June 8-9, 2021 | Virtual
Summit
All times listed are Central Daylight Time.
The live Gallup at Work Summit has been preapproved by HRCI and SHRM for 6.5 professional credit hours. Additionally, participants can earn up to 28 additional self-reported credit hours by watching the remaining on-demand breakout sessions after the live event.
June 15-16, 20218:30 a.m. - 5:00 p.m.Learn about Gallup's most up-to-date strengths research and discover current coaching best practices. Receive the latest insights, strategies and coaching techniques that help strengths coaches succeed around the world.The most effective coaches do three things differently. They have:
1. Acquired effective coaching skills and the language and principles of strengths-based development.2. Practiced integrating this knowledge and these skills effectively into their coaching.3. Learned when to apply their talents, skills or knowledge in a way that helps clients express and integrate their greatest talents and strengths into their lives.
During this two-day course, you’ll receive the tools necessary to do those three things, as well as gain a deeper understanding of the CliftonStrengths developmental milestones and practice integrating them into your coaching. Accelerated Strengths Coaching or Gallup Global Strengths Coaching is a prerequisite for this course.
June 22-23, 20218:30 a.m. - 5:00 p.m. June 29-30, 20218:30 a.m. - 5:00 p.m.This course is part one of two in the Boss to Coach Journey.Forget outdated, top-down management. Employees want a coach, not a boss. Learn how strengths-based, engagement-focused and performance-oriented managers can make their teams and organizations more productive and profitable.Our latest research reveals that today’s employees demand meaningful work. They also want:
This shift in employee expectations requires a coach, not a boss, who can transform the development of their people through individualized learning, shared experiences and one-on-one coaching.During this course, you’ll do just that: learn how to move from boss to coach to bring out the best in your people. This interactive course provides in-depth instructions about the most effective management strategies as well as self-paced modules to help you implement the information you’re learning.
June 15-16, 20218:30 a.m. - 5:00 p.m.June 23-24, 20218:30 a.m. - 5:00 p.m.This course is part two of two in the Boss to Coach Journey. After completion, you are eligible to become a Gallup-certified manager.What do performance reviews, navigating team conflict and conducting pay conversations have in common? All need to be done by a coach, not a boss. Learn how managers can effectively lead while caring for their employees as individuals.During this course, you’ll learn how to coach both the successes and challenges of employees. More than that, you’ll learn to coach them in a way that continues to drive both individual and team performance.When you move from boss to coach, you’ll be equipped to implement and sustain an effective approach to performance development, including:
Prerequisites: Boss to Coach One or Leading High-Performance Teams
June 24, 20218:30 a.m. - 12:00 p.m. June 30, 20218:30 a.m. - 12:00 p.m.The role of a manager is demanding, especially in a rapidly changing workplace. Learn how improving team performance and engagement begin with the manager — and their ability to understand and aim their personal strengths at success. Managers need to become strengths-based performance coaches for their teams. But before they can become that coach, they must first understand their own strengths so they can individualize their management approach to align with each employee’s strengths. This course will equip you to become the coach your employees need.
During this course, the emphasis on the manager will be twofold: focusing on your personal strengths, as well as your role in building a strengths-based team.
This course cannot be purchased with “CliftonStrengths for Managers Parts 1 and 2: Full Day” because the full-day course builds on this course curriculum. This course is focused on the role of a strengths-based manager; if you also want a deep dive into building a strengths-based team, consider purchasing the full-day course instead.
June 24, 20218:30 a.m. - 5:00 p.m. June 30, 20218:30 a.m. - 5:00 p.m.This is the Full Day version of this course, which includes the curriculum from the CliftonStrengths for Managers Part 1: Half Day. Simply knowing your strengths is not enough to make a difference in performance. Learn the techniques and tools you need to understand your team members’ strengths in a way that leads to better performance and development. To help team members understand and use their strengths, managers must ask themselves two questions: Am I an expert on my team members’ strengths? Do all my team members know and appreciate their unique strengths and contributions? This course provides managers with insights and practical tools they can use to build a strengths-based team. This course cannot be purchased with “CliftonStrengths for Managers Part 1: Half Day” because the half-day curriculum is already included in this course.
During this 60-minute one-on-one session, you will work with a coach who can bring clarity and insights to your role as a manager or coach. Develop a new understanding of the challenges you face and get action items that help you do what you do best.Managers play a pivotal role in their organizations by serving as the link between organizational objectives and the employees who help achieve them. Discover new ways to use your strengths as a manager, overcome obstacles, increase your team’s engagement and enhance your performance.
