2013 Learning and Leadership Development Conference

Reinforce Your 2013 Revenue with HCI’s Learning and Leadership Development Conference

In 2012, in the middle of global economic crises, HR’s biggest concern was simply company survival and how to do much more with much less. Now, as you execute your 2013/2014 marketing plan, you need to carefully choose how you spend your marketing dollars. HCI wants to help you connect with your target audience by sponsoring our 2013 Learning and Leadership Development Conference. Taking place in November in Boston, this conference is priority for senior human resources executives to ensure they can motivate and keep their valuable talent.

HCI’s Annual Learning and Leadership Development Conference provides an important intersection for organizational development, corporate learning and workforce performance. Meet buyers of talent management systems and services, leadership development, education, training and performance solutions in a relaxed, social environment at our networking receptions and your tabletop exhibit.

Why We Need This Now

Our journey to creating transformative leadership begins with new criteria, meaningful experiences, and smart, innovative development paths. Leaders who will succeed tomorrow are not created with systems built yesterday. Within the last 5 years, the tenacity and depth of change that has taken place in business has changed the entire landscape. To keep up with this change, and survive in a new uncertain, global environment, leadership and its development process must also adapt. And quickly.

To enable our transformative journey, we require a continuous culture of learning. So many learning leaders find themselves now having to train twice the amount of people in half the time, and usually with no additional resources. A learning blueprint that’s scalable with process and technologies that will grow with future changes and advances make it easier to develop a community of learning that remains fresh and innovative.

Facilitating and managing new processes and strategies will be challenging as well. Learning and Development practitioners will require new skills and competencies including a greater understanding of technology — including social, mobile, internal processes, and decision-making methodologies such as leveraging big data.

The HCI Learning and Leadership Development conference is centered on the 3 key principles to organizational success:

  1. Creating transformative leaders
  2. Building a continuous culture of learning
  3. Learning the new tools and skills needed for learning and development practitioners to stay relevant

Leadership Development Initiatives Aren’t Working

Traditional leadership development programs and training must shift to a deeper, more transformative experience that produces a new type of leader more prepared for these turbulent, ever-changing times. Graduates and alumni of many leadership development programs are still not equipped to lead. Development leaders using criteria that hasn’t been updated in the last 3 years will find they’re looking for different leadership skill sets and are therefore identifying and selecting the wrong candidates to participate in programs.

Confidence in New Leaders is at an All Time Low

54% of business leaders cite gaps in their leadership pipeline as one of their three critical obstacles to growth (Bersin/Deloitte). Surveys show executive confidence in middle managers continues to decline every year. Some believe this is due to a weaker selection in the current and potential talent pool, but the mismatched and outdated criteria used to identify and develop high-potentials may be the more likely reason for failure.

Global Leadership is Faltering — The Ex-Pat Model isn’t Working

The Ex-Pat model isn’t working. Difficulties arise when leaders are dropped into new cultures where there is a shift in values and beliefs. Organizations now look locally to find and hire regional leaders who can better understand and drive organizational culture and goals. But how do you still maintain the organizational values and culture?

The New, Transformative Leader Thrives in an Environment Characterized by VUCA (Volatility, Uncertainty, Complexity, Ambiguity)

They:

  • Reject outdated models of traditional organizational hierarchy and bureaucracy
  • Proactively seeks out opportunities for collaboration
  • Look for innovation wherever they can find it (regardless of rank, title)
  • Demonstrate a “new” business acumen in the global business environment

The Learning Model Just Shifted

Traditional models must shift from the 70/20/10 development model and focus on more continuous “journey-like” learning & development experiences, a continuous and dynamic process designed to combine formal with informal learning while functioning as part of the organizational culture.

The new, continuous learning culture is characterized by:

  • Integration with other talent management programs and systems, applicable across the entire employee lifecycle
  • Mobile-enabled learning programs that also tap into social technologies allowing for more just-in-time collaboration and on-demand learning
  • Skills-based training that focuses on the critical skills for success in the VUCA business environment
  • A new organizational learning blueprint that leverages learning assets to their maximum potential, is flexible and scalable for expansion, and aligns to current and future organizational goals

Competencies for Leadership Development and Learning Leaders are Changing Rapidly

New technologies, innovations and the fast pace of change, require HR executives to build new and different core competencies:

  • Big Data Skills — Audience analysis and segmentation
  • Digital Competencies — Technological savvy, Mobile, Social, etc.
  • Building & Supporting Communities of Practice

Underwriter Opportunities

Premier Underwriter

The Premier Sponsor will have a chance to showcase their unique insight into employee engageement and serve as the event’s lead underwriter and partner:

  • Premier branding
  • Opening remarks
  • Session
  • Reception sponsor
  • An extensive allotment of passes for senior clients

Diamond Underwriter

Maximum branding, prestigious thought leadership opportunities, and conference-wide recognition.

  • Present a client case study
  • Extensive pre and post branding
  • Exhibit table top

Platinum Underwriter

Platinum sponsors receive branding and passes for senior clients, and can choose one of the below options on a first-come, first-served basis.

  • Post-conference download center
  • Best practice interviews
  • Keynote session spotlight
  • Invitation-only, private luncheon
  • Global social media sponsor
  • WiFi sponsor
  • Networking bingo card sponsor
  • Registration, lanyard, badges, welcome bag or
  • Key card
  • Exhibit table top

Gold Underwriter

Gold sponsor receive branding, a limited number of passes for senior clients, full conference access, and exhibit table top.