Developing Talent Within our Organizations---SHRM PDC credits

  • 17 Jul 2018
  • 11:30 AM - 1:00 PM
  • Redstone Federal Credit Union Atrium 220 Wynn Drive Huntsville, AL


Registration is closed

 Speaker: Gary Huckaby

Gary C. Huckaby, Jr., Ph.D., is a nationally recognized author, consultant and professional speaker.  He received his Ph.D. in Industrial/Organizational Psychology from the University of Mississippi, his Bachelor of Science degree from the University of Alabama.  As a founding partner and President of Huckaby Consulting Group, Inc., he has been the recipient of the “National Durrance Award” given to the most outstanding academic advisor, the “Delta Leadership Award”, the Small Business Administration “Excellence in Consulting” Award—Mississippi, 1995, Junior Achievement “Instructor of the Year”— 2001 for the State of Alabama and the “Commanders Leadership Award” from Redstone Arsenal 2007.  He currently is an Executive in Residence at Athens State University.

He maintains a busy schedule consulting and speaking to a wide variety of corporations ranging from small family owned businesses to Fortune 500 companies throughout the United States and abroad. 


Dr. Huckaby provides keynote speeches, leadership training, executive coaching and HR related consulting to companies all across the country.  He also works with both amateur and professional athletes in a variety of sports including, several division one football programs including the University of Alabama and Louisiana State University (LSU), along with NASCAR, USTA, PGA and the NFL. 


He has published numerous articles in both professional journals and trade magazines and authored two books, “Lead Like a Lizard” and “Build a Bridge and Get Over It.”  He has shared the stage with names such as Zig Ziglar, Ken Blanchard, First Lady Barbara Bush, Katie Couric, Dave Ramsey, Joe Montana and Senator Trent Lott.


In the past twenty years he has built an impressive resume’ including, teaching at both the elementary and collegiate level, owning a construction company, hosting a daily talk radio show, and taking an interim role as President of an international manufacturing company. He actively trains young emergent leaders in a variety of settings including schools, summer camps, and university programs.


His hobbies include golf, hunting, and fishing, coaching softball, welding, scuba diving, house boating, carpentry and flying.  Gary and his wife Stacey have two daughters and reside in Huntsville, Alabama.


Developing Talent Within our Organizations  

Research shows the best companies are more urgent about leadership development; they also spend more time on it—and more money, too. In a survey done by the Hay Group, respondents from the "Best Companies for Leadership" were more likely to say that they invest in the development of even their mid- and low-performing employees. And when asked about time spent developing leaders, once again, the Best Companies for Leadership report investing more time than peer organizations in developing future leaders. From the offices of Training and Development we can drive Talent Management more from within than by recruitment by investing in our leaders earlier.   This seminar looks at the role we play as Training leaders in influencing the leadership talent within the company and how we influence the environment in which our leaders drive performance, the leadership development training offered, and our own personal temperament and personality to drive the changes needed to spread this across all business units and leaders.


After this session, participants will be able to:


1.  Treat Talent Management as a more integrated organizational strategy by identifying and investing in mid-level talent earlier through assessment use, assignment of challenging projects, executive coaching and mentoring.


2.  Drive business environments which enable our current leaders to drive performance through engaging and enabling employees. 


3.  Determine what obstacles may block the implementation of an integrated Talent Management approach and assess whether our own behavior is conducive to engaging all departments, business leaders and processes to achieve desired outcomes.    


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