2015 emerson learning center planning guide

C H A R L E S F . K N I G H T

Learning Center

2015 Career Development Guide

PrepareLearn

PerformAchieve

Transform

C O N T E N T S

Planning Your Professional Development 1

The New Finish Line for Learning 5

Building Blocks of Leadership Development 8

Workshops at a Glance 9

Planning Your Career Development 10

Developing Your Leadership Competencies 11

Lominger Competency Map 12

Legend 15

Leadership Skills Workshops 16

Professional Skills Workshops 30

Emerson’s Long History of Investing in Its Leaders 46

Registration and General Information 49

Professional Development Resources 50

Training and Vendor Partners 53

To shape and support the performance of current and emerging leaders at Emerson, and to support the performance of Learning and Development practitioners across our global enterprise.

– The Charles F. Knight Learning Center Mission

http://communicator/learningcenter/home/default.aspx 1

As you chart your development, discuss with your manager

where you are today and the direction you want to take. Use

this guide and the questions below when you discuss which

workshops will help you progress in your career development.

n What leadership and business skills am I lacking today?

n Which workshops will equip me for what I need right now?

n What assignments can I take on that will develop my leadership skills over the next year?

n What can I learn from others around me?

n What leadership skills will I need two years from now?

n Which workshops will equip me with the other skills I will need two years from now?

Planning Your Professional Development

2015 Career Development Guide2

Emerson is committed to solving our customers’ toughest

challenges, and it is Emerson’s people who make this

happen. In order to do so, our employees need the right

tools to continually get the job done and to keep Emerson

ahead of our competition.

The Charles F. Knight Learning Center provides our

employees with the resources they need in order to excel

in the eyes of our customers and to prepare them as the

next-generation leadership of Emerson.

This guide is a road map for leadership at Emerson.

I encourage all of you to take advantage of the Learning

Center’s offerings to build your career with us and to

become the driving force for the future growth of Emerson.

David N. FarrChairman and Chief Executive Officer

Message From the CEO


Dear Colleagues:

As you well know, Emerson has long had a bias to promote

from within. In most instances, we look internally when

filling key leadership openings. Emerson is committed to

developing candidates for new roles and more responsibility

through our annual organization review process.

This entire process works only when we have prepared

people who are ready for these new roles. To that end,

it is essential that employees actively manage their

careers, including their unique development needs. These

development opportunities may be in the form of learning

specific new skills and techniques, or they may be broader

through workshops, such as “Leading at Emerson.” I would

ask that each of you think about your development needs.

Meet with your manager to identify the most impactful

program(s) best-suited for you at this time in your career.

It is imperative that we constantly and consistently

improve upon our effectiveness in order to be stronger

contributors and leaders within Emerson.

We are counting on you – today and in the future. And we

need you to be ready. I wish you all the best in your career

with this great company.

Steven J. PelchVice President, Organizational Planning

Building Our Leadership Capabilities


Many companies view a training program as an event.

Training must be seen as a process. Only 16 percent of

the skills that employees learn in a training program are

used on the job in a way that has an affect on business

outcomes. That is an 84 percent “learning scrap” rate —

learning that is never applied on the job. High-performing

companies focus as much on skill implementation as they

do on skill acquisition.

We have shifted our approach regarding organizational

learning. We now focus on learning transfer.

In 2014, the Learning Center introduced The New Finish

Line for Learning in our “Leading at Emerson” workshop.

Our old finish line was at the end of a workshop. We placed

a strong emphasis on attending a workshop; what we

lacked was a strong focus on transferring the skills to the

workplace. Going forward, the real work begins when the

workshop ends.

Beginning with our “Leading at Emerson” workshop,

we have incorporated a virtual “Capstone Conference.”

Twelve weeks after the workshop, participants attend

a 60-minute virtual meeting where they share their

implementation successes and challenges.

The diagram on the following pages illustrates the concept

of The New Finish Line for Learning, and it outlines the

different phases.

Managing Your Learning and Development Investments

The New Finish Line for Learning

Preparation Phase

Instruction Phase

Implementation/Learning Transfer Phase

Achievement Phase

1week 2 3 4 5 6 7 8 9 10 11 12-52weeks

The Old Finish Line

The New Finish Line

Wick, Pollock and Jefferson, TheSixDisciplinesofBreakthroughLearning, Pfeiffer, San Francisco, 2010.


PHASES

MANAGERS

PARTICIPANTS

nReview the expected business outcomes and learning objectives. Begin to frame the expectations for what you want the employee to learn.

nSchedule a pre-workshop briefing with the employee. Review together the business outcomes and learning objectives.

n�Discuss plans to cover the employee’s workload during the workshop.

nSchedule a follow-up meeting with the employee to discuss the implementation/ learning transfer plan.

nReview the expected business outcomes and learning objectives. Begin to frame your expectations for what you want to learn.

nSchedule a pre-workshop briefing with your manager. Review together the business outcomes and learning objectives.

nDiscuss plans to cover your workload while you are attending the workshop.

nSchedule a follow-up meeting with your manager to discuss your implementation/learning transfer plan.

nCommit yourself to being engaged in your learning. Attend every day with a mind to learn and a mind to work.

nContinually ask yourself, “How will I use this back at work?”

nCreate a relapse-prevention plan. Identify potential obstacles. Discuss these obstacles with your facilitator during the workshop.

The Old Finish Line

The Starting Point

The New Finish Line for Learning

Preparation 1 – 1.5 weeksPre-workshop video-messaging, manager briefing, personal workshop planner

Instruction 1.5 – 3 daysActive learning, skill practices, implementation planning

nGet backup/coverage for the employee.

nAsk the employee to check in with you briefly at least once during the workshop.


nSchedule a post-workshop debriefing with the employee. Create a skills-implementation plan, and prioritize your plan together.

nCommunicate your expectations for how the employee will apply what was learned in the workshop.

nSchedule a task-specific assignment related to the skills learned in the workshop. Give the employee feedback and encouragement as he/she transfers these skills from the workshop to the workplace.

nDiscuss any obstacles that the employee might encounter when implementing the new skills. Consider how you may assist in removing any obstacles.

nAttend a post-workshop debriefing with your manager to discuss your skills-implementation plan and to prioritize your plan.

nClarify and confirm your manager’s expectations for how you will apply what you learned in the workshop.

nAsk your manager to give you a task-specific assignment. This will boost your confidence and credibility as you begin to transfer your skills from the workshop to your workplace.

nDiscuss any obstacles that you might encounter when implementing your new skills.

The Old Finish Line

The New Finish Line

Implementation/Learning Transfer 3 – 12 weeksPost-workshop manager-debriefing, deploy performance support, guided implementation, email checkpoint, coaching, feedback

Achievement 12 – 52 weeksVirtual Capstone Conference, document implementation successes and challenges, ongoing coaching and feedback

nAcknowledge the effort and progress that the employee is making.

nDiscuss with the employee what was reported on and what was learned from others during the Capstone Conference session. Use this time to discuss an ongoing long-term development plan.

nMeet with your manager on a regular basis to discuss your progress and the results you achieved.

nDiscuss with your manager the items you reported on during your Capstone conference and what you learned from others in the session. Also discuss your ongoing long-term development plans.

NOTE: Managers and participant pre- and post- workshop checklists can be found on our website.


Required Local/Regional Legal Training

Leadership Development workshops are one component of

your professional development at Emerson. The Charles F.

Knight Learning Center staff or one of our approved

external-certified partners facilitate these programs.

