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2019 State Conference Session Descriptions

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    2019 Session Descriptions

    "Re-Memorable HR"
    Presenter:  Patrick Henry - Founder of Henry Associates

    This keynote presentation blends hilarious stories and songs along with the five mindsets to create an productive workplace. Attendees will learn:

    1. The Cheers Mentality- Attitude impacts productivity

    2. The Extra Inch Mentality- You are judged by how you meet expectations but known for    how you exceed them.

    3. The Lead The Way Mentality- When you LEAD the way you get a lifetime of results.

    4. The Mentality of Presence- Shows the importance of being present.

    5. The Mentality of Purpose- focus on the impact created rather than the task performed

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    Influence Redefined -You may be surprised to discover, YOU’RE NOT AS INFLUENTIAL AS YOU THINK YOU ARE.
    Presenters:  Stacey Hanke - Owner & Executive Coach at Stacey Hanke Inc.

    To achieve influence, we need to see ourselves through the eyes and ears of our listeners. It is achieved through deliberate practice, holding yourself accountable and asking for meaningful feedback.


    • Why we are confusing how influential we feel with how influential we actually are.  
    • How to’s for building a consistent brand Monday to Monday®.
    • See yourself as others see you. Are you as influential as you think you are? 
    • Communicate with brevity; build trust to be heard
    • Project confidence, credibility to increase your impact. 

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    The Creature from the Next Cubicle: Dealing with the Monsters in Your Office
    Presenter: Mike Robertson - Owner & Founder, Is This Mike On, LLC

    We’re surrounded by monsters. Our coworkers can cause nightmares, cold sweats, and sweaty palms. In this creative take on office relationships, all the classic movie monsters correspond with a personality type we all encounter at work. This rollicking presentation features great visuals, some surprising stories and an insightful conclusion about the fine line between monsters and heroes. Audience members will gain a greater understanding of their peers and find some common ground for resolving conflict.

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    How to Design and Implement a Successful Strategic Management Coaching Initiative
    Presenter: Margi Bush - President of Wisdom Tree Coaching

    positive impact on the organization’s managers and their direct reports.  Specifically, they will learn to develop and implement a strategic coaching initiative for managers and the direct report’s development.  This initiative will contain competency development through the use of models illustrating the coaching process, the coaching mindset, and a coaching culture. This plan will contain a needs analysis, competency development, and a learning plan that aligns with the organization’s strategic plan’s performance expectations.  This will happen through:

    • Developing and aligning the human resource strategic talent management plan with the organization’s strategic plan.
    • Working with the executive suite in assessing supervisory, managerial, and leadership gaps as they impact the strategic and annual planning process.  
    • Leveraging key stakeholders to garner support for the initiative by demonstrating the value-add of an educated and motivated managerial and leadership level.
    • Using data, identifying the health of the leadership pipeline and present this data to the executive suite as vital to the success of any strategic and annual plan.  This will include conducting an organizational analysis of the current and projected leadership talent level as well as competency gaps.
    • Developing a strategic management development coaching initiative that will include pre-and post-program assessment, skills training in compliance, process improvement, and staff development, mentorship, and continual continuing education opportunities tied to organizational goals and objectives.
    • Communicating the organization’s values and guiding principles and building these into management and leadership development coaching initiatives.

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    Tactical Human Resource Marketing  (Recruiting)
    Presenter: Chris Herzog and Sarah Stokes - Owners & Senior Strategists at Stokes|Herzog Marketing and Consulting

     The session will teach recruiters and human resource professionals the latest ways to target new employees using the most popular social media channels, internet-based advertising tactics and renovated traditional advertising vehicles.  

    Participants will discover:

    1. The best sites for direct marketing to potential employees and effective messaging
    2. How to target your competitors' current employees in this competitive market
    3. How video can help more directly engage potential recruits and drive interests. 

