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Keynotes and Presentations
by Making A Difference
Disability Management The Future of Disability Management Putting
a Face on Safety: Putting a Face on Transportation & Safety Windmills: The New
Labor Pool for Mental Health Providers: Attitude
Change and Motivation Innovative Return to Work Strategies Innovative Medical Approach for Return to Work Innovative Case Management
Approach Human Resources Leadership in Times of Constant Change and Crisis Corporate America Standing Together Hiring and Retaining Employees in a World of Competition and Change Integrated
Benefits/Absence Management: Remotivating the Baby Boom Generation Peer
Mentoring for the New Employee: A Solution to Bullying in the Workplace for Managers and Supervisors Excellent Customer Service in an Enforcement Environment- When to be Dr. Jekyll or Mr. Hide Click Here for a List of Additional Presentations to Consider
Richard Pimentel offers a powerful keynote presentation on how we all have the ability to make a difference by tapping into the qualities of leadership in each of us. By highlighting his life story, captured in the movie about his life story “Music Within”, he focuses on leadership not by what we know, but rather by who we are and what we do. With every interaction you have the opportunity to inspire belief, action and change. This presentation will inspire you to tap into your music within to make a difference and to build a legacy for the future.
Leadership in Times
of For our corporate customers, Richard Pimentel has created a two-hour motivational presentation for managers, supervisors and employees. The changing economy and recent terrorist events have changed and continues to change both the working and private lives of most Americans. Nearly all American businesses are affected in some way. We will never go back to the way it was. The way we live our lives and the way we do business has changed forever. The question before American employers now is: What is the nature of that change? How will it affect our organization? And most importantly, will this change take control of us or will we take control of the change? Preparing for effective leadership has taken on new meaning and importance for us all. With this in mind, nationally renowned speaker Rich Pimentel has recently been asked by many companies and government organizations to provide keynote presentations and supervisor workshops on “Leadership in a Time of Change and Crises”. Richard Pimentel's presentation includes:
Corporate America Standing Together Issues to cover can include: ž
Supporting
each other. ž
Sharing
the load. ž
Maintaining
focus. ž
Dealing
with fear. ž
Helping
and supporting our customers. ž
Being
a better customer. ž
Permission
to be happy again.
Putting
a Face on Safety:
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Explore the fears, biases and myths that create barriers for employees who become disabled through work or non-work related injuries and illnesses. |
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Provide effective techniques for hiring and increasing the retention of employee’s with disabilities. |
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Create a catalyst for integrating these techniques and resources strategically into existing Diversity programs. |
This presentation goes for the roots of emotions, fear and ignorance from which unconscious and unintended acts of bias result in substantial costs to your system. Richard will integrate key concepts from Windmills, a disability attitude change program written by the presenter.
One of the most difficult
challenges for Human Resources is the introduction and rollout of programs
that meet with supervisor and employee resistance; such as diversity,
disability management, reconciling corporate cultures after a merger or
acquisition, safety, centralization or decentralization, working with the
new labor pool, downsizing, benefit changes and any program that
introduces organizational change.
No matter how well the program
is designed and thought out, its success often depends on the
understanding and support of an organization's supervisors and employees.
The introduction of these new programs through training and orientation
can often make or break these vital Human Resource agendas.
Richard Pimentel has for the
last twelve years been consistently ranked as one of the highest rated and
most regarded instructors for SHRM. Mr.
Pimentel is nationally renowned for his expertise in changing attitudes
and motivating employees and supervisors to understand and support Human
Resource initiatives.
For the first time anywhere,
Mr. Pimentel shares his training techniques and learning models that
enable staff to embrace and support these essential programs. In this
session you will learn:
ž
The
five fatal errors trainers make in introducing controversial programs
ž
How
to take the emotion out of potential emotionally charged organizational
changes
ž
The
use of humor to achieve a better understanding of issues
ž
A
Human Resource toolbox for dealing with hostile and resistant groups
ž
How
to anticipate and resolve employee/supervisor fears and concerns
ž
A
five-step training plan to enable staff to understand and embrace Human
Resource goals and objectives
This session is an absolute ‘must attend’ for
any Human Resource professional who uses employee training or staff
orientation to rollout new corporate programs and initiatives.
Hiring
and Retaining Employees
in a World of Competition and Change
Explore alternative
interviewing and assessment techniques that are being used by employers
throughout the country. Explore ways to effectively communicate with
employees about diversity, personal and sensitive issues. Learn innovative strategies to help employees throughout the
first 90 days of employment. Gain hot tips for making recognition a key
supervision approach, applying strategies for moving beyond conflict to
cooperation, and effectively communicating with employees with limited
English proficiency.
“Outstanding!
Thought provoking!
Rich really made the topic relevant to today’s organizational
needs.
This was the best presentation.
