SWE members have free or discounted access to all content on the new and improved SWE Advance Online Learning Center. We've reviewed the content and curated some of the best webinars and tracks for Late-Career SWE Professionals. Once logged in, there is one-click registration to access and enjoy the content. 


5 Simple Tips to Beat Age Discrimination in Your Job Search << - Click Here 

Learn 5 smart, strategic, simple tips anyone can use to overcome the 5 biggest biases against ‘Over 40’ job seekers, along with the 3 most effective tactics anyone can use to stand out as the best candidate for the job (no matter what your age is). Far beyond ‘dye your hair’ and ‘leave the dates off your resume’, these powerful tips will ensure that you understand and overcome unfair biases against you, find companies that will be your best bet for getting hired, write your strongest resume ever, uncover hidden jobs and get more interviews, and communicate your strengths in the interview like never before. 

Taking on a Key Stakeholder Role  << - Click Here

No matter what role you play in your organization, you own the sales results of the company. In a market that is volatile, uncertain, complex and ambiguous, everyone must think like a shareholder. We all must develop the capability to understand the changing needs of the consumer AND the workforce while keeping our eyes on the trends that could and will reshape the way business is done. Managing in this environment requires every leader to optimize to surpass silos and optimize the enterprise. In this interactive webinar, you will learn three principles to leading in today’s chaotic and constant changing business environment.

Leading Teams that Innovate  << - Click Here

Michael recently conducted research comparing senior team leaders who fostered innovation versus those that did not.  While both groups invited dissent, the innovative leaders went further. Beyond just asking for differences, they facilitated healthy, constructive debate that worked through these differences. These leaders did not avoid conflict – they wanted it. The research supports what Harvard researchers have also recently found - that to create sustainable innovation, team leaders must create an environment that supports innovation.  I also found that on average, women leaders are perceived to be better at creating an environment that supports and sustains innovation.  In particular, women are seen as more likely to create a process for including and supporting the expression of different points of view. This webinar will describe the precise behaviors team leaders exhibited that made significantly more innovative than team leaders who did not use these behaviors.

Strategic Leadership 201: Clarifying Roles to Improve Execution  << - Click Here

Michael recently conducted research comparing senior team leaders who fostered innovation versus those that did not.  While both groups invited dissent, the innovative leaders went further. Beyond just asking for differences, they facilitated healthy, constructive debate that worked through these differences. These leaders did not avoid conflict – they wanted it. The research supports what Harvard researchers have also recently found - that to create sustainable innovation, team leaders must create an environment that supports innovation.  I also found that on average, women leaders are perceived to be better at creating an environment that supports and sustains innovation.  In particular, women are seen as more likely to create a process for including and supporting the expression of different points of view. This webinar will describe the precise behaviors team leaders exhibited that made significantly more innovative than team leaders who did not use these behaviors.

Strategic Leadership 202: Making Conflict Productive   << - Click Here

Most people hate conflict, especially in the workplace. Typically, people respond to conflict in one of two ways. They either avoid it (often called “flight”) or battle it out (often called “fight”). But, there is a third option – to engage in healthy debate. Making conflict productive is not about getting rid of conflict.  Conflict is inevitable. For example, one person on a team may be given the task of keeping costs down while another has the task of making sure products meet all regulations and safety requirements.  It would not be unusual for these two people to be in conflict. Although these two people may experience the conflict as personal, some of the conflict is built into their roles.  The goal is to have a reasonable discussion on the sources of the conflict and to figure out together, what can be done to resolve the conflict, or at least lessen the tension. This webinar is not about making conflict go away. It is about how to manage it in a productive way.

Closing the Leadership Gender Gap  << - Click Here

Gain an understanding of the differences between how men and women experience the engineering culture, based on SWE’s national research.  New insights on female attrition will be illuminated with practical recommendations for closing the female leadership gap.

The Lies of the Imposter Complex  << - Click Here

When we believe the 12 lies of the Impostor Complex, we are held back and away from putting our very best work out into the world. But when we can see them for what they are, we are free to meet our critics head on, fill the gaps we need to get filled and gather the support needed for us to activate our excellence.

Working Abroad: What You Need to Know Beyond the Logistics of Your Move  << - Click Here

Most people when they move abroad to work focus on the "nuts and bolts" of the transition: housing, schools, taxes, etc. However, these temporal logistics are necessary, but not sufficient for success. Research clearly shows that specific competencies that have to do with how we cognitively process the world around us, how we engage in relationships with people who differ culturally from us, and how we cope with the stress that is part and parcel of working abroad are critical for success. This seminar will answer the following questions: 1) What are the competencies needed for overseas success? 2) How do I know to what degree I currently possess them? 3) How can I improve in my weaker competencies and how can I better leverage my strong competencies for overseas success? These global competencies are not just people who will be moving abroad, but also are necessary for working in global virtual teams, conducting international business negotiations, short-term international business trips, and for anyone who finds themselves having to work with people who culturally differ from them.

Strategic Leadership 301: Producing Results from Strategy  << - Click Here

We know that strategy is the force that drives successful organizations and careers. However, recent research has found that even the best strategies can be hamstrung by an organization’s inability to execute. Executives tasked with leading with strategy must became adept at navigating the processes, mindsets, and structures that can become barriers to delivering results. In this interactive session, leaders will be given tips and tools to help them turn a strategic vision into the action.