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Business Acumen

From 17 to 70: Using HR Analytics to Manage and Make the Most of the Modern Workforce

Paul Burrin, Fairsail

Thursday, March 30, 2017
2:10 pm-3:10 pm
Ballroom B

SHRM Competencies:

  • Leadership & Navigation
  • Business Acumen
  • Relationship Management
  • Critical Evaluation
  • Global & Cultural Effectiveness
  • Communication

Managing a modern workforce — remote mobile and multigenerational — can be complex and time-consuming ensuring disparately located employees have the support and information they need in their daily jobs. Discover how people analytics (real-time actionable workforce insights into your current workforce) can help to predict and model scenarios and outcomes for ultimate people and business performance. Gain insight into results from Fairsail's recent survey of global HR leaders which uncovered the challenges and opportunities of managing the multi-generational workforce. From onboarding to performance management and offboarding, learn how company leaders benefit from leveraging real-time people analytics to get smarter about their people and correlate business impact to HR programs.

Learning Objectives:

  • Discover how leveraging people analytics — real-time workforce insights into the current workforce — revolutionizes the way organizations use information enabling them to know as much about their people as they know about their customers
  • Explore how by combining internal and external information not typically available to HR about their people organizations you can spot underlying workforce trends, mitigate problem areas, and encourage positive behaviors from the workforce
  • Implement technology to discover hidden patterns in data, predict future trends and gain new insights to make better informed people decisions in order to get the best from a multi-generational workforce

Paul Burrin: Paul is a senior executive for Fairsail, is a progressive business development expert focused on the forces changing the nature of work, the workplace, and the rise of the modern workforce. Burrin is an active blogger, editor and contributor on how these changes have a profound impact on both professional and personal lives requiring a potentially disruptive shift in management leadership styles and technologies to keep people and teams engaged by delivering consistently great workforce experiences.

Go Beyond the Data: How to Use Compelling Stories to Persuade

Matthew Frankel, MBA, CPSM, Speechworks

Wednesday, March 29, 2017
2:40 pm-3:40 pm
Ballroom A

Applies to: All HR Professional Levels

SHRM Competencies:

  • Business Acumen
  • Leadership & Navigation
  • Communication

For all of the value that data can provide your listeners it also brings a daunting challenge: how do you present complex information in a way that doesn't drag the life out of a conference room? The reality is most business presentations are painful, data-filled PowerPoint-driven exercises that are overwhelming for listeners. This highly interactive workshop offers participants the chance to explore problems related to relying on data alone to convey messages, how to overcome those challenges by using stories and other evidence, and how to maintain credibility in the face of challengers and skeptics. Speakers who can do this effectively have the ability to connect with their listeners, inspire confidence, and enhance their own credibility.

Learning Objectives:

  • Gain a new understanding of the best communication methods for data transmission
  • Learn how to bring data to life and illuminate it by using stories examples and analogies
  • Learn how to defend data and enhance credibility when faced with challengers and skeptics

Matthew Frankel: As a seasoned communications coach and trainer, Matt's passion lies in helping professionals who deal with complex technical subject matter to communicate their messages in a way that is simple, persuasive and inspires confidence from participants. His varied training experience includes serving as an advanced pilot ground instructor, graduate teaching assistant, corporate sales trainer, and executive coach. Prior to Speechworks, Matt spent nearly a decade leading the marketing and sales training efforts for a top-100 design firm.

Upping Your HR Game — Leadership Paradoxes to Grow Your Strengths

Laurie Genevish, The Performance Difference, LLC; Mike Mattingly, Marlin Business Services Corporation

Wednesday, March 29, 2017
4:10 pm-5:10 pm
Ballroom A

Applies to: Mid-Level and Senior HR Professionals

SHRM Competencies:

  • Leadership & Navigation
  • Business Acumen
  • Relationship Management
  • Critical Evaluation
  • Global & Cultural Effectiveness
  • Communication

As HR continues to evolve in terms of what is demanded of it, HR staff often receive less development than other business areas. We have conducted HR searches of internal candidates and often find we need to execute external searches because of a lack of development. We have also seen HR leaders not grow with the business sufficiently and as a result, they are replaced for the next leg of the journey. This session is intended for human resource professionals who are or aspire to be senior HR leaders. HR professionals are often the most trusted advisors to senior leaders and offer a deeper understanding of the culture and the politics across the organization. HR professionals offer a unique perspective and deserves to be invested in just as much as other functions.

Learning Objectives:

  • Consider how top HR roles are evolving
  • Define the traits needed to be a successful Senior HR Leader
  • Analyze your strengths and gaps related to the Senior HR leader benchmark

Laurie Genevish: Like you award-winning consultant and speaker Laurie Genevish has dealt with leadership and employee issues over the years. Asking questions like, ”Why won't they do what I ask?”, “Do I have the right people who can bring the company forward?” and, “Are my top performers thinking about leaving?” Laurie has more than two decades of coaching speaking, and, more importantly real-life business experience. Her approach will help you motivate your talent workforce in a new way. Laurie shares with her audiences that as a leader you want to build a workforce that is mutually beneficial for you and your employees. Laurie created The Performance Difference LLC a consulting firm that makes a difference in the performance of companies and individuals. They do this through workforce analysis coaching and talent development. Her successes include work at The Home Depot, Brinker International, Transamerica, Chick-fil-A and Infor.

