Thursday, May 17, 2018
8:00 am - 8:25 am Breakfast
8:30 am - 9:10 am Freedom to Operate: Creating Learning Architecture to Meet Organizational StrategyTracey York - VP, Global Talent Management Berry Global #413 F500
Prior to a major acquisition which formed the 25,000 person workforce at Berry Plastics, L&D was no more than a few courses in their LMS. Vastly underutilized and not designed for leadership at all levels, Tracy York set out to develop a proper L&D organization from the ground up. During this session you will hear her journey and discover what is possible when working from a blank canvas. The program now serves leaders at every level and is global in reach.
· Learn about the roll-out of their talent management as an agility platform
· Hear how to build interventions for a more consistent platform of leadership at every level
· Receive specifics on their frontline and executive development for growing c-suite leaders
Tracey YorkVP, Global Talent Management
Berry Global #413 F500
9:10 am - 9:50 am Using Learning Analytics to Drive the Organization Towards Measurable Business OutcomesChris Bower - Global Director, Center for Learning General Motors #8 F500
In 2015, General Motors Center of Learning made a commitment to invest in measurement and analytics to ensure relevancy and alignment to the business. They wanted to get beyond LMS metrics and begin integrating business outcome data in their analyses. To get started, they developed a holistic Measurement Strategy that included traditional measures (Levels 1 through 5), a rigorous up-front needs analysis process, and regular methods for collecting voice of customer insights. They also adopted the Measurement Map, in partnership with business stakeholders, to illustrate alignment to business goals. Center of Learning’s explicit focus on measurement has created a culture of “Measure to Prove and Measure to Improve.”
During this session, attendees will learn:
· The value of formally, and regularly, collecting learner and business partner feedback to inform your learning strategy
· New approaches for getting the most out of your Level 1 data
· The basics of creating a Measurement Map
· Tips for conducting a Level 4 study that integrates learning data with business data
Chris BowerGlobal Director, Center for Learning
General Motors #8 F500
9:50 am - 10:20 am Business Meeting
10:20 am - 10:50 am Business Meeting
10:50 am - 11:10 am Networking Break
BRAINWEAVE11:10 am - 11:55 am Building the Capability to Manage Complexity
Managing complexity is hard. And, as a rule, we are not very good at it. We often try to dismiss complexity, to simplify it, to make it fit into an old mental model. But the ability to effectively and efficiently manage complexity is a function of achieving clarity – not simplicity or avoidance or fitting a square peg into a round hole. It is both an individual and team sport. Individually, we must do the cognitive work to reconcile conflicting facts and forecasts. As a team, we must encourage and respect diversity in perspectives and experiences. Demands on mid- to senior-level executives continue on a relentless upward path – significantly raising the value of managing complexity. In this session, we will discuss the different types of complexity and novel approaches to building this capability in your organization
MASTER CLASS11:10 am - 11:55 am Tailoring Leadership Development to Key Performance Indicators
Far too many Leadership Development programs give a bad name to a vital lever to organizational success. Money, time, effort, and resources are wasted due to ineffective alignment with Strategic Objectives, obsolescence (poor systems of integrating new knowledge), and unclear priorities. The good news? There is a shortlist of typically under valued steps you can take to significantly improve your ability to capture and report the value of your progress. In this session, you will learn to shift away from these inefficiencies and change the entire trajectory of your leadership development program reporting by:
· Designinglearninginterventionsthat will resultin the greatestsustainable impactto your organization
· PrioritizingPowerSkills (the critical workforce skills needed to build leader behavior)
· Maintaining focus on performance
12:00 pm - 12:40 pm Improving Business Results Through Executive DevelopmentLaura Grams - VP, Learning and Org Development HCA #63 F500
Lessons from HCA’s Leadership Institute can help you build and strengthen your own strategic, high-impact development programs. Learn to:
· Engage key stakeholders to support and drive development activities, as well as lead key program components to facilitate business adoption
· Increase employee engagement and retention through connection to your mission
· Measure results to help demonstrate impact to stakeholders
· Build your leadership pipeline to meet forecasted demand of a complex organization
HCA’s Leadership Institute was recently highlighted by Harvard Business Publishing and featured as a case study in the book Winning Strategies: Building a Sustainable Leadership Pipeline through Talent Management and Succession Planning by Kevin S. Groves
Laura GramsVP, Learning and Org Development
HCA #63 F500
12:40 pm - 1:10 pm Action Learning Session: Accountability and the Modern Learner - Driving Results Without Being Punitive
Using the method we teach globally in MBA schools and for profit organizations, you will learn one part of our Winning With Accountability™ Training Method and apply it to a current challenge you are facing in the business. Our session will be more like trade school than business school, as you will learn ways to improve your communication and drive better business results. Attendees of this session will:
· Learn about the language you use that is negatively impacting business results and relationships
· Leave with at least one mitigation strategy to improve your communications
· Receive a specific strategy to mitigate or resolve a current miscommunication you are having with your colleagues (yes, all in 30 minutes)
1:10 pm - 2:00 pm Lunch
2:00 pm - 2:30 pm Learning at the Speed of Life
How come what we know about how learning sticks is at direct odds with what business leaders expect from learning and development programs today. What’s at stake is a complete transformation in virtual learning so we can deliver what our organizations need to win in a highly competitive world. In this session, we will talk about how best to deliver learning that sticks and actually impacts what matters to employers and employees. It’s not enough to continue to find new ways to solve old problems. We need to shift into a new paradigm to bring about the kind of learning that delivers on what employees and business leaders expect and what the market demands.
Join Hugh Molyneux, President of Refined Data Solutions, to participate in an engaging session to discover how a transformation in our approach to virtual training is the only way we, as leaders in organizational learning can provide what’s really wanted and needed.
