Monday, August 14, 2017

7:30 AM - 8:30 AM Breakfast & Book Distribution With Leadership Pipeline Institute

Sponsored by: Leadership Pipeline Institute

8:30 AM - 8:35 AM Chairperson Remarks

8:35 AM - 9:15 AM Building the Case for Virtual Training in a People Driven Industry

Gretchen Stroud, Vice President, Global Learning & Talent, Hilton Worldwide
Hilton is on a journey to migrate a many of their training courses from week-long in-person workshops to a blended strategy of virtual interactive learning. In a company committed to epitomizing hospitality how can you forge connections and drive engagement using virtual tools? The virtual platform has scored as high or higher than the prior in-person sessions, reduces costs significantly and enables the learning team to keep pace with an exponential growth rate across the business


Gretchen Stroud

Vice President, Global Learning & Talent
Hilton Worldwide

9:15 AM - 9:45 AM The Evolution of the CLO

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The role of the CLO has evolved beyond learning and development and become a broader talent role that is significantly affecting company success. Assessing, managing, and evaluating talent are essential skills for learning leaders and need to become part of any learning executive's portfolio. In this session, you will learn about the key strategies to evolving your L&D function into a talent function in your organization.
  • Learn about the chief talent officer and how to add value to an organization in this new role
  • Develop strategies to elevate your learning role to a broader talent role in a company
  • Understand the C-level challenges and priorities for effective chief talent officers
  • Learn about the latest tools for managing talent in an organization
Led By: Tamar Elkeles, Chief Talent Executive, Atlantic Bridge Capital and former CLO, Qualcomm

Sponsored by: Pathgather

9:45 AM - 10:15 AM Business Meeting

10:15 AM - 10:45 AM Business Meeting

10:45 AM - 11:05 AM Networking Break & Book Signing With Tamar Elkeles


11:05 AM - 11:50 AM What's In It For Me? Drive Adoption Through Persona Learning Journeys

Whether you are training millennials, baby boomers, high producers or “green new hires”; learn how to create role-based training that is geared towards personas with the individual learner in mind.

Today’s multi-generational sales organizations often pair technology savvy youth with old school high producers. Fear of losing quality senior sales people, while empowering their junior counterparts at the same time, forces successful organizations to enforce change and learning in very different ways. Senior sales people often have an established book of business fostering a sense of intellectual protectionism and a resistance to change; while newer sales people are often tech savvy but resistant to traditional learning methods. Therefore, a single-track, or single modality approach to engaging these audiences usually fails to produce any real ROI. Instead, communications and learning need to adapt to a more three-dimensional learning model, that addresses the “What’s in it for me?” for all Sales people, in a more engaging way, if change and adoption are to be realized.

This interactive discussion will explore the following topics from our Adoption Playbook®

  • Learn how successful learning first starts with persona based targeted communications and change management, that focus on “What’s in it for me?” to build the end users’ desire to learn across the age and experience spectrum of users.
  • Learn how a “Flipped classroom” approach to learning creates a more reinforced and engaging learning model.
  • Learn how to take users on a learning journey that connects their real world needs to solutions based trainings.
  • Learn best practices in large rollouts to improve any training program.

Sponsored by: JPW Consulting

Master Class

11:05 AM - 11:50 AM Think Like a Marketer to Ignite Learner Engagement

While companies spend on average $1,252 per employee on learning programs, 45% of workers believe that company-provided programs are not applicable to their jobs. We're not putting our money where our mouths are. Something has to change.

Our employees are our customers and they want an intuitive, consumer-friendly learning experience at work. On top of offering the right learning technology, L&D's success also hinges on the implementation and launch of their learning programs. Learn how a marketing mindset can help you innovate the way you run your L&D teams. Hear directly from Kathleen Moore, Director of L&D at TBC Corporation and Shelley Osborne, Head of L&D at Udemy on how they have thought like a marketer to spark excitement for learning and development.

