Filtered Sessions

The need for activities that encourage connection is especially critical for remote and hybrid teams. This session will focus on simple activities teams can do to help foster individual connections and a sense of belonging between new and existing team members. During the session, you'll try out different activities that encourage storytelling to learn more about each other's backgrounds, help uncover shared interests, and inspire fun shared memories for the new team.

Learning Objectives:

• Explore barriers to forming new relationships faced by new hires.
• Design effective team bonding sessions for integrating new hires into in-person and distributed teams.
• Lead engaging activities to catalyze connections between new and existing employees.

With more than 40 states having legalized cannabis in one form or another and at least two states legalizing the use of therapeutic ( psilocybin) mushrooms human resources professionals need to address these realities as they update and enforce their organization's drug and alcohol policies. This session will review federal and state laws as well as legal issues presented with this evolving issue.

Learning Objectives:

• Awareness of federal and state law issues.
• Update on reasonable accommodation as it relates to cannabis.
• Alert to legal pitfalls with health questionnaires involving drug use.
• EAP and other resources Practical approach to discipline and discharge.

In this session, you'll learn to help others feel seen, heard and valued through intentional connection!  You'll hear from Rob Lawless, who's spending 1 hour with 10,000 different people, on how he's spontaneously run into his new friends, what he's learned from the victim of a mass shooting and how he flew in a plane that the pilot had built himself.  Furthermore, you'll connect with each other using his FRIEND framework in 1:1 breakouts!

Learning Objectives:

• Facilitate Conversations - By knowing what questions to ask, individuals will have the ability to dig deeper in their conversations to connect on a more authentic level and create stronger relationships.
• Practice Active Listening - Active listening will ensure that conversations are meaningful and productive allowing for greater understanding and connection between people.
• Set Intentions For Connection - Becoming more intentional about connection will help audience members tap into the compounding value of relationships over time.

Get an insider’s perspective on the federal workforce in this conversation with U.S. Office of Personnel Management (OPM) Director Kiran Ahuja. Ahuja is responsible for personnel management for the federal government, the nation’s largest employer. The session will include a discussion of the challenges and opportunities facing federal agencies in attracting, developing, and retaining top talent. She will also discuss the latest initiatives OPM is undertaking to modernize the hiring process, fostering a culture of inclusion, and create a more engaging employee experience. This session is a must attend for HR professionals who work with the government or face transformation challenges of their own.

Covid changed the workplace permanently; the workforce of the future will never be what it once was. Workers, whether brash young Gen Zers or suddenly empowered Millennials and Xers, are demanding new and greater flexibility and techniques than was ever imagined in the top-down workplace of the past. Today's courageous leader will help formulate a new social contract and use the workforce to redesign everything we know about recruiting and engagement for the third and future decades of the 21st century. What can you do to be part of this revolution?

Learning Objectives:

• Learn what has changed in the workplace in the Covid and post-Covid era.
• Understand what today's workers are demanding of their leaders.
• Identify how the most successful companies have responded to the challenges of empowering workers who have more options and greater opportunities for growth and movement in today's marketplace.
• Learn what you can do to successfully recruit and retain the best employees in this increasingly complex environment, and reimagine your new workplace.

CEOs speak the business language of goals, costs, and accountabilies, yet most HR executives continue to 'solve' turnover and engagement with traditional one-size-fits-all implementations like pay, benefits, and responses to engagement and exit surveys. This session includes research that first-line leaders are the greatest causes of turnover, retention, and engagement along with a specific 5-step process to move retention and engagement accountability from HR to operations executives and their management teams...where it has always belonged.

Learning Objectives:

• Learn how to partner with finance to place dollar values on employee turnover.
• Analyze data that results in establishing both new-hire and annual retention goals...and proving in most organizations that cutting new-hire turnover is the key to improving overall turnover.
• Combine costing turnover, forecasting turnover and applying other business-driven methods will lead their executives to establish first-line leader retention goals and accountabilities.

Increase employee engagement by understanding Gen Z Mindsets; review current research on employee loyalty; examine 'PHYGITAL' trends in the workplace (intersection of digital and physical); Re-think AI as a tool that benefits HR leaders and employees; and Leverage the Purpose Profit Loop to increase the impact of your HR strategies.

Learning Objectives:

• Apply Gen Z Mindsets at work.
• Learn about the Purpose Profit Loop and be able to apply it to your strategy planning.
• See the latest research driving today's trends from AI to employee engagement.

Repeated on Monday at 10:30am

A happy & fulfilled workforce is today's competitive advantage. This session will give you a 3-Step Flow Strategy System to increase the meaning, joy, and fulfillment with your workforce. With her Copper Dragon Violin in hand, Violinist, and Global Flow State Authority Diane Allen will walk you through the steps to connect what your people love, with the work that they do. According to Diane, flow is when your genius and heart become one.

Learning Objectives:

• Gain basic knowledge and neuroscience of the Flow State.
• Learn the 3 Questions that gives people the path to love their job.
• Tap into your highest levels of performance, on demand.
• Utilize the 3 Questions to coach employees to access high levels of productivity, personal fulfillment, and happiness.
• Include the 3 Questions during job interviews to improve the recruitment process increasing a candidate's job satisfaction and longevity in the organization.

As we assume new responsibilities that come with our leadership roles, one of the most magical discoveries we make is our ability to effectively empower and build up others, and ourselves, through successful motivation. Whether working with the highest performers or ones with room for growth, smart leaders are constantly contemplating how to engage their teams and motivate them to succeed. Too often we rely on external rewards - like motivating a horse to run with the carrot on a stick - yet these can only work for so long. The people and projects we lead require different motivation styles and, as a leader, we have an obligation to customize our approach to maximize each individual's intrinsic motivation. In this session, we'll explore the building blocks of successful communication to enhance individual motivation and team engagement.

Learning Objectives:

• Discover the three types of motivation.
• Determine specific strategies to create an environment where intrinsic motivation is especially high.
• Reflect on current leadership practices, and apply new theories to enhance personal leadership.
• Establish a stronger community of like-minded individuals and rising thought-leaders.
• Develop an action plan to implement key lessons into project leadership.

Empathy isn't a skill to be learned, it's a muscle we need to flex. We can all use practice putting ourselves in someone else's shoes. Showing compassion and working to connect with others has been shown to be a top trait of the most effective leaders. This program will use the framework of GIFT (Generosity, Initiative, Forward Momentum & Transparency) to help attendees navigate the path to becoming more empathetic leaders.

Learning Objectives:

• Make the case for empathy in leadership, what it is and why our leaders need it.
• Learn that it's all about flexing a muscle we already have, and how to more effectively engage that muscle.
• Use the framework of GIFT (Generosity, Initiative, Forward Momentum & Transparency) to navigate the path to empathetic leadership.

Did you know that 90% of women will have sole responsibility for their finances at some point in their lives?  Every investor has a unique life path, one that's dotted with milestones and perhaps a few pitfalls along the way.  However, women often face similar challenges and opportunities thanks to longevity and other trends.  Join this workshop to learn about what makes financial planning for your female employees particularly unique.

Learning Objectives:

• Understand the stressors that your female workforce may face including diverse career paths and caregiving obligations.
• Outline the opportunities employers have to deliver custom financial wellness education and resources to meet their employees where they are today.
• Demonstrate how an employee's current life stage informs their financial planning challenges and opportunities.
• Recognize that a workforce empowered with sound financial planning fundamentals can reduce stress and enhance productivity at work.

All too often, we deeply want to be supportive to our coworkers who we know are experiencing grief, but we don't know how. In this session, Certified Dare to Lead Facilitator Holly O'Hern, gives individuals specific ways and options to be supportive - to others and to themselves - while drawing on real life experiences and moments of transformation.

Learning Objectives:

• Learn about hidden types of grief and the many impacts of grief in the workplace.
• Learn common mistakes well-meaning people accidentally make that are not supportive to people who are grieving.
• Learn ways and options to support others who are grieving in lasting ways.
• Learn how grief-sensitive workplace cultures create inclusion and retention for more of their employees and make an impact.

Repeated from Sunday at 2:15pm

A happy & fulfilled workforce is today's competitive advantage. This session will give you a 3-Step Flow Strategy System to increase the meaning, joy, and fulfillment with your workforce. With her Copper Dragon Violin in hand, Violinist, and Global Flow State Authority Diane Allen will walk you through the steps to connect what your people love, with the work that they do. According to Diane, flow is when your genius and heart become one.

Learning Objectives:

• Gain basic knowledge and neuroscience of the Flow State.
• Learn the 3 Questions that gives people the path to love their job.
• Tap into your highest levels of performance, on demand.
• Utilize the 3 Questions to coach employees to access high levels of productivity, personal fulfillment, and happiness.
• Include the 3 Questions during job interviews to improve the recruitment process increasing a candidate's job satisfaction and longevity in the organization.

Americans could live an extra 19 years - if they pick the right employer. And for that benefit, they will shop for the right employer-don't you want to be on their list? Employers can spark healthy aging in their employees by empowering healthy lifestyles, investing in the social drivers of health, and focusing on well-being and prevention are strategies for success.  In this session, learn about the top 10 ways you and your organization can easily and effectively influence the health and well-being outcomes of your employees through a health equity lens. Explore tools, trainings, and evaluation techniques to gain the skills you need to drive employee health. When employers make decisions rooted in health equity, employees will live happier, healthier, and longer lives. Join us to see where your company can start!

