THRIVE Annual 2017 | HR Agents of Change: Driving Organizational Growth and Talent Transformation
May 11-12, 2017 | Bally's Las Vegas Hotel | Las Vegas, Nevada
The THRIVE Annual Conference 2017 offers two days of dynamic sessions, intensive workshops, and inspirational THRIVE Talks to empower HR business leaders to become agents of positive change for their organizations and give their strategic skillset a competitive boost.
This conference will show you how to:
- Reinvent human capital management and compensation strategies to meet the demands of today’s competitive workforce
- Develop your leadership pipeline to ensure business continuity in the face of turnover
- Use cutting-edge methods for measuring the impact of your strategic initiatives so you can prove ROI to stakeholders
- Re-calibrate company culture so it supports business goals and employee retention
- Inspire and motivate your workforce to new levels excellence through incentives, messaging and other proven best practices
- Refresh your traditional organizational model to encourage more diversity and inclusion
- HR Disruptors: New People Management Approaches that Work
- Human Capital Risks: Shifting Mindsets and Turning Strategic Risk into Value
- THRIVE Talks
- 5 Steps for Putting HR in a Driver’s Seat for Enterprise Growth
- When to Back-Burner the Background Check: Rethinking Your Employment Screening Strategy
- Design Thinking: A Revolutionary Approach to Meeting Talent Challenges
- Aligning Company Culture to Business Goals
- Intensive Workshops
- Cracking the Code on Employee Disengagement
- Measuring What Matters: What the C-Suite Really Wants from Your D&I Efforts
- General Sessions
- Performance Management Reloaded: Ditching Appraisals in Favor of Revolutionary Ways to Reinforce Positive Employee Behaviors
- Upskilling to Avoid Labor Shortages and Save Big on Long-Term Labor Costs
- Mastering Micro-Inequities: How Unnoticed Biases Interfere with Diverse Team’s Success
- Deconstructing Hierarchical Organization Models: How to Achieve Success with a Network of Teams
Katharine (Kat) Anderson
Director, Corporate Human Resources
Katharine “Kat” Anderson is the Director, Corporate Human Resources at Scientific Games with responsibility for the corporate administrative and compliance-related functions as well as the lead HR business partner for the corporate departments within the company. During her tenure with Scientific Games, Ms. Anderson also has served as the corporate HR representative for the Integration Management Office and was actively involved with the integration management team as the company has been involved in two large integrations over the past several years. Prior to joining Scientific Games, Ms. Anderson worked in HR leadership positions at several companies including Kellogg, Brown & Root, and Perini Building Company. She holds her bachelor’s degree in psychology from the University of South Florida—Tampa and is an avid USF Bulls fan.
Senior VP, CAO, and CHRO
Elizabeth Bolt is Senior Vice President, Chief Administrative Officer, and Chief Human Resources Officer for UW Health. In these roles, she provides strategic direction and enterprise oversight for functional areas including information technology, human resources, facilities and support services and marketing and public affairs. Within human resources, Ms. Bolt is charged with leading the organization toward seamless operations in all facets from recruitment and onboarding to compensation, labor relations, learning and development and staff engagement.
Ms. Bolt formerly held the position of Senior Associate Dean at the UW School of Medicine and Public Health, where she was responsible for a variety of administrative functions including human resources administration for faculty and staff.
In 2013, Ms. Bolt left the Midwest for two years to serve as Vice President for Human Resources at the University of Connecticut Health System. There she was responsible for all aspects of human resources for all components of the health system including the hospital, physician practice plan, medical school, dental school, correctional managed health care and related entities.
Ms. Bolt has served on several committees for the Association of American Medical Colleges including the Group on Business Affairs Steering Committee and the Leadership Search and Selection Advisory Committee. She also has served as assistant dean for business affairs for the schools of education, health sciences and social welfare at UW-Milwaukee and has held several management positions in hospitals and health care systems in the Milwaukee area. She holds a bachelor’s degree from Calvin College (Mich.) and a master's degree in health care management from UW-Milwaukee.
