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SCHEDULE FOR 2018 SYMPOSIUM

Session Type Key:

  • General Session
  • Navigating the Legal Landscape
  • Creating the High Impact Organization
  • Advancing the HR Leader

Pre- Conference Sessions: March 22, 2018

Empathy in the Workplace

Empathy in the Workplace

Empathy in the Workplace
Empathy is the act of putting yourself in someone else’s shoes to gain a different perspective on a situation, event, or belief. Studies have shown us empathetic leaders provide better leadership resulting in higher levels of productivity and job satisfaction.

Why?

Empathetic leaders rely on specific tools to observe, listen, and ask questions of those around them to make decisions. They don’t make bottom-line decisions without considering the people involved. This often means leaders must think outside the box to make decisions that benefit both the company and the people who work for the company.

Keynote speaker, Anne Converse Willkomm, will answer the question: Can empathy be learned and/or cultivated? Hint…the answer is yes. She will look at simple ways to fine-tune empathy tools for leaders and those who support leaders, giving you three ways to develop your empathy skills and three ways to encourage management to be empathetic in their leadership. Through a case study, she will demonstrate how empathy can shift a dysfunctional office into a functional one. And get your empathy skills ready for an interactive learning activity.

The session will close with a panel discussion in which the panelists will dive into the role empathy should play in the workplace.

Learning Objectives:

Through this session, participants will be able to:

  1. Describe how empathy can be used as an effective tool in managing people and teams.
  2. Identify 3 ways to develop personal empathy skills
  3. Identify 3 ways to encourage management to be empathetic in their leadership
Speaker

Anne Converse Willkomm, Assistant Clinical Professor, Dept. Head of Graduate Studies, Goodwin College, Drexel University

Panelists:

Stephanie Johnson, Director of Graduate Career Services, Drexel’s LeBow College of Business
Jason Magidson, Business Process Engineer, AmeriHealth Caritas
Alison Davis, Founder and CEO, Davis & Company

Main Conference Sessions: March 22, 2018

Lessons in Leadership

Lessons in Leadership
General Session

In this popular and inspirational keynote, Carey shares the fundamentals that helped her win in the cockpit at Mach 2 and can help your team win in business:

  • Be a Catalyst. Make change happen by focusing on what matters most.
  • Be Tenacious. Overcome your fear of failure.
  • Be Committed to Excellence. Prepare, Execute, and Debrief to accomplish seemingly impossible missions every day.
  • Be Resilient. Turn adversity into success.

An industry pioneer and team performance accelerant, Carey is uniquely qualified in the fundamentals of Leadership. This keynote session will provide guidance on:

  • Building high performing teams – making sound decisions quickly to stay competitive.
  • Moving forward in the face of fear.
  • Standing out and exceling in situations that provoke fear.
  • Using principals used by naval aviators to overcome demanding, stressful environments and apply them to your leadership journey.
  • Strategies and principals about winning under pressures, reducing errors and overcoming obstacles.

This highly popular leadership keynote will challenge, inform, and inspire your team to move to higher levels of performance in these difficult economic times. Lohrenz offers bottom-line expertise with clear, realistic takeaway items for audiences that can produce both short-term and life changing results.

Speaker

Carey Lohrenz, First Female F-14 Tomcat Fighter in the U.S. Navy, Best-Selling Author

Philadelphia Legal Update: Where’s the Brotherly Love & Sisterly Affection when it comes to Pay Equity and Immigration?

Philadelphia Legal Update: Where’s the Brotherly Love & Sisterly Affection when it comes to Pay Equity and Immigration?
Navigating the Legal Landscape

As you may recall the Philadelphia City Council unanimously passed a citywide wage equity ordinance back on December 8, 2016, that once signed, would prohibit employers from inquiring into applicants’ wage histories. The law was supposed to take effect May 23, 2017, but the Chamber of Commerce filed an injunction stating this ordinance violates an employer’s First Amendment rights. Currently implementation for this ordinance is on hold until the court’s ruling. How will this affect your employer and employees if passed? Be prepared to learn more about this ordinance from an employer vs employee perspective.

DACA/Immigration in Philadelphia has proven to ever changing these days, especially under the new administration. Due to a recently announced change in federal policy, the DACA program will end on March 5, 2018, but those with DACA permits set to expire before then can apply by Oct. 5, 2017 for a two-year renewal. What does this mean for you and your workforce? What can you do to help your employees directly/indirectly affected? This session marries well between two high profile legal issues that are in the top position for Philadelphia. How can you ensure are pay fairly and competitively? Now add immigration to this equation.

