Monday, July 24, 2017
Chairman's Welcome Remarks
Companies everywhere want innovation, differentiation, and success. Most companies assume that improving employee engagement will lead to these outcomes, yet many efforts to “drive” employee engagement fail. Employees don’t feel enabled to innovate, make a difference, or experience success.
The best workplaces understand that greatness leads to engagement more than the other way around. What if companies stop trying to drive engagement, and instead become a place that employees want to engage with? What if companies and their people work together towards the same goal?
Join O.C. Tanner’s Greg Graham as he shares stories and the latest research on what really leads to employee engagement and results. Greg will reveal new strategies to create a culture that engages people, so you can get the most out of each session in the conference.
Too often, great cultures feel like magic. What if you knew the science behind the magic—a science so predictive and powerful that you could use it to unlock people’s innate desire to innovate, experiment, and adapt?
Lindsay McGregor and Neel Doshi, authors of the New York Times bestselling book Primed to Perform, will share how you can do just that. They explain the counterintuitive science behind legendary cultures, building on over a century of academic thinking. While most organizations build cultures based on emotional pressure, economic pressure and inertia, they unlock higher performance when they enable play, purpose, and potential. The authors share how you can measure the strength of a culture, and track its improvement over time. Most importantly, Primed to Perform teaches you how to build great cultures using a purposeful and sustainable approach—whether you’re a five-person team or a startup, a school, a nonprofit or a mega-institution.
You will learn:
- How great cultures unlock performance – and how that performance is more nuanced than we think
- How neuroscience teaches us to build a culture that unlocks each person’s play, purpose and potential
- How you can make an immediate difference with your team on Monday, and across an entire organization soon after
- How you can apply the science of total motivation to improve the culture and performance of a team, and create a strategic culture plan for your organization, touching the major systems - from role design to personal development to decision rights - that have a far deeper impact on culture than we realize
5 Minute Stretch
When we are truly engaged at work, we operate on another level of commitment, emotionally invested in our organization and fulfilled by what we accomplish. Research on engagement routinely focuses on its correlation with high performance and business results. But in terms of understanding how to truly lift and sustain engagement across an organization, we also need to be mindful of the neuro and biological drivers of engagement.
Join Dr. David Rock of the NeuroLeadership Institute as he digs into the latest research and discover brain-based ways to lift engagement at scale. Participants will gain fresh insights into managing workplace interactions and framing learning experience so they minimize the threat, maximize reward, and measurably drive engagement.
You will learn:
- The latest neuroscience and industry research on employee engagement
- Learn about The SCARF Model ™ and how to leverage it to boost engagement at scale
- How neuro-research is transforming the way large organizations approach learning and change
Morning Networking Break and HCI Genius Bar with Lindsay, Neel, and David
HCI Genius Bar allows attendees personal access to speakers after their presentations in the exhibit area.
Guests at this Genius Bar are:
Lindsay McGregor and Neel Doshi, NY Times Bestselling Authors, “How to Build the
Highest Performing Cultures Through the Science of Total Motivation”
David Rock, Ph.D., CEO of the NeuroLeadership Institute
Self-Determination Theory (SDT), a commonly subscribed to model of human motivation, suggests that human connection is one of the three most important psychological drivers behind people's actions. In the New York Times best-seller Sapiens: A Brief History of Humankind, author Yuval Noah Harari suggests that our survival and success as a species has been based on our ability to socialize, relate, and gossip (or talk about the relationships we have). Empirical evidence suggests Millennials care more about community and having friends at work than they do about compensation or job title. It seems that connection is at the core of our needs, our desires, our sociology, and even our biology.
But if human connection is so important and essential to our existence as human beings, why does it feel like we’re further apart than we’ve ever been? Thanks to technology, we’re all very connected, but many of us feel that we’re not really connecting. How can we change this and leverage connection to help us build stronger communities, especially during the age of the Millennial?
This conversation dives into the paramount importance of human connection, personal relationships, and authentic collaboration in the world of tomorrow and provides insights into how anyone can create a more connected and effective environment with the Millennial generation at its core. We’ll explore the topics of empathy, vulnerability and compassion amongst other often neglected, yet essential, characteristics of the future’s strongest & most fulfilling workplaces.
The talk will include tangible take-aways and easy-to-implement tips for how you and your organization can immediately create more fulfilling and powerful bonds inside the office that will yield greater organizational performance and happier, healthier employees.
