Boca Raton, Florida — Dec. 8, 2023

Brandon Hall Group, a pioneer in recognizing excellence in the Learning, Talent and Business industries, proudly announced the winners of the Excellence in Technology Awards during a live broadcast.

The esteemed event, often referred to as the “Academy Awards” by Learning, Talent, and Business Executives, took place on Dec. 7, 2023, celebrating three decades of honoring organizations at the forefront of technology innovation.

The complete list of winners can be found on the official awards website: excellenceawards.brandonhall.com/winners/.

Since its inception in 1993, the Brandon Hall Group Excellence Awards® have established themselves as the most prestigious awards program in the industry. The program recognizes organizations worldwide, spanning small, medium, large and global enterprises, government entities, not-for-profits and associations. Entries focus on programs, strategies, modalities, processes, systems and tools that have demonstrated measurable results.

“In our 30th year, the Excellence in Technology Awards continue to showcase the best innovations in Learning, Talent Management, Talent Acquisition, HR, Workforce Management and Sales Enablement technologies. We are proud to receive applications from a diverse range of organizations globally, reflecting the ever-evolving landscape of technology solutions,” said Brandon Hall Group Chief Operating Officer Rachel Cooke, leader of the Excellence Awards® program.

Winners of the Excellence in Technology Awards are also invited to attend the HCM Excellence Conference and be recognized on stage at the Awards Gala on Feb. 14, 2024. This unique opportunity provides a platform for winners to share insights and network with industry leaders, further enhancing the impact of their achievements.

“Our awards program is distinguished by the thorough evaluation process led by industry experts. Judges meticulously score each entry and our Executive Leadership team at Brandon Hall Group reviews and validates the judging and scoring. The level of the award is solely determined by the number of points, ensuring a fair and unbiased recognition of excellence in technology,” said Brandon Hall Group Chief Executive Officer Mike Cooke.

The Excellence in Technology Awards follows a point-based system, where Gold, Silver and Bronze distinctions are awarded based on the score range. The point total directly determines the award level, resulting in a diverse distribution of Golds, Silvers and Bronzes across various categories. Some categories may see multiple winners in each tier, while others may showcase the exceptional performance of only a select few.

This year’s top winning organizations include Accenture, Adobe, Aliaxis, Allianz, Centum Learning, Chrysalis, Docebo, EI Powered by MPS, Engagedly, HealthStream, HiBob, IMD, Intuition, LearnUpon, Litmos, LRN, MetLife, NIIT, NovoEd, NTT Data, Paycor, Realizeit, SHIFT, Skillable, The Regis Company, Tata Consultancy Services, Reliance, Tenneo and Zalvadora.

Brandon Hall Group congratulates all the winners and extends appreciation to the participants for their commitment to advancing technology in the industry.

For more information about the Excellence in Technology Awards and other Brandon Hall Group programs, please visit www.brandonhall.com/.

About Brandon Hall Group:

Brandon Hall Group is the only professional development company that offers data, research, insights and certification to Learning and Talent executives and organizations. The best minds in Human Capital Management (HCM) choose Brandon Hall Group to help them create future-proof employee development plans for the new era.

For over 30 years, we have empowered, recognized and certified excellence in organizations around the world, influencing the development of over 10 million employees and executives. Our HCM Excellence Awards® program was the first to recognize organizations for Learning and Talent and is the gold standard, known as the “Academy Awards of Human Capital Management.”

The awards recognize the best organizations that have successfully developed and deployed programs, strategies, modalities, processes, systems and tools that have achieved measurable results. We are honored to receive applications from organizations around the world ranging from small, medium, large and global enterprises, to government, not-for-profits and associations.

To learn more, please visit www.brandonhall.com.

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Brandon Hall Group, the leading independent HCM research and analyst firm, is launching a study on October 31 to understand how organizations are finding ways to define great leadership in a way that makes sense for the organization’s needs and its culture.

“Competition for talent is fierce,” said Marie Barnes, Principal Analyst for Brandon Hall Group. “This study will help us understand how leadership development done well can empower organizations to thrive in spite of volatility, leverage diversity, encourage engagement, and attract and retain top talent.”

To participate in this study, go to: https://www.surveymonkey.com/r/Y5HN9PN.

Topics of exploration include:

• The changing role of technology in leadership development.
• How employers are assessing, identifying and developing high-potential candidates who can drive business results.
• What organizations value most in leaders.
• How learning strategies around leadership are changing.
• How succession planning is changing.

