Filtered Sessions

If you think negotiating skills are only for salespeople, think again!  Every single relationship in your work life entails some negotiation. True, it's often linked to sales (or business), but that limited perspective ignores the fact that negotiation pervades all aspects of the HR professional's life.   Trying to increase your company's productivity levels? Considering expanding product lines (and therefore people)? Buying a competitor? Going global? Leading a team to increase your employee's engagement level? Attempting to get the best deal from your new benefits provider? Asking for your own well-deserved promotion? In all of these situations, you'll have to negotiate to succeed.  This session will review the eight critical success factors to succeed in a negotiation: 1) Goals, 2) Trade-offs, 3) Alternatives, 4) Relationships, 5) Expected Outcomes, 6) the Consequences, 7) Balance of Power and 8) Determining Win-Win Solutions either live OR via zoom.

Learning Objectives:

• Overcome the zoom divide to get to the heart of the other side's concerns during negotiations.
• Discuss the 5 Negotiation Styles (Avoid, Compete, Accommodate, Collaborate, Compromise) and when to employ (and avoid) each.
• Use objective vs. subjective negotiation criteria.
• Reframe negative internal conversations that can sabotage your negotiation prowess.
• Properly prepare to prevent a lousy outcome for you!

Your executive team wants the entire business to be profitable, not just a single unit. They want all employees to understand and better contribute to how the entire company makes money, and employees want to feel that the work they do for their company is worthwhile and makes a difference. The problem is that most people 'in' business, don't 'get' business and they lack strategy, finance, and business acumen.   While we understand our jobs, the big picture seems too complex to grasp, and complexity is an underlying challenge in any business, regardless of size, industry, or stage of development. How do we simplify the complex? When you break down an organization into its most fundamental elements, you'll find the same five drivers that power your business, or any business.   If you want to be seen as a major contributor, someone who understands your overall business, not just HR, this a great session for you.

Learning Objectives:

• Use the 5 Business Drivers® to improve your strategic, financial, and business acumen.
• Understand how your entire company makes money, not just your department or team.
• Learn five principles that CEOs expect their employees to understand.
• Speak the language of your CEO and CFO.
• Learn the keys to improving employee engagement.

Managing projects can be challenging, especially if they span multiple divisions, time zones and countries. Done wrong, it can destroy careers (and companies!). Done right, it can garner you a 'seat at the table.' From global outsourcing to workplace analytics to leading company-wide change management initiatives, the HR executive has unique insights into what motivates and engages employees thus giving them the edge at spearheading projects that can directly impact the company's bottom line. To do so though requires your Project Management skills and leadership chops to be at peak performance level and constantly at the ready.   This highly interactive session will prepare you to lead by providing in-depth, step-by-step instructions and tools to 1) Plan for Success, 2) Lead and Execute Projects big or small, 3) Deliver Results all while 4) meeting Budget and Schedule Deadlines (oh, and get it all done via ZOOM!).

Learning Objectives:

• Examine the essentials of Project Management.
• Define deliverables in financial terms important to senior leaders.
•  Conduct comprehensive risk probability vs. impact analysis to determine causes for derailment and how to plan for and overcome those challenges.
• Explore easy-to-implement Project Management tools to help you plan for and manage your project including Gap and SWOT analyses, Fishbone (Cause & Effect) diagrams, Goal Breakdown Structure diagram, RACI matrix and several types of Gantt charts.
• Identify potential software tools to assist with organizing and tracking projects including Microsoft Project and/or Excel, Mind-Mapping software, SharePoint, Smartsheet.

2023 ushers in volumes of sweeping changes, from continuing to manage through the Covid crisis to large-scale employee turnover, silent quitting, and returning employees to the office. How HR leads its operational management teams through extended periods of upheaval directly ties to organizational effectiveness, culture change, and the bottom line. Join former CHRO of Nickelodeon, Paul Falcone, as he helps to identify new ways of mastering the ongoing aftershocks to our teams and organizations.

Learning Objectives:

• Explore Individual Crises, including addressing "silent quitting" syndrome, termination and layoff communications, and dealing effectively with employee burnout.
• Examine Departmental & Team Crises, including mediating employee disputes, putting a final end to bullying and passive-aggressive behaviors, and making it safe for your teams to share their concerns in a "psychologically safe" way.
• Review Company Crises, including demands for hybrid work and returning reluctant employees to the office, threats to unionize, and being prepared for further global crises and natural disasters

By no means a "gloom and doom" approach to the many changes before us, Paul places a healthy and constructive spin on reinventing your role in light of your organization's and team's changing needs and provides timely tools and guidance to help you every step of the way.

Given the tumultuousness of the environment that executives operate within - including escalating change, pressure, uncertainty, and complexity - and statistics that indicate our struggle to develop effective executives, transformational improvement in how we develop executives is needed now more than ever. In this session, Ryan Gottfredson and Amy P. Kelly, SHRM-SCP, will discuss how human resource leaders can change or improve their practices to help their executives operate at a higher level. Specifically, Ryan and Amy will: 1. Explain how executives are commonly operating at a leadership deficit. Stated differently, we will illuminate the challenges executives are facing and how they are commonly operating at a level below the magnitude of these challenges. 2. Identify the common consequences of operating at a leadership deficit.  3. Introduce vertical development as the approach human resource leaders must take to develop executives, so they can operate at a higher level.

Learning Objectives:

• Analyze the degree to which your organization's executives are operating at a leadership deficit and identify the consequences.
• Employ a transformational form of executive development, called vertical development, to elevate your executives' ability to navigate change, pressure, uncertainty, and complexity.
• Elevate your organization by elevating the effectiveness of your organization's executives.
• Expand your executive team's capacity to drive the organization through vertical development.

Oscar Munoz takes you behind the scenes of United Airlines' extraordinary turnaround journey.  This story offers powerful lessons for uniting diverse, global teams around a shared vision and values, as well as the importance of effective communication and empathetic leadership. 

This conversation will take participants on a journey from wherever they may be starting to champions of inclusion. We'll start with updated key language and vocabulary that are used in conversations with and about transgender and nonbinary people, and I'll share my personal story of coming out at 15.   We will ground our discussion in current research around transgender people in the workplace, such as the statistic that 20% of Gen-Z are LGBTQ+, to help participants understand the urgency of this discussion in all workplace settings.   We'll then move to talk through specifics around building safe and supportive environments past the level of just sharing pronouns. Building inclusive workplaces means combining structural change and cultural change, and we will talk through many practical examples of this, as well as how best to respond to backlash around these practices.   To close, Ben will open up to a 100% judgment-free Q&A for any lingering questions.

Learning Objectives:

• Leave the session with a strong knowledge of inclusive language and terminology for conversations about the transgender and gender non-conforming community.
• Understand the reasons for urgency in these conversations, and the reality that just because you can't see any transgender people at your organization does not mean they are not there, just that they are not comfortable enough to come out.
• Leave with clear ideas for inclusive best practices to implement in their workplaces and will be equipped with the tools to respond to questions and backlash around these policies.

HR Professionals must know and care about finding ways to enhance people’s level of engagement, commitment and support, especially in the difficult periods all organizations experience at one time or another. Engaged employees work with passion and feel connected and loyal to their organization. This yields higher productivity, sales, and results. Non-engagement in the workplace results in poor performance, limited productivity, and an erosion of the bottom line. HR Professionals are aware and must find ways to show others that people need consistent affirmation of their value and contribution to the organization in order to know that their efforts are appreciated. This can be accomplished through the practice of Grateful Leadership.

Grateful leaders can tap into the power of personal commitment and dedication by acknowledging people in an authentic, heartfelt manner. Those leaders who model true acknowledgment behavior will inspire others to do the same and to want to dramatically increase their levels of contribution to the organization, making the power of acknowledgment transformational.

Learning Objectives:

• Understand the need for Grateful leadership to create a culture of appreciation in the workplace.
• Overcome the barriers to using acknowledgment.
• Demonstrate the language and subtleties of authentic and heartfelt acknowledgement behavior.
• Describe Two of the Seven Principles of Acknowledgment in the context of participants' personal leadership styles.
• Coach teams, managers, and other corporate stakeholders in using GratefulLeadership to produce breakthrough results.

REPEATED ON TUESDAY AT 10:30am.

Your ability to be influential within conflict resolution is critical to your success as a human resource professional.  Scott Tillema is a FBI trained hostage negotiator and senior associate with The Negotiations Collective.  This session will introduce the principle-based framework used in crisis negotiations and share how professionals in HR can use this same framework to navigate tense situations, helping them find safe and successful resolutions in even the most challenging moments.

Learning Objectives:

• Have an understanding of how emotions impact how people make decisions.
• Learn the four principles required to successfully influence others: Understanding, Timing, Delivery and Respect.
• Know how Fairness, Empathy, Autonomy and Recognition need to be attended to to ensure anti-escalation.
• Appreciate the impact of cognitive biases on our thinking.