Director of Human Resources
Watermark Retirement Communities
Mike Burkhart is the director of HR for Watermark Retirement Communities where he oversees a quality team of HR professionals that manage associate risk management, human resources administration, associate benefits, corporate compliance partnership, liability insurance, employment legal, labor relations, associate payroll, as well as recruiting. He serves as a Watermark For Kids Board Member and Director of Diversity for 4,500-plus associates in 19 states. Prior to joining Watermark Retirement Communities, he served as a regional human resource director for both Horizon/CMS Healthcare and Integrated Healthcare and
Natasha Bowman, J.D., SPHR
Director of Education and Organizational Development
White Plains Hospital
Natasha Bowman JD, SPHR, the senior director of education and organization development for White Plains Hospital, has been leading organizations through the complex, fast-changing human resources landscape for over ten years. Through her Talent Management and Leadership Development Consulting Company, Performance ReNEW, she has developed a reputation as an expert consultant and thought leader for organizations like The Heritage Foundation, Knowledge International, and Wiley Publishing and many others. Her expertise spans human resources management, learning and development, talent management, employment law, organizational development, sourcing and recruiting, collective bargaining, and ethics and compliance. Because of her ability to diagnose workplace issues and provide proven solutions to organizations, she is often referred to as The Workplace Doctor.
Most importantly, Ms. Bowman is committed to developing the next generation of organizational leaders. She is one of the most sought after speakers and teachers. She has spoken and taught at some of the prestigious corporate classroom and graduate business schools across the country such as: Fordham University, Walmart Stores Inc., Manhattan College, Northwell Health (formerly North Shore LIJ Health System) Georgetown University, and the Jack Welch Management Institute.
Jaime S. Fall
Director of UpSkill America
Jaime S. Fall is Director of UpSkill America at the Aspen Institute, an employer-led movement to expand opportunity for America’s workers and to help our economy and communities thrive by promoting training and advancement practices to help workers progress in their careers and move into better-paying jobs. The initiative, which was announced by President Obama following his 2015 State of the Union Address, is led by a coalition of business, education, workforce training, and human resource organizations.
Mr, Fall also serves as Senior Advisor for Workforce and Talent Sustainability for the HR Policy Foundation, a non-profit organization dedicated to getting America educated, qualified and hired through the development of research, services and resources to better inform students, jobseekers, workers, educators and policy makers about the skills needed by large employers in today’s rapidly changing workplaces, and as Chief Workforce Strategist for A3 Schools, a California-based charter school system. Previously, he served as Deputy Secretary, Employment and Workforce Development, for the California Labor and Workforce Development Agency. As a Senate-confirmed leader in the Schwarzenegger Administration, he provided policy and guidance to California’s $11 billion workforce system and the nearly 9,000 employees that made up the entities within the agency. Previously, he spent more than a decade in Washington, D.C. working at the U.S. Department of Labor’s Employment and Training Administration; the National Association of State Workforce Agencies; Fall Communications, a workforce development-focused marketing and website development company founded by him and his wife.
Chief Operating Officer
F&H Solutions Group
Brad Federman is an author, a speaker and a consultant with more than 24 years of corporate experience in various aspects of human resources including performance management and employee engagement, employee compensation, executive recruiting, change management and instructional design. His background also includes sales, marketing, product development and operations.
Mr. Federman works with clients to create healthy organizations through employee and customer engagement, leadership, sales and customer service. He helps clients develop the best talent and reputation and provides them with the tools to help clients become the organization of choice for both employees and customers.