All of our Leadership Skills workshops focus on equipping

you with knowledge and skills in the critical competency

areas that leaders need.

Emerson’s commitment to leadership development

means a serious investment in your long-term

professional development.

Building Blocks of Leadership Development

Ethics SafetyLeadership You and the Law Operating Union-Free

PROFESSIONAL SKILLS WORKSHOPS

EDGE for ProfessionalsExceptional Performers 1 and 2Facilitation SkillsFinance and AccountingLominger SuiteProfessional Presentation SkillsWorking Globally

Interviewing for SelectionNegotiating to YesProblem SolvingProject Management

Emerson Leadership Program

NOTE:Colorsinthechartcoordinatewiththeworkshopsdescribedthroughoutthisguide.

LEADERSHIP SKILLS WORKSHOPS

Crucial Conversations®

Leadership Through People SkillsLeading Virtual TeamsListening SkillsMentoring for SuccessSituational Leadership II®

Leading at Emerson


Leadership Skills Workshops equip you with the

knowledge and skills you need in order to succeed in your

important role as a leader. These workshops focus on

interpersonal (people) skills. Internally certified facilitators

and external-certified training consultants conduct these

workshops globally. Depending on your role within your

business unit/platform, some of these workshops may

be mandatory.

Workshops at a Glance

LEADERSHIP SKILLS WORKSHOPS

Leading at Emerson (p. 17)

Crucial Conversations (p. 18)

Leadership Through People Skills (p. 19)

Leading Virtual Teams (p. 20)

Listening Skills (p. 21)

Mentoring for Success (p. 22)

Situational Leadership II (p. 23)

Emerson Leadership Program (p. 24)*

Ethics (p. 26)*

Safety Leadership (p. 27)*

Operating Union-Free (U.S. only) (p. 28)*

You and the Law (U.S. only) (p. 29)*

PROFESSIONAL SKILLS WORKSHOPS

EDGE for Professionals (p. 31)

Exceptional Performers 1 (p. 32)

Exceptional Performers 2 (p. 33)

Facilitation Skills (p. 34)

Finance and Accounting

– Level 1: Foundations of Emerson’s Business (p. 35)

– Level 2: Finance and Accounting for

Nonfinancial Managers (p. 36)

– Level 3: Advanced Financial Analysis for Managers (p. 37)

Lominger Suite

– Leadership ArchitectTM 101 (p. 38)

– Interview ArchitectTM (p. 39)

– Voices® 360 (p. 40)

Professional Presentation Skills (p. 41)

Working Globally (p. 42)

Interviewing for Selection*

Negotiating to Yes*

Problem Solving*

Project Management*

– Fast Start in Project Management*

– Maximizing Project Success Through People*

– PMP Exam Preparation*

Professional Skills Workshops help you develop

knowledge and skills in the operational tasks that

leaders perform.

*TheseworkshopsarenotfacilitatedbytheLearningCenter.Seetheworkshopdescriptionforinformation.

*TheseworkshopsarefacilitatedbyaLearningCenter-approvedvendor.Pleasecontactthisvendordirectlyforworkshopinformation.Vendorcontactinformationisonpage54.Forworkshopdescriptions,gototheLearningCenterwebsiteathttp://communicator/learningcenter/home/default.aspx.


Attending skills-based workshops offered by the Learning

Center will be an important part of your professional

development. It is also a strategic way to advance your

career. Think carefully about what you want from your

career trajectory and how you want to grow and develop.

Discuss your career aspirations with your direct manager

as part of your performance development and review

process. These discussions should take place on a regular

basis, not just during your annual performance review.

The Spiral of Progress illustrates your career development.

At the beginning of each year, you should set performance

and professional development goals with your manager.

During the year, your manager coaches you and provides

you with feedback. Each year, you gain new experiences

while producing value for your team and for our company.

Throughout the year, you might attend workshops that

will provide you with the knowledge and skills you need in

order to succeed. Your manager will also delegate some

leadership tasks to you, as a way of stretching you and

exposing you to new areas of the business.

Planning Your Career Development

Spiral of Progress


A competency is “the measurable characteristics of a

person that are related to success at work. A competency

may be a behavioral skill, a technical skill, an attribute

(such as intelligence) or an attitude (such as optimism).” *

Competencies can be developed in many different ways.

In the 1960s, Emerson worked with St. Louis-based

Psychological Associates to study the characteristics

of successful Emerson executives. They identified

12 competencies that our successful leaders consistently

demonstrate. These competencies served as the foundation

of training during the Learning Center’s early years.

Emerson has since grown into a much larger global

company, and we have moved toward a broader

competency model using the Lominger Leadership Architect.

The Learning Center has also grown over the years to

meet the challenges and opportunities that come with

Emerson’s global growth.

All Learning Center workshops – the ones we design

and facilitate – and our vendor-partner programs are

focused on helping you develop these essential leadership

competencies that will help you and Emerson succeed

in a competitive and global environment.

*Definitionfrom“ForYourImprovement,aGuideforDevelopmentandCoaching,”2009Korn/FerryInternational.

Developing Your Leadership Competencies

“Build your competencies, and attack your weaknesses.”Bill Bosway, Group Vice President, Emerson Climate Technologies


Lominger Competency Map

Factor I – Strategic Skills Factor II – Operating Skills

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Finance and Accounting

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Negotiating to Yes n n n n

Problem Solving n n n

Project Management

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– Maximizing Project Success Through People

– PMP Exam Preparation n n

Note:ThecompetencieslistedarethosethatareaddressedinLearningCenterworkshops.

©2014Korn/FerryALLRIGHTSRESERVED


Factor III – CourageFactor IV –

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Positioning SkillsFactor VI – Personal and Interpersonal Skills

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Required Training This workshop is mandatory as part of your

professional development. Your business unit

may be required to report on your attendance

in the annual profit review.

Instructor-Led Training A Learning Center-approved facilitator or an

approved vendor partner conducts this workshop

in a classroom setting.

Virtual Online Workshop A live instructor conducts this workshop in

a virtual setting, using the Internet and a

telephone connection. You may need a headset

and microphone.

360 Assessment This workshop requires you and your selected

respondents to complete a 360 assessment at

least 14 days before the workshop. The 360

will be either the Lominger Voices or

Psychological Associates’ Proficient Leader

or Proficient Executive.

Refresher Training This workshop meets Emerson’s refresher

requirement, which states that “all leaders must

participant in ongoing learning that refreshes

their skills and knowledge at least once every

five years.”

Legend

As you review the workshop descriptions on pages 16-42,

use these icons shown below.


Leadership Skills workshops equip you with the knowledge

and skills that you will need in order to succeed as a leader.

These workshops focus on interpersonal (people) skills.

Certified facilitators and training consultants conduct these

workshops globally. Depending on your specific role within

your business unit/platform, some of these workshops may

be mandatory as part of your leadership development plan.

“Leading at Emerson” is a workshop that newly promoted

or newly hired supervisors and managers with direct

report(s) must successfully complete within six months

of assuming their new role.

Each world region has specific leadership development

workshops that are required for certain levels of

leadership. Please contact your region’s Learning and

Development personnel for more information.

