Learning and Development Conference 2010

Who’s Doing Learning Right? Benchmarking and Best Practices in Training and Development from FORTUNE Magazine’s “100 Best Companies to Work for®”

Presenter:
Michael Burchell, Vice President, Great Places to Work

Each year the Great Place to Work® Institute selects the “100 Best Companies to Work for in America” and publishes this list in FORTUNE Magazine. The Institute has amassed a sizable body of research on how the “100 Best” create workplace environments that leverage the talent and skill of their workforces. In this exclusive session, you will have access to “best in class” benchmarking information plus you will the rare opportunity to examine the training and development best practices of the “100 Best”. Participants will have an opportunity to dialogue with each other regarding the role and practice of training and development in an effective talent management strategy. The Great Place to Work® will also reveal upcoming trends of next generation practices for improving and sustaining learning and development in great workplaces.

Take Aways:

• Understand the essential ingredients that make a Great Place to Work
• Get top performing case studies in learning and leadership development
• Examine the business case for developing a Great Workplace
• Find out the newest trends and best practices for next generation workforce shift
• Identify opportunities for change in your organization

Fortune 500 Fireside Chat On Benchmarking, Innovation, and Emerging Trends in Learning and Executive Development for 2013 and Beyond

Fireside Host:
Kevin Oakes, Chief Executive Officer, i4cp

Panelists:
Diane Holman, VP Talent Management and Learning, Global Talent Development and Learning, Raytheon Company
Jayne Johnson, Chief Learning Officer, Leadership Development & Succession, Deloitte Services, LP
Tamar Elkeles, VP Learning and Development, Qualcomm

Learning executives predict an increase in investments in learning from Q1 2012 onward. What are the biggest challenges coming this way, and is measuring the know-how of high performers enough to predict business performance? Since the next three years will see real traction in the generational shift, can you reasonably predict where your company will be in 2013 or what role talent development will play in meeting business goals?

Our esteemed panelists will share their change management strategies and forecast their learning and development plans for the next three years and reveal the upcoming trends that will springboard them ahead of their competition. Benchmark with 3 top learning leaders from major organizations as they share some of their biggest challenges, recent successes and predictions for the learning function for the foreseeable future.

Take Aways:

• Learn the newest trends and benchmark with leading learning leaders
• Understand how to best position your company for future growth
• Discover pitfalls other organizations have dealt with and how to avoid them
• How to prepare for the tidal shift in talent

Networking Break

Leveling about the Levels: New Purposes and Strategies for Evaluation

Presenter:
Allison Rossett, Author, Professor San Diego University

Since learning today looks much different than it did in 1950 when Donald Kirkpatrick’s levels of evaluation were conceived, why should evaluation remain the same? A world with learning and support delivered online and at work via webinars, smartphones, streaming video, online knowledge bases, wikis, blogs, classrooms, social nets and workplace coaching demands new inquisitiveness. What might that these new forms look like? In what fresh ways might we approach analysis and evaluation? In this session, we will present a dozen purposes, some new, some familiar; use the purposes to define measures; and then provide vivid examples that spring from conversations between learning leaders and the people they serve.

What we’ll do together:

• A quick tour of the new world of learning and development, from web 1.0 to 3.0, from collaboration to self direction
• Methods that match the purposes and take advantage of the new technologies
• The Marble model for measuring in a way that checks, reports and improves

General Session:

What Does Strengths-Based Learning and Development Really Mean? Moving from Awareness to Measureable Impact

Presenter:
Anne Harbison, Senior Leadership Faculty, Gallup University

Many companies help employees identify their strengths but fall short in applying an integrated, measurable approach to strengths-based development and performance improvement.  This interactive session will explore a strengths-based approach to on-boarding, mentoring, leadership development, and coaching, using best practices case studies from companies that have achieved tangible business results.  Examples will include the role of leaders and generational implications of a strengths-based L&D approach.

General Session:

How the Transition from the Industrial Economy to the Knowledge Economy Now Affects the Learning & Development Profession

Presenter:
Matt Peters, Chief Learning Officer, Defense Intelligence Agency (DIA)

The Learning and Development Community has increasingly emphasized workplace learning for much of the past decade.  We've focused on the need to become consultants, to use blended learning, to become more responsive to our business customers, and to capitalize on technology at every possible opportunity.  While those efforts are relevant, a more important questions might be whether or not we are really addressing the core problem, or just "putting band-aids" on a more significant epidemic challenge.