While leave policy seems to be changing daily, the best practices for how to support and implement leave are not. This workshop teaches HR professionals how to drive change and ensure the parental leave transition is a developmental experience for managers and employees – while retaining talent and building an inclusive environment for all working parents. Learn a proven 10-step method that embeds infinite individual flexibility through a standardized and easy-to-follow leave training process.

Learning Objectives:

• Articulate why parental leave is a crucial opportunity to create an inclusive workplace culture while developing employee and manager talent.
• Leverage tools, practices, and resources that can help guide management and HR's support for career development, service navigation, and physical and mental wellbeing during this complex critical timeframe.
• Understand why being skilled and knowledgeable in supporting the full parental leave transition is becoming a required skill set for HR professionals, managers, and leadership.
• Understand the critical touchpoints and the manager/new parent aligned behaviors required at each phase of leave: 1. Preparing for Leave; 2. During Leave; 3. Returning from Leave.
• Understand how HR training and support can be the backbone of creating a thriving family-supportive work environment.

Get ready for an inspirational, funny, and highly practical session to help you transform your leadership. Managers around the world are feeling the pressure of having too many plates to spin. Nine Minutes on Monday is a simple, easy-to-follow framework guaranteed to increase engagement and motivation among your staff. Thousands of managers are seeing the results of using this simple blueprint. By following the Nine Minutes on Monday process, you will see an increase in employee engagement, a greater loyalty in your staff, and higher morale among your team.

Learning Objectives:

• Learn a simple framework to keep leadership priorities in front of you.
• Hear the nine employee needs which lead to higher employee engagement and productivity.
• Create more purposeful workplaces.
• Review the three essential ingredients employees need to make their jobs more motivational.
• Increase motivation when some workers are remote.

Dima Ghawi's story of personal transformation encourages audiences to confront and conquer their self-imposed limitations.  As Dima recounts her own struggles and triumphs, her vulnerability and insight ignites the attendees' own journeys of hope and self-discovery.  Dima dares individuals to examine their internal limitations, such as the pursuit of perfection, the fear of failure, or the worry of being judged. She then equips audience members with the tools and courage it takes to shatter those limitations and emerge as empowered individuals and leaders.

Learning Objectives:

• Discover the importance of selfawareness and how effective personal leadership starts from within.
• Hear how conscious professionals lead to better teamwork, enhanced communication, and an improvement in the overall organizational culture.
• Learn how internal limitations inhibit individuals from performing at their best and prevent them from advancing professionally.

Are you motivated and ready to take your career to the next level? Show employers that you have the HR expertise and competencies needed to drive organizational success by earning your SHRM-CP or SHRM-SCP credential—the only HR certification anchored in behavioral competencies and backed by SHRM’s 75 years of expertise in the industry. This session benefits anyone with an interest in learning what motivates HR professionals to pursue a SHRM credential, planning to apply for a SHRM credential, or already scheduled to sit for the SHRM-CP or SHRM-SCP exam. This session covers the practical basics of the SHRM certification exams and provides an opportunity to test-drive your readiness by answering sample questions.

Learning Objectives:

• Determine which exam is right for you.
• Explore the various in which you personalize your preparation plan.
• Gain best practices for studying.
• Get tips and tools to put you on the path to success.

Your nonprofit organization does incredibly impactful work, but are you accurately measuring and communicating the success of your talent management strategy? With a solid understanding of HR metrics and financial intelligence, HR leaders can gather real-time data plus a snapshot of the past, making it easier to forecast the future to better achieve talent management goals. If you’re ready to strengthen your decision making, this is the session will help you demystify core financial terms and metrics regarding your organization’s talent management function and optimize your HR team’s overall performance and results.

Learning Objectives:

• Why centering HR metrics and financial reporting is essential to strategic leadership.
• How to analyze and leverage appropriate talent metrics.
• How knowing your numbers can give your HR function a stronger voice in decision making.

In the next five years, 84% of organizations expect to have a shortfall of leaders—and this trend has worsened as women and other underrepresented groups continue to opt down or out of the workforce all together.
It is more important than ever to create the next generation of ready-now, diverse leaders.

But how? Join Kristen Howe, Chief Product Officer at Linkage, a SHRM company, to learn how you can turn your executive leaders into inclusion champions who serve as formal Executive Sponsors of key talent.

This session will empower you to begin a critical conversation about Executive Sponsorship at your organization and will help you identify four common pitfalls Human Resources professionals should avoid as they create and implement an Executive Sponsorship strategy at their organization.

Learning Objectives:

• Explore how Executive Sponsorship differs from informal mentorship and understand how it can drive meaningful impact in your DEI metrics.
• Discover four common pitfalls to avoid as you develop and implement an Executive Sponsorship strategy and program for your talent.
• Learn best practices for adding Executive Sponsorship to your DEI toolkit and gain next steps you can immediately take to begin a critical conversation at your organization.

The world at large is ever changing, and our organizations and employees are doing all we can to keep up.  The days of going off to a strategic planning retreat, planning a 5-year vision and executing it are gone. We now operate in a world that is volatile, uncertain, complex, and ambiguous (VUCA).  What do you as the leader have to do to adapt to this new and ever changing world and competing business priorities? We will identify what causes a VUCA environment and how you can identify where your organization is on the continuum.  Then we'll give tips to address your situation - whether Volatile, Uncertain, Complex, Ambiguous or all four.  Looking through the lens of HR, we review the common needs of your workplace today and give tips and suggestions to align HR with the changes in the organization, ensure that you gain the resources you need, and establish yourself as the visionary team member that is helping to drive your organization forward.

Learning Objectives:

• What is the VUCA world-and why it's important for you as an HR leader to understand how it operates.
• How to evaluate the areas of HR to be impacted by changes.
• Establishing and advocating for needs of HR and your employees.
• Aligning processes with the new initiatives in your organization.

Well, it's almost the scariest time of the year. Especially if you're the HR professional. Or the manager. Or the team member. Let's face it. When it comes to 'performance management' everyone involved dreads the idea of sitting down and discussing what has and what has not been accomplished. And all of those scary emotions can get in the way of the main goals of the performance management process. The main goals are to:

• Energize the team member to transform them into 'A-Game' performers.
• Achieve those organizational goals in an effective, systematic and repeatable way.
• Foster commitment to the mission and vision.
• Generate a climate of increased productivity!
  
  Through the Performance Management for Greatness presentation, you will learn:
• What performance management is - and isn't.
• Why so many managers and leaders go so far to avoid evaluating performance.
• Why so many performance management approaches will never work.

The world where we do business has changed rapidly.  Globalization is reality.  Now, more than ever, companies have a global workforce and global workplace that must succeed in a global marketplace.  HR professionals cannot afford to leave things to chance.  In this dynamic and engaging session led by a 25+ year veteran Global Diversity & Inclusion Strategist, you will acquire three critical insights and three action steps to help you succeed!  You will walk away with a deeper understanding of what it really takes to engage effectively in a global environment!

Learning Objectives:

• Acquire critical insights on what it really takes to succeed in a global environment.
• Obtain action steps that will help you apply insights and become more effective.
• Gain confidence as a professional in a global community.

The panel will present on strategies and resources to target military connected talent which include veterans, military spouses and caregivers. We will go beyond the research that demonstrates the business case of why to hire to how workplaces should leverage this untapped talent pool. Panelists will present their experiences, best practices and lessons learned.

We will also share new resources and initiatives from SHRM Foundation to support your own professional development and hiring efforts so you leave the session with the strategies and support you need.

Learning Objectives:

• Learn the benefits of starting your own military hiring program and how you can get there along with successful tips, tricks and management skills.
• Discover the abundance of programs SHRM Foundation has available to the successful recruiting, hiring, and retaining of members of the military community and learn why/how SHRM Foundation can help you get there.
• Increase the number of informed HR managers, business leaders and employees with programs/certificates that can help your organization flourish!

REPEATED TUESDAY AT 10:30am

The session will chronologically trace the employment cycle from pre-hire through each stage of the life of an employee, weaving Todd's ten rules throughout.

Learning Objectives:

• Understand the anatomy of an organization.
• Hire for cultural fit.
• Avoid the most common organizational mistakes.
• Hear how Bloom & Maslow provide the building blocks of Competencies & Leveling.
• Discover the Four Competencies of all organizations.
• Learn the Seven Natural Levels of all organizations.
• Discuss the Two Career Tracks and how to map jobs.
• Discover the importance of the indispensable Job Description.
• Hear the Truth About Engagement & Retention.
• Discuss Simplicity through Fewer, Smarter People.
• Discuss the Selection, Care & Feeding of People Managers.
• Receive the Two Components of Leadership.
• Learn a new way to view Compensation & Legal.
• Simplify Succession Planning.
• Discuss the Golden Rule of Company Culture.

