Learning tracks
(More speakers to be announced shortly.)
Track 1: Reassess
Upping Leadership Capacity at Fortune Brands with Emotional Intelligence
Tom Sherrier, Organizational Development Leader, Therma Tru Division of Fortune Brands
Travis Bradberry, President Talent Smart
The session will highlight best practices and lessons learned from a multi-year leadership development initiative at Fortune Brands (a Fortune 500 company that owns marquis brands, such as Titleist, Moen, and Jim Beam). When Fortune sought to double the revenue of a key division in five short years, they called on OD to develop a leadership development strategy that could take their current talent to the next level.
During this session you'll learn:
- How Fortune used the development of leaders' emotional intelligence skills as the vehicle for realizing the company's core competency model.
- Best practices for increasing emotional intelligence skills through self- and 360-degree assessment, face-to-face training, e-learning, and executive coaching.
- A highly practical, incredibly effective method for measuring the real ROI of your leadership development efforts, via metrics that unequivocally demonstrate the value of your work.
Tom Sherrier, M.Ed. has had a variety of experiences developing people and growing businesses over his 34 year career. While leading the OD and Leadership Development efforts at Therma-Tru, he partnered with TalentSmart to create an EQ based competency development program for all company leaders.
Dr. Travis Bradberry is an award-winning author and the cofounder of TalentSmart®, a think tank and consultancy that serves more than 75% of Fortune 500 companies and is the world’s leading provider of emotional intelligence tests and training. His bestselling books have been translated into 25 languages and are available in more than 150 countries.
Return on Leadership Development (ROLD)
Rich Rosier, Senior Vice President, Linkage
Measuring leadership development is possible and not only is it possible it provides organizations with benefits that exceed scientifically measuring the impact of leadership development such as pipeline/ bench strengths analysis and understating of future leadership needs. It is imperative that organizations engage in measuring leadership development so that leadership development efforts will impact bottom line results.
In this session we will explore the history of measurement in the field of leadership development including an overview of Kirkpatrick's four levels, Phillips ROI and Birkenhof's impact mapping. Once we have established the base and past efforts for measuring LD efforts, we will venture into the future and discuss the Return on Leadership Development assessment in detail. We will dive into the benefits of measuring return on leadership development, the methodology that makes the most sense and what you should do with the findings once you have measured your return on leadership development. As well, we will review case studies from multiple leading companies that have gone through the process of measuring return on leadership development and have been able to take the findings and impact positively both their business results and increase their bench strength.
Key session takeaways will include:
- Practical tools and questions to take back with you to your organization that will help you start measuring return on leadership development
- Key learning’s and insights from leading companies that have measured their return on leadership development
- How leadership development can become a profit generating unit by fully taking advantage of the conclusions from the return on leadership development process
Rich Rosier is Senior Vice President, Principal Consultant at Linkage, with responsibility for leading Linkage’s leadership development practice area and strategic partner acquisitions.
Track 2: Reengage
The Best Defense is a Good Offense: Thriving in Troubled Times
Kim Arnold, Senior Director, McAfee
Mecca Robbins, Senior Learning Consultant, McAfee
Tenice Wehmeyer, Senior Talent Management Consultant, McAfee
Brian O. Underhill, Founder, CoachSource
A business strategy is worthless without having the People and Organizational Capability to deliver on that strategy. McAfee's Learning and Development Team has found that linking development initiative to business results has made them an important business asset despite the current economic environment. By partnering with leaders in Corporate Strategy, Marketing and Business Units, the learning team has assured that every McAfee Employee knows how their goals align with McAfee's broader strategy. Their consultative approach to leadership team improvement (e.g., strategy team offsite facilitation, "Matrixed" team interventions, Leadership training including business simulation) has directly impacted the business in a positive way.
Participants will come away with a model and tools on how to:
- Engage senior leaders during tough economic teams
- Facilitate strategy off-site’s using a model of partnership
- Design programs that add value, despite the challenging conditions in the marketplace
Kim Arnold is the Sr. Director of Leadership and Employee Development for McAfee. She joined McAfee in April of 2008 and leads a team that is responsible for Talent Management, Succession Planning, Leadership and Management development as well as employee development in areas of personal effectiveness.