Learning Objectives:

• Discover the biggest drivers of health inequities and HealthSpan among your employees.
• Learn about the top 10 employer-led actionable strategies to address health inequities.
• Begin creating your Workplace Health Equity plan to create change in your workforce.
• Connect with peers on the Health Equity journey to share ideas, struggles, and achievements for long-term health equity solutions.

Although deskless workers, or employees who rarely sit behind a desk to do their job, make up a sizable portion of the U.S. workforce, employers often struggle to find ways to meet these workers’ needs. To better understand the strategies used to encourage benefits enrollment and utilization among this group, SHRM partnered with Fidelity to conduct a survey of HR professionals. Join us as we dive into the results, and examine the best practices currently used within HR to engage deskless workers about their benefits.

Learning Objectives:

• Primary concerns that HR leaders have about deskless workers’ financial, life, health, and work well-being.
• The engagement strategies used to increase benefits enrollment, and utilization among deskless workers.
• Most effective engagement strategies used to increase benefits enrollment, and utilization among deskless workers.

Developing cohesive global compensation reward programs for your organization that are also appropriately nuanced based on country cultures is a very challenging task! The primary objective is to realize the tried-and-true adage 'Think Globally and Act Locally' and have it embedded as the guiding principle in your organization. To accomplish this, it is imperative to develop and implement effective global compensation programs that are aligned with your organization's human capital strategic plans. In his presentation, John will discuss leading-edge compensation solutions, the factors that impact mobility decisions, and all of the necessary techniques to pay your global workforce equitably. Moreover, you will come away with a real-world 'global schematic' of compensation and total reward perspectives, methodologies and approaches that are practiced in premier international organizations. This will help you to fully optimize the design of your global programs with the result of attracting, retaining, motivating and engaging top performers all over the world.

Learning Objectives:

• Learn to develop effective compensation, benefits and well-being programs in complex multi-national organizations.
• Explore how well-being, recognition, and career development can be leveraged to attract, motivate, retain and engage your employees.
• Identify the challenges of managing international assignments and learn approaches for developing aligned compensation solutions.
• Understand internal and external influences that affect global compensation design and delivery.
• Receive a real-world 'global schematic' of compensation and total reward perspectives, methodologies and approaches that are practiced in premier international organizations.

Performance evaluations have long been a source of frustration for supervisors and subordinates alike. What's worse: both self-evaluations and supervisors' evaluations can reflect unconscious biases that make the process less equitable for some, particularly for employees from underrepresented backgrounds. In this interactive session, participants will learn how to support a performance evaluation process that drives desired behaviors and results, while making them more fair and inclusive for the modern diverse workforce.

Learning Objectives:

• Understand how unconscious bias and cultural differences impact the effectiveness of performance evaluations.
• 'Level the playing field' with more inclusive self-evaluations from employees.
• Techniques to interrupt bias in performance feedback and evaluations.

Repeated on Tuesday at 2:00pm

AI will rewrite the rules of performance, redirecting capacity to unlock new levels of innovation, creativity, and complexity. Sure, AI is the defining technology of our generation, but it won't define our generation. People will. After all, everything that will make or break the success of AI is fundamentally human: Acceptance, transparency, and cultural clarity. The leaders who cultivate these elements will find that their AI-enabled performance has no limits.

Learning Objectives:

• Hear how AI inherently opens capacity for employees to direct their focus to novel things.
• As tech strategy and governance is expected to grow significantly through 2026, learn how AI can (and should) play a role.
• From a leadership perspective, understand how to humanize AI for employees, and cultivate an environment of trust, transparency and acceptance.

This session will discuss the power of empathy to build bridges through self-reflection, proximity, and direct engagement. Topics Covered: Diversity and Inclusion; Company Culture; Racial Reconciliation; WHY IT MATTERS; The impact of the pandemic will be felt for generations worldwide. The current pace of change and ongoing cultural friction is creating an opportunity for difficult conversations around the virtual water cooler and our dinner tables. These conversations can result in a desire to 'cancel', confront, or ignore those who see our world differently.  As professionals navigating the tensions between personal beliefs and experiences and company values, how can we lean in to make positive change in our workplace, families, and communities?   Session snippets include:  Empathy does not require perfection; it requires authenticity and humility. Bridges don't begin until there is nothing underneath them. On our road toward greater inclusion and diversity, we must remember that there is no change in shame.

Learning Objectives:

• Increase cultural awareness and understanding.
• Encourage interpersonal growth in a diverse environment.
• Build bridges to develop an inclusive organizational culture.

Learning Objectives:

• Speak to various stakeholder groups in language that resonates with them.
• Counter employee resistance to diversity efforts.
• Incorporate culture-building principles when developing DEI strategy.
• Effectively engage executives as DEI ambassadors.
• Build empathy across audiences for underrepresented employee groups.
• Use technology to amplify Your DEI message.

Most engagement efforts focus on workplace engagement. In fact, billions of dollars are invested annually to improving engagement, workplace culture,  and leadership.  But Gallup claims 67% of the workforce continue to be disengaged or actively disengaged.  What gives? Research and case studies from Bob Kelleher's  book, I-Engage, Your Personal Engagement Roadmap highlight that workplace engagement is often triggered by what happens at home as much as  what happens at work.  If an employee is not happy in life, they will struggle to find engagement at work.   Do you know what engages you or your people? Do you know why or your employees are or aren't engaged? Are your positive or negative emotions driving your engagement? In this reflective session, discover the secrets to job fulfillment, the impact one's home and personal life have on workplace engagement, and proactive steps to boost engagement at both a personal level, and with employees you manage. You will learn key exercises and tools to unleash a holistic approach to engagement.

Learning Objectives:

• Learn how to engage the WHOLE employee.
• Coach employees to booster their personal engagement.
• Steps to become more engaged as an individual and to identify warning signs of disengagement with people you manage.
• Underst the two sides of engagement: personal and organizational.

Repeated on Tuesday at 2:00pm

An accommodation revolution is coming! This presentation examines legal changes to Title VII workplace accommodations.  Historically, Title VII required minimal employer concessions in terms of accommodations. Recently, statutes and cases expanded the scope of accommodation protections in Title VII. These changes constitute an 'accommodation revolution.' Employers will need to make increasing concessions to employee needs that were previously only available under the Americans with Disabilities Act. Are you ready for the accommodation revolution?

Learning Objectives:

• Increase understanding of the history and operation of Title VII.
• Increase understanding of the Americans with Disabilities Act.
• Provide information on recent legal changes in Title VII concerning accommodations.
• Increase understanding of the scope of reasonable accommodations.

Repeated on Tuesday at 3:30pm

Wellness has become of of the major areas of focus in corporations and organizations worldwide. Employee health and mental wellness are critical to the overall culture, recruitment, and retention. This high-energy session will analyze our mantra, 'Self-Care Is A Precursor to Wellness!' Employees and leaders must take 'ownership' of self-care for wellness to penetrate the culture.  This session will provide tools to accomplish this goal. How to inspire your employees to own their own wellness journey.

Learning Objectives:

• Learn the three critical areas of self-care and their application in the workplace.
• Learn simple strategies to help employees take ownership of their wellness journey via self-care.
• Be revived in your wellness journey via self-care.
• Learn self-care best practices and the research associated with it.

Repeated on Tuesday at 12:30pm.

Businesses struggle with communication on a good day so having unnecessary or unresolved conflict added in will only cause deeper structural and organizational flow issues. And while conflict management is a useful skill to exercise, the lack of understanding of forgiveness as a piece of that plan will lead to more repeated situations with those same involved individuals.

Learning Objectives:

• To be able to identify the mired and conflicted communication snags in conflict management within an organization.
• To be able to define what forgiveness (in a business context) is and isn't.
• To be able to practice functional forgiveness as a methodology in conflict resolution and in sustained, healthy internal communication.

This session delves into the crucial balance between embracing technological advancements and preserving the irreplaceable value of human connection in the workplace.  As we witness a paradigm shift towards AI integration and hybrid work models, this talk addresses the pressing need for businesses to re-evaluate and strengthen their approach to human interactions. While technology offers unprecedented efficiencies and capabilities, it also poses challenges to the traditional dynamics of workplace relationships and customer engagement. This session explores how businesses can leverage these technological advancements to enhance, rather than diminish, human connections.  Key highlights include:  Understanding the Current Landscape: A comprehensive look at the technological trends shaping the future of work and their impact on employee and customer relationships.  The Psychological and Business Case for Human Connection: Insights into why human interaction remains a cornerstone for emotional well-being and business success, even in a technologically advanced landscape.  Strategies for the Hybrid Work Environment: Practical approaches for fostering a connected, collaborative, and supportive culture in a hybrid workplace. Empowering Human Resources: Specific tools and methodologies for HR professionals to lead the charge in nurturing workplace relationships in the era of AI and automation.  Future-Proofing Businesses through Empathy and Connection: How businesses can stay ahead by integrating empathy and human-centric approaches into their strategies.  This session is not just a conversation but a call to action for HR professionals to be the architects of a workplace that values human connection as much as technological efficiency. Attendees will leave equipped with actionable insights and strategies to make human empathy a core component of their organizational culture in this high-tech era.

