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Megan Johnson is a leadership coach, trainer, consultant, and speaker who has a passion for helping people better understand themselves in order to communicate better with others and build better relationships, particularly at work and with teams. She is the founder and CEO of JMJ Communication Group based in Nashville, Tennessee.Megan has more thanr 10 years experience in research and teaching of culture and communication in healthcare and business. She has conducted training courses and seminars on interpersonal, organizational, and team communication, as well as unconscious bias, conflict management and public speaking. She also has co-authored articles on communication in healthcare, organizational and intercultural communication, public speaking, as well as co-authored personal development books.She earned her MA in organizational and intercultural communication from DePaul University in Chicago. And, she loves writing and performing music with her band, Scale Model.

Megan Johnson

Unconscious Bias: What Does It Have to Do With Communication and Conflict Management?

Here are a few important things I learned about myself from watching myself.

Check Yourself: Videotaping Will Improve Your Performance

When you recognize your own talents and understand yourself and your own biases, you will become more confident. You will then be able to see past others’ biases and improve communication and avoid or manage conflict. Effective communication starts with an accurate perception—a perception of what the person meant by their words and actions. How do you know if your perception is accurate? It quickly becomes clear when you get angry, annoyed, aggravated, offended, insulted, and so on. Our perceptions are naturally biased; what affects our perceptions are our beliefs, values, and past life experiences—and everyone’s are unique. This is the kind of unconscious bias this webcast will focus on. The presenter will show you a few exercises and tools to help your trainees understand their biases and check their perception in daily interactions, including how to use a global organizational assessment tool to assess individual beliefs, values, and preferences.
When you are aware of what is influencing your view of the world and of others, you can take control of it. You will start to see your communication and relationships improve and will be better able to manage conflict.
In this webcast you will learn:

to recognize your own biases
to become more aware of your perception and its impact on communication
some exercises and tools to use in your training.


Studies repeatedly show that corporations with diverse representation in leadership achieve faster diversity, equity, and inclusion (DEI) progress and maintain a competitive advantage in an increasingly diverse and socially conscious society. Seramount’s DEI and talent experts will explore how talent development professionals can partner with DEI to ensure that leaders don’t hire and advance only those who look like them and to put processes in place to identify and develop high-potential, historically excluded groups to build diverse leadership pipelines.
During this webinar, you will:

Identify disruption points in the talent life cycle and why inclusive talent strategies must include measuring deficiencies.
Learn to look at sponsorship programs differently to build a diverse pipeline for leadership roles.
Discover DEI strategies and case studies from exemplary organizations that have had success in identifying and developing high-potential, historically excluded groups that will generate bold, practical ideas for your organization.  

 
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Primary Capability Covered: Talent Strategy and Management
Attendance at this webinar may be eligible for professional development points for initial certification or recertification of your APTD or CPTD credential. See eligibility or recertification polices for details.

How Talent Development Professionals Can Help Build Diverse Leadership Pipelines

In 1945, Ralph F. and Alice Stayer opened a butcher shop in the quaint town of Johnsonville, Wisconsin. Named after this town, the company became known as the producer of the sausage with “big taste” and its products quickly took over breakfast tables and backyard grills across the Midwest. You may have some of their products sitting in your refrigerator right now—Johnsonville Sausage.After years of growth, in 2000, Johnsonville began a deliberate transition from a strong regional brand to a multinational brand. Today, it takes 1,600 members to manufacture, market, sell, and distribute their food across 40 countries. In particular, this growth required Johnsonville to develop leaders in manufacturing who could successfully scale up operations, lead teams, and exemplify Johnsonville’s corporate culture, which valued integrity, respect, and innovation.Following the results of a survey that identified current manufacturing leaders’ skills gaps, the senior leader team recommended that the organizational development and learning (OD&L) team launch the Building Leaders and Superlative Talent (BLAST) program. Participants who completed the program would be equipped to lead manufacturing teams and the company successfully during its expansion. The program’s content focuses on self-understanding, understanding others, team knowledge, and using this awareness on the job. BLAST has not only thrived since 2000, but also evolved to meet changing learner needs.

Johnsonville: Developing Employees With a Taste for Leadership

As the Learning and Development Change Coach, I coach Johnsonville's Technical Training team along with providing change management support for the organization. I have worked for Johnsonville for almost seven years. I began my career at Johnsonville working in operations and have had many different job experiences during my time here. I have been working on developing a robust change management process for Johnsonville for the past two years. In that time, I have had the opportunity to learn a lot about change and the chance to apply and test theories. My main focus has been specifically around culture and behavior-based change.

Taylor Harlin

Sarah Johnson, vice president of enterprise surveys and analytics at Perceptyx has more than two decades of experience in her field. She specializes in employee engagement, organization development, and effectiveness and survey data analysis—advising senior leaders at Fortune 500 firms around the world. Sarah received a bachelor’s degree in psychology from Purdue University and holds a master of arts degree and PhD in industrial organizational psychology from The Ohio State University. Prior to joining Perceptyx, Sarah was a global practice leader at CEB. Prior to CEB, she led the global organizational survey program at IBM. She also held a number of HR positions at IBM that gave her experience in employee relations, compensation, and resource planning. She began her professional career at Procter & Gamble.

Sarah R. Johnson

With the rise of big data, HR began issuing employee engagement surveys—but these rarely lead to real change. Relaunch your survey and help drive organizational excellence.

Engaging the Workplace

Ilyse Veron is the Editor of The Public Manager as well as author of Editorial Perspective and a regular blogger and podcast anchor for www.thepublicmanager.org. Her previous credits include more than a decade with MacNeil-Lehrer Productions and bylines in Wired and Education Week's Digital Directions magazines, at cq.com, Foxnews.com, and in newspapers coast to coast via the Scripps Howard Wire Service. Her career began at The Brookings Institution, followed by years at Congressional Quarterly . In the mid-90s, she served as principal researcher on The System, a book by David Broder and Haynes Johnson. From 1995-2002 she reported for the NewsHour on national and business news, earning an Emmy award for coverage of the Justice Department's case against Microsoft and recognition from both the UCLA Anderson School of Management and the National Press Club. Since 2002 Ms. Veron has specialized in outreach and project management, working on citizen events and broadcasts such as PBS's By the People and Bernanke on the Record. In 2006 she developed a Generation Next: Talk to Power content partnership between the NewsHour and Yahoo News anchored by Judy Woodruff, and she has since developed content on various media platforms for nonpartisan nonprofits with a national focus.

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