Agenda Day Three, Tuesday, October 29, 2019
8:00 am - 8:30 am Breakfast
8:35 am - 9:05 am Change Management — Overcome Resistance, Build Influence and Get Real Outcomes
This talk will look at some of the more effective ways HR leaders can successfully champion change through influential networks,
peer groups and understanding the workplace psychology of how change is evaluated, narrated and eventually absorbed. Learn more
• Controlling the narrative over change and learnings from announcements
• Partnering with a network of influencers who may not be readily visible on the organization chart
• Develop change champions by cultivating micro-conversations about the authentic need for change
Laura Lee-BlakeVice President, Human Resources
Campbell Company of Canada
9:05 am - 9:30 am Practitioner led teach back
Earlier in the exchange, you had the opportunity to choose a critical topic area as identified by the Thoughtexchange tool. Smaller groups were formed to develop an action plan for improvement. During this session, attendees will have the ability to continue the discussion and receive a report from each group, detailing their specific action plans and next steps.
9:30 am - 9:40 am Thoughtexchange Market Question
What are some things organizations must do more of to transform and remain competitive?
9:45 am - 10:15 am Business Meetings
10:15 am - 10:45 am Business Meetings
10:45 am - 11:15 am Business Meetings
MasterClass11:20 am - 12:05 pm 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
BrainWeave11:20 am - 12:05 pm 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.
• 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
12:05 pm - 12:35 pm 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 focus on how to evolve culture to keep up with the demands of the new wave of talent.