Do Your Employees See Themselves in Your Future?

TU202 – Location:
Organizational Development

01:30 PM – 03:45 PM

Description

In Deloitte's 2017 Global Human Capital Trends, careers and learning were number 2 in importance for organizations needing to deal with the pace of change and the associated challenges of work and talent management. Increasingly we are seeing employee skills become obsolete every five to seven years. Glassdoor data reveal that among Millennials, the "ability to learn and progress" is now the principal driver of a company's employment brand. How can organizations navigate the waters of change and support career development in a way that balances the needs of employees with corporate constraints? Beverly Kaye will discuss the benefits of career development programs to the organization, as well as some approaches to creating a program. In Part 2 of this segment on Career Development programs participants will hear from three companies who have implemented career development programs within their organizations. Bev Kaye will moderate the panel discussion as they share what worked and what didn't, pitfalls to avoid, and what to consider if you are planning to implement a career development program in your organization.

Objective

-Understand why implementing a career development program is not optional.
-Learn about different approaches that can be utilized to support career development within organizations.
-Assess your company's readiness to implement a career development program.
-Learn about the best practices for creating career development programs.

Speakers

  • Beverly Kaye

    CEO – Career Systems International

    Dr. Beverly Kaye, Founder of Career Systems International, is recognized internationally as one of the most knowledgeable professionals in the areas of career development, employee engagement & retention. She was named a “Legend” by ASTD, a designation given to “pioneers and prophets in the field of workplace learning and performance” work. She has spent years researching corporate strategies for developing, retaining and engaging knowledge workers. Her book, Love 'Em or Lose 'Em: Getting Good People to Stay, co-authored with Sharon Jordan-Evans, has sold over 750,000 copies in 25 languages. Their companion book, Love It, Don't Leave It: 26 Ways to Get What You Want at Work suggests that employee engagement is also the responsibility of the individual contributor. Help Them Grow or Watch Them Go: Career Conversations Employees Want, co-authored with Julie Winkle Giulioni, was published in 2012. Her newest book, coming in September 2017 is titled Up Is Not The Only Way: Rethinking Career Mobility.

    http://www.careersystemsintl.com
  • Michael Poll

    Director, Talent & Development – AbbVie

    Michael Poll is Director, Talent & Development with AbbVie where he leads talent management and development efforts in building culture and leadership aligned to “The AbbVie Way” for the world’s newest global biopharmaceutical company. He’s responsible for the global continuous development leadership curriculum strategy, digital learning design and enablement, and delivery of talent solutions that drive performance. At AbbVie, he’s had a significant impact in shaping efforts around career development, new employee onboarding, change management and culture development. Michael has built the strategy and developed talent functions from the ground up at several different companies. In addition to the biopharmaceutical industry, he’s led talent teams for technology, insurance, oil and gas, higher education, and automotive organizations.

  • Anne Gotte

    VP, Global Talent Human Resources – Ecolab

    Anne is the global talent leader for Ecolab, the $14B global leader in water, hygiene and energy technologies and services that protect people and vital resources. In this capacity, Anne is responsible for building strategies and solutions to advance the talent and culture agendas for the company. Prior to joining Ecolab, Anne spent fourteen years with General Mills in a variety of business partner and talent management specialist roles. Her most recent role at General Mills was as the Director for Global Talent Management. Anne holds a Bachelor of Science in Business Management from the State University of New York at Binghamton and a Master of Industrial and Labor Relations from Cornell University. Anne has written for various talent publications and is actively involved in her professional community. She lives in Edina, Minnesota with her husband and twin sons.

Building a Culture of Innovation—1 Meeting at a Time

TU302 – Location:
Management Development

01:30 PM – 03:45 PM

Description

Research demonstrates that the average person attending this session will spend between 10 and 20 hours a week in meetings, often leaving the experience feeling depleted, bored, or disappointed. Organizational or team cultures are the consequence of predictable norms and behaviors that become habitual over time. Habits themselves are rarely discussed and seldom criticized. They are patterns and routines that make our lives easier but not necessarily more productive or meaningful. Cultures change only as a result of discipline, intention, and the infusion of new, creative ways of being. This session is intended to demonstrate how you and others can make headway at making your culture increasingly positive, trusting, and creative. This will be the result of well-designed meeting activities that increase dialogue and the ability to innovatively get things done. Imagine what it would be like to have productive and creative conversations every time you bring a group together for more than 15 minutes!

