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Cynthia M. Reed is president and CEO of MIRACORP, which provides management consulting and administrative services to government and private clients. MIRACORP is ranked #698 in Inc. Magazine’s fastest growing businesses and #55 in the government services industry. MIRACORP also is recognized in HispanicBusiness.com Fastest Growing 500 and is a two-time recipient of the Small Business Administration’s Award for Procurement Excellence. It is a certified 8(a), servicedisabled veteran-owned small business, small disadvantaged business, and 100 percent womanowned.

Cynthia Reed

Winter 2012 - The Public Manager

Provide Technology Training for Efficiency and Productivity

Cynthia Roman founded the Graduate Certificate Program in Leadership Coaching at George Washington University, and she teaches in GWU's Center for Excellence in Public Leadership. Also a partner with Strategic Performance Group, she coaches, trains, and consults in organizations as diverse as the American Red Cross, USDA, Host Marriott, and Honda North America, and regularly gives presentations on coaching topics. She holds a doctoral degree in adult education and has served as adjunct faculty member at several universities.

Cynthia Roman

Even as companies continue to innovate on diversity, equity, and inclusion (DEI), we have seen little advancement and sophistication around the process for selecting employees for leadership development opportunities.
Torch and Peoplism recently asked 200 HR, L&D, and DEI leaders how they identify high-potentials and learned that most organizations are not using a formal selection process. Without fair processes for leadership development, organizations risk exacerbating inequities and contributing to the leaky pipeline of underrepresented talent.
During this webinar, Elizabeth, Liz, and Cynthia will discuss findings from their recent research and provide actionable recommendations your organization can use to create a fair and equitable process for leadership development.
In this webinar, you will learn:

The state of high-potential selection across organizations and current challenges
How an inequitable selection process—or a lack of process altogether—can hurt progress towards DEI goals
How to create equitable selection processes that reduce bias and enable more employees to reach their full potential
Steps to reduce manager bias when evaluating employees’ performance


Equity in Leadership Development Starts With the Selection Process

This panel discussion will highlight opportunities for engaging employees during the continuing COVID-19 pandemic. Topics will cover strategies necessary to keep your employee value proposition high and thoughts on developing leaders in a remote environment.
Adena Johnston will moderate the presentation moderated.

Employee engagement during the COVID-19 pandemic (Tricia Naddaff)
Trends in L&D training, with particular reference to remote conditions (Cynthia Burnham)
Impact of technology, including loss of interaction in personal relationships (Eric Spencer)

Learning Points:

Increased employee engagement by leaders reinforcing purpose, limiting priorities, and targeting shorter-term goals as more employees report increased levels of weariness as the pandemic continues
Recognizing future trends in leadership and development training, evolving from the remote/work-from-home environment, broader societal trends, new cost-effective approaches to training, and changing employee expectations
Creative ways to leverage technology to reduce Zoom fatigue and to build, develop, and deepen relationships at work during these challenging times


Re-emergence or Resurgence - Talent Considerations Heading Into 2021

Moderated by: Cynthia Burnham, Executive Coach
Panelists:
“Double-Whammy”: Erika Lamont, managing director of Connect the Dots Consulting, will discuss how to evaluate and give feedback to leaders who are new to the organization and not sharing—possibly ever—a physical space with their people or colleagues. How do you give them input to understand the organizational and leadership culture, set expectations for success, and give them feedback at critical points in this particularly challenging environment?

“Virtual Intelligence”: Susan Curtin, president and owner of Insights4Results, will look at the challenges of leadership in a remote environment and link that to how emotional intelligence, conversational intelligence, and the advantages and disadvantages of different styles may operate differently when not face-to-face. She will offer concrete tools as well as a feedback model related to empathy and authenticity in the virtual world and ideas for how to effectively display them.

"Respectful Feedback in the WFH World”: Gregg Ward, executive director and founder of the Center for Respectful Leadership and the CEO of the Gregg Ward Group presents practical, immediately usable techniques for respectfully managing difficult feedback, especially in virtual settings. He will conduct a roleplay using a model and clear language designed to create openness, decrease defensiveness, and build a greater sense of possibility.
 

Effective Feedback in a Remote Environment

As you prepare to deliver an online training experience, think about the human needs of your participants.

Meeting Human Needs in the Virtual Classroom

March 2022 - TD Magazine

When staff stress spiked and morale and well-being started waning, this department developed a solution to address workers’ needs.

Relax, Relate, Release

FM Global, one of the largest international property insurance companies, has become a top organization in its field with more than 5,000 employees worldwide.FM Global is unique among insurers because it relies on engineering data to help its clients prevent loss. Its 1,812 field engineers conduct 40,000 to 50,000 client visits a year to evaluate their facilities for hazards. They then develop solutions that help make clients more resilient to perils such as wind exposure and other natural hazards, fires, and equipment breakdown so that clients do not have to rely solely on insurance.Once a year, FM Global offers its engineers a three-day, instructor-led course on identifying wind exposure. However, FM Global hires 75-150 new engineers a year and often requires them to visit insured locations in their first few months. As a result, recent hires or engineers who missed the annual training program have traditionally waited for up to a year for the course’s next iteration. Because costs associated with learner and instructor travel can be a big expense, not to mention the inefficiencies of time away from the office, a new approach was needed.In 2014, as the number of wind specialist engineers grew, Sharie Cota, FM Global’s enterprise learning project manager, partnered with one of the company’s senior instructional designers, Cynthia Boisvert, to develop a solution. They created an asynchronous online training curriculum that would allow engineers to receive wind evaluation training anywhere, at any time.

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