Prior to Covid-19, decentralization, and supporting a distributed workforce was a path Twitter was already on. Since 2018, the company has been working to be more distributed, more global, and operate more effectively with flexibility, optionality, and to allow people to work from where they want to live. This uniquely positioned Twitter to respond quickly to Covid-19 and transition Tweeps to remote work. In May, Twitter made headlines by announcing employees could “work from home forever” with the full support of the company. Join Jennifer Christie, Twitter’s CHRO in a talk about the thinking behind the company’s distributed work strategy, how this enables a more diverse and inclusive culture, and how Twitter has preserved its unique company culture while envisioning the future of work.

While organizations have strategically prioritized diversity and inclusion (D&I) as a competitive advantage, creating an inclusive culture enables organizations to take a principled stance and act as allies to employees, ensuring they reach their full potential. Although the organizational benefits of D&I are well-established – including but not limited to larger revenue growth, a more positive employee experience, better employee retention, and greater innovation – organizations often concentrate efforts on increasing diversity, missing the full benefits that cannot be realized without an inclusive culture. To eliminate systemic barriers diverse employees face, inclusive practices must be embedded throughout organizational culture through its work practices, values, and behaviors.

Over 90% of Fortune 500 companies have Employee Resource Groups (ERG’s), yet how many of them truly gain traction within their organizations? We will review how Leader & Executive Sponsors play three (3) Key Roles in building successful ERGs while reviewing a business case study. Effective ERGs are a critical part of any Diversity and Inclusion strategy. Join us to learn more about how to make them successful at your organization!

Trust-build in global organizations is hard…and that was before Covid. Today – more that ever – organizations need to build trust and psychological to best enable their employee’s success. And why not start from Day One of a new hire’s journey? Join Michael Godfrey to explore a case study in building organizational trust in a diverse, global environment.

Learn about Lyle Wells’ 5 Truths of Change and how to work hard, dream big, and perform well through change. Leading through change is challenging; leading through change while keeping people at the forefront of your actions and requires the right metrics and the right tools to succeed. Teamalytics is uniquely equipped to help you and your team through these times by helping you identify personal and team constraints to hit goals, have fun and earn more.

Developing a Diversity and Inclusion Strategy This presentation covers how to develop a diversity strategy from scratch leveraging best practices and key learnings from select organizations. The session leader will share some of the learnings and landmines to take into account in starting or re-starting your DE&I strategy. Participants will hear about real-life experiences from a diverse slate of organizations. Leveraging those experiences, the session leader will share how his current company has started it’s DE&I journey.

Please join the Vice President of Diversity & Belonging from Live Nation Entertainment, Elizabeth Morrison in this Executive Interview where she will discuss the importance of Diversity, Equity & Inclusion.

It is in extraordinary times that extraordinary solutions are needed. Join this call to learn about the solutions and adaptive way of working used to ensure an Always-On approach to Employer Branding during a crisis. Despite these very challenging and uncertain times, the need for Employer Branding is critical. While new challenges appear in the hiring landscape, new opportunities to enhance and protect your brand can present themselves, too. But, during these uncertain times, or when it’s business as usual, Employer Branding is not solely about Recruitment. It should be Always-On and about a candidate’s and employee’s experience and how you make them feel.

This talk will provide you with powerful insights on ramping up workforce rapidly based on lessons learned from extensive research with 85 world leaders from 42 industries and 20 business sectors in 7 countries. This talk will equip you with powerful leadership strategies used by 70 world-class organizations to build team proficiency at the speed of business. You will learn time-tested strategies to design, develop and implement speed-enabling ecosystems and highly accountable managers to focus on speed to proficiency. You will walk out with a new leadership style to rethink your workforce time to proficiency of employees/teams and how you engage people managers across the organizations to change the culture, develop and accelerate their team towards a shorter time to proficiency.

Please join the Health, Performance, and Resiliency Coach, Adam Mahmoud in this Executive Interview where he will discuss the role of mindfulness and breathing in the development of resilience in the workplace.

Explore and learn the importance of defining the Dominant Characteristics of your organization, which in turn will reveal a set of values that influences the culture. Participants will learn how to strategically partner with the business to facilitate the “discovery” process, how to identify trends and then translate them into one descriptive word. With these Dominant Characteristics recognized and articulated, we will then discuss how to use them to maximize your recruiting efforts, lower turnover, increase engagement, retention and diversity, ultimately having a positive impact on the bottom line.

Why is it critical to incorporate the “big D” into your people and business strategy? How can you deliver people development programs that provide the greatest value to employees and align with the business needs? When the environment changes, how do your programs change with it? Whether adapting to meet the organization’s needs during a pandemic or during any other time of change, check out my presentation to learn the formula for success and how we did it at Merz Aesthetics, the world’s only global fully-focused, medical aesthetics business.

Xerox is breathing new life into its commitment to diversity with a focused, concrete and measurable strategy.