Tenice Wehmeyer is the Senior Talent Management Consultant of Leadership and Organizational Development for McAfee. She joined McAfee in January 2007 as a HR Business Partner and is currently responsible for the companies Talent Management, Executive Coaching, and 360/MBTI Assessments, as well as McAfee’s Leadership Development Series.
Mecca Robbins is a Senior Learning Consultant in the Leadership and Employee Development Team with McAfee. She joined McAfee in September of 2008 and has responsibility for world-wide employee development and supports leadership development as well.
Brian O. Underhill, Ph.D. is an industry-recognized expert in the design and management of worldwide executive coaching implementations. His executive coaching work has successfully focused on helping clients achieve positive, measurable, long-term change in leadership behavior. Brian is the Founder of CoachSource and the Alexcel Group.
Extraordinary Groups: How to Help Your Team Deliver Amazing Results!
Geoff Bellman, Author, Extraordinary Groups: How Ordinary Teams Achieve Amazing Results
As a result of three plus years of field research surrounding the experiences of people involved in sixty extraordinary groups, Geoff Bellman and his co-author, Kathleen Ryan, identified six human needs key to team effectiveness, eight performance indicators that differentiate extraordinary groups from the rest, four feelings at the core of transformative team experiences, and actions that lead toward creating teams that you have always wanted.
In this interactive session, Geoff will offer an alternative to traditional team development, an approach that looks deeper than tools and techniques, and new possibilities.
Participants will explore the answers to:
- What allows some teams to perform in ways that exceed their own expectations?
- How do these teams differ from most others?
- What you can do to increase the possibility that your next team will be extraordinary?
Geoff Bellman has consulted to organizations for forty years. And, he is the author of six books, including The Consultant's Calling, Getting Things Done When You Are Not in Charge, and his new book, Extraordinary Groups.
MOJO – A New Approach to Building Happiness, Meaning and Employee Engagement
Marshall Goldsmith, Author, Mojo
Mojo can be defined as that positive spirit – toward what we are doing – now – that starts from the inside – and radiates to the outside. In this fast-paced, interactive session, Dr. Marshall Goldsmith will discuss the building blocks of Mojo – identity, achievement, reputation and acceptance. He will provide practical tools that can help participants increase their experience of happiness and meaning – both at work and at home. Employee engagement in the USA is at an all-time low. Marshall will show how employees can use new computer applications to help regain their Mojo and become more engaged at work.
By the end of the session participants will:
- Learn practical tools aimed at increasing their personal experience of happiness and meaning – at work and at home
- Be better able to coach others and help them find happiness and meaning
- Increase employee engagement without another expensive ‘program’
Dr. Marshall Goldsmith is a world authority in helping successful leaders achieve positive, lasting behavior: for themselves, their people and their teams.
Track 3: Redesign
You Think You Can’t Change Cultures Fast…Think Again
Kevin Harris, General Manager of Facilities, BP
Cherie Duddridge, Facility Manager, BP
Christy Sahler, Senior Facility Manager, CB Richard Ellis
Tony DaDante, CEO, The Change Execution Group
Participants in this best practice case study session will learn how BP went from spending money unnecessarily and inefficiently on OD initiatives, to undertaking a large scale systems change strategy, which resulted in financial, operational and employee successes and accelerated momentum towards change.
Participants will learn:
- Strategies for teaming up to execute on an accelerated cultural change strategy
- Different business strategies, which when aligned, can create superior performance both operationally and financially
- The value of using problems to find solutions that can provoke large system change, which include multiple silos within an organization
- Why implementing programmatic solutions do not always work and suggestions for “thinking outside of the box.”
