Wednesday, September 26, 2018
Have you ever worked for an inspirational leader; someone whom inspired you to be at your best more often, to develop and grow and work through adversity? Is this the leadership legacy you want to be remembered by?
Emotional Intelligence and Personality Type play key roles in how a leader is able to inspire others. They help you understand more about who you are and how you relate to others in a variety of settings. In this session we will explore how to incorporate personality type and emotional intelligence when developing leaders in a workable way. Learn how to build a business case to use emotional intelligence in the workplace, how emotional intelligence and personality type can combine to paint a more vivid picture for yourself and others, and how to leverage strengths and harness opportunity areas.
You will learn:
- How to build a business case in the workplace that gets results by using emotional intelligence and personality assessment case studies in a practical way
- New ways to use emotional intelligence and personality type assessments in coaching, leadership and individual development plans
- Identify strategies that immediately use emotional intelligence and personality type assessments in your work and personal life
To create truly sustainable competitive advantage, organizations must integrate vertical development into existing selection processes and skills training. Vertical development involves a focus on preparing leaders for challenges they will encounter in today’s increasingly volatile, complex, and ambiguous environment where information and situations are fluid and unpredictable.
It’s more important than ever to hire talented people and match them to the right roles. However, even the best talent in the right roles won’t produce consistent competitive advantage unless leaders continue to develop and grow. Creating a sustainable competitive advantage requires going beyond identifying the best leaders (selection) and providing ongoing training (horizontal development). Competitive advantage requires abilities to think in different ways and function within interdependent systems to meet the needs of the enterprise in a constantly changing and highly competitive global environment.
You will learn:
- Differentiate between horizontal and vertical development
- How leadership selection and new ways of thinking and reacting affects business outcomes
- Generate ideas for vertical development and apply them in your organization
Seventy-seven percent of HR practitioners and leaders report that their organization is in a state of constant change with priorities and strategies continuously shifting, and 85 percent report unsuccessful major change management initiatives within the past two years.
What can organizations do to increase the likelihood of successfully implementing a change management initiative? How can we ensure that employees are engaged and empowered to not just survive or manage change, but to become change leaders inside their organizations? What role can a strong coaching culture play in building an organization’s change management capabilities?
This interactive workshop will provide an opportunity to explore the latest research on coaching and change management, learn from organizations that have successfully leveraged coaching for change management, and engage in generative discussions with your peers.
You will learn:
- What’s working—and what isn’t—with your own organization’s approach to change management
- Explore the impact coaching have on change management initiatives
- How you can integrate coaching into your organization’s change management toolbox to enhance communication, leadership buy-in and employees’ resilience
Thursday, September 27, 2018
Chairman's Welcome Remarks
In most organizations, process is based on tradition, hearsay, or so-called management wisdom — with little regard for the employee experience. In a ten-year career, an employee is bound to hear forty different things from HR and leadership about what they’re supposed to do on the job. Neuroscience allows us to create simplicity in place of this confusion, and design change with the constraints and strengths of the brain in mind.
In this highly interactive session, Dr. David Rock, founder and director of the NeuroLeadership Institute, will unpack our latest findings across leadership, performance, and diversity and inclusion. We will dive into how growth mindset is becoming the leading factor in leadership, and our proprietary industry research into how organizations can inculcate a growth mindset culture. We will also reveal the latest insights into how the science of learning is shaping change methodology--so that individual behavior can be wed to organizational priorities.
WHAT YOU'LL LEARN:
• How to begin organizing business process around brain function, rather than tradition
• How the science of behavior change unlocks cultural transformation
• Why the right learning strategy gives the brain extra learning “for free”
In this mini-presentation, you'll receive a "hacking" template and learn the rules of HCI's fast-paced Innovation Sprints, which occur as interactive sessions during the conference. You'll learn how to create real innovation throughout your organization with just one simple, hands-on exercise! Please pre-register at the HCI Registration Desk.
Morning Networking Break
We all have a plan A (which rarely works) but when we need the Plan B how do we deal with the unexpected? Leadership changes frequently depend on you figuring out the DNA of a new leader and deftly guiding them to success. We'll focus on 5 key behaviors which predict who is the Plan B in front of you and what needs to be done to ensure success including coaching from strength, how to provide swift correction from weaknesses, identifying key indicators of a leader and best steps forward for plan B success.