In 2013, his performance improvement company, Performancepoint, LLC, merged with F&H Solutions Group to offer clients a strengthened portfolio of human resources consulting and performance improvement services and products. As the founder of Performancepoint, LLC, Mr. Federman has worked as a leadership coach, a human resources trainer, an executive and an entrepreneur with organizations and their executive leadership in different industries. His leadership coaching clients have included household names such as Nordstrom, FedEx, Embassy Suites, Homewood Suites, Gemini Hospitality, Kaiser Permanente, Mayo Clinic, Blue Cross Blue Shield, Deloitte & Touche LLP, Hewitt and Associates, Gillette, Polo Ralph Lauren Corporation, Wal-Mart Stores, Inc., AT&T Wireless, Dow Chemical Company, Nextel, Genentech, Amgen, WellPoint Health Networks, Tyson Foods, Subaru of America, New York Life, St. Jude Children’s Research Hospital, and Gulf Bank.
Prior to founding Performancepoint, Mr. Federman was the executive vice president of Novations Group and has held leadership positions with Accenture and Humana Inc. He is a frequently requested featured speaker at conferences and business meetings worldwide. He is the author of Employee Engagement: A Roadmap for Creating Profits, Optimizing Performance, and Increasing Loyalty, Jump Start: 50 Ways to Engage Your Team and a contributing author to 101 Ways to Enhance Your Career. He also has been interviewed for Fox Business News’ John Stossel Show and articles in numerous publications such as American Banker, Fortune Small Business, Los Angeles Times and HR Magazine.
Mr. Federman earned his Bachelor of Arts degree in communications from the University of Maryland and a Master of Education degree in human resource development from Vanderbilt University.
Dr. Edward E. Hubbard, Ph.D.
President and CEO
Hubbard & Hubbard, Inc.
Edward Hubbard, PhD, specializes in techniques for applied business performance improvement, Diversity Return on Investment (DROI®) measurement and analytics, instructional design, and strategic organizational development. He is an expert in organizational behavior, organizational analysis, applied performance improvement and ROI measurement strategies, strategic planning, diversity measurement and analytics, and strategic organizational change methodologies. He holds a Practitioner Certification and Master Practitioner Certification in Neurolinguistic Programming (NLP) and is the author of more than 40 books.
Lori Kleiman, SPHR, SHRM-SCP
Lori Kleiman is an accomplished businessperson, entrepreneur, and leader. In her most recent corporate role, Ms. Kleiman orchestrated a group of 18 HR consultants nationally. She brought cutting edge HR techniques to the group, and fostered a practical sense of HR to small businesses. Ms. Kleiman has conducted seminars to business people and HR professionals sharing best practices and new initiatives to bring to small businesses throughout the United States. With a Master of Human Resources and the highest level of certification available in HR, an SPHR designation, she has the depth of knowledge needed to provide her clients with the foundation of traditional study and real world solutions to drive immediate action.
As Founder and CEO of Positive Disruption, Kim LaFever specializes in working with organizations going through transformative change. By leveraging the latest thinking on the science of change, and her global leadership experience with Fortune 500 companies, she helps organizations navigate change more rapidly with less stress, greater resilience, and outstanding results.
As an expert in employee engagement and organizational development and structures, she founded Positive Disruption as an evangelist for “workplaces that foster both maximum company results and employee satisfaction as their engine for success.” Her experience includes work with global organizations in advertising, retail, consulting, IT/software development, government, human resources, hospitality, and manufacturing.
Kim holds degrees from Indiana University and certifications in project and change management from the Project Management Institute and PROSCI. She is a member of the Association for Change Management Practitioners, the International Association of Facilitators, the Institute for Cultural Affairs and is a Licensed Insights Practitioner. She is the author of the upcoming book, “Out of the Box – The New Way to Think About Work.”
Her speaking events create energy, insight and immediate impact. She travels the world bringing Positive Disruption to large corporations, professional organizations, athletic teams, and community groups. When she is not on the road she lives in Portland - one of the weirdest cities in America, where you will often find her with her husband, two cats, and the happiest dog in the world.
President, Unbridled Talent
CEO, Disrupt HR
Jennifer McClure, the CEO of information exchange Disrupt HR and the CEO of Unbridled Talent, is a sought-after speaker and business advisor who combines her expertise as a business leader, human resources executive, executive recruiter, and executive coach with practical strategies to help leaders increase their impact, grow their influence, and deliver results in their careers and in their organizations.