Objective

-Consider the importance of diagnosing where a group is at any moment.
-Understand why so many gatherings are predictable, irrelevant, and often dysfunctional.
-Design innovative solutions in the moment that move the group or team forward, while also strengthening positive cultural norms.
-Use a number of classic designs that can help infuse energy and life into any culture.

Speakers

  • Eli Sharp

    Principal – Eli Sharp Consulting, LLC

    Eli Sharp is a recognized expert in Japanese lean and six sigma methodologies. She analyzes and improves business, manufacturing and transactional processes; helps groups to work more effectively together; teaches and facilitates teams and provides coaching to senior leaders. Integrating process and systems optimization, group and leadership development, Eli provides a holistic strategy to her clients. Eli holds her first Masters in Mechanical Engineering from the University of Exeter, and is a Chartered Mechanical Engineer. She has an MBA, specializing in Operations Management from the University of Plymouth, and also a Masters in Organization Dynamics (Organizational Consulting and Executive Coaching) from the University of Pennsylvania.

    http://www.elisharpconsulting.com
  • Rodney Napier

    President – The Napier Group

    Rod has spent most of his adult life helping organizations and, in particular, leadership teams increase the quality of their performance, deal with conflict more effectively and, in the process, increase trust. He co-authored the seminal text in the field of group dynamics – Groups: Theory and Experience (now in its 7th edition). Along the way, he has authored or co-authored ten other books including Measuring What Matter, and The Courage to Act. In addition to being a popular teacher in Penn’s graduate program of Organizational Dynamics for more than a decade, he has consulted with the likes of Exxon, CBS, Wellesley College, The Army Corps of Engineers, The Sisters of Mercy, and The University of Virginia Medical School. He is a teaching fellow of the Wharton Business School. His passion involves generating creative designs that reduce the identified dysfunctions in teams and organizations.

    http://www.thenapiergroup.com

The Healthy Workplace

WE402 – Location:
People Development

01:30 PM – 02:30 PM

Description

Did you know that work is the fifth leading cause of death in America? Are your work habits healthy, or in need of improving to be your happy and productive best? In this session, the speaker will share findings from her recently released book, The Healthy Workplace, including the latest research from sports science, physiology, nutrition, occupational health, and behavioral and environmental psychology. She will facilitate a discussion on the challenges and possible solutions for improving human health at work at an individual, team, organizational, and community level.

Objective

-Learn about the history of work and why it is a leading cause of many health issues today.
-Be able to explain the business case for investing in health.
-Understand the specific workplace strategies individuals and teams can try to improve their health and performance, specifically increasing movement, reducing stress, and improving sleep.
-Gain tools that can help you measure the health of your organization or workplace.

Speakers

  • Leigh Stringer

    – EYP

    Leigh Stringer is a workplace strategy expert and researcher whose work has been covered by BBC News, The Globe and Mail, Fortune, CNN, and Good Morning America. She works for EYP, an architecture, engineering, and building technology firm. She is the author of two bestselling books, The Green Workplace and The Healthy Workplace. Leigh is currently collaborating with Harvard University’s School of Public Health on a new health and human performance index. She is also working with the Center for Active Design in New York on its Fitwel building certification program to create new tools, connect like minds, and blur boundaries across industries to improve our well-being at work. Leigh is on the board of directors of a new nonprofit, Global Women for Wellbeing, an organization that gives women a voice to create better health and well-being for themselves, their businesses, and their communities.

Building a Resilient Workforce: Improv Is the Gym

TU201 – Location:
Organizational Development

09:45 AM – 12:00 PM

Description

There is no such thing as stasis in today's workplace. As soon as one initiative launches, the next is on the horizon. Landscapes shift, colleagues cycle through at increasing rates, and constant innovation is assumed. How can anyone possibly survive intact? Part 1 Building Resilience: In the first portion of this session, you will learn how to build the resilience necessary to help yourself and others thrive in our fast-paced, volatile, and quickly changing environments. Part 2 Using Improv to Enhance Resilience at Work: In the second part of this session, through the lenses of applied improvisation, you will experience the benefits of philosophies and exercises that teach you how to expand your resilience as well as that of those around you. Why improv? Human beings are performing all the time. Usually, we don't wake up to find a script for the day on our bedside table, telling us what will happen. Still, we tend to perform the same habitual performances in the same ways as we go about our lives. Improv can help us expand our performance range and options. In other words, improv is the gym for expanding our spontaneity, flexibility, presence, awareness, courage, and creativity.

Objective

-Create supportive and motivating environments.
-Accept and build with what exists, rather than fighting change.
-Engage optimistically with yourself and others.
-Learn a variety of tools and exercises for use back on the job.

