Toronto CHRO Executive Summit

"Those who tell the stories rule society." (Plato) Busy executives don’t have time to learn complex communication models or esoteric storytelling processes — you need a simple, effective framework that can help you not only connect with any audience, but also elicit real change. Enter the SWARM™ Effect.

Join this session with Arthur Zards — an expert on storytelling, TEDster and provocateur — to:

• Hone your skills in executive influence
• Adopt a more authentic and engaging approach to speaking
• Take your next presentation from “understandable” to “compelling”

In the face of massive shifts in employee expectations over the past few years, many organizations have been focused on activating their employee value propositions to attract and retain talent. Yet many are not seeing the desired ROI.

Join this keynote to learn how to:

• Differentiate your organization with a meaningful employee value proposition
• Address stakeholder and process barriers to deliver on the promise of your EVP
• Drive key outcomes including engagement and intent to stay

Enterprise changes have drastically increased in the past few years, and employees are searching for stability and guidance. Many organizations are going through global overhauls including significant restructuring, presenting key challenges for the HR function. How can human resources leaders balance the need for transparency while retaining critical talent and keeping engagement high?

Join this keynote for insights into:

• Leading with authenticity in challenging times
• Maintaining a culture of collaboration during transformation
• Adopting a growth mindset and fostering workforce resilience

Many employees are unsure how to chart their careers within their organization, while managers often struggle to prioritize career conversations and further support individual growth. As Coca-Cola Canada Bottling works to increase transparency, it’s building a competency framework and career pathing to equip all employees with resources to make better decisions grounded in a shared vocabulary.

Join this case study for insights into:

• Incorporating new tools into established organizational processes
• Rooting succession plans and career paths in actionable competencies
• Increasing confidence in talent decisions through consistent, objective metrics

A Gartner survey finds one in five employees are actively seeking new job opportunities to fulfill unmet needs in compensation, recognition, work-life balance and personal growth. How can HR leaders address immediate retention risks while developing sustainable strategies?

Join this session to discuss:

• Identifying key drivers of attrition within your organization
• Partnering across the business to deliver a high-quality employee experience
• Delivering positive moments that matter to retain top talent

A Gartner survey finds only 34% of HR executives are satisfied with the quality of senior leaders within their organization. Even fewer are confident they have emerging leaders to meet future needs.

In this session, CHROs will discuss:

• Identifying key leadership capability gaps
• Building foundational skills and behaviors at all levels of your organization
• Integrating time for learning amid competing priorities

Organizational change is no longer a single event, as leaders navigate simultaneous initiatives that challenge readiness and employee trust. How can CHROs develop a clear sense of purpose to steer their workforce through transitions and achieve business goals?

Join this session to discuss ideas for:

• Designing an effective and agile change management process
• Bringing change programs to life through storytelling
• Encouraging active employee participation to reduce fatigue and drive retention

Managers are struggling with responsibility overload as they face simultaneous pressure from organizational leaders and employees to deliver on expanding aspects of their roles. As CHROs seek to increase managerial effectiveness, Gartner research finds that improving job manageability has five times more impact than focusing on individual skills.

Join this session to discuss:

• Resetting manager role expectations to align workload with ability
• Increasing process efficiency to promote high-impact tasks among leaders
• Designing purposeful leadership development programs to build managerial competence