If you’re looking for someone to present or facilitate a workshop at an upcoming event, we hope you’ll consider FlashPoint. Our consultants present on a variety of topics related to human resources, business strategy, and leadership development; below we present summaries of some of the topics we cover.
For more information about the subjects, content options, our speakers, fees, and how we can assist you, e-mail us or call 317.229.3035.

Wondering where we’re presenting next and how you can attend? Check out our Events page. There you’ll find out about upcoming presentations we’re delivering, workshops we’re facilitating, special events we’re attending, and more!

Workshop/Speaking Topics
Areas covered depend on the length of the session; most are available as 60–90 minute presentations or as longer workshops.

Building a Competitive and Consistent Compensation Program
Implementing a compensation program and a pay-for-performance plan is challenging because it is often contrary to years of organizational culture. With increasing competition and globalization, more and more organizations are being driven to link pay and other rewards to performance in order to improve results. This session will walk participants through a step-by-step approach for implementing base-pay structures and pay-for-performance plans, the managerial and cultural changes involved, and tools and processes that can be put into place to aid the transition.

Building Credibility with Your CEO
Human resource professionals and business executives have differing priorities and perspectives and often speak in different business languages. To advance your reputation and contribution as a respected strategic partner to top-level management, you must at a minimum know the key drivers of your business, understand your customers, be continually prepared, show analytical problem solving, and get to know senior leadership’s priorities and objectives. This session will provide participants with effective techniques to speak the language of their business and discuss their ideas with executives.

Creating Strategic Job Families
We've all heard the rhetoric that good people make good companies, and most organizations follow this philosophy, spending a lot of time and energy to make sure they recruit and retain top talent. But it's not enough to just populate the workplace with outstanding employees—companies must also utilize them effectively through good organizational design. By focusing on the strategy and direction of the organization, then on defining which positions are most critical to the strategy, and then on the talent, you can avoid underinvesting in positions that most directly impact the bottom line and overinvesting in salaries of “A talent” not connected to “A positions.” In this session, we will discuss how you can adopt a portfolio approach to workforce management, placing the very best talent in strategic positions, placing good performers in support positions, and eliminating people or jobs that don’t add value.

Developing Your HR Strategy
We all know how demanding the field of HR can be. The day-to-day practical issues you face are challenging, and on top of that you must always focus on the big-picture critical issues that affect your organization. While it’s a rewarding career, it can also be overwhelming at times. This session will introduce you to the competencies that can improve your personal performance and the success of your business. These include mastering the role of credible activist, operational executor, business ally, talent manager/organization designer, culture and change steward, and strategy architect. Without a strategic involvement from HR, organizational goals often suffer. By looking at HR from a business point of view, participants will strengthen their perspective and leadership skills to become more effective partners with management. They will leave with a blueprint of how to maximize their HR impact through involvement in and implementation of strategic initiatives.

From Strategic Planning to Strategic Doing
For business owners, executives, or managers
Whether you created the mission, vision, and values for an organization or are charged with implementing someone else’s vision, incorporating those intangibles into the organization’s people and processes is often difficult. Strategy and vision sound good in theory, but how do you go from strategic planning to strategic doing? This interactive session will give participants new and fresh ideas for executing their strategic plans. Through the use of a case study and strategy templates, they will learn how to turn their visions into reality.

Getting Buy-In and Support for Your HR Initiatives
Lack of support, executive and financial, can kill an HR initiative. How often have you promoted a project only to learn it “won’t work” or “isn’t in the budget”? This session will show you how to turn the situation around by demonstrating ROI, building relationships, and speaking the language of your business.

HR 101
Do you need to develop a blueprint for effectively managing your human resources function? Whether you are charged with starting up an HR department or responsible for managing its various activities, proper development of your HR programs can be one of the most important functions in your business. Though this might seem overwhelming, by putting clear and efficient systems in place, you can ensure success. You will walk away from this session with a binder of resources, including sample forms and checklists you can use in your own organization.

HR’s Role in Identifying and Implementing Organizational Values
Just as individuals develop a set of personal values to help guide them in their actions and their choices, so too should organizations. Organizational values are an essential component of a well-managed business. They influence operations by establishing priorities for management and staff and by defining ethical standards for interacting with stakeholders. They’re a key component of the strategic-planning process, helping to influence goals and decision-making over the long-term. Because the HR department plays such a central role in the life of an organization, it has a unique opportunity to drive values and associated behaviors, and by doing so it can help influence decisions, establish goals, and achieve strategic growth. This session provides you with techniques for identifying and implementing values in your organization.

Multiple Generations in the Workforce
Today’s workforce is diverse in many ways, and difference in age is one of them. For the first time, four clearly defined generations are working together. Given the multigenerational nature of the workforce, managers may have difficulty producing results with a one-size-fits-all approach to retaining associates and keeping them engaged. Associates from different generations may view one another through negative stereotypes, which may lead to some dysfunction within departments and eventually to dissatisfaction. In this session, we will review strategies that can be used to engage associates regardless of generation or career level.

Next-Generation Recruiting
Now more than ever, employers are competing to acquire the best talent in the workforce. With four generations at work and approximately 63 million Americans online searching for jobs, employers must be even savvier in identifying methods of sourcing top talent, ensuring both organizational and job fit, and engaging employees upon hire. What does this mean? Employers must be creative, keep up to date on recruitment trends, and embrace best-practice techniques that reach the right people. This session will provide you with an overview of next-generation recruitment techniques and trends in sourcing, interviewing methods, and employee onboarding. You will receive resources to help you assess and enhance your current process in order to acquire the talent of tomorrow.

Performance Management
During economically challenging times, it is not unusual to see headlines that indicate that organizations need to “focus on their top performers” and “engage their best employees” so they don’t lose them once the economy recovers. It is inherently difficult to do this if you don’t have a system in place that identifies the top performers within the organization. We will discuss the key elements of developing an effective performance management system.

Steps to Building a Successful Training Program
One of the most important objectives of a workplace learning professional is to develop training materials that are relevant and focused on the learner’s needs. Fortunately, the ADDIE model provides a framework to ensure that we do just that! We will provide a high-level overview of this timeless and universal instructional design model for training and development.

Strategically Connecting Talent Acquisition with Talent Management and Development
Downsizing. Fewer open positions. Large candidate pools. Given today’s economic climate, companies must strategically hire and retain those employees who can best help accomplish business objectives in lean times. This session will demonstrate how organizations can achieve this by recruiting for targeted employee behaviors, continually measuring performance based on those behaviors, and providing employees with opportunities to build skills required for job success. Participants will walk away with case study examples, sample documents, and practical tools to enable them to connect these “dots” in their own organizations.

Using Follow-Up Coaching to Make Training Really Stick
For workplace learning professionals
One of the greatest challenges that facilitators face is to make sure that training participants transfer learning and apply it back on the job. All the while, they bear greater pressure to show return on investment in their training programs. Do you want to move past a post-session “smiley sheet” and start making training stick? Do you want to ensure that participants follow through with action items generated during training? In this engaging session, you’ll learn how to use follow-up one-on-one coaching sessions with participants to better ensure changed behavior back on the job. You will walk away with practical tools to help you integrate coaching into your next learning initiative.