Learning Objectives:
  1. Identify and analyze local legal issues that can impact your organization.
  2. Recognize local laws implicated in these difficult issues and discuss policies to mitigate risk when proactively implemented.
  3. Provide practical, business-focused solutions that you can use immediately to solve those problems.
Speakers

Heather Herrington, Partner, Ritigstein Law, Professional Services Business Development Coach and Trainer, Business Development University, and Chief Advocate of Fun and Certified Training Partner, The Fun Dept.

Jonathan Grode, Practice Director, Green and Spiegel

Leading in a Multi-Generational Workforce

Leading in a Multi-Generational Workforce
Creating the High Impact Organization

The business world is rapidly changing. We see it every day in technology, in the globalization of the economy and in the diversity of consumer culture. Who is working in the business world is changing too. Research estimates that approximately 10,000 baby boomers will retire per day through at least 2030 at age 65 or older. Replacing baby boomers are millennials and Generation Z who hold different views of the workplace. This ‘Generational Shift’ is happening right now in the workforce, ushering HR into the post-Baby Boomer Era.

Though this transition has been anticipated for decades, many aspects about it have been overlooked, such as how HR leaders prepare for mass retirements, develop an aging workforce in a fast-paced ever-changing environment, transfer knowledge to a new generation of workers, and develop necessary leadership skills to offer new and fresh opportunities. It is critical for companies to understand the differences and preferences for each generation to attract, motivate, develop and retain these employees. The session will provide participants with insight on the generations and how to incorporate these preferences in engaging employees throughout their career. The session will also help organizations determine if Diversity & Inclusion initiatives are ready for the Workplace of Tomorrow. Learn about the trends in the future of workplaces and how to leverage diversity as a business imperative to remain competitive in that new world.

Learning objectives

Participants will hear from a panel of experts on the topic. Through presentations, case studies and real life examples participants will have the knowledge to become an expert on creating a comprehensive, integrative diversity and inclusion initiative today to ensure that their company is relevant and sustainable tomorrow to support all generations in their workforce.

Key takeaways include:
  • Recognizing the different generations and what they value.
  • Provide techniques on helping your leadership team embed a culture of inclusivity into all of your organization’s talent acquisition and retention processes
  • Explore the root causes of “generational friction” across the generations
  • Identify organizational behaviors that actually create employee relations’ challenges, especially with Millennials
  • Learn how to help employees within all generations build a well-lived, joyful career that will increase engagement and retention.
  • Understanding why being agile is imperative to remain sustainable as the workplace is changing, especially as a result of younger generations entering the business world and tools to embed diversity through all employee processes from interviewing to onboarding to evaluation and promotion.
  • Learn how “Phased Retirement” can be implemented to help individuals transition into retirement by gradually reducing their appointment over time, instead of abruptly going from working to being retired
Moderator

Kimberly S. Reed, CDP, The Corporatepreneur Chief Transformational Officer, Reed Development Group

Speakers

Robyn Pollack, Esq., CEO and Founder, Trellis Consulting LLC
Raymond Lee, CEO and Founder, Careerminds
Gregory L. DeShields, Executive Director, Philadelphia Convention & Visitors Bureau – PHLDiversity

Sponsored by:

Exude

The Cooperation Paradigm: How To Talk Like a Hostage Negotiator to Get the Best Result in a Difficult Situation

The Cooperation Paradigm: How To Talk Like a Hostage Negotiator to Get the Best Result in a Difficult Situation
Advancing the HR Leader

This session is an extension of Janine’s 12-minute TEDx talk where she takes a deeper dive into exploring the gravity and importance of the words we choose during difficult or tense situations. She shares her insights as a former ATF Investigator, NY Times Best-Selling author and renowned body language & communications expert to guide the audience through a practical exercise in understanding and putting to use the Cooperation Paradigm. You will leave inspired to look at your world in a different way and communicate in a way that makes people feel like they matter, they belong and are safe with you! Includes a handout for audience.

Learning Objectives:
  1. Attendees will learn to use the skills introduced in this session to increase their comfort level and confidence in handling difficult situations.
  2. Improve work, personal and client relationships and resolve seemingly impossible conflict.
  3. Understand and put into practice the ‘Cooperation Paradigm’ to gain the best result in tough scenarios.
Speaker

Janine Driver, CEO, The Body Language Institute

Dear Helga Returns Again: With NEW and MORE COMPLICATED HR Issues!

Dear Helga Returns Again: With NEW and MORE COMPLICATED HR Issues!
Navigating the Legal Landscape

Helga is baaaaaaack yet again and her issues just keep getting more complex and critical to her organization. While we don’t yet know for certain what Helga will confront in 2018, given the goings on in the workplace, she seems focused on avoiding sexual harassment claims, making necessary handbook updates, managing the performance appraisal process, and more! Designed for Human Resources professionals, this fast-paced session will focus on uncommon HR issues and examine practical, business-focused solutions that you can use immediately to solve those problems.