Respondents will receive summary results of the research six to eight weeks after the survey launches, and immediate download access to Brandon Hall Group’s report, Building Personalized Learning Across the Organization.

“The complexity of our world today demands system thinking,” said Mike Cooke, CEO of Brandon Hall Group. “Today’s challenges cut across functions and boundaries. Leaders must understand how things are connected and collaborate across boundaries. Expanding the strategic thinking capacity of leadership gives companies a competitive edge.”

The quantitative research will be complemented by qualitative interviews. The data and insights will fuel the development of research reports and tools — such as self-assessment tools, models and frameworks — to help organizations make the business case for new approaches to developing leaders.

About Brandon Hall Group

Brandon Hall Group is the only professional development company that offers data, research, insights and certification to Learning and Talent executives and organizations. The best minds in Human Capital Management (HCM) choose Brandon Hall Group to help them create future-proof employee development plans for the new era.

For 30 years, we have empowered, recognized, and certified excellence in organizations around the world influencing the development of over 10 million employees and executives. Our HCM Excellence Awards® program was the first to recognize organizations for learning and talent and is the gold standard, known as the “Academy Awards of Human Capital Management.”

Our cloud-based platform delivers evidence-based insights in the areas of Learning and Development, Talent Management, Leadership Development, Diversity and Inclusion, Talent Acquisition and HR for corporate organizations and HCM solution providers.

To learn more, visit www.brandonhall.com.

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Brandon Hall Group, the leading independent HCM research and analyst firm, is launching a study on Friday, October 27, to understand how HR teams are preparing their organizations for what will be an unprecedented level of change.

“The future of work is here. This survey explores how leading organizations are reshaping HR strategies across key areas like DEI, leadership development, talent management, and AI implementation to prepare for an unprecedented pace of change,” said Marie Barnes, Principal Analyst for Brandon Hall Group.

To participate in this study, go to: https://www.research.net/r/NK2VHJW

This research examines how organizations are prioritizing their HR initiatives in:

• DEI
• Leadership Development
• Talent Management
• Learning and Development
• Talent Acquisition
• Core HR and Workforce Management
• AI applications in HR

“The future of work is being shaped by massive disruptions such as a VUCA business climate, AI adoption, hybrid models and a diversifying workforce.  These dramatic shifts require HR teams to rethink their people strategies,” said Mike Cooke, CEO of Brandon Hall Group. “This survey examines how leading organizations are prioritizing initiatives across key HR areas to prepare for the new world of work. Results will provide insight for HR leaders on ways to evolve their functions for the future.”

Respondents will receive summary results of the research six to eight weeks after the survey launches, and immediate download access to the Brandon Hall Group report, Enabling Leaders to Play a Pivotal Role in Retaining Talent.

The quantitative research will be complemented by qualitative interviews. The data and insights will fuel the development of research reports and tools — such as self-assessment tools, models and frameworks — to help organizations make the business case for new approaches to developing leaders.

About Brandon Hall Group:

Brandon Hall Group is the only professional development company that offers data, research, insights and certification to Learning and Talent executives and organizations. The best minds in Human Capital Management (HCM) choose Brandon Hall Group to help them create future-proof employee development plans for the new era.

For 30 years, we have empowered, recognized and certified excellence in organizations around the world influencing the development of over 10 million employees and executives. Our HCM Excellence Awards® program was the first to recognize organizations for learning and talent and is the gold standard, known as the “Academy Awards of Human Capital Management.”

Our cloud-based platform delivers evidence-based insights in the areas of Learning and Development, Talent Management, Leadership Development, Diversity and Inclusion, Talent Acquisition and HR for corporate organizations and HCM solution providers.

To learn more, visit www.brandonhall.com.

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Boca Raton, Florida — October 10, 2023 — Hexaware, a leading global IT services and consulting company, continues to shine in the realm of Human Capital Management (HCM), achieving top recognition for the third consecutive year. In a remarkable feat, Hexaware reaffirmed its commitment to excellence and innovation by winning coveted Gold and Bronze Brandon Hall Group HCM Excellence Awards® in:

1. Learning and Development (Gold)
2. Leadership and Development (Bronze)
3. Future of Work (Bronze)
4. Talent Acquisition (Bronze)

The 2023 Brandon Hall Group HCM Excellence Awards® recognizes best practices for initiatives in Learning and Development, Talent Management, Leadership Development, Talent Acquisition, Human Resources, Sales Performance, Diversity, Equity and Inclusion, and the Future of Work.