Learning Objectives:

• Understand the Impact of AI and Automation on Work Dynamics: Gain insights into how technological advancements, especially AI and automation, are reshaping the traditional workplace and employee interactions.
• Recognize the Importance of Human Connection in Business: Learn about the critical role of human interaction and empathy in maintaining employee morale, customer satisfaction, and overall business success in a high-tech environment.
• Identify Strategies to Enhance Employee Engagement: Discover effective methods to foster a supportive, connected, and empathetic work culture, particularly in hybrid or remote work settings.
• Develop Skills to Balance Tech Efficiency with Human Interaction: Acquire practical skills to utilize technology as a tool for enhancing human connection, rather than as a replacement, ensuring a balanced approach in business operations.
• Apply Human-Centric Approaches in Leadership: Understand the principles of human-centric leadership and how to apply these in managing and motivating a diverse and technologically integrated workforce.
• Create Customer Experiences that Value Personalization: Learn how to design and implement customer service strategies that prioritize personalization and human touch, even when using digital platforms.

This session will share keys for the successful utilization of corporate engagements with higher education institutions.  In today's fight for high quality talent, business leaders are often unaware of how the implementation of academic partnerships can be a long-game strategy worth investing in. Along with developing a pipeline of future potential employees, academic partnerships are an effective model for supporting tomorrow's workforce career readiness, for activating DEI goals aimed at providing access opportunities, and for building community via goodwill.

Learning Objectives:

• Research based insight about Gen Z employees and what they are looking for in the workplace.
• Understanding the impact of corporate partnership with academic institutions as a pipeline for engaging Gen Z future employees.
• How to build a success academic partnership.

Tired of telling managers it's their job to manage abrasive workplace behavior, not yours? Do you wish they'd find the courage to stop bullying by bosses? This session will show  HR professionals how to motivate leadership to intervene and stop the suffering. Most abrasive leaders can change, but only if their managers motivate them to transform their leadership styles using the correct strategy: conduct intervention.

Learning Objectives:

• The five steps of courageous conduct intervention.
• How to motivate leaders to manage unacceptable conduct: growing their Management Backbone.
• Dealing with leadership anxiety and defensiveness.

Evolving from Thin to Thick Clarifies Communication & Expedites Effectiveness Trust is the foundation for every relationship. Some people start off naturally trusting while others require it to be earned. Without it, time is wasted and the wrong problems are solved.  WHY IT MATTERS How do you decide to trust someone or not? In business, it's not an either/or proposition. We trust our colleagues, supervisors and subordinates in varying degrees, from thin to thick. The thicker the better  An Ownership Mindset enables individuals to engage in conversations that cause the evolution of trust to progress. Using the filters of Care, Commitment & Competence, trust can be built into a strong foundation.  Using a mouse trap to unveil numerous principles that exist within a trusting relationship, Greg engages the audience in a trust exercise like you've never experienced before!  Understanding trust indicators that exist both on teams and between individuals will catapult your ability to thicken up trust!

Learning Objectives:

• Learn why someone might not trust you.
• Explore the contrasting realities between thin and thick trust on teams.
• Understand how vision contributes to empowering trust.
• Grasp the cost of thin trust.
• See how trust is a tangible experience.

When organizations take a human-centric approach with their employees, magical things begin to happen: Productivity increases, job satisfaction improves, retention stabilizes and employees are, well, happy. If your organization needs an attitude adjustment, our practical guide will help your HR team implement and foster a human-centric work environment. We'll weed out the myths, discuss employee nuances (thrivers vs. grinders) and unveil a few small steps that will reboot your employees, taking them from doldrums to dynamic.

Learning Objectives:

• '1-2-3 Check, Check: Let's breakdown three human-centric workplace myths for a reality check: -Too touchy-feely. Our organization isn't emotional enough for a human-centric culture.  - Eeew, people. Having a human-centric workplace involves constant hand-holding, coddling and micromanaging employees.   -What they really, really want: All employees prefer a flexible work schedule.'
• The Benefits: Companies with human-centric cultures are filled with employees who take pride in their organization, feel valued, encouraged to provide feedback and make improvements.
• The Steps: Implementing a human-centric workplace involves understanding employee needs and creating an environment that supports wellbeing, flexibility, communication and sense of belonging.
• The Technology: Better workplace technology boosts employee productivity, improves efficiency and enables informed decision-making.
• The Numbers: Open communication, surveys and constant feedback not only engages employees, but it gives them a voice. Your follow-through ensures they are being heard, valued and respected.

When organizations take a human-centric approach with their employees, magical things begin to happen: Productivity increases, job satisfaction improves, retention stabilizes and employees are, well, happy. If your organization needs an attitude adjustment, our practical guide will help your HR team implement and foster a human-centric work environment. We'll weed out the myths, discuss employee nuances (thrivers vs. grinders) and unveil a few small steps that will reboot your employees, taking them from doldrums to dynamic.

Learning Objectives:

• '1-2-3 Check, Check: Let's breakdown three human-centric workplace myths for a reality check: -Too touchy-feely. Our organization isn't emotional enough for a human-centric culture.  - Eeew, people. Having a human-centric workplace involves constant hand-holding, coddling and micromanaging employees.   -What they really, really want: All employees prefer a flexible work schedule.'
• The Benefits: Companies with human-centric cultures are filled with employees who take pride in their organization, feel valued, encouraged to provide feedback and make improvements.
• The Steps: Implementing a human-centric workplace involves understanding employee needs and creating an environment that supports wellbeing, flexibility, communication and sense of belonging.
• The Technology: Better workplace technology boosts employee productivity, improves efficiency and enables informed decision-making.
• The Numbers: Open communication, surveys and constant feedback not only engages employees, but it gives them a voice. Your follow-through ensures they are being heard, valued and respected.

Nonqualified plans have become increasingly important in the last 18 to 24 months. Employers need new and inventive ways to attract, retain and incentivize highly compensated and key management employees.  One of the biggest (and most overlooked) differences between qualified and nonqualified plans is the lack of a 'due diligence framework' on the nonqualified plan side. In the world of nonqualified plan, you and your plan committee are required to meet regularly, and to comply with various fee disclosure, notice requirements, etc.   In the world of nonqualified plans, there's a tremendous amount of flexibility, but due diligence is still imperative to make sure plan sponsors comply with applicable law.   The purpose of this presentation is to identify nonqualified plan due diligence needs and develop a related framework and support system.

Learning Objectives:

• What is a nonqualified deferred compensation plan and how does it defer from a qualified retirement plan?
• What are the related advantages for employers and employees?
• What are the due diligence requirements for nonqualified plan sponsors?
• How can these types of plans provide a significant value add to employers?
• What are the key due diligence considerations?

Losing quality employees can result in lost institutional knowledge and necessary skills required to meet current and upcoming organizational challenges. Effective succession planning can address these concerns by encouraging retention and preparing employees for internal mobility opportunities. Discover how to implement a process that promotes engagement, supports advancement, and addresses future needs. This session will share useful techniques, practical takeaways, and support templates to ready your employees for internal advancement when the time arises.

Learning Objectives:

• Analyze succession planning efforts of high-performing organizations, including best practices and improvement opportunities.
• Implement a tailored succession planning process to promote engagement, address future needs, and support internal mobility.
• Adapt processes, techniques, and materials according to individual organizational future needs and available resources.

Implementing a talent marketplace, and an internal talent mobility strategy, has been one of the hottest innovations in HR.  While many HR leaders understand of the promise this can bring to their organization, they struggle with how to build the business case for change and how to successfully implement it.  In this session you will learn the ROI this strategy has provided for companies and the keys to success in implementation.

Learning Objectives:

• How to build the business case for implementing an internal talent marketplace.
• The most common business reasons for adopting this new talent strategy, and the results obtained by leading companies.
• How to enable the change through the adoption of new technology, new ways of working, and aligning HR processes to support this new approach to work.
• Best practices in implementing a new talent marketplace.

In today's rapidly evolving business landscape, effective leadership goes beyond traditional management techniques. Leaders who excel possess a unique set of coaching skills, empowering their teams to achieve greatness. This session delves into the International Coach Federation (ICF) coaching core competences, equipping leaders with the tools to inspire, motivate, and guide their teams to unparalleled success. Through interactive discussions and real-world case studies, participants will learn how to foster a culture of growth, accountability, and innovation. From active listening to powerful questioning techniques, this program empowers leaders to unleash the full potential of their teams, driving sustainable results and fostering long-term success. Join us on this transformative journey towards Leadership Mastery and unlock the true power of coaching in the workplace.

Learning Objectives:

• Understand the key principles of coaching and its significance in leadership.
• Explore strategies for fostering a culture of growth, accountability, and innovation within the organization.
• Gain insights into leveraging coaching skills to enhance team performance and productivity.
• Create action plans to implement coaching techniques effectively in day-to-day leadership practices.

Repeated on Tuesday at 11:00

In this session you will discover what it takes to cultivate a workplace where employees not only excel but flourish. This dynamic session is designed for HR leaders and professionals to enhance employee engagement and retention strategies. Identify the key drivers of a positive workplace culture, and learn approaches to create an environment where employees feel valued, connected, and inspired to contribute their best.

Learning Objectives:

• Building a Culture of Recognition: Learn how meaningful recognition can boost morale, reinforce positive behaviors, and create a culture of appreciation.
• Effective Communication for Engagement: Develop communication strategies that foster transparency, build trust, and keep employees informed and engaged,
• Understanding Employee Motivation: Explore factors and circumstances that drive employee motivation and how to create engagement strategies for employee and team needs.

The Case: The topic is related to a 62-year-old conservative, family owned, promoter driven, inward looking organization in the precious metals industry. The business had been coming, the company had been standing, but nobody looked at its growth potential. There was a huge trust deficit between the management and employees. There was the highest level of confidentiality which was hampering the work to an unimagined extent. The systems, processes and policies were very archaic. It was a big challenge to attract talent in spite of good financial stability and position in the market. The brand was lost in oblivion.