Key Takeaways:
    • Identify and analyze potentially hidden HR issues existing in your organization
    • Recognize employment laws implicated in these difficult issues and discuss policies to mitigate risk when proactively implemented.
    • Provide practical, business-focused solutions that you can use immediately to solve those problems.
Speaker

Michael Cohen, Partner, Duane Morris, LP

Workforce Development Panel: Part Two – The Philadelphia Pipeline

Workforce Development Panel: Part Two – The Philadelphia Pipeline
Creating the High Impact Organization

Education and workforce development remains a critical issue in our beloved City of Brotherly Love. It’s become even more evident as more and more businesses are struggling to find workers with the skills to meet the demand. Apprenticeship, pre-apprenticeship and concentrated internship programs can aid in addressing Philadelphia’s need to remain competitive. By offering such educational opportunities, organizations are investing in the development and continuous upgrade of the skills of its workforce.

You’ll hear from experts that can share their perspective when it comes to education development from high school through four-year College. Also be ready to hear more on the businesses that have engaged in apprenticeships or internships.

How can this problem be remedied? Is it HR? Business? Academia? All of the above?

Learning Objectives:
  1. Engage in dialogue with Business and HR professionals about best practices on how they develop and prepare talent to minimize the talent gap.
  2. Identify and review education development programs and initiatives in the immediate Philadelphia and local region.
  3. Learn about the “Philadelphia Pipeline” and ways it can benefit your organization to build the talent pipeline.
Moderator

Christine Derenick-Lopez, Chief Administrative Officer, City of Philadelphia

Speakers

Barbara Mattleman, Executive Director, Graduate! Philadelphia
Kim Stephens, Vice President of Programs, Philadelphia Education Fund
Kena Sears, Director, Continuing Professional Education and Workforce Initiatives, Goodwin College of Professional Studies, Drexel University
Deborah Diamond, President, Campus Philly
Mark Genua, Apprenticeship Program Director, Philadelphia Works

Sponsored by:

Exude

The Universal Language of Executive Communication

The Universal Language of Executive Communication
Advancing the HR Leader

Human resource professionals today are feeling the pressure to be more strategic and to shift from a transactional internal service provider to a trusted advisor. The way to do that is to have a seat at the table to drive initiatives and programs to the leaders within the organization. But some HR professionals feel they do not know how to speak the “executive” language, a dialect only the C-Suite understands. But what if you discovered that this so-called executive language wasn’t reserved for the top tier of your organization?

The truth is that executives were not always executives, and it is safe to assume that they were in your shoes at one point. The key to speaking the language of executives’ draws upon the language you already speak. Successfully achieving organizational goals requires drawing upon past experiences and creating new ones to broaden your dialect. In this information-packed and interactive session, you will gain the insights needed to ensure that HR has a seat at the table in your organization.
You will leave the session with a game plan and a value proposition to influence your organizational leaders

Learning Objectives
  1. Understanding the purpose of communication as the foundation for communicating effectively at any career stage.
  2. Utilizing the top five executive function skills at any career stage which will prepare you to speak the universal language of organizational success.
  3. Uncover the critical success factors to strategic alignment.
  4. Gain a better understanding of what it means to be a trusted HR advisor.
  5. Learn how to use a message map to articulate your value.
  6. Recognize that communication is a core leadership function that can be learned, developed and mastered.
Speakers

Sana’ Rasul, President & Chief Girlfriend, HR Girlfriends
Adena Johnston, MA, MSOD, ACC, VP, Talent Development & Executive Coach, CCI Consulting

Advocacy: Shaping HR Public Policy

Advocacy: Shaping HR Public Policy
Navigating the Legal Landscape

As an HR professional, you are uniquely positioned to shape the development of federal and state workplace laws and regulations. This presentation takes you through the basic steps of becoming involved in the public policy process; best practices for contacting, meeting, and building lasting relationships with elected officials and their staffs; and effective ways of communicating the HR professional’s perspective on key workplace issues.

Speaker
  • Meredith Nethercutt, Senior Associate for Member Advocacy, Society for Human Resource Management (SHRM)
  • Councilwoman At-Large Blondell Reynolds Brown, Majority Whip, Philadelphia City Council

Marrying your Customer and Employee Satisfaction Work

Marrying your Customer and Employee Satisfaction Work
Creating the High Impact Organization

For many years organizations have used customer feedback to drive decisions on products and services offered. These same organizations have also used employee feedback from annual surveys to drive strategies for employee engagement. Today, more and more organizations are looking at this as one, integrated pool of data. They believe that driving satisfaction with customers is very much tied to driving satisfaction with employees and they build that into their operational models. They correlate data and look at the upstream/downstream impact of work from the inside out and vice versa.