Speakers

  • Kat Koppett

    President – Koppett

    Kat Koppett is the founder and President of Koppett, a consulting and training company specializing in the use of improvisation and storytelling to enhance workplace effectiveness. Koppett has worked with organizations as diverse as Apple, Prezi, GE, Havas Health, the URJ and the Clinton Global Initiative. She is the author of Training to Imagine: Practical Improvisational Theatre Techniques to Enhance Creativity, Teamwork, Leadership, and Learning, considered a seminal work in the field of Applied Improvisation. Kat has taught and spoke at RPI’s Lally School of Business Stanford, UC Berkeley as well as ATD, ISPI, the YPA, NASAGA, AIN and many other organizations with initials. She has given two TEDx talks on the use of improv to enhance non-theatrical performance. Kat Koppett is co-director of the Mopco Improv Theatre and the creator of the full-length musical improv format “Spontaneous Broadway” for which Theatreweek Magazine name her an “Unsung Hero of the Year”.

    http://www.koppett.com
  • Michael Burns

    Artistic Director – Mopco Improv Theater

    Michael Burns is a Partner at Koppett and the the Artistic Director and Founder of the Mopco Improv Theatre, Koppett’s sister company, a performing improv company and theatrical venue. As an executive coach and facilitator for Koppett, Michael has worked with clients such as GE Research ,MVP Health, Ellis Hospital, the Workforce Development Institute, CapCom, SUNY, and many more. Michael studied theatre at SUNY Purchase, and then improv with David Shepherd in New York, where he directed for the American Modern Dance Theatre and the American Folk Theatre. He was a member of The Big Apple Experience, a short-lived but cleverly named improv troupe. He is the author of First You Sit on the Floor: A Guide to Developing a Youth Theatre Troupe.

    http://www.mopco.org

Onboarding Meets Design Thinking

WE201 – Location:
Organizational Development

09:45 AM – 12:00 PM

Description

What happens when onboarding meets design thinking? You find out what new hires really think about your onboarding program, along with their hopes and fears. You understand the high points and low points from a human-centered perspective. Come and learn how one learning and development professional used design thinking to reimagine a global onboarding program. Get practical tips you can apply to your onboarding program. During the second half of this session, get ready to roll up your sleeves and learn how to redesign your onboarding program using design thinking. Be prepared to shift your thinking about onboarding from a program to an experience.

Objective

-What design thinking is and why starting with a question is more important than knowing the answer.
-How to conduct empathy interviews and create an empathy map.
-How to create a stakeholder map to visually illustrate the relationships between people.
-How to develop an experience map that identifies key touch points in a new hire's journey.

Speakers

  • Kathy Glynn

    Principal Consultant – Blue Sky Thinking, LLC

    Kathy Glynn is the owner of Blue Sky Thinking. She is a design thinking facilitator, coach, and trainer and an adjunct professor at Kendall College of Art and Design. She was a senior performance consultant for Steelcase Inc. where she designed, developed, and implemented user-centered learning solutions for optimal organizational performance and business outcomes. Glynn has over ten years of experience in performance improvement and is responsible for analyzing needs and creating learning solutions as well as measuring the effectiveness of learning solutions. She has managed major initiatives in sales, marketing, sourcing, legal, and leadership. She is the author of the March 2017 issue of TD at Work: Design Thinking Meets ADDIE.

Developing Engaged Employees

WE101 – Location:
General Session

08:30 AM – 09:30 AM

Description

Does your organization have the data capture and practices in place to develop engaged employees from the time they are recruited through onboarding and ongoing training? Has your organization identified "moments of truth" in the employee experience that make or break employee engagement? Michael Stallard shows how to develop employee experience paths that address the needs and desires of different employee segments using frameworks and metrics used by marketing professionals.

Objective

-Apply methods that attract, engage, and retain top tier talent.
-Enhance the culture of connection that provides organizations a competitive advantage.

Speakers

  • Michael Stallard

    – E Pluribus Consulting

    Michael is the co-founder and president of E Pluribus Partners. He is the author of Fired Up or Burned Out: How to Reignite Your Team’s Passion, Creativity and Productivity and Connection Culture: The Competitive Advantage of Shared Identity, Empathy and Understanding at Work, a contributor to other books including What Managers Say, What Employees Hear: Connecting With Your Front Line (So They’ll Connect with Customers) and The ASTD Management Development Handbook. Prior to founding E Pluribus Partners, Michael was Chief Marketing Officer for the private wealth management businesses of Morgan Stanley and Charles Schwab. The programs identified and implemented by the team he assembled and led at Morgan Stanley contributed to doubling the business unit’s revenues over a two-and-a-half year period. The practices he and his team developed became the genesis for his approach to elevating the productivity and innovation of individuals and organizations. Earlier in his career, Michael worked in investment banking at Barclays de Zoete Wedd and marketing and finance at Texas Instruments. Michael’s educational background includes a bachelor’s degree in marketing from Illinois State University, an M.B.A. from University of Texas Permian Basin, and a J.D. from DePaul University School of Law. He was admitted to the Illinois bar in 1991.