Leadership Skills Workshops Provided Through The Charles F. Knight Learning Center

n Leading at Emerson

n Crucial Conversations

n Leadership Through People Skills

n Leading Virtual Teams

n Listening Skills

n Mentoring for Success

n Situational Leadership II®

Emerson Leadership Program Provided Through Emerson Corporate Organizational Planning

n Emerson Leadership Program

Leadership Skills Workshops Provided Through Other Emerson Communities

n Required globally

• Ethics • Safety Leadership

n Required for the U.S. only

• Operating Union-Free • You and the Law

Leadership Skills Workshops

L E A D E R S H I P S K I L L S W O R K S H O P S


Who Should Attend. Any supervisor or manager

responsible for leading a function or department who

has direct reports and is responsible for the performance

and development of employees. Those with supervisor or

manager titles who do not have direct reports may benefit

from many of the skills taught in the workshop.

The workshop is well-suited for those who are new to their

role; however, it is also valuable for experienced leaders

who want to improve their skills and learn Emerson’s best

management and leadership practices.

Duration. 3 days

Facilitated By. Learning Center-certified facilitator.

Strategic Purpose. This required workshop equips front-

line leaders with Emerson’s best leadership practices and

standards to effectively and efficiently lead people and

drive business results.

Business Outcomes (How You Will Benefit)

The ultimate success of any training investment is

measured by the results it delivers to your business.

The business and personal benefits that you can expect

to receive by applying the skills include:

n Leading your team with confidence and credibility by applying proven leadership skills.

n Improving the productivity and effectiveness of your team by having clearly defined job roles and expectations.

n Increasing employee engagement through an effective performance-management process.

n Building healthy and productive work relationships through open, two-way communication.

Learning Objectives (What You Will Learn)

This workshop will equip you with Emerson’s best

leadership practices and proven performance tools in

order to be effective in the critical competencies required

of a leader. You will:

n Communicate to your team how it contributes to the Emerson mission.

n Develop performance objectives for yourself and your direct reports.

n Determine the motivational drivers for each of your employees.

n Influence others without using formal authority.

n Apply active listening skills.

n Coach employees to become self-directed in their work.

n Delegate work effectively.

n Give supportive and constructive feedback.

n Resolve employee performance issues and problems.

n Lead with integrity.

Lominger Competencies Addressed in This Workshop

7 – Caring About Direct Reports18 – Delegation19 – Developing Direct Reports and Others20 – Directing Others23 – Fairness to Direct Reports27 – Informing29 – Integrity and trust33 – Listening35 – Managing and Measuring Work36 – Motivating Others54 – Self-Development

Leading at Emerson


Who Should Attend. Project managers, supervisors,

managers, and executives in leadership roles who want

to improve their skills and increase their confidence when

conducting difficult conversations.

Duration. 2 days

Facilitated By. “Crucial Conversations” certified facilitator.

Strategic Purpose. A crucial conversation is defined as a

conversation you have with one or more persons where

(1) stakes are high, (2) opinions vary, and (3) emotions run

strong. This workshop provides you with the knowledge

and skills needed to communicate effectively with others

in challenging situations. The process and skills you learn

will help you foster open dialogue around high-stake topics

and emotional or risky topics. The workshop is practice-

intensive and provides you the opportunity to plan and

practice a specific conversation.






n Increasing agreement and employee engagement by fostering open dialogue around high-stake topics and emotional or risky topics.

n Increasing levels of trust in your relationships.

n Improving teamwork and operational efficiencies.

n Identifing and removing obstacles that interfere with individual and team performance.


This workshop will equip you with skills and tools in order

to be effective in the critical competencies required of a

leader. You will:

n Identify problems, patterns and relationships that can help you get the conversation started.

n Stay focused on what you really want in the conversation.

n Control your emotions when having a challenging conversation.

n Speak persuasively, not abrasively.

n Encourage others to speak when they are feeling hurt, afraid, or defensive.


7 – Caring About Direct Reports9 – Command Skills

11 – Composure12 – Conflict Management13 – Confronting Direct Reports27 – Informing29 – Integrity and Trust31 – Interpersonal Savvy34 – Managerial Courage48 – Political Savvy64 – Understanding Others

Crucial Conversations



Who Should Attend. Experienced leaders (experienced

middle managers, directors, executives) who support the

performance of other managers or supervisors.

Duration. 2½ days

Facilitated By. Learning Center-certified “Leadership

Through People Skills” facilitator.

Strategic Purpose. This workshop will help you develop

your interpersonal skills to engage, influence, and gain

the commitment of others. During the workshop, you will

create your own case study in order to practice applying

these skills. You will practice your skills in a safe, small-

group team. Your practice sessions will be video-recorded,

and you will receive detailed feedback and reinforcement

from the members of your small-group team. To

adequately prepare for this workshop, you will be required

to read several scenarios that will be referred to during

your workshop. You will also complete a 360 assessment,

which will provide a benchmark of your interpersonal skills

as seen through the eyes of others.






n Achieving results by leveraging your influence to gain commitment to action from others.

n Increasing engagement by applying effective behavioral strategies to daily interactions.

n Reducing rework through structured one-on-one conversations.

n Creating a collaborative work environment by valuing differences in others.


By applying the knowledge and skills gained in this

workshop, you will:

n Recognize how your behaviors influence the way others respond to you.

n Organize, plan, and conduct more effective conversations, even the most difficult ones.

n Integrate a benefit statement in all your conversations.

n Apply appropriate communication strategies to workplace situations.

n Practice planning and conducting your real-life case.

n Create an implementation plan for continual improvement.


19 – Developing Direct Reports and Others31 – Interpersonal Savvy33 – Listening36 – Motivating Others55 – Self-Knowledge 56 – Sizing Up People

Leadership Through People Skills



Who Should Attend. Leaders who direct global and/or

virtual teams.

Duration. 1 day classroom;

2 days virtual (1 session each day for 2 hours)

Facilitated By. Aperian Global facilitator.

Strategic Purpose. This workshop gives leaders of virtual

teams essential tools and skills to lead collaboratively

and effectively in the increasingly virtual and global

team environments.






n Increasing your ability to effectively lead global and/or virtual teams; manage across time zones and technology, diverse work styles, and competing priorities.



workshop, you will:

n Implement leader actions that build strong virtual team alignment.

n Assess virtual team competencies to create a relevant development plan.

n Engage team members in a trusting, collaborative virtual community.

n Create and implement successful virtual team norms.

n Manage typical virtual team situations effectively.


20 – Directing Others21 – Managing Diversity29 – Integrity and Trust46 – Perspective53 – Drive for Results60 – Building Effective Teams

Leading Virtual Teams


Who Should Attend. Leaders and individual contributors

who want to communicate more effectively.

Duration. 1 ½ days

Facilitated By. Learning Center-certified “Listening Skills”

facilitator.

Strategic Purpose. This workshop helps you close

the gap between hearing and listening in your daily

communications. You will assess your current level of

active-listening skills through a specialized 360 listening

assessment, practice your new skills in a safe environment,

and develop an action plan to apply the new skills.






n Meeting business and employee needs more effectively and efficiently by applying active-listening skills.

n Reducing rework and preventing miscommunication by clarifying and confirming your understanding.

n Improving the openness and quality of communication by connecting, concentrating, and collaborating during your conversations.

n Increasing employee morale and engagement so employees feel understood and valued.



workshop, you will:

n Apply active-listening behaviors.

n Build trust with others.

n Employ the levels of listening (content, understanding, and feelings) appropriately.

n Create a safe environment that enables others to share ideas, thoughts, and feelings.

n Ask probing questions to gain understanding.

n Empathize with others appropriately.

n Connect, concentrate, and collaborate to create win-win situations.

n Give and receive effective feedback.


3 – Approachability12 – Conflict Management33 – Listening41 – Patience55 – Self-Knowledge

Listening Skills



Who Should Attend. Determined by business

group/unit leaders.