John Ferguson, Chief HR Officer at NASCAR oversees the HR function and provides strategic leadership around talent acquisition, employee engagement, and culture development to support and engage employees
across more than 20 office and racetrack locations in the U.S.

Learning Objectives:

• What makes a company a great place to work and a great place to be from.
• Understanding multiple generations in the workforce and meeting them where they are.
• The value of boomerang employees to increase your competitive advantage.
• Evolving your ideas of retention.

We all think we make rational decisions based on sound evidence. If this is true, why aren't we all batting 1000?  In this session, we will explore what it means to truly be an evidence-based manager.  We will examine several research studies on decision making in sports and apply them to HR and organizational processes.  Learn how you can advocate for the use of techniques to counter common biases in group decision-making and help develop the game plan that will make your organization a champion.

Learning Objectives:

• Explain and justify the importance of HR being an evidence-based profession.
• Understand what constitutes sound evidence for organizational decision making.
• Learn practical measures to prevent biases in group decision making.

Networking involves the critical skills of listening, learning, sharing, and developing trust.  When honed, networking skills for HR & Talent leaders can be used across business lines to develop more meaningful relationships and gain more trust and influence.  We will share our stories and guidance on how to network effectively both internally and externally, and bring value to your role.

Learning Objectives:

• Understand that networking is a set of skills used to expand one's community (internally and externally), demonstrate interest, and build trust.
• Learn the competencies involved in being an effective networker and how to apply them.
• Practice a few critical networking skills you can utilize with your organization as a way to expand your knowledge of the business, your investment in the mission of the organization, and your ability to provide professional expertise more broadly.
• Learn to use your network more effectively in a virtual environment including refining your LinkedIn practices and virtual meeting strategies.

SHRM Foundation, SHRM's 501(c)3 philanthropic arm, exists for you--we're here to elevate and empower HR as a force for social good. But what does that mean? In this spotlight session, learn how SHRM Foundation is here to partner with you and your state or local SHRM chapter to help you thrive, and achieve a world of work that works for all! We'll discuss the basic pools of work the Foundation focuses on, and why, and will specifically highlight the many ways that you can access, engage, and support that work--including scholarships and grants, case making research, mentorship, toolkits and trainings, low-cost certifications, and more!

Learning Objectives:

• Learn about SHRM Foundation and its efforts to support HR leaders in their work to drive social good.
• Explore the different bodies of work SHRM Foundation is focused on, and dig into how you can take advantage of SHRM Foundation's programs and services to do your work more effectively.
• Get involved in sharing, advising on, and raising funding for SHRM Foundation's ongoing efforts to improve the world of work.

REPEATED TUESDAY AT 3:30pm

What is Cognitive Diversity?  How can I utilize this skill to be more effective?  Join us for this informative session where we'll introduce Herrmann's Whole Brain Model and four unique thinking styles.  You will have the opportunity to identify which is most dominant for you and learn how to pick up on clues that others give off.  This session offers you the ability to improve your own self-awareness and begin working more effectively and efficiently with others when you implement these new skills.

Learning Objectives:

• Learn why Cognitive Diversity is the key to successful communication and relationships.
• Introduction to four different thinking styles and discover which is your most dominant.
• Understand how to identify 'thinking style' clues in the people you work with every day.
• Identify an action plan to improve your communication.

It's time to move from a traditional performance approach to an agile continuous performance management approach to help your organization achieve its vision. 

The traditional annual performance review is somewhat static, with objectives established early in a fixed cycle, followed by a couple of "ritualistic" meetings to review performance and document the results.

Learning Objectives:

• Discover 8 Reasons why you should rethink a traditional annual review process.
• Learn the core components of a continuous performance management approach.
• Measure goal results: Metrics and Milestones.
• Connect goals to competencies and values.

This Mega Session is unlike any other! Through sidesplitting humor and reality-tested techniques, you will learn how to face conflicting demands in an unforgiving business environment that keeps getting more challenging. As the lead agent in your organization responsible for developing, implementing, recruiting, hiring, retaining, and driving talent. To achieve real success and fulfillment as a human resource professional, you must develop a culture necessary to promote performance, commitment, and loyalty. This session will teach you how to Enjoy The Ride™ and create happy individuals in the workplace.

If you've ever heard 'you're just not quite ready' but never given steps to up your leadership game, this session is for you.   Many senior level HR professionals make the critical mistake of keeping their head down and assuming that their great work will get them elevated to the C-Suite. Unfortunately for many, that day never comes.   This session will take the mystery out of what it takes to lead at the highest levels within an organization and give you a step-by-step formula for elevating your skills from the tactical day-to-day to long-term strategic thinking that resonates with the existing CEO, CFO and other C-suiters.  You'll be out of the weeds and focused on the Big Picture the moment you leave the room!

Learning Objectives:

• The difference between tactical and strategic thinking and how to incorporate the latter thinking into your day-to-day.
• Highlighting the strategic value you bring to the organization without alienating your co-workers.
• How to identify the future strategic needs of the organization (even when your CEO doesn't see them).
• Getting your staff ready for more so you can focus on 'bigger picture' thinking.

REPEATED ON TUESDAY AT 2:00pm

Join leadership & empowerment expert Ashley T Brundage and Class Bias & DEI Expert CJ Gross for a one of a kind team presentation connecting our research called The Zip Code of Empowerment. This session will help your organization expand DEI to address more than just race but deeper understanding of class bias structure for all of your HR service functions. Together both award winning authors will loop the deep dive on how to drive empowerment faster through differences like socioeconomic class while teasing other effective ways to transform your organization.

Learning Objectives:

• Cultivate an inclusive workplace culture for all zip code stories.
• The business case for all kinds of difference of people with zip code stories.
• Strategies for hiring the first zip code story.
• Process of empowerment for address class bias.
• Strategic leadership actions to drive empowerment faster for socioeconomic class differences.

Apprenticeship is promoted as great option for HR professional to get the best talent into their organization, deliver meaningful upskilling opportunities and help meet DE&I objectives, yet adoption is slowed by many misperceptions of how they work. Join us to bust the myths of apprenticeship and get the details on how this cost-effective AND proven method for workforce development delivers higher productivity and diversity. Apprenticeships can be used in many occupations, in many industries, regardless of the size of the employer – including HR. Hear how employers are using this effective method of development talent and how it can work for you.

Learning Objectives:

• Bust the myths of apprenticeships.
• Understand the basics of an apprenticeship program.
• Identify the costs and benefits of implementing an apprenticeship program for most any occupation and industry.
• Learn how to communicate the program’s value and effectiveness.

Employees want to work for a Company with a culture that ROCKS !! HR has the opportunity to create and own a culture where people can thrive and perform.  This session offers a strategic approach on how to intentionally define, mold and champion all aspects of Culture.  They will receive proven tools that impact retention, attract talent and develop leadership.   It will be unconventional, non-traditional and of course . . . it will ROCK !!

Learning Objectives:

• Defining Culture as Key. This session shows that 'culture' is the number one reason employees either stay or leave a company.
• Tie together various components that employees can identify in their own organizations to define their unique culture.
• Show the need to address the issues of having staff who add value to your culture and the need to embrace all generations.
• Show attendees the necessity of being a businessperson who practices HR because this is the only way to truly be an integrated and strategic force in a company.
• Receive actual examples of how to implement procedures and approaches to anchor them in how to lead, nurture and shepherd their company culture.

REPEATED ON TUESDAY AT 3:30pm

Making Tough Decisions in a Fast Paced World.  Getting ethics right is a big deal, and ethics often requires courage.  Human Resources practitioners are often standing alone in confronting tough situations.  This facilitated discussion goes beyond a lecture on ethical principles - it is a series of case studies that offer participants 'real time' practice in resolving dilemmas, with participants sharpening their critical thinking skills.    Ethics is a truly human function - based on you caring that the outcome for others is best for them, and that the net result is the best for you.  After all, ethics is not blind impartiality, doling out right and wrong according to some canon of ancient law. It's a warm and supremely human activity that cares enough for others to want right to prevail.  This session will reduce the fear level in HR practitioners and enable better decisions.

Learning Objectives:

• The new world of Critical Thinking and Ethics under COVID pressure.
• Resolving Ethical Dilemmas under pressure.
• Kidder's nine steps for decision-making, a logical pattern that applies to our current situation.
• How to make sense of the most relevant data in a situation.
• How to use advanced adult learning methods to transfer wisdom and change behaviors.