5 Skills Every Manager Needs

TU301 – Location:
Management Development

09:45 AM – 12:00 PM

Description

Management is tough. Over half of new managers are rated mediocre or horrible by the people who work for them. Despite millions of dollars of spending on training and development programs, new managers still struggle to be successful. In Part I of this interactive session, you'll learn the five key skills that every manager needs to master in order to make the transition from doer to leader. Following a short break, in Part II of this session participants will learn how to apply those skills on the job through experiential exercises.

Objective

-Assess your personal leadership strengths.
-Utilize two frameworks to practice learning and development-centered management practices.
-Experience managing a diverse team.

Speakers

  • Katy Tynan

    – LiteSkip Consulting

    Katy Tynan is an author, speaker, consultant and coach, and an internationally recognized expert on how work is evolving. In a world where 70% of employees are disengaged, Katy helps organizations ditch out-of-date management practices and create an inspiring, engaging culture. Over her 20-year career in IT and operations consulting, Katy has advised hundreds of organizations on how to find innovative solutions leveraging technology and human capital for competitive advantage. Katy is currently Managing Director of CoreAxis Consulting, a leading talent strategy consulting firm based in Southborough, Massachusetts. Katy is the author of Survive Your Promotion! The 90 Day Success Plan for New Managers, and her upcoming book How Did I Not See This Coming? A New Manager’s Guide to Avoiding Total Disaster.

What Drives Engagement in High Performing Organizations?

TU101 – Location:
General Session

08:30 AM – 09:30 AM

Description

To become the best in the business, it is essential to employ the best people. But how do employers build a staff that is ready and able to take an organization to its next level? Kevin Sheridan will describe the top 10 engagement drivers and related best practices that attract talented employees to the workplace, empower them, and sustain an environment in which they are more likely to stay.

Objective

-Learn about the bottom line benefits of employee engagement
-Learn about the top 10 engagement drivers
-Hear about the best practices that actually improve employee engagement
-Learn about how to create a magnetic culture that attracts and retains top talent

Speakers

  • Kevin Sheridan

    Principal Consultant – Kevin Sheridan, LLC

    Kevin Sheridan is an internationally recognized keynote speaker, a New York Times bestselling author, and one of the most sought after voices in the world on the topic of employee engagement. He spent 30 years as a high-level human capital management consultant helping some of the world’s largest corporations rebuild a culture that fosters productive engagement, which earned him several distinctive awards and honors. Kevin’s premier creation, PEER, has been consistently recognized as a long-overdue, industry-changing innovation in the field of employee engagement. His book Building a Magnetic Culture made six bestseller lists, including the New York Times, Wall Street Journal, and USA Today. He also wrote The Virtual Manager, which explores how to more effectively manage remote workers. Kevin received a master of business administration with a concentration in strategy, human resources management, and organizational behavior from Harvard Business School.

    http://www.kevinsheridanllc.com

Building a Mindful Workplace in Turbulent Times

TU102 – Location:
General Session

04:00 PM – 05:00 PM

Description

We live in organizations that are buffeted by volatility, uncertainty, complexity and ambiguity. Mindfulness can help, but its power is not unleashed until it is considered as a system-wide change strategy that can be deployed at the level of individual, team, relationship and the whole system. Elad Levinson will describe how mindfulness increases change-readiness and employee engagement and will outline three practical ways to bring mindfulness into the workplace.

Objective

-Learn about individual competencies that can immediately enhance peoples' functioning and effectiveness.
-Understand why mindfulness converts into goodwill and results.
-Experience team-based mindfulness tools that can transform meetings into an environment that reinforces awareness and focus.
-Hear about how mindfulness can be used as a change initiative to transform a business or enterprise.

Speakers

  • Elad Levinson

    Senior Advisor – 4128 Associates

    Elad Levinson is an expert in applying neuroscience and cognitive sciences to leadership effectiveness, and has more than 40 years’ experience in leadership roles in various organizations. He held several senior management positions at Agilent Technologies, ICANN, and Stanford University. Elad is currently a senior adviser at 4128 Associates, and the head instructor for Praxis You’s Thriving on Change. Be sure to check out Thriving on Change: The Evolving Leader's Toolkit. This is a great resource created by Elad for today's leaders.