Levering OD for Sustainable Business Excellence
Peter Nievaart, Founder and CEO, Effecs
OD’s success depends on its direct and specific contribution to the business. However, like other staff groups, OD is often stuck in an antiquated and counterproductive relationship with its customers. OD has now momentum to reposition itself. This session will address the “why” and “how”.
Economic reality taught many businesses and not-for-profit organizations that “good” is no longer enough. OD could play a pivotal role in migrating towards greatness. But... it requires deep understanding of business excellence and OD’s leverage potential. Especially when budgets remain tight and managers remain focused on short-term profit improvements and cost reductions.
During the session the following topics will be discussed:
- What separates a great organization from its peers, even in difficult times?
- What determines business excellence?
- Why should OD reposition itself? How could this be done?
- How could OD contribute to sustainable business excellence?
- Which choices must be made?
- How to link the annual planning and budgeting process to strategic needs?
- How to valuate and prioritize OD initiatives?
- How could OD help business leaders in understanding and dealing with chaos, black swans, uncertain markets and change?
Peter Nievaart is the Founder and CEO at Effecs. He is passionate about leadership, business excellence, innovation, change management and IT. He has worked for profit and not-for-profit organizations. He is a life-long student of business excellence and leadership.
Organizational Change Doesn’t Happen Without Leadership
Joe Maggio, Deputy Vice President, Raytheon
Melissa Carter, Director of Organization Effectiveness, Raytheon
Michele Becker, HR Director, Raytheon
Leading and organizational transformation is always complex. In this best practice case study session the OE and HR Directors for Raytheon’s EKV Product Line will share their award winning best practices for creating a large-scale change model, which achieved successful business results.
Participants will learn:
- Describe the customer experience in a large-scale change process and understand the importance of leadership's role in the process
- Explain the role of the change practitioner and recognize opportunities to apply a change plan
- Appreciate the value of a partnership between all practitioners operating in the change space, including OE, HR and Six Sigma
Joe Maggio is the Deputy Vice President for the Exoatmospheric Kill Vehicle (EKV) Product Line. In this role he is responsible for development, production and delivery of EKV, the interceptor for the Missile Defense Agency’s ground based midcourse defense program.
Melissa Carter is the Director for Organizational Effectiveness for Raytheon Missile Systems, a position she was named to in 2007. She has over 20 years of experience in the field and has been engaged as an assessor and change facilitator in two national, large-scale, system change initiatives.
Michele Becker is the HR Director for Raytheon Missile Systems’ core Product Lines, including Air Warfare Systems, Exoatmospheric Kill Vehicle, Land Combat and Naval Weapon Systems.
Changing the Way We Change: Corporate Transformation at Cisco
Christian von Bogdandy, Director of IT and Strategic Demand Management, Symantec
Different types of organizational change require different Change Management (CM) approaches. While this simple truth is easy to understand, organizations struggle to execute against it. Most CM approaches are ‘cookie cutter’ and are build on what worked in the past. However, driving a strategic, cross functional, multi-year transformation is much different than, say, rolling out a new quoting tool.
Cisco came to this realization two years into a major transformation. This presentation outlines a new CM framework and how it was adopted at Cisco. The presenter will also discuss why CM practitioners themselves served as an obstacle to changing the way change happened at Cisco.
The presenter was part of the leadership team for this transformation and guided a global Change Management team of over 40 professionals.
Participant learner outcomes are:
- CM maturity model: What type of CM for what type of organizational change
- Leadership alignment: How to drive acceptance for a new CM model
- Engaging the organization: How to create an engagement model for a global transformation
Chris von Bogdandy focuses on companywide change initiatives, such as Acquisition Integration, ERP implementations and large-scale restructurings. His background includes driving change on a leadership level internally at Cisco Systems Inc., Gap Inc. and Symantec.
Track 4: Reconnect
Enterprise 2.0 – Creating new Connections and Collaboration Channels
Jennifer (Jem) Janik, Alcatel-Lucent Bell Laboratories CTO, On-Line Community Manager
Jerilyn Wagner, Alcatel-Lucent University, Senior Learning Consultant, SPHR
Tweets, Texts, Friend Requests, “Followers”, Link Requests, Blog comments, are not just for Gen Y’rs, Niche Marketers and Savvy Social Techies. Social networking tools are, and increasingly will be, reshaping the ways we work within organizations today and in the future.