Change management is old school. Harnessing the POWER of change is the path to success! Change is happening at breakneck speed: the competition is tougher, the customer is more sophisticated, margins are shrinking, entire industries are disappearing, and everybody is downsizing and trying to do more with less. Or we see companies that are growing by leaps and bounds, forcing the people to not just keep up, but stay ahead of the game to stay successful. New processes, new leadership, now products and services. Even new threats. And as we all know, that can add stress to teams and individuals alike. Creating a negative perception of change itself.   The audience will learn the key to not just surviving change, but becoming a change agent and learning to thrive in a changing environment. We know that change is a constant, so we MUST embrace it to succeed.

Learning Objectives:

• Identify and master the three key areas of change.
• Hear why change is a constant in today's business environment and how to embrace it.
• Master the three areas where you have the power in the change process.

Competitive traits and collaborative efforts have been sought after qualities within organizations since the dawn of time. But what if human potential and optimal performance is best served at the intersection of where competitiveness and collaboration meet? With a focus on promoting curiosity, growth, and accountability, the environment that is 'Competitive Collaboration' presents reasoning to personnel across all levels that they will only get out of themselves and their work what they are willing to put in.

Learning Objectives:

• Provide a space for talent to not only grow but to have optimal impact on others.
• Boost retention through an authentic and inclusive workplace that is fueling purpose.
• Promote employee engagement with one another and towards management.
• Implement a self-sustaining accountability structure for both individuals and their teams.

When you look in the mirror, what do you see? Are you honestly living your true potential? Or is the voice in the mirror parroting what your ego wants to hear? As an internal practitioner, can you say you model with your HR team the same behavior you ask of the leadership team? Are you growing as a thought leader in your industry? As a consultant and business owner, are you making the impact you dreamed for your clients, expanding your business presence, and lighting the world of HR on fire with your contributions?

This dynamic self-reflective session will have encouraged to tap into your true potential as a leader and you will walk away with step-by-step instructions to create a bold roadmap to bring your authentic style and presence to how you show up in your organization, industry, associations, or business. You will also develop key skills that increase your social capital both internally and externally and position you as a thought leader and contributor.

Learning Objectives:

• Learn how to conduct a personal self-assessment of your capabilities as a HR Leader and what to do with the information you uncover.
• Understand what it truly takes to operate with a growth mindset to make bold changes in your professional growth.
• Consider your current resources and networks to propel you forward in your mission i.e., strategies to elevate your local SHRM leadership to becoming a thriving chapter.
• Discover how thought leadership skill development can catapult your career to the C-Suite. 
• Learn how to boost your presence and build your brand by working with mentors and experts, attending, and speaking at HR events, and getting published as often as possible.

HR Professionals are often thrust to the frontline of ethical situations with team members and even with upper management.  At times, they are required to make decisions that will affect, not only the individuals that are directly involved, but may impact an entire organization.  In this presentation, you'll learn the difference between societal, organizational/institutional, and individual or personal ethics and how those differences impact our perspective when we are making decisions.  Incorporating this framework for maintaining high ethics will allow you to become a catalyst for making the RIGHT decision(s) for yourself and leading others in your organization down the same path.

Learning Objectives: 

• Be reminded of the crucial importance of maintaining a personal ethical standard that is above reproach if you're going to hold others accountable for that.
• Be better able to identify external factors and influences that affect people's decisions in ethical considerations.
• Understand the dos and don'ts of creating a culture of uncompromised ethics including two key filters to have in place when making a decision with ethical implications.
• Leave equipped with a simple six step strategy for making ethical decisions.

We know the statistics. Only one-third of US employees are engaged at work. More than half are looking for that next job right now. Organizations can't keep doing what they've always done, hoping for a different outcome. That's insane. Time for a radical reframe. Together we will explore 'radical engagement' through the 3Ps lens - (super)powers, passions, and priorities - and how leaders and organizations can hire for, nurture, and reward 'radical' engagement.

Learning Objectives:

• Uncover and unlock the strengths, interests, and values of your people - their powers + passions + priorities.
• Teach leaders how to unleash the 3Ps of their people to nurture engagement.
• Create organizational practices that support the 3Ps - a person-by-person approach to achieve systematic results.

As HR leaders, we are confident and skilled at advocating for other people, supporting their needs, wants, growth and dreams. But many of us don't tap into that same courage when it comes to elevating and celebrating ourselves. It's one of the reasons HR leaders tend to be so burned out, checked out and even resentful. Too many of us self-silence and hold ourselves back. We let doubts and insecurities dictate what we do. As a result, we don't have as much influence as we could at work or peace as we could at home. It's time to change that. If we've learned anything over the past few years, it's that the role of HR is more essential than ever, so let's act like that's true. It's time to step into our strengths, activate the power of confident humility, catalyze curiosity, and speak up about what we think, want and need, so that we are as fulfilled and successful as the people we lead.

Learning Objectives:

• Discover specific strategies and prompts to help you illuminate your strengths and contributions and those of the people you lead, so you can be a more empowered, confident leader who has greater impact.
• Identify how you're holding yourself back or doubting yourself at work and clarify specific ways to advocate for yourself instead.
• Learn conversation prompts that you can use in conversations with other leaders on your team to.
• Activate the power of self-compassion and wisdom to make decisions at work and at home that lead to greater alignment, peace and harmony in your life and career.
• Shift from living a life of regret to a life of intentional boldness marked by greater fulfillment and courage both personally and professionally.

For most organizations, regardless of sector or industry, identifying the root causes of disparities and exclusionary behavior associated with gender is difficult to identify and challenging to eliminate. Based on a survey and personal interviews conducted by the Center for Creative Leadership, the National University System discovered it had a 'gender blind spot' at the senior and executive leadership levels. NUS used this information to identify the root source of the problem and committed to creating more significant equity and inclusion for women in the organization. The presentation will highlight the intentional steps NUS took with the support of CCL to address the opportunities and challenges associated with overcoming gender bias. The presentation will highlight our best practices for managing the gender-blind spot. Regardless of sector or industry, senior and executive leaders will find this presentation very enlightening.

Learning Objectives:

• Strategies for identifying gender bias or blind spots at the leadership level;
• The opportunities and challenges associated with addressing gender bias;
• What it takes to lay a sustainable DEI foundation at the leadership levels;
• How to measure or assess short and long-term success; and
• Other insights and recommendations to help establish an inclusive and equitable work environment for women.

REPEATED WEDNESDAY at 10:30am.

One overlooked leadership trait-perpetually overlooked and understated-is the key to handling the most pressing challenges in your teams. The ability to motivate people and inspire their best work while they battle decision fatigue, burnout, and mental health challenges, how to attract and retain the best amid an ongoing war for talent, and how to drive stellar business results while taking care of your people. When you embrace the opportunity to be a kick-ass boss and a good human, you are practicing Radical Humility-and it can be a game-changer for your career and those around you. During 35 years of leadership experience spanning four continents, Urs has grown leaders in academia, competitive sports, business, and complex military peacekeeping operations. He helps leaders and organizations apply his comprehensive, proven 4-Step Radical Humility Framework to energize, engage, and empower their teams, and in the process deliver exceptional results.

Learning Objectives:

• Learn the 4-Step Radical Humility Framework to overcome disengagement, distrust and burnout and drive productivity, engagement, and build trust.
• Master the ultimate Yin Yang of leadership: Tough on Results, Tender on People.
• Learn how to apply compassion and empathy as well as the highest standards and relentless striving for results.
• Get inspired by powerful storytelling of exceptional leaders applying Radical Humility resulting in extraordinary success for their organizations and how you can do the same.
• Learn how to be the champion of a culture of psychological safety by displaying vulnerability.
• Walk away inspired and energized.
• Leave with concrete, no-nonsense takeaways you can implement immediately with your teams.

The U.S. is currently in a workforce engagement crisis - according to Gallup, for the first year in more than a decade, the percentage of engaged workers in the U.S. declined down to 34%.  To solve today's most pressing people issues and strategies, HR professionals must address this dilemma.  This session will demonstrate just how critical communication is in engaging and retaining an organization's workforce, running effective meetings, delivering compelling presentations, and ensuring productive collaborations.  A 2019 Harvard Study also showed that, '90% admitted to daydreaming in meetings.'  This session holds the key to engagement and will demonstrate the secret communication techniques leaders and professional performers have used for centuries to influence emotion to motivate action.

Learning Objectives:

• How to drive engagement and motivate action by influencing emotion.
• How to clearly communicate your message to influence engagement by aligning your voice and body language.
• How to improve how you provide feedback, lead efficient meetings, and / or deliver critical information using a universal three-step process for influential communication.

Understanding how to build effective relationships and lead teams through emotional challenges is critical for every HR leader in the modern workplace.  By using the four cardinal directions of the emotional intelligence compass, HR leaders are better equipped to navigate the unknowns and ever-changing landscape of today's world of work.  In this session attendees will discuss empathy, reasoning, self-care, and motivation, the cardinal directions of emotional intelligence that help to orient us as leaders and guide our teams to higher levels of performance.