Creating a Culture of Excellence

WE102 – Location:
General Session

03:45 PM – 04:45 PM

Description

This presentation shows you how to create a fully engaged workforce and build a world-class organization that has a culture of excellence. When someone is engaged with their work, they are excited about coming to work and working hard. As a result, they give every bit of energy, creativity and passion toward performing their job. The level of employee engagement is extremely important because it's the primary driver of a company's success. Companies with high levels of employee engagement are more profitable, their stock prices consistently outperform the market and they experience significant cost savings due to reduced employee turnover, absenteeism, theft and accidents. In addition, employees at companies with high levels of engagement provide superior customer experiences that results in loyal customers and all-important increases in market share.

Objective

-Motivate with trust instead of fear
-Tap into the discretionary effort of employees
-Get upper management to become a team player
-Develop an army of advocates who want to work hard for your organization

Speakers

  • Harry Paul

    – Harry the Fish Guy

    Harry has over 30 years in business including running all aspects of a management training and consulting business, including sales, distribution, product development and international operations. He has served as a senior vice president for The Ken Blanchard Companies, where he personally managed the speaking career of Dr. Kenneth Blanchard, co-author of The One Minute Manager. Harry is co-author of six books including the internationally best selling business book FISH! A Proven Way to Boost Morale and Improve Results. FISH! has been on the best seller lists of: The New York Times, The Wall Street Journal, USA Today, Business Week, Amazon.com and Publisher’s Weekly and is one of the best selling business books of all time. Harry brings the messages in his books to life in each of his presentations, sharing his message with hundreds of organizations motivating and exciting audiences world wide about going to work and working hard; where their decisions are based on the mission, vision, and values of the organization.

    http://www.harrythefishguy.com

Diversity and Bias

WE401 – Location:
People Development

09:45 AM – 12:00 PM

Description

Wanda Pina-Ramirez and Norma Davila will discuss the importance and value of a diverse workforce as well as some of the challenges that diversity represents for talent management professionals. They will describe how diversity reaches beyond the boundaries of age, gender, religion, and sexual orientation. Part 2: In the second half of this session, through individual and group exercises, participants will identify their biases, take a critical look at their internal conversations about diversity, and collectively, develop a core value statement for a diverse workforce. These exercises will be available for participants to conduct at their workplaces as they take action towards a more inclusive and diverse workforce.

Objective

-Learn why diversity is a critical component of an engaged workforce.
-Understand the true scope of diversity in the workplace.
-Identify your personal biases and understand how they affect your workplace experience.
-Utilize tools and exercises that can be taken back and used on the job.

Speakers

  • Norma Davila

    – Human Factor Consulting

    Norma Dávila has dedicated her career to develop others in industries as diverse as banking, technology, pharmaceuticals, retail, utilities, automotive, and education. She is a hands-on consultant in organizational development and training who designs and implements change management and capacity building strategies. She prepares internal organizational capacity for different roles through coaching. Norma provides outplacement support, designs employee handbooks, and challenges operational processes among other services. Her consulting practice also includes leadership development and talent management programs. Norma is certified as Project Management Professional (PMP), and Senior Professional in Human Resources (SPHR). She earned her bachelor’s degree in psychology at Yale University and her master’s and doctoral degrees in psychology at the University of Chicago.

  • Wanda Pina-Ramirez

    – Human Factor Consulting

    Wanda Piña-Ramírez is an enthusiastic advocate of selecting and developing talent for business success, who has held various roles in industries such as hospitality, tourism, telecommunications, restaurants, petrochemicals, retail, waterworks, and government in United States, the Caribbean region, and Puerto Rico. Wanda is certified as Coach (CCC) from the University of Puerto Rico at Río Piedras, as Practitioner in Neurolinguistic Programming and Applied Kinesiology by the International NLP Trainers Association, and as Human Resources Administrator by the Escuela Avanzada de Administración de Recursos Humanos y Legislación Laboral de Puerto Rico. She serves as advisory board member of the School of Business Administration of the University of Puerto Rico at Bayamón. Wanda received the Training and Development Professional Award of the Puerto Rico Chapter of ATD in 2011.

