Thursday, April 6, 2017

07:30 AM - 08:20 AM Breakfast & Book Distribution With Leadership Pipeline Institute


Sponsored by: Leadership Pipeline Institute

08:20 AM - 08:25 AM Chairperson's Opening Remarks

8:25 AM - 9:05 AM The Future of Work: Advancing Human Performance Through Innovative Design

Gina Jeneroux, Head, Corporate University , BMO Financial Group
The business landscape is changing rapidly. New technology, new entrants, new customers and an evolving workforce are sparking new expectations for every company. How do we respond? Can we advance human performance through innovative design? BMO is breaking down the silos between learning, design and communications by focusing on the full “human performance continuum” – using design thinking, nimble processes, experimentation and the right combination of engagement, design, social and learning levers to meet business needs. This session will explore the journey, what's changed, and early proof points of success

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Gina Jeneroux

Head, Corporate University
BMO Financial Group

9:05 AM - 9:45 AM Preparing for More Than One Future: The Importance of Training in Dealing With Change

Natalie Wintermark, Global Head of Learning & Development - Group Service , ABB
The current rate of change is not only unprecedentedly high, but it is accelerating. In other words, the rate of change may never be this slow again. How can training be used to facilitate this process?
For an organization to be able to deal with change and the unexpected, the culture needs to be adapted. To do so, behavior needs to be adapted to foster an environment in which employees are ready for new situations. Behaviors are often referred to as “the way we do things around here” and include everyday working habits as well as special events through which the organization emphasizes what is particularly important to them. Organizational culture cannot be managed directly. It has to be managed indirectly by focusing on cultural drivers. During this session attendees will learn how to develop a training program that builds on finding these drivers and anchoring the change, by:
· Developing a culture that is adaptable to change
  • Recognizing and dealing with the dimensions of the change process (emotional, political & rational)
· Training the employees and encouraging involvement at all levels of the change process

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Natalie Wintermark

Global Head of Learning & Development - Group Service
ABB

9:45 AM - 10:25 AM The Leader's Role in Building a Learning Culture

Karen Hebert-Maccaro, Chief Learning Officer, AthenaHealth
Why should leaders care about building a learning culture? If attracting, retaining, and optimizing high performing team members is not enough reason, research suggests organizations with strong learning cultures are 17% more likely than their peers to be market share leaders (Bersin by Deloitte). Every leader, not just those in HR or L&D, should not only embrace but endeavor to build a learning culture on their teams in which they work. This session will provide several tactical methods requiring minimal investment you can take back to your organizations and use with its leaders to begin building a learning culture, by:
- Exploring the reasons why learning cultures matter
- Gaining exposure to several ideas and tools for promoting a learning culture
- Sharing ideas on what has worked and not worked for them while trying to build their own learning cultures

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Karen Hebert-Maccaro

Chief Learning Officer
AthenaHealth

10:25 AM - 10:55 AM Business Meetings

10:55 AM - 11:25 AM Business Meetings

11:25 AM - 11:40 AM Networking Break

11:40 AM - 12:25 PM Visible Pathways - Give Employees a Path to Career Growth & The Tools to Get There

The growing complexity of today’s workplace has transformed career paths as we once knew them. Once often linear, the breadth of new learning and career opportunities available to employees has added more options than ever before. Interactive career maps can augment recruiting, retention, career development, workforce readiness, internal training, employee engagement and help organizations make the most effective use of their investment in talent.
· Engaging in an interactive and fun career pathing exercise
· Providing the insights and actionable steps you need to create effective career maps for your organization today and into the future


11:40 AM - 12:25 PM Driving Engagement through Social Assessment

Social learning has become a driver of employee engagement and has left many organizations asking, how can we better support and enable impactful social learning experiences? As the sharing economy grows and video reigns supreme, a new model of social learning is emerging: social assessment.
Social assessment provides interactive, media-rich feedback loops to improve performance. Even more impactful, social assessment can be used to develop coaching and mentoring skills for future leaders.
This session will:
  • Describe the business value of employee engagement and how social factors (e.g., having a friend at work, having a coach or mentor) can impact employee engagement
  • Define social assessment as a strategy to enable deeper connections between employees as they are practicing skills and improving performance
  • Demonstrate how social assessment can help future leaders develop their skills in providing feedback, coaching, and mentoring

Sponsored by: D2L

12:25 PM - 1:25 PM Lunch


Sponsored by: Capella Education Company

1:30 PM - 2:15 PM {Solution Zone} Vendor-Led Roundtable Discussions


A: Frontline Worker Engagement and Retention Strategies
According to a recent Lumina report, over 36 million working adults in the United States have some college credit but don’t have degree. At the same time, there is buzz that approximately 10,000 workers reach retirement age every day. Companies are aggressively looking to fill current and future skills gaps, and yet the talent shortage in the US is increasing. In this interactive session, we will discuss strategies for developing your non-credentialed frontline workers and improving employee engagement and retention. We will discuss strategies for leveraging traditional corporate educational assistance dollars in a more strategic way, and will look to the group to discuss different strategies companies are deploying to develop frontline talent to accelerate them in their career path.
Rachel Bourque, Director, Business Development, Pearson