This session will explore the latest trends in social networking and collaboration tools. Find out about how top social networking sites such as Facebook, Linked-In, Twitter – are morphing into internal Business Social Software tools. Presenters will share case studies demonstrating how large global enterprises are leveraging these tools to reach out and make connections, break down corporate silos and enable employees to share their expertise. The presenters will highlight lessons learned from application of various tools to organization initiatives.
Emerging empirical data demonstrating the power of these tools in team building and support of organizational strategy and change initiatives will be explored. Application considerations for the OD practitioner toolkit will be highlighted.
Key session takeaways will be:
- Success factors for use of Collaboration software
- How to care for weak ties and leverage COI’s
- How Social Software tools enable a global team to be “connected colleagues”
- Current research findings on use of Enterprise based Business Social Software tools
Resource links and references will be provided for participants to further explore the concepts presented.
Jennifer (Jem) Janik is the Enterprise Community Manager for Alcatel-Lucent, Bell Laboratories CTO. She has almost a decade of experience in knowledge management styles of working, and is passionate about coaching to build collaborative communities.
Jerilyn (Jeri) Wagner, SPHR, is a Senior Learning Consultant for Alcatel-Lucent, Alcatel-Lucent University. She is energized by and passionate about working with teams and leaders to build and nourish "learning environments".
Challenges of Rolling Out OD Initiatives Globally
Global multinational firms struggle with rolling out OD initiatives across multiple geographies. Despite innovative IT solutions to connect the globe, roll out initiatives and efficient systems to support, many attempts end up with lacklustre results. Culture differences are generally regarded as the culprit. However, our research and findings have linked the lack of success to several major factors:
- Culture Plus……..
- Competency & Skills Gaps
- Process Gaps
- Communications Gaps
- Gognitive & Emotive Traps
- Technological Traps
- Efficiency Traps
The purpose of this workshop is to examine the critical pathways to success in rolling out global OD initiatives by working out the GAPs, TRAPs and MAPs of global OD initiatives.
Samuel M. Lam is President and Managing Partner of Linkage Asia based in Singapore. He has led major OD and leadership development initiatives for both global multinational firms and Asian conglomerates in Australia, Singapore, Malaysia, China and Indonesia. His clients have included GlaxoSmithKline, Unilever, Trane, Prudential, Disney and various agencies of the Singapore Government. He is also coach and advisor to several notable CEOs and senior government officials in Asia.
Track 5: The New OD Professional
The Transformation Decade: Trends 2010-2020
David Houle, Futurist, Speaker and Author, Shift Age
In his presentation “The Transformation Decade: Trends 2010-2020” Houle looks at the forces shaping this new decade, changes in the workplace and leadership and what companies will need to do to survive and thrive in the years ahead. We have left the Information Age and are moving into the Shift Age. Everything is in a state of shift and companies, managers and leaders need to be able to transform the companies and organizations they run to succeed in the next ten years. This session will be a big picture look into the future by the “emerging futurist of today”.
David Houle is a futurist, speaker and author. He has been called the “CEOs futurist” having spoken to or advised some 1,000 CEOs in the past three years. His book, “The Shift Age” was published in 2008 and his semi-annual Shift Age Trend Report was launched in 2009. His web sites are www.davidhoule.com, www.evolutionshift.com and www.theshiftage.com.
Does Learning Really Change Anything?... Creating Transformational Development Experiences
Bob Dean, Senior Executive and Director, Americas for Profiling Online
Richard Flanagan, Richard Flanagan, President, RDF Consulting
A significant element of the 21st century focus on learning and organizational development will be designing and delivering transformational development experiences for employees and customers. The key word to note is “experiences”. It’s time for business and talent leaders to make the paradigm shift from workshops and events lasting hours and days to extended development experiences that integrate formal and informal development to deliver personal and organizational change.
