AM Sessions focus on Embracing COVID Learnings #workdifferent
Breakout Session 1 - Two breakout sessions
Jen Stone, VP HR Global Functions
Matt Walter, VP HR Global Operations and Supply Chain
Christy Blake, VP HR Cranial and Spinal Technologies
Emily Boarman, HR Director Employee Experience
Keith LaPointe, VP HR Shared Services
"Discovering the Future of Work."
The agile process Medtronic is using to discover what the future of work might be with a key theme being that the employees are in the driver's seat and will largely dictate what they expect from a work experience.
David Cambronne, HR Consulting Leader, SVP, Wells Fargo
Jill Hauwiller, President and Principal Consultant, Leadership Refinery
"Productivity and Wellness in a Pandemic."
“Once in a generation” has been a phrase often heard to describe the global impact of COVID-19. On March 11, 2020, the World Health Organization (WHO) declared the novel coronavirus outbreak a global pandemic and for the vast majority of us our personal and professional lives have not been the same since. With respect to our careers, the relationship we have to work, time management, productivity….each other… has profoundly changed. The lines between our personal lives and our professional lives have inexorably blurred. The routines of being in the office have been replaced with job insecurity for some, and a struggle to “clock out” for others. Join us for an engaging and interactive webinar on how we can successfully manage our personal productivity and well-being in the midst of a pandemic.
Morning Break 1
Breakout Session 2 - Three breakout sessions
Alex Smith, Chief HR Officer, City of Memphis
"From 2.5 to 3.5: City of Memphis' Journey from going Unnoticed to the Cover of a Magazine."
In 2015 the City of Memphis was in deep financial challenges and was suffering from low employee engagement, high attrition and low morale due to hiring freezes as well as pay, pension, and benefits cuts. Alex Smith was hired by Mayor Jim Strickland in January 2016 to turn this situation around and help the City to return to attracting and retaining talent. In this session, Alex Smith will detail the transformational HR journey of moving the City of Memphis from an organization on a decline to a progressive municipality leading the way. In particular, this session will detail how key talent management, total rewards and diversity and inclusion strategies can work together to drive change in employee engagement, innovation and leadership. Truly a story that demonstrates how HR can be a strategic partner who can unlock innovation and drive cultural change from the inside out.
Julie Sexton, Senior Vice President & Chief Human Resources Officer, Land O'Lakes
Katie Hines, Manager, Learning and Development, Land O’Lakes
"A Flipped Learning Implementation: What COVID Taught Us."
In 2020, Land O'Lakes partnered with McKinsey in order to fuel its transformation effort. A key component of it revolved around strengthening the Health of the organization, changing the way we work through mindsets, practices, behaviors, and skills to enable performance. To foster this change, Land O'Lakes developed a rigorous training schedule, which revolved around prescribed classroom trainings. Plans were made and everything was ready...then COVID hit. Hear about how Land O'Lakes pivoted its strategy, adapted to a new way of work and delivered content that was engaging and impactful to hundreds of leaders across the enterprise!
Ryan Dunn, Co-Founder, Chief Talent Officer, i4CP
Kevin Wilde, Executive Leadership Fellow, Carlson School of Management
"Leadership Redefined: When we are faced with disruption, we are also faced with opportunity."
Everything seemed to change in 2020. In this age of great transformation, the meaning of leadership is evolving as well. Leaders are faced with what to keep and what to change now and we have a few ideas for you. I4cp did a deep dive study in to 2020 leadership, highlighting what the best did well and what will propel leadership in 2021 and beyond. Three main areas we will cover include: 1. What did the highest performing company leaders do differently? 2. What did leaders do differently at organizations that strengthened their culture and aligned closer to mission and purpose? 3. How did leadership expectations and behaviors change for successful organizations? What is critical to sustain and build moving forward? We call the study Leadership Redefined and found 6 themes and 14 specific leadership behaviors of importance and attributes we believe imperative to leaders now and in the future. This session includes interviews with practitioners, thoughts from leaders in the field, and practical insights you can put into practice at your firm.
Interactive breakout sessions hosted by some of the morning speakers
Christy Blake, Alex Smith, Ryan Dunn & Kevin Wilde, Julie Sexton, & Katie Hines
Morning Break 2
Heidi Capozzi, Executive Vice President and Chief Global People Officer, McDonald's
11:30 – 12:15 presentation, 12:15 – 12:30 live Q&A with moderator
Break for Lunch
PM Sessions focus on working toward Equitable Outcomes in the workplace #DEI
Afternoon Breakout Session 1 - Three breakout sessions
Nick Alm, Executive Director, Mossier
"LGBTQ Self-Identification: Challenges & Opportunities."
6% of the LGBTQ community remains closeted at work and roughly 19% of Generation Z identify as Queer (anything other than straight/heterosexual and/or cisgender) and they are actively challenging the outdated and oppressive nature of the gender binary. The majority of businesses don’t know how many LGBTQ people work for them and as a result, they are missing critical data around talent acquisition, promotion, and engagement that can help better allocate dollars to LGBTQ workforce inclusion programs. This leaves HR teams unsupported when it comes to navigating issues of discrimination, inequities and unconscious bias in hiring and ensuring that LGBTQ employees advance through the organization at the same rates as their non-LGBTQ peers. Historically, businesses have avoided asking for information about sexual orientation and gender identity but Mossier’s discussion will focus on the benefits of asking LGBTQ employees and candidates to self-identify (self-ID) their LGBTQ status. Participants will work with Mossier to understand the various modes of LGBTQ Self-ID, the HR management system and survey questions that will yield productive data, and the structural and cultural changes necessary to ensure success. Mossier will emphasize executive buy-in due to the perceived and legitimate financial and legal barriers associated with this topic.
Mark Irvin, Chief Inclusion, Diversity and Talent Officer, Best Buy
"Painting the Extra-Ordinary."
Why equity is important - changing demographics in the US and the importance of a diverse workforce. Using data to drive change in HR with a focus on hiring diverse talent (emerging & unconventional talent - skills-based). Snapshot of how we are creating a culture of equity and inclusion at Best Buy with those lenses noted above.
Valerie Klitzke, Director of Diversity, Equity and Inclusion, Minnesota Department of Veterans Affairs
"Using Lived Experiences to Move Toward Equity."
A brief overview of equality versus equity. My lived experience as a female combat Veteran and what I find is helpful for firms to consider to strive for equity for Veterans. My lived experience as a DEI Director, tips/tricks when trying to strive for equity in processes.
Afternoon Breakout Session 2 - Two breakout sessions
Karla Parra, Leadership and Transitions Coach, Vida Canvas Life and Career Coaching
"Non-obvious Inclusive Language and its Impact in the Workplace."
Drawing from leadership coaching principles and techniques, this talk will explore how team leaders can develop and apply non-obvious inclusive language skills to build inspired, thriving teams.
Anika V. Ward, Founder and Principal, Sankofa Leadership Network
“Leading for Good: Become a Critical Partner Advancing EDI in Your Institution.”
Speak with any institutional leader who's successfully shifted systems to produce more equitable, inclusive outcomes, and you will likely hear them share a story of a critically important partnership with their Human Resources leader/team. Providing leadership guidance across the institution (from recruiting, hiring, promotions, performance management, and terminations -- to the shaping of key institutional norms/culture, values and processes), the HR professional plays a critical role in shaping an environment from which equitable and inclusive outcomes can happen. In this session, discuss the critical role the HR partner plays as key internal thought partner, influencer and strategist for equity.
Closing remarks - Thank You
Interactive breakout sessions and networking hosted by some of the afternoon speakers.
Nick Alm, Karla Parra, & Anika V. Ward