You will learn:
- Why creating deeper connection is essential to your organization’s success & especially with the Millennial generation
- How to develop and promote a mindset of healthy connection in a workplace
- What language to use and promote to create greater cohesiveness and deeper bonds amongst your workforce
- What activities you can integrate (at no cost) to create a stronger and more collaborative culture
- How today’s best leaders employ radical vulnerability, compassion and empathy to win people’s hearts before their minds
Silicon Valley is home to many fast-growing technology companies that are rapidly evolving the way we live. These companies compete aggressively with one another to attract and retain the best talent in the world in an effort to change the world. While many offer amazing compensation packages, free food and the opportunity to work alongside world class talent, most have learned that the most significant competitive advantage in this "war for talent" is to offer an engaging work experience that is rooted in a unique culture which aligns with the company’s mission.
Since 2009, Scott Day has worked in Human Resources for several high growth consumer internet brands, including StubHub, PayPal, Yahoo!, and Airbnb. He is presently SVP, People & Culture at OpenTable, where he is shaping a company culture that aligns with OpenTable’s mission to connect people with great restaurants around the corner and around the globe. In this presentation, Scott will share a pragmatic perspective on the solutions he’s implemented in the “hacker culture” of Silicon Valley. He will share an approach that is based on the lessons he’s learned throughout a career that started in the United States Marine Corps where he learned to live by the motto, “Improvise, Adapt, and Overcome.”
You will learn:
- What it means and what it takes to align mission, customer experience, and employee experience
- How to create cultural consistency and clarity of purpose in a rapidly changing environment
- The importance of involvement, adaptation, and accountability in driving engagement
- The importance of creating a sense of belonging, and what it takes to get there
At Square, we believe everyone should be able to participate and thrive in the economy, so we build accessible tools that shorten the distance between having an idea and making a living from it. Every day, our employees engage in meaningful, impactful work that empowers small business owners; it’s what draws prospective Squares in the door, as well as what keeps them here year after year. This connection to purpose also means we serve our customers better - from engineers building the next iteration of our products to customer support teams interacting with Square sellers, our purpose fuels empathy and innovation.
You will learn:
- How to weave purpose into the employee experience, from People programs to office design
- How to encourage open, transparent dialog about what purpose means
- How a sense of purpose can impact hiring, retention, and engagement
Abstract is on it's way
Afternoon Networking Break and Genius Bar with: David Rock, Sean Kelly and Andy Lee
Ask questions and get answers from top thought leaders in the exhibit area
The rise of populist governments, rapid technology advances, and mergers and acquisitions all have the potential of creating havoc at work. Volatility and uncertainty can lead to fear at the individual level as well as throughout the organization. That leads to errors, disengagement, and faltering performance. In the face of these disruptive forces, leaders still need to lead. They need to engage and energize their people while navigating through complexity and ambiguity.
Using a blend of neuroscience and social science research, Teryluz Andreu, North America Culture & Engagement Leader at Aon will discuss how the typical employee reacts to threatening change and what leaders need to do to engage employees as they combat their fears and the adversity in front of them.
You will learn:
- How to use a blend of neuroscience and social science to combat employee fears and adversities to change
- Specific steps leaders need to take to counter disengagement in the face of a stressful and changeable environment
- Why external threats like populism, rapid technology advancement, and M&A activity will threaten employee engagement
Managers and leaders play a critical role in organization culture and effectiveness. While their influence is felt throughout all functions and processes of an organization, building connections with employees is paramount to organization success.
Innovative employee survey design and analytics has enabled Cincinnati Children’s Hospital Medical Center’s commitment to identify, develop, and support Great Leaders. This session will describe how CCHMC uses data to uncover what defines a great leader for their employees, measure the impact of great leaders on engagement, and begin to develop meaningful interventions to support and develop Great Leaders throughout the organization.
You will learn:
- How to use their company’s employee survey to collect data and insights needed to drive key corporate objectives
- The link between specific leader behaviors and employee engagement
- The importance of leader positivity and confidence in the organization
Building an employee measurement strategy with greater depth and flexibility means you need to play a more strategic role for your employees and the organization. Emerging techniques like continuous listening and targeted pulsing are moving closer to a conversation than a survey; just imagine what you would ask if it was just you and the employee meeting to discuss a specific concern- as it happened.
This level of connection and understanding isn’t just what you need to make critical people strategies; it is increasingly essential as a competitive employer of generations who are used to a crafted, customized experience. In this session, you will hear leaders of large to small organizations reflect on their experiences using insights from employee feedback to deal with internal crises, connect across diverse organizations and double their investment toward their purpose.
