Dare to Matter: The HR Professional’s Rise to Significance

With every path an HR professional can choose, they are challenged to Say more, Do more, Be more, and Achieve more than ever before. But the most effective HR professionals won’t excel if they merely keep their focus on being successful. To get to the next level, it requires that they relentlessly pursue significance. It’s time for a transformation.

What we’re all searching for, from organizational leadership to the individual employee, is to know with certainty that who we are and what we do matters. It isn’t enough to promote organization, team, and employee success if that isn’t accompanied by a relentless pursuit of significance. At our core, significance is what we desire.

Today’s HR professionals don’t need more of the same messaging. They’re looking for something bold, something different, possibly even a bit contrarian than the typical “feel good” messaging so common in today’s society, yet a message that will help them make a significant impact.

This incredibly engaging, humorous, and transformational message provides the tangible takeaways that can immediately be applied upon the conclusion of the conference. Based on the best-selling book Dare to Matter, attendees will be educated, entertained, and elevated as they travel through the detailed framework designed to help HR professionals incorporate significance into their own lives, as well as the lives of those they serve.

At the conclusion of this presentation, the attendees will:

  • Recognize how the power of choice elevates responsibility, accountability, and production
  • Explore the role of identity and the critical role it plays as it relates to behaviors and feelings
  • Understand the difference between powerful motivators and sustainable motivators and determine our own motivation
  • Learn a proven formula that help individuals, teams, and organizations get unstuck and keeps them moving forward

Pete Smith, Best-Selling Author, International Speaker and Coach

The Future of Leadership: The Digital Leader

Organizations are becoming more complex, they need to move faster and performance expectations are higher than ever. Millennials make up a large portion of the workforce and the iGen is now in the workforce. These generations bring exciting, but new implications. Trends like agile teams, real-time feedback, artificial intelligence, personalized micro-learning, and people analytics are here. How can leaders lead in this environment? This session explores the intersection of proven leadership principles with new technologies and a changing workforce to help define the “Digital Leader”.

Key takeaways:

  • How technology intersects with traditional leadership concepts to create the “Digital Leader”
  • Critical success factors when integrating technology into the leadership processes
  • Skill set needed to be a “Digital Leader”

Tony Petrucci, Academic Director of Leadership Development, Fox School of Business at Temple University & CEO, DevelapMe

Innovate Your Workforce Strategy: A Nontraditional Approach to Sourcing & Upskilling Talent

“83% of HR professionals in the last 12 months reported having difficulty recruiting suitable candidates. Is your organization facing similar talent challenges? Do you have a need to upskill your employees to meet the needs of the future workplace? Do you want to avoid the high cost of extensive searches and high turnover? If you are ready to make an investment in a strategy that produces a connected and qualified workforce, attend this one-hour workshop, to learn from local experts about effective nontraditional strategies that you can use right now to build your talent bench.

  • Trends in labor and skill shortages
  • Successful nontraditional designs to talent pipelines
  • Collaborating with external partners to tap into nontraditional talent
  • Develop a talent acquisition strategy that directly aligns with the organizational strategy, and applies practices that yield candidates who are bought into the organizational culture, mission, visions, and values.

Patricia McConnell, Senior Manager of Business Partner Services, The Children’s Hospital of Philadelphia


Sheila Ireland, Executive Director, City of Philadelphia’s Office of Workforce Development

Nick Frontino, Managing Director, Projects & Operations, Economy League of Philadelphia

Kristina Syvarth, VP of Learning for Saxbys

Dan Amspacher, Director, Strategic Initiatives – Human Resources

Solving the Work-Life Balance Challenge: Achievable or Inconceivable?

The title of a recent article at Forbes.com says it all: “It’s Time To Kill The Fantasy That Is Work-Life Balance.” Why fantasy? Because the word “balance” implies two opposing forces, equal in weight, that offset each other perfectly. As any modern-day worker who’s awoken at 3am to participate in an international conference call knows, this is a fallacy. With companies running lean, customer demands growing more complex, and technology enabling us to stay connected even on vacation, the notion of some kind of Zen-like balance between work and life is rapidly becoming obsolete.