Hexaware won the Human Capital Management (HCM) awards for the following entries:

1. Gold for Sonic Certification Program under the Best Certification Program
2. Bronze for Ignite 2.0 under the Best Advance in Senior Manager Development.
3. Bronze for Sonic Certification under the Best Program for Upskilling Employees
4. Bronze for Recruitment Marketing and Employer Branding Program at Hexaware under the Best Recruitment Marketing and Employer Branding Program

The Gold winner, Sonic Certification Program, is an innovative approach by Hexaware to bridge the gap between market requirements and employee roles through continuous upskilling, such as the training program on Generative AI to enhance employees’ competencies.

Meanwhile, Hexaware’s unique Sonic Certification is an assessment-driven framework to test and apply employees’ functional, technical, and soft skills in the work environment.

Ignite 2.0 is a unique Leadership Development Program that allows senior leaders and the managerial cadre to polish their skills and boost creativity by focusing on key competencies. Meanwhile, Hexaware’s Recruitment Marketing and Employer Branding Program focuses on attracting and retaining talents through engagement and communication. The Talent Acquisition program offers continuing growth opportunities in line with our philosophy of life beyond work.

Stating that the awards recognize Hexaware’s continuing pursuit of employee excellence to create smiles for customers, Satyendu Mohanty, Executive Vice President & Global Head – Digital Assurance & Competency at Hexaware, said, “We are excited at this global recognition from the Brandon Hall Group. However, we are not going to rest on our laurels. Each of these programs aims to empower our employees to push boundaries. Our approach has resulted in better employee engagement and satisfaction.”

“Excellence Award winners are shown to be organizations that truly value their employees and invest in them through their human capital management programs. These HCM programs have been validated as best in class for business value and the impact on the employees themselves,” said Brandon Hall Group Chief Operating Officer Rachel Cooke, HCM Excellence Awards program leader.

Entries were evaluated by a panel of veteran, independent senior industry experts, Brandon Hall Group analysts, and executives based on these criteria:

• Alignment to their business need and environment
• Program design, functionality, and delivery
• Adoption, integration, user experience, innovation, and creativity
• Overall effectiveness, impact, and measurable benefits

“Our award winners are relentless in their pursuit of excellence,” said Brandon Hall Group Chief Executive Officer Mike Cooke. “We have received some of the most innovative use of HCM strategy that we have seen in the last 30 years, and in most cases, technology and collaboration across departments have helped them achieve amazing business results.”

About Brandon Hall Group

Brandon Hall Group is the only professional development company that offers data, research, insights, and certification to Learning and Talent executives and organizations. The best minds in Human Capital Management (HCM) choose Brandon Hall Group to help them create future-proof employee development plans for the new era.

For over 30 years, we have empowered, recognized, and certified excellence in organizations worldwide, influencing the development of over 10 million employees and executives. Our HCM Excellence Awards program was the first to recognize organizations for learning and talent and is the gold standard, known as the “Academy Awards of Human Capital Management.”

The awards recognize the best organizations that have successfully developed and deployed programs, strategies, modalities, processes, systems, and tools that have achieved measurable results. We are honored to receive applications from organizations worldwide ranging from small, medium, large and global enterprises to government, not-for-profits and associations.

About Hexaware

Hexaware is a global technology and business process services company. Our 27,000 Hexawarians wake up every day with a singular purpose; to create smiles through great people and technology. With 40+ offices in 19 countries, we empower enterprises worldwide to realize digital transformation at scale and speed by partnering with them to build, transform, run, and optimize their technology and business processes.

Learn more about Hexaware here.

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UKG, a leading provider of HR, payroll and workforce management solutions, made a strong move this week with the introduction of generative AI-powered conversational experiences for its UKG Pro and UKG Ready HCM suites.

“We’re reshaping how people will access information, analyze insights and complete important processes at work,” said Hugo Sarrazin, chief product and technology officer at UKG.

Generative AI has the potential to transform work, but new Brandon Hall Group research shows that many employers are taking a cautious approach. Only 38% of HR organizations are actively involved in shaping the GenAI strategy for their organizations and only 33% say GenAI has a potentially positive impact.

That gives HR suite providers like UKG an opportunity to show these companies — their customers — the value of GenAI and how it can be implemented responsibly and ethically in the service of people. This can build deeper provider-customer connections.