You will learn:
- Specific ways organizations of all sizes foster connection and leverage an engaged culture to promote company values and future growth
- How to design a census and pulse strategy that makes your engagement program stronger, yet stays true to your purpose and still feels like “you”
- Concrete steps to connect how customers and employees understand, embrace, and help grow your brand ideals.
- How using science in your design will keep your values in the survey, plus reduce the length of your survey and increase leader buy-in and interest
Increasingly, employee engagement is a moving target. Today’s leaders are challenged to motivate their people and position them for success while responding to disruptive shifts in how they work and what they value. And that means that monitoring and managing workplace dynamics will be more important than ever.
Ashley Furniture Industries is the #1 furniture manufacturer in the world. Since 1970, the family-owned business has grown to employ more than 26,000 people and generates over $4.8 billion in annual revenues, making it one of America’s 100 largest private companies. There are now over 700 Ashley Furniture HomeStore retail furniture stores operating worldwide. But the company’s products aren't its only heroes. The people of Ashley Furniture Industries help the company truly define itself. Total company investments have exceeded $500M in the past five years. At Ashley, it’s not just a philosophy, it’s a practice. Not only do they invest in the latest design tools, systems, and equipment, they also invest in their people. Ashley Furniture’s focus on employee engagement supports a philosophy of people-driven success as the company responds to the new and different challenges associated with a digital economy.
You will learn:
- How the World’s Most Admired Companies and other leading organizations are preparing for the future of work and responding to digital opportunities and challenges
- Key focus areas for successfully implementing and managing a modern and truly global employee engagement strategy
- Practical actions you can take today to engage your people in dynamic environments
Let’s face it, there is a cultural shift in the workforce. Now more than ever, organizations are competing internationally for the best talent at home and abroad. What this means is talented individuals are able to choose the environment they want to work in, the company they want to help build and the people they want to spend their time with - Talent is choosing employment based on company culture. This is why developing an authentic and impactful culture is paramount to the long term success of your company.
In this session you will learn the importance of an authentic culture and the power of an intentional mindset. Hear unique insights into Shopify’s culture and sustainability during the company’s immense growth and learn pivoting techniques for underperforming implementations. The session will also feature a range of culture implementations for any budget and the top performing implementations at Shopify.
You will learn:
- Why duplicating aspirational cultures will fail
- How to develop a successful culture
- How to measure qualitative success
Networking Cocktail Party/Business Card Exchange
Tuesday, July 25, 2017
Chairman's Welcome Remarks
Southwest keeps things simple. Simple business model. Simple, straightforward mission statement. Simple organizational values that are clear, relevant and reflective of the mission to provide top-notch Customer Service. Southwest uses their organizational values to hire great talent, set performance expectations, develop leaders and measure employee engagement.
Join Bonnie Endicott to learn about how clarifying your organizational values into employee expectations keeps employees focused, builds transparency and drives performance. You’ll also take-away several suggestions on how to highlight and leverage your organizational values.
You will learn:
- How an investment in clarifying organizational values simplifies hiring, talent management, and development
- How to define employee expectations
- How to create a link between organizational values and employee engagement
Workplace stress is taking a significant toll on the well-being and effectiveness of employees, through its direct impact on physical and emotional wellness, as well as its effects on focus, innovation and collaboration. Mindfulness training has been shown to reduce stress, as well as having additional salutary effects. But beyond individual well-being, mindfulness also has the potential to shift organizational culture in a positive direction. Aetna has been a pioneer in bringing the benefits of mindfulness to its employees. We are currently engaging in a process of embedding mindfulness in our culture.
In this session, you will learn what mindfulness is and how it reduces stress and enhances well-being and performance. We will also discuss how Aetna is approaching bringing mindfulness into its culture. Finally, a model will be presented for bringing mindfulness into organizations in order to drive engagement.
You will learn:
- The definition, practice and benefits of mindfulness
- Best practices in mindfulness training
- A three-phase model for bringing mindfulness into organizations
- Aetna’s strategy for leveraging mindfulness for culture change
Morning Networking Break and HCI Genius Bar with Amy Thompson and Bonnie Endicott
In today’s highly competitive, fast paced world, getting your new hires up to speed, productive, and integrated as soon as possible can give your organization a huge strategic advantage. Join Shanna to discover how a well-structured onboarding program can foster early cultural integration, drive productivity, and improve long-term employee engagement and retention. You will learn how REI implemented recruiting and onboarding technology to simplify and automate the process for retail hiring in three months, and understand how these tools can be leveraged in any quick, high volume and/or regionally dispersed hiring initiatives.