Consistently rated as a top speaker at major events and conferences, Ms. McClure’s engaging and entertaining style is a mix of inspiration, how-to, and strategic discussion drawing upon over 25 years of studying best practices and partnering with senior executives to attract, recruit and retain the best talent for their teams. She has spoken at over 250 industry-related conferences and corporate events, where she has delivered keynote presentations or led workshops in the areas of leadership, talent strategies, effective communication and personal development.
Strategic Development Worldwide & Hope for Prisoners Board Member
Arte Nathan served as Chief Human Resources Officer for Steve Wynn’s gaming companies from 1983 - 2006, and opened all of his casinos in Atlantic City, Las Vegas, Mississippi and China. He retired from the gaming industry in 2006 and moved to Southern California to open the Resort at Pelican Hill. In 2013, he returned to Las Vegas where he’s engaged with several startups and providing advisory services to companies interested in optimizing their human capital.
Mr. Nathan graduated from Cornell University in 1972 with a Bachelor of Science degree in Industrial and Labor Relations. He has been the recipient of many awards for his work in Human Resources, community affairs and education. He is a frequent guest lecturer at colleges and universities, and has addressed numerous professional associations and conferences on the subjects of leadership and human resource management.
Nicole Price gets it. She understands that if leadership is anything, it is personal, and that everyone can be a great leader — everyone can lead his or her own, whole life. So she gets personal. her transparency allows others to learn from her mistakes and helps them avoid the same pitfalls. She gets real. She will tell you, yes, having differences within a team can be harder, but that hard work can really pay off — both professionally and personally. And she gets wise. She’ll tell you, in a heartbeat, how she’s gotten a few things wrong over the years, but a little grace and some solid coaching saved her.
Can you make mistakes and still be an awesome leader? Is it possible to lead effectively with so many personalities on one team? Can you genuinely lead people and still have a decent life and energy left to live it? If you ask Nicole, the answer is absolutely yes.
Through leadership development, coaching, consulting, keynotes, and other resources, Ms. Price encourages and enables others to live their lives in excellence. Her energetic and engaging sessions leave participants with strategies and specific tools that they can apply right away. Her lively presentation style garners rave reviews and, very often, an invitation to return.
Ms. Price received her B.S. in chemical engineering from North Carolina A&T University and her master’s degree in adult education from Park University. For more information about Nicole and Lively Paradox programs, please visit www.livelyparadox.net.
Global Head of Technology and Analytics
Talent Innovation Center - Randstad Sourceright
Jason Roberts is a leading authority on HR analytics and systems with more than 15 years of experience using big data to drive recruitment strategies for Fortune 500 companies. He has a mastery of using data to drive business strategy and outcomes and has led Randstad Sourceright to provide clients unparalleled insights into their operations. He also helped launched Randstad Sourceright’s TalentRadar®, an advanced analytics and recruiting intelligence platform that helps employers leverage data from multiple systems to support informed talent decisions. He has worked with RPO and MSP clients from the technology, consumer packaged goods, retail, fashion, and other industries to recruit and hire top-level talent. He holds an MBA in project management from the University of Texas at Dallas, a BA in Communications from Dallas Baptist University, and is Six Sigma certified.
Lynda Silsbee, CPT, SPHR
Founder and Principal
Performance Dimensions Group and Alliance for Leadership Acceleration
Lynda Silsbee is Founder and Principal Consultant at Performance Dimensions Group, a boutique consulting group that provides the resources and skills to nurture organizations along the path to achieving high performance. She worked for many years internally as an HR professional and started PDG in 1999 to focus exclusively in Organizational and Leadership effectiveness. In 2002 she launched the LEAP® – Leadership Acceleration Program and formed an additional company dedicated to expanding leadership effectiveness nationally through the LEAP program and its network of Affiliate Partners.
