Day 2: Monday, November 13th

6:00 AM - 6:45 AM Optional Morning Walk

7:15 AM - 8:00 AM Networking Breakfast

8:00 AM - 8:10 AM Chairperson’s Opening Remarks

Morning Keynote

8:10 AM - 8:40 AM Serving the Needs of the Customer through Transformative People Practices - Mayo Clinic

Cathy Fraser, CHRO, Mayo Clinic
Mayo Clinic is known for its clinical innovations that have elevated the organization to its position as one of the best healthcare providers in the world. Mayo is innovating in its people programs as well – recognizing that it will need to evolve to continue to meet its peoples’ needs and interests. During this session, Cathy Fraser, CHRO of Mayo Clinic, shares Mayo’s distinctive people approaches that have fueled its past, and introduces several promising approaches for employee engagement and workforce management. Topics will include:

  • The employee as a consumer – a person who makes the choice of where to work by considering a broadly defined value proposition, inclusive of financial, work, and social aspects of life.
  • Developing an employee-centric management approach with keen focus on cost and investment
  • Promoting employee well-being, and workforce diversity through innovative and cost-effective initiatives

img

Cathy Fraser

CHRO
Mayo Clinic

8:50 AM - 9:20 AM Business Meetings

9:25 AM - 9:55 AM Business Meetings

9:55 AM - 10:05 AM Networking Break

10:05 AM - 10:35 AM Plenary Session - Presented by Mckinsey

Case-Study 1

10:35 AM - 11:10 AM Elevating the HR Role at Frontier: Leading Successful Business Transformation

Kathleen Weslock, Chief People Officer, Frontier Communications
This session will present the journey of transformation ignited by HR at Frontier, which has resulted in an organization that can withhold the stresses of a difficult business environment. Through principles of organizational development, upgrading talent, creating accountability throughout the organization, and culture change, this business transformation has reduced costs, provided laser focus on key business initiatives, and created a world class leadership team. As part of this process, HR had to transform itself from an administrative/reactive culture to a more process orientation yet thought leader/business consultancy role with its business leaders. HR had to think differently about the relationship with labor unions and create new partnerships, creating win-win situations for all parties.
Topics to be discussed include:
  • Aligning HR with the company’s national mission and strategic plan: ensuring internal buy-in and establishing key milestones
  • Increased employee engagement by placing employees at the heart of the mission - implementing strategies that support the commitment to diversity, career growth, winning in the marketplace, problem solving and more

img

Kathleen Weslock

Chief People Officer
Frontier Communications

Case-Study 2

10:35 AM - 11:10 AM The Reinvention of Performance Management: Less Pain, More Gain

The way we work has changed, and so has the need for reinventing performance management. Over the last five years, approximately one-third of U.S. companies have scrapped annual performance appraisals in favor of more regular performance management processes. These new methods emphasize continuous improvement through a much stronger focus on agile goal management, collaboration, and ongoing feedback.

The successful results organizations are already reaping through such models goes to show the path is promising. Still, finding the right solution takes time and commitment. As HR Leaders continue to implement and enhance new models of performance management, there is no single standard best practice, and challenges do exist that merit a deeper discussion. These include, among others:
  • Creating a process that aligns individual and company goals
  • Figuring out pay-for-performance using both qualitative and quantitative measures
  • Adapting PM models to local cultural and legal issues
  • Flagging under-performing employees—and, even more important, turning them around


11:15 AM - 11:45 AM Business Meetings

11:50 AM - 12:20 PM Business Meetings

12:20 PM - 1:20 PM Networking Lunch

1:25 PM - 2:25 PM Roundtable Discussions


•Aligning Executive Compensation with Longer-Term Business Goals

•Innovating the Mix of Total Rewards & Incentives To Increase Employee Satisfaction

•Promoting an Inclusive Culture Through Impactful Initiatives for Diversity

•Hybrid Approaches to Efficient Learning and Development

•Cognitive Recruiting: Agile Technologies to Recruit and Retain Next-Gen Candidates

•When Talent Hoarding Hinders Advancement and How to Enable Top Performers to Progress

Master Class A

2:25 PM - 3:10 PM The Employee Experience: Promoting Happiness at Work to Increase Engagement

Kelly Palmer, Chief Learning Officer at Degreed, talks about how learning can be your biggest competitive advantage in getting and keeping great talent in an ever evolving workforce. People want to develop their skills for the future whether they are just graduating from college and are looking to land their first job, want to get better at the job they already have, or looking to gain new skills for their career of the future. Traditional classroom models are antiquated and outdated, but technology is making new things possible. Kelly will talk about how thinking about learning differently can empower employees to transform their careers and build lifelong learning into their lives. Kelly will also share strategies she and others have used in creating happiness at work.

