With the Great Resignation or the Big Quit, organizations have quickly responded to bolster their recruiting efforts, increase compensation, and add benefits, but this is a mistake. Where they are missing the mark is evaluating the leadership of their managers and implementing development programs. People do not leave organizations, they leave poor managers. Yet, organizations seem to invest least in MDPs, while managers take on one of the most difficult albeit important jobs...managing up, down, and sideways. In Dr. Marlon Sukal’s 15 years of consulting, one of his main deliverables for clients was developing MDPs which he’s come to realize are very similar across industries, size of team, and level of manager.
- Assessing what managers need to be successful...it is more common than you think
- Developing and implementing the programs...it is not just training.
- Getting buy in from everyone across the organization
- Evaluating the program--this is most crucial but seldom ever done!
- Ensuring application through learning transference and sustainability...making it stick.
Dr. Marlon Sukal has over 25 years of managerial and leadership experience in retail, healthcare, and higher education industries. As a consultant for 15 years, he has fulfilled various functions in individual, group and organizational assessment; selection and performance systems; instrument/survey development and validation; executive coaching and leadership development; business process reengineering; training and organizational development and evaluation; and data management and analysis. Notable clients include: City of Hope Hospital, City of Pasadena, City of Ventura, CLEAResult, DTS, Goodwill Southern California, Intuit, Joerns Healthcare, Los Angeles Municipal Water District, Public Health Foundation Enterprises, and the US Navy.
As an associate professor of higher education for 13 years, Dr. Sukal developed and taught a variety of courses ranging from talent management, leadership, learning and development, and organizational development at several graduate institutions. He has also received internationalization grants for leadership development in the Caribbean, as well as learning engagements in the Middle East and Asia.
He holds an MBA from California National University, San Diego and an MS/PhD in Industrial-Organizational Psychology from The California School of Professional Psychology, Los Angeles. He is an Executive Coach with certifications in Emotional Intelligence, Conflict Resolution, and Leadership Development.
6:30 p.m.- 7:00 p.m. Check-In and Networking
7:00 p.m. - 7:15 p.m. Announcements & Speaker Introduction
7:15 p.m. - 8:30 p.m. Presentation and Q&A
ATD Capability Model
ATD Talent Development Capability Model Covered by the Presentation
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