Here are just a few examples of how GenAI can be leveraged for HR:

• Rather than navigating complex menus and forms, employees can have conversations with a virtual assistant to complete tasks like requesting time off, enrolling in benefits or updating personal information.
• Unlike traditional chatbots, GenAI can understand and interpret context and nuance, and has the potential to provide personalized responses based on a person’s role and situation.
• An AI assistant can ask clarifying questions and guide the user through processes in a more intuitive way. An employee could simply say, “I need to take next Monday off” and the AI could confirm the date, check available vacation time and submit the request seamlessly, without the user needing to locate the right forms or remember policy details.
• For new employee onboarding, an AI assistant could proactively reach out and have friendly dialogues to collect paperwork, introduce company resources and training programs and answer common questions in a personalized way. This takes a task that employees often find tedious and overwhelming and makes it more approachable and helpful.

UKG will showcase its generative AI enhancements at its annual conference, UKG Aspire 2023, Nov. 6-9 in Las Vegas.

This is just the latest move in UKG’s ongoing effort to build a culture around GenAI, which has been used in some form since 2015. For example, UKG has now hosted three hackathons, each involving more than 1,000 employees, experimenting with all types of innovation around AI with a thematic focus on “building great workplace experiences.” UKG then took specific use cases and tried them out on customers.

UKG understands that the natural language processing and conversational capabilities of AI can humanize and personalize HR technology. We look forward to hearing and seeing the details of their plans at UKG Aspire 2023.

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Generative AI is rapidly leading us into the digital transformation of Learning and Development.

Learning and Development professionals now have infinite scalability for content development while keeping the content highly personalized for a multitude of learning audiences. What used to be a time intensive and expensive process for even the largest L&D team, content development can now be reduced to a matter of minutes and be generated by anyone.

But with all technological breakthroughs, there are uncertainties. With this level of firepower, how do we govern content development? Most generative AI content creation platforms have a wide-open throttle with no filters or checks and balances. How do we ensure that we are creating content that is appropriate for our learning audiences and will generate the outcomes we are expecting?

According to recent research by Brandon Hall Group, 79% of organizations feel, in the digital age, the use of this type of technology is unavoidable. However, 70% reported that they do not have the right skillset and will need to develop the skillset to ensure ChatGPT-generated content is accurate, reliable, legally sound and can be differentiated from human-generated content. How do we make sure this once-in-a-lifetime technology is a friendly addition to our Learning organization?

We need to look carefully at our technology choices to determine if they provide a balance between unlimited content development capabilities and a framework or structure to mold the content into a usable and approved format. The ideal technology will not only help content developers create content but also properly guide them in its creation. We need technology to be our partner in the content creation process.

Many technology providers have jumped on the generative AI bandwagon, touting their newly developed capabilities to clients and prospects. Many promises are being made by providers regarding what their version of generative AI will deliver. It seems like everywhere Learning and Development teams turn they are being bombarded with generative AI. How do these teams make the right decision? What criteria should be used to evaluate a provider’s claims?

The generative AI market in learning technology is quickly becoming crowded and noisy.

On October 17, I’m sitting down with a group of experts in a roundtable format and tackling my questions as well as yours. I will be joined by Graham Glass, CEO and Founder of CYPHER Learning; Dennis DiNoia, M.A. Ed, founder of Mr. D Math; and Matt Downing, MedPower CMO and CIO.

My questions for the experts will be:

• What is generative AI?
• How is generative AI applied to learning?
• How can the right generative AI-powered technology transform learning?
• What are the critical steps to incorporating generative AI-powered technology into learning?

When you register for the roundtable, let me know what questions you have. I will also be taking your questions during the live session. I am sure you have many questions. We will also be sharing data collected from our registrants regarding their perception of generative AI, which should make for some interesting dialogue with our experts.

Generative AI is a friend to the learning and development team not a foe. Please join us and find out why.

– Michael Rochelle, Chief Strategy Officer and Principal HCM Analyst, Brandon Hall Group

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“The Great Resignation.” “Quiet Quitting.” “The Big Stay.” The Talent Marketplace has become increasingly complex and competitive over the course of this past year. Talent Acquisition teams are faced with an unprecedented pace of change that threatens to leave them behind. Almost as soon as a new tech or new approach makes its way into the conversation, it becomes outdated. Ultimately, the measure of success in Talent Acquisition (TA) is the ability of the business to deliver results and the quality of the teammates TA is bringing in the door.