Learning Objectives:

• Understand the dimensions of emotional intelligence and how to improve your own emotional intelligence as an HR leader.
• Use emotional data to guide teams to higher levels of performance.
• Develop strategies to leverage and build the emotional intelligence of others.

Unacknowledged or mishandled grief in the workplace not only hurts employee morale and culture but also undermines employee engagement, retention, and harms the financial well-being of your organization. The prevalence and impact of grief on corporate America is profound: One in four employees is grieving at any given time. Over half of employees will consider leaving their job when their employer does not provide support after a loved one's death. Over $113 billion is spent by employers due to reduced productivity and on the job errors from grief. An average of 4 million employees in the American workforce experience the death of a loved one each year. 

Learning Objectives:

• The problem and prevalence of grief in the workplace.
• Insights into an employee's grieving brain.
• The downstream effects of grief on productivity, ROI, absenteeism, and presenteeism.
• The importance of incorporating both head and heart-based empathetic solutions for responding and interacting with a grieving team member.
• Proven solutions for executives, CHROs, HR leaders, managers, and care teams on how to support a grieving employee.

When ranking HR professional's worst nightmares, workplace violence is among the worst. In addition to employee injury, the economic damage, decreased productivity, labor/management issues, workers compensation costs, lawsuits, exodus of employees, and damage to company reputation can have a profoundly negative impact on your organization.  Jeff Owens, a former police hostage negotiator and current Certified Threat Manager will provide you with actionable strategies to reduce the risk of workplace violence occurring.

Learning Objectives:

• Planning principles and considerations for internal protocols.
• Leadership obligations and liabilities awareness.
• Prevention strategies including risk factors, policy elements, training considerations, reporting and response systems.
• Understand the basics of Behavioral Threat Assessment and Management (BTAM).
• The why, what, and how of a Threat Assessment and Management Team.

REPEATED WEDNESDAY AT 10:30am

Imagine the image of an Olympic rowing team.  You see perfection.  The vessel glides effortlessly toward the goal, under the guidance of a team leader facing a crew of members rowing in perfect alignment.  This is strategy.  Now imagine your leadership team. The recent storms you've weathered.  The seating chart changes.  The choppy waters challenging your forward movement.  Leaders today have a unique opportunity to navigate those internal and external 'stormy seas' impacting their organizations with a mixture of modern, strategic techniques and some creative 'strategery'.  Join DCSI's CEO Suzi Lemen in this engaging presentation to address leadership in 2023!

Learning Objectives:

• Select the Right Boat - Evaluate your current organizational structure and consider 'redesign' options that empower your leaders to act in an agile manner appropriate for today's workplace.
• Identify the Direction.
• Explore techniques to effectively convey expectations, allowing leaders to align their team's direction with organizational objectives.
• Let Them Row - Remove the barriers that prevent collaborative thinking, ensuring employee engagement and inclusion at all levels of the organization.
• Celebrate the team as they row right past the finish line!

VP-47 was down on their luck.  Two Commanding Officers were fired for personal misconduct.  The disgraced Skippers represented the tip of the iceberg; a squadron mired in management misconduct and failed leadership.  One year later the Sailors at VP-47 took command of their destiny, and their efforts ranked the squadron #1 in morale, leadership, and communications.  Cultivating culture through trust, teamwork, purpose, and ownership was essential in VP-47's rise to the top.

Learning Objectives:

• Understand that organizational culture's impact on employee performance is profound and is completely within the control of the leader.
• Establishing trust is ultimately the leader's responsibility and will require the leader to get uncomfortable during intentional efforts to show care.
• Encourage teamwork by creating opportunities for your employees to come together, policies to keep them together, and incentives to encourage them to work together.
• Link your employees' purpose to our unknown desire to serve others.
• Leverage the power of ownership by communicating what success looks like and letting your employees chart the course.

You have several areas of suckage in your life that will remain permanently. We all wish the weaknesses in our lives would just go away, but they do not. Unfortunately, that's the place insecurity latches onto, creating inaccurate perceptions and debilitating internal dialogue. We never acknowledge it with our colleagues but it's contributed to significantly more bad communication than any other factor.

Insecurity's mantra is "You're Not Enough."

Confidence isn't just the opposite of insecurity, it's the tool we utilize to extract it from our life. The three Ingredients of Confidence - Trust, Humility & Belief - work together to remove the lies of insecurity. Once siphoned from our soul, confidence remains behind in its' place. Thus giving us confidence even where we are weak!

Learning Objectives:

• Create an understanding of how mean and dastardly insecurity is.
• Learn how a karaoke bar factors in to your freedom.
• Recognize the consequences of unaddressed insecurities in work life.
• Learn to be confident in every situation!

REPEATED FROM MONDAY AT 7:30am

Your ability to be influential within conflict resolution is critical to your success as a human resource professional.  Scott Tillema is a FBI trained hostage negotiator and senior associate with The Negotiations Collective.  This session will introduce the principle-based framework used in crisis negotiations and share how professionals in HR can use this same framework to navigate tense situations, helping them find safe and successful resolutions in even the most challenging moments.

Learning Objectives:

• Have an understanding of how emotions impact how people make decisions.
• Learn the four principles required to successfully influence others: Understanding, Timing, Delivery and Respect.
• Know how Fairness, Empathy, Autonomy and Recognition need to be attended to to ensure anti-escalation.
• Appreciate the impact of cognitive biases on our thinking.

It’s time to bring communication and value back to the workplace. Building community and connection across hybrid, remote, and in-person teams is vital to ensure success. This program is about developing and delivering value in everything you do. Organizations with great cultures add value to their people, products, and services. Culture matters because it boosts productivity, agility, employee engagement, and retention. A robust and positive workplace culture precedes business results. This presentation is about recognizing the many things that add value and are worth more than what you perceive has merit.

The new generation of talent has become more vocal about the kind of leaders they want to work for. And it's not the technical and other "hard" skills that matter to them most, it's what has long been called "soft skills." The reality is that soft skills are the hardest to demonstrate and the most difficult to recruit for, yet they have the greatest impact on the employee's experience. This session will examine the recent research regarding the most important and commonly identified soft skills that every leader should possess if they want to achieve high performance and high engagement from the new generation of talent.

Learning Objectives:

• Explore the key drivers of how leadership skills and competencies have shifted over the past three years.
• Identify the expressed needs, expectations, and values of the new generation of talent.
• Learn the five most important and commonly identified soft skills that every leader should possess if they want to achieve high performance and high engagement from the new generation of talent.

REPEATED FROM MONDAY AT 10:30am

The session will chronologically trace the employment cycle from pre-hire through each stage of the life of an employee, weaving Todd's ten rules throughout.

Learning Objectives:

• Understand the anatomy of an organization.
• Hire for cultural fit.
• Avoid the most common organizational mistakes.
• Hear how Bloom & Maslow provide the building blocks of Competencies & Leveling.
• Discover the Four Competencies of all organizations.
• Learn the Seven Natural Levels of all organizations.
• Discuss the Two Career Tracks and how to map jobs.
• Discover the importance of the indispensable Job Description.
• Hear the Truth About Engagement & Retention.
• Discuss Simplicity through Fewer, Smarter People.
• Discuss the Selection, Care & Feeding of People Managers.
• Receive the Two Components of Leadership.
• Learn a new way to view Compensation & Legal.
• Simplify Succession Planning.
• Discuss the Golden Rule of Company Culture.

COVID, political upheaval, DEI changed how people define careers. The impact is greater for women. The labor force participation rate of women dropped during early COVID and hasn't returned. Women may struggle more with balancing work and family. One solution for HR pros is consulting. This session will use audience participation and the speaker's 19 years of experience to explore competencies needed as well as the steps you should take to build a consulting practice.

Learning Objectives:

• Hear how consulting has grown due to changing definitions of work for women and agility needs of organizations.
• Discover the advantages and challenges inherent in a consulting career for women in particular.
• Learn the nature of consulting and the personal traits and competencies needed to be successful.
• Discuss the business plans and steps you should take to build your HR consulting practice.

Leadership in human resources requires setting yourself apart and stepping up in the organization. The expectations for all leaders are changing - and HR needs to align our careers to make certain we are not overlooked.  Planning for the future needs of human capital is a key component to setting yourself apart as a HR executive.  But what does leadership look like in 2023 and beyond?  Through the lens of managing your human capital, we'll evaluate the strategic initiatives and executive interactions you must embrace to be successful.  Understand how to identify the opportunities in your business that will elevate you and create a spotlight on your success. We'll discuss what to look for in a strategic plan, and how to craft discussions to ensure you are headed in the same direction as leadership are considered top talent.  Finally, we conclude with action items that will insure you can incorporate changes into the organization and impact a shift that will drive results.