Bringing Mindfulness to Work

TU402 – Location:
People Development

01:30 PM – 03:45 PM

Description

Part 1: Why Mindfulness Matters Michelle Somerday will review neuroscience research that shows that while we are not naturally mindful, mindfulness is something that can be cultivated and sustained, as demonstrated by observed changes in the brain and brain activity. Documented benefits of regular mindfulness practice, such as improved focus and attention, will also be discussed. Part 2: How to implement mindfulness programs Many organizations are asking, is it time for us to bring mindfulness to our workplace? How do we go about doing so? Part 2 of this session explains what it means to be mindful and how mindfulness is relevant to developing new workplace capabilities. You will take away exercises to improve and apply mindfulness. We will explore how to implement a mindfulness program at your own organization by discussing common barriers and how to overcome them, and by learning how mindfulness programs are implemented at leading organizations.

Objective

-Describe the scientific evidence that demonstrates the impact of mindfulness, and explain why this is meaningful.
-Develop and practice the ability to be mindful via experiential exercises.
-Identify and address challenges to bringing mindfulness to your organization.
-Utilize lessons learned to improve the success of a mindfulness program.

Speakers

  • Michelle Somerday

    – Neo-Strategic

    Michelle Somerday, Ph.D., is an Executive Coach and Leadership Development Consultant and the Founder of Neo-Strategic, LLC. She is educated as an engineer and scientist and began her career in academia, reflecting her innate belief in the inherent and diverse capabilities of each individual and a passion for helping people realize their strengths. She later transitioned to the corporate world and understands first-hand what is required to be successful both individually and as part of a team, and how to be an effective leader. In her 20+ years of experience, she has held senior leadership positions and addressed many organizational needs including program management, strategy planning and implementation, and business development. Michelle is a Certified Leadership Coach through Georgetown University and is also recognized as a certified coach by the International Coach Federation (ICF). She is certified to administer and debrief the Leadership Circle Profile 360 and Leadership Culture Survey assessments, the EQ-i 2.0 and EQ 360 Emotional Intelligence assessments, and the Myers-Briggs Type Indicator (MBTI) Step I and Step II instruments. Michelle has a Ph.D. in Materials Science and Engineering from the University of Virginia, a M.S. in Materials Science and Engineering from the University of Florida, and a B.S.E. in Mechanical Engineering and Materials Science from Duke University.

31st-Century Virtual Management

WE301 – Location:
Management Development

09:45 AM – 12:00 PM

Description

Managing virtual teams can sometimes feel daunting. Exceptional management will always surpass technological advances and digital experiences even when they rely on the utilization of these tools. This session will help you combine technology tools and remote management into one cohesive and effective set of practices. No matter who you manage or where they are in the world, you will learn how to blend your strengths as a manager and the technology you're using both powerfully and successfully.

Objective

-Blend timeless management skills against ever-changing technology in extremely practical ways.
-Use tech powerfully to help establish trust, open communications, accountability, and team building that is just as effective as in-person relationships and management
-Look past the name brands and new kids on the block and instead think about technology as fluid communication options and platforms

Speakers

  • Ben Bisbee

    Principal – Rhinocorn Consulting

    Ben Bisbee is a nonprofit professional with more than 18 years of experience in hands-on program development, corporate engagement, fundraising, and professional writing on the subject of corporate and nonprofit engagement and relationships. He is founder and principal at Rhinocorn Consulting, a nonprofit advancement consultancy focused on the industry of corporate social responsibility (CSR) and how it can benefit nonprofits. Ben is passionate about how CSR works for nonprofits and for-profits alike, creatively developing lifelong relationships and financial partnerships. Ben has worked for or been contracted with several local and national nonprofits, such as Realized Worth, the American Red Cross, First Book, City Year, the National Football Hall of Fame, and AmeriCorps. He is a founding member of IMPACT 2030, the only business-led effort designed to marshal the power of human capital investments to address UN Post-2015 Sustainable Development Goals in developed and developing nations.

The New Performance and Development Management

WE202 – Location:
Organizational Development

01:30 PM – 02:30 PM

Description

Your company wants alignment, high performance, retention, agility, and innovation. The people you serve want to use their skills, be appreciated and fairly compensated, develop, and be part of something bigger. Achieving these sets of goals has turned into an ongoing journey to find a performance and development approach that will work for both. Possible solutions include holacracy, appreciation-based approaches, iterative versus time-bound planning, cascaded objectives, redesigned forms and policies, tighter rating and ranking methods, and better training. But while these tactics may do well in their honeymoon days, they often corrode over time. Where do you go from here in these times of rapid change that challenge assumptions about organization management and process design?

Objective

-Examine your assumptions about how organizations as human systems actually work.
-Assess your performance and development approach from a systems and practices perspective.
-Rethink the ownership, design, and implementation of your performance and development processes.