Ms. Silsbee’s previous employment includes 17 years at Nordstrom in various organizational roles including HR, finance, sales, and operations. Her other relevant experience includes Genie Industries, Starbucks Coffee Company, Jones Soda, The Bill & Melinda Gates Foundation, and Vulcan. Ms. Silsbee holds a BA in Business with a concentration in Organizational Behavior from the University of Washington, and received her Certified Performance Technologist designation for proven work in the field of Human Performance since 2003 and has held SPHR certification since 1995.
Technology Solutions Director
Kevin Terwiller is the Solutions Director for Dell’s IoT Division where he leads vertical strategy and the creation of use case specific ‘blueprint’ to help customers realize ROI quicker on IoT deployments. He has been at Dell for 9 years and has completed roles in product design, customer experience, and sales enablement. He has 31 patents for innovative customer solutions and also has an MBA from the McCombs School of Business. By leveraging his experience interacting with customers across the product development process, he identifies vertical use cases which provide opportunities for the Internet of Things to meaningfully impact customer's businesses.
Mr. Terwiller has also led a multi-year Design Thinking training initiative within Dell to encourage marketers to think differently about iterative problem solving and to focus on having empathy for customers.
May 11-12, 2017
Bally’s Las Vegas Hotel and Casino
3645 S Las Vegas Blvd.
Las Vegas, NV 89109
On the Strip, this landmark casino hotel is 4.7 miles from downtown Las Vegas.
Upscale rooms feature WiFi (fee), desks and cable TVs; some have seating areas, fridges and/or views of the Strip. Suites add whirlpool tubs and/or dining tables. Penthouses with wet bars and multiple living rooms are also available.
In addition to the casino, amenities include a fitness center, live shows (surcharge), tennis courts and a shopping mall, plus a seasonal heated pool with cabanas (fee) and a live DJ. Dining options range from a high-end steakhouse to a casual pizzeria. There’s also a spa (treatments available), a nightclub and 3 bars.
Room Rate: $129, plus $24 daily resort fee – Renovated Jubilee Tower Rooms
Resort Fee Includes:
- Unlimited local phone calls (no long distance or international calls)
- Two (2) Guest admissions per day to the Fitness Center (does not include use of the spa)
- In-Room Internet access to include one (1) device per room per day (Property-wide and inter-property roaming available at that property for an additional fee.)
Reference BLR RecruitCon Conference room block or Group Code SBBLR7 when making your reservation. Or book your room online: https://aws.passkey.com/go/SBBLR7
Reservation cut-off date: April 10, 2017
MAIN CONFERENCE DAY 1 | Thursday, May 11, 2017
*CREDIT INFORMATION: New sessions are pending approval for business recertification credit toward PHR and SPHR recertification. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
7:00 a.m. – 6:00 p.m.
Registration, Breakfast & Exhibits
7:00 a.m. – 8:00 a.m.
8:00 a.m. – 8:05 a.m.
HR Disruptors: New People Management Approaches that Work
8:05 a.m. – 9:05 a.m.
Moderated by: Brad Federman, F&H Solutions Group
Panelists: Katharine Anderson, Scientific Games
Mike Burkhart, Watermark Retirement Communities
Jennifer McClure, Unbridled Talent and DisruptHR
THRIVE 2017 kicks off with a look at ways companies are shaking up conventional approaches to people management by using new technology and other means to improve goal setting, learning and development, and more. You’ll hear what the HR leaders at these leading companies are doing to ensure that employees are empowered and engaged in an environment where they can truly thrive.
9:10 a.m. – 10:15 a.m.