During this session, you will learn:

•Ways in which traditional classroom models are antiquated and outdated, but technology is making new things possible.
•A set of concrete examples of how to think differently about learning and engagement at work.
•Some methods for retaining top talent by inspiring rather than controlling them.

Sponsored by: Degreed

BrainWeave A

2:25 PM - 3:10 PM Think Tank: Visible Pathways – Give Employees a Path to a Career Growth and the Tools to Get There

Gabe Clavenger, Senior Director of Client Relations, CAEL Shawn Hulsizer, Vice President Product Innovation, CAEL
The growing complexity of today’s workplace has transformed career paths as we once knew them. Once often linear, the breadth of new education and career opportunities available to employees has added twists and turns to modern trajectories. These realities, coupled with the influx of younger employees seeking transparent career development opportunities, has cultivated an environment that demands dynamic career pathing solutions. Advances in career pathing technologies and software services have responded to the demand and becoming a critical part of discourse in almost every organization.

Solid career pathways augment recruiting, retention, career development, workforce readiness, internal training, employee engagement and help make the most effective use of tuition dollars. The reality is, “if you build it, they will come”… and they will stay. So, are you ready?

img

Gabe Clavenger

Senior Director of Client Relations
CAEL
img

Shawn Hulsizer

Vice President Product Innovation
CAEL

Sponsored by: CAEL

3:15 PM - 3:45 PM Business Meetings

3:45 PM - 4:15 PM Business Meetings

4:15 PM - 4:30 PM Networking Break

Plenary Session

4:30 PM - 5:00 PM Growing a Strong and Versatile Workforce That Thrives in a Disrupted World

Riz Chand, CHRO, BNSF Railway Dale Thompson, Founder and CEO, Leadership Worth Following
Disruption is the “new normal” in business today. And it has myriad causes, among them the ever increasing pace of technological changes; the old and new faces of competition; the increasingly powerful effect of local, national, and global regulations and public policy, the growing generational differences, and more. In this chaotic environment, how does HR help select and develop a strong and versatile workforce that is energized, engaged, and effective --- and able to help an organization thrive in this environment?

At BNSF Railway, which has been heavily impacted by all of the forces listed above, they have been aggressively aligning business strategy with talent strategy, and using a wide variety of tools and processes to select and accelerate the development of leaders who are energized by these challenges. As a result, it has strong leaders, and a strong bench, that can be quickly deployed, and redeployed, to help the company thrive in the face of near-continuous disruption.

img

Riz Chand

CHRO
BNSF Railway
img

Dale Thompson

Founder and CEO
Leadership Worth Following

Sponsored by: Leadership Worth Following

Plenary Session

5:00 PM - 5:30 PM Building a Diverse Succession Pipeline; Accelerating Women’s Careers at Veolia

Augie Schulke, CHRO, Veolia North America Marcia Mueller, VP, Global Leadership Development, IMPACT Group
You have exceptional women in your ranks who are eager to leave their mark on your company. What barriers stand in their way? What can your company do to overcome them?

Today, women face both enormous career challenges and limitless opportunities. Yet, statistics show despite comprising more than 50% of total workforce, less than 19% of women have broken the glass ceiling to be seated among senior leadership. And, many organizations report increased difficulty in attracting, engaging and retaining female talent.

Research illustrates that having women in leadership correlates with better overall business performance (significant increases in ROI, return on sales and invested capital). Women bring different experiences, perspectives and competencies to leadership roles. And, providing targeted leadership programs for women is not just a diversity initiative -- it is a business imperative.

In this session, Augie Schulke – CHRO of Veolia North America and Marcia Mueller, Vice President, Global Leadership Development at IMPACT Group will discuss how Veolia North America implemented IMPACT Group’s Women in Leadership model to develop a robust and diverse talent pipeline - achieving higher levels of engagement, promotion, and retention among women. Augie and Marcia will share what roadblocks stand in women’s way and what leading organizations are doing to build a diverse talent pipeline at all levels. You'll discover the career accelerators you can apply today to transform the face of leadership tomorrow.



img

Augie Schulke

CHRO
Veolia North America
img

Marcia Mueller

VP, Global Leadership Development
IMPACT Group

Sponsored by: IMPACT Group

Master Class B

5:30 PM - 6:15 PM Levering Predictive Analytics to Redesign the HR Organization and Mitigate Risk

The benefit of people analytics is beyond clear for most CHROs who want to transform their practice into a strategic business function. Still, even with the widespread adoption of cloud systems in the last few years, most CHROs still feel they are not getting enough insight from their data.