 Need for Change: The business environment is always dynamic, constantly evolving and endlessly demanding. It keeps on posing challenges even to the organizations which have existed in the market for years.

Learning Objectives:

• Conceptualizing, designing, and executing a structured organization change process for converting an inward-looking organization into a truly professional global company.
• Identifying the main constituents of organization change and factors which inevitably impact it and managing them to the advantage of the company.
• Understanding expected tangible and intangible impediments which are confronted while executing change management interventions.
• Enhancing involvement of internal stake holders at all the levels in the change process by winning their trust, acceptability, and commitment.
• Rebuilding the organizational culture, transforming the working environment, and broadening people perspective to internalize the effected change.

Despite our recent efforts, employee turnover and retention are still among the top concerns of CEOs, HR, and managers. Pay raises, flextime, remote work, and all the other perks haven't been enough. Why? Employees who leave consistently identify poor feedback as one of the biggest reasons.  When translated, you may recognize these: (a) I don't know what is expected of me, (b) I don't know how I'm doing, (c) I don't know where I stand within the company, (d) I don't know the future holds for me or the company, or (e) I never hear from my manager. Within this session, we'll identify the 5 common trends among managers that prevent effective feedback and how to overcome them. We'll tap into the latest workforce research and compare it to shifts in attitude, demographics, work ethics, learning styles, relationships, and more. You'll also leave with specific tools and action plans you can implement right away with managers to begin to see immediate results.

Learning Objectives:

• Learn about the top five barriers that most commonly get in the way of effective feedback and accountability.
• Identify the differences in today's workforce that require a shift in how we deliver feedback to effect change.
• Consider best practices to instill a culture conducive to feedback and continuous improvement.
• Understand the 'roadmap' to effective feedback to train and implement with managers.
• Promote greater inclusion in the workplace through effective communication and engagement with employees.

Repeated on Tuesday at 3:30pm

A study from Gallup and Workhuman finds that recognition and well-being, together, can pave the way for improved business outcomes. But HOW do we do that?  What can we do to make the workplace more engaging? From the research and data findings within his research, Dr. Fockler found the 'secret sauce' to change, and this 4-step process for LEADing change in the workplace can support a vast array of business sectors.

Learning Objectives:

• Learn the top five issues currently showing up in the workplace as per Gallup and Workhuman.
• Learn about LEADing change (an acronym used to foster change), which is grounded in theory (the science of using the concept).
• Utilize LEAD within your organization (art of using the concept).
• See how the issues presented by Gallup and Workhuman are opportunities for HR practitioners to LEAD change in their organization.

Repeated on Tuesday at 3:30pm

The presentation offers an in-depth exploration of how contemporary social trends, many of which started before COVID-19, significantly reshape HR practices, particularly in the realms of recruitment and retention strategies. Exploring transformative shifts catalyzed by the intersection of social trends aligned with the rise and redefinition of the gig economy, technological advancements, social media impact, work-life balance, environmental and social responsibility, data-driven decision-making, and federal funding the indispensable need to create holistic employee experiences.

Learning Objectives:

• Gain a profound understanding of various contemporary social trends and their direct influence on HR strategies, particularly in recruitment and retention.
• Explore trends such as remote work, DEI initiatives, generational diversity, mental health emphasis, and technological advancements, grasping how each factor shapes HR functions.
• Learn actionable strategies to attract and retain talent in dynamic work environments influenced by trends like remote work and the gig economy.
• Acquire insights into tailoring recruitment approaches for remote talent and leveraging flexible work arrangements to bolster retention rates.
• Delve into the significance of DEI initiatives beyond just attracting diverse talent.
• Understand how these initiatives foster inclusive cultures essential for improving retention rates and promoting a positive work environment.

Many employees expend considerable emotional energy hiding their disabilities from colleagues and bosses in every interaction at work, in every meeting, and when toiling away side-by-side. It's exhausting and stressful. But the stigma around disabilities - the fear of discrimination and rejection, and the risk related to job security - prevents many employees from disclosing their condition and asking for supports and accommodations to succeed at work.  Yet studies show that when employers intentionally create an atmosphere of acceptance and show a commitment to build inclusion - offering disability awareness training and creating employee resource groups as a safe place for people with disabilities, chronic conditions, or difficult life situations to meet and support one another - employees no longer feel threatened to reveal a disability. Instead, they take advantage of employer-provided supports, which, in turn, improves their wellbeing, increases their level of trust in others, and boosts their productivity.  This presentation explores how to approach disclosure in the workplace and provides research-driven strategies that cultivate acceptance from colleagues and supervisors.

Learning Objectives:

• Hear how masking inhibits executive functioning skills.
• Learn about strategies to determine whether and how to disclose a disability.
• Discuss questions to ask to try to determine whether an organization has a culture of acceptance and diversity.
• Talk about approaches to help you advocate for policies that support people with invisible disabilities.
• Innovative research to aid organizations in becoming more aware of invisible disabilities and create policies that foster advocacy and acceptance.

Repeated Tuesday at 11:00AM

As HR leaders grapple with unprecedented challenges, discover how integrating Process Intelligence (PQ) into your programs addresses the evolving needs of the workforce. From combating leadership fatigue to empowering emerging talent, this session offers practical strategies and real-life examples, promising an insightful journey to reshape your leadership approach.

Learning Objectives:

• Build performance metrics that drive business focus, urgency and accountability.
• Reignite your teams that are hybrid, virtual or in-person with non-negotiable systems.
• Establish leadership skills to elevate employee engagement in your organization.
• Create a communication cadence that informs at all levels and tiers.
• Discover transformational processes to create innovation in a team.

In the 'Running on Fumes: DEI Fatigue and A Supreme Court Decision' session, participants explore the challenges of diversity, equity, and inclusion (DEI) efforts, addressing the exhaustion that can accompany these initiatives. The session also delved into the implications of a recent Supreme Court decision on DEI practices. Attendees will gain insights into navigating DEI fatigue and adapting strategies in light of the decision, fostering a more comprehensive understanding of the evolving landscape for DEIB initiatives.

Learning Objectives:

• Understand the manifestations and impact of DEI fatigue in the workplace, recognize signs, and implement strategies to mitigate its effects on individuals and organizational culture.
• Analyze the Supreme Court decision's implications for workplace DEI initiatives, while maintaining a commitment to fostering a diverse and inclusive environment.
• Develop adaptive strategies to address evolving challenges in the DEI landscape.
• Cultivate a workplace culture that prioritizes ongoing learning and dialogue about DEI, fostering an environment where employees are equipped to navigate complexities, contribute to inclusivity, and drive positive change within the organization.

Degrees aren’t going away, but more and more people (more than 2-in-3 working age Americans!) don’t have one. We’re at the dawn of a skills economy, where being a skills-first employer is going to lead to a broader talent pool, a competitive advantage, and a more sustainable and successful future. SHRM Foundation and a growing set of partners and investors in this work, leading corporations, and service partners are building the infrastructure you will need to embrace this new paradigm: AI-driven advising, progress tracking, consolidated tools and trainings, a first-of-its-kind credential for HR leaders and hiring managers, and even a “Trip Advisor for skills tech” so you can compare notes with HR colleagues. In this session, we’ll showcase what “going skills-first” can do at one of America’s largest employers, and then walk you through some of the free and low-cost products available now or coming online soon that you can use to embrace not only formal education, but non-degree credentials, skills, competencies, aptitude, and attitude in your hiring and advancement practices.

Learning Objectives:

• Learn more about why a shift to skills-first strategies is happening, and how you can embrace them to improve employer outcomes.
• Hear about the Skills First Center of Excellence, a first-of-its-kind suite of tools designed to help employers figure out and access what they need to shift to skills-first.
• Gain confidence by hearing success stories from businesses small, medium, and large that have shifted to skills-first.

We all have gremlins, those inner critics that emerge from early incidents with early influencers and attach firmly to our psyche. They want us to stay safe and survive. But while their intentions are good, they're not in charge. As HR leaders, we can help leaders at all levels manage the gremlins that whisper, 'You're not good enough! You don't belong here! You can't hack this!' In this active and engaging workshop, Tina Schust Robinson offers practical ways to grapple with the gremlins that can keep us small, scared, and stuck.

Learning Objectives:

• Assess where, when, and how the gremlins speak.
• Understand how the gremlins affect the leader's behavior and mindset.
• Name the gremlins to begin establishing authority over them.
• Develop management techniques to limit the gremlins' effects.

Unemployment remains low. Disengagement is on the rise. Employees - often your top performers - will seek other opportunities. How can leaders manage departures in ways that keep doors open for potential returns, protect remaining team members, and reduce productivity drains? As HR leaders, it often falls to us to step in to support healthy transitions. In this engaging workshop, Tina Schust Robinson, founder of WorkJoy, offers three practical steps to help managers say goodbye with grace.

Learning Objectives:

• Learn techniques for opening emotionally-intelligent dialogues with employees who give notice.
• Evaluate potential to retain by considering four critical questions.
• Co-create a win-win transition plan that supports the departing employee, the remaining team members, and the manager.