Duration. 1 day


Strategic Purpose. Mentoring is a talent-management

strategy employed by business leaders to develop current

and emerging leaders. This workshop is designed to

support a structured business group/unit program. It

provides the new mentees and mentors with the process

and tools needed in order to build an effective mentor/

mentee relationship. You will participate in your first

formal mentor/mentee meeting as part of the workshop.






n Increasing development and retention of targeted individuals through effective mentoring relationships.



workshop, you will:

n Establish your role and responsibilities in your mentoring relationships.

n Build trusting mentor relationships.

n Implement the Four-Step Mentoring Process.

n Apply the core mentoring skills.

n Develop an action plan to meet agreed-upon objectives.


3 – Approachability6 – Career Ambition

29 – Integrity and Trust33 – Listening44 – Personal Disclosure55 – Self-Knowledge

Mentoring for Success


Who Should Attend. Leaders at any level in the

organization who are responsible for the development and

performance of others. Those who are responsible for the

on-boarding and training of others will also benefit from

the skills and leadership language taught in this workshop.

Duration. 2 days

Facilitated By. Learning Center-certified “Situational

Leadership II” facilitator.

Strategic Purpose. “Situational Leadership II” is a process

for developing people into self–directed, self–motivated

employees to reach their highest level of performance.

The leader’s own performance will be enhanced by better

matching an individual’s development style on a specific

goal or task to the leadership style best-suited to the

individual’s needs.






n Increasing the frequency and quality of work conversations for improved personal performance.

n Holding individuals accountable through the leader’s effective application of direction and support.

n Meeting individual workers’ needs for a more highly motivated workforce.

n Achieving organizational objectives through enhanced leadership effectiveness.



workshop, you will:

n Diagnose the performance, competence, and commitment of others to determine their needs for direction and support.

n Adjust leadership styles when competence or commitment increases or decreases.

n Conduct one-on-one- conversations to open up communication and to provide opportunities for ongoing diagnoses.

n Resolve disagreements on development levels.

n Coach others to help link their personal goals to team/organization goals.


13 – Confronting Direct Reports19 – Developing Direct Reports and Others20 – Directing Others33 – Listening40 – Dealing With Paradox56 – Sizing Up People64 – Understanding Others

Situational Leadership II



The Emerson Leadership Program is an intensive 36-month

leadership development strategy for current and emerging

leaders in Emerson at the director, vice president, general

manager, and president levels. Participants from all of

Emerson’s global regions attend and are nominated by

senior executives and approved by David Farr.

The program involves approximately three weeks of group

instruction, separated by intervals of 18 months. Typically,

there are 40 participants in each group. Senior leaders

at Emerson facilitate the instruction, ensuring that the

program is relevant, strategic, and timely.

Module 1Approximately 20 Emerson executives teach the Emerson

Management Process. We use real Emerson business

case studies and an in-depth 360 assessment to enhance

learning. Participants are assigned an external executive

coach to develop an implementation plan based on their

360 assessment results.

Module 2Each of the business leaders facilitate presentations

and case studies. David Farr and the Office of the

Chief Executive (OCE) also present at this session.

Module 3We assign participants to Action Learning Teams that

then develop recommendations and present those

recommendations to the OCE. The five top executives

at Emerson make up the OCE.

Since the inception of the Emerson Leadership Program

13 years ago:

n OCE members facilitated countless days of instruction

n 959 participated

n 511 participants completed the program

n 32 percent of the participants are based internationally

Emerson Leadership Program



Forquestionsonthisworkshop,pleasecontactEmersonCorporateEmployeeRelations.

Who Should Attend. All Emerson employees

Duration. 30 minutes to 1 hour

Facilitated By. All members of management.

Strategic Purpose. Emerson has established ethical

standards and rules for how we conduct business. You will

examine key topics regarding ethical conduct, including:

n Gifts, bribes, and kickbacks

n Accounting honesty and transparency

n Expense reporting

n Doing business in China

n Conflicts of interest

n Antitrust regulations

n Trade compliance

n Proprietary information

n Health, safety, and environmental policies

n Discrimination and harassment

n Insider trading

n IT security

n Reporting ethics concerns

Note:Emersonemployeesareexpectedtounderstandandcomplywithourethicsstandardsandtoserveasrolemodelsinourcompany.


22 – Ethics and Values29 – Integrity and Trust

Ethics


Forinformationonthisworkshop,contactEmersonCorporateSafety.

Who Should Attend. Supervisors, managers, directors,

and general managers in manufacturing plants,

warehouses, engineering labs, and service businesses.

Duration. 1 day

Facilitated By. Emerson-certified “Safety Leadership”

facilitator.

Strategic Purpose. The “Safety Leadership” workshop for

operations management personnel, regardless of job title,

with a chain-of-command responsibility for manufacturing

plants, warehouses, engineering labs and service

businesses is mandatory. Employees with “team leader”

titles should be considered.






n Driving safety and health considerations as part of every business decision by enlisting all employees to be safety leaders and by making safety a value for your team and your company.

n Decreasing the incident rate of accidents and the resulting downtime.

n Reducing your operational costs, and increase overall productivity.


By applying the knowledge and skills you gain from this

workshop, you will:

n Develop a “want to” safety attitude rather than a “have to” attitude.

n Fulfill your role to be a safety leader at work and home.

n Consistently model the message of safety with your words and your actions.

n Identify and eliminate unsafe workplace practices.

n Give positive feedback to maintain effective safety practices and constructive feedback to modify poor safety practices.

n Acknowledge/understand the financial liability that unsafe acts bring to the company.

n Seek to influence and change the safety culture and environment at your operations.


1 – Action-Oriented9 – Command Skills

13 – Confronting Direct Reports31 – Interpersonal Savvy34 – Managerial Courage

Safety Leadership



Forinformationonthisworkshop,contactEmersonCorporateLaborRelations.

Who Should Attend. Supervisors, managers, and other

exempt employees who interact with production employees.

Duration. 1 day

Facilitated By. Emerson-certified “Operating Union-Free”

facilitator.

Strategic Purpose. This is a mandatory workshop

for Emerson supervisors, managers, and other

exempt employees in the U.S. who interact with

production employees.






n Gaining the knowledge and skills necessary to maintain a union-free operation and implementing the correct call to action should a union campaign arise.



workshop, you will:

n Understand how unions are fighting for survival by promoting major changes in labor laws and increasing their organizing efforts.

n Learn why it is important for Emerson to remain union-free.

n Assess supervisory and operational vulnerabilities that might lead to union organizing.

n Understand your role in preventing union organizing by promoting a positive work environment.

n Identify the early-warning signs of union activity.

n Learn how to respond if organizing activity appears at your location.

NOTE:[email protected]@emerson.comtoschedulean“OperatingUnion-Free”workshop.


3 – Approachability5 – Business Acumen9 – Command Skills

10 – Compassion

Operating Union-Free


Forinformationonthisworkshop,contactEmersonCorporateLaborRelations.

Who Should Attend. Supervisors, managers, and

executives in the United States.

Duration. 1 day

Facilitated By. Emerson-certified “You and the Law”

facilitator.

Strategic Purpose. This is a recommended workshop for

Emerson supervisors, managers, and executives. You will

acquire the knowledge and skills necessary in order to

recognize legal red flags and to adjust your management

style to prevent charges or lawsuits and to assist in any

legal defense in the event of a charge or lawsuit.



workshop, you will:

n Understand employment laws, Emerson policies, and your role from a legal perspective.

n Recognize legal red flags, and resolve emerging issues by working with Human Resources to prevent charges and lawsuits.

n Identify your strengths and weaknesses related to the legal aspects of your role, and adjust your management style to prevent any charges or lawsuits.

n Take the correct action if charges and lawsuits arise.