In this interactive presentation experience, you will reflect on your own “life changing” learning experiences.
You will explore:
- How to apply the models and frameworks of The Experience Economy (Harvard Business School Press, 1999) as a part of a six-step process that converges learning and change to produce transformational business results.
- The Pecha Kucha presentation, which introduces the Progression of Learning Value and the high level process for designing and delivering transformational development experiences.
Bob Dean is a Senior Executive in learning, leadership development, and talent management, and is Director, Americas for Profiling Online. As a senior learning executive, he has been a catalyst for learning innovation driving business impact in three major professional services firms.
Richard Flanagan is a business consultant whose practice focuses on helping people, companies, and organizations change and improve in ways that deliver measurable business and personal results. Richard is a co-author of The Six Disciplines of Breakthrough Learning: How to Turn Training and Development into Business Results (Pfeiffer, 2006) and an accomplished speaker and presenter.
STRETCHING Ourselves and OD Professionals
Peter H. C. Bailey, Sr. Vice President of Organization Development, The Prouty Project
Grayce Belvedere Young, President of Organization Development, The Prouty Project
How do you grow yourself personally and professionally in today’s business climate? In what ways do we need to evolve our understanding of what it means to be an Organization Development professional in this time of the “New Normal?”
This session will help you to stretch your thinking about vital skills and approaches for OD professionals through engaging your clients intellectually, physically, emotionally, and soulfully. As well, participants will be exposed to the “S-T-R-E-T-C-H” concept, which takes on the key issues of social responsibility, technical expertise, relationship building, experiential techniques, technology-enhanced delivery, cross-cultural principals, and purposeful fun.
Participants will explore:
- How to create innovative and intensive experiences when implementing OD initiatives
- Methods for stretching your employees to have bigger goals, bolder strategies, and better collaboration
- Expand on your OD skills and approaches from multiple perspectives.
Grayce Belvedere Young is the President of Organization Development for The Prouty Project. She specializes in leadership development; strategic planning; team effectiveness; change management; talent management and succession planning; performance management processes; and culture revitalization.
Peter Bailey is the Senior Vice President for the Prouty Project, and specializes in engaging business leaders and teams in transformational experiences which enhance their skills, systems, and processes for working better together. Peter is a multi-faceted experiential designer and facilitator who has delivered 25 years of education-based adventure and innovative training to executives and management teams in the fields of high-technology, telecom, manufacturing, pharmaceutical, and customer service.
Track 6: Advanced Practitioners’ Power Network facilitates learning from other senior OD/HR/LD professionals with the guidance of OD legends.
Assessment, Measurement and Evaluation
In these economic times, Assessment, Measurement, and Evaluation (AME) are crucial to the success of any Organizational Development initiative. It is all to easy for struggling companies to dismiss initiatives and programs that do not actively demonstrate their ROI. If you are charged with increasing learning and performance in your organization and you must demonstrate the business impact of your initiatives, you can’t afford to miss the benchmarking and best-practice sharing of this in-depth, one day event.
The AME Summit will feature:
Lifetime Achievement Awards
To be presented at a Hall of Fame Dinner to honor legends of organizational development for their commitment to the profession, and its practitioners.
Complimentary One-on-One Executive Coaching
The first 100 people to sign-up will benefit from a 60-minute executive coaching session by phone with a business coach from Break Through Consulting! Based upon strong positive feedback from the 2008 Summit, Linkage has partnered again with business results coaching company—Break Through Consulting—to offer you a complimentary coaching session as part of your Summit registration. Only 100 spaces available. You may schedule your phone coaching session to occur at your convenience—either before or after the Summit.
Applied Learning Teams
Organized on participants’ key challenges and led by expert facilitators, these daily, small group peer discussions foster critical introspection application and peer learning during the Summit. At the end of the program participants will walk away with action tools, best practices, a focused strategy for improvement, a personal action plan, and a new peer network.
Please keep checking our website for updates on the 2010 Summit workshops.