Although Quiet Quitting is all the rage, speaker/author Bob Kelleher first introduced the concept in his You Tube Video, Who's Sinking Your Boat (1.2 million views). In this dynamic and multimedia presentation, Bob shares studies that show that an individual's level of engagement or disengagement can be directly linked to a variety of factors: One's own engagement; who you select to manage people; the disconnect between an individual's and the firm's values; the dynamics that take place in people's lives OUTSIDE of work; and the failure of firms to hold the actively disengaged accountable.  Bob will walk through key steps to reverse disengagement, while energizing and engaging your 'quiet quitters'.

Learning Objectives:

• How to identify your disengaged employees or those who are quietly quitting the organization.
• Learn the secrets to why employees become disengaged.
• Learn the key engagement drivers of the various workforce generations.
• Learn why staff selection might be the reason you have disengaged employees.
• Understand the important role accountability plays in one's engagement and self motivation.
• Leave with practical videos, case studies, and metrics to share with your own leaders.

The 2023-2024 SHRM State of the Workplace report delves into the significant challenges organizations faced in 2023 and what they foresee looking ahead into 2024. Integrating the perspectives of HR professionals and U.S. workers, the research explores topics such as inflation, labor shortages, the state of HR departments and organizations’ adoption of AI. We invite you to join us as we unpack the findings, and share our recommendations for navigating 2024 and beyond.

Learning Objectives:

• The key issues faced by organizations in 2023.
• The emerging trends and anticipated challenges for organizations in 2024.
• The adoption and utilization of AI technologies in HR.

Globally, employees are convinced that people who speak up are seen as difficult, limit their career opportunities, and even get fired. It's impossible to innovate, retain employees, and be an organization where people want to grow their careers, if it's not safe to speak up. Get simple, easy-to-implement practices to get employees at all levels talking about what matters most. Create a candid culture when people know at their core, it's safe to speak up.

Learning Objectives:

• Discover why it's so hard to speak up at work and why employees are so afraid.
• Provide managers easy-to-implement practices to get employees talking about what matters most.
• Increase psychological safety and be an innovative organization where employees want to grow their careers.

Less than 25% of organizations are leaders but more than 25% of training is designed to train employees on leadership skills. If leadership is everyone's business then followership is everyone's responsibility. So, when will see the followership initiative movement begin? Leaders who first learn to follow and serve make the best leaders, however, it is an unadmired skill set. No one brags about their new follower position or how they followed well and made the project a success. Discover the uncelebrated art of following and serving, essential for becoming exceptional leaders. Join us to reshape the narrative, making followership as appealing as it is invaluable. Let's redefine success and elevate organizational dynamics together.

Learning Objectives:

• Understand the Crucial Role of Followership: Gain a comprehensive understanding of the often underestimated significance of followership in organizational success, recognizing its impact on team dynamics and overall leadership effectiveness.
• Cultivate Exemplary Followership Skills: Develop key attributes and skills associated with exemplary followership, such as active communication, adaptability, and collaborative problem-solving, enhancing your ability to contribute positively within a team.
• Foster a Collaborative Organizational Culture: Explore strategies to create a workplace culture that values both leadership and followership, promoting mutual respect, effective communication, and shared responsibility for achieving organizational objectives.
• Apply Followership Principles in Leadership Roles: Learn to seamlessly transition between leadership and followership roles, appreciate the symbiotic relationship between the two, and apply these principles to enhance your leadership capabilities for greater team cohesion and success.

Discover how AI fosters personalized learning, boosts engagement, streamlines training administration, and uncovers insightful analytics. Future-proof your talent strategies and gain insights from real-life examples of AI in action.

Learning Objectives:

• Identify the primary applications for AI in talent development.
• Select the most relevant AI opportunities for your organization from proven use cases.
• Develop a plan for implementing AI in Your organization.

Non-Qualified plans like deferred compensation, RSU's, options, and corporate owned life insurance policies are exploding in popularity as employers look for new ways to attract and retain key personnel. This presentation will take you all the way back to the basics. Why do you (or should you) have one of these plans in your benefits package? How do they work and what are the different ways to structure them? How do you evaluate an existing program and determine if it is successful? Here is a crash course in all types of Non-Qualified Plans and how you can maximize their benefits.

Learning Objectives:

• What is a Non-Qualified Plan?
• Why are Non-Qualified Plans becoming more popular?
• How can a Non-Qualified Plan help an organization meet their goals?
• How to administer your plan to maximize its benefits.

Repeated from Monday at 3:30PM

As HR leaders grapple with unprecedented challenges, discover how integrating Process Intelligence (PQ) into your programs addresses the evolving needs of the workforce. From combating leadership fatigue to empowering emerging talent, this session offers practical strategies and real-life examples, promising an insightful journey to reshape your leadership approach.

Learning Objectives:

• Build performance metrics that drive business focus, urgency and accountability.
• Reignite your teams that are hybrid, virtual or in-person with non-negotiable systems.
• Establish leadership skills to elevate employee engagement in your organization.
• Create a communication cadence that informs at all levels and tiers.
• Discover transformational processes to create innovation in a team.

As the future of work continues to evolve, traditional employee lifecycle experiences and retention strategies are no longer effective. In this transformative workshop, we'll delve into the future of work and the evolution of workplace culture. It's crucial for HR leaders to understand and adapt to these shifts. You'll walk away with tools and strategies to effectively navigate these changes, focusing on talent retention and the creation of a resilient, high-performance workplace culture.

Learning Objectives:

•    Explore the changing dynamics of the workforce and the implications for talent retention.
•    Identify the six stages of a human-centric talent lifecycle experience and how to implement them in their organization.
•    Discover how to develop and implement effective talent retention strategies in the context of today's rapidly evolving work environment.

Repeated from Monday at 2:00pm

In this session you will discover what it takes to cultivate a workplace where employees not only excel but flourish. This dynamic session is designed for HR leaders and professionals to enhance employee engagement and retention strategies. Identify the key drivers of a positive workplace culture, and learn approaches to create an environment where employees feel valued, connected, and inspired to contribute their best.

Learning Objectives:

• Building a Culture of Recognition: Learn how meaningful recognition can boost morale, reinforce positive behaviors, and create a culture of appreciation.
• Effective Communication for Engagement: Develop communication strategies that foster transparency, build trust, and keep employees informed and engaged,
• Understanding Employee Motivation: Explore factors and circumstances that drive employee motivation and how to create engagement strategies for employee and team needs.

A culture of collaboration is the cornerstone of a high-performing and innovative workforce. Successful collaboration in the new world of work requires more upfront effort but drives even greater alignment and purpose when executed properly. This session shares key strategies and practical approaches to cultivate an environment of aligned purpose, cohesion, trust, and dialogue among hybrid and dispersed teams.

Learning Objectives:

• The power of synergy: Understand the transformative impact of collaboration on employee engagement, productivity, and organizational outcomes.
• Building trust and Psychological Safety: Learn how to foster an atmosphere of trust, where employees feel safe to express ideas, take risks, and contribute their unique strengths.
• Effective communication for collective success: Develop communication strategies that promote transparency, active listening, and the exchange of ideas across teams and departments.

Do you deal with retaliation in your workplace?  Ever felt that you were retaliated against?  Have you ever taken action against someone else?  Ever considered why people are so fundamentally charged up over this topic?  Well it is not you, that is for sure!  The fact is that retaliation in the workplace gets to the core of our essence as humans and it is time that we changed our mindset in terms of how we address, consider and of course train on this very challenging topic.  In this session we will explore our physiology and how our very bodies create a visceral response that needs to be acknowledged and addressed before we can truly work to reduce the level of retaliation occurring in the workplace. Both the applicable employment laws and the cases across the country have left a plethora of examples in the sea of guidance and decisions in this area.  So join me as we engage together to tear down your incorrect preconceived notions and assist you in evolving beyond your DNA to thwart retaliation in your mind as well as your organization.

Learning Objectives:

• Explore the physiological response to the fight or flight response in the workplace.
• Learn about the true exposure to retaliation in the workplace and the costs associated with the same.
• Gain insight into how to address retaliation independent of what employment law is being used in a given situation.
• Understand the questions everyone needs to ask to deal with retaliation concerns at work.

Capture & capitalize on the thinking preferences of teammates! People have preferences for foods & colors, they also have measurably different preferences when solving problems or tackling challenges. FourSight helps you: Recognize & then capitalize on cognitive diversity; Focus on wrestling with challenges versus wrestling with each other; Strengthen the synergy & productivity of teams; Foster a climate that draws maximum potential.  Complete the FourSight assessment prior; individual & team profiles are revealed in the session.

Learning Objectives:

Attendees will be able to: Understand and leverage the cognitive diversity of their teams With intention, build homogeneous or heterogeneous teams Bolster team synergy  Solve problems better Hire for talent -- choose for team productivity

Cultivating an inclusive workplace not only leads to happier teams who feel seen, heard and valued, it also translates to higher productivity, better performance and overall competitive advantage for your organization. Finally feel confident about how to create and integrate more racial equity and inclusion in your workplace. Learn a step-by-step framework for developing an organizational culture that is inclusive, non- discriminatory, and racially equitable - including how to transform organizational processes that impede the ability to achieve strategic objectives. When we thoroughly understand what a racially equitable culture looks like - and begin influencing organizational decision-making, implement practices and processes that create a more inclusive and unbiased workplace - cultural transformation will occur.

Learning Objectives:

• Understand your organization's current mission and vision and future objectives.
• Explore the importance of racial equity in the workplace and the impact it can have on organizational success.
• Receive tips for participating in and impacting the organization's strategic plan with focused and equitable HR strategies.
• Gain tools for implementing racially equitable processes for maximum organizational performance.
• Learn the seven keys for creating and cultivating organizational equity.