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    The Practice of Front-line Leadership - 6 Critical Skills Required to Influence and Motivate Others
    Presenter: Joe White Program Director for AEU LEAD®

    Most supervisors are promoted into their roles from within an organization based on technical skills as an individual contributor. While the transition carries with it an increase in responsibilities it also conveys authority relative to position or title. Unfortunately, the skills leading to success as an individual have little to no correlation to those required for success in a position of authority as a supervisor. Getting results through others isn't a function limited to authority. It requires influence, a by-product of actions and example. For success, a supervisor must have the skills required to gain buy-in, support, and commitment from direct reports for various initiatives and work practices. This session will provide 6 practical skills that can be immediately applied for the benefit of participants and the companies they represent.

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    Keeping Your Team in Tune: Managing organizational talent and creating a leadership legacy
    Presenter: Patrick Henry - Founder of Henry Associates

    During this engaging breakout session, Patrick draws from his experience as Nashville based band leader to show how to create an effective team. Patrick will discuss:

    • The 8 basic human emotions and how combinations of emotions will contribute to a culture of productivity   
    • The five basic needs of employees and how to meet them.
    • How the attitude of one can impact the attitude of the entire team.
    • Show how, like in a band, the different roles that each team member performs will produce one result.

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    How to Design and Implement a Successful Strategic Management Development Initiative 
    Presenter: Mack Munro - Founder & CEO of Boss Builders

    Effective managers are the key to any organization succeeding.  If you are looking to bring a strategic edge to your organization, training and developing those managers is a key component. This presentation will show the importance of balancing performance management, strategic goals and initiatives, wants and needs of employees and managers, and tight budgets while working to implement a culture of learning.  The outcome will be managers who are more effective and a workforce that is motivated, educated, and turns over infrequently.   
    This specific session will focus on the SHRM competency of HR Technical Expertise and Practice, and target the key behaviors of consultation and business acumen.   In this session, participants will learn to proactively initiate (or adeptly respond to a request for) a “management training program.”  Specifically, they will learn techniques to identify need, gather relevant data, leverage performance management, and communicate findings to senior management.  They will learn key areas to consider and standard traps to avoid falling into.  Finally, they will learn how to keep a program energized and permanently ingrain it into the organization’s culture, all the while communicating its success in the language of business. 

    Learning Objectives 
    At the end of this program, you will be able to: 

    • Describe how critical thinking and careful diagnosis are key skills for HR professionals to properly develop and communicate a management training strategy.  
    • Discuss guidelines for identifying performance gaps in managers and techniques to remedy them. 
    • Develop the skills and ability to communicate the needs, design, process, and results, and how they align with corporate strategic initiatives to senior leadership. 

    Strategic Business Management Activities Addressed in this Session: 
    This one-hour seminar will provide HR professionals with the business skills needed to make a positive impact in the organization’s leadership pipeline.  Specifically, they will learn to develop and execute a strategic business plan for management and leadership development.  This plan will contain a needs analysis, competency development, and a learning plan that aligns with the organization’s strategic plan’s performance expectations.  This will happen through: 

    • Developing and aligning the human resource strategic talent management plan with the organization’s strategic plan. 
    • Working with the executive suite in assessing supervisory, managerial, and leadership gaps as they impact the strategic and annual planning process.
    • Leveraging key stakeholders to garner support for the initiative by demonstrating the value-add of an educated and motivated managerial and leadership level.
    • Using data, identifying the health of the leadership pipeline and present this data to the executive suite as vital to the success of any strategic and annual plan.  This will include conducting an organizational analysis of the current and projected leadership talent level as well as competency gaps. 
    • Developing a strategic management development initiative that will include pre-and post-program assessment, skills training in compliance, process improvement, and staff development, mentorship, and continual continuing education opportunities tied to organizational goals and objectives. 
    • Communicating the organization’s values and guiding principles and building these into management and leadership development initiatives. 

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    The Formula to 21st Century Workforce Readiness 
    Presenter: Dr. Niesha McCoy - Talent Acquisition Professional for General Dynamics Information Technology

    Changes in consumer demands and constantly evolving technologies create complex and uncertain environments. Organizations that desire a competitive advantage in today’s rapidly changing global environment realize the need to design innovative and creative workplaces that can respond to change. The current lack of skilled competent workers that are prepared and ready to fill jobs makes it extremely hard for organizations to respond to their ever changing environments. Over the past several years there has been much talk about workforce readiness. Here we are in 2019…. What more do we have to offer beyond talk? What has worked?  What has failed? What Best practices have emerged? What is the proven formula to 21st century workforce readiness? More important what role does the HR professional play in making this formula work?

