Workplace Strategies Conference Breakout Sessions
We will have breakout sessions throughout the conference. You will be able to hone your strategic skills in talent strategies, employee retention and engagement, as well as communication and work life balance skills.
Our sessions will include:
Corporate Resilience: Building a Passionate, Purposeful and High Performing Workforce to Prevail Through the Ups and Downs
It’s a fact that we’re living with a new set of rules regarding the way we work. A resilient organization is able to ride the winds of change, cope with stress and adversity, adapt in times of chaos, and remain constant in its pursuit of its vision. To survive and thrive organizations must be purposeful, agile, tenacious and capable. We must know what really matters and stick to it. We must be nimble and adaptive, always reinventing to remain relevant, and we must have the capacity to re-invent, re-engineer and recreate our organization over and over. Resilience is a necessity in our fast changing world. We must develop personal and organizational resilience to withstand the relentless demands and pressures of day-to-day life, remain calm in the frantic chaos of society and embrace constant changes.
The Workplace Remix: What is a Multigen Workforce, and Why Should You Care?
Phil will share his research on the new perspective on career paths and how it impacts current workforce trends. He will also discuss the influence of multiple generations operating in the workplace, shaping the talent and succession strategies. He will review how employers can tap into talent pools such as returning veterans, and build a competitive advantage around approaches others’ are not using.
Understanding the Relationship Between Employee Satisfaction, Engagement and Future Behaviors to Improve the Employee Experience
In this session, we will present results from the Answers American Employee Study, which takes a revolutionary methodological approach, using predictive analytics to quantify the employee experience. We will share: The top three drivers of employee engagement, Key drivers in employee retention, How the employee experience impacts the customer experience
Strategic Thinking or Pasta Productivity?
In the fast pace of business we are measured by our productivity, profitability and resourcefulness. Time is money, and for many HR professionals, it’s an uphill battle to articulate strategic solutions. Discover the connection between three organic talents you possess already and the ability to think strategically. Learn how to involve HR stakeholders in strategic discussions, especially ones with your boss.
Finding the "Sweet Spot": Talent Acquisition & Branding Strategies for Today's Workplace
This presentation is designed to share key insights and recruitment best practices with HR Professionals that desire to strategically recruit the best talent for their organization. The program will also prepare HR professionals to handle and overcome candidate objections and will discuss strategies for overcoming common obstacles when competing to recruiting highly sought-after talent. Participants will learn how to brand their organization and how to differentiate their company from competitors when presenting a compelling and successful job offer. Finally, they will learn several strategies to successfully incorporate Social Media as a tool to recruit high caliber new employees.
Devin C. Hughes
This Thing Called Happiness: Linking Positive Brains to Positive Performance
We now know that happiness is the precursor to success. Turns out that happiness and optimism actually fuel performance. Studies show that there are a multitude of personal benefits for happiness at work including faster promotions, more pay, greater creativity, better feedback and better health. And more happiness with life as well! In a world of increasing workloads, stress, and negativity, however, being happy at work has become somewhat more challenging for many people.
Social Business: Getting Work Done in the 21st Century
According to a 2012 report issued by the McKinsey & Company’s Global Institute, the so-called social economy represents an untapped $1.3 trillion in annual value. We’re not talking about Facebook’s advertising revenue or the hidden potential of Twitter. We’re talking about the bottom line impact social technologies can have inside the workplace. Part IT, part HR, part Strategy and part Leadership, this session is a look at the emerging field of social business and its impact on the performance of organizations. When used for collaboration, communication and knowledge management purposes, social technologies can help businesses become more efficient and effective. And the best part is these are the same kinds of tools that we’re already using in our personal lives!
The Accountability Paradox: How to be a Good Bad Guy
HR professionals understand that company success rests on its staff, which means managers must hold their employees accountable. This part of the job leads to an unwelcome title: the bad guy. This interactive session provides concrete tips for HR to support managers (and themselves!) in being a "good bad guy".
Bogus Balance: How to Help Staff REALLY Tackle Work/Life Balance…for Everyone’s Sake
Chances are your staff is struggling with work/life balance. It may have them stressed out, impacting your company’s energy and morale. This session gets to the heart of the work/life balance problem. HR professionals will learn how to help their employees find greater energy and success in everything they do.
The Engagement Differential- Improving Your Organizational Outcomes through Talent Development
Gallup has recently found that only 35% of managers are engaged in their work. If disengagement is rampant in leadership roles, how can we expect to foster employee engagement throughout the organization? Miller will discuss the engagement problem, its enormous costs and how organizations can solve this through identifying and developing strengths in their employees through the Clifton Strengthsfinder. Miller will discuss how focusing Strengths based development has key organizational impacts, including increased profitability, productivity and decreased employee turnover.