Our workplaces are filled with diverse people whose lives require more from them than ever before. People are managing their personal lives, their families and extended families, their mental health, their emotions, a world that experiences change almost instantaneously, and the everyday stresses that come with being human. Yet we have a difficult time recognizing that these things impact the workplace, and that people are more than the work they do. All people have an innate need to feel understood, heard, or just validated-that life is tough, and we support them.   Enter empathy - our ability to understand what others are feeling and actively share emotions with others. Our ability to lead with empathy and value people for who they are can have a significant impact on the workforce. So, how do we solve it? Join this discussion where we will explore what it means to demonstrate empathy and how we can make this a part of our everyday actions.

Learning Objectives:

• Define empathy and the various types of empathy.
• Explore the importance of empathy in the workplace.
• Discuss how to strengthen empathy skills and remove roadblocks that inhibit empathy.
• Develop a plan of action for creating a more empathic culture.

Repeated from Monday at 12:30pm.

Businesses struggle with communication on a good day so having unnecessary or unresolved conflict added in will only cause deeper structural and organizational flow issues. And while conflict management is a useful skill to exercise, the lack of understanding of forgiveness as a piece of that plan will lead to more repeated situations with those same involved individuals.

Learning Objectives:

• To be able to identify the mired and conflicted communication snags in conflict management within an organization.
• To be able to define what forgiveness (in a business context) is and isn't.
• To be able to practice functional forgiveness as a methodology in conflict resolution and in sustained, healthy internal communication.

With an increase in requests for team-based training, do you ever wonder, is this the team that really needs this training or is it the level above? When a team isn't functioning effectively, there are a few avenues to take a look at, but all of them benefit from more consistent leadership support.

Learning Objectives:

• Identify metrics for measuring whether your team training is having an impact.
• Explore the impact of team development with organizational support.
• Learn strategies to make team development a priority for senior leaders.

By implementing and maintaining a robust succession planning program, HR leaders can support their organizations in fostering a talent pipeline, enhance employee engagement, and maintain continuity during leadership transitions. Learn key steps such as talent identification, leadership development initiatives, mentoring and coaching, and evaluating the success of succession planning efforts. By following these strategies, organizations will create a sustainable leadership framework and promote the growth and development of their employees. HR leaders driving these efforts will add value to the organization.

Learning Objectives:

• How to track the success of internal promotions.
• How to benchmark internal talent against external talent.
• How to use stay interviews to develop internal talent.
• How to be deliberate about always up leveling your best talent.

Current research shows that employees are increasingly more stressed, overwhelmed and burnout. However, when you think about it, it's counterintuitive. Many would suggest that the direct benefits to the workplace, as a result of the COVID-19 pandemic have been significant. Increases in remote work, administration of virtual meetings, integration of more flexible work schedules, reductions in telecommuting, a more relaxed workplace dress code, deeper focus on online learning and skill-building, reductions in employer operating costs etc. However, in the midst of these benefits, employees are saying that their stress levels are rising, their work-life balance is being challenged and overall employee engagement is declining. There must be other factors or tensions in the work environment creating this imbalance, an impacting our employee base negatively.  This workshop will explore ten (10) 'tens10ns' that exist in the workplace that are causing mass employee dissatisfaction and disengagement. Some of these 'tens10ns' are known and some are hidden, but the impact is far-reaching across many industries, countries and organizations world-wide. Strategies will be provided to encourage a more strategic focus on workplace engagement and wellness, and ensuring that employees have the support mechanisms to be effective both for the short-term and long-term.

Learning Objectives:

• Define and discuss the strategic connection between employee wellness and employee engagement.
• Discuss current trends in employee engagement and wellness and why HR Professionals should be concerned of the impact on their organizations.
• Highlight the ten 'tens10ns' that exist in the workplace that threaten overall employee wellness and engagement.
• Provide best-practice strategies to combat each organizational 'tens10n' and proactively encourage employee wellness.
• Create a personal action plan to improve your response to the 'tens10ns'.

In recent years, the nature of work has evolved quickly and expanded in different, often unexpected directions. The organizations that will thrive in this ever-changing landscape will be those that focus on their people - building new skills, prioritizing flexibility and anticipating what's coming next. Explore why HR's role must change and how it can cultivate talented, innovative people who are equipped not only to navigate the future of work, but to shape it.

Learning Objectives:

• Gain insights into the dynamic landscape of the future of work by assessing various external factors impacting employee wellbeing and retention.
• Recognize the vital role of workforce investment in developing leadership skills, innovative thinking and diverse perspectives, all of which are essential for organizational success.
• Delve into the value of strategic partnerships with educational and industry organizations for talent acquisition and development.

Todd will take all the mystery out of the most misunderstood concepts in HR and Org Design. Using ancient concepts and modern science, the black box will be opened to reveal the previously undiscovered yet simple, natural way to architect organizations.

Learning Objectives:

• Discover the truth about how many levels an organization should have.
• Hear the truth about the number and type of job competencies an organization should have.
• Learn the truth about career path equivalency.

Ghosting is an issue that has plagued employers for years, but recently, this phenomenon has seen the disapparation of more applicants than ever before, almost reaching a new high of 28% in some industries. While many employers are blaming the rising generation, laziness, lack of respect or professionalism, etc., what if part of the problem was the employer's fault?   In this session we will cover how to become a recruiting ghostbuster by looking at three specific areas where ghosting occurs the most. Understanding why it occurs is the only way to potentially mitigate the issue and give your organization the opportunity to attract applicants, while keeping them interested and engaged to avoid losing them along the way.   Finally, you will learn a bit more about quiet quitting, and how ghosting is related to this underlying issue.   What would you do if you learned that quiet quitting is sometimes a call for help?   Come learn to be a Recruiting Ghostbuster, and you will have applicants and employees alike answering the question:   Who you gonna call?   Why, the Recruiter, of course!

Learning Objectives:

• Understand how the application process can cause ghosting and three immediate practices that can be implemented to mitigate ghosting at this stage of the process.
• Define the job seeker persona to help avoid the common mistakes that lead to ghosting and understand how the job ad has a direct impact on the likelihood of ghosting from the application stage to the interview process.
• Gain a sound understanding of how manager engagement during the interview process can help stop ghosting and learn the three core elements needed to help managers better prepare for the interview.
• Learn the six core principles for practicing an engaged focus mentality versus the traditional focus mentality to help counter the effects of quiet quitting, leading to greater retention.

Repeated on Wednesday at 7:30am

To become the best in the business, it is essential to employ the best people. But how do employers build a staff that is ready and able to take an organization to its next level? Inspired by the best-selling book, this dynamic session focuses on how to attract talented employees to the workplace, empower them, and sustain an environment in which they are more likely to stay.

Learning Objectives:

• Learn best practices and new strategies on how to restructure their workplace as a more productive and engaging environment, as well as learning how to gauge their own engagement levels by the means of a provided survey tool.
• Recognize and reward other employees to boost morale, as well as how to gauge their own engagement levels by taking a self-assessment survey.
• Learn best practices on how to attract and retain top talent, as well as the benefits of re-casting.

Repeated from Monday at 12:30pm

An accommodation revolution is coming! This presentation examines legal changes to Title VII workplace accommodations.  Historically, Title VII required minimal employer concessions in terms of accommodations. Recently, statutes and cases expanded the scope of accommodation protections in Title VII. These changes constitute an 'accommodation revolution.' Employers will need to make increasing concessions to employee needs that were previously only available under the Americans with Disabilities Act. Are you ready for the accommodation revolution?

Learning Objectives:

• Increase understanding of the history and operation of Title VII.
• Increase understanding of the Americans with Disabilities Act.
• Provide information on recent legal changes in Title VII concerning accommodations.
• Increase understanding of the scope of reasonable accommodations.

In this groundbreaking session, we'll highlight the pivotal role that Child Care Benefits play in shaping the future of work. As organizations strive to create environments conducive to employee diversity, well-being, and productivity, the spotlight has shifted to comprehensive support systems. Join us to explore how investing in Child Care Benefits isn't just an ethical choice but a strategic imperative for businesses navigating the complexities of the modern workplace. This session promises a fresh perspective, backed by data-driven insights, on why Child Care Benefits are the key to unlocking the absolute potential of the workforce.   In a world where the boundaries between work and life continue to blur, providing robust Child Care Benefits has emerged as a game-changer for businesses aiming to attract, retain, and unleash the full productive power of their workforce. This session will dissect the symbiotic relationship between quality Child Care support and organizational success. Drawing from real-world case studies and industry best practices, we will navigate the strategic landscape, offering actionable insights that transcend traditional HR practices. Attendees can expect a dynamic discussion that transcends rhetoric, providing tangible takeaways for immediate implementation.

Learning Objectives:

• Understand why child care benefits are not just a perk but a strategic imperative for organizations seeking sustained success in the ever-evolving landscape of work.
• Explore the direct correlation between child care benefits and employee well-being, mental health, and Job satisfaction, and Learn how this impacts overall productivity.
• Gain insights into how organizations leveraging robust child care benefits gain a competitive edge in attracting top talent and retaining valuable employees.
• Delve into the broader economic implications of investing in child care support, from reducing turnover costs to fostering a more inclusive and diverse workforce.
• Acquire actionable strategies and best practices for implementing and optimizing child care benefits programs within your organization, ensuring they align with both employee needs and business goals.