Michael L. Mattingly, Sr. SHRM-SCP, SPHR: Mike’s corporate experience spans almost 40 years in human capital strategy leadership. Mike is currently with Marlin Business Services Corp headquartered in Mount Laurel, New Jersey, serving as their Senior Vice President of Human Resources. Marlin provides equipment financing solutions nationwide, primarily to small and mid-size businesses. Previously, Mike was Global Vice President of Human Resources for GKN/Hoeganaes, a manufacturing engineering company that grew its businesses from a single site in the US to a business with manufacturing operations and commercial offices in all 3 regions of the world. Mike earned a bachelor’s degree in Business Management from Rutgers University.

The Five Levers of Influence

Heather Stagl, Enclaria, LLC

Wednesday, March 29, 2017
1:30 pm-2:30 pm
Room 104

Applies to: All HR Professional Levels

SHRM Competencies:

  • Leadership & Navigation
  • Business Acumen
  • Relationship Management
  • Consultation
  • Communication

Influencing people to adopt new goals, processes, behaviors, and attitudes is undoubtedly a challenging endeavor. Where do you start? By applying the five levers of influence you can increase your impact and accomplish your objectives. Anything you do to influence others will employ at least one of these levers. If your success depends on other people changing the way they work – processes, behaviors, priorities, attitudes, relationships, and, ultimately results -- you must be able to effectively influence people to make those changes. Join this session to add the five levers of influence to your personal change toolkit.

Learning Objectives:

  • Understand change as the context for influence
  • Learn the five levers of influence
  • Apply the five levers of influence to your own situation

Heather Stagl: As founder of Enclaria, Heather Stagl equips individuals and teams to influence change at work through individual coaching, team workshops, and training programs. Heather is a blogger and host of the Influence Change at Work show on BlogTalkRadio. She is the author of “99 Ways to Influence Change” and the change management toolkit,“The Irresistible Change Guide.” She holds a Bachelor of Science in Industrial Engineering from Northwestern University and an MBA in Leadership and Change Management from DePaul University. She serves on the board of Organization Change Alliance, a learning community of organization change practitioners in Atlanta.

The Engagement Framework: A Leadership and Change Framework for the 21st Century

Frederick Jewell and Tracy Reznik, Jabian Consulting

Wednesday, March 29, 2017
11:20 am-12:20 pm
Ballroom B

Applies to: Mid to Senior Level HR Professionals

SHRM-Competencies:

  • Leadership & Navigation
  • Business Acumen
  • Relationship Management
  • Consultation
  • Critical Evaluation
  • Global and Cultural Effectiveness
  • Communication

Most frameworks for leadership and managing change rely on an overly simplistic view of the levers available to leaders striving to drive engagement and productivity in their workforce. An engaged workforce is more productive and better at serving its customers, but it is impossible to directly touch and change the drivers of engagement. This session will walk through a comprehensive yet usable framework that covers the six drivers of engagement (growth, relationships, security, autonomy, fairness and well-being) and the collection of fifteen alignment, governance, and implementation levers available to business leaders to influence those engagement drivers. The framework is useful for designing change programs, diagnosing and addressing employee engagement issues, culture transformation, team dynamics, and coaching.

Learning Objectives:

  • Understand the six drivers of engagement and how you manifest yourself within an individual or an organization
  • Understand the levers available to leaders to influence those engagement drivers
  • Learn how to apply The Engagement Framework when diagnosing issues or developing solutions

Fred Jewell is an Executive Director at Jabian Consulting, a locally-focused strategy and management consulting firm with offices in Atlanta, Dallas and Charlotte. Fred's has over 25 years of consulting experience, helping clients in multiple industries around human capital strategy, organizational effectiveness, engagement and culture, change management, workforce transformation, process improvement, and technology delivery. Fred holds a BS and an MS in General Engineering, specializing in Human Factors and Engineering Psychology from the University of Illinois at Urbana-Champaign.

Tracy Reznik, a Director with Jabian Consulting and past member of the Board of Directors for Dress for Success Atlanta, is an experienced business consultant with close to 20 years of progressive change management and organization development experience at the organization, team, and individual levels. Her focus is on Human Capital Strategy consulting engagements, and relevant experience includes leadership and strategy development, change design and management, coaching and mentoring, stakeholder management, meeting facilitation, training design and development, and communication strategy development. Ms. Reznik is a Certified Professional Behavioral Analyst, and can administer, interpret and debrief the Myers-Briggs Type Indicator (MBTI), FIRO-B, and DiSC Profile behavioral assessments.

Is Your Organization Unintentionally Sabotaging Your High Potential Talent?

