21 - 23 July, 2019
The Ritz Carlton, Toronto, ON

Day Two: Monday, July 22, 2019

7:15 am - 8:00 am Breakfast

8:00 am - 8:05 am Chairperson's Remarks

8:05 am - 8:35 am The CLO as a Learning Marketer

Now, more than ever, heads of learning are called upon to wear many hats. Cultivating a learning program is no longer enough. Learning professionals must also become analysts and statisticians, communications and PR gurus, compliance experts, and more. A particularly important role that thought leaders in the learning space are taking on is becoming a marketer of their learning and development programs. With so much thought and careful planning put into these programs, it is easy for those involved to forget that their target audience may not have the same awareness and understanding of these highly beneficial programs. Successful heads of development know that each learning strategy should include a plan for drumming up interest and support. These can include:

·         Forming the right packaging for your program including creating value propositions and elevator pitches to catch employees’ attention
·         Providing a sell sheet to the target audience that provides details about the program from how to execute it to what the benefits are
·         Including key individuals in the program development to get them invested, provide credibility,  and help generate excitement for it 
Annabella Tamburro, AVP Executive & Leadership Development at TD Bank

Annabella Tamburro

AVP Executive & Leadership Development
TD Bank

Rapidfire Talks- Coaching Culture

8:35 am - 8:50 am Rapidfire Talk — Coaching Culture: Implementing a Permanent Coaching Culture Within your Organization

Learning executives, more than anyone, know that one of the biggest challenges of traditional learning programs is that everyone learns differently. Disrupt the traditional corporate learning model and go back to basics. Identifying where your employees learn best is the key to shaping a successful program. Whether it’s eLearning, digitally driven learning, classroom style, micro-learning sessions, or a mix of these, it is imperative to understand where your employee base is interacting the most and benefitting from. Having this information will allow L&D professionals to feel confident in their decision-making.
Dane Jensen, CEO at Performance Coaching Inc.

Dane Jensen

Performance Coaching Inc.


9:10 am - 9:55 am Curating Agile Learning Programs for the Digital Age
As many organizations look to revamp their learning and development programs, they are often faced with the challenge of an overwhelming number of choices. How does the CLO decide which solution will work best for their employees? How do they know it will stand the test of time? Top CLOs today are taking this challenge by the reins and are working with their solution providers to develop learning programs that will flex with the ever-changing workforce and developing learning field.
With investment into EdTech close to $10 Billion and global investment into innovative learning solutions on track to hit $240 Billion by 2023, CLOs need to develop plans that allow for the easy insertion of state-of-the-art skill-building and seamless removal of classes and programs that are no longer beneficial. Companies who hope to remain successful must look ahead to the future of learning and begin to build toward that today. Strategies for forming an agile L&D program include:
·         Working with solution providers to develop sufficient beta and pilot programs that can gauge accurate results
·         Curating learning programs that are both seamless enough to illicit employee engagement, but segmented enough to allow for updating or reworking when necessary
·         Leveraging internal and external resources to identify engagement with existing solutions and when to shake things up


9:10 am - 9:55 am Developing Leaders in 2019: Updating Training Programs in the Wake of #MeToo, Time's Up, and Similar Movements
We see it splashed across the headlines nearly every day. Pay gaps, sexual harassment and assault, troublesome power dynamics. Inequality in the workplace is one of the biggest dilemmas facing companies today. While diversity and inclusion initiatives are a great start, they don’t solve the problem entirely. Learn techniques for updating your training and development plans to adequately and meaningfully address these concerns. Discuss how you can transform your corporate culture to encourage open dialogue and equality among employees through comprehensive development programs. 

10:00 am - 10:30 am Networking Break

10:30 am - 11:00 am Business Meetings

11:00 am - 11:30 am Business Meetings

11:30 am - 11:45 am Business Meetings

11:50 am - 12:20 pm Why Being Human is Great: Humanizing Corporate Learning

We sought to understand the role humanity plays in employee learning and development. What we found? The organizations that are focused on making employee development more people-centric perform better against key business metrics. Hear Darren Shimkus, General Manager at Udemy for Business, as he discusses what it means to be human and how organizations that are forward-thinking are able to leverage the talents and skills of human beings in unique and compelling ways other organizations do not. During this session, we will review the following:
·         Humans have the ability to imagine things that never have been, and because of this, we are better able to change our circumstances.
·         Humans have developed “episodic memory.” This memory is essential to our “humanness” because it helps us recall not only dates and events, but also how we feel about and what we learned from those events. Human-capital functions should do the same and those that do, yield higher business outcomes.
·         While other animals collaborate to survive, humans collaborate far longer than it is beneficial to them personally. Organizations that enable collaboration and teamwork perform better.
·         Humans use tools to change our physical and our mental spaces, and to help us learn and create things. Organizations that leverage new tools to enable collaboration are more likely to perform better than those that do not.