What could you learn in a coaching session?
As a coach, you know coaches can provide valuable guidance and insights that support others in reaching their greatest potential. Refine and improve your coaching practice with an ICF and Gallup-certified coach.During this 60-minute one-on-one session, you’ll:
Plus, this coaching session can count as an hour toward your ICF certification or recertification.
June 17, 20218:30 a.m. - 12:00 p.m. June 22, 20218:30 a.m. - 12:00 p.m.June 29, 20218:30 a.m. - 12:00 p.m.Leaders, today’s employees want a coach, not a boss. Are your managers equipped to respond to the shifting needs of your workforce? Test-drive the Boss to Coach Journey, a transformational manager development experience, to see if it is right for your organization. Nothing works in the absence of great managers. Why? Managers control about 70% of team engagement. That translates directly to gains in productivity, sales, profit, turnover, safety and an array of other critical outcomes. What do the best managers do differently? They set clear expectations, continually coach and create accountability through ongoing conversations. Learn how managers can do more than “command and control” — learn to maximize human potential. In a highly disrupted and volatile business environment, the quality and preparedness of managers can help determine the fate of an organization. During this overview, you’ll learn and practice strategies and tactics that the best managers in the world use to activate corporate culture, drive top organizational priorities and propel organic growth in a workplace that’s changing faster than ever. This half-day learning offers a glimpse into Gallup’s flagship manager development curriculum: Boss to Coach Journey.
Boss to Coach: Developing Managers to Meet the Challenges of the Modern Workplace The workplace has changed and the pace of disruption is increasing. Managers must lead differently in the face of new challenges. Now more than ever, it is crucial that managers understand — and are equipped to provide — what their employees need.
Objectives:
Today, “culture” typically becomes a boardroom topic only when there is a problem or crisis. By that time, it’s too late. The Gallup Culture Asset Management is a scientific approach for determining the value of culture as an asset while diagnosing the risk factors in managing that asset. Learn about the culture maturity model with the director of compliance programs at Microsoft and how their organization has brought it to life. In this session, you’ll learn how to combine organizational data and employee feedback with advanced analytics, reports and advice to empower executives and boards to manage their culture as an asset.
Rolls-Royce recently switched their approach to driving engagement and culture change — and this change has made all the difference. Though they tried, they struggled to drive culture change from the top down. Now, they drive engagement and culture change through their managers, and their progress shows it’s working. Join Harry Holt, chief people officer of Rolls-Royce, to learn the implications of a manager focus versus an executive focus, and what things you can do to “change the game” for culture change.
As remote working continues to blur the lines between home and work, a growing number of employees report feeling burned out. Wellbeing affects the number of sick days people take, their job performance and their likelihood to leave your organization — meaning your company’s strategy to support each employee’s whole-person experience is critical to success. Join this session to explore a corporation’s responsibility in creating a culture of wellbeing and what research suggests we can look forward to in a thriving future.
Last year, recruiting and hiring changed overnight. Uncertainty led employers in many industries to quickly withdraw new job postings and even pause hiring completely in certain divisions. Some industries came to a near-screeching halt, while others saw exponential growth due to the immediate need for their goods and services. A drastic shift to remote work, paired with a need for diverse talent pipelines, has changed workforce planning, talent acquisition processes and human capital strategies. These changes present opportunities for greater efficiency, candidate experience and talent development. Join this session to begin developing your future-ready talent acquisition strategy.
In a world where there is a war on talent, organizations need to proactively find ways to have a sustainable leadership talent pipeline. Often, companies either fail to have a strong succession plan or succumb to personal biases when trying to identify successors from high potential talent. Join this session to discover how to develop robust succession plans grounded in science while ensuring leadership talent that delivers on performance expectations.
What do successful cultures and peak organizational performance have in common? They begin with the team at the top. By focusing on leadership team effectiveness, executive teams improve their ability to collaborate, align and execute enterprise-wide initiatives. Join this session to learn how these efforts aim to optimize team performance, address team conflict, define the team’s shared purpose and tackle complicated strategic planning efforts.
Can you confidently say that you and your team are agile? Agility is not just a structure. It’s also a mindset — and the disruption from the past year has made you either more or less agile. Agility influences how we work together, how we talk to each other and how we create change. During this session, you’ll explore the unique proposition of how focusing on strengths can help with the speed and quality that you and your organization need to be agile.