5 Steps for Putting HR in a Driver’s Seat for Enterprise Growth
Presented by: Lori Kleiman, SPHR, SHRM-SCP, HR Topics
Enterprise growth requires executive leadership involvement when it comes to changing the culture, focus, or services an organization offers. To be successful, the growth strategy must focus on many things at once, including people. Every aspect of the organization has to work together, and here’s where HR’s role is crucial. Whether it’s a new product, or a shift in competitive focus, HR is intrinsic to helping the company stay competitive. And, to drive enterprise growth and achieve optimal business results, HR leaders must get—and stay—on the same page as the rest of the leadership team. This isn’t always easily accomplished, though. This talk will provide proven tips and a 5-step process for making your mark as a driver of enterprise growth for your company.
When To Back-Burner the Background Check: Rethinking Your Employment Screening Strategy
Presented by: Arte Nathan, Strategic Development Worldwide
Background checks are an important part of the vetting process prior to hiring a new employee. But, too much emphasis on what background check reveals—when the information doesn’t have bearing on the job—isn’t good, either. This provocative THRIVE Talk will challenge conventional wisdoms and strategic reasons for not “judging a book by its cover.”
Networking, Refreshments & Exhibits Break
10:15 a.m. – 10:40 a.m.
THRIVE Intensive Workshop—Deciphering Employee Disengagement
10:40 a.m. – 12:15 p.m.
Presented by: Lynda Silsbee, CPT, SPHR, Performance Dimensions Group and Alliance for Leadership Acceleration
High levels of employee engagement translate into increased customer satisfaction and bring other competitive advantages.
During this workshop, you’ll receive actionable and innovative instruction on:
- Why disengagement happens
- The downward spiral of disengagement and reduced productivity and morale
- How to develop your leadership skills to encourage an engaged culture change
- 4 steps to take right away to re-engage a languishing workforce
- And much more
12:15 p.m. – 1:15 p.m.
Performance Management Reloaded: Ditching Appraisals in Favor of Revolutionary Ways to Reinforce Positive Employee Behaviors
1:15 p.m. – 2:15 p.m.
Presented by: Natasha Bowman, J.D., SPHR, White Plains Hospital and Performance ReNEW
We’re in the midst of a revolution, where more than one-third of U.S. companies are replacing traditional annual performance reviews. Companies like Adobe, Microsoft, IBM, Deloitte, Dell, General Electric have opted for informal, regular check-ins between employees and their managers. This session will identify reasons for ditching “check-the-box” performance management processes and will highlight ways companies are succeeding at taking a new approach by increasing the frequency of performance discussions, eliminating ratings and replacing them with adjectives, and, in many cases, eliminating the process altogether. You’ll learn:
- Why traditional performance management is perceived as a check-the-box exercise, which is virtually ineffective nowadays
- Innovative performance management strategies that organizations are using to make the evaluation process more meaningful
- Whether these new strategies will result in more favorable results from the performance management process
- How to evaluate whether your organization’s performance management process should be replaced in part or full with in-time performance-driven discussions
Upskilling to Avoid Labor Shortages and Save Big on Long-Term Labor Costs
2:20 p.m. – 3:20 p.m.
Presented by: Jaime S. Fall, UpSkill America at the Aspen Institute
According to Manpower Group’s Talent Shortage Survey, we’re in the midst of a talent shortage that could worsen as the pool of available workers shrinks. Many companies are turning to training and development to upskill employees to fill talent gaps. Wal-Mart and other Fortune 500 companies, including McDonald’s, Starbucks, and CVS Health, as well as small- and mid-size businesses are among the companies that invest over $600 billion a year in the education, training and development of their workforce in the hopes of seeing greater returns on their human capital investments. Is it paying off? This powerful session will reveal:
- Examples of upskilling, including training and educational endeavors, that propel employees’ upward career mobility
- The impact upskilling can have on long-term labor costs
- How upskilling reduces turnover and employee replacement costs
- Factors to evaluate to determine whether and how upskilling should be incorporated into your business strategy
Networking, Refreshments & Exhibits Break
3:20 p.m. – 3:45 p.m.
Mastering Micro-Inequities: How Unnoticed Biases Interfere with Diverse Team’s Success
3:45 p.m. – 4:45 p.m.