There's one thing that every organization wants — a great culture and the accumulation of daily positive employee experiences that attracts and retains top talent and inspires them to perform their best. The wellbeing of employees is a cornerstone to their experience at work and beyond. When someone is physically, mentally, and financially well they will positively impact your organizational culture and drive business results.
Carrie Varoquiers, Vice President of Global Impact at Workday, which was just named as one of the “100 Best Companies to Work For” by Fortune and Great Place to Work for the third consecutive year, will share insights from the technology company’s wellbeing program, which has seen more than 80% engagement among employees. She will be joined by Chris Boyce, CEO of Virgin Pulse, who will discuss the link between wellbeing, purpose-driven work, employee engagement, culture, and business outcomes.
In this session you will learn:
- How to build an employee experience that align with corporate values and fosters a great organizational culture
- How to start an employee engagement and wellbeing initiative without a dedicated headcount or budget
- How to drive employee engagement over the long haul without cash incentives
Social entrepreneurs. Purpose-driven companies. Mission forward thinking. Throughout the last 10 years, business has evolved. It’s no longer an option for any business to integrate philanthropy, giving or a social component into the way it operates. Customers expect it and want their purchase to help more broadly; and employees want to work for companies that have a clear, strong purpose. Every company has a purpose - the secret is getting your employees to know and engage with it.
In this session you will learn how more than 10 years of impact in the lives of beneficiaries continues to drive and make an impact for TOMS employees. Because coming to work is much more fun when you know you’re part of something bigger.
You will learn:
- What it means to TOMS to make our work meaningful by connecting to our purpose
- How to align purpose with meaningful causes: Finding the cause within your purpose
- Tips for integrating purpose for your employees
Mindful organizations promote awareness and responsiveness to employee stressors as part of their approach to talent management. By staying mindful of employee work-life experiences, these organizations are better able to craft cost-sensitive, yet robust benefits and solutions that enhance employee engagement, productivity, satisfaction, and retention. In this keynote presentation, recent survey data provides insight into the strategies deployed by mindful organizations, and offers guidance on how to focus talent management efforts to improve business outcomes and the employee experience.
You will learn:
- What tools and approaches mindful organizations use to better understand employee stressors.
- How strengthening and diversifying employee benefits assists in efforts to recruit, retain and engage employees.
- How costs and benefits of increased responsiveness to the employee experience are measured and monitored by mindful organizations.
- The collateral benefits associated with mindful strategies in terms of productivity, innovation, and growth.
What do GM and the Titanic have in common? Both organizations were deeply impacted by a Culture of Silence. This type of culture exists when the willful withholding of important work related information becomes the norm resulting in substantial loss of productivity, revenue and increased operational and reputation risk. The lack of upward communication in these organizations is apparent in hindsight, but according to Dr. Rob Bogosian, author of Breaking Corporate Silence, it’s often difficult for leaders to recognize the causes and symptoms of employee silence up close until it’s too late.
Dr. Bogosian discusses specific “Signs of Silence” and offers proven methods to measure high-risk Cultures of Silence and how to shape and sustain more productive, low-risk Cultures of Voice.
Using his Silence Voice Index™ (SVI) diagnostic, Rob discusses the risks of silent cultures in organizations and specific recommendations to help leaders determine if they are inadvertently creating this type of culture. Rob will discuss specific, proven leadership practices that shape and sustain Cultures of Voice.
You will learn:
- How to recognize behaviors known to contribute to a Culture of Silence
- The damaging culture of silence effects on companies and employees, such as medical and performance costs (i.e. $44 billion annually).
- How to distinguish between corporate Culture of Silence (e.g., GM, BP, Volkswagen) and Cultures of Voice (Microsoft, Google)
- The benefits associated with Cultures of Voice: Reduced operational and reputation risk, Rapid knowledge transfer, Efficient, root cause problem solving, Innovation
- The risks associated with Cultures of Silence: Reduced operational performance, Increased voluntary turnover, Operational, fiduciary and reputational risk
Managers, when an employee informs you that they are working from home do the hairs on the back of your neck stand up? Do you break out into a cold sweat and worry that while you expect your employees to be busy working, they are in-fact binge watching old-breaking bad episodes. Well if so, then this session is for you. US Labor statistics reports show that Since 2005 the rate of Remote employee workers has grown a whopping 103%, with 80-90% of the US workforce desiring at least a part time Telework schedule. Two to three days a week seems to be the sweet spot that allows for a balance of concentrative work (at home) and collaborative work (at the office). Well, before you sell off all of your office space and shell out millions for global broadband, let’s take a step back. As progressive as many organizations think that they are, the concept of trading technology for travel is still far from the norm. So the key question organizations must ask themselves is how do I keep my virtual workforce engaged and most importantly how to do you honor flexibility that your workforce desires without sacrificing efficiency required to get the job done.