By attending this session, you’ll learn:
· How to think like a marketer to improve employee adoption and engagement
· The best marketing tactics to successfully launch a learning & development program
· Why and how Kathleen and Shelley have invested in marketing tactics to improve their L&D programs
· Strategies to acquire, activate, and retain learner engagement

Sponsored by: Udemy

11:50 AM - 12:30 PM Shifting From a Fixed to Growth Mindset: Applying the Principles of Design Thinking to Develop Learning & Performance Solutions

The learning landscape has shifted. Instead of heading to the LMS, many learners today choose their instructional content from many sources – YouTube, Google, blogs and Twitter. How can you make your learning objects the source your audience chooses to rely on, return to and recommend? When you begin to view your instructional objects as products and learners as consumers, you find synergy with the discipline of product design by developing empathy, studying the user experience and a focusing on continual product release and refresh, many of which are often neglected in instructional design.
During this interactive discussion attendees will learn how to adopt a design thinking approach to stand out from and outperform competition.
  • Explore the value of empathetic design in modern instructional design
  • Learn about design thinking techniques modified for instructional design
  • Receive tools and templates you can take with you to immediately put design thinking to practice in your organization

12:30 PM - 1:30 PM Lunch

1:30 PM - 2:10 PM Group Activity: Leadership Is a State of Mind

Effective leadership requires more than having a charismatic personality or being able to manage complexity. Moving into high levels of leadership requires a fundamental shift in how leaders think about their work and the value they add. This shift in work values directly translates to how leaders spend their time and which skills they need as they transition. In this interactive session, we’ll discuss what work values are required at the different levels of leadership and the challenges of shifting mindsets.
· Understand why many leader development programs fail – the difference between acquiring new skills and true behavioral change
· Embrace shifts in thinking that leaders must make in terms of work values, time application and skills
· Anticipate the risks and challenges of leaders not fully transitioning to their new leadership level - thus clogging the pipeline

Sponsored by: Leadership Pipeline Institute

2:10 PM - 2:40 PM Business Meeting

2:40 PM - 3:10 PM Business Meeting

Sponsored by: Leadership Pipeline Institute

3:10 PM - 3:50 PM Transforming the Learning Platform at S&P Global Ratings

Rachel Fichter, Chief Learning Officer , S&P Global
Technological innovation and globalization are simultaneously creating big opportunities and posing significant challenges for the financial industry. As innovation shifts from financial product engineering to financial transaction technology, banks are facing steep competition from technology companies. Similarly, credit ratings agencies are increasingly competing against big data firms in the production of ratings.
As S&P Global Ratings transforms into a 21st century digital powerhouse, the production of high quality ratings still requires the ability of people to develop robust criteria, synthesize vast amounts of data and use their judgment to generate unique insights that increase transparency and drive growth in the global financial markets. S&P Global Ratings has articulated a strategic goal of developing a learning organization in order to meet the challenges of the future. To do this, we have begun a complete overhaul of the learning environment to accelerate employee learning and growth.
Join us in the session as we will discuss how to:
  • Move from a traditional training function to a state-of-the-art, employee centric learning platform
  • Gain buy-in from senior leaders along the journey
  • Map the development of a new learning platform


Rachel Fichter

Chief Learning Officer
S&P Global

3:50 PM - 4:20 PM Business Meeting

4:20 PM - 4:50 PM Business Meeting

4:50 PM - 5:05 PM Networking Break


5:05 PM - 5:50 PM Think Tank: Visible Pathways - Give Employees A Path to a Career Growth and the Tools to Get There

The growing complexity of today’s workplace has transformed career paths as we once knew them. Once often linear, the breadth of new education and career opportunities available to employees has added twists and turns to modern trajectories. These realities, coupled with the influx of younger employees seeking transparent career development opportunities, has cultivated an environment that demands dynamic career pathing solutions. Advances in career pathing technologies and software services have responded to the demand and becoming a critical part of discourse in almost every organization.
Solid career pathways augment recruiting, retention, career development, workforce readiness, internal training, employee engagement and help make the most effective use of tuition dollars. The reality is, “if you build it, they will come”… and they will stay. So, are you ready?

Sponsored by: CAEL

In this new, always on, globally connected, fast paced world how can you keep up with the demand to train and develop your talent? Where should you focus? Why? We know that as our business environment continues to change and become more complex, volatile, and unpredictable, our skills needed for leadership, at all levels of the organization, have also changed, requiring more collaboration, resiliency, complex and adaptive thinking abilities. Further, as we face one of the largest leadership gaps in history, we must ensure that we are developing our leaders fast enough and in the right ways to match the new environment. During this panel our attendees will highlight novel leadership development methods and approaches to nimbly shift direction, and manage the constant change that directly impacts strategic business challenges. Attendees will engage in discussion on how to shake up legacy development programs for front, middle and executive level, to advance our next generation of leaders.
  • How are organizations aligning leadership development initiatives with business goals? What are some examples of direct and measurable impact on the business
  • How do we hold participants accountable?
  • How are measuring and reinforcing the benefits of the program
  • How can technology amplify existing leadership training to meet new critical business goals?
  • What are some of the newer initiatives to develop and reinforce agility in leaders
  • What is the future of leadership development - from predictive-path “instructional design” to adaptive-path “learning experience design