A great CliftonStrengths team coaching session is more than a discovery session, and it’s more than just putting together a few activities. Team sessions are often filled with good conversations but fail to produce change for months after. A great team coaching session is more than a good memory — it creates emotional clarity and experiences that trigger sustainable actions toward team aspirations long after the coaching session is delivered. Join this session to explore tips and tools to upgrade your team coaching game.
Wellbeing is a hot topic. Although it may have traditionally been portrayed as a human resources initiative or personal concern, our current research shows wellbeing is the manager’s responsibility. Managers have a profound impact on an employee’s wellbeing and must prioritize it in their job. Join this session to understand the manager’s influence on employee wellbeing and tips, tricks and strategies for managers to improve their employees’ overall wellbeing.
Last year flipped management as we knew it upside down. Remote working, the exit and re-entry of furloughed workers, virtual new hires, and the uncertainty of which employees will return to the physical workplace have changed the dynamics of managing people forever. Optimizing employee performance through disruption is more critical — and more challenging — than ever before. Join this session to learn how you can implement and translate performance management through turbulent times into an evolved approach that will help you navigate the future of this business imperative.
The simplest way to be clear about behavioral expectations for leaders is to communicate which behaviors achieve the results your business wants -- not with a list of competencies that may or may not link to outcomes. During this experiential learning session, we will explore the Seven Expectations for Achieving Excellence model and how to customize the model for your organization. Join us as we unpack how 360 feedback, coaching and creating individual development plans for each leader can help transform your organization.
How to manage remote workers: this idea became a central focus of managers during the COVID-19 pandemic. While most leaders worried about the challenges of employees working remotely, many found ways they could have even more productive relationships with their teams as a result. In this session, participants will learn Gallup’s research and best practices on how to connect with and manage the remote worker while achieving high levels of performance and productivity.
As organizations and employees return to the workplace, new opportunities and challenges arise in the form of hybrid teams, remote work and office safety. Leaders are rethinking what the employee experience looks like as new ways of working are established. Join this session to explore insights around the changing employee experience, specifically what it means for wellbeing, engagement and burnout. What does the hybrid experience need to keep employees engaged? Take a deep dive with our research team to discuss and discover insight into what you need to create the workforce of the future.
Are you able to think about your full strengths profile, or do you tend to focus on a combination of one or two themes? How do you look for indicators or patterns of speed, creativity, energy or thinking that speak to your natural style and abilities at work and in life? Join this session to explore how you can use your dominant themes to maximize your potential not just to survive — but thrive.
The success of merger or acquisition readiness planning and post-merger integration hinges on how well two distinct groups of people come together toward a common goal — an integrated organization operating under a clear, aligned and consistent mission and purpose. Complications arise in readiness planning or post-merger integration when organizations under-index on how similarities or differences can impact the lived experiences of employees in both organizations, resulting in inefficiencies, change resistance, and disengaging customer and employee experiences. Learn how to assess the alignment of cultures in M&A and how organizations can maximize value creation by purposefully managing culture in the post-merger integration.
Teams that focus on strengths-based development see up to 29% increases in profit. Teams that focus on employee engagement see up to 23% increases in profit. When combined, something magical happens — as scientists like to call it, “additive effects.” This session explores the benefits of merging strengths and engagement data to help a team drive performance. Learn how Accenture has used this combination with leadership teams and how you can do the same in your organization, with your team, or with the teams you coach.
Managers are critical to the success of any organization. When they can apply their strengths every single day (to everything they do), their impact on engagement and performance is significant. But how do they keep those best practices in mind while juggling priorities? Join this session to learn about Gallup’s newest report, CliftonStrengths for Managers, and how it can serve as a tool for every manager, keeping their teams moving toward success.
When managers use CliftonStrengths, it takes the performance of them, their teams and their organization to a whole new level. But coaching these managers requires a coach to understand what makes managers unique and how to unlock their power and potential. In this session, we’ll explore the talent and best practices of outstanding managers, how coaching managers is different, and what it really means to be a strengths-based manager. We’ll also look at common challenges in coaching managers, discuss handling resistance, blind spots or hesitance, and explore opportunities for making managers more effective.
You may be conducting employee pulse surveys, but do you have a thorough strategy and action plan around what to do with the results? Are you choosing the right questions and developing your managers around how to use the insights? Join this session to hear the strategies Verizon, Highmark Health and Servier Monde use when conducting pulse surveys to understand the perspectives of their employees. Further explore how to use the data from the survey to help managers meet the needs of their teams. A fulfilling and engaging career that benefits the associate and the organization is possible, and in this session, you’ll learn how.