You will learn:
- How to identify top leadership talent through a tested and proven approach
- How to make your leaders wholly aware of their impact on the organization
- When and how to redirect your leaders
- Critical business characteristics needed to make an impact when a new successor steps in
In the era of VUCA (Volatility, Uncertainty, Complexity, and Ambiguity), decision-making is very challenging for leaders because one can rarely foresee the consequences of one’s decisions. Traditional leadership (command and control) must give way to a whole new approach to leadership and a whole new set of skills.
Sunnie Giles, Ph.D., new research suggests that applying concepts from neuroscience, complex systems approach, and quantum mechanics can help leaders produce radical innovation. Years of research and coaching and training numerous leaders culminated into her recent book, “The New Science of Radical Innovation.” Leaders must master self-management, which enables safety for others, which in turn allows building connection with them. Upon the secure foundation of safety and connection, the organization can finally unleash the full potential of iterative learning, which leads to spontaneous radical innovation.
You will learn:
- The big picture: why a whole new approach to leadership is required
- Quantum Leadership®: A new framework for leadership in the VUCA era
- The cost of leadership: the bottom line impact of two types of leaders
- How to change: Individualized assessment result analysis and change plan development
- How to pair up with an accountability buddy to accelerate the change goal
Today's managers know that you don't manage performance solely by conducting an annual or quarterly review. Employees need regular coaching, feedback, and accountability to continually reach new levels of performance. Employees seek authentic connections with their managers, fostered in environments indicative of trust and collaboration.
The latest research is showing that coaching is the top performance driver for teams and a huge factor in retention. Extra attention is being given to the coaching conversations between managers and their people. However, the reality is that many organizations struggle to consistently translate good intentions to activity, and noble goals to measurable behavior.
In this session, we'll review current trends and research tied to engagement and performance. We'll explore coaching, how to recognize and develop the full potential of your people, and how to create a personal sense of ownership for their success in your employees.
You will learn:
- How coaching unlocks authentic connections between managers and their direct reports
- How to assess your own readiness and mindset for successful coaching
- How to help raise the game of your team, including helping the best get better
- How to create a problem-solving team, which results in jobs made easier
This session will explore how three corporations are using true influence to empower their leadership teams and elevate their organizations to reach their full potential.
To keep a competitive edge in today’s complex business landscape, companies need to be able to create empowered workplaces where people come together to respond to challenges, innovate with courage, and execute with purpose in service of their clients. Today’s organizations need people at all levels who can
- build and leverage networks to get work done, establish trust, create opportunity, and spread ideas
- motivate action with clear, inspiring, and relevant messaging that amplifies organizational strategy
- move others beyond barriers and invent new solutions through purposeful engagement and curiosity.
So, what do they need to achieve this? True influence.
True influence is the ability to mobilize passionate engagement and committed action through communicating with agility and an authentic presence. Individuals who develop true influence are able to build social capital, share a compelling vision, and effectively collaborate for results.
You will learn:
- The complexities of and the skills involved in true influence
- How true influence relates to today’s business landscape and the way organizations function and achieves success
- Examples of how organizations can use true influence to help their current leaders thrive and to pad their leadership pipeline
How many times do you attend events, take a lot of notes, but then fail to put them into place when you return to work? This session is designed to break that cycle by giving you the chance to apply real-world “hacking” techniques to your biggest HR challenges and problems.
Use creative destruction to break old ways of thinking and create new solutions, and then share work with fellow Innovation Sprint attendees.
Join us if you are:
- An innovative leader that needs a creative outlet
- Looking for ways to be more innovative
- Seeking a break from listening to do some hands-on work
It is a known fact that a team or company can never outgrow its leaders. If we want our companies to be innovative, we need to practice this ourselves as HR leaders. In this special session, two proven voices in the HR community will moderate participatory sessions designed to help you learn the concepts of hackathons and apply them to the workplace with experiential learning exercises.
To succeed in today’s crowded global marketplace is to deliver on unbelievably ambitious goals - to produce consistently, creatively, and competitively. Leaders and teams are being stretched thinner and thinner, under constant pressure to top themselves, to disrupt themselves and their organizations while maintaining their current levels of productivity and clients. In many corporate cultures, to falter or even slowdown is to fail.
Research suggests that the right amount of pressure and stress can be good, even necessary, for people and organizations to achieve peak performance. Yet at some point, our organizations and teams begin to break down under pressure, leading to employee disengagement, lower productivity and creativity, and a breakdown of trust. Our humanness – hardwired into our brains and physiology - can be the biggest obstacle to our own and our team’s excellence… if we don’t know how to tap into it.
