Rachel Anderson

Executives are paid to think of the bottom line. While focusing on the company’s bottom line, they entrust their managers with the responsibility of keeping the business moving forward. In today’s working climate, leaders seem to be less sure of how to support their diversely working teams while juggling resource cuts and the pressure to do more with less. The answer starts with human-centric teams and the way that focusing on the individuals of your team can have a direct impact on ROI. This talk will define three key skills and behaviors that can change the course of teams and keep talent inspired and productive.

Like many of you, I, too, am filled with dreams that could span a hundred lifetimes. It's not uncommon for us to have these dreams and ideas, especially regarding business ventures. We all have our “some days” when we envision a better future. Yet, the journey from dream to reality can be daunting. It requires understanding our risk tolerance, devising an action plan, building a supportive community, summoning the courage to take the first step, and setting our metrics for success. These tools can guide us toward turning our dreams into tangible achievements.

Traditional promotions tell you that if you’re good at accomplishing tasks, you’ll naturally be good at managing people. It’s “the path” So you do it! You get good at getting things done. But then you’re promoted, and now as a manager you don’t know what you’re supposed to do. Do you know what you’re supposed to be doing? How do you know if you’re doing it well? Are you thinking about what kind of manager you want to be or how to continue being good at what you can produce for your manager? Making the shift to manager can be difficult. We’ll talk about the skills needed to be a great manager, the pitfalls of relying on your past success, and how you can find ways to succeed within your current role.