This survey is focused on understanding what great looks like amidst all of this change. Organizations need to be thinking about the candidate experience, what it takes to build and sustain a successful TA practice and the impact of technology and automation on both. “Innovation has found a home in Talent Acquisition. But what we are most interested in is what all this innovation means for the candidate experience,” said Michael Rochelle, Brandon Hall Group Chief Strategy Officer and Principal Analyst.

Questions in the survey focus on topics like:

• How are you measuring quality of hire?
• How are you tracking and measuring the candidate experience?
• Which technologies do you find most effective in attracting, engaging and ultimately hiring talent?
• How do you mitigate the digital “blackhole” created by automation on the candidate experience?
• In what phase of the process are you using automation or AI or do you plan to begin using it in your cycle?
• How would you describe the return on technology in your hiring practices?

“With the rise of the latest war for talent, companies need to find and utilize every advantage possible to secure the best talent, particularly as jobs evolve and the supply of skills in the right areas remains lower,” said Brandon Hall Group CEO Mike Cooke.

The survey goes live on Tuesday, Sept. 26, 2023, and the results will be available in Q4.

About Brandon Hall Group:

Brandon Hall Group is the only professional development company that offers data, research, insights and certification to Learning and Talent executives and organizations. The best minds in Human Capital Management (HCM) choose Brandon Hall Group to help them create future-proof employee development plans for the new era.

For 30 years, we have empowered, recognized and certified excellence in organizations around the world influencing the development of over 10 million employees and executives. Our HCM Excellence Awards® program was the first to recognize organizations for learning and talent and is the gold standard, known as the “Academy Awards of Human Capital Management.”

Our cloud-based platform delivers evidence-based insights in the areas of Learning and Development, Talent Management, Leadership Development, Diversity and Inclusion, Talent Acquisition and HR for corporate organizations and HCM solution providers.

To learn more, visit www.brandonhall.com.

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Influence Greatness (IG23), the outstanding annual conference produced by O.C. Tanner, was held this week in beautiful Utah. It was a goldmine of inspiration and insight for anyone who wants to build a better work culture that enables every employee to thrive.

It’s difficult to attend the conference or visit O.C. Tanner’s bustling headquarters in Salt Lake City, as I was privileged to do, without being impressed with the products, services, research and commitment to employee recognition as a catalyst for great work.

As an analyst in the HR space, I have long felt that employee recognition is under-appreciated and under-utilized as a talent retention and engagement tool by employers. In Brandon Hall Group’s annual employee experience research studies, employee recognition and rewards usually sit in the middle of the pack in terms of priorities for addressing engagement and retention. But that may be changing; in our 2023 study, 46% of organizations reported creating an employee recognition and rewards program to improve employee experience since the pandemic. That ranks second, behind only investing in employee development.

A Unique Business Model

O.C. Tanner is uniquely positioned to help organizations adapt their cultures to the post-pandemic era of hybrid work and build a culture of belonging as they adapt to hybrid work and an environment of constant change.

Founded in 1927 by Obert C. Tanner, the company spent most of its first 50 years crafting and manufacturing employee service and recognition rewards. It is the rare company that has maintained its original focus — recognizing and appreciating employees by manufacturing pins, medals and other symbols of achievement and company loyalty — while successfully adapting to the digital age.

Awards Showcase

Examples of awards and trophies that O.C. Tanner manufactures for some of the world’s largest and most sophisticated companies.

Symbolically, O.C. Tanner’s manufacturing center is located just off a main corridor of the headquarters building, not far removed from the areas where digital designers, marketers and software engineers nurture the industry-leading Culture Cloud technology platform that enables myriad forms of employee recognition at scale.

O.C. Tanner still builds and ships thousands of pins, awards and medals each day while doing sophisticated research on the modern workplace and building out increasingly sophisticated technology solutions. It’s a poignant reminder that while technology dominates our world, there is still a place for physical symbols of achievement and appreciation.

Empowering Recognition at Scale

At the same time, employee recognition and culture development must be accessible to the hyper-connected workforce and scalable for enterprise organizations. Through its Culture by Design approach, O.C Tanner does this with adaptable configurations, integrated experiences, impactful offline solutions, intelligent branding and AI-driven nudges that remind leaders and employees to provide recognition.