As leaders, the more we understand how our brains are hardwired, the more we can harness natural mechanisms for greater agility, flexibility, and openness - in ourselves and others. In this presentation and panel, we will explore how cutting-edge science and ancient wisdom and practices can enable our teams and organizations to show up fully in the moments that matter.
You will learn:
- A cutting-edge methodology to benchmark individual capacity for change, adaptivity and agility
- How individual and social resilience supports agility, and how our brains are wired to handle chronic stress, change and threats
- Hands-on tools and activities to increase resilience
- How resilience-based agility helped Intuit maintain strong and steady performance through the daily grind of customer care
- How an Amazon leader increased their resilience to innovate and transform practices in a high-pressure culture
Afternoon Networking Break
It is no surprise that organizational change is complex and multifaceted; recent analysis shows more than 80% of professionals agree their organizations are in a constant state of change, but only 29% report major change initiatives are well-received. Initiatives need to be clearly planned, organized, and executed, and individuals need to understand and buy-in to the reason for the change.
HR must guide organizations through change in a way that supports business strategy and application while engaging key stakeholders. This manifests in three distinct roles discovered through HCI research: The Architect, Broadcaster, and Coach. Leveraging these positions helps set organizations up for successful change and helps manage resistance and obstacles along the way.
In this interactive session, you will learn:
- What drives change in organizations – and why it's so difficult
- How and why change must be aligned with business strategy
- The core capabilities of an Architect, Broadcaster, and Coach
- How to determine what role you should play in change management, and what steps to take next
As companies struggle with volatile conditions in the current changeable world of business, it is easy for leaders to become frustrated, stressed, and overwhelmed by constant emergencies and the digital-noise that never seems to stop. As a result of our environmental overload, company cultures begin eroding, producing poor teamwork and low morale.
In this session, Andrew shares the same mental agility tools and techniques he taught as lead instructor with the State Department, training high-threat diplomatic security to former Navy SEALS, Marines, Rangers and Special Forces. Mental toughness and agility are critical characteristics of successful leaders, learn how to develop these traits in your leaders and yourself with proven military strategies used to train our armed forces.
Attendees will receive an infusion of the knowledge from the Agent in Charge of Nancy Pelosi’s security detail, along with and his experiences personally protecting Hillary Clinton, Tom Delay, Joe Lieberman, King Abdullah of Jordan, Benjamin Netanyahu of Israel, Sir Elton John, as well as Fortune 20 CEOs.
You will learn:
- How to unlock the brain’s power and potential to thrive in any situation
- How to keep fear and anxiety from hijacking your emotions
- How to defeat the negative effects of stress
- How to effectively manage your response to any crisis
Networking Cocktail Party
Friday, September 28, 2018
Chairman's Welcome Remarks
Every company has a culture. For some, it's a culture of innovation - new, never been done before ideas. For others, it's fun (birthday cakes and costumes are often involved). For some, it’s toxicity and gossip. There are cultures that celebrate loyalty, hard work, or profit above all else. There are cultures that are both intentional and accidental. There are cultures that draw people in and ones that drive people away. There are cultures that detract from the mission of the organization, cultures that must be overcome or compensated for, cultures that derail or dead end. Surely, you can resonate with at least one of those descriptions.
But then, there are cultures that are unstoppable. Unstoppable Cultures put people first, are consistent in nurturing their culture through systems, and are relentless in storytelling. Ginger will walk you through these critical characteristics of unstoppable cultures, leaving you with both practical and inspiring ideas on how to begin the journey of building the culture you always dreamed of for your organization.
You will learn:
- Why and how to put your organization's people first
- Systems that consistently nurture an organization's culture
- How to be relentless in storytelling
Fred Kiel (author, Return on Character, Harvard Business Review Press, April 2015) and Amy Swenson (Leadership Character Strategist) will be sharing groundbreaking Return on Character™ research that definitively quantifies the connection between leadership character behavior and organization profitability, employee engagement, and risk. Kiel and Swenson will be sharing some key frameworks to help attendees further develop a character-led leadership culture within any organization. As pre-work for this session, attendees will be asked to complete KRW’s Individual Character Reputation Predictor. The predictor is a short self-assessment designed to help you gain insight into how your leadership character may be perceived by those around you. Results will be used in aggregate and anonymously during the keynote to represent the character reputation in the room. Attendees will also have the option to receive a personalized predictor report post session. Character matters.
