Organization leaders are challenged to grow and retain quality employees. Developing a culture of mentorship is more than just creating a program, it is an effective way to support commitment and engagement. The speakers will talk about the current state of mentorship and present an example of an organization that brings it to life. Align L&D with the learning needs of your associates to build priority skills, drive business outcomes and enhance overall client service. Learn how to:
- Define effective mentoring
- Tackle the challenges and ensuring success of mentor/mentee relationships
- Benefit to work life balance
Building an Innovative Learning Organization with Russell Sarder, Author, Investor and CEO of NetCom Learning and Sarder TV
What makes organizations successful? Today, most successful companies are learning organizations. These organizations are composed of engaged, motivated employees who continually seek improvement, which leads to
organizational agility and the ability to innovate ahead of the curve. When you encourage learning at every level, from the intern to the C suite, you gain a more highly skilled workforce with a greater ability to act in any situation.
Get a snapshot of what our 2017 keynote speaker Russell Sarder, Author, Investor and CEO of NetCom Learning and Sarder TV/Business Practitioner & Mentor, Columbia University talked about last fall such as:
- Why is it important to build a learning organization?
- How do you build a learning organization?
- Ultimately, what is learning?
Presentation by Tony Herrera, Chief Learning Officer, LPL Financial on the dynamic concepts and skills of effective coaching. As they deal with these issues they explore the assumptions embedded in their view of the problem, and how these assumptions often drive their thinking and behavior. By learning to actively surface and test their thinking and the logic inherent in their views, participants can greatly enhance their organizational and professional effectiveness, and effectively tackle problems that would otherwise go unaddressed or unsolved.
- Identify organizational, team, and interpersonal situations that they find most problematic and recognize why their best efforts to deal with these situations are often ineffective.
- Develop skills for having responsibly robust conversations with people in higher positions of authority so that critical bottom-up communication remains open and productive.
- Foster conditions that will enable people to act with high levels of candor, respect, and responsibility as they engage difficult, complex issues.
- Significantly reduce destructive finger pointing and blaming when dealing with tough problems and issues, and keep people focused on the relevant issues.
- Apply new action models for advocacy and inquiry to real business issues.
Presentation by Ben Leikach, Vice President of Strategic Alliances, Evenium
- Use technology to strengthen learning in small, hands-on, intensive trainings and workshops
- Cultivate meaningful conversations and connections through social and visual collaboration
- Leverage analytics and capture data to demonstrate effectiveness, potency and participation
Upskilling Ourselves: Recharge your Leadership through Self-Management with Jeremy Hunter, Founding Director of the Executive Mind Leadership Institute
While most leadership development programs train skill, many gloss over a critical component: self-management. As research indicates, leaders who have prioritized self-management and mindfulness are not only better equipped to lead, but help boost their organization’s financial performance, among many other tangible results. Focusing on focus, this opening session at the 2017 CLW walked us through ways of refining your leadership presence, to in turn lead thriving teams in today’s knowledge-based economy.
- Underpin self-management and attention’s role as the most critical 21st century leadership skills
- Treat Executive Attention Deficit Disorder – untie your internal knots to better communicate, foster innovation and teamwork
- Minimize distraction triggers -acknowledging and resisting cognitive closure
Integrated Talent Management: Inter-professional Collaboration as a Catalyst for a Next-Gen People Strategy
- Examine inter-professional collaboration as a key enabler to optimize talent and shift culture
- Surface barriers impacting deep collaboration - moving from “Grit” to gain
- Establish effectiveness of the whole picture through analytic
- Cynthia Pigeon, Director of Learning Operations, Texas Health Resources
- Charisse Jimenez, Physician Leadership Development Leader, Texas Health Resources
- Candy Baptist, Senior Learning Leader, Texas Health Resources
Presentation by Mary Farrell, Senior Leader, R&D Supply Chain Learning Academies, The Hershey Company
Did you ever try to create learning assets while the process was still being finalized or before the facility was even built? This was certainly a new challenge for Hershey’s Supply Chain Learning team. Come and hear how the team embedded themselves in the business and created role-based curriculums and innovative learning solutions as the project unfolded.
- A methodology on how to work alongside the business to create processes and learning simultaneously
- Using ADDIE to create role-based curriculum including simulations and innovate e-learning
- Ensure rigorous follow-up and learning impact through level 3 & level 4 evaluations
Presentation by Michelle Thompson, Vice President of Learning and Development, Capital Group. The past 3 engagement surveys at Capital Group delivered a clear message that our associates felt we could improve our support of their careers and their development. After detailed analysis, Capital Group established an enterprise philosophy and focused on upskilling our leaders and empowering our associates. This session will outline the journey and provide broad ranging solutions designed to address our associate’s needs.
- Leverage feedback and engagement surveys to identify associate desires related to career development opportunities
- Maximize the focus on career development through a consistent philosophy, experience-building activities, new resources/tools, and training sessions
- Implement holistic solutions focused on upskilling leaders, empowering associates, driving consistent messaging and enhancing processes
If your coaching discipline doesn’t align to bottom-line results, it simply doesn’t get the job done. Drawing on expertise as Head of Leadership, Management, and Coaching for LinkedIn, Jeremy Stover will discuss his organization’s approach to contextualized, metric-driven coaching. He’ll also offer his expertise on helping teams reframe coaching as a strategic discipline, while offering his expertise on helping teams think of this as a more strategic, data-driven.
- Incorporate a holistic approach to not just one program. How do you infuse it in everything that you do?
- Frame the benefits of coaching through the context of the organization – identify the business’ unique challenges first
- Shift toward an outcome-oriented discipline, to make a difference in the organization
Jeremy Stover, Head of Senior Leadership Development and Coaching, LinkedIn
Presentation by Kelley Cornish, SVP, Head of Diversity and Inclusion, TD. Drawing on 25 years of experience as a multi-industry diversity and inclusion leader, Kelley Cornish will unpack the ways in which D&I must be a crucial component for today’s learning and talent development programs.
- D&I’s Innovation and evolution in today’s increasingly diversifying workforce and consumer base
- Establish a D&I CoE – collaborate with learning and talent and external functions to embed it to all parts of organization
- Build a diversity and inclusion program that accelerates business productivity and growth
A compilation of corporate leaders explain what learning means to them.