Thomas Griffin

AVP, Leadership & Organization Development
Frontier Communications

Keba Gordon

Global Head of Learning & Leadership Development

Karishma Patel Buford

Global Head of Talent Development & Diversity

Master Class

5:05 PM - 5:50 PM Connecting Frontline Workers to Educational Progress to Drive Financial Success

The need for corporations to strategically reimagine their current employee benefits programs as a means to develop and retain employees and to build a modern workforce has never been more important. There are approximately 60 Million workers in the United States without college degrees. A significant subset of those workers want to successfully complete their post secondary education in order to advance; however, their inability to do so has been driven by a convergence of economic, societal, and policy factors that have shaped the modern educational pathways system. Employees today are forced to make an economic decision between education and advancement with debt, or remaining in their current position with limited career development opportunity, costing an organization in low engagement or inevitable turnover expenses.
This session will build a case for why organizations should redefine the path to educational attainment for millions of workers via a cost free solution.
· Meeting the needs of working adult learners to accelerate career advancement
· Increasing employee retention with targeted development offers
· Empowering employees to acquire the crucial leadership soft skills

Sponsored by: Pearson

Master Class

5:55 PM - 6:25 PM Panel: Advancing The Knowledge Game: Promoting Learning & Collaborative Innovation By Tapping Into Diverse Sources

Kacie Walters, Vice President, L&D Strategic Programs , Northern Trust , , Tamara Ganc, Chief Learning Officer , Vanguard Lindsay Barnett, Director, Learning & Organization Development , Mattel
The time has come for CLOs to shift focus from a pure learning mentality to a knowledge centered approach to development. To do so, requires a big shift for L&D to look beyond the process of studying, teaching and education, to creating an environment based on understanding, comprehension, grasp, command and mastery. During this session attendees will learn what it takes to provide employee-driven innovation in practice.
- Shift from push to pull learning
- Think beyond traditional courses and programs to overcome gaps in what talent can deliver
- Overcome the barriers to this movement from push vs pull (i.e. stakeholder buy in; time; mindshift of employees ) and how CLOs are addressing them
- Shift employees attitudes about training vs learning and help them learn how to learn  Discuss the role technology plays into a strategy to shift learning
- Understand what role classrooms will play
- Adopt a user-generated approach to content and understanding where to begin and how to ensure the shared content is appropriate


Kacie Walters

Vice President, L&D Strategic Programs
Northern Trust

Tamara Ganc

Chief Learning Officer

Lindsay Barnett

Director, Learning & Organization Development

6:25 PM - 7:05 PM Roundtable Discussions: Choose Your Topic


The purpose of this round table is to share common needs for measuring the impact of training for the business. This roundtable will discuss four questions in particular:

What is the current measurement maturity of your learning organization?
What are the key metrics that you track which demonstrate success?
How do you measure the impact that training has on business goals?
What does reporting look like for your key metrics?

The discussion leader will share practical best practices for each of these four areas that attendees implement within their organization.

John Mattox, II, Ph.D., Managing Consultant, Talent Solutions, CEB Metrics that Matter


This interactive session focuses on how leadership and employee assessments can honor the complexity of modern work environments and the varied roles modern organizational team members are called to play. The IPsP™ (Integral Psychological Profile) which measures leadership, receptivity (empathy), adaptability, ability to discriminate fine-tune details, creativity, exploration, organization and communications, will be a central model discussed. Dr. Dennis Rebelo will be inviting participants to share how they have experienced these competencies and motivation styles of employees as part of the generative dialogue. He’ll also share how the psychometrics has transformed self-leadership of assessment-takers.

Dennis Rebelo, Ph.D., CLO, Financial Executives International


Over the last few years, a number of new technologies have emerged promising to transform the way we learn. Proponents of virtual and augmented reality (VR/AR) claim these modalities will energize learners and deliver results far superior to older, more traditional training methods. But are these trends valuable or just a gimmick? How can CLOs deploy these immersive technologies to help ensure their learning programs are engaging, retainable, and resonate with employees while also delivering strong business results? What challenges do they face in adopting them? Attendees are invited to share their experiences and leading practices for training using VR and AR.

Susan Murphy, Director Professional Learning Services, UL EHS Sustainability

Sponsored by: CEB Metrics That Matter™

Sponsored by: Financial Executives International

Sponsored by: UL EHS Sustainability

7:05 PM - 7:35 PM Cocktail Reception

7:40 PM - 8:40 PM Dinner

Sponsored by: Pathgather