Learning Objectives:

• Identify the six expectations of leadership today.
• Understand the business actions that drive success in your organization.
• Review participant strengths and areas for growth.
• Create communication tools that will impact C Suite engagement.

You're constantly reminding, nudging, and nagging employees to do the things that you need them to do or stop doing things you need them to stop. You're exhausted from the questions you've explained in your email. Imagine a world where employees want to hear everything you have to say. How can you change the pattern and get them to want to read what you've written? In this fast-paced session, we'll cover ten things you can do to get users to read what you write. You don't need to do all ten all the time. Just a few subtle shifts can increase your response rate, save time, and improve everyone's attitude.

Learning Objectives:

• Identify reasons why employees don't read communications.
• Evaluate gaps in communications channels and expectations.
• Develop specific writing skills to improve communication.

"You never get a second chance to make a good first impression in your presentation."

That old adage holds true for pretty much every interpersonal interaction you can imagine. 

In the workplace, your ability to deliver a great presentation can have a huge impact on getting to yes for a proposal, your career or really almost anything that has to get done (as most of us rely on input from others to achieve our objectives). 

During this highly engaging and interactive session, long-time national SHRM speaker, Val Grubb, will share the 4 critical areas to focus on to get that yes from your boss, co-workers or anyone else you need to influence.

Learning Objectives:

• How 'content is king' may not be the best strategy when preparing your presentation.
• Overcoming Zoom's inherent challenges to get that yes from your audience.
• How elevating your confidence equates to the audience's confidence in you!
• Adapting to where your audience is in their professional journey to gain consensus for your ideas.

At an increasingly alarming high rate, organizations are struggling to retain their employees, even those who have been with them for years and who are in senior leadership positions. In this session, you will learn about one of the most critical reasons that these leaders are quitting. Thankfully, there are ways to re-engage their commitment and realign them with the rest of the team. During this highly interactive and engaging session, Kim Ades, President of Frame of Mind Coaching™, will walk you through a session featuring Carey Lucki, CEO of a leading healthcare organization. As CEO, her frustration had been mounting as the executive team was not aligned with each other and their roles and expectations were blurred. On any given day, someone was thinking about leaving the organization, including the CEO. This session will highlight the strategies that enabled her to turn the team around, accomplish their goals and create stellar outcomes in the midst of the pandemic.

Learning Objectives:

• An overlooked and critical factor for retaining leaders.
• Three strategies for exceptional leadership performance.
• How to align senior leaders with goals, roles and expectations.
• How to increase motivation and performance and build an A+ team.

Do you want to feel more powerful at work? Do you want to master your power and use it for good? Do you want BOTH?  You're in the right place. Power is a mesmerizing topic that has been the center of countless news stories this past year. We use power. Need it. Crave it. Can be seduced by it. But do we really understand it?  Here's your chance to talk about it.  Join us for a deep dive in the recognition, ownership, and management of power. You will sharpen your ability to identify the types of power and name them, learn three simple steps to owning your power, and explore critical ways to manage power in your relationships - professional and personal.   As a talent leader, you will be better able to role model a healthy relationship with power, diffuse power-centric situations at work, and coach others through their own exploration of power dynamics, resulting in a more empowered workforce.

Learning Objectives:

• Sharpen your ability to identify the types of power and name them.
• Learn three simple steps to owning your power.
• Explore critical ways to manage power in your relationships -  professional and personal.

Who comes to mind when you think of a manager? What about a leader? Managing is about getting things done as consistently and efficiently as possible, whereas leading is about deciding what things should get done, charting the course, and empowering people to believe that they are part of something larger than themselves. In times of uncertainty, it is the leaders who rise to the occasion and create inspiration for employees to thrive in their roles.  In this dynamic session, HR practitioners learn what it means to take visionary leadership to the next level as they strive to become influential leaders. You will discover how to identify, create, and communicate a strong vision and how to get buy-in from both the C-Suite and employees alike by creating purpose, securing commitment, and driving accountability.

Learning Objectives:

• Create and communicate a vision that inspires teams and motivates action.
• Establish clarity, commitment, standards, responsibility, flexibility, and rewards.
• Maintain healthy balance between the needs of the organization and needs of individuals.
• Champion creative thinking and work through difficult challenges with courage.

Turnover continues to plague employers, often driven by managers who don't communicate, give poor feedback. and don't engage.  When employees are in the dark, they assume the worst. To improve the employee experience, we can give managers tools to improve communication, engagement, and feedback using this 4-part model.

Learning Objectives:

• Learn the 4-part model that improves outcomes as managers work with employees to improve performance, engagement, and success.
• Increase results, team alignment, organizational outcomes, and profitability through improved performance and desired outcomes.
• Reduce employee turnover through increased inclusion, commitment, and loyalty to the job and career as they increase two-way communication.
• Improve professional development, individual and team goal setting, and achievement of objectives through accountability.
• Enhance employee morale, improve culture, and increase productivity through improved communications, feedback, and follow-through.

REPEATED FROM MONDAY AT 1:30pm

Join leadership & empowerment expert Ashley T Brundage and Class Bias & DEI Expert CJ Gross for a one of a kind team presentation connecting our research called The Zip Code of Empowerment. This session will help your organization expand DEI to address more than just race but deeper understanding of class bias structure for all of your HR service functions. Together both award winning authors will loop the deep dive on how to drive empowerment faster through differences like socioeconomic class while teasing other effective ways to transform your organization.

Learning Objectives:

• Cultivate an inclusive workplace culture for all zip code stories.
• The business case for all kinds of difference of people with zip code stories.
• Strategies for hiring the first zip code story.
• Process of empowerment for address class bias.
• Strategic leadership actions to drive empowerment faster for socioeconomic class differences.

Maximize your HR skills and retain relevance by completing your SHRM Recertification! Join us for this brief overview of the SHRM Recertification process where you’ll learn key details on what is required to recertify your credential, the numerous opportunities available for you to achieve PDCs, and receive a brief introduction to the SHRM Certification Mobile App. We also encourage you to visit the Certification Lounge throughout your time at the conference for a more in-depth overview of the various types of activities you can do to earn credits toward Recertification.

Learning Objectives:

• Learn key information on how to begin the SHRM Recertification Process.
• Identify the three Recertification categories to earn Professional Development Credits (PDCs).
• Obtain insight into policy changes that have made the Recertification Process simple to complete.

One of the most magical discoveries we can make as leaders is our ability to effectively empower and build up others through successful motivation. Whether working with the highest performers or ones with the most room for growth, smart leaders are constantly contemplating customized engagement strategies to motivate their teams to succeed. Too often we rely on external rewards - like motivating a horse to run with the carrot on a stick - yet promotions, raises, or financial incentives can only work for so long. The people and projects we lead require differing motivation styles and, as a leader, we have an obligation to effectively customize our approach to maximize each individual's intrinsic motivation. In this session, we'll explore the building blocks of successful motivation to strengthen individual and team engagement.

Learning Objectives:

• Discover the THREE TYPES of MOTIVATION.
• Determine specific strategies to design an environment that maximizes INTRINSIC MOTIVATION.
• Develop customized approaches to MOTIVATION that focus on individual needs, re-designing decision making methods, and aligning individual +@ team values.
• Reflect on current leadership Practices, and apply new theories to enhance personal leadership.
• Establish a stronger community of likeminded individuals and rising thoughtleaders.

In today's businesses, leaders must be willing to face hard truths about culture, behavior, and negative impacts that exist within their organizations.  What used to be isolated, one-off events of negative manager experiences are now recorded, posted, mocked, prosecuted, examined and medicated.  To ensure organizations protect the integrity of their culture there is a need to be aware of key behaviors that were once excused, and now create great liability, mental, physical and emotional illness for leaders and employees at all levels.

Learning Objectives:

• Identify three key adult bullying behaviors.
• Learn strategies to teach leaders and employees how to address bullying.
• Enhance corporate culture by implementing organization wide models of addressing issues.

REPEATED FROM MONDAY AT 1:30pm

What is Cognitive Diversity?  How can I utilize this skill to be more effective?  Join us for this informative session where we'll introduce Herrmann's Whole Brain Model and four unique thinking styles.  You will have the opportunity to identify which is most dominant for you and learn how to pick up on clues that others give off.  This session offers you the ability to improve your own self-awareness and begin working more effectively and efficiently with others when you implement these new skills.

Learning Objectives:

• Learn why Cognitive Diversity is the key to successful communication and relationships.
• Introduction to four different thinking styles and discover which is your most dominant.
• Understand how to identify 'thinking style' clues in the people you work with every day.
• Identify an action plan to improve your communication.