NOTE:[email protected]@emerson.comtoschedulea“YouandtheLaw”workshop.


1 – Action-Oriented3 – Approachability5 – Business Acumen9 – Command Skills

You and the Law


Professional Skills workshops help you develop knowledge

and skills in some of the operational tasks that leaders

at Emerson perform. These skills include finance

and accounting, facilitation, interviewing, delivering

presentations, problem- solving, project management,

and working globally.

Professional Skills workshops provided through The Charles F. Knight Learning Center

n EDGE for Professionals

n Exceptional Performers 1

n Exceptional Performers 2

n Facilitation Skills

n Finance and Accounting

• Level 1: Foundations of Emerson’s Business • Level 2: Finance and Accounting for

Nonfinancial Managers • Level 3: Advanced Financial Analysis for Managers

n Lominger Suite

• Leadership Architect 101 • Interview Architect • Voices 360

n Professional Presentation Skills

n Working Globally

Professional Skills Workshops

P R O F E S S I O N A L S K I L L S W O R K S H O P S


Who Should Attend. All employees responsible for

their own time and priority management and who have

numerous action requests from multiple sources.

Duration. 1 day

Facilitated By. Effective EDGE

*Note:OnlineworkshoprequiresAdobeConnectaccessandrequirestestingofFlashPlayerplug-in.Seeonlineworkshopdescriptionforfullrequirements.ThesecourseswillbedemonstratedusingOutlook2010orOutlook2013,basedonwhatthemajorityofparticipantsintheworkshopareusing.IfyouareusingOutlook2007,pleasenotethatsomefeaturesmaybedifferentbutwillbeoutlinedintheonlineworkbookforyourreference.TheEffectiveEDGEwillprovideadditionalsupportviaonlineaccess,emailorphone,ifneededtoclarifyanydifferences.

Strategic Purpose. This workshop increases productivity

using Microsoft Outlook through the setup and execution

of time- and self-management systems. Information

overload and workloads instantly decrease during the

workshop. By class end, you will clear your electronic desk

and return to work with a life-changing philosophy.






n Gaining one to two productive hours per day, and increasing output by 15 to 20 percent.

n Managing and reducing interruptions, email, and information searches.

n Designing and organizing projects for maximum impact and set long-term goals.



workshop, you will:

n Integrate email, voice mail, meetings, paper files, and more, using existing accounts.

n Create action items, and organize outstanding work.

n Determine efficient management of day-to-day tasks, using a unique process.

n Create tracking systems to manage delegated actions, and keep work moving.

n Apply daily and weekly best practices to workflow management.


39 – Organizing47 – Planning50 – Priority Setting59 – Managing Through Systems62 – Time Management66 – Work/Life Balance

EDGE for ProfessionalsEDGE for Professionals Virtual


Who Should Attend. High-performing

individual contributors

Duration. 2 days

Facilitated By. Learning Center DDI-certified facilitator.

Strategic Purpose. This workshop builds the core skills

necessary in order to enhance your people skills. You will

also increase your effectiveness to improve productivity

and drive results.






n Building trust, and strengthening relationships by enhancing your interpersonal skills.

n Creating a culture of teamwork and performance by seeking feedback.

n Achieving better results by leveraging the talents of your co-workers.

n Working more effectively across the organization in networking for enhanced collaboration.



workshop, you will:

n Identify and meet the personal and practical needs of others to improve your interactions.

n Increase receptivity to feedback by reducing or eliminating defensiveness or negative emotions that occur in a feedback discussion.

n Promote a culture of trust, mutual respect, and collaboration.

n Explore, nurture, and leverage employees’ unique styles, abilities, and motivations to ensure the success of the organization.



2 – Dealing With Ambiguity10 – Compassion15 – Customer Focus33 – Listening36 – Motivating Others42 – Peer Relationships44 – Personal Disclosure




Who Should Attend. High-performing

individual contributors

Duration. 2 days

Facilitated By. Learning Center DDI-certified facilitator.

Strategic Purpose. This workshop builds the core skills

necessary in order to enhance collaboration across the

organization and to work as a high-performing team to

improve productivity and drive results.






n Building trust, and strengthening relationships by enhancing your interpersonal skills.

n Reducing the cost of conflict by taking action to prevent situations from escalating.

n Increasing productivity, and boosting results by working as a high-performing team.

n Working more effectively across the organization by networking for enhanced collaboration.



workshop, you will:

n Promote a culture of trust, mutual respect, and collaboration.

n Employ conflict-resolution skills to navigate through challenging situations.

n Move a team from acceptable to high performance with best practices and success factors.

n Apply a process for developing, expanding, and maintaining a business network.



3 – Approachability10 – Compassion12 – Conflict Management15 – Customer Focus33 – Listening42 – Peer Relationships



Who Should Attend. All participants must be

nominated and vetted (reviewed) by their business unit

(Human Resources, Training and Development personnel).

Duration. 3 ½ days

Facilitated By. Learning Center master facilitator or

public-certified DDI master facilitator.

Strategic Purpose. Align your training strategy with

your business unit’s strategy by selecting the appropriate

DDI modules to meet business requirements. Upon

successfully completing the workshop, you are awarded

the DDI Facilitator Certification that allows you to facilitate

approximately 50 training courses.






n You need effective trainers to help your workforce and leaders develop the skills they need for your organization to achieve bottom-line results.



workshop, you will:

n Facilitate successfully the five DDI Dimensions for certification (see below)*.

n Increase the effectiveness of learning using a variety of methods.

n Acquire the knowledge, skills, and attitude to positively impact the workplace.

n Transfer training successfully using refresher activities.

n Develop best-practices networking with other certified facilitators.


Competencies Addressed in This Workshop

* The five DDI Dimensions evaluated for certification:

Facilitation of Learning, Communicating With Impact,

Formal Presentation, Coaching, and Technical Knowledge.


5 – Business Acumen

Facilitation Skills: Developing Extraordinary Facilitators



Who Should Attend. Employees who need to understand

Emerson’s philosophies and need to get a basic

background of finance and accounting at Emerson.

Duration. 2 days

Facilitated By. SkillPath facilitator.

Strategic Purpose. This workshop equips you with the

knowledge and understanding of Emerson’s culture,

operations, philosophy, leadership, core values and beliefs.

NOTE:Thefinanceworkshopsarecomplementaryandarenotprerequisitesforeachother.






n Developing business acumen.

n Understanding Emerson’s financial reports.



workshop, you will:

n Define the various business units of Emerson.

n Describe Emerson’s foundational core values, beliefs, culture, and commitments.

n Identify and resolve ethical issues.

n Interpret financials.

n Explain key account concepts and terms.

n Explain financial leverage, level of assets, and control of expenses.

n Use financial statements when making decisions and proposals.

n Apply methods of quantitative analysis.

n Understand Emerson’s planning cycle.


5 – Business Acumen22 – Ethics and Values

Level 1: Foundations of Emerson’s Business


Who Should Attend. Employees who need a solid business

understanding of Emerson’s financials.

