November 16-18, 2011 | Boston, MA

2011 Learning and Leadership Development Conference


Designing a Development Architecture that Impacts Organizational Performance: Linking Leadership & Learning to Business Outcomes

In order to remain competitive organizations need to develop a comprehensive, integrated architecture to support the learning and leadership development initiatives that are critical in achieving a sustainable, high performing, organization.  Maintaining and managing a robust leadership pipeline, identifying and developing high potential talent, and creating compelling learning programs for current leaders are the most significant top organizational priorities for 2011 and beyond.

Discounts are also available for teams. Please contact Shane Lennon at 866.538.1909 x1904 or Register Now!

For additional information, or if you would like assistance with registration, please contact Barbara Sumanis anytime at 866.538.1909 x2683.

The Shortage of Leadership Talent is Real

Deloitte estimates that 80% of organizations lack the bench strength to support their business operations into the next decade.  Many leaders considered “high potential” struggle to navigate the challenging economy, forcing organizations to take a hard and serious look into current leadership development programs. With economic conditions improving, smart companies are ramping up development and retention initiatives to keep key leaders and high potential employees on board. To stay competitive, organizations must reassess and benchmark their leadership development practices against those in similar markets, then take aggressive steps to do whatever it takes to coach, prepare and motivate top talent.

Learning and Leadership Development Are Priority Objectives in the Executive Suite

There is direct and irrefutable evidence that links good Leadership to increased innovation and business performance. The Corporate Executive Board recently announced the #1 Critical HR Priority for 2011 is improving senior leader capabilities at managing the workforce.  Smart organizations investing in learning and leadership development clearly demonstrate superior financial performance, increased engagement, and essential market innovation compared to those that don’t make this investment.

Develop a Framework that Increases Organizational Performance and Competitive Innovation

Learn how you and your organization can prepare for new business challenges by developing a learning and leadership framework that delivers the big bang in business outcome, organizational performance and competitive innovation.  Join us at the HCI Learning and Leadership Development Conference and see what other successful organizations have accomplished and benchmark your own progress.  You’ll leave with creative and resourceful ideas, best practices, and new professional contacts to help you improve the business impact of your learning, leadership, and succession programs.

Topics Include:

  • Leaders developing Leaders
  • Identifying, Supporting and Mentoring High Potentials and Next Generation Leaders
  • The Future of Learning and Talent Development
  • Electronic Learning Applications that Make a Difference
  • Succession Planning and Strategies to Cultivate a Dynamic Pipeline
  • Measuring and Evaluating the ROI of Leadership Initiatives
  • Connecting Learning to Tangible Business Outcomes
  • Integrated Talent Management - How Do All of the Pieces of Talent and Competency Management Fit Together? 
  • Leveraging the Link Between Leadership and Organizational Performance, Growth and Profits
  • Extending Social Learning Strategy Beyond an LMS
  • Aligning Development Processes with Business Goals
  • Strategic Initiatives that Create a High Performance Culture of Innovation and Collaboration
  • Business Modeling and other Development Initiatives that Incorporate Risk Based Scenarios
  • Integrating Talent Development into Business Planning
  • Getting Leadership Buy-In to Drive High Impact Learning

Earn Credits Towards Leading Industry Certifications — With Live or Virtual Attendance!

This conference has been approved for 18 General recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through the HR Certification Institute.
The use of this seal is not an endorsement by HR Certification Institute of the quality of the program, it means that this program has met the criteria to be pre-approved for recertification credit.

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