REPEATED FROM MONDAY AT 3:30pm

Making Tough Decisions in a Fast Paced World.  Getting ethics right is a big deal, and ethics often requires courage.  Human Resources practitioners are often standing alone in confronting tough situations.  This facilitated discussion goes beyond a lecture on ethical principles - it is a series of case studies that offer participants 'real time' practice in resolving dilemmas, with participants sharpening their critical thinking skills.    Ethics is a truly human function - based on you caring that the outcome for others is best for them, and that the net result is the best for you.  After all, ethics is not blind impartiality, doling out right and wrong according to some canon of ancient law. It's a warm and supremely human activity that cares enough for others to want right to prevail.  This session will reduce the fear level in HR practitioners and enable better decisions.

Learning Objectives:

• The new world of Critical Thinking and Ethics under COVID pressure.
• Resolving Ethical Dilemmas under pressure.
• Kidder's nine steps for decision-making, a logical pattern that applies to our current situation.
• How to make sense of the most relevant data in a situation.
• How to use advanced adult learning methods to transfer wisdom and change behaviors.

What does dessert and Elvis Presley have to do with stress management? Everything! Everyone faces stress.  It's a fact of life.  What you do with it makes the difference between enjoying your life or resenting it, between being challenged or being overwhelmed. The demands and the pace of our busy lives pressure us all.  Some master it and some do not. The trick is to take back control!

In this dynamic, unconventional, and entertaining session, we will address the subject of stress from a refreshing common-sense point of view. Helping you learn how to function with stress, as well as how to reduce it. You'll learn how to feel better about yourself and become less vulnerable to stressful situations. At the same time, you will learn to lighten up and see the humor that is all around us!

Learning Objectives:

• Identify the "good" stress and "bad" stress.
• Understand your optimal stress.
• The answer to two key questions to manage any stressful situation.
• Have a guaranteed, surefire way to turn your love of dessert and the King of Rock and Roll into a practical, real-world way to control your stress!
• No deep breathing and yoga suggestions here-- I promise you have never approached stress this way before! 

Have you experienced burnout? Let's be real, we all have to some extent. The shocking truth is that it's more than just burnout. Today's workforce is stressed, sad and anxious. It's gotten so bad, that in July of 2022 the numbers 988 are designated as the new three-digit dialing code that easily routes callers to the National Suicide Prevention Lifeline. It's time we put our own Mental Health as the number one priority - in business, in education, in all of our relationships. Work/Life Balance can help, but what this model doesn't address is one's own 'inner compass'. Burnout and being caught on the hamster wheel of achieving goals and chasing success is a result of prioritizing your work over truly connecting with yourself.  The burnout mind encourages neglecting time for mental health and well-being.The practice of SOUL/Life Balance puts one's own mental health as the #1 priority while reframing work as a part of being a human.  By implementing SOUL/Life Balance as a way of being,

Learning Objectives:

• How to connect with oneself & the importance of prioritizing yourself first, always.
• Actionable mindful practices in & out of the office.
• What you need to know about the mental health crisis.
• Creating harmony within the mind building an energizing & fulfilled life.

Success is NOT usually found at the end of an easy, well-paved road. Many people, teams, and organizations look for shortcuts, abandon ethics, and sacrifice success for a quick unrewarding finish. There is something that successful people and companies have in common – they understand the value of core Principles.

The audience will learn about THE SIGNIFICANT SEVEN:

• Loyalty (Strong allegiances)
• Passion (Excitement, Love, and Commitment to your people and work)
• Patience (Understanding people, situations, and expectations)
• Communication (Clarity is key)
• Humility (Team is more important than personal ego)
• Going the Extra Mile. (Doing more than expected)
• Integrity (Honesty, Ethics, Credibility)

These principles will not be forgotten and the audience will leave this speech entertained, inspired, challenged, and equipped to find success in their personal and professional lives.

Difficult people are everywhere! They can be customers, co-workers, bosses, neighbors, even spouses. This program humorously reveals the six basic difficult personality styles that are out to drain you and your organization of vital energy. You will learn what they do, why they do it, and what you can do about it! Participants will learn how to stay empowered in the face of negative, reactive, and draining people – and laugh while they do it.  Unfortunately, every business has its share of difficult people to deal with. Some may be customers, some may be co-workers -- but either case, dealing with them in a way that leads to success is a critical skill. 'Bambi vs. Godzilla' helps participants understand negative behavior, and to increase their skill level in dealing with difficult personality types.

Learning Objectives:

• Uncover six basic difficult personalities while discovering what they do, why they do it, and what you can do about it.
• Learn how to not react to reactive people.
• Develop strategies for empowering your communication style and moving negative behavior toward positive results.
• Understand how to increase your behavioral repertoire when confronted with a difficult person.
• Explore how to create an energized culture and climate in your office and organization.

Executive presence is a term that is often desired in leaders and yet is it not clearly defined. Since many of the decisions about your career will be made when you are not in the room, understanding what executive presence is, is critical, but it doesn't need to be mysterious. Executive presence is a skill, not a trait - that means it's something you can cultivate and build. In its simplest terms, executive presence is about your ability to inspire confidence - inspiring confidence in your team that you're the leader they want to follow, inspiring confidence among peers that you're capable and reliable, and, most importantly, inspiring confidence among senior leaders that you have the potential for great achievements. Executive presence is a perception that you build. In our session, we will explore the systemic, cultural, and self-sabotaging behaviors that are unique to women in leadership.  Men also play a critical role in advocating and sponsoring female talent.

Learning Objectives:

• Explore what social barriers are in place preventing women from ascending to higher-level leadership positions.
• Hear about behaviors that are within our control and create awareness on how those are impacting the individual, their team, and their organization.
• Talk about male allyship and how to create awareness and specific actions that men can take to support their female colleagues.

The concept of personal branding may seem like a catchphrase being thrown around by authors and self help gurus; however, the concept isn't new. You already have a personal brand - whether you know it or not.

Your personal brand is more than your reputation. It's a value proposition that helps companies evaluate whether or not to recruit, hire, develop and retain you - and also whether or not people want to work with you, or at your company.

Your personal brand is an important aspect of your career, and impacts everything from future career aspirations to your existing compensation opportunities. Once you understand what drives you, as well as the qualities and skill-sets that are unique to you, you can effectively manage your brand and communicate your best attributes to the constituencies that matter.

Learning Objectives:

• Understand what is included in your personal brand, what isn't, and why it matters.
• Discover how personal branding relates to managing and growing your career.
• Create your own personal brand statement, and understand how to use it.
• Incorporate your "whole self" into your personal brand to create personal and professional opportunities.
• Develop an Action Plan for effectively communicating and promoting your personal brand.

This session will highlight compelling effective ways to empower mid-level leaders through the 'C' suite on how to enhance their culture! It is designed to help leaders identify and eliminate toxic behaviors that keep organizations from moving toward an inclusive work space .It is presented in a fun filled highly engaging way that showcases the value of leveraging gamification to build a culture and philosophy of inclusion that positively impacts the bottom line.

Learning Objectives:

• Compassion without action is just observation but Compassion with action is the equation for observable change that creates an environment for top talent to thrive!
• Gamification makes tough Diversity,Equity,Inclusion & Belonging conversations fun.The Race Card game is an effective tool for adult learning.
• How to identify toxic behaviors and incorporate skills that will enhance psychological safety along with supporting your organizations corporate social responsibility.

The pandemic radically changed the role of the CHRO as a critical leader in the C-suite and a convener of talent, data, technology and culture in a way not seen before. As the senior-most person responsible for your organization’s talent management strategy, how are you preparing to respond to disruption, ever-changing external factors and demand from your organization’s stakeholders?

As you look to 2023 and beyond, the role of the CHRO will become an even more essential player to strategic success. This is especially true for mid-sized-to-larger social impact organizations focused on solving complex societal challenges through complex organizational structures and ecosystems. Join us for a session as we explore ways the nonprofit sector is evolving and how to shift and sustain your approach to talent management.

Learning Objectives:

• The new role of the nonprofit CHRO as a critical business leader and convener of organizational talent, data, technology and culture.
• How recession, inflation and a tight labor market have transformed the role and power of the CHRO.
• How the highest-performing nonprofit CHROs are leveraging leadership, systems thinking technology and data management skills to create wins for their organization.

In this interactive session, we'll review your StandOut Assessment report describing your greatest sources of strength and contribution and introduce you to a strengths-based approach to your career.  You'll learn about 4 distinct career stages and discover key actions you can take at each one.  Lastly, through our PitchCraft activity, you'll leave with an elevator pitch that is as unique as YOU plus targeted actions to help you drive a successful and rewarding career.

Learning Objectives:

• Learn a strengths-based approach to career growth.
• Gain clarity around the four distinct career stages (new in role, developing in role, exploring career options, and preparing for next role).
• Discover specific actions they can take to drive their career growth at each one.
• Understand how to craft a unique and memorable elevator pitch.
• Leave with a first draft of an elevator pitch (through our PitchCraft activity) that is as unique and amazing as they are!