The platform enables myriad forms of recognition at scale. The company has created plugins with all major web browsers, several integrations with enterprise solutions — most notably Outlook, Teams, Slack, Workday, Zebra and Virgin Pulse — and has established APIs (application programming interfaces), which act as an extension cord from O.C. Tanner into a system of your choice.

The company also has several forms of prescriptive analytics. For example, the platform can correlate the level of flight risk based on the level of recognition over the past 12 months and develop team profiles related to the amount of recognition given and received so leaders can determine appropriate experiences and actions.

O.C. Tanner also has a solid AI/ML roadmap that includes experiential chatbots, evaluating past recognitions when considering promotions, and leveraging recognition data to assist with performance review preparation. It is a strong delivery system for recognition solutions that are driven by a research-based understanding of the frailty of the post-pandemic workforce and the impact that recognition and appreciation play on employee well-being and quality of work.

2024 Global Culture Report

The 2024 Global Culture Report by the O. C. Tanner Institute, the research arm of the organization, seeks to identify critical issues and suggest strategic approaches employers can take to improve workplace culture and facilitate great work. Based on focus group discussions, interviews and online surveys with employees from organizations with 500+ employees in 27 countries, the research touched 42,446 workers.

The research, which was highlighted for industry analysts and at the IG23 event, will be released to the public Oct. 5. It identifies six possible shifts that the Institute recommends that employers pursue:

• A culture of nimble resilience. HR leaders can help their cultures become more adaptable and innovative. This shift requires replacing traditional, reactive approaches to resilience with one that centers on people, celebrates diverse perspectives and fosters cross-disciplinary collaboration.
• Equitable flexibility for all employees. People now expect greater flexibility in when, where and how they work. Without it, they’re more likely to leave an employer. However, incorporating flexibility equitably without compromising the organization’s needs is a significant challenge. The key is tailoring flexibility to employees in their many, varied roles.

Meghan Stettler, Director of the O.C. Tanner Institute, said the key to equitable flexibility is learning and understanding employees’ unique needs. “Most workers are not asking that much. Just a little shift in how you address employee needs is all that is needed — just some flexibility within the constraints of someone’s role.”

• Practical, empathetic leadership. Empathy is often loosely defined and implemented without training or boundaries, resulting in “empathy fatigue” among leaders and coworkers. Leaders must understand and act in response to their people’s needs, challenges and potential to create a culture where both employees and leaders feel supported and connected.

“When your leader recognizes and appreciates their employees and empathizes with their situations, they often get that appreciation reciprocated,” Stettler said. “Everyone wins and feels valued.”

• Awareness of the 80% experience. There is a vast gap between the experience of corporate employees and the 80% of the workforce — often frontline workers who lack access to systems and resources and have little autonomy in their roles. These employees are critical to operations yet they report being overlooked and undervalued. Many feel disconnected from their organizations, suffer from high burnout and attrition, and express resignation to unfulfilling experiences due to lack of support, opportunity and voice.

This is a difficult problem but can be addressed through concerted efforts to support these workers. O.C. Tanner customer Starbucks, for example, with thousands of store workers, has a long-established program of recognizing employees with green action recognition cards, paired with spot rewards for meaningful contributions and efforts. Shannon Galford, Senior Operations Manager, Global Recognition at Starbucks, said “recognition does not necessarily always draw people to Starbucks, but it keeps people at Starbucks.”

• Improved skill-building programs. Upskilling programs are essential for recruiting and keeping top talent; however, employers face challenges, including avoiding potential pitfalls and meeting both employee and organizational needs.
• More effective change management. Over the past three years, the rapidly evolving work environment has taken a toll on morale, well-being and turnover. To counter these effects, organizations need to focus on employees throughout the change management process and earn their trust. Cultivating greater trust requires giving people a voice and empowering people at all levels, which was highlighted in the opening keynote at IG23.

Recapturing Power and Presence

Social psychologist Amy Cuddy, the opening keynote speaker, said employees are still in the process of rebuilding their feeling of personal power and presence from the disruption of the pandemic. Cuddy described personal power as the ability to control one’s own state and behaviors. When people feel powerful, they believe all is safe. Personal power provides the difference between trust and distrust, being secure rather than defensive, taking action rather than being passive and envisioning opportunities rather than seeing threats.

“We must recapture power and presence,” Cuddy said. “Trust is the conduit of influence. It’s the medium through which ideas travel.” As workers rebuild their sense of personal power, Cuddy said:

• Paralysis or passivity converts to taking action
• The future possibilities become clearer
• New goals and objectives emerge
• Creativity emerges
• People reconnect and energize.