Forward-thinking organizations are now rethinking HR as a provider of people-intelligence, by integrating analytics into the entire cycle of workforce management processes and operations - from hiring to retiring – and aligning it with business goals. With the recent boom of AI solutions, there are even newer applications for the use of data to enhance operational performance though actionable insights.

This session will highlight real-life scenarios of how HR analytics enables efficient business planning and risk reduction, through:

•Predicting patterns of training, compensation and performance to increase employee productivity
•Understanding drivers for employee retention
•Assessing candidate’s personality traits and match with the job in question
•Identifying patterns of payroll leakage through overtime to enable cost optimization
•Analyzing high-performing teams to understand optimal productivity models

BrainWeave B

5:30 PM - 6:15 PM Courageous Conversations: How to Create Thriving Workplaces in the Age of Mistrust

Daniel Doucette, Founding Principal & Managing Director, BraveShift Jillian Reilly, Principal & Creative Director, BraveShift
“We are living in an age of backlash against authority.” So says the Harvard Business Review, citing the Edelman Trust Survey, which found that for the first time in 17 years, public trust in all sectors fell: government, business, NGOs, and media. Hardly surprising, really, in this era of “fake news”, political upheaval and social discord. These changing power dynamics reach into every workplace to slowly erode cohesion. Our response is so often to focus on inter-generational misunderstanding and meeting the demands of Millennials, but the real problem goes deeper. We are all losing trust in each other.

So how do we transform this threat to morale and collaboration into a driver of growth and innovation?

We can, of course, flatten out hierarchies, buy morale with flashy new technology and flatter young staff members with oversized titles. And we can assess, measure and consult until decision-making grinds to a halt.

Or we can talk to our teams. Show up with them. Hold conversations with them. Hold Courageous Conversations. Not once at an off-site retreat, but regularly. Maybe even every day. In this Brainweave session, BraveShift partners Daniel Doucette and Jillian Reilly will talk you through the art of Courageous Conversations. In it you’ll learn:

  • Why the 21st century workplace requires consistent authentic engagement in order to thrive.
  • How to begin to instil the discipline of conversation in your teams, and
  • The four key Courageous Conversations that every workplace must hold in order to unlock shared potential and invigorate shared purpose

img

Daniel Doucette

Founding Principal & Managing Director
BraveShift
img

Jillian Reilly

Principal & Creative Director
BraveShift

Sponsored by: BraveShift

Happy Hour Debate

6:15 PM - 6:55 PM Innovating Succession Planning Strategies to Identify and Prepare Next-Gen Leadership

Krischelle Tennessen, CHRO, The Marvin Companies Larry Brand, CHRO, Elkay
Next-gen leaders in the new work environment must be prepared to take on entirely new roles that often were not forecast through traditional pipeline planning, even a couple of years back. As a result of an ever-accelerating pace of change in the workplace, leaders must now be prepared to manage a more dispersed and diverse global workforce, collaborative networks of teams, and leverage big data to make key business decisions.

Diversifying your succession planning strategies will help mitigate the risk associated with unprepared leaders, and help you identify and prepare a talent portfolio with key capabilities throughout the organization; talent which linear pipeline planning would have missed. Join this panel to hear how top-notch organizations are preparing next-gen successors. Topics will include:

  • Strategically sourcing candidates that will bring competitive advantage; including internal hiring
  • How to ensure executive hires have the right culture and peer fit with the way their team works
  • Redesigning compensation packages to motivate and retain leaders based on performance
  • Fostering an adaptive mind-set and enabling exposure to different projects within the organization
  • Flexibly planning and designing non-traditional succession planning outcomes around the key talent you have rather than the perceived talent you need


img

Krischelle Tennessen

CHRO
The Marvin Companies
img

Larry Brand

CHRO
Elkay

7:20 PM - 7:25 PM Chairperson’s Closing Remarks

7:25 PM - 9:00 PM Themed Networking Cocktails & Dinner

Optional After-Hours Networking available after