Speakers

  • Pat McLagan

    – McLagan International

    Pat McLagan’s life and career are all about helping people improve their performance and development. Her book On-the-Level: Performance Communication That Works focused on shared responsibility communication, Change Is Everybody’s Business helped readers learn about their role in change, The Age of Participation: New Governance for the Workplace and the World looked at the systemic issues of participation, and The Shadow Side of Power: Lessons for Leaders looked closely at leaders’ use of power. In 2017, she will publish a book with ATD to help empower learners in all learning situations. She has received awards for thought leadership, worked all around the world, and served in professional leadership roles. Her focus has been helping people unleash their power and work toward a higher purpose at work and in life.

Emotional Intelligence at Work

TU401 – Location:
People Development

09:45 AM – 12:00 PM

Description

Part 1: The Fundamentals of Emotional Intelligence: Whether you are a Manager, an HR Professional, an Organizational Development Consultant, or someone who would simply like to learn how to apply Emotional Intelligence to your own job, team, or niche, in this session we will explore the foundations of this evidence-based, framework known to differentiate top performers from mediocre ones. Part 2: How to Improve Your Emotional Intelligence Skills: Leveraging what we know about the brain, we will delve into its relevance and practical application, learning specific techniques and practices that allow us to skillfully execute upon these proven leadership strategies and behaviors.

Objective

-Leverage natural strengths to build Emotional & Social Intelligence in self and others.
-Understand the role that Self-Awareness and Focus play in developing the suite of ESI Leadership Competencies and in bringing about lasting behavioral change.
-Draw upon practical methods for developing Social & Situational Awareness for positive impact.

Speakers

  • Michele Nevarez

    – More Than Sound

    Michele brings over 20 years of HR Leadership and C-Suite experience working for industry leaders in healthcare (St. John’s Medical Center & Banner Health), investigative services, investment management (Janus Capital Group & American Funds), and management consulting (Booz Allen Hamilton). A founding member of Rangjung Yeshe Institute, an international university based in Kathmandu, Nepal, Michele has practiced mindfulness-based and contemplative training for the past 24 years. Michele received a B.A. in Religion from Bryn Mawr College and a Master of Science degree in Positive Organizational Development and Change from the Weatherhead School of Management, Case Western Reserve University.

Employee Recognition that Works

WE203 – Location:
Organizational Development

02:45 PM – 03:45 PM

Description

One of the key drivers of employee engagement is recognition. Tapping into Recognition as an engagement driver seems simple enough, yet research has shown that many organizations' efforts have been ineffective in this regard. As a result, many employees do not feel as though their managers acknowledge their accomplishments.

Objective

-Understand the importance of recognition in creating an engaged workforce.
-Learn about the 10 best practices that underpin successful employee recognition efforts.
-Experience several recognition practices that can be used back on the job.
-Develop a plan to revamp your recognition practices at work.

Speakers

  • Kevin Sheridan

    Principal Consultant – Kevin Sheridan, LLC

    Kevin Sheridan is an internationally recognized keynote speaker, a New York Times bestselling author, and one of the most sought after voices in the world on the topic of employee engagement. He spent 30 years as a high-level human capital management consultant helping some of the world’s largest corporations rebuild a culture that fosters productive engagement, which earned him several distinctive awards and honors. Kevin’s premier creation, PEER, has been consistently recognized as a long-overdue, industry-changing innovation in the field of employee engagement. His book Building a Magnetic Culture made six bestseller lists, including the New York Times, Wall Street Journal, and USA Today. He also wrote The Virtual Manager, which explores how to more effectively manage remote workers. Kevin received a master of business administration with a concentration in strategy, human resources management, and organizational behavior from Harvard Business School.

    http://www.kevinsheridanllc.com

How to Become a Most Loved Workplace through Emotional Connectedness

WE403 – Location:
People Development

02:45 PM – 03:45 PM

Description

Until now, there hasn't been much research on the effect of feelings of the company on such workplace outcomes as engagement, productivity, or attrition. According to the US Department of Labor Statistics, there has been a record low in productivity increases. The US Government Accountability Office has shown that the contingent workforce is growing in size to nearly one-third of the nation's workforce further complicating the workplace culture. And, on top of this, for the first time, we have five generations of employees working together. If you think fancy foosball and ping pong tables, napping pods, friendships, and golden parachutes will help you become the best and most loved workplace, think again. The way to become a truly extraordinary company that is loved by your employees and the most attractive to applicants is by creating employee - emotional connectedness to your company. We have proven that emotional connectedness is the strongest self-reported indicator of retention and productivity. The key to becoming most loved is creating a culture of psychological safety, consistent positive messaging and communication, and development of effective group dynamics.