Learn what stress is, what it isn't, why it prevents you from achieving your goals, and how the right coping methods matter. In this no-nonsense presentation, attendees will be armed with what they need to move from frustration and dread to clarity and momentum.  Professionals look for stress relief by addressing external problems (hire/fire staff, take CE courses, throw money at marketing, etc.), which only serves as a Band-Aid. External solutions are not going to resolve this internal, biological reaction. Learn where stress is present in your business, why it prevents you from achieving your goals, and how to move from functional to OPTIMAL.  In her pragmatic approach, Jen Butler (master executive and board certified coach) debunks the myths behind stress in business and shares how to navigate stressors successfully. Attendees will build an action plan to incorporate practical, effective coping methods with the end result being less stress and higher profits.

Learning Objectives:

• KNOW YOUR STRESS- Understand the different kinds and types of stress and the effect on the business.
• ASSESS YOUR STRESS- Evaluate personal stress levels and how to recognize the team's stress levels.
• REDUCE YOUR STRESS- Recognize stress triggers and how to change them.
• ACQUIRE LONG-TERM- strategies to improve coping skills and reduce stress.

Whether you interviewed for the job or not - you are the CEO of your career progression. As you've gone through your career, what's changed and what's stayed the same? Are there pieces that feel good? Are there pieces that just need to be scrapped? The fact is, you have a secret sauce that no one else can emulate or recreate. In this session, you will identify how your unique blend of career experiences, life lessons, styles of interaction, and workplace strengths can be used to get you from the level you're at to the level you want to be. Nanci will talk about the power of being the author of your own story, the importance of a thoughtful exit strategy, and what it takes to build a roadmap to your next career destination.   Join us for this engaging and interactive session to learn how to turn your workplace blindspots into a vision for your career!

Learning Objectives:

• Learn critical ingredients for developing your career roadmap.
• Build a strong understanding of the foundational steps to unleash your professional passion and purpose.
• Gain actionable items to drive your career success. 
• Apply  'take-home' career management strategies to implement your plan for your career vision.

This session discusses the vital role a strong personal brand plays in maximizing the HR executives' influence, transforming them into a thought leader in their industry. The discussion will tackle the reason it is critical for organizations to be perceived as influential leaders in their respective industries. We will dive deep into the methods and tools that will help you build and strengthen your personal brand, including content creation and storytelling. The demonstration will include strategies and examples of best practices that will inspire you to build your own thought leadership and content strategy.

Learning Objectives:

• Thought leadership will help you stay at the forefront of your industry.
• Become an ideal reference to millions of followers who seek guidance, inspiration, and expert insights.
• Learn how to create a thought leadership strategy that builds your personal brand from the ground up.

98% of managers believe they would benefit from more training per research by Grovo including dealing effectively with issues around professional development, conflict resolution, turnover and time management. 

Are you one of the 98% of managers?

Being a strong leader, you must be ACCTIVE:
•    Accountability
•    Connect
•    Curious
•    Tenacity
•    Innovative
•    Versatility
•    Empathy

Learning Objectives:

• What is the ACCTIVE Leadership Model
• How to implement ACCTIVE Leadership Model into your daily life
• Why design thinking methodology works with ACCTIVE Leadership Model
• How to incorporate design thinking into your leadership style

HR Department Of One -  How to navigate the daily in and outs of the Human Resources role when you are a party of one.  Juggling legal compliance, employee relations, recruitment and strategy, payroll and benefits, performance management, enforcing company policy and getting buy in from C-suites when you are on on your own.  How to market yourself, where to focus your time and energy effectively and to meet your maximum potential - show your value and worth

Learning Objectives:

• Evolve along with the needs of your growing company.
• Move beyond a focus of HR fundamentals and into more strategic, long term goals and aspirations.
• Thinking strategic VS tactical.
• Hear how automation can help you become a successful department of one.
• Technology is your best friend! Where to look for help and guidance in all the right places.
• Become a trusted representative to the workforce in (or outside) of your office.

Have you ever served in the Armed Forces? Do you have questions about veterans or military families that would prepare or strengthen you in your current role? Do you have any wonders about military culture, especially as it relates to diversity and/or inclusion? If you answered yes to any of these questions, presenter Omari Faulkner, who has answered yes to all these questions at one point or another in his life, will clear the air. Through shared personal experiences, data, and hands-on practice, Omari will provide attendees with transparent knowledge that challenges any notion or business strategic plan which doesn't include veterans and military families and provide direction on elevating your organizational culture to encompass this key community. Together, let's hire more veterans!

   Learning Objectives:

• Discover steps you and your organization can take to shape and enhance a robust, inclusive culture for veterans and military families.
• Understand why many fail to attract, hire, and retain veterans due to stereotypes, unconscious bias, lack of understanding,or limited resources.
• Learn how diverse the military family is and why inclusion is woven into its fabric and culture.
• Review the value proposition of military families (spouses, partners, children, adult dependents, caregivers, etc.) and why their roles are so paramount to our military's mission and the operational success of companies both large and small.
• Understand the practices related to both integrating reservists and national guard into your workforce and transitioning military members as their service period ends, and why it matters to companies.

REPEATED FROM TUESDAY at 7:30am.

One overlooked leadership trait-perpetually overlooked and understated-is the key to handling the most pressing challenges in your teams. The ability to motivate people and inspire their best work while they battle decision fatigue, burnout, and mental health challenges, how to attract and retain the best amid an ongoing war for talent, and how to drive stellar business results while taking care of your people. When you embrace the opportunity to be a kick-ass boss and a good human, you are practicing Radical Humility-and it can be a game-changer for your career and those around you. During 35 years of leadership experience spanning four continents, Urs has grown leaders in academia, competitive sports, business, and complex military peacekeeping operations. He helps leaders and organizations apply his comprehensive, proven 4-Step Radical Humility Framework to energize, engage, and empower their teams, and in the process deliver exceptional results.

Learning Objectives:

• Learn the 4-Step Radical Humility Framework to overcome disengagement, distrust and burnout and drive productivity, engagement, and build trust.
• Master the ultimate Yin Yang of leadership: Tough on Results, Tender on People.
• Learn how to apply compassion and empathy as well as the highest standards and relentless striving for results.
• Get inspired by powerful storytelling of exceptional leaders applying Radical Humility resulting in extraordinary success for their organizations and how you can do the same.
• Learn how to be the champion of a culture of psychological safety by displaying vulnerability.
• Walk away inspired and energized.
• Leave with concrete, no-nonsense takeaways you can implement immediately with your teams.

Fewer than a third of corporate Director and VP roles are held by women, and while those numbers are improving, progress toward gender parity has been slow. What does it take for women to ascend to the highest levels of leadership, and how can human resources professionals empower them on their journeys?

Join Jennifer McCollum, CEO of Linkage (a SHRM company) and author of forthcoming book IN HER OWN VOICE: A WOMAN’S RISE TO CEO, who will guide us through the seven hurdles women commonly face on their road to advancement and identify actionable strategies to scale them.

In this special sneak preview of the book, you will gain access to the latest data on women in the workplace and hear real-life insights from a premier expert on women’s leadership.

This session is designed for women leaders looking to ascend, organizational champions of leaders, and those invested in the future of gender parity.

Learning Objectives:

• Get a sneak peek of the forthcoming book IN HER OWN VOICE: A WOMAN’S RISE TO CEO, from Jennifer McCollum, premier leadership expert.
• Discover the seven hurdles to advancement in the workplace and learn actionable strategies women can use to scale them.
• Learn how human resources leaders and organizational leaders can support a culture of women’s advancement and empower women on their leadership journeys.

REPEATED FROM TUESDAY at 7:30am

Imagine the image of an Olympic rowing team.  You see perfection.  The vessel glides effortlessly toward the goal, under the guidance of a team leader facing a crew of members rowing in perfect alignment.  This is strategy.  Now imagine your leadership team. The recent storms you've weathered.  The seating chart changes.  The choppy waters challenging your forward movement.  Leaders today have a unique opportunity to navigate those internal and external 'stormy seas' impacting their organizations with a mixture of modern, strategic techniques and some creative 'strategery'.  Join DCSI's CEO Suzi Lemen in this engaging presentation to address leadership in 2023!

Learning Objectives:

• Select the Right Boat - Evaluate your current organizational structure and consider 'redesign' options that empower your leaders to act in an agile manner appropriate for today's workplace.
• Identify the Direction.
• Explore techniques to effectively convey expectations, allowing leaders to align their team's direction with organizational objectives.
• Let Them Row - Remove the barriers that prevent collaborative thinking, ensuring employee engagement and inclusion at all levels of the organization.
• Celebrate the team as they row right past the finish line!