Please note that the times reflected in this agenda are listed in the time-zone where the event takes place.
For this event, the time-zone is Pacific Time Zone.
Monday, July 24, 2017
Chairman's Welcome Remarks
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.
- 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
Morning Networking Break and HCI Genius Bar with Lindsay and Neel
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”
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
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
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
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, Aon’s Global Culture & Engagement Practice Leader, Ken Oehler, 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.
Attendees 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
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.
Our key takeaways will be:
- 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
The survey landscape has become a cluttered place. Continuous listening? The annual employee survey is dead? Fewer questions? More questions? Employee surveys are essential to fueling data-based decisions about people, but what’s the best approach for your company?
- How to make sense of all the conflicting information about employee surveys and choose the design and process that matches your organization’s strategy
- The difference between “engagement” and an “engaging workplace”, and the most important topics to include in the survey
- Why a well executed survey strategy builds organizational trust
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
Networking Cocktail Party/Business Card Exchange
Tuesday, July 25, 2017
Chairman's Welcome Remarks
Abstract is on it's way!
This is a preliminary title - abstract is on it's way!
Morning Networking Break and HCI Genius Bar with Bonnie Endicott and Scott Day
Abstract is on it's way!
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
This is a preliminary session - the new title and abstract is on it's way