Program

Reconnecting to Purpose, Performing with Passion, and Delivering More, Together!

When was the last time you went to a concert so good, you found yourself cheering “one more song” at the end? THAT is an Encore experience. Why doesn’t this exist in the workplace?

Imagine a workplace where:

• Your people take personal responsibility for their performance each day
• Work feels fun again
• Positive results are accelerating
• Your culture is so good, everyone wants to work there

Your people are the center of the action. Creating an encore experience with your teams builds a culture that has them excited about coming back every day.

Gregory Offner sets a new standard for how content is brought to the keynote stage, delivering a lively, one-of-a-kind and extremely fun performance; blending the interactive format of a dueling piano stage with high-impact takeaways to help people reimagine their amazing potential and impact in the workplace.

The Encore Experience gets the attendees to own the spotlight in the session, just as you’d want them to in the workplace. Gregory takes song requests from the audience and weaves their musical ideas into his messaging—backed by scientific data–to help amplify the changes you’re looking to create.

The magic of this experience is that everyone realizes how different an hour of work can feel when you embrace this mindset.

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HR’s impact today is measured by how effectively it drives performance, adaptability, and growth, not just operations. This session brings together senior HR executives who are redefining what strategic HR leadership looks like in 2026. You’ll hear how they’re preparing their organizations for rapid change, digital acceleration, and evolving workforce expectations, and how they’re aligning talent to business strategy to create real competitive advantage. Attendees will walk away with practical, future ready strategies to help their own organizations thrive through disruption.

Learning Objectives:

1. Learn how to effectively drive performance, adaptability, and growth, not just operations.

2. Prepare organizations for rapid change, digital acceleration, and evolving workforce expectations.

3. Learn practical, future‑ready strategies to help their own organizations thrive through disruption.

In a world defined by constant disruption, today’s organizations can’t afford to leave leadership development to chance — especially when executing bold strategies that demand agility and resilience. This interactive session tells the story of an innovative partnership between a strategic leadership consultant and a forward-thinking CHRO who co-developed and launched a scalable, cohort-based coaching program for high-potential change leaders. Designed to build core change management capabilities, accelerate succession readiness, and increase retention of top talent, this approach breaks the mold of traditional 1:1 coaching by combining executive coaching with cohort learning, and applied tools for leading through uncertainty. Participants will hear real-world insights from the first 100 leaders who have experienced the program — including what’s working, what we’re learning about the most critical leadership capabilities for navigating uncertainty, and how this model drives measurable impact across the business. Through candid lessons learned and actionable frameworks, attendees will leave inspired and equipped to rethink how they build future-ready leaders at scale — without blowing the budget. Expect engaging discussion, live polling, and small-group reflection to help you translate these ideas into practical action for your organization.

Learning Objectives:

1. Rethink Scale: Discover how providing coaching for a cohort of leaders unlocks leadership development for more leaders without sacrificing depth, quality, or outcomes.

2. Lead Through Uncertainty: Hear what our first 100 leaders are telling us about the critical skills needed to lead teams and execute strategy when the path ahead is anything but clear.

3. Accelerate Readiness & Retention: Learn how to design development plans that not only build capabilities but also deepen engagement, strengthen your talent pipeline, and reduce costly turnover.

This interactive session explores how communication styles shape connection, trust, and results at work. Participants will identify their own communication tendencies, quickly recognize the styles of others, and learn how to flex their approach to reduce friction and increase clarity in real time. The session also introduces practical, proven strategies for delivering feedback that is clear, actionable, and more likely to be heard. Together, these skills strengthen relationships, improve collaboration, and support better performance across teams. Attendees will leave with tools they can apply immediately in everyday conversations.

Learning Objectives:

1. Understand personal and other communication styles

2. Identify communication hinderers and how to flex your style

3. Learn proven strategies for giving impactful feedback

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Diagnose where AI can be effectively applied in your talent acquisition processes to solve specific pain points. Visualize how AI applications in your talent acquisition processes can help you prioritize and manage the technology effectively. Create a governance framework for the ethical use of AI, including auditing processes and data to ensure that humans remain at the center and outcomes align with business goals.

Learning Objectives:

1. Diagnose where AI can be effectively applied in your talent acquisition processes to solve specific pain points.

2. Visualize how AI applications in your talent acquisition processes can help you prioritize and manage the technology effectively.

3. Create a governance framework for the ethical use of AI, including auditing processes and data to ensure that humans remain at the center and outcomes align with business goals.

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Workplace wellbeing is being reshaped by two converging forces: the rise in aging-related caregiving responsibilities and the rapid innovation that is transforming how work gets done. Together, these dynamics create pressures that often remain unseen yet directly influence performance, burnout, and retention across every industry. This session explores how caregiving, demographic change, and emerging technologies intersect to shape the modern employee experience. Dr. Anna Thomas introduces the CARE Framework to help HR leaders support their teams, strengthen wellbeing, and build workforce capacity in a high-demand era. The session also highlights simple AI tools that reduce friction, improve clarity, and help employees stay steady, engaged, and able to perform at their best.