The traditional college-to-career path hasn't worked for many Americans -- and it has limited U.S. economic growth. Current entry-level hiring practices that are standard for most of corporate America are ready to be disrupted. Join this session to learn how through early talent identification at the high school level, Straight-to-Business-Program (STB) candidates are paired with corporate job opportunities and undertake debt-free, tailored education. In return, STB broadens access to a diverse candidate pool. Learn how Highmark Health and Purdue Global University are building a more sustainable and equitable workplace.
Most organizations have clear goals to help grow and sustain their business. Often, those same organizations have an existing culture that doesn’t always align with those goals. When leaders own the culture and focus on developing their people, the business benefits. In this session, review the critical role leaders play in organizational culture and how you can help your company be a catalyst for growth.
How many leaders assume extreme stress and round-the-clock hassle come with the job? What if there were a way to achieve outstanding results by prioritizing performance through your people? Learn how the intentional use of strengths, purpose, energy management and happiness can create better business outcomes, even in today’s environment of disruption and fast-paced work. In this session, you’ll discover a compelling roadmap for re-imagining your leadership.
Discipline, Maximizer, Learner, Woo… The way we each approach our personal wellbeing is unique depending on our strengths. As people around the world experience a decrease in personal and professional wellbeing, there are two main steps we can take to help turn that around: pinpointing the elements of wellbeing that are not fulfilled and applying strengths to those missing elements. In this session, participants will learn about the five elements of wellbeing and how they can lean into their strengths to thrive.
Don’t wait for the next global emergency — it’s already here. Amid a worldwide mental health crisis, join author Dr. Jim Harter for a behind-the-scenes look inside Gallup’s new book, Wellbeing at Work: How to Build Resilient and Thriving Teams. It’s the ultimate field guide for leaders and managers who want to improve employee wellbeing and resilience. Attend this session to learn why Wellbeing at Work and the science behind it are so important right now — and how you can help your teams live great lives while sustaining great performance, even during a crisis.
It’s no secret that leaders faced monumental challenges during 2020 and are still leading through the effects of those challenges in 2021. Now more than ever, executives need coaches — someone to serve as a confidant and partner while they navigate cultural transformation, even during the toughest times. Coaches should join this session to explore the role of an executive coach and learn how to design a transformational coaching journey from beginning to end.
The world is changing. Human development is slowing. And leaders need help now. Get the best out of your people — whether remote or in the office — by adopting a strengths-based approach to business. To successfully improve performance and team productivity with strengths, you must work toward achieving the most important goals for your team or organization. Then ask, how can you integrate strengths into your culture as well as build leader and manager coaching capabilities? Join this session to unpack unique strategies for teams, divisions, leaders and organizations to use the impact of strengths and drive organic growth.
Driving a strong purpose and culture is vital for organizational success. To drive purpose and culture, leaders need to invest in leader and manager development to drive change — as well as define clear processes, systems and guidelines that unleash employee potential. This session will provide you with strategies and tactics for transforming your organizational structure while keeping values and purpose central to your business.
The past year has brought many changes to large companies. The pandemic led to an increased focus on employee wellbeing, workplaces globally have expressed a new or renewed commitment to diversity, equity and inclusion (DEI), largely related to social and political trends, and the expectations around ESG have forced companies to take positions on social issues. Join Monique Matheson, Executive Vice President, Chief Human Resources Officer of Nike, Inc., Tracy Layney, Senior Vice President and Chief Human Resources Officer of Levi Strauss & Co, and Kim Seymour, Chief People Officer of WW (formerly Weight Watchers), to discuss how they will take their lessons from the past year into the future.
In today’s world of radical transparency and “cancel culture,” customers’ expectations have evolved in ways that show who they promote and support with their money. This evolution should shift an organization’s focus from customer centricity to overall centrality. Centrality includes both customers and organizational culture. Join this session to understand the shifting nature of three common beliefs about the customer experience and how organizations have taken steps to activate their cultures under a new set of premises.
From social movements to the impact of Covid-19, 2020 was a real turning point. Organizations decided to either commit or recommit to creating an intentional culture that embeds diversity, equity and inclusion (DEI) at its core. Join this session to hear from a seasoned diversity and inclusion executive from Bank of America and learn what leaders, managers and all employees need to move toward creating more diverse, equitable and inclusive organizations.
Teams are made of different people, perspectives and talents. While this idea is unsurprising, what remains incredibly surprising is how underutilized these different perspectives and talents are. When you face your business challenges with individual and team strengths in mind, you are far more likely to solve your business’ problems while building on your team’s engagement. Learn to sharpen your (and your team’s) strengths so you can aim “what they do best” to those problems.