Aging populations can be drivers of economic productivity and an asset to employers.  However, a population who cannot afford to retire, not only drives up healthcare expenses but can impact morale.  Consider how to thread the needle between avoiding the proverbial 'brain drain' and empowering your employees to have the financial freedom to choose how and when they work.

Learning Objectives:

• Outline opportunities for the business community to leverage the resources of an aging workforce.
• Consider 'journeys' or pathways for the advancement and legacy of older workers so that succession happens effectively and beneficially.
• Demonstrate how health insurers are underwriting longevity risk and how employers can manage the trend of increased costs.
• Learn how to utilize your organization's retirement plans to offer meaningful financial planning tools and resources to employees.
• Consider what the future holds for retirement and healthcare benefit trends.

Repeated from Monday at 11:00am

AI will rewrite the rules of performance, redirecting capacity to unlock new levels of innovation, creativity, and complexity. Sure, AI is the defining technology of our generation, but it won't define our generation. People will. After all, everything that will make or break the success of AI is fundamentally human: Acceptance, transparency, and cultural clarity. The leaders who cultivate these elements will find that their AI-enabled performance has no limits.

Learning Objectives:

• Hear how AI inherently opens capacity for employees to direct their focus to novel things.
• As tech strategy and governance is expected to grow significantly through 2026, learn how AI can (and should) play a role.
• From a leadership perspective, understand how to humanize AI for employees, and cultivate an environment of trust, transparency and acceptance.

More companies than ever employ openly LGBTQ+ people, yet over 30% of LGBTQ+ people are actively applying to work somewhere more inclusive. LGBTQ+ employees face coworkers who refuse to treat them respectfully, citing religious and polarizing beliefs, while HR managers feel they can't step in. This session will equip you with educational, policy, and enforcement strategies to build workplaces where all employees get to feel authentically seen and respected.

Learning Objectives:

• Have the knowledge and resources to handle the large percentage of objections based on confusion and lack of understanding, including a firm foundation of language around LGBTQ+ and transgender identities.
• Understand the foundations of frequent religious objections and be equipped to differentiate between honoring all beliefs while having standards and policies for behavior, especially around topics such as pronouns and inclusive or hateful language.
• Understand the driving forces of the increase in anti-LGBTQ+ polarity and feel prepared to address misinformation and hate speech as it arises in your organization.
• Learn about the United States's 'Internal Refugee Crisis' of over 200,000 LGBTQ+ individuals and families leaving their homes, and often their workplaces, to flee laws jeopardizing their access to healthcare, restrooms, and education, and will feel prepared to develop a strategy to support these employees.

Every year, SHRM Foundation distributes over $700,000 in scholarships, grants, and awards and channels thousands of HR professionals through mentorship, training, and certification opportunities offered at low or no cost. Whether you are a student preparing to enter the field of HR, an emerging professional looking to find your way, a mid-career professional looking to grow and upskill, or a seasoned professional worthy of being celebrated for your contributions to the HR field, the SHRM Foundation has ways of supporting you on your journey. In this session, hear from Lana Williams, who leads our efforts to strengthen the HR field, about how you can access financial support for schooling, credentialing, or certification; engage in mentorship opportunities; get low or no-cost upskilling to make you more competitive; and nominate or be nominated for various awards.

Learning Objectives:

• Hear about the various scholarship opportunities available to undergraduate and graduate learners in HR.
• Walk through the ways you can access credentials and certifications, including the SHRM-CP, with a grant from the SHRM Foundation.
• Learn how you can become a mentor or a mentee to help be part of creating a robust future for the HR field.
• Hear about the HR registered apprenticeship program and how it is offering employers an earn-and-learn pathway for new HR professionals.
• Explore the low- and no-cost credentials offered by the SHRM foundation to build Your skills.

Repeated from Monday at 3:30pm.

A study from Gallup and Workhuman finds that recognition and well-being, together, can pave the way for improved business outcomes. But HOW do we do that?  What can we do to make the workplace more engaging? From the research and data findings within his research, Dr. Fockler found the 'secret sauce' to change, and this 4-step process for LEADing change in the workplace can support a vast array of business sectors.

Learning Objectives:

• Learn the top five issues currently showing up in the workplace as per Gallup and Workhuman.
• Learn about LEADing change (an acronym used to foster change), which is grounded in theory (the science of using the concept).
• Utilize LEAD within your organization (art of using the concept).
• See how the issues presented by Gallup and Workhuman are opportunities for HR practitioners to LEAD change in their organization.

Christine will introduce the STEPS (scan, tailor, explore, plan, stay connected) coaching model, designed to provide a structured approach to transition coaching for HR professionals. Through STEPS, participants will discover a systematic framework to assist leaders during times of change. Learn how this model can serve as a support system for leaders in transition, offering a roadmap for navigating the challenges and opportunities that arise.  Attendees will explore how to guide leaders through various phases of transition, fostering resilience, clarity, and growth.

Learning Objectives:

• Understand the multifaceted nature of transitions, both personal and professional, particularly within leadership contexts, identifying the spectrum of emotions and challenges that accompany these pivotal moments.
• Familiarize yourself with the STEPS coaching model as a structured framework for guiding leaders through transitions, exploring its components and understanding how each phase contributes to effective coaching during periods of change.
• Gain practical insights into implementing the STEPS model within coaching practices or organizational settings, learning to apply the framework systematically to support leaders navigating transitions.
• Develop the skills to facilitate and navigate various phases of transition effectively, equipping oneself with strategies to address stress, uncertainty, and opportunities, while fostering resilience and clarity in leaders undergoing change.
• Explore ways to integrate the STEPS coaching model into existing coaching methodologies or organizational support systems, ensuring a comprehensive approach to guiding leaders through the intricacies of transitions with confidence and effectiveness.

Repeated from Monday at 12:30pm.

Wellness has become of of the major areas of focus in corporations and organizations worldwide. Employee health and mental wellness are critical to the overall culture, recruitment, and retention. This high-energy session will analyze our mantra, 'Self-Care Is A Precursor to Wellness!' Employees and leaders must take 'ownership' of self-care for wellness to penetrate the culture.  This session will provide tools to accomplish this goal. How to inspire your employees to own their own wellness journey.

Learning Objectives:

• Learn the three critical areas of self-care and their application in the workplace.
• Learn simple strategies to help employees take ownership of their wellness journey via self-care.
• Be revived in your wellness journey via self-care.
• Learn self-care best practices and the research associated with it.

Staff leave companies because they don't feel seen, heard, or appreciated. Who knew the answer to this lies in a show called Ted Lasso? Ted's leadership style is vital for companies because it demonstrates the effectiveness of a more holistic and inclusive approach to being a leader.  We will explore how play and positive psychology are essential to building psychological safety. We will determine the steps needed to create a 'stay curious' environment.

Learning Objectives:

• Identify the leadership traits Ted Lasso exhibits to build psychological safety.
• Learn to incorporate aspects of Ted Lasso's leadership currently missing within your management style.
• Determine immediate action steps that can be applied to ensure your staff feels seen, heard, and appreciated.
• Explore strategies to implement psychological safety techniques within the team that they can practice in real-time.

Repeated from Monday at 3:30pm

The presentation offers an in-depth exploration of how contemporary social trends, many of which started before COVID-19, significantly reshape HR practices, particularly in the realms of recruitment and retention strategies. Exploring transformative shifts catalyzed by the intersection of social trends aligned with the rise and redefinition of the gig economy, technological advancements, social media impact, work-life balance, environmental and social responsibility, data-driven decision-making, and federal funding the indispensable need to create holistic employee experiences.

Learning Objectives:

• Gain a profound understanding of various contemporary social trends and their direct influence on HR strategies, particularly in recruitment and retention.
• Explore trends such as remote work, DEI initiatives, generational diversity, mental health emphasis, and technological advancements, grasping how each factor shapes HR functions.
• Learn actionable strategies to attract and retain talent in dynamic work environments influenced by trends like remote work and the gig economy.
• Acquire insights into tailoring recruitment approaches for remote talent and leveraging flexible work arrangements to bolster retention rates.
• Delve into the significance of DEI initiatives beyond just attracting diverse talent.
• Understand how these initiatives foster inclusive cultures essential for improving retention rates and promoting a positive work environment.

Explore the transformative impact of purpose in the workplace in this enlightening session. Learn how to leverage purpose as a key motivator to foster a more engaged, productive, and healthy work environment. This practical and insightful presentation will provide you with the tools to align your team's work with their intrinsic motivations, enhancing job satisfaction and organizational success.

Learning Objectives:

• Effective ways to integrate purpose in workplace practices.
• Aligning individual and organizational goals for greater synergy.
• Communicating purpose to enhance team cohesion.
• The role of purpose in employee wellbeing and organizational health.
• Maintaining a purposeful culture in diverse work settings.

When organizations successfully connect the employee experience to business outcomes it's a game changer. In fact, validated research continues to show a direct correlation between engagement and core financial metrics. Looking ahead, understanding the new factors driving engagement, leadership effectiveness, and organizational excellence is paramount to improving the employee experience and bottom line. Organizations who choose to pay attention to the most important factors driving the employee experience will see improved business outcomes-and will surely come out ahead. This session will provide an overview of the latest employee experience data to tell the story about what matters most to employees. Learn the trends organizations need to be aware of and the connection between the employee experience and financial performance in some of the top industries.