Presented by: Nicole Price, Lively Paradox
Homogeneous teams rarely produce exceptional results. However, differences among team members in diverse teams can cause problems. In fact, many leaders profess that personality conflicts consistently get in the way of their success. The paradox is that organizations are working diligently to increase the levels of diversity in their workplaces because they understand that it plays a vital role in achieving successful results, but micro-inequities among coworkers and managers may be thwarting their plans. When employees are overlooked, dismissed or singled out for traits—such as race, gender, or age--disengagement may be in store despite your best efforts to promote diversity and inclusion. It’s time to embrace the reality we face rather than fight it! You’ll discover:
- The reality of micro-ineqities and how to spot them
- How to determine whether you are guilty of micro-inequities
- Specific strategies for compensating with micro-affirmations
- Ways to deliver feedback on diverse teams
- What leaders can do to eliminate micro-inequities in their workplaces
- How to craft, communicate, and conform to a top-down message of respect at work
4:45 p.m. – 5:45 p.m.
MAIN CONFERENCE DAY 2 | Friday, May 12, 2017
7:00 a.m. – 1:30 p.m.
Breakfast & Exhibits
7:00 a.m. – 8:00 a.m.
Breakfast & Learn
7:30 a.m. – 7:45 a.m.
During this interactive demonstration, you’ll learn tips and tricks for mastering real-life HR challenges using BLR’s formidable resources. Plus, you’ll be entered into a drawing for a fabulous prize—must be present to win!
Opening Keynote- Human Capital Risks: Shifting Mindsets and Turning Strategic Risk into Value
8:00 a.m. – 9:00 a.m.
Presented by: Brad Federman, F&H Solutions Group
Human capital risk management involves the evaluation of the uncertainties that face a business—unknowns that could have a material impact on the organization. Business leaders must be able to effectively evaluate the risks and then decide whether to take the risk or mitigate it. Day 2 kicks off with a look at how leading companies are managing their human capital risks in a way that adds value to the organization.
Deconstructing Hierarchical Organization Models: How to Achieve Success with a Network of Teams
9:05 a.m. – 10:05 a.m.
Presented by: Kim LaFever, Positive Disruption
Today’s most successful businesses are agile: They pivot, and they innovate. They comprise fluid networks of teams that can adapt quickly to customer’s needs and industry changes. According to Deloitte’s Global Human Capital Trends 2016, 92 percent of organizations polled said organizational redesign is a top priority, and more than 80 percent said they’re in the process of restructuring or recently did. Does your organization need a makeover? During this session, you’ll learn:
- How a decentralized approach to authority works can be successfully implemented in many business settings
- Real world examples of fluid networks of agile and powerful teams capable of delivering output in creative, and impactful ways
- What Millennials, a fast-growing segment of today’s workforce, demand from their teams (it’s not what you think)
- How effectively using networks of teams can drive business results, employee engagement, and talent retention
Networking, Refreshments & Exhibits Break
10:05 a.m. – 10:30 a.m.
THRIVE Intensive Workshop—Measuring What Matters: What the C-Suite Really Wants from Your D&I Efforts
10:30 a.m. – 12:30 p.m.
Presented by: Dr. Ed Hubbard, Hubbard & Hubbard, Inc.
Diversity and inclusion (D&I) executives and HR professionals face many challenging audiences when it comes to demonstrating diversity’s contribution and value; however, the tough audience is often in their own C-suite. Most top executives enter these meetings with at least two perspectives. First, they are wondering are you credible and confident enough to be here? In very short order these executives will form an impression of you and make assumptions about your department/organization’s performance based upon the results you have produced for the organization. Were these results tangible and performance based? Is there clear evidence that it was your diversity initiative that generated these outcomes? What else could have contributed to this result? Second, did the results you produced help the organization take advantage of an opportunity, meet a need, and/or solve a business-related problem? In other words, did your department’s diversity initiatives produce outcomes that add measurable value in financial and other terms? This intensive workshop will show you how to:
- Use cutting edge methods and innovative techniques in D&I measurement
- Implement a strategic business partner-based strategy to drive a diverse high impact workplace culture that produces measurable results
- Use diversity metrics and analytics to demonstrate a diversity return on investment— a “causal chain of impact” to prove your D&I initiatives really worked
- Employ techniques to shift to a science and outcome-based diversity management approach that drives organizational success
12:30 p.m. – 1:30 p.m.