For example, why is it getting harder and harder to get employees into the classroom (for even shorter and shorter classes)?  Why do we continue to have problems justifying our efforts to improve workplace performance?  Do our continued problems seem to imply that we really haven't changed our focus or our basic assumptions about the way we design, develop and deliver training?

Join this session to engage in a ground-breaking thought leadership discussion that challenges our thinking about the transformations happening in the learning and training industry.

General Session:

A Next Generation Learning Framework: Driving Continuous Learning through New Technology Enabled Approaches and Methods

Presenter:
Barbara Keen, Ph.D., CLO and Head of Global Learning and Development, Bristol-Myers Squibb Company

The unprecedented number of tools and technologies available in the new Web 2.0 world (Facebook, YouTube, Linkedin, etc.) coupled with the changing face of the workforce creates an opportunity to rethink the traditional 70/20/10 based learning and development model.

If you add to this the accelerated pace of change and the need to rapidly align to organizational needs, learning leaders are uniquely positioned to provide value through the execution of more innovative continuous learning approaches to talent development.

This session will explore Bristol-Myers Squibb’s journey to build and execute a Next Generation BioPharma Learning Framework—a framework that integrates both old and new learning approaches with new technologies and a framework that is well aligned with the company’s strategic and cultural priorities. The discussion will provide participants with:

• An overview of the 5 learning approaches that make up the BMS learning framework (formal, learning on-demand, learning from experience, learning through coaching, and social learning)
• An understanding of new technology enabled design and delivery methods supporting the framework including online information exchange and collaboration
• Examples that demonstrate the successful execution of each core approach

General Session:

Translating Training Dollars into Business Results in the Eyes of Your Customers

Presenter:
Tom Clancy, Chief Learning Officer, EMC

Today’s training customers are becoming more demanding in knowing the value of their training investments. Training executives are being asked to ‘quantifiably’ demonstrate the value of every dollar spent in a compelling manner. To achieve this, training managers must have great alignment with their audiences, execute flawlessly, and quantifiably show business value results from their training solutions.

Learn how to understand and manage the expectations of your customers and how to align your efforts with their business needs. Discover how to effectively communicate with key stakeholders about the value of training and the impact of its results on the audience and the business.

Take Aways:

• Discover new and practical strategies for communicating value to customers
• Learn how to demonstrate ROI on your training investment
• Understand how training managers connect and impact their students

Networking Break

General Session:

Leaders developing Leaders: Determining Core Components of Effective Leadership Development Programs

Presenter:
Katherine Ratkiewicz, Practice Leader, Organizational Leadership & Development, HCI
Aubrey Krekeler Wiete, Research Analyst, Organizational Leadership & Development, HCI

This session will explore key topics from the recent research study, Leaders Developing Leaders. Through surveys and thought leader interviews, this research study has uncovered leading edge findings on the topic of Leadership Development in the modern organization. Specifically, this study examined the “demographic gift” of seasoned leaders postponing retirement, and helped determine what the role of those leaders should be in developing new, emerging talent. In addition, the research uncovered key barriers facing talent management practitioners today.

Among the issues that will be discussed:

• How Leadership Development programs have been impacted by the "Great Recession"
• How organizations are leveraging seasoned leaders to serve as teachers and coaches for emerging leaders
• What programs, systems, and processes should be in place to select, prepare, assess, and recognize leaders who effectively develop emerging leaders

General Session:

Blending High Tech and High Touch Leadership Development at Wells Fargo Advisors

Presenters:
Lynn Abernathy, VP, Learning & Development, Leadership Development Group, Wells Fargo Advisors
Dianna Paterline, VP, Sr. Learning Consultant, Leadership Development Group, Wells Fargo Advisors

Blended learning implementations are nothing new—most organizations today continue to add web-based and virtual deliveries and support systems to their leadership development initiatives. Doing so carries a multitude of benefits, including expanding reach to geographically dispersed associates, significant savings on travel costs, and minimizing the amount of time people are off-the-job and out of the office. With all these benefits it is easy to rely too heavily on online learning capabilities, thus minimizing the ability for people to come together to learn as a group. With their Leadership Essentials Certificate Program, Wells Fargo Advisors strikes a balance between the high tech and the high touch learning experiences for their leaders.

During this session Dianna Paterline and Lynn Abernathy, executives in the Leadership Development Group at Wells Fargo Advisors, will share:

• How they created and implemented a balanced blended leadership development initiative—and how they were able to get their leaders on board.
• The results they saw, and how they were able to measure them.
• Important lessons learned, and where they are taking their leadership development in the future (hint: virtual!).

Networking Cocktail Reception — Business Card Exchange