Duration. 2 days


Strategic Purpose. This comprehensive workshop equips

you with the practical concepts of Emerson’s financial

terminology and reports and makes you more confident

with financial planning and decision-making.







n Gaining a solid business understanding of Emerson’s financials, what they are, how to read them, and how to use the information when making business decisions.



workshop, you will:

n Focus on the figures that are the most important in reports, budgets, and balance sheets.

n Recognize opportunities that affect the bottom line of the organization.

n Use basic financial tools to measure results and plan for growth.

n Present ideas in sound financial terms.

n Use financial information to gain perspective for strategic planning and decision-making.

n Plan and write a master budget.



Level 2: Finance and Accounting for Nonfinancial Managers



Who Should Attend. Supervisors, managers, and

executives who need to understand Emerson’s

financial reports.

Duration. 2 days


Strategic Purpose. This workshop provides you with

advanced information and applications based on generally

accepted accounting principles (GAAP) and financial

analysis. You will understand Emerson’s analytical

approach to all phases of the business.







n Approaching business decisions with solid business financial information and understanding.



workshop, you will:

n Describe the essential elements of increasing shareholder value.

n Explain how financial statements interrelate, and analyze Emerson financial statements as investors, bankers, and stock analysts.

n Calculate and interpret financial ratios that are important to Emerson: DICC, TWC, ROTC.

n Apply advanced budgeting techniques.

n Develop effective forecasts for critical performance metrics.

n Demonstrate understanding of the fundamentals of project accounting.



Level 3: Advanced Financial Analysis for Managers



Leadership Architect 101

Who Should Attend. Human resources professionals

or anyone involved in talent management, recruiting,

and hiring.

Duration. 1 ½ days

Facilitated By. Leadership Alliance facilitator.


knowledge and skills necessary in order to implement

effective competency-based human resources systems

using the 67 Lominger competencies.

NOTE:“LeadershipArchitect101”isaprerequisitetotheotherLomingerworkshops:“InterviewArchitect”and“Voices360Feedback.”






n Gaining the ability to integrate competency systems into all aspects of the employee life cycle.



workshop, you will:

n Use the “Leadership Architect 101” Competency Sort Cards to identify differentiating competencies critical for success across different jobs and levels, and to create job profiles and individual assessments.

n Create integrated, competency-based human resources processes, such as interviewing, feedback development, and succession planning; and translate them for individual development.

n Interpret the research behind the “Leadership Architect Suite” (studies on experiential learning, derailment, and development) and leverage this information in your organization.

n Assess and prioritize skill gaps between individuals and various job profiles.

n Create an FYI plan for development, and explore other development strategies.

n Construct an aligned, competency-based strategic human resources program to provide the greatest value to your organization.


All 67 Competencies and all 19 Stallers and Stoppers




and hiring.

Duration. 1 day



knowledge and skills necessary in order to implement

Lominger’s competency-based interview process.

NOTE:“LeadershipArchitect101”isaprerequisitetothisworkshop.






n Providing best practices in conducting competency-based interviews for hiring and promoting.



workshop, you will:

n Create structured interview guides.

n Apply the Four-Dimensional Interview approach, and learn to ask structured probes.

n Discover suggested applications of the “Interview Architect” for recruiting, interviewing, and promoting internally.

n Create guidelines and practices to train others in your organization in the use of the “Interview Architect” tools.



Interview Architect





and hiring.

Duration. 1 ½ days



knowledge and skills necessary to implement and deliver

Lominger’s competency-based 360 feedback tool. You will

complete a 360 and receive feedback and coaching.

NOTE:“LeadershipArchitect101”isaprerequisitetothisworkshop.






n Helping leaders grow and develop through feedback.



workshop, you will:

n Implement “Voices 360” in your business unit.

n Read and interpret the “Voices 360 feedback.”

n Prepare for feedback sessions, and deliver them in a meaningful way.

n Coach effective development using the various tools in the Lominger tool kit.



Voices 360


Professional Presentation Skills

Who Should Attend. Employees who want to increase

their competence and confidence in delivering formal or

informal presentations.

Duration. 2 days


Strategic Purpose. This workshop provides you with a

step-by-step process that enables you to plan and deliver

high-impact presentations. You will prepare, deliver,

and video record two presentations that will provide

personalized feedback.






n Gaining credibility and confidence through implementation of high-impact skills.

n Reducing the time and costs associated with ineffective presentations (that is, meetings).

n Increasing audience participation and “call to action” with clear understanding of message.



workshop, you will:

n Deliver high-impact presentations.

n Increase your own confidence and credibility when presenting.

n Establish a clear presentation objective and desired results.

n Plan and organize relevant presentation content.

n Select the appropriate type of presentation.

n Develop and refine support materials, including visual aids.

n Connect, capture, and maintain audience attention.

n Handle audience questions and behaviors with confidence.

n Reduce fear of public speaking.


11 – Composure14 – Creativity17 – Decision Quality27 – Informing33 – Listening49 – Presentation Skills55 – Self-Knowledge57 – Standing Alone62 – Time Management


Who Should Attend. Leaders who direct global and/or

virtual teams

Duration. 1 day classroom;

2 days virtual (1 session each day for 2 hours)

Facilitated By. Aperian Global facilitator.

Strategic Purpose. This workshop equips you with

knowledge, attitudes, and skills necessary for a global

mindset to accomplish business objectives worldwide.






n Increasing your ability to effectively work with others from varying cultures and with varying work styles in order to avoid costly mistakes and drive business results.



workshop, you will:

n Assess how culture impacts business interactions.

n Leverage self-awareness to gauge the differences between yourself and others.

n Apply information from the GlobeSmart® tool* to improve global work performance.

n Identify and develop skills to effectively bridge gaps between different work preferences and to leverage differences as an asset.

n Create and implement a personal learning commitment.

*NOTE:TheGlobeSmarttoolisafreeresourceforeveryoneatEmerson.Formoreinformation,gototheLearningCenter’swebsite.


4 – Boss Relationships21 – Managing Diversity31 – Interpersonal Savvy42 – Peer Relationships55 – Self-Knowledge64 – Understanding Others

Working GloballyWorking Globally Virtual



Education First/English Language LearningEnglish is considered the international language of

communication across the world, and it is the standard

language of communication at Emerson. We require

that managers and above be proficient in English in order

to effectively communicate within the organization

and advance their career. In many of our businesses, it

is also a requirement for the workforce to have a basic

understanding of English in order to do their jobs.

Education First’s (EF) corporate language-learning

program, called Efekta™, is the recommended solution

for online English training at Emerson. This award-winning

solution is the only online school whose methodology is

endorsed by the University of Cambridge. The learning is

dynamic. It constantly adjusts to the individual needs of the

learner. The program consists of 16 levels, ranging from

beginner to upper advanced, and it provides structured

practice and exercises around reading, writing, listening,

and speaking.

Emerson recommends a level 12 as a graduation goal for

all learners who need English in their jobs. At a level 12,

learners will be able to read and understand technical

writing, engage in subtle dialogue, and communicate

effortlessly without prior preparation on a range of topics.

Emerson offers EF’s Basic Online and Premium Online

solutions. This provider also has online private instruction

and classroom-immersion courses.

n The Basic program (self-study) provides access to the standard platform with general, business, and industry-related English content; and on-demand learning tools (translators, pronunciation lab, grammar guides/lab, etc.).

n The Premium program is more intensive and targets those with more business-critical English-language needs. This program includes everything in the Basic program, plus unlimited access to teachers through EF’s virtual classroom, individual feedback on verbal and written proficiency, and study advisors who will help keep you on track and motivated.

For more information or to subscribe to one of these

programs, visit the Learning Center website at

http://communicator/learningcenter/home/default.aspx.