The degradation of work-life balance has serious implications for organizations and employees. A recent study conducted by Indiana University’s Kelley School of Business, for example, found that those who work in high-stress jobs with little control are more likely to die sooner than those who have more control over and balance in their work. What’s more, although “more people are working from home than ever before, 70% of the American workforce still struggles to find a work-life balance, which could have negative health impacts over the long run,” writes Jarod Lindzon at FastCompany.com.

As with many traditional ideas and theories about work, it’s time we looked at work-life balance with fresh eyes. We’ve all heard (and likely tried) the well-meaning yet ultimately impractical exhortations from the so-called experts: get more sleep, eat a healthy diet, refuse to work on the weekend, switch off your laptop at the same time every evening, etc. Is this the best we can do? Or are there more compelling recommendations out there that better align to today’s reality?

Fortunately, there are. In this thoughtful and engaging presentation, you will learn the most current thinking about work-life balance, starting with the mental, emotional and physical perils of overworking as well as a crucial redefinition of the concept from one of “balance” to one of “integration” or “fit.” You will understand how the idea of two puzzle pieces fitting together harmoniously is a more accurate representation of the work-life relationship than a scale balanced ever so delicately. A spirited review of contemporary research will follow, including recent – and often counterintuitive – findings published in Harvard Business Review, Fast Company, Forbes, Nature, and more. For example, recent research by Professors Brianna Caza, Lakshmi Ramarajan, Erin Reid, and Stephanie Creary (published in Harvard Business Review) suggests that the key to work-life balance is learning “how to manage our portfolio of different identities and the expectations that come with them.” A 2017 Deloitte Millennial Survey reported that 82% of participants expressed a positive impact on overall well-being, health and happiness, and an 81% impact on their productivity, when their employer fosters an environment of flexibility. These are just some of the fascinating findings that will be explored, along with their implications for attendees. Attendees will walk away understanding the value of incorporating this data into their talent strategies, and how that can influence strategic actions within the organization that relate to turnover rates, cost per hire, retention, etc.

The session will conclude with the most interesting and unconventional suggestions for achieving work-life balance, from the specific timing of breaks (based on neuroscience) to unusual yet highly successful family-friendly work polices. A discussion of how attendees can begin incorporating them immediately into their own lives will finish out the session in lively fashion.


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

Leading from the Heart, Supporting with Spine

Thank you to our session sponsor:

Exude, Inc.

Heart of a Leader: Driving Results with Passion and Empathy; From the Industrial Age to the ever-present Digital Age, the role of leadership has evolved with changing shifts in social, cultural, and economic pressures. What has remained constant is how important leadership is to motivate employees, inspire teams, and deliver optimal results. Why is leadership still as popular today as it was over 50 years ago? In this interactive session, Dr. Hughes discusses what employees want from leaders and how the most effective leaders focus as much on an employee’s wellbeing as they do their organization’s growth and profitability. Finding balance between empathy and discipline can be challenging, but when a leader strikes that harmony, greatness can be achieved. Whether you are a newly promoted leader or an established, experienced executive, this session will help you explore what it takes to lead from the heart while executing goals with clarity and rigor.

This session will:
  • Introduce communication methods that assist leaders facilitate more effective conversations that lead to results
  • Discuss how leaders can clearly and firmly express their position in the face of opposition
  • Present the importance of charisma and how leaders can share impactful stories with others.
  • Demonstrate how leaders can help others engage in critical thinking.

Charity Hughes, PhD, SPHR, SHRM-SCP, Exective Coach, Pathfinder Leadership Group, LLC

Building a people analytics function and delivering high-impact analytics

How do you practically implement people analytics within your organization to improve the overall workforce performance? And how do you align high-impact analytics with the overall business strategy?

This session will discuss how to build the people analytics function from scratch as well as partnering with leadership to enhance existing data teams to align to strategic objectives and the needs of the business. Headcount and turnover are basic reporting metrics, but how do we move to more actionable data that aligns to the business objectives?

David will outline the concept of high impact analytics and demonstrate the way to show value to the business is to align metrics to the business objectives. People Analytics is not an HR-only concept; but has the potential to help each function within an organization achieve its strategic goals.