Karan Ferrell Rhodes, Shockingly Different Leadership

Wednesday, March 29, 2017
1:30 pm-2:30 pm
Ballroom B

Applies to: Mid to Senior Level HR Professionals

SHRM-Competencies:

  • Leadership & Navigation
  • Business Acumen
  • Relationship Management
  • Communication

Executive leaders love to talk about inspiring their high-potential leaders to create game-changing impact within the organization. Senior leaders sit on the edge of their seats - eager to witness this talented group of employees implement mind-blowing innovation, turn under-performing departments into success stories and revive departments from the brink of extinction. The inconvenient truth is that most organizations actually are sabotaging, although unintentionally, their most promising talent and driving them to look for greener pastures outside of the organization.

Based on her years of research of over 5000 high potential leaders, Karan will provide a riveting presentation on the top forms of high potential "talent sabotage" and how to integrate small, but vital elements into your current talent rhythms in order to achieve optimal engagement, confidence, and performance from the very key talent who are the likely future leaders of your organization.

Learning Objectives:

  • Gain insight on the concept of "high-potential sabotage"
  • Understand the disconnect between development that is commonly offered vs. what high potentials actually need in order to become stronger leaders
  • Evaluate the benefits of adding differentiation training as a component of your development programs to increase employee engagement and get better data for your succession planning processes

Karan Ferrell-Rhodes is the Founder of Shockingly Different Leadership, an international high potential leader development and leadership branding consultancy. She is a thought leader on inspiring differentiated leadership in top performers in order to accelerate their readiness for their next leadership opportunity. Immediately before following her passion to share her consulting gifts on a more global scale, Karan held numerous executive positions at the Microsoft Corporation, including leading the human capital strategy for 6 Corporate Vice Presidents and leading the Microsoft Global High Potential Leadership Development Programs, which were ranked in the top 5 global programs by Fortune Magazine, Leadership Excellence, the Best Practices in Leadership Institute, and Workforce Magazine. Karan loves unleashing the magic which occurs when ambitious, gifted professionals are able to create and implement innovative ideas that differentiate their leadership acumen in a way that delivers greater value to their organizations, creates raving fans, builds their brand, and impacts the bottom line.

Strategic Talent Development: Aligning for Value & Impact

Dr. Wendy Ruona, University of Georgia

Thursday, March 30, 2017
1 pm-2 pm
Ballroom A

Applies to: Any level, but better focused at mid-to-senior

SHRM-Competencies:

  • Leadership & Navigation
  • Business Acumen
  • Consultation

For over 15 years leading experts have rallied for HR to be a strategic partner in organizations. And yet that strategic “seat at the table” continues to elude many. This session will challenge the ideas of what constitutes strategic HR and attempt to move beyond the generalities often discussed to instead offer a specific way that HR can contribute to implementing organizational strategy. In this session, we’ll learn that strategic HR develops a clear path between the organizational strategy and its realization by proactively and constructively aligning, managing, and developing talent to achieve organizational strategy and sustainable success.

Learning Objectives:

  • Connect the concept of “value” to your framing of strategic HR
  • Describe the concept of talent segmentation (critical talent pools) and the importance of that to the strategic HR agenda
  • Conceptualize how to apply one specific methodology for aligning talent and performance with strategic needs

Dr. Wendy E. A. Ruona is an Associate Professor of Human Resource Development (HRD) at The University of Georgia. Wendy’s work during the past 20 years has been devoted to developing (1) aligned organizational systems that are poised to achieve strategy, foster optimal organizational effectiveness, and be amazing places for employees to work and (2) the leaders needed to enable that. Her key areas of focus include: strategic planning, alignment, and implementation in organizations, the system that support performance, talent management, organization development and change, and building the HRD profession. In addition to Wendy’s extensive consulting, she has published over 50 articles, chapters, and papers and received numerous awards recognizing her scholarship and service. She currently serves as President of the Academy of Human Resource Development (www.ahrd.org).

HR Success via Business Skills

Keith D Jackson, Human Resource Vice President, Mobility and Consumer Operations

Thursday, March 30, 2017
10:50 am-11:50 am
Ballroom B

Applies to: Entry level HR Professionals

SHRM-Competencies:

  • Business Acumen

AT&T HR Vice President Keith Jackson shares his 28 years of experience as a Business and HR Leader navigating the continually changing world at AT&T. Engage with Keith and take away best practices on how this phone → mobile → internet → entertainment company (AT&T) is transforming their HR org into a high-impact HR organization.


Learning Objectives:

  • Define the skills and courses needed to help you develop your business acumen
  • Examine different options (modalities) that are available to develop yourself and your team
  • Identify and make the most of every day on the job opportunities

Keith D. Jackson is Vice President of Human Resources for AT&T, which is headquartered in Dallas, Texas. He is responsible for managing HR functions for AT&T Mobility and Consumer Operations.

Jackson received his bachelor’s degree in management from Georgia Tech, along with certificates in Economics and History. He was a participant in the British Studies Program at London University and Queens College in Oxford. He also earned a master’s degree in Business Administration and a graduate certificate of specialization in International Business from Nova Southeastern University.