    A resilient, ready, and well prepare workforce stems from collaborative human capital investments.  Our educational systems are developing curriculum to answer the needs of our evolving workforce. Government agencies are constantly managing budgets and seeking funding avenues to strengthen and sustain local economies. Then there are various industry employers searching for solutions that will help them maintain or achieve a competitive advantage through their most valued resources, their human resources.  I’ve found through research and personal work experiences that when these 3 entities ( education, government agencies, and industry) join together and collaboratively invest in  human capital we make great strides towards a more prepared workforce that is ready and capable of thriving in a 21st century work environment.     In this presentation proven collaborative human capital investment efforts that have worked in Northwest Louisiana will be shared. The theory of human capital will be explored and tied to the intricate role today’s HR professional plays in developing a workforce that is ready for the 21st century workplace. Attendees will walk away with knowledge, practical tools, tips and best practices that can be immediately applied.  

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    Group Medical Plan Spend Continues to Rise – 5 Cutting Edge Strategies To Bend The Cost Curve Downward
    Presenter: Jim Casadaban Senior Vice President at HUB International

    Healthcare costs continue to rise. Post PPACA saw huge jumps in premiums as the healthcare market sought a new normal.  Employers and employees alike feel hopeless and frustrated with cost shifting to employees being the only solution to make budget.  Enough!  In this session participants will learn 5 (and a little lagniappe!) cutting edge strategies companies are implementing today to reduce, yes reduce, medical spending.  

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    Afternoon Delight: Creating a Sustainable Environment of Acceptance and Belonging in a Quick Results Culture
    Presenter: John Baldino - President Humarso

    In the July-August, 2016 issue of Harvard Business Review, Frank Dobbin and Alexandra Kalev wrote:

    “It shouldn’t be surprising that most diversity programs aren’t increasing diversity. Despite a few new bells and whistles, courtesy of big data, companies are basically doubling down on the same approaches they’ve used since the 1960s—which often make things worse, not better. Firms have long relied on diversity training to reduce bias on the job, hiring tests and performance ratings to limit it in recruitment and promotions, and grievance systems to give employees a way to challenge managers. Those tools are designed to preempt lawsuits by policing managers’ thoughts and actions. Yet laboratory studies show that this kind of force-feeding can activate bias rather than stamp it out. As social scientists have found, people often rebel against rules to assert their autonomy. Try to coerce me to do X, Y, or Z, and I’ll do the opposite just to prove that I’m my own person.”

    The problem is that our nature as a people group is rarely touched despite the mandated diversity training, handbook signoffs and “employee knot” exercises.  The American business community has believed a feigned causation from training to behavior modification.  Science tells us that is just not so.

    Behavior changes through a desired, consistent and actively worked process.  Repetition in mental correction and pertinent application is a daily workout.  There is not much of difference regarding physical change as there is mental change – behavioral change must be continually affirmed and addressed.

    The goal of my session will be to provide insight around behavioral modification, primarily founded by BF Skinner, as it applies to cultural changes in the workplace.  The HR disciplines of hiring, performance and competency assessment, and management potential will be examined.  And, we will also focus on the healthy forms of peer pressure and group think.  These cultural constraints cannot be ignored as if we live in Utopia, but rather the context of our neighborhoods and business communities.

    The attendee will be challenged in his/her own subdued and subconscious biases, as well as how these realities have helped to affirm systemic separation of people groups at work.  The attendee will be able to identify relevant applications to transpose at their workplaces.  

