November 17 - 19, 2019
Scottsdale, AZ

Agenda Day Three: Tuesday, November 19, 2019

8:00 am - 8:30 am Networking Breakfast

8:30 am - 8:35 am Chairperson's Recap of Day Two

Hal Adler, Executive Coach, Founder at Leadership Landing

Hal Adler

Executive Coach, Founder
Leadership Landing

8:35 am - 9:10 am Change Management — Overcome Resistance, Build Influence and Get Real Outcomes

9:15 am - 9:45 am Business Meetings

9:45 am - 10:15 am Business Meetings

10:15 am - 10:45 am Business Meetings/Networking Breaks

MasterClass

10:50 am - 11:35 am Employee Agility: Using Your Engagement Strategy to Transform Culture and Accelerate Performance
Join your peers for a collaborative discussion on Agile Employee Engagement and how you can better understand and improve the engagement of your employees. This interactive session will help you design a more effective employee engagement program and measurement strategy from the ground up, using practical advice and real-life case studies to provide you with a new framework for improving
engagement and performance.

• Offer key takeaways on the foundations for transforming your culture and leadership capability from the inside out
• Design an engagement program that works harder for you and your people
• Utilize technology to enable action and make better, more targeted, changes that will impact business outcomes
• Leave with ideas and strategies on how you can truly unleash the best in your people to help your organization succeed

BrainWeave

10:50 am - 11:35 am How HR can Adapt to Calls for Stronger Pay Transparency and Sexual Harassment Policies
According to the latest figures from the EEOC, nearly 70 percent of women have experienced sexual harassment at work but did not tell a superior about it. Between fears of retaliation to the complex reporting process to conflicting definitions over what constitutes harassment, female employees have many reasons to avoid involving HR. At the same time, calls for pay transparency and gender equity in compensation have come to the forefront as well as job sites and news articles that publicly disclose gender-based pay discrepancies. That the MeToo and TimesUp movements’ intensity have overlapped with the maturing of the pay equity movement is no coincidence. They are two sides of the same coin. Ultimately they are a referendum on how women’s contributions are valued in the workplace. As the interface between the workforce and the C-Suite, the CHRO should have a strong response, acknowledging where workplace and compensation policies have come up short while devising new, employee-centered ways to craft initiatives that can shift both perceptions and realities of how company leadership treats
these hot-button issues. Learn about:

• Why there is no silver bullet to address gender-based issues but an array of policy tools that must be picked wisely
• The future role that may be played by anonymized chatbots for incident reporting and AI software to overcome unconscious bias in hiring, performance and pay
• Why these issues are not just news trends but serve as public indicators of your employee experience

11:40 am - 12:15 pm Talent Management as a Competitive Advantage

With turnover in the US at an all time high of 19.3%, Executives are struggling to find innovative ways to not only retain top talent but
ensure they are doing everything to continuously develop that talent. Talent doesn’t flourish in a vacuum. It is a valuable commodity
that needs to be identified, nurtured and optimized. Companies that can identify and match an applicant’s inherent talents with their
jobs and culture will enjoy a competitive recruitment advantage by building a much more solid foundation for tomorrow. Explore the
lessons learned through the journey of using integrated talent management to work toward a corporate goal of building the industry’s
best team. You will examine how to use business alignment, engagement, leadership development, and employee experience focus
to improve your business results. Through the session, you will assess where your organization is in these areas, and discuss actions
you can take to improve.

• Explore how to move to a true business partner by better aligning with senior leadership
• Use employee engagement and succession planning to assess whether your efforts are making a difference
• Assess the state of your current talent management process and identify the areas you should focus on for maximum leverage

12:15 pm - 12:45 pm Chairperson’s Closing Remarks

Hal Adler, Executive Coach, Founder at Leadership Landing

Hal Adler

Executive Coach, Founder
Leadership Landing