Agenda Day Two: Monday, November 18, 2019
7:15 am - 8:00 am Networking Breakfast
8:05 am - 8:40 am Creating a High-Performance Culture Through Leadership Accountability
As companies continue to align their culture with the future of the business, employee fulfillment continues to be a top priority. The newer generations are looking for a better work life balance and CHROs are being faced with the challenge of engaging their workforces in new and innovative ways to retain their top talent, while keeping productivity at an all time high. In this discussion we will hear from Nancy Nazer, SVP Organization Development & Learning for Rogers Communications on how they have evolved their culture to keep up with the demands of the new wave of talent.
Nancy NazerSenior Vice President Organization Development
Rogers Communications Inc.
8:40 am - 8:50 am Financial Wellness Program Design – How to Select the Right Fit for Your Company’s Unique Culture & Goals
We will share lessons learned working with companies in multiple sectors on how to define, design, and deploy an effective financial wellness program
Understand how financial stress impacts employee engagement, retention, and productivity
Calculate how much financial stress costs your organization
Consider the breadth and scope of the financial wellness market
Determine how to select the right financial wellness program for your organization
George LambertVice President, Institutional Business Solutions
MasterClass8:55 am - 9:40 am Emerging Digital Strategies that are Transforming Recruitment
HR Leaders everywhere are being asked to implement and develop new strategies that help their workforce stay ahead of today’s digital revolution. But it’s much more than technology. HR Leaders are now expected to hold the line, adopting new solutions and methodologies that further drive efficiency, establish value to their business, and change the very fabric of acquiring talent. With 2019 proving an ultra-competitive job market, digital transformation and emerging technology are key factors needed to push businesses ahead of the competition (now and in the future).
Adam FeigenbaumChief Customer Officer
BrainWeave8:55 am - 9:40 am The Leadership Bermuda Triangle – Where Good Work Goes to Die!
Tighten your seat belt for this hands-on, fast paced, and fun session that exposes the factors that most often lead to the perfect storm or “Leadership Bermuda Triangle.” Weak management undermines a high-performance culture and can “kill” good work. In this session, you will have the opportunity to explore your own leadership tendencies and examine the factors that interfere with high levels of performance, so you can take action to mitigate this perfect storm in your own organization.
•An understanding of how your own ecosystem of behavioral tendencies impact your managerial and leadership effectiveness.
•A framework of understanding how your behavioral tendencies impact your team and for leading intentionally.
•An understanding of how avoiding the Leadership Bermuda Triangle in your organization can positively impact plateaued workforce engagement levels.
Lee KlepingerPresident & Managing Partner
Harrison Assessments Talent Solutions
Reid TolleyManaging Partner
Harrison Assessments Talent Solutions
9:45 am - 10:00 am Recovery Break
10:00 am - 10:30 am Business Meetings
10:30 am - 11:00 am Business Meetings
11:00 am - 11:30 am Business Meetings
11:35 am - 12:05 pm Building a Culture of Recognition: How Recognition Helps Drive Engagement
This session will look at current engagement trends in the workforce, and demonstrate correlation between recognition and employee engagement. Specifically, the focus will be on identifying recognition best practices, and considering how to apply these.
•Understanding what the data says about engaging and motivating employees;
•Understanding what is involved in creating a culture of recognition;
•Understanding how to get started
David SinyiSenior Implementation Manager
12:05 pm - 12:15 pm Who Needs a Better Way to Buy?
Are you ready to walk in the shoes of your financially burdened employees? Join us as we dive into the world of numerous working Americans who are experiencing financial distress. We will do an interactive activity to learn about their daily challenges in making purchases and some innovative solutions that could help.
•Review recent research that shows the level and cause of employee financial stress
•Discuss the challenges and needs of financially stressed employees when making purchases
•Think through potential solutions to set your company up for success by meeting the needs of your employees
Rachael ChesleyRegional Sales Director
Shannon LaneRegional Sales Director
12:20 pm - 1:20 pm Networking Lunch
Roundtable Discussions- Chooser Your Topic
1:20 pm - 2:10 pm Practitioner Roundtable Discussions
Earlier in the Exchange, we collected your insights and challenges using Thoughtexchange. We identified the highest rated
topic areas. During this session, you’ll have the opportunity to choose a topic and participate in a small group discussion.
You will work in groups to develop an action plan for improvement.
2:15 pm - 2:45 pm Business Meetings
2:45 pm - 3:15 pm Business Meetings
3:15 pm - 3:45 pm Business Meetings
3:45 pm - 4:00 pm Recovery Break
ROUNDTABLE DISCUSSIONS: CHOOSE YOUR TOPIC
Session4:00 pm - 4:45 pm A: How to Build an Engaging Workplace on a Budget
Building an engaging workplace that positively impacts your business can seem like a daunting task. Luckily, creating an engaged workforce doesn’t require breaking the bank.
Often times, companies think that in order to create and sustain an engaged workforce they need to shower their employees with lavish perks. In other instances, people feel like a great deal of time and resources are needed in order to take meaningful action. However, in most cases, the greatest impact comes from small tweaks that require little time and virtually no money.
Join Culture Amp’s Senior People Scientist, Kevin Campbell, for a discussion on how small actions can achieve your employee engagement and overall business goals.
During the roundtable you’ll hear how to:
•Begin with business outcomes in mind. How to frame business goals through the lens of employee engagement from the very start of the process.
•Make employee engagement a shared responsibility that’s owned at every level. Create a culture that doesn’t see engagement as extra work, but part of how the day-to-day work gets done.