English Language Learning


Studio8000 Studio8000 is the award-winning video and audio

production facility within The Charles F. Knight Learning

Center. Emerson’s business units and corporate

departments make extensive use of Studio8000 for the

production of product training and promotion videos,

executive messaging, web broadcasts, recruiting, custom

e-learning modules, and voice-over audio.

Special effects, animations, 3D modelling, subtitling, and

green-screen technology are only part of our state-of-the-

art digital video capability. Whether you need dual camera

on-location filming or an in-studio resource, Studio8000

gives a high-quality, contemporary touch to projects with

short deadlines and the need for quick distribution.

Studio8000 can also upload and distribute video

productions on a secure streaming service with social

media capabilities or public sites, such as YouTube. If a CD

or DVD is your preferred means of archival and distribution,

we have high-speed DVD duplication equipment.

Our team of professionals is also experienced in learning

design and learning management system administration.

For great quality and value, take advantage of this valuable

internal resource. Project costs are typically half that of

comparable quality outsourced services. We are available

to provide advice, consulting or management of your

entire video or e-learning project.

Studio8000


Emerson has a long history of investing in its leaders, and our

Charles F. Knight Learning Center reflects this commitment.

The Learning Center is a strategic component of how we

develop our current and emerging leaders.

As you review this 2015 Career Development Guide,

ask yourself these questions:

WhatskillsdoIneedtodeveloprightnow?

WhatskillsdoIneedtodevelopformyfuturerole?

HowwillIusetheseskillstoexecuteourbusinessstrategy?

To execute our business strategy, Emerson needs leaders

who can thrive in a dynamic future, and who can identify

the challenges and opportunities before them and learn

as they go.

We have always provided an environment where you can

learn in challenging assignments and develop with focused

skills training. The workshops outlined on the following

pages will help you develop as you grow our business.

We are making a significant investment in your future,

so please work with your manager to create a personal

development plan using this guide.

Finally, don’t become a victim of learning scrap. Attending

a workshop and not applying what you learned is a wasted

investment. To make sure your learning investments bring

a return, we introduced a “new finish line for learning” (p. 5).

Follow-up sessions in certain workshops (12-15 weeks after

the workshop) will reinforce the skills you learned.

These are exciting times for Emerson. Be intentional and

thoughtful about your professional development. In so

doing, we will have a great future together.

Michael G. RohretSenior Vice President, Human Resources

Emerson’s Long History of Investing in Its Leaders


Welcome to The Charles F. Knight Learning Center!

All of our leadership development workshops focus on

equipping you with the critical knowledge, skills, and

competencies you need in order to succeed in your role as

a leader at Emerson.

Our workshops are highly interactive. You will have many

opportunities to practice your skills and to explore issues

that are important to your development as a leader at

Emerson. All of our workshop leaders are experienced

facilitators who model the skills they are teaching.

We focus on making the leadership skills you learn practical

and performable. Expect a strong “how to” approach

during the workshop as you consider how to apply these

important skills to everyday work situations.

Several of our workshops contain assessments – some of

which are taken before the workshop and some of which

are taken during the workshop. These assessments help

identify your areas of strength and areas where you need

to develop. Time is built into every workshop for reflection

and action planning.

While we have designed our workshops to equip you to

succeed, your success will, ultimately, be measured by

what you transfer to your job; that is, what you put to work

when you are back at work. Together, our focus must be on

how you will implement these skills.

We are committed to helping you succeed. We hope you

will reap a great return in the learning investments you

are making.

Terrence J. DonahueCorporate Director, Learning

Our Approach to Leadership Development Workshops


The Charles F. Knight Learning Center Team

Terrence DonahueCorporate Director, Learning

Dennis WisslerCorporate Sr. Manager, Training

Larry MeskimenCorporate Manager, Training

Bruce SmithCorporate Manager, eLearning

Donna SchmeligSupervisor, Learning Center Operations

Bridgette RichardsLearning Systems Administrator

Ericka BaragonaAdministrative Assistant

Debbie SharpAdministrative Assistant

Dan PetranHuman Resources Systems Analyst


Scheduling a Workshopn Contact the Learning Center at any time for scheduling.

Workshop Registrationn Employees have the ability to self-register for all Learning

Center instructor-led workshops. For information on how to register, go to http://communicator/learningcenter/home/default.aspx.

Attendance PolicyWe understand how challenging it can be to take the time

away from the regular job to attend training, so we have

designed our workshops to be efficient and effective.

On-time and full attendance is crucial to making the most

of your learning investment. Because of the compressed

nature of our workshops, all participants must be prompt

in arriving every day and must stay through the conclusion

of the workshop. Participants may not leave a workshop

prematurely on the last day to travel back home. They must

arrange to fly out the following day.

All participants should clear their schedules of other

meetings to ensure that their learning investment is

distraction-free. If needed, schedule calls or meetings

before or after the workshop day or during the lunch break.

Anyparticipantwhomissesmorethan30minutesof

anyworkshopwillnothavemettherequirementsofthe

workshop.Theywillberequiredtowithdrawandregister

forafuturesession.TheLearningCenterwillchargefull

tuitionintheseinstances.

Cancellation Policy (Entire Workshop)A cancellation fee is charged if a business cancels a dedicated

workshop within 60 days of the workshop’s start date.

n Cancellation fees:

• Within 31 to 60 days: Half of the tuition cost times the required participant minimum (varies by workshop).

• Up to 30 days: Full tuition cost times the required participant minimum (varies by workshop).

Cancellation Policy (Participants)n Cancellation fees:

• Within 15 to 30 days: Half of the tuition cost (varies by workshop).

• Up to 15 days: Full tuition cost (varies by workshop).

Substitutionsn Substitutions are possible (varies by workshop), if the

request is submitted within a reasonable time period. Substitutions are not possible within five working days of the workshop start date.

Registration and General Information


These are organizations or associations recommended

by The Charles F. Knight Learning Center that we

feel will benefit and support the business needs of

your organization. Some of these resources require a

membership or a subscription; other resources are FREE

or are funded by the Learning Center. Each description

lists the access requirements.

Athena Online Athena Online provides short video lessons, which feature

some of the world’s best business coaches and thought

leaders. The Charles F. Knight Learning Center provides

100 of these videos on our website for you in the area of

coaching, mentoring, team effectiveness, communication,

time management, and more. Share these videos

within Emerson as part of your employees’ personal

development, or sign up for Athena Online’s newsletter

to receive a FREE leadership video lesson delivered to

your inbox every week. For more information, visit

www.athenaonline.com.

Education First (EF) English Language Learning SolutionEF provides online English language learning, called Efekta™.

This is the recommended solution for online English

training at Emerson. It provides instruction for those

with beginner to advanced learning needs (A1-C2 on the

Common European Framework) with general, business,

and industry-related English content. For more information

or to subscribe, visit the Learning Center’s website.

Emerson’s “Gateway to Emerson” ApplicationAn interactive tool provided by Emerson to showcase

thought leadership. Includes innovation stories, culturally

relevant topics, and education on Emerson-related

industries and businesses. Available free from the iTunes

store for iPhone or iPad and the Google Play store for

Android devices. You can also view it on your desktop at

www.GatewayToEmerson.com.

Emerson’s “The Extra Mile With Charlie”An online dialogue platform that shares discoveries, best

practices, and thought leadership from Emerson through

the lens of Charlie Peters, senior executive VP and in-house

chief innovation officer. This platform is a regular feature

of the Gateway to Emerson App and has its own website at

www.theextramilewithcharlie.com.