He is awesome!"
NASPE
Conference attendee comments
National Association of State Personnel Executives
Providing
visionary leadership is key if we are going to increase productivity,
improve workforce skills and reduce costs. Administration
can promote an employee into a management position but it cannot promote a
person into a leadership position. The status of leadership is earned
after the promotion. It is assigned not by administrators but by those
employees who choose to trust and follow a leader.
Have
you ever worked for a manager who was not a leader? Have you ever worked
with a manager who was?
Richard
Pimentel presents a powerful keynote presentation focused on: What
are the qualities of management and how do they differ from the qualities
of leadership? Can leadership be taught? Can leadership be predicted
before promotion? How can Administrators evaluate leadership potential in
its employees? Can a manager be effective without being a leader? Does a
leader need to be a manager? Identifying leaders and developing their
talent and commitment towards your company's goals and objectives is key
to maintaining and building a strong workforce.
The Future of Disability Management
Gain new perspective on effective team management models from around the country that have successfully integrated the management of occupational and non-occupational injuries and illnesses. Learn how to reduce lost work time and the cost of medical care through transitional employment, improve employee and supervisor job satisfaction, and enhance employee/ family/employer communications.
Learn how myths about injured, physically and emotionally ill workers shape attitudes and impede Return to Work. Obtain strategies to prevent and overcome supervision and co-worker resistance and resentment. Learn how to use receptivity and flexibility to speed up the recovery process for re-entry into the workplace.
Innovative Return to Work Strategies
Learn the steps for implementing an effective return to work program. Learn the factors contributing to disability, the importance of transitional employment, educating the employee and management, working with the medical community and improving communication and quality of service.
Innovative Medical Approach
for
Return to Work
Learn innovative medical approaches to returning injured and ill workers back to work; how to work with employees in the Return-to-Work process; the role of medical providers in disability prevention and intervention; and the guidelines for appropriate, timely referral to transitional employment programs.
Innovative Case Management Approach for Return to Work
Open new doors for the role of the medical case manager in the "work as therapy" process, changing attitudes of employees and supervisors towards Return to Work, and developing collaborative relationships with physicians and employers.
Learn a new innovative approach to developing strategies that will reduce workplace stress while accomplishing the performance and structural goals necessary for success in a competitive market. Address the issues of prevention, treatment and accommodation of emotional responses and mental illness that impact negatively on work performance.
Integrated
Benefits/Absence Management:
A New Job Retention Strategy for the HR Professional
Companies are constantly looking for ways to retain employees while reducing cost. Human Resource professional are being asked to integrate all disability programs (workers' compensation, return to work, short and long-term disability, and health benefits). This presentation will focus on ways HR can control the impact of these absences on productivity, job retention, medical costs and profitability. Topics include:
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New programs which substantially reduce absences
and early disability retirees |
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How to change a workers' compensation RTW program
into an integrated non-occupational RTW program. |
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How visionary medical providers are partnering
with employers to provide better treatment to employees |
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Proven integrated RTW cost reduction strategies |
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Methodologies to get senior management to commit to innovative job retention/disability management strategies |
Remotivating
the Baby Boom Generation
Presented at the Society for Human
Resource Management
53nd Annual Conference 2001
Society for Human Resource
Management
HR-NEWS August 2000
This presentation explores innovative strategies to retain and re-motivate this most
important segment of the American workforce, the Baby Boom generation.
Issues will include:
| Making the Baby Boom generation more productive |
| Alternatives to promotion |
| Benefit packages designed for the needs of the Baby Boom generation |
| The fall-out of Baby Boom denial |
| Strategies for reducing Baby Boom stress |
| Re-thinking career goals |
| Reducing health care and workers' compensation costs |
| Keeping the best and the brightest! |
The New
Labor Pool for
Mental Health Providers:
Individuals with Mental
and Emotional Disabilities
With an
aging workforce and a significant labor and skill shortage employers are
more willing than ever to hire job candidates that they might not have
considered in the past. Persons with mental health challenges are among
this group and are often referred to as the new labor pool.
Mental
health professionals know that work is often therapeutic and stabilizing
for this population. However, there are few minority groups that are less
understood and more feared by employers than persons with mental
illnesses. Yet, at the same time, anti-depressants are the number one
medicine that employers are buying for their current workforce. Depression
is the number one cause of disability in human beings over seven years
old.
Attitudes
towards the hiring of this population are improving along with
employer-based skills and strategy for working with employees who have
mental health issues. In this workshop mental health professionals will
learn about the "best practice" techniques for hiring, training
and accommodating persons with mental health impairments. The participants
will learn more about this population, how to overcome these employment
challenges, and where to go for state-of-the-art information to suggest a
reasonable accommodation for specific clients and the jobs they are
applying for.