12:20 pm - 1:20 pm Networking Lunch

1:25 pm - 2:25 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.

2:25 pm - 2:45 pm Disrupting Learning Models: Using New Technology to Update Your Learning Program

Technology is advancing faster than ever and new learning tech is flooding the market. With so much to choose from, it can be hard to even know where to start. On top of that, it is difficult to know what types of technology will work for your organization, as each company has different needs and priorities. Options like AI solutions, chatbots, mobile learning, virtual classrooms, and more are available and every one of those has benefits for different situations. Learn about some of the latest technology that can help streamline the learning process, create efficiency, and encourage long-lasting results. 

2:50 pm - 3:20 pm Business Meetings

3:20 pm - 3:50 pm Business Meetings

3:50 pm - 4:20 pm Business Meetings

4:20 pm - 4:40 pm Networking Break

4:40 pm - 5:25 pm Learning Challenges of the Modern Workforce (RoundTables)

Join the appropriate roundtable during these interactive sessions:
1.       Best Practices for Enacting Cultural Changes Uniformly Across the Organization
2.       e Adaptive Learning Experience
Presented by: McGraw Hill
3.       eLearning, Digital Learning, and Classroom Style, Oh My!:  Getting Candid About Creating Development Programs in the Golden Age of Learning Choices
Presented by: Kaltura

5:25 pm - 6:10 pm Standing Room Only: Best Practices For Getting Employee Buy-In and Filling the Classroom

As learning budgets get tighter, the emphasis has shifted to creating programs that are impactful to our employees It can be difficult to prove the need for a budget when classrooms are empty and learning programs are underutilized but it is also difficult to identify where things went wrong. In this session, top L&D executives will discuss their winning strategies to fill the classroom consistently, including:
·         Analysing the underlying reasons for poor attendance and zeroing in on ways to change the status quo
·         Understanding how your employees engage with learning and topics that will get their buy-in
·         Identifying in-house influencers and including them in the development process
·         Discovering the unconscious roadblocks that are impacting your engagement rates
Melissa Law, Vice President- Talent Management at Revera

Melissa Law

Vice President- Talent Management

Amber Reimer, Director- Learning & OD at Westjet Airlines

Amber Reimer

Director- Learning & OD
Westjet Airlines


6:15 pm - 7:00 pm Measuring the Success of you Learning Program: Rediscovering what Success Means Today
Just when your latest learning program is implemented and you are ready to sit back and relax, it hits: you need to decide how you are going to approach measuring its success. It is shocking how difficult it can be to measure these results accurately, however. Identifying what success means for your program and what indicators even reflect that can be convoluted and confusing.
Hear how Fortune 500 organizations are using learning analytics tools to align learning improvements with performance metrics to impact revenue, margins, and productivity. In this session, learn what metrics matter, which ones are inaccurate, and how to correctly calibrate your measurements to get a realistic picture of your organization’s L&D results. 


6:15 pm - 7:00 pm Developing Employees of the Future: Focusing on Building Human Skills in the Face of AI
Artificial intelligence (AI) relies on algorithms which churn through data using a structure loosely based on the human brain, and calculate functions too complex for humans to write and it is developing at a rapid pace. Studies have indicated that 400-800 million jobs well be lost to automation by 2030. That’s only eleven years away. Yet while advancements in AI technology continue, so too does our research and understanding of the human skills and organizational learning systems which will be required to facilitate the future of work. 
These human skills of collaboration, critical problem-solving, creativity, communication, character, and global citizenship are an organization’s talent currency and a key requirement to future-proof your business.  Join this engaging discussion that will provide insight into some of the questions that deserve a deeper look:
  • How can organization leaders prepare their business for AI disruption?
  • What does training for human skills look like?
What do top performers look like in the wake of an AI takeover?

7:05 pm - 7:10 pm Chairperson's Closing Remarks

7:10 pm - 7:45 pm Cocktails and Networking Dinner