You will learn:
- The best techniques to actively and consistently engage virtual workers
- How to foster an organizational environment that not only respects virtual working, but regards it as an asset
- The role trust plays in engaging virtual workers and the common pitfalls managers experience
Whether you have clearly defined it or not, corporate culture exists. It happens with every action, process, communication and observed behavior. How do you create the kind of place where people can do their best work? How do you build a team that is passionate about your organization and passionate about delivering their best every day? Culture, passion and high impact leadership are a significant differentiating factor between good and great organizations.
This session explores the elements of high performing organizations and presents tips for transforming company culture, a pathway for organizations to ignite passion within their organizations, and charts a course for leaders to follow to support the development of their people and teams.
You’ll come away with actionable insights to transform your company culture and learn:
- Getting beyond employee engagement to passion and the keys to creating a passionate workforce
- How trust influences culture – and productivity
- How to develop high performance leaders that take their teams to the next level
Leading edge neuroscience has provided new insight into the biological principles that drive human behaviour. There are many misconceptions about the brain. Ongoing scientific discoveries continue to aid in our understanding of how our brain affects us as individuals and teams. To understand how we can leverage this knowledge in the realm of both the individual and the organization we delve into a number of areas that help people maximize their potential. The idea of the ever-changing brain is reviewed and the impact that has on well-being along with tactics to influence the changes. We explore concepts relating to the life of brain cells, the idea of transitory brain connections, the ageing brain and the idea of brain re-programming.
Dr. John Crawford explains in real world language the neuroscientific principles that can be used to increase personal effectiveness, team strength and cohesiveness by maximizing brain health. A unique team building activity will demonstrate the principles in real time. This workshop style demonstration will appeal to both the analytical and creative natures of all.
You will learn how to:
- Recognize how creativity and cognitive change relates to improved brain function and impacts your teams and their engagement.
- Understand “brain plasticity” – specifically neuroplasticity
- Identify factors which may contribute to increased brain productivity
- Takeaway practical ideas to apply personally and professionally
Wednesday, July 26, 2017
In the past several years, design thinking has become the gold standard by which we create products, ideas, and programs that have unexpected and lasting effects on people and organizations. Done right, design thinking is a creative solution-finding method made famous by organizations like Google and Apple, innovation consulting firms like IDEO, training programs like Stanford’s D-School, and books like Eric Ries’s The Lean Startup. The name itself is misleading — design thinking is a different way of being, not just a way of viewing things differently. Anyone can say they use design thinking. The proof is in how people behave each day and in the actions leaders reinforce.
In this interactive workshop, led by organizational development expert Justin Black, you’ll learn what design thinking is and how to work it into your team and company’s culture by proving its impact on people success programs. Justin will share case studies and a step-by-step plan for applying design thinking to people success. Participants will use that framework and the support of their table-mates to sketch out solutions to common challenges like executive buy-in, leader adoption, and employee participation.
You will learn:
- How to improve employee engagement through design thinking
- Ways to drive purpose and meaningful connections across the organization
- How to create better leaders through empowerment
- To create more productive environments where people can thrive
Every organization has an engagement journey. Some have forged a clear path that has allowed them to create a powerful and strong engaged work experience that drives business performance. Others started off on the right path but have perhaps gotten lost along the way, trying to figure out how (or whether) to get back on track. Still others meander, wandering about, without a clear end in mind, and some just stay in one place not even knowing where to begin.
What is your journey, and how do you know if you have the clear path or are getting lost in the weeds?
This workshop is about understanding that journey, and reframing engagement from being a number, or survey, or series of activities, into really being about creating the kind of work experience that will result in successfully reaching your organization and business goals.
We'll walk through the concept of work experience progression - focusing on three key stages of this progression: Foundational, Developing, and Distinctive. Working through this progression helps organizations make sure they have the right elements in place to go from being a good place to work to one that is truly distinctive and unique. From having satisfactory engagement, to having the kind of engagement that moves the bottom line.
You will learn:
- Assess what stage your organization is at on the employee experience progression
- Reflect on what obstacles may be impeding performance within your organization
- Determine what your end goals should be and how to determine when you have "arrived"
- Ensure that your engagement and work experience efforts translates into improved business outcomes