIST

    Michigan Chamber of Commerce

    Dr. Reyst is a Social Psychologist by trade, who brings a unique set of skills to the human resource space. Her doctoral training and subsequent work history are grounded in a research based, data-driven approach to understanding the workplace. Heidi has a thirst for knowledge and approaches challenges with that research focused, data-driven mindset. Heidi brings more than 25 years of experience in the field of brain injury rehabilitation as a manager, director and executive focused on clinical administration. This included overseeing dozens of clinician and managers, extensive corporate training, operations, oversight of quality and outcomes management, strategic planning, marketing, and risk management. 

    Whether an organization’s challenge is poor performance outcomes, a lack of employee engagement, ineffective employee training, unexplained turnover, or the like, Heidi takes an analytical approach to identifying the contributing causes. Heidi assists organization in defining their key performance indicators and then establishes ways to measure, enhance and report on them. Once those causes are identified, she will develop training, programming or activities designed to achieve the best outcome possible. Additionally, when an area is running well, she will find creative ways to brag about those successes too, both internally and externally. 

    One (1) HR (General) recertification credit hour for PHR, SPHR and GPHR recertification through the HR Certification Institute.

    One (1) PDC for the SHRM-CP or SHRM-SCP.

  • How Do We Prepare Managers to Successfully Engage Employees in the Workplace When It Is Changing Before Their Eyes?

    Contains 3 Component(s), Includes Credits Includes a Live Web Event on 05/19/2021 at 10:00 AM (EDT)

    Join for session two of After the Storm: Mindful Leadership series.

    In session one, we focused on understanding the unprecedented change that is happening in the workplace, and the impact it is having on employees.  To address all of this change, organizations need to focus on policy, process, and critically, it is people.  Therefore, employee engagement is critical for both employee and organizational success.   

    Managers are crucial to engagement.  Gallup is a leader in understanding and reporting on engagement, and Jim Harter, their resident expert, published their most recent engagement book titled “It’s the Manager!”  For organizations to get up to or exceed the average of 39% engagement, we need to equip managers with the tools they need to achieve success. 

    What does this mean?  It may be the right technology, the right policies and the right processes in place to name a few.  All those tools can be rendered obsolete, however, if the manager’s toolkit does not include tools to help them better manage people. 

    This seminar will focus on how managers can implement more engaging practices and processes (most of which correspond to policies and process needs).  We will focus on hard skills, like how to implement successful performance management programs and soft skills, like understanding how emotional intelligence is key to employee relationship management. 

    This webinar will be recorded and available on-demand shortly after live webinar. 

    John P. Hancock, Jr.

    Shareholder, Butzel Long

    John P. Hancock, Jr. is a shareholder based in Butzel Long's Detroit office. He is a graduate of Duke University Law School and the University of Notre Dame. Mr. Hancock's practice focuses on collective bargaining negotiations and arbitrations as well as counseling of both public and private employers.  He has also done extensive employment litigation and OSHA litigation.  Mr. Hancock has served as chief negotiator in numerous collective bargaining negotiations for public schools, municipal and public utilities as well as clients in various other businesses ranging from casinos to steel plants to hospitals and country clubs.  A good portion of his practice is devoted to counseling clients on employment issues.

    Heidi Reyst, PhD, CIST

    Michigan Chamber of Commerce

    Dr. Reyst is a Social Psychologist by trade, who brings a unique set of skills to the human resource space. Her doctoral training and subsequent work history are grounded in a research based, data-driven approach to understanding the workplace. Heidi has a thirst for knowledge and approaches challenges with that research focused, data-driven mindset. Heidi brings more than 25 years of experience in the field of brain injury rehabilitation as a manager, director and executive focused on clinical administration. This included overseeing dozens of clinician and managers, extensive corporate training, operations, oversight of quality and outcomes management, strategic planning, marketing, and risk management. 

    Whether an organization’s challenge is poor performance outcomes, a lack of employee engagement, ineffective employee training, unexplained turnover, or the like, Heidi takes an analytical approach to identifying the contributing causes. Heidi assists organization in defining their key performance indicators and then establishes ways to measure, enhance and report on them. Once those causes are identified, she will develop training, programming or activities designed to achieve the best outcome possible. Additionally, when an area is running well, she will find creative ways to brag about those successes too, both internally and externally. 

    One (1) HR (General) recertification credit hour for PHR, SPHR and GPHR recertification through the HR Certification Institute.

    One (1) PDC for the SHRM-CP or SHRM-SCP.