Learning Objectives:

1. Understand the business case for HR initiatives that address the converging forces reshaping workplace wellbeing, including the rising impact of caregiving and rapid technological change

2. Apply the CARE Framework to strengthen culture and create a supportive, resilient employee experience

3. Enhance engagement, retention, and performance through strategic wellbeing practices and practical AI tools

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Join us for a practical, foundational session on neurodiversity in the workplace. This session will provide HR leaders with the knowledge and tools needed to understand their workforce, identify areas where policies and systems can be strengthened, and leverage technology to support a thriving, inclusive environment. You’ll leave with actionable strategies to create workplaces where every type of thinker can contribute, collaborate, and excel, driving both employee engagement and organizational performance.

Learning Objectives:

1. Understanding Your Workforce: Gain a foundational understanding of neurodiversity and why it matters for team performance, engagement, and inclusion.

2. Optimizing HR Systems and Policies: Learn which systems, policies, and processes (e.g., PIPs, onboarding, performance management) need enhancement to support diverse working styles effectively.

3. Harnessing Technology for Inclusion: Explore tools and strategies that make it easier to manage, communicate with, and support a neurodiverse workforce in everyday workflows.

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Leadership isn’t about power, it’s about people. In a rapidly evolving workplace, real leadership starts with real connection. This session explores how to build trust, inspire action, and create lasting impact by putting people first, because employees follow leaders, not titles!

Learning Objectives:

1. Identify the key differences between power-based and people-centered leadership and recognize why the latter is crucial in today’s workforce.

2. Implement strategies to build trust and foster genuine connections with their teams, even in challenging work environments.

3. Create action plans to inspire their teams to perform at their highest level by modeling the behaviors and attitudes they wish to see in others.

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This session emphasizes the critical role of HR in balancing business and employee needs during M&A events. It provides tools and communication strategies from both the acquirer and acquired perspectives to help mitigate turnover and boost employee confidence.

Learning Objectives:

1. Balance people experience with business priorities during M&A.

2. Communicate empathetically and honestly to retain trust.

3. Activate HR/People Ops teams to reduce stakeholder burden.

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In an era of shifting headlines and evolving legal landscapes, leaders are facing a critical turning point: how to move “DEI” from a vulnerable initiative to a resilient business imperative. This session cuts through the external noise to provide a practical and strategic roadmap for advancing inclusive workplaces through intentional design rather than reactive programming.

We will explore how to anchor this business imperative in strategy to truly foster inclusive workplace cultures driven by the true culture owners, your leaders. Participants will gain the tools to move beyond performative gestures and implement high-impact strategies that withstand external pressures and protect organizational momentum. Join us to learn how to transform the “current climate” into an opportunity for deeper, more strategic impact that ensures every employee has the opportunity to thrive.

Learning Objectives:

1. Provide a practical and strategic roadmap for advancing inclusive workplaces through intentional design rather than reactive programming.

2. Explore how to anchor this business imperative in strategy to truly foster inclusive workplace cultures driven by the true culture owners, your leaders.

3. Gain the tools to move beyond performative gestures and implement high-impact strategies that withstand external pressures and protect organizational momentum.

Discover your Authentic Authority™ Archetype and how it influences communication, credibility, and leadership behavior. Learn why most manager training fails and how to apply neuroscience-backed tools to build trust and visibility across your organization. Walk away with actionable tools and conversation frameworks HR professionals can immediately use to coach, train, and elevate team leaders.

Learning Objectives:

1. Discover your Authentic Authority™ Archetype and how it influences communication, credibility, and leadership behavior.

2. Learn why most manager training fails and how to apply neuroscience-backed tools to build trust and visibility across your organization.

3. Walk away with actionable tools and conversation frameworks HR professionals can immediately use to coach, train, and elevate team leaders.

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Today, the conversation around mental health isn’t happening on the margins—it’s front and center in our workplaces and in our culture. And that visibility brings responsibility. Organizations that take mental health seriously don’t just check a box; they build trust, loyalty, and a reputation that attracts the very best talent. Those that cling to “back in my day” thinking risk losing both their people and their relevance.

As Human Resources leaders, we are the stewards of environments where people feel seen, supported, and safe to thrive. That work doesn’t happen in a single initiative or a single quarter. It happens through steady, intentional progress—what I like to call relentless incrementalism. Small steps, taken consistently, create lasting change.

But here’s the truth we often forget: we cannot pour into others from an empty cup. If we want to champion well‑being in our organizations, we must first practice it ourselves. Self‑care isn’t indulgent—it’s foundational. Before we look outward, we must look inward. Before we support others, we must understand our own needs.

When we do that—when we lead with awareness, compassion, and courage—we don’t just improve workplaces. We transform them.

Learning Objectives:

1. Learn to implement small steps to create lasting change.

2. How to build trust, loyalty, and a reputation that attracts the very best talent.

3. Learning the importance of self care in order to support others.

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