You will learn:
- How a company's leadership character has a quantifiable impact on profit, risk and employee engagement
- New perspectives and frameworks to help build a character-led leadership culture
- How to redefine "leadership character" and the specific leadership habits that impact the business
Morning Networking Break
In today’s age of digital transformation, it’s more important than ever for businesses to have capable and effective leaders in place throughout the entire organization. As landscapes continuously shift and new technologies are introduced every day, it’s impossible to predict when a leadership “moment of need” will occur. Organizations that build the foundation for every employee to become a leader will not only be able to keep pace with the digital age but will find themselves ahead of the pack.
In this session, Udemy Head of Learning and Development Shelley Osborne will illustrate the growing need for businesses to democratize leadership development and spread their leadership capacity throughout the entire organization. At a time when companies can no longer afford to be selective based on rank or tenure, Shelley will spotlight the fresh and innovative ways you can develop your people early and often to strengthen the collective leadership muscle. Shelley will not only share the effects that democratizing leadership development will have on individuals, but she’ll also dive into how it can impact the corporate bottom line.
You will learn:
- How the age of digital transformation is forcing organizations to rethink leadership development and broaden its impact
- How to leverage frameworks and methodologies to understand organizational needs and serve the right leadership development program, at the right time
- How to tactically build and implement leadership development programs that can scale throughout the business
Do you ever feel stuck when things go sideways? Unsure of how to move forward, but confident it’s not another meeting?
Does the science behind your brain, nervous system, and behavioral responses excite you?
In this session, you’ll hear what neuroscience says about our instinctual responses and how they are holding us back from operating at our maximum potential. You will learn how to begin to retrain your brain to avoid these reactions in favor of curiosity, authentic listening, and an intentional mindset.
- Understand the neuroscience behind your instinctual reactions
- Learn strategies for seeing problems and setbacks as opportunities
- Recognize when curiosity will drive your team toward operating at their maximum potential
Engagement and interaction are core aspects of the workshop flow. No music knowledge is needed to gain an understanding of how jazz principles and practices can promote creativity, strengthen leadership capacity, and elevate inclusive team synergy.
Live Jazz musicians are a critical part of the workshop to demonstrate the jazz principles and practices and engage with workshop participants in their group exercises. Facilitators will move through each of the principles, drawing out the analogies, framing the philosophy, and leading the exercises.
You will learn:
- Shared leadership as the foundation of high-performing teams
- Creative and fun group exercises that utilize jazz elements to demonstrate leadership values and collaborative dynamics
- Improvisation as mastery of basic skills, then how to think and act swiftly on one's feet
- The ensemble mindset as mutual trust and respect to reach common goals
- How the blues foster perseverance through adversity and swing supports freedom through change
- Antagonistic cooperation as growth and learning through challenge
- Deep Listening as the foundation of empathetic communication on and off the bandstand
Learners today experience high fidelity, engaging and delightful consumer experiences every day but are the learning experiences that they encounter in the work place as appealing?
The digital age has changed the nature of work, the types of skills that are needed AND the way those skills are developed. All demographics, from Generation Z to Baby Boomers, within organizations need a workplace where skills can be rapidly developed plus early warning of the skills and the roles that will be hot in the near future so that they can prepare for the changes. In addition, rapid career growth plus a compelling and flexible work environment is paramount. This need places HR and especially Learning at the heart of workplace differentiation, and to enable that a new type of learning experience is required.
This session will show how a revolutionary learning ecosystem to deliver these requirements was developed using a blend of principles from 3 disciplines in order to deal with the build vs. buy decision, creating the consumer experience and enabling the workforce to rapidly build the skills needed today and tomorrow.
- Discover how a multi-faceted learning organization came together to break down a complex initiative into easy to create, manageable deliverables whilst maintaining a rapid path to a desired business outcome
- Learn how to keep the end user at the center of the development so that we don’t lose sight of their needs while we build digital experiences
- Appreciate how this approach will be leveraged as we move from Digital Learning to Intelligent Learning
HCI has saved the best for last! Join us to discover the newest hacks created in the last two days by you and other attendees at the Innovation Sprints. Each Sprint session group has voted for the best hacks, and the winners will share the best ideas on stage!