In this interactive session you will hear about the overall strategy as well as application in both large and small organizations. The strategy side will incorporate the Net Promoter Score (NPS)* model as well as the relationship between client experience (CX)*, employee experience and profitability. The application discussion will include specific steps you can take to immediately upgrade both customer and employee experiences by using data and process to influence change.

* CX is the totality of interaction(s) between an organization and a customer over the duration of their relationship. NPS is an index that measures the willingness of customers to recommend a company’s products or services to others. It is used to gauge the customer’s satisfaction with and loyalty to a company’s product or service. Employee Net Promoter Score (eNPS) uses the same logic and methodology but focuses on employee experience and their level of engagement.

Speaker

Daniel P. Gallagher, Organizational Effectiveness and Talent Development Executive and Author of “The Self-Aware Leader”

Sponsored by:

Exude

Nobody Wins the Blame Game: HR’s Critical Role in Building an Accountable Workplace

Nobody Wins the Blame Game: HR’s Critical Role in Building an Accountable Workplace
Advancing the HR Leader

Business author and consultant Tom Peters once claimed that the most exercised part of the human body in corporate America is the index finger. This shouldn’t be surprising given the amount of blaming, accusing and finger-pointing that occurs in workplaces every day. Why aren’t employees more accountable, i.e. willing to answer for the outcomes of their choices, actions, and behaviors? The answer is simple: they fear punishment when things go wrong. But research shows organizations that encourage learning from mistakes and discourage finger-pointing tend to be more successful. When constant threat of rebuke is eliminated, employees can focus on doing great work rather than worrying about being chastised.

In this session, participants will learn what it means to be accountable and how being accountable benefits themselves, their teams, and their organizations. Content includes:

  • What is accountability and why does it matter?
  • Why aren’t we more accountable?
  • Developing personal accountability – it starts with you!
  • Creating an accountable culture
Learning objectives:

Through engaging exercises, group discussion, and lecture, attendees will explore how to “”bake”” accountability into their relationships, communication, and team interactions.

Key takeaways include:
  • Understanding the importance of sustaining an accountable culture for optimal outcomes
  • Insights on creating greater team synergy while reducing the “blame game”;
  • Best practices on eliminating excuses and taking deliberate action toward achieving goals.
Speaker

Michael Brenner, Ed.D., President, Right Chord Leadership

Competing on Culture: How culture and people can be a differentiating strategy

Competing on Culture: How culture and people can be a differentiating strategy
General Session

Culture is dynamic – not only does culture define the type of talent you bring onto your team, but culture is also a living, breathing, evolving component. The people you decide to bring into your company are the people you’re comfortable with (1) representing your culture today and (2) influencing the ways in which the culture evolves in its future. You are not only hiring for fit with culture, but making a bet that this is an individual who can advance, and elevate the culture for your company’s future.

This makes me think specifically of Saxbys and our Experiential Learning Program. We didn’t just invent ELP because it seemed like a lucrative idea to embark on. In fact, ELP was an organic outcome of our history, culture, our community, and our people and for that reason we were best positioned to lead this innovation. This is strategy, culture, and people all working symbiotically to provide Saxbys with a true competitive advantage.

Examples and talking points:
  • Everyone hired at Saxbys has an invested interest in doing more than just their basic job description: we want to get involved in other departments; we want to work outside the 9-5 hours; we want to get involved in the community; we want to not just write checks, but partner with organizations; we care about creating a social impact just as much as making money; we know creating opportunity through education is the key to future business leaders, etc.
  • We would not have a great culture if our team did not care about our goals as a company.
  • What you can do to create, build and grow a culture that cares.
  • How to inspire team members to serve themselves by serving others

During this closing session, Nick will highlight the unique company culture of Saxbys, including how this daily focus on culture at all levels nurtures the entrepreneurial spirit in team members who aspire to be change makers and high performers. Nick will explain how a healthy and positive workplace corporate culture fosters engaged and motivated employees who are committed to the success of the company and the community; and how you can apply the lessons he has learned to strengthening your own team. Not only will you hear about the core values of Saxbys and how they drive the success of the business, you will gain a better understanding of how and why leaders need to stay true to core ideals, even as companies expand and become more successful.

Speaker

Nick Bayer, Founder and Chief Executive Officer, Saxbys