1:30 p.m. – 2:30 p.m.
Design Thinking: A Revolutionary Approach to Meeting Talent Challenges
Presented by: Kevin Terwiller, Dell Technologies
Today’s employees are often overwhelmed by the high-volume of emails, meetings, and sheer volume of information to which they’re exposed. Traditional HR reactions have involved formal training, documentation, and other “check-the-box”-type practices, but a new way of thinking is emerging that can help combat employees’ sensory overload. “Design Thinking” is a process by which the focus is shifted so that workers’ personal experiences drive how processes are built. This THRIVE Talk will show how companies are applying Design Thinking to impact areas such as learning and development and recruiting.
Aligning Company Culture to Business Goals
Presented by: Elizabeth Bolt, UW Health
Your company culture can drive how your employees act, their productivity, and the ways in which they innovate. A strong company culture gives businesses a competitive advantage. This THRIVE Talk will feature an HR leader from a company that has done a superior job at aligning organizational culture to the business’s underlying business goals. You’ll learn what they did and how they did it, and what their results were.
Workforce Intelligence: 5 Steps to Making HR Analytics a Reality
2:35 p.m. – 3:35 p.m.
Presented by: Jason Roberts, Randstad Sourceright
HR analytics provide the opportunity to interpret data and spot trends, so better business decisions can be made. But, companies that have embarked on a quest to build HR analytics into their operations often face stumbling blocks. For instance, they may have started measuring without having defined their company strategy or discovered misalignment in the definitions being used—in either case, confusion could result. This session will cover 5 steps for effectively analyzing HR data so you make better business-centric decisions that significantly impact the workforce. You’ll learn:
- How to identify the metrics you’ll measure
- Integration tools that can help you thoroughly account for HR and employee data
- Suggested HR analytics tools for achieving your goals
- Best practices for choosing a delivery method—so data are easy to work with and easy to understand
- How to make your analytics process agile, so you can pivot to measure varied HR areas with ease
*Agenda subject to change.
May 11: 7:00 a.m. - 5:00 p.m.
May 12: 7:00 a.m. - 4:00 p.m.
Interested in sponsoring THRIVE 2017? Visit our website to view all thought leadership, brand awareness, and exhibiting opportunities, or contact Denise Lee at email@example.com or at (866) 297-1377 x2570.
Visit our website for more information.
New opportunities for your business at THRIVE 2017!
Why exhibit at the THRIVE Conference?
This unmatched strategic HR event will bring together the top human resources professionals in the industry as they strive to adapt to the new business ecosystem. Engage them with your solutions for improving strategic competencies and enhancing professional value, and establish deep networking connections with these key decision-makers. Sponsors will also:
- Gain critical industry insight
- Showcase new products and services
- Network with high-quality decision makers
- Build brand awareness among their target market
- Cultivate customer relationship
What are the benefits of sponsoring the THRIVE Annual Conference?
- A highly focused way to reach decision makers in the human capital industry through multiple marketing channels.
- Your brand on event marketing messages—online & e-mail—reaching over 350,000 HR professionals.
- Promotion of your sponsorship through e-mail promotions, newsletters, banners and event website.
- Link to sponsor website in all electronic correspondence regarding live event.
- Sponsors receive full contact details for the event’s registrants.
- All sponsorship materials available online post conference for attendees who are continuing their research.
What opportunities are available?
- Title Sponsor $7,500
- Platinum Sponsor $5,000
- Exhibitor $3,000
- Other Sponsorship Opportunities
- CLICK HERE to learn more!