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    HR Strategic Planning - Charting the Course of HR's Role in Your Organization
    Presenter: Ed Krow - Founder & HR Strategist, Ed Krow,LLC​

    As you interact with your organization, it's important to be able to share the strategic goals of your Human Resources department. Otherwise, how will your organization leaders understand what value your department adds? They're definitely asking and need to see the value that you bring to the total organization. Developing a Human Resources Strategic Plan, with input from your organization, allows you to understand and communicate the HR function's contributions. It allows you to shape the expectations that your organization holds for what you will contribute and when. This transparency adds value to the goals and role of the HR department. Whether your HR function is a department of one or many, basic Human Resources strategic planning that includes internal organizational needs assessment and external benchmark comparisons is needed. This interactive session will show you how to approach and accomplish fundamental Human Resources' strategic planning and will lay the groundwork for developing your HR business plan.

    Attendees will:

    1. Determine how to link the HR Strategic Plan to the overall business strategy.
    2. Learn how to develop an HR Strategic Plan that supports Company objectives.
    3. Top 5 Reasons Plans Fail
    4. Linking HR to overall strategy
    5. What should be included in the HR Strategic Plan?
    6. Summary & Action Planning

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    Influence Redefined - Part II
    Presenter: Stacey Hanke - Owner & Executive Coach at Stacey Hanke Inc.

    We all want to enhance our influence…but what if we are sabotaging our influence without even knowing it?  

    How you communicate verbally and non-verbally determines whether or not others see you as credible, knowledgeable and trustworthy. Without doing this effectively, you inhibit your potential to reach a goal of: influencing, increasing profits and building a reputation you’re proud of Monday to Monday®. 

    Part II will continue the discussion and practice of the skills and techniques for growing your influence.  

    Learning Outcomes

    • A proven, step-by-step method for creating influence that moves people to action long after an interaction is over.
    • See yourself as others see you. Are you as good-or bad as you think you are when you communicate with influence?  
    • Project confidence and credibility to increase your impact. 

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    Six Smart HR Strategies for Addressing Today’s Serious Skills Gap
    Presenter: Sherry Johnson - Field Services Director (AR, LA, MS, OK, TX) for SHRM

    What is the U.S. Skills Gap and why does it matter to your organization and to our country?  In this session, you will learn the answers to those two important questions and explore six HR strategies that can help your organization close its Skills Gap: 1) Partner with local Workforce Development Boards; 2) Work jointly with educational institutions; 3) Conduct professional development; 4) Establish apprenticeships; 5) Retain your Baby Boomers; and, 6) Hire Veterans, ex-offenders, and disabled workers.  You will analyze how these strategies can affect your organizational bottom line and ability to compete successfully.

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    HR Metrics that Matter - Learn to Drive Sustainable Business Processes
    Presenter: Shane Yount - President of Competitive Solutions, Inc. (CSI)

    HR Metrics that Matter - Learn to Drive Sustainable Business Processes  One of the greatest challenges organizations face is maintaining a common business focus on improving results across all functional areas and levels, as well as communicating these said results to all involved. This interactive session outlines the process for developing, tracking, communicating and presenting workgroup business goals and objectives. Attendees will learn the importance of a common business focus to organizational success through the development of a mission statement and specific, measurable business goals. 

    This workshop will provide specific, measurable, attainable, relevant and timely methods for tracking and communicating business results for HR. Shane, with over 25 years of scorecard development experience, will provide the knowledge and understanding to begin implementing practical, auditable business scorecard techniques to your individual work environments. 


    • Learn to drive key business objectives from top-level management throughout HR function
    • How to develop, track, and implement key business objectives for HR
    • A proven business transformation methodology for creating and sustaining HR Business Metrics
    • Using business scorecards to drive accountability processes to generate results
    • Move employees from selective engagement to collective accountability
    • Creating Scorecards that Educate, Facilitate, and Motivate

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    Staying Power: Why Your Employees Leave & How to Keep Them Longer
    Presenter: Cara Silletto, MBA - President and Chief Retention Officer, Crescendo Strategies

    While some of today’s workforce is made up of deep-rooted, dependable staff, a larger number of positions are now a revolving door of employee turnover. Workforce thought leaders from Crescendo Strategies will share insight on why staffing is so challenging today and additional ways to gain greater staffing stability. Join us to learn how to slow the revolving door, more effectively manage the impending shorter-term workforce, and maximize the time you have with each employee.