•Enable low-cost or no-cost micro-interventions that bolster engagement, retain top performers, boost business outcomes, and drive employee performance
Kevin CampbellSenior People Scientist
4:00 pm - 4:45 pm B:Develop Leaders, Enhance Culture, Get Results: A Recipe for Transparency, Communication and Trust in Your Organization
Culture is not only a hot topic, but a true differentiator in today’s workplaces. If you’re engaging in the war for talent by focusing on attracting, engaging and retaining, you may be approaching it from a costly, no win position.
Consider these questions:
•Do you set goals, communicate them in various ways, only to face the continuous challenge of execution of them across the company?
•Have you received feedback that you’re lacking engagement because managers are not having consistent and/or effective conversations with their people?
•How do you transition to a continuous performance management model without creating a laborious process that will be met with resistance?
Learn how Inspire Software helps address all of these common challenges and more. Inspire engages employees and leaders by helping to develop cultures of continuous learning, goal execution, performance and collaboration through one integrated platform. Build culture from the ground up, manage enterprise-wide goals and spark motivation in leaders and their employees all in one place.
Beth ThorntonChief Revenue Officer
Tim DriscollChief Commercial Officer
4:00 pm - 4:45 pm C: Transformation: Separating Science From Myth
There is currently much talk about digital transformation – and for good reason. In an age of automation, companies must scrutinize manual processes and identify needless or outdated technology. This is clearly a worthwhile investment. But don’t confuse making changes with true transformation – which is ultimately not a matter of process or technology.
Organizations don’t transform; people do. This starts with reskilling to meet current and ever-shifting future demands. By now, you have likely heard that there is a critical deficit of soft skills in the workforce (in layman’s terms, hard skills help you deal with things while soft skills help you deal with people). As McDonald’s Chief People Officer Melissa Kersey told ABC News: “Research conducted by Harvard University, the Carnegie Foundation and Stanford Research Center have all concluded that 85 percent of job success comes from having well-developed soft and people skills and only 15 percent of job success comes from technical skills and knowledge.”
And yet we often focus on the latter category when we talk about organizations evolving and reinventing themselves. Could it be that we’ve been looking at transformation through the wrong lens?
In this session, Dr. Tom Tonkin, Senior Principal Consultant, Thought Leadership and Advisory Services for Cornerstone OnDemand, addresses the top myths of transformation and sets the stage for a series of discussions around transitions in 2020 and beyond:
Dr. Tonkin will discuss:
1.The definition of transformation through the years.
2.There are only two types of change
3.The reality that people must transform before an organization can transform
4.The key to helping people transform
Success stories, lessons learned and others available resources will be shared to get you down the right path.
Dr. Tom TonkinPrincipal Consultant, Thought Leadership & Advisory Services
MasterClass4:50 pm - 5:35 pm Enhance Employee Experience with Digital Adoption
Employees of any enterprise navigate across more than 14 applications at any given time. With information stored in silos across applications, employees are at a high risk of getting distracted frequently from their key responsibilities, making them less productive, less satisfied with their jobs and ultimately ruining employee experience. This only becomes worse with every additional application.
Learn how Whatfix unifies all your business applications and elevates employee experience through in-app onboarding, training and support, leading to increased adoption and productivity.
Steve BaileyVice President, Strategic Enterprise Sales
Denise HaasManager of Human Resources Systems
BrainWeave4:50 pm - 5:35 pm Houston We Had A Problem
Design Thinking Lab
The innovativeness and competitiveness of an organization is enabled by many things, namely the intellectual curiosity and agility, emotional intelligence and resilience of its employees. These attributes are fueled by the mental, emotional and physical wellbeing of the employee. A broad culture of wellbeing is achieved when leaders at the top of the organization invest in their own wellbeing, which not only catalyzes a culture of wellbeing within the organization but also the leaders’ own ability to thrive in increasingly demanding roles.
• Clinically proven wellbeing outcomes
• Leadership programming that addresses holistic wellbeing (including physical wellbeing, mental and emotional resilience,and character-centered leadership)
• Wellbeing activation that can be scaled to all levels of an organization
Including beer, wine and refreshments to be served
Ivana GibsonVice President, Corporate Strategy & Design
MSI Global Talent Solutions
5:40 pm - 6:20 pm Improving Employee Engagement: Whose Job is it Anyway?
While most organizations today are leveraging employee engagement surveys, 80% of leaders don't believe their programs are driving meaningful change. This signals something is fundamentally wrong with how we have been approaching employee feedback. There is a great opportunity to shift away from the traditional focus on survey events and action plans, and instead, adopt a scalable and sustainable approach to using employee feedback to fuel change.
In this workshop, you will learn how to design a measurement strategy that empowers managers to not only listen to feedback, but do something with it.
During this interactive seminar and panel, you will:
•Understand the importance of shifting the mindset around who owns employee engagement results and the simple signals you may be sending that confuse ownership and accountability
•Learn how you can help managers understand where to focus and outline a simple action-taking process aligned to company strategy (hint: it's not about a cumbersome action plan!)
•Discover how your role as an HR professional transforms from administrative to strategic when managers are empowered
Amy LavoieRegional Director of People Science
Shubhang DavéSenior People Science Consultant
6:25 pm - 6:40 pm Survey App Feedback/ Mindfulness Break
Mindfulness Break: Get the most of your Exchange by taking a mindful break between sessions. Join Hal Adler for 10 minutes of mindful breathing and a focused reset