Richard
Pimentel will also clarify the rights of persons who have mental/emotional
disabilities under the Americans with Disabilities Act.
Peer
Mentoring for the New Employee:
Making
a Difference One Employee at a Time
Employers have met the challenge of hiring and
training employees from the new labor pool who may not have the skills to
do the job. But what about
the new employee who does not know how to be a good employee? These hires
can represent increased turnover, supervisor frustration and additional
costs to employers.
Richard Pimentel teaches how Peer Mentoring can
reduce turnover while helping to create (productive and successful)
employees from a reduced and often challenging labor pool. He will detail
not only how to but who
to recruit as peer mentors. Learn how to train, supervise and motivate
them.
This dynamic model opens the door for Human Resources
to be able to hire and successfully train a wider range of candidates
while at the same time enhancing the career development of not only the
new employee but the chosen mentor as well.
A
Solution to "Bullying" in the Workplace
For
Managers and Supervisors
It is a rare workplace that has never had a bully. Almost every manager has felt frustrated when confronted with bullies and their effect on other employees. Once an employee is in a bully’s crosshairs there is better than 80% chance that the employee will quit, or give up on their job to escape the bullying.
“Bullies
are an enemy of high productivity”
Bullies do not just attack individual workers—they attack and damage the organization. Bullying in the workplace happens four times more frequently than illegal discriminatory harassment; yet, less than 10% of companies have a policy to address it. It impacts upon the careers, the productivity and the health of its victims, as well as the viability of the company.
In this workshop Richard Pimentel will explain:
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Who bullies are and why they do it. |
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Who are the victims? |
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Why we put up with bullies. |
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The types of bullying, acts of commission and omission. |
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How women bullies differ from men bullies. |
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What Human Resources should do when made aware of bullying. |
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How to identify bullies in the workplace. |
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How to prevent bullying in the workplace. |
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Can bullies be cured? |
Any manager and supervisor who is a bully or has ever had to deal with a bully in their workplace will not want to miss this workshop. Any manager who expects they will have to deal with a bully in the workplace in the future cannot afford to miss this training.
Exceptional
Customer Service in an Enforcement Environment:
When
to be Dr. Jekyll and when to be Mr. Hide
What do you do when the customer is not always right?
One of the greatest challenges for Human Resources today is how to
provide exceptional internal customer service while at the same time
enforcing necessary corporate policies, rules and procedures. Richard
Pimentel takes a fresh look at the customer service aspects of Human
Resources and asks the question “Is Dr. Jekyll or Mr. Hide our only
options?”
In this insightful and often hilarious presentation,
Richard Pimentel teaches you the Human Resources professional how to
continue to give exceptional customer service when your client:
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Won’t tell you the truth about what they really
want. |
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Tries to circumvent you and go over your head. |
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Wants your approval for something they have done without telling you the whole story. |
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Wants you to take the rap for something that you
already advised them not to do. |
This dynamic training will provide the Human
Resources professional with not only a toolbox of techniques for providing
internal clients with customer service, but a toolbox for training your
clients to be better customers as well.
Dr. Jekyll says, “This workshop can be a benefit to
every attendee and help you to do a better job.”
Mr. Hide says, “It’s mandatory attendance. I don’t care how you feel about going.”
Putting
a Face on Transportation
and Safety
In this motivational talk Richard Pimentel will explore the role that attitudes play in the world of transportation, safety, health and well being of every employee and student.
How an organization feels about the value of the transportation system is not only demonstrated by how the organization reacts when a transportation employee does not work safely but also by how an organization acts when an employee chooses to work safely. The pressures of time schedules can push safety onto the back burner. In his speech Richard turns the heat up on the value of the transportation employee, the role safety plays in this equation, and the importance transportation has in delivering quality education services.
Additional Presentation Topics:
For more information, contact Milt Wright mwright@miltwright.com
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ADA Issues and Proactive Strategies |
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ADA FMLA Return to Work Connection |
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ADA-Workers'
Compensation: |
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Exploring
Case Management Frontiers: |
| Developing
the New Employee - |
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Disability Management Related to "Return to Work" |
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Disability Management Related to Workers' Compensation |
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Emotional
Ergonomics in the Year 2003: |
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Facing
the Unknown - |
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Facts,
Fads and Follies - |
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The Future of Case Management - |
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Integrated Disability Management Implications for HR |
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Job Retention and Beyond |
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Professionalizing the Return-to-Work Process: |
| Return
to Work: Key Issues and |
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Return to Work - Importance of Preventing Accidents |
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Return to Work: |
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Return-to-Work Issues Related to Workers' Compensation |
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Physician Return-to-Work Connection |
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Transitional Employment |
| Windmills
Trainer's Program: |
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Workers' Compensation, ADA, FMLA, OSHA |
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Working with Employers in the 21st Century |
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