    Learning Objectives:

    1. Discover current employee turnover trends and future staffing projections
    2. Uncover the real reasons employees leave most organizations and ways to encourage them to stay
    3. Learn ways to become a M.A.G.N.E.T. employer who attracts better applicants and keeps staff longer

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    Immigration (including Form I-9) Worksite Compliance and the Attack on Employers
    Presenter: Patricia Bollman - Shareholder with The Kullman Firm

    Immigration (including Form I-9) Worksite Compliance and the Attack on Employers   To review and discuss current trends in Immigration worksite enforcement with an emphasis on Form I-9 enforcement along with compliance tips.  This was previoulsy approved for credit in program 18-V3MW5 (all day event)

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    Leading Managers and Employees Through Conflict 
    Presenter: Teri Haynes - Owner of Business Interactions, LLC

    Conflict is normal, happens every day, and is a vital part of profitable business. Through differing thoughts, ideas, behaviors, and beliefs come better practices, novel ideas, creativity, and innovation. Yet conflict has a bad reputation. Why? Because we allow emotions to get in the way of minds. Once emotions hijack our thinking and behavior, the downward spiral is like a black hole, dragging down enthusiasm, engagement, and morale. This workshop provides a model for working through conflict for a positive outcome. 

    Takeaways are:

    • Understand what conflict truly is
    • Learn steps to move from negative conflict to positive conversation
    • Tips to use this leadership skill to coach managers, supervisors, and employees

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    Vitals to support the lower wage workforce:   Strategizing parity in health and well-being engagement
    Presenter: Tracy Watts - Senior Partner and the U.S. Leader for Healthcare Policy at Mercer​

    DID YOU KNOW?   Employees who earn less than $35K/year are 4x higher to report poor or fair health states.. AND… 78% of US workers live paycheck to paycheck.

    Summary / Learning Objective 
    Lower wage workers face significant barriers in managing their health.  This session will:

    • Dive into the data points to explain the challenge and why employers should care
    • Frame the issues associated with low income earners, focusing on key social barriers within a total rewards framework
    • Review an approach and some examples of how to make a difference in a meaningful way for the lower wage workforce

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    Breaking Boundaries for Operational Excellence 
    Presenter: Vincent Bovino - Founder of Bovino Consulting Group

    This presentation introduces an Operational Excellence initiative comprised of four powerful systems with a focus on performance measurements and incentive pay. The presentation dives deep into an Incentive Pay System and a two-tier Performance Measurement System.

    A Performance Communication System and Performance Improvement Team System that drives continuous improvement and employee engagement will also be discussed. The four powerful systems presented create an unmatched Operational Excellence initiative resulting in rapid, significant and sustained performance improvements.

    Topics covered in this talk include: 

    1. A Performance Measurement System 
      1. a. First tier are the Key Performance Indicators (KPIs)
      2. b. Second tier are the Line-Sight-Targets (LSTs)
    2. An Incentive Pay System 
      1. a. Key principles for designing an incentive pay system.
    3. A Performance Communication System. 
      1. Initiative communication phases are explained with examples
    4. A Performance Improvement (PI) Team System
      1. The design of Performance Improvement Teams
      2. An active method for seeking and capturing employee ideas for improvement through multiple channels

    The importance of integrating the 4 systems into one initiative will be emphasized. Case studies and real-world examples are used to explain specific concepts that allow for easy implementation. 

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    Three Steps to Overcome Workplace Challenges by Shifting Your Perspective
    Presenter: Alycia Angle Senior Talent Management Consultant at Ochsner

    Have you ever felt like your hands were tied in a sticky situation with a difficult leader, colleague, or boring work? You’re not alone. In fact, 85% of employees worldwide are not engaged or actively disengaged in their role. In the workplace, we experience undesirable situations that leave us feeling disengaged, unenthusiastic, or at worst, that pit in your stomach when your alarm clock buzzes. As much as we’d like to change the person, work, or other aspect causing our pain, we can become exhausted in our efforts. The only factor you can control is your actions, behaviors, and attitude. To transform your circumstances, you must shift your perspective. Shifting perspectives allows you to learn from the past, get back to your “happy place,” and move forward to a positive state. In this session, you will walk away with a three-step approach to shift your perspective and transform challenges into opportunities for growth.