Cuddy urged the audience, comprised largely of HR leaders who work to improve the work experience of others, to also take care of themselves. “Re-empowering other people starts with re-empowering yourself.”

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New York, NY, September 14, 2023 – The Money Management Institute’s (MMI) Executive IQ^® program is honored to have won two gold awards and one silver award of excellence from Brandon Hall Group.

This is the second year in a row that Executive IQ has won the coveted Brandon Hall Group HCM Excellence Awards®.  These awards recognize best practices for initiatives in Learning and Development, Talent Management, Leadership Development, Talent Acquisition, Human Resources, Sales Performance, Diversity, Equity & Inclusion and the Future of Work.

Executive IQ won the awards in the following categories:
Best Association Professional Development Program – Gold
Best Advance in Executive Development — Gold
Best Advance in Leadership Development – Silver

Entries were evaluated by a panel of veteran, independent senior industry experts, Brandon Hall Group analysts, and executives based on these criteria: alignment to their business need and environment; program design, functionality, and delivery; adoption, integration, user experience, innovation, and creativity; and overall effectiveness, impact and measurable benefits.

“Excellence Award winners are shown to be organizations that truly value their employees and invest in them through their human capital management programs. These HCM programs have been validated as best in class for business value and the impact on the employees themselves,” said Brandon Hall Group Chief Operating Officer Rachel Cooke, HCM Excellence Awards program leader.

Now in its third year of operation, Executive IQ was designed and is delivered in collaboration with the University of Virginia Darden Executive Education & Lifelong Learning (EELL), PWC, and Microsoft. Last year, the program won two gold awards for Best Advance in Leadership Development and Best Association Professional Development.

“Money Management Institute is committed to equipping leaders with a dynamic mindset to navigate the unprecedented disruptions in the financial services industry. We’re proud to have received recognition in three fiercely competitive categories and we extend our heartfelt gratitude to our dedicated participants who have made an indelible impact on the program. We also owe our unprecedented success, two years in a row, to our invaluable partners at Darden Executive Education, whose commitment to excellence, creativity, and partnership continues to empower these executives for the opportunities of tomorrow,” said Tim Williams, Director of Education Initiatives for MMI and Program Director for Executive IQ.

“We are so proud that our partnership program, Executive IQ, received these two golds and one silver awards,” said Shaun Rozyn, EELL Managing Director for Client Solutions and Program Director for Executive IQ. “Many organizations in the wealth and asset management industry are using this experience as a rite of passage for high potential senior leaders to progress to the C-Suite. The world-class content from academic and industry professionals, executive coaching and access to industry leaders has positioned Executive IQ as the “must-attend” program in the industry!”

About Executive IQ^®
Executive IQ is an executive-level professional accelerator for senior investment leaders (with a minimum of 10-15 years of experience) looking to advance their careers and their organizations. This 12-month certification program combines a university-backed curriculum with real-world case studies from the industry’s most prestigious consultants and Fortune 500 companies. Designed for tomorrow, Executive IQ helps transform experienced decision-makers into industry innovators, able to turn challenge into opportunity. Participants gain not just the tools they need to lead and grow their organizations, but the chance to build executive-level networks they can count on for life. Applications for the next cohort, beginning in April 2024, are being accepted now. For more information, visit https://www.mminst.org/executive-iq-introduction.

About the Money Management Institute (MMI)
Established in 1997, the Money Management Institute (MMI) is the industry association representing financial services firms that provide financial advice and investment advisory solutions to investors. Driven by our promise of increasing connections, knowledge, and growth for our members, MMI is dedicated to fostering professional relationships, sharing experiences, and expanding the industry’s influence through advocacy and education.

MMI offers premier professional development programs, specialized curriculums, and facilitates peer-to-peer connections through our communities and conferences. As part of MMI’s longstanding commitment to diversity and inclusion, the Gateway Foundation provides clear pathways to entry and career advancement in the financial services industry for historically excluded and underrepresented groups. MMI member firms include wealth manager, asset manager and solutions provider firms of all sizes and professionals representing all functional areas. Follow MMI on LinkedIn.