GlobeSmartGlobeSmart is a cultural web resource that provides

quick access to information on how to conduct business

effectively with people from around the globe. This

resource is FREE to all Emerson employees. Visit the

Learning Center website to gain access and to learn more

about this resource.

The Ken Blanchard CompaniesKen Blanchard has three simple goals: to make a difference

in people’s lives, to drive human worth and effectiveness

in the workplace; to help each organization become

the provider, employer, and investment of choice.

Ken Blanchard is the Learning Center’s resource for the

“Situational Leadership II” workshop materials.

For more information on this resource, visit

www.kenblanchard.com.

Professional Development Resources


Psychological Associates (PA)PA helps clients evolve organizations through assessments

that identify and develop high-potential talent and help

to transform individuals into collaborative team members

and effective leaders. Psychological Associates is the

Learning Center’s resource for the�“Leadership Through

People Skills” and “Listening Skills” workshop materials.

To learn more about PA, visit www.q4solutions.com.

Rosetta StoneRosetta Stone provides self-paced language learning

solutions in over 25 languages. For more information, visit

the Learning Center’s website at http://communicator/

learningcenter/home/default.aspx.

SkillsoftSkillSoft is a third-party provider of online learning

solutions. It provides an extensive selection of content in

the areas of information technology, business, compliance,

and desktop publishing. In 2015, the Business Units will

manage their own subscription purchases. For Skillsoft

contact information visit the Learning Center site at

http://communicator/learningcenter/home/default.aspx.

The Conference BoardThe Conference Board is a global, independent, non-

advocacy business member and research association

focusing on four knowledge areas: corporate leadership,

economies, markets and value creation, human capital

and high-performing organizations. Emerson has a U.S.

enterprise membership (for all U.S.-based employees)

that provides access to evidence-based research, live, and

on-demand webcasts and more. This resource is FREE to

all U.S.-based Emerson employees. Learn more about The

Conference Board at www.conferenceboard.org.

The Institute for Management Studies (IMS) IMS provides innovative and cost-effective management-

development workshops. The Learning Center’s

membership allows Emerson employees to attend

these workshops at a cost much lower than individual

organizations can typically provide. The IMS workshops

offer participants the opportunity to interact with, and

learn from, some of the world’s leading management

thinkers on an ongoing basis. For more information on IMS,

their program locations, and their courses, visit its website

at www.ims-online.com.

Washington University Olin Partners Program This program provides one- and two-day seminars in St.

Louis for senior and midlevel managers (Emerson’s high

potentials). These seminars provide participants with the

knowledge and tools that they can apply to their jobs

immediately. To register, contact the Learning Center.

For more information on these seminars, visit

www.olin.wustl.edu/OPP.


Association for Talent Development (ATD)ATD requires an individual or group membership. ATD is

the world’s largest association dedicated to workplace

learning and performance professionals. ATD provides

resources for learning and performance professionals,

educators, and students. They offer professional

development opportunities for learning practitioners;

they collaborate with other associations, organizations,

and educational institutions to advance the profession.

ATD sets the standard for best practices in learning and

performance. Membership information can be found on

their website at www.astd.org.

Development Dimensions International (DDI)DDI provides a comprehensive and practical approach

to talent management. They bring together strategies,

processes, and activities required to systematically manage

an organization’s talent. Emerson has partnered with

DDI for over 20 years. We have negotiated a 20 percent

discount agreement with DDI for a variety of their learning

and development materials. To purchase these materials,

you must be DDI-certified (see “Facilitation Skills”

workshop, on page 34). Mention Emerson when ordering

to receive this discount. For additional resources offered

through DDI, go to www.ddiworld.com.

The Learning Consortium Elliott Masie’s Learning Consortium is an international

think-tank consisting of over 240 global organizations

focused on the changing workforce and how it learns

and performs. Learning and development professionals

have access to Masie’s learning resources, invitations to

benchmark, common work projects, as well as research

and development activities. Visit www.masie.com.

Contact the Learning Center to gain access.

Korn/Ferry Lominger Tools Emerson has a universal licensing agreement for

the Competency Profile Manager and the Interview

Architect Express, online tools from Korn/Ferry.

For more information or to register for these tools, go

to http://communicator/learningcenter/home/pages/

lominger.aspx.

Learning and Development Resources


Training partners are subject-matter experts who conduct

specific skill-development workshops or services for The

Charles F. Knight Learning Center.

The Learning Center administers the workshops or services

provided by these training partners. Contact the Learning

Center for more information on the workshops or services

they provide.

Aperian GlobalAperian Global provides consulting, training, and web tools

for global talent development. It is the Learning Center’s

training partner for the “Leading Virtual Teams” and

“Working Globally” workshops. See workshop descriptions

on page 20 and 42. Visit www.aperianglobal.com to learn

more about Aperian Global.

Leadership AllianceLeadership Alliance is associated with Korn/Ferry

International. It is the Learning Center’s training partner

for the Lominger Leadership Architect suite of workshops:

“Leadership Architect 101, “Interview Architect,” and

“Voices 360 Feedback.” See workshop descriptions on pages

38-40 for more information. For more information on these

on workshops, visit www.lominger.com.

SkillPathSkillPath is a provider of business training in the United

States, Canada, and Australia. It is the Learning Center’s

training partner for its series of finance workshops:

Foundations of Emerson’s Business (Level 1), Finance

and Accounting for Nonfinancial Managers (Level 2) and

Advanced Financial Analysis for Managers (Level 3).

See Workshops at a Glance on page 9 for more

information. For more information on SkillPath, visit

www.skillpath.com.

The Effective EDGEThe Effective EDGE is committed to increasing personal

and organizational productivity, creativity, and innovation

through its workshops, seminars, coaching, and

assessments. It is the Learning Center’s training partner

for the “EDGE for Professionals” (instructor-led and virtual)

workshop. See workshop descriptions on page 31 for more

information. For more details on this training partner, visit

www.effectiveedge.com.

Training Partners


The Charles F. Knight Learning Center recommends

these vendors for the specific workshop or services

they provide. Contact your local human resources or

training department before scheduling a session with

these vendors.

Interviewing Skills

Negotiation Skills

PersonalSkillsDevelopment, an associate of Wilson

Learning is the Learning Center’s partner for

“Negotiating to Yes” and “Interviewing for Selection.”

Contact: Norm Evans

Phone: (314) 401-1401

Email: [email protected]

Problem Solving

AppliedPerformanceStrategies,Inc.(APS) provides

customized and practical documentation and

training solutions to enhance equipment and

personnel performance.

Contact: Greg Pancerev

Phone: (610) 987-4050


Website: www.aps-online.net

Project Management

Systemation is a performance-improvement learning-

solutions company in project management. Systemation

is the Learning Center’s partner for a variety of project

management workshops.

Contact: Drew Snyder

Phone: (800) 747-9783, ext. 5277


Website: www.systemation.com

For additional information on these workshops or for other

resources, visit The Charles F. Knight Learning Center

website at http://communicator/learningcenter/home/

default.aspx.

Vendor Partners

Charles F. Knight Learning Center8000 W. Florissant Ave.Building WSt. Louis, MO 63136

(314) 553-2839(314) 553-1133 [email protected]://communicator/learningcenter/home/default.aspx

2015 emerson learning center planning guide

Documents

leadership skills workshops

development practitioners

development opportunities

professional skills

unique development needs

leadership competencies

performance of learning

business skills