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Elizabeth Weingarten is the head of behavioral science insights for Torch. Previously, Elizabeth was managing editor of Behavioral Scientist magazine, worked at the behavioral science design firm, ideas42, directed the Global Gender Parity Initiative at the think tank New America and was a senior fellow in its Better Life Lab. She has also worked on the editorial staffs of Slate, The Atlantic, and Qatar Today Magazine. She graduated from Northwestern University’s Medill School of Journalism.

Elizabeth Weingarten

Companies spend hundreds of thousands of dollars on one-size-fits-all learning and development programs for their employees, only to be disappointed with the end results. Why? While great at providing short-term learning opportunities, these programs fail at one thing: creating lasting behavior change.
Join Elizabeth Weingarten, head of behavioral science insights at Torch, to uncover how coaching drives lasting behavior change and new research on how its impacts on individuals can ripple out to transform teams and organizations. Then, hear from Fidelma Butler, chief people officer at Couchbase, on why coaching is her go-to solution for creating lasting behavior change at the organizations she’s been a part of.
During this event, you will learn:

Key components to changing someone’s behavior at work
How individual behavior change can trigger a ripple effect that impacts organizational metrics
Why Fidelma chose to run coaching programs with Torch at multiple organizations


The Coaching Effect: Driving Organizational Success Through Sustainable Behavior Change

Coaching can not only unlock individual potential, but also transform teams and organizational cultures. But achieving those results requires a strategic approach—one that is tailored to an organization’s unique context and can evolve dynamically as its needs change.
We call this strategic approach focused coaching. The idea behind focused coaching is simple: No matter what your budget, constraints, or context, you can drive transformational change from coaching in your organization by investing in the power of moments that matter. These are times of transition for an individual or an organization—for instance, when an employee becomes a new manager or when an organization decides to reorganize or restructure. Why are moments that matter so important to achieving key results like behavior change and ROI? How do you design a strategy around them? Join Torch executive coaches Dana De Nault and Karuna Thomas, as well as head of behavioral science insights Elizabeth Weingarten, for a conversation about the art and science of using “moments that matter” as a strategy for individual and organizational transformation.
During this webinar, you’ll learn:
• The science behind using “moments that matter” as a guide for designing your coaching strategy and why coaching is a “need-to-have” during these moments
• How coaching drives behavior change at scale
• How to begin identifying the right “moments that matter” for your organization
Primary Capability Covered: Coaching
Participation in this event qualifies for one (1) professional development point for initial certification or recertification of the APTD and/or CPTD credential.

Investing in "Moments that Matter" to Change Behavior at Scale

Leadership training has its place in an L&D strategy. But for organizations wanting to see sustained behavior changes and a return on their investments, there’s another, and more effective way to get there: Invest in powerful relationships

The Training Effectiveness Gap

What does it mean to be strategic at a time when the worldand workis changing constantly? How do we equip leaders with the new skills they need to address our most significant challenges?

How Top Companies Get Results from Leadership Development Programs

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


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