B: First Pants, Then Shoes: The Increasing Importance of Learning Ecosystem Design in Selecting Solutions
There are expected to be over 400 learning vendors displaying their wares at the 2017 ATD ICE Expo. There are 20 of us here at this conference alone and each of us has a compelling story to share with you. The proliferation of technology-enabled niche solutions has created greater segmentation and specialization in the solution space than ever before, and it isn’t slowing down. How does a Learning Leader make the right decisions for their organization and their Learning Ecosystem? Join Raytheon Professional Services for an interactive discussion on the critical importance of focusing Learning Ecosystems design strategies for integration and success within your respective organization.
Bob Szostak and Kevin Kellerman, Raytheon Professional Services

C: When Training Doesn't Feel Like Training: Using Corporate Storytelling to Boost Employee Engagement
According to recent reports, less than a third of employees say they are actively engaged—emotionally and enthusiastically committed—at work. Among millennials, only half plan to be working at their current company one year from now. We know that employee engagement drives retention, productivity, innovation, and bottom-line results. In this session, we will use several mini case studies to explore the role of online training in building genuine connections with employees. Using examples from large organizations, we will explore best
practices that answer these questions: What is corporate storytelling, how does your brand and identity fit into your training, how do you inspire and invest in your employees, how do you show a diverse group of individuals they are part of something bigger than themselves, how do you make training that doesn’t feel like training?
David Linder, Co-Founder and Creative Director, Sublime Media


Sponsored by: Pearson

Sponsored by: Raytheon Professional Services

Sponsored by: Sublime Media

Leaders of organizations are under pressure to drive results—to activate strategy and grow the business. As a result, their tendency is to put blinders on and solve problems head on, tackling engagement, revenue, and retention through skill development or behavior change. But what if these blinders create a blind spot to our most powerful tool? What if the best way to move the needle is to focus on the people side? Sonic Automotive took this approach with their Leadership Academy and it has demonstrated remarkable results: improved employee engagement scores, increased sales, and lower manager and employee turnover. Rather than focusing solely on developing sales skills, improving processes, and implementing new technology, they are helping frontline managers lead people. In this case study, we'll look under the hood at the experience Sonic Automotive created for their frontline managers that helps them feel confident, motivate their teams, and influence behaviors.

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Doug Bryant, ED.D.

Vice President of Talent Management, Training and Recruiting
Sonic Automotive

Sponsored by: TiER1 Performance Solutions

2:45 PM - 3:15 PM Business Meeting

3:15 PM - 3:45 PM Business Meeting

3:45 PM - 4:05 PM Networking Break

4:05 PM - 4:50 PM Teaching Thinking: Future Proofing Your Organization

I cannot teach anybody anything; I can only make them think. - Socrates
Because of America’s rapidly changing demographics, in just a short 10-15 years your organization is going to lack tacit knowledge — the know-how that’s taught by experience as opposed to the know-what that’s covered in books and delivered in training curriculums. By 2030 the boomers will be gone; replaced by millennials who simply won’t have enough on-the-job experience to develop the knowledge and skills needed to ensure your organization’s continued success.
In this session we’ll discuss how teaching thinking can solve many of the current and future challenges corporate America is facing, including,
· Individuals with advanced thinking skills need less training and instruction
· Individuals with advanced thinking skills commit fewer mistakes / violations
· Providing a structured development path helps to attract and retain younger generations
· Developing individual’s thinking skills allows leaders to naturally emerge and ensures organizational stability
This is a pivotal time for human resources, and talent and learning organizations. Business has become more complicated. Problems rarely have a simple solution. Equipping your employees with critical thinking skills is crucial to long-term organizational success.

Sponsored by: The Training Doctor

4:05 PM - 4:50 PM Become an eLearning Rockstar

In this session we will discuss the key elements that make effective eLearning. As a CLO, your eLearning needs to accomplish one thing within your organization - Increased employee performance while significantly reducing costs. Learn the tips and tricks to create truly effective eLearning that accomplishes that goal. Impress the CEO and Board while becoming an eLearning Rockstar.

Sponsored by: eLearning Brothers

4:45 PM - 5:25 PM Campbell's Recipe for Developing High Potential Leaders

Christopher Leady, Head, Global Learning & Development , Campbell Soup Company
“It’s not the strongest of the species who survive, nor the most intelligent, but the ones most responsive to change” ~Charles Darwin
In light of the shifting trends of global consumers, even the most cutting edge organizations are facing fierce headwinds as competition continues to erode market share, brand loyalty is challenged, operating margins continue to shrink and innovation can’t seem to happen quickly enough. To remain relevant, even the most iconic brands must rely on the ability of their leaders to successfully navigate within this volatile, uncertain, complex and ambiguous (VUCA) world.
Accelerating the development of high performing, globally minded, strategic leadership is a key priority at Campbell’s. As a result, our high potential leaders are immersed in a developmental experience where they learn to: scan and anticipate marketplace shifts, challenge assumptions, interpret multiple date inputs in order to make complex decisions, engage executive stakeholders and continuously learn from both successes as well as failures.
Join us in the session as we will discuss:
· High potential talent identification
· A blended and experiential recipe for developing Campbell leaders
· The impact high potential development has had on our leadership pipeline


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Christopher Leady

Head, Global Learning & Development
Campbell Soup Company

5:25 PM - 5:55 PM Business Meeting

5:55 PM - 6:25 PM Business Meeting

6:25 PM - 7:05 PM Cocktail Reception

7:05 PM - 8:35 PM Dinner