Learning Objectives:

• Gain insight into the trends surrounding the employee experience based on validated data and research.
• Implement best practices and methods for linking employee engagement to employee performance.
• Correlate gross profit margin and other financial metrics to engagement levels to transform engagement into a driver of business outcomes.

A year-end (2023) Gartner report, 'Top 5 Priorities for HR Leaders in 2024,' found that organizational culture is the number two concern of HR executives. Culture has become a ubiquitous term that has evolved to mean anything to anyone talking about culture. When examining or establishing a culture, one common activity is the expression of the values.    What is often overlooked is the values and culture of the organization already exist. What is also frequently ignored is that every organization has unspoken values or a covert culture.  The covert culture is reflected in the behaviours that are learned through observations and experiences.¯They are the authentic values of the company. Once your values are stated, employees believe they are the right way of acting, and the organization will inherently do good.   So why, for so many leaders, are values a source of pain?   Why do leaders feel the values are limiting?    But what happens when leaders make decisions that counter the values?    There are many situations where the articulation of the values can result in employee stress and cynicism. What actions can you take to avoid expressing your values only to have leaders undermine them? What are ways to embed the values with employees at all levels so there is a common interpretation and application? What is the business case for living the values, especially in difficult times?   What do The Body Shop, Danone, IKEA, Chick-fil-A, Ben & Jerry's, TOMS, REI (Recreational Equipment Inc.), Patagonia and Starbucks all have in common?

Learning Objectives:

• What to do to ensure leaders are aligned with the values.
• What is the difference between authentic values and aspirational values.
• What is the implication if values are aspirational.
• Why do leaders feel the values are limiting?
• What happens when leaders make decisions that counter the values?
• Why are many company value statements a source for employee cynicism.

We want employees who will fit into our culture. A fast-paced go-getter may not 'fit' in an environment characterized by hierarchy and 9-5 schedules. But what if that structured organization aspires to be more agile - to become the workplace that would attract our go-getting friend? In this workshop we address the benefits of hiring for both present and future states, for both culture 'fit' and culture 'add.' As companies evolve to meet shifting external demands, your hiring must evolve with it, with one eye on today and the other on tomorrow.

Learning Objectives:

• Differentiate between 'culture fit' and 'culture add'.
• Identify how your organization wants to evolve.
• Identify a skill or mindset that may not 'fit' today but aligns with cultural aspirations.
• Define an attract-onboard-engage strategy.

There are three universal truths about traditional appraisals or evaluations.  They are widely used, universally despised, and are known to be ineffective.  Ratings, criticism, and judgement can demoralize employees and stigmatize their performance.  Coaching, offering support, and providing encouragement improve performance because they are given in realtime, are future-oriented and positive.  Learn the pioneering Performance Conversations method that uses questions and two-way communication to diagnose challenges, replicate successes, and identify opportunities for breakthrough performance.

Learning Objectives:

• Identify and avoid the shortcomings and common pitfalls of traditional appraisals.
• Learn to use the Performance Conversations method (from the SHRM-published book of the same name).
• Learn how to ask questions that galvanize employee engagement and ownership of their contributions.
• Learn how to define performance and manage it holistically using the efforts-outcomes-behaviors framework.
• Transform management approaches by shifting one's mindset and skill set from supervision to a coaching model.

Repeated from Tuesday at 2:00pm

To become the best in the business, it is essential to employ the best people. But how do employers build a staff that is ready and able to take an organization to its next level? Inspired by the best-selling book, this dynamic session focuses on how to attract talented employees to the workplace, empower them, and sustain an environment in which they are more likely to stay.

Learning Objectives:

• Learn best practices and new strategies on how to restructure their workplace as a more productive and engaging environment, as well as learning how to gauge their own engagement levels by the means of a provided survey tool.
• Recognize and reward other employees to boost morale, as well as how to gauge their own engagement levels by taking a self-assessment survey.
• Learn best practices on how to attract and retain top talent, as well as the benefits of re-casting.

One of the most consistent and challenging situations HR leaders face is helping others navigate conflict and repair relationships. Together, we will explore the impact of unresolved conflict, strategies for navigating conflict, and methods for repairing connections. Sarah Noll Wilson will share examples from real teams who have applied these strategies and emerged stronger and more resilient than ever. Time won't heal all wounds, but a conversation can help!

Learning Objectives:

• Explore the hidden impact of unresolved conflict and avoidance.
• Examine strategies for navigating conflict within teams.
• Discover best practices for repairing relationships guided by real case studies.
• Apply coaching strategies to use with team members and managers.

Companies invest massive amounts of money sending international assignees around the world, yet waste it when they return to their home office.  This can be easily avoided with good assignment planning up front, equipping leaders to apply the significant insights and value from the returning assignee plus structuring the roles for the returning executives that uses their cross-cultural and other skills acquired during the international placement.  SHRM's own statistics show that assignees leave their organizations more frequently than those who were never sent to a new geography, which is an avoidable cost.

Learning Objectives:

• Learn why international assignees leave their companies more often than those who have not been placed in another country.
• Hear which leadership and cross-cultural skills are developed via an international assignment.
• Discover ways to apply the returning assignee's insights and experience to their roles when returning to their country of origin.
• Create a corporate culture that invites assignees' broadened insights, experience and ways of viewing the world.

This session will explore how purpose-driven leadership can be a powerful catalyst for change and impact. Learn to harness the intrinsic motivation of purpose to inspire teams, drive meaningful initiatives, and create lasting change in your organization and community. Attendees will gain valuable insights into balancing mission-driven goals with operational sustainability, all while nurturing a culture of purpose and dedication.

Learning Objectives:

• Techniques to foster a purpose-driven culture in non-profit organizations.
• Strategies for aligning mission goals with team motivations.
• Communication skills to effectively convey purpose and inspire action.
• Balancing mission-driven objectives with organizational sustainability.
• Adapting purpose-driven leadership in various non-profit environments.

Your employees are smart, engaged and informed as to the political climate in our society.  Congratulations!  But that is sometimes accompanied with activism and solicitation of others.  This presentation will address the line between free, and appropriate, speech and inappropriate activism at work and what HR can do to educate employees on the proper expression of ideals in the workplace.

Learning Objectives:

• Walk away with knowledge of how to anticipate that an employee behavior is veering out of bounds before it occurs;
• Hear how to instruct employees in political expression in the workplace;
• Discuss when intervention is necessary.

The World Health Organization (WHO) declared loneliness as a global health threat and the U.S. Surgeon General declared loneliness an epidemic.  In a virtual workplace, inadequate social connections and isolation pose a threat to well-being and contribute to loneliness.  Work and loneliness are intertwined as we spend the majority of our lives at work.  Now, more than ever, we must be intentional about creating connections at work and fostering belonging. HR professionals play a critical role in these efforts.  HR professionals can help their organizations build inclusive virtual workplaces where employees engage and thrive.   In this important session led by a 25+ year veteran in the field of Inclusion, you will deepen your understanding of the loneliness epidemic;  the connection between loneliness and work;  and acquire best practices to help employees confront loneliness in order to fully engage in a virtual workplace.

Learning Objectives:

• Deepen understanding of the loneliness epidemic.
• Heighten awareness about the connection between loneliness and work.
• Acquire insights and best practices to help employees confront loneliness & engage in a virtual workplace.

Content is not king (and it never really was). We don't teach content; we teach people. Training sessions should bring the content to life and people should feel more excited about the material when they walk out of the session. Sadly, this is not typically the case. People are drowning in all of the content that is available since the Internet arrived in 1995. It's time for an update and as an organizational leader, it's your responsibility to move your training culture into the future. During this session, you'll experience (not just hear about) how to improve recruitment, retention, and succession planning. Let us help you discover a proven approach to boost performance, leadership, and organizational culture.  Fill in the blank: Most trainings ______. If you said 'are boring,' 'are ineffective,' or 'suck,' then we are in total agreement and something has to change...especially after COVID and now that we are also engaging with our people remotely! Make Training A Want To (Not A Have To) gives you the insight and tools to reverse engineer the ultimate training in order to facilitate learning experiences that create measurable results with your people and compelling reasons to apply the learning. Why does training have to be different? Because people learn in the spaces in between life. Don't you have your best ideas in meditation, in the shower, while driving, or falling asleep?! We can't deliver lectures to learners anymore; that's not how people learn. This experience is designed as a workshop to help you redesign your training programs to engage and energize your learners while creating immediate and lasting impact in the organization. This changes everything.

Learning Objectives:

• Participants will be empowered to co-create a dynamic learning experience, one that is the opposite of the typical lecture.
• Participants will then reverse-engineer the ultimate training experiences to create real measurable results in personal and team development.
• Participants will leave with a breakthrough action plan for the next quarter to rethink, rebuild, and reinforce your organizational culture.

By 2030, 30% of the workforce will be GenZ that's why recruiting & developing early talent is the key to your company's success.   With the most racially diverse generation in history entering the workforce, GenZ, employers & higher ed institutions must assess relevant methods to develop & retain diverse early talent. Skills, jobs & workplace dynamics have been significantly impacted by a global pandemic, social unrest, new dynamics of work, and technology advances.  In this program, participants will learn how to build and cultivate their early talent pipeline by exploring Reimagine Talent's case studies and solutions - supporting a portfolio of employers, education institutions and non-profits across the United States.

Learning Objectives:

• Explore the factors impacting GenZ in preparing for today's workforce & workplace.
• Gain practical tools to audit your organization's policies, programs, and practices to increase early talent engagement & retention.
• Create an actionable plan to support early talent cultivation at your organization.