Objective

-What the "best lists" don't measure and why they need to change
-What is workplace emotional connectedness and how does it impact company outcomes such as attrition and productivity?
-How increasing positive interactions, endorsement, and focusing on future advice can shift thinking
-Steps you can take to create a culture of psychological safety and emotional connectedness

Speakers

  • Louis Carter

    CEO – Best Practice Institute

    Louis Carter is the author of more than 10 books on best practices in leadership and management, including Change Champion's Field Guide and Best Practices in Talent Management. He is one of the top advisers to C-level executives, helping them transform their organizations into an environment where employees love where they work and want to produce the best results for the company. Carter is the recipient of ELearning! magazine's Trailblazer Award, HR Tech Conference's Top Products Award, and Leadership Excellence magazine's Best in Leadership Development for his work as founder and CEO of Best Practice Institute and the creator of the first social feedback tool, skillrater. He received an MA in social and organizational psychology from Columbia University. His newest books are Best Practices in Organization Transformation and Loving Work: How to Create a Most Loved Workplace, to be published in 2017. He has spoken for the prime minister of the United Arab Emirates' HR Lighthouse Initiative, Pentagon and U.N. officials, and various international conferences on his work and research. Learn more at www.louiscarter.com, www.bestpracticeinstitute.org, or www.mostlovedworkplace.com.

    http://www.bestpracticeinstitute.org

Manager Onboarding: Setting New Leaders Up for Success Part I

WE302 – Location:
Management Development

01:30 PM – 02:30 PM

Description

The worst thing organizations can do is hire or promote the most technically competent person to management and not set them up for success. Leadership and management development programs only achieve one piece of what managers need to accomplish organizational goals. The rest should be done with manager onboarding. Using the principles of career development and employee onboarding, HR can contribute to bottom-line results by helping managers successfully onboard in their new roles. During this session, you will learn 5 practical tips for developing a management onboarding program that will set new managers up for success.

Objective

-Recognize the reasons why new managers – including human resources managers - need their own onboarding program.
-Identify the critical elements that need to be included in manager onboarding programs
-Understand the metrics that will evaluate program success.

Speakers

  • Sharlyn Lauby

    President – ITM Group, Inc.

    Sharlyn Lauby is an author, writer, speaker and consultant. She has been named a Top HR Digital Influencer and is best-known for her work on HR Bartender, a friendly place to talk about workplace issues. HR Bartender has been recognized as one of the Top 5 Blogs read by HR professionals by the Society for Human Resource Management (SHRM) and best business blog by the Stevie Awards. Publications such as Reuters, The New York Times, ABC News, The Wall Street Journal, and Mashable have sought out her expertise on topics related to human resources and the workplace. Sharlyn is the author of “Essential Meeting Blueprints for Managers,” and ”Manager Onboarding: 5 Steps for Setting New Leaders Up for Success".

    http://www.hrbartender.com

Manager Onboarding: Setting New Leaders Up for Success Part II

WE303 – Location:
Management Development

02:45 PM – 03:45 PM

Description

In Part II of the Manager Onboarding session, participants will learn how to take the principles described in part I and apply them to their own organizations.

Objective

-Learn how to design a manager onboarding program that will meet organizational goals, both in the case of succession planning as well as accelerated/unplanned promotions.
-Identify the steps needed to create a manager onboarding program in your organization

Speakers

  • Sharlyn Lauby

    President – ITM Group, Inc.

    Sharlyn Lauby is an author, writer, speaker and consultant. She has been named a Top HR Digital Influencer and is best-known for her work on HR Bartender, a friendly place to talk about workplace issues. HR Bartender has been recognized as one of the Top 5 Blogs read by HR professionals by the Society for Human Resource Management (SHRM) and best business blog by the Stevie Awards. Publications such as Reuters, The New York Times, ABC News, The Wall Street Journal, and Mashable have sought out her expertise on topics related to human resources and the workplace. Sharlyn is the author of “Essential Meeting Blueprints for Managers,” and ”Manager Onboarding: 5 Steps for Setting New Leaders Up for Success".

    http://www.hrbartender.com

Lunch

TULUNCH – Location:

12:00 PM – 01:30 PM

Description

Join us for a hosted lunch in the general session room

Lunch

WedLUNCH – Location:

12:00 PM – 01:30 PM

Description

Pick up a bag lunch in the general session room.