“Whole brain thinking” is the use of both the left and right sides of the brain in as synergistic a way as possible, in order to apply both logical thinking and creative thinking to the same problem. For too long, the distinctiveness of left and right lobe brain functions have been overemphasized, so much so that we have lost the reality of how the brain works as a whole. We know scientifically that the left side of the brain controls our language, motor skills, and positive emotions, while the right side of the brain controls negative emotions and abstract things, such as shapes and metaphors. The interaction between brain lobes, however, is constant. Leaders are faced every day with complex issues that require complex and thoughtful consideration. Do you use your whole brain to tackle decision making and problem solving, or is your process limited? This dynamic presentation from Don Marinelli, the co-founder and former executive producer of the Carnegie Mellon Entertainment Technology Center, will provide functional insights as to how you can implement “Whole Brain Thinking” on a macro scale, pertinent to work, play, creativity and problem solving.
Alstom developed a global HR strategy to align to its long-term business aspirations. The plan included transforming the HR function to be more focused on strategy, talent and organizational effectiveness in North America. Faced with a highly decentralized business structure and the challenge of a company in the midst of transition, building a revitalized cross-sector HR department presented some unique issues. How do you rebuild HR while also ensuring it still plays its strategic role through major business changes like reorganization, new product introductions, shifting market dynamics and building strategic alliances? Join Chris Palmer as he details the options available and the tangible results Alstom was able to accomplish.
Session discovery topics:
Addressing issues from an organizational design perspective
Repositioning the mission of HR and the HR culture
Yale-New Haven Hospital’s acquisition of the Hospital of Saint Raphael, a 500-bed Catholic hospital located six blocks away, dramatically increased the size and scale of their services, but also posed a challenge in integrating policies, work practices and beliefs. To gain the most from their acquisition, Kevin Myatt and his team established an executive council with representatives from each institution to work through issues as they arose. Join this session to learn the framework that was created and what lessons can be applied to your organization following an acquisition.
Business success for CVS Caremark is created based on customer satisfaction, and the company knows that excellent customer service is derived from engaged and committed employees who are aligned and care about the company’s purpose. That’s why CVS Caremark launched its strategic rewards and recognition program called Values In Action.
During this session, Nora Costa, senior director of compensation, the driving force behind the Values In Action program, will share the impetus and lessons learned.
Session discovery topics:
Building a culture of recognition
Learning the challenges involved in a large scale implementation
Discovering the impact that recognition has had on the organization
The Supreme Court has rejected the constitutional challenges to the healthcare reform law and found that the individual mandate requiring individuals to obtain health coverage is permissible. Plan sponsors should now focus on complying with those provisions of the law that become effective in 2013. Additionally, they should plan their benefits strategy for 2014 and later, when the employer responsibility provisions go into effect and exchange coverage becomes available. Tami Simon will provide a framework for attendees to discuss issues that plan sponsors need to consider when developing immediate and future healthcare strategies.
Due to the format of the Executive Boardroom session, the number of available seats is limited. Seating priority will be given to CHROs. To reserve your seat, please contact Meagan Stuart at 503.972.4430 or email@example.com.
Bill Oates, CIO at the City of Boston, has partnered with his HR counterpart to transform the IT function to better support the city’s strategic goals. Together they helped increase efficiencies in recruiting, improve constituent engagement, and develop an award-winning social media platform. This collaboration required a lot of work from both sides, but the results have been immense, including increased operational efficiencies and improved public perception. Join this session to hear how you can help transform your IT department for exceptional results.
Session discovery topics: • Identifying and creating strategic IT roles • Retaining and developing IT talent • Defining and implementing a successful social media strategy
Expectations from a new generation of employees are fundamentally changing the nature of work. Organizations have an opportunity to fully engage this new demographic and separate themselves from their competition to attract and retain the best talent. This presentation will address the presence of new and emerging technology in the workforce to drive engagement and deliver business-relevant analytics for collaborative, real time decisions. The emergence of social collaborative software also allows for new innovative results between customers and employees. Join your peers to learn how to take social collaboration from an idea to a business strategy.
Diversity and inclusion has been steadily gaining a higher profile among successful companies over the last decade. Despite that, questions still remain about implementing and communicating D&I initiatives. This session will provide broad perspectives, shared experiences, as well as access to expert knowledge and best practices on effective strategies in accelerating leadership engagement while maximizing business impact and outcomes. Join your peers in an interactive discussion that will help put your organization on the right path.
• Increasing levels of senior leadership and Corporate Board engagement in D&I • Demonstrating the business case for diversity & inclusion • Leveraging diversity & inclusion to achieve business results
The metaphor of the “glass ceiling” has been widely adopted as a description of the commonly observed tendency for women to appear less frequently in higher levels of an organization. The most widely cited mechanism alleged to produce this descriptive pattern has been gender-related barriers in internal promotion practices. What is rarely considered, however, is the extent to which this pattern could refl ect gender differences in external recruitment and hiring across levels of the organizational hierarchy. In this keynote, professor Roberto Fernandez will discuss the need to examine the external determinants of the glass ceiling. Join him to learn how the current internal approach limits insights into the roots of the glass ceiling and how the practical implications of this research can help improve women’s progress within organizations.
Developing leaders to drive future organizational success is the most crucial task organizations should be addressing. Beyond ensuring that organizations have “bench strength” for leadership positions, this is a business continuity issue. Failure to have leaders with the right competencies and proper understanding of the established culture of an organization will stall or even recede business progress. Maine Medical Center created a “leadership continuity” initiative and has continued to refine the process to ensure they develop leaders, retain leaders and attract talent looking for development.
Session discovery topics:
Implementing a cost-effective career development program in your organization
Building a pipeline of leaders and evaluating them continuously
Strengthening business continuity will lead to productive cultures and better organizational performances
If the idea of “social everything” initially seemed like a fad, HR executives are starting to realize how to use social media to drive engagement, improve recruiting, and promote their company brands. How will these social tools change the way we work in 2013 and beyond? Jason Corsello will examine the latest trends and share examples about how you can best leverage the next generation of social technology to improve engagement through social performance, recruiting and employee recognition. We hope you will join — interaction and participation is encouraged!
Joe Petrowski has always believed in the power of human resources to differentiate the good companies from the truly great. Because of that belief, he played a crucial role in transforming the HR function to better align with Cumberland’s overall strategic vision. Petrowski shares how human resources directly impacts the goals and mission of the company and how succession planning and leadership development play a critical role in Cumberland’s success. Join this session to hear from a Fortune 200 CEO on his vision for HR’s purpose.
CHROs are in a unique position of personal and professional power. They have the opportunity to use their personal and organizational influence to effect great change in the world, from economic prosperity to intellectual development. HR leaders have the power to and experience to shape the world we live in; however, the feeling of isolation — of being only one person — can sometimes prevent people from realizing that influence. We should never underestimate the power of one — one person, one company, even a single thought. With the right motivation and enough belief behind it, a single thought can spark global change. In this session, Bonner Paddock will discuss the power that HR executives have — and why they shouldn’t waste it.