2:30 pm - 3:00 pm Creating Real Change and Sustaining Learning After the Training though Organizational Behavioral ManagementJamie Graceffa - Director, Learning & Organizational Development Philips #375 F500
When you hear the phrase “sustaining learning” where does your mind immediately go? Is it the last class of the training? Is it when certificates of completion are handed out? You’re not wrong if that was your thinking, this is where sustaining the learning begins. The strategy, however, to sustaining learning with new found tools, knowledge and experiences is planned well before a participant takes her seat. Please join me for an informative, collaborative session focusing on strategic design elements and enabling behaviors that will help give learning professionals, participants and their manger, an ROI not only in dollars, but in time, retention, engagement and of course, sustained learning.
During this session, attendees will learn how to enhance sustained learning by:
- Communicating the learning event’s intention, criteria and time commitment of not only the learner but their manager
- Engaging in career conversations with potential participants to ensure the learning event is an appropriate match
- Designing and communicating a thoughtful nomination process
- Design factors to consider when creating your learning event that correlate to sustaining the learning
Jamie GraceffaDirector, Learning & Organizational Development
Philips #375 F500
3:00 pm - 3:30 pm Why Humanizing the Workforce Drives Employee Performance
Dan Schawbel’s new book Back To Humanpoints out how technology unintentionally has made us all feel more isolated from colleagues when the research shows that we all want a sense of real, authentic connections with others. 86 percent of millennials think that business success should be measured beyond financial terms to include social impact and employee well-being according to the Deloitte Insight the rise of the social enterprise.
Building a more open and transparent workplace culture is a focus of the CEO’s per the Conference Board C-Suite Challenge 2018 report with specific strategies to democratize development at all levels, more effective communication throughout the organization and encouraging an open, safe and transparent speak-up culture.
Enabling employees to speak-up and stand-out to more effectively connect person to person is top of mind as enterprises strive to align with employees’ expectations of their employment.
During this session attendees will learn how to:
· Take a fresh approach to driving employee performance by connecting
· Hear why a F500 CLO chose interpersonal power skills to employee connections
· See how career development is transformed by technology to bring employees together to share their comments and receive feedback in the moment
3:30 pm - 4:00 pm Business Meeting
4:00 pm - 4:30 pm Business Meeting
4:30 pm - 5:00 pm Business Meeting
5:00 pm - 5:15 pm Networking Break
BRAINWEAVE5:15 pm - 6:00 pm Outcome-Driven Employee Engagement - Moving From Training to the Next Wave of Engagement
The same pains and challenges are echoed across industries by CLO’s and their teams: our LMS is stuck in the past, a dinosaur; how can we improve employee engagement and correlate training with business outcomes?; can new technologies help us reshape how we enable our employees to do their jobs?
This presentation focuses on the next generation of L&D in which “training” shifts to “enablement” and with it not just the meaning but the entire experience of how to build the key capabilities your employees need to succeed at their jobs. Drawing examples from HR and Training, sales, and customer success functions we’ll explore how some global organizations are innovating and transforming the way they enable their employees to achieve better business outcomes.
At the end of this session you will be able to:
- Understand why companies are transitioning from a legacy L&D mentality to the new enablement model;
- Leverage technology that allows you to correlate learning with business results;
- Learn how global companies have implemented a continuous learning culture that aligns all employees around a common initiative.
MASTER CLASS5:15 pm - 6:00 pm Adaptive Learning Vs. Rapid Development
On one end of the eLearning development spectrum is rapid development - producing and publishing courses as quickly as possible. On the other side of the pendulum is the very heavy, time-intensive development called adaptive learning. One is simple and easy to get online the other is difficult and time intensive. One is quick for the learner one is quick for the developer. One creates significant performance enhancements the other is typically not measured with performance enhancement in mind. Which is right for you? When should you spend the time and money to produce a more engaging experience and when should you develop as quickly as possible? What are the benefits for your organization in each?
6:00 pm - 6:30 pm Roundtable Discussions: Choose Your Topic
The Business Case for Adaptive Learning
Mastery-based adaptive learning (a field which uses computers to actively tailor content to individual needs) has been identified as the holy grail of learning technology, and has also remained largely out of reach. Now introduced into corporate environments, this milestone learning technology is a proven game-changer. Join this session to explore ways to leverage the benefits of adaptive learning for immediate, sustainable and measurable results, driving top-line growth and bottom line results.
Geoff Broderick. VP, Business Development, McGraw-Hill Education
Kimberly McGee, Corporate Relationship Manager, McGraw-Hill Education
Create Learning Paths & Prescriptive Coaching Plans Using Analytics
L&D leaders have the responsibility of preparing and developing people who can consistently and proficiently execute. We understand business problems are really people problems. We will share a methodology that allows you to breakthrough mediocre performance, so you can routinely turn out ultra-high performers using people focused analytics.
Diedre N. Williams, AFLAC, Learning Advisor
Rhonda Holloway, Senior Partner, Six20 Partners
Cindy Lynch, People Strategist, Six20 Partners
Skills for Professionals at Every Level of Today’s Organizations
AMA’s roundtable discussion, Skills for Professionals at Every Level of Today’s Organizations will focus on presenting aggregate data received from individuals completing the AMA Skill Assessment, a self-assessment evaluation tool to identify strengths and skill gaps. The Skill Assessment is aligned to AMA’s Total Professional Model, a competency framework that identifies the various domains, skills and behaviors that professionals should exhibit to succeed in today’s workplace. The report will indicate how AMA Skill Assessment participants rate themselves in those key competency areas. AMA will facilitate a discussion around the analysis of that data to will provide insight into skill development in your organization.
Ray Houdtzagers, Director of Learning Solutions, AMA