It’s amazing that we constantly breathe throughout our life, from our first breath to our last and yet no one has ever taught us how to breathe! Breathing happens naturally but current research shows that 90% of people do not breathe correctly or sufficiently. The list of health issue that arises from poorly oxygenated cells in the body is shocking! Respiratory issues are the 3rd leading cause of death worldwide and given the current pandemic, it’s time to strengthen our respiratory systems. I will share with you the most effective and simple way to enhance your breath, find balance, health, and resiliency.

One family’s experience as HR senior leaders across 3 generations. A lot has changed over the span of a century, but there are many core principles when it comes to people that have not. I will share from my own experiences as well as those I was taught and observed. This unique perspective comes from growing up and being mentored by both a father and a grandfather who were senior HR leaders and pioneers in the field.

What if you could add 20 minutes per work day to yourself and everyone on your team without working after hours? No gimmicks,, quick fixes or sales pitches here. Just good, old-fashioned common sense structured, meeting etiquette designed to build resilience and increase your effectiveness as a leader.

In workplaces and beyond, it’s time to pay attention and take responsibility for our impact on each other. I call this everyday leadership. At face value, it’s simple: Everyday leadership is about being human well. We each and all have a quite bit to learn about what that looks like and how to enact it in a way that creates the kind of spaces and organizations we want to be part of. It is about the micro-moments of impact that make or break our lived experience together. Especially in workplaces where adults spend most waking hours, we have overlooked and misjudged how important it is for us to engage with empathy, emotional intelligence, kindness, and perspective-taking. We invest in what we believe will make a difference to outcomes but we underestimate the toll.

Tired of facing rejection in negotiations? Done with the old-fashioned adversarial union negotiations? This class is designed to help you get past “no” at the table and achieve and maintain the relationships necessary to come to a successful collective bargaining agreement. Participants will have the opportunity learn from experiences and how to use strategies for resolving conflicts and building relationships away from the table. In the process, you’ll learn how to sharpen your negotiating skills and improve your effectiveness. Don’t take NO for an answer.

In this presentation, I will share my perspective on the value of Organizational development as a key driver to strategic performance and talk about some initiatives or applications you can use to implement in your practice. As VP and Chief Learning Officer for Montefiore Medical System, I will focus this presentation on current initiatives and environmental pressures impacting the healthcare industry. As the healthcare industry continues to be redefined by technology, consumer engagement, affordability, and of course, “a national pandemic” the practice of organizational development will be a key driver in how we influence alignment between business, people, adaptive change, and the sustainable outcomes and success that will be achieved when fully integrated.

A business’s ability to disrupt or lead rests on its talent. A forward-thinking HR function is critical to an organization’s ability to achieve long-term success. Organizations need their CHROs to help lead the process of internal business transformation in order to create the capability, capacity, and company culture needed to not only weather current market upheavals but also create the foundation for continued profitability.

This presentation aims to share lessons learned after defining and implementing a Culture Roadmap for a multi-billion dollar telecommunications company. After talking about the cultural transformation itself and the work to implement this across the globe, additional COVID-19 elements are then covered to reflect on the impact of the global pandemic and several cultural levers that exist to continuously manage culture in these times of unparalleled change.

This evidence-based solution transfers inclusion work to the individual and is designed to make behavior more inclusive through six habit-building phases—embracing inclusion matters, understanding biases and their sources, dispersing with the negativity associated with unconscious biases, practicing thinking more deliberately, reprogramming incorrect intuitions about others and becoming more empathetic.

How does HR add value to operations? Business service functions rarely bring revenue into a company. Many times our functions can be seen as only a necessary drain on the bottom line. Instead of being seen as the compliance police or a purely administrative function, wouldn’t you like to be recognized as a valued team member? This presentation will illuminate three key concepts that will help you become the go-to business partner.

The topic of the presentation highlights how a human-centered approach has enabled the harmonization of culture and values as a single entity, and how this approach currently drives transformative change after Keurig Green Mountain acquired Dr Pepper Snapple Group.

This presentation focuses on what is next for pay equity studies and pay transparency. The process for pay equity will be briefly reviewed along with helpful hints on the analysis. The fairly new ban on requesting salary history from applicants will be covered. Lastly, as pay transparency becomes more a hot topic, what are organizations doing to respond.

Employees usually lose discrimination complaints, and are expected to return to work like nothing happened. This damages your company due to employees’ lowered morale and production, and higher turnover. This presentation demonstrates an innovative investigations program that resolves root causes of issues and improves the employee (and management!) experience.

What is the key driver to accelerating employee engagement and performance? My unwavering response – build strong people managers. Our role as organizational leaders is to develop the collective and individual strengths of our team members so they are empowered to do their best work. More recent research tells us that people managers have the most significant impact on this process and are the key differentiators for how engaged and productive their teams are in driving business results. Join me in the discussion on how to transform and elevate your leadership programs to move your organization forward.

Culture is the foundation of all business processes. Integrating a company’s core values and purpose into its recruitment and onboarding processes is a way to expose prospects, candidates, and new hires to how they’ll engage with colleagues and get work done. In this session, get practical tips on ways to embed culture into these processes and what to leave out because it’s mere fluff.