    Learning Objectives & Outcomes
    After completing this session, participants will be able to:

    • Utilize a step-by-step process to shift perspectives and transform challenges into opportunities for growth.
    • Recognize a plan that exhibits extreme ownership over engagement by identifying alternative points of view.
    • Identify triggers that inhibit working at maximum capability.
    • Examine current behaviors and reconfigure efforts to align with the most engaged self.
    • Outline 3 tactics to plan for a positive future when triggers threatened engagement, confidence, and performance. 

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    Louisiana Employment Laws
    Presenter: Scott Landry - Partner with the Chaffe McCall, L.L.P.

    The presentation will include a review of Louisiana state employment laws, including a comparison to similar federal employment laws.

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    Drive Your CEO's Agenda: HR & Benefits Technology Delivers
    Presenter: Chris Baldwin - Gallagher

    A Bottom Line Impact Conversation with your CEO Topic Summary / Learning Objective

    Every successful organization is powered by a talented and engaged workforce. How can HR technology help you attract and retain top talent and, in turn, increase productivity and growth? The first step is to think of technology as a "how" not a "what.”

    Learn how HR technology can enable solutions to help your organization find your better. Explore what’s new and exciting in the HR technology sector and uncover tactics to help you get buy-in from your C-suite leaders. You’ll walk away insights on what you need to know when you’re ready to invest in a technology platform that drives your organization’s bottom line. 

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    If Not You, Who? How to Crack the Code of Employee Disengagement
    Presenter: Jill Christensen Founder & President of Jill Christensen International

    Companies in the top tier of employee engagement outperform their peers by 147% in earnings per share and have a 90% better growth trend than their competition. However, only 30% of U.S. workers are engaged, which means the vast majority sleepwalk through the day giving you zero discretionary effort. How do you inspire employees to get off the sidelines and get into the game? Jill Christensen, author of the best-selling book, If Not You, Who? Cracking the Code of Employee Disengagement, has uncovered a proven four-step strategy to turn your disengaged workforce into a unified high-performing team, resulting in increased profits, customer satisfaction, productivity, and retention.  

    Attendees will leave this session with:

    • A new perspective on employee disengagement and the No. 1 reason employees don’t engage.
    • Insights into why traditional approaches to employee engagement don’t work.
    • Tactics to engage senior leaders in employee engagement.
    • A proven four-step strategy they can apply immediately to re-engage employees. 
    • Clarity on next steps and inspiration to achieve their goals.

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    Aligning Rewards for Healthy Behaviors with your Organizations' Total Rewards & Recognition Strategy
    Presenter: Wendy King - Regional Director of Health Performance for HUB International Gulf South

    It's time to rethink corporate wellness!  Gone are the days of mass onsite biometric screenings and pedometers.  Smart employers are now skillfully weaving their wellness initiative into their total rewards strategy to recognize employees more holistically for the ideal behaviors they’d like them to emulate.  Learn how this new approach could make the traditional "wellness program” obsolete!  The next generation of total rewards programs are focused more on recruiting and retaining the right employees, and rewarding for efforts in multiple areas, including actions that drive healthy behavior change.    

    1. How to determine if your current wellness program is broken
    2. How to develop the right core values for your company
    3. How to evaluate your total rewards and recognition strategy for completeness
    4. How to get your managers onboard
    5. What market solutions are available to help administer your recognition program effectively

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    Addressing Millennial Turnover
    Presenter: Aaron Levy - Founder & CEO of Raise The Bar

    Come and uncover a new perspective on how you can better attract and engage with Millennials. Aaron will share his insights on the problem of Millennial turnover, highlight Millennial motivations and provide strategies to use today for connecting with Millennials. Leave with steps you can take to attract and engage Millennial talent in your organization.

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    Leagal Panel


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