About University of Virginia Darden Executive Education & Lifelong Learning
Darden Executive Education & Lifelong Learning (EELL) is a top-ranked, global provider of executive development. Delivered by the University of Virginia Darden School Foundation and taught by the Darden School of Business’ world-renowned faculty, Darden EELL prepares and inspires leaders to succeed in a global marketplace. Offering more than 25 open programs and partnering with leading organizations worldwide to develop custom business solutions, we provide personalized, transformational learning experiences at our location in Charlottesville, Virginia, in the Washington, D.C., area and online. Darden shapes the way the world does business through our research and draws upon our collective knowledge and experience to cultivate responsible, innovative leaders. For more information, visit https://www.darden.virginia.edu/executive-education.

About Brandon Hall Group
Brandon Hall Group is the only professional development company that offers data, research, insights, and certification to Learning and Talent executives and organizations. The best minds in Human Capital Management (HCM) choose Brandon Hall Group to help them create future-proof employee development plans for the new era. For over 30 years, Brandon Hall Group has empowered, recognized, and certified excellence in organizations worldwide, influencing the development of over 10 million employees and executives.

The Brandon Hall Group HCM Excellence Awards® program was the first to recognize organizations for learning and talent and is the gold standard, known as the “Academy Awards of Human Capital Management.” The awards recognize the best organizations that have successfully developed and deployed programs, strategies, modalities, processes, systems, and tools that have achieved measurable results.

The post MMI Executive IQ® Program Wins Two Gold Awards and One Silver Award in Professional, Executive and Leadership Development appeared first on BrandonHallGroup.

Datavant was awarded a Silver for The Ignite Leadership Accelerator Program on August 17, 2023.

The Ignite Program, designed and deployed by Polly Gray, a global leadership development expert, is an exclusive, nomination-based leadership accelerator, meticulously designed to cultivate high-potential individuals into exceptional leaders. Over an intensive six-month period, participants undergo a comprehensive regime of functional knowledge acquisition, practical project execution, self-esteem enhancement, and substantial exposure to experienced leaders, while fostering a robust community. This holistic approach not only readies participants for elevated leadership roles, but also empowers them to become immediate high performers in their respective fields.

“Participating in the graduation and seeing first-hand the quality of the investment we are making in developing the future leaders of the company was one of my proudest moments with Datavant,” said CEO, Pete McCabe.

“Excellence Award winners are shown to be organizations that truly value their employees and invest in them through their human capital management programs. These HCM programs have been validated as best in class for business value and the impact on the employees themselves,” said Brandon Hall Group Chief Operating Officer Rachel Cooke, HCM Excellence Awards program leader.

Entries were evaluated by a panel of veteran, independent, senior industry experts, Brandon Hall Group analysts and executives based on these criteria:

• Alignment to their business need and environment
• Program design, functionality, and delivery
• Adoption, integration, user experience, innovation, and creativity
• Overall effectiveness, impact, and measurable benefits

Excellence Award winners will continue to be honored at Brandon Hall Group’s HCM Excellence Conference, February 13-15, 2024, at the Hilton West Palm Beach, Florida, where they will have the opportunity to share their practices.

“Our award winners are relentless in their pursuit of excellence,” said Brandon Hall Group Chief Executive Officer Mike Cooke. “We have received some of the most innovative use of HCM strategy that we have seen in the last 30 years, and in most cases, technology and collaboration across departments have helped them achieve amazing business results.”

The complete list of winners is available at: https://excellenceawards.brandonhall.com/winners/

About Datavant

Datavant’s mission is to connect the world’s health data to improve patient outcomes. Datavant works to reduce the friction of data sharing across the healthcare industry by building technology that protects the privacy of patients while supporting the linkage of patient health records across datasets. Learn more about Datavant at www.datavant.com.

About Brandon Hall Group

Brandon Hall Group is the only professional development company that offers data, research, insights and certification to Learning and Talent executives and organizations. The best minds in Human Capital Management (HCM) choose Brandon Hall Group to help them create future-proof employee development plans for the new era.

For over 30 years, we have empowered, recognized, and certified excellence in organizations worldwide, influencing the development of over 10 million employees and executives. Our HCM Excellence Awards program was the first to recognize organizations for learning and talent and is the gold standard, known as the “Academy Awards of Human Capital Management.”

The awards recognize the best organizations that have successfully developed and deployed programs, strategies, modalities, processes, systems and tools that have achieved measurable results. We are honored to receive applications from organizations worldwide ranging from small, medium, large and global enterprises to government, not-for-profits and associations.

The post Datavant’s Ignite Leadership Accelerator Pro Wins Silver in 2023 HCM Excellence Awards® appeared first on BrandonHallGroup.