David will discuss the different functional models for the people analytics team. He will provide pros and cons for each organizational structure to help organizations to determine which model fits into their company.

Regardless of the structure type, David will reinforce that it is critical for these teams to remain aligned. Teams must share data and align to the leadership team. He will also explain the importance of educating leaders on the ways to use data (enable not hurt them).

In addition to discussing the models of the people analytics teams, he will also provide insight on building the teams. The most critical role is the leader of the team. If you do not have the right leader for the team, the team will fail. What are the core competencies for the leader of the organization as well as sought-after characteristics for members of the team? David will touch on whether to hire internally and train or hire externally and provide pros and cons for each approach.

Finally, David will discuss data quality. He will explain the importance of data quality and steps to take for the clean-up process.


David Rhoden, Founder and Principal Consultant, The Rhoden Group, LLC

The Prescription Drug Epidemic: Knowing the Right Answers to Protect the Workplace

It is difficult for any person in the U.S. to ignore the increasing problem of prescription drug abuse. The issue of prescription drug abuse is complex and workplace testing requires a firm understanding of what employers can do when confronted with use and abuse of prescription drugs. This informative session gives participants insight into the size of the epidemic, the complexities of managing use and abuse in the workplace, the impact changing legislation has on policy and programs and how it is affecting business operation.

  • Discuss the state of substance use and abuse in the U.S. and the growing challenges caused by prescription drugs
  • Understanding laws impacting workplace drug testing policy as they pertain to prescription drug use both on a state and federal level
  • Review of best practices for HR policy and program development when combatting use and abuse in the workplace to ensure a legally defensible policy

Nina French, Managing Partner, Current Consulting Group

The Trust Dance

Human Resources strives to be a strategic partner to business leaders, but being strategic doesn’t automatically make HR effective. Having a trusting relationship between HR and business partners is critical for the success of HR’s influence on key leaders. During this session, we will look at the role of Trust in the interactions between HR and their business partners, and what factors influence whether HR professionals are considered Trusted Advisors. These factors include not only behaviors, but also such things as organizational structure, culture, and role definitions. We will explore ways in which attendees can cultivate effective relationships both up and done the ladder to influence organizational actions. Finally, we will look at what actions HR can take to begin or continue the process of becoming a Trusted Advisor.


Lorraine McCamley, Owner, Team Development Concepts, LLC

Winning the Talent Management Battle: Strategic Workforce Planning

If you feel like you are struggling to survive in the talent management battle, join the club. The intersection of change in business focus, increased focus on costs, dynamics of the workforce, available options for work, plus the warp speed of disruption and change make old ways of managing talent a sure loser. Winning in the talent management game in today’s environment is about strategy: holding both a current and future view on talent, moving from ad hoc to strategic approaches for talent acquisition and development and having a well-articulated plan. In this session, you will learn:

  • How to build an effective strategic workforce plan that encompasses goals and requirements for talent acquisition, talent development, diversity and succession.
  • How to develop or gather the right data, metrics and other industry and marketplace insights from internal and external sources and interpret that data to drive success of strategic goals and aims around your workforce plan development.
  • How to leverage the plan to support near and long-term talent acquisition and development requirements and the budget requirements
  • How to guide your organization through the change management that is necessary to execute the workforce plan, moving your organization’s management practices from ad hoc to strategic approaches. align organizational performance with the organization’s strategic goals

Terri Hartwell Easter, Founder and Principal, T.H. Easter Consulting

Dear Helga Returns Again: What new HR challenges await her this time?

Helga is back again and tackling more complicated issues facing her organization! While we don’t yet know for certain what Helga will confront in 2019, given the goings on in the workplace, she seems focused on navigating workplace diversity, Harassment Prevention in the #metoo era, confronting workplace violence and more! Designed for Human Resources professionals, this animated session will focus on uncommon HR issues and examine practical, business-focused solutions that you can use immediately to solve those problems.

Key Takeaways:

1. Identify and analyze potentially hidden HR issues existing in your organization
2. Recognize employment 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.


Michael Cohen, Partner, Duane Morris, LP