Session Descriptions
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Fundementals from the Dugout - How Sports is a Lot like HR - Stanley "Skip" Bertman
During his time at LSU, Skip lead the the LSU Tigers baseball team to College World Series Championships in 1991, 1993, 1996, 1997, and 2000. Skip will share his wisdom learned as a Coach and Athletic Director at LSU and how it translates into life. The fundamentals of sports are the same as the life of Human Resources professionals…it’s forever moving forward and changing. As in sports, there are there are wins and losses, ups and downs, rules and boundaries and the quest for excellence and of course teamwork. Your team has to buy into your vision. In this session, Skip wants to make you think, touch your heart and tickle your funny bone.
You will leave this session motivated and inspired to bring your team to excellence as Skip covers:
- About being special…Teaching your employees special they are
- Motivation - great leaders must motivate and inspire people
- Believe you can motivate yourself and others…fear of failure
- Teamwork is the ability to work together toward a common vision
- Trust is the most fragile commodity in the world
- Sometimes you have to step out there for your team
Football is a Metaphor for Life - Deuce McAllister
Football is more than a great sport; it is a metaphor for life. It teaches a variety of positive attributes – character, loyalty, discipline, teamwork, physical fitness and leadership among others. The hard work and teamwork of football instills character and an appreciation of working as a unit. In football as in any collaborative environment, if all the players don’t do their jobs on every play it will be a long day. There is a bond in pushing yourself as you and your teammates go through the same exhausting practices in the most physical of games. The shared experience cements a loyalty. As Vince Lombardi put it, “In football, you’re going to get knocked down. It’s what you do next that matters.” There is no greater illustration of perseverance than Louisiana’s resilience following Hurricane Katrina. Instrumental in inspiring the people of our great state was the New Orleans Saints football team. From the locker room to the board room, the principals of teamwork and leadership are the same. Great teams learn to work together to overcome obstacles, how to deal with different personalities within the team, and the gratification of succeeding with teammates.
As a member of the community and a leader on the New Orleans Saints team, Deuce McAllister will share his personal insight on:
- Inspiring greatness
- Lessons during times of adversity
- Tips for successfully navigating periods of profound change.
Getting to Now - Lessons that Built an HR Career- Kathleen Brenk
You're an HR Rep. A hard-working Generalist. A mid-career Specialist. How do you get to that next level? Learn from a 15 year veteran - the lessons I learned along the way that led me to a "C" level role. (Hint: it's not magic, it's paying attention and filing away life's little lessons)
Developing Managers into MVPs: Strategies for your HR Playbook - Erin Thompson
One of the common challenges many organizations face is training and developing supervisors and managers. Many managers are hired or promoted and then thrown right into a supervisory role with little experience, training, or preparation for leading and managing a team. New managers need to get up to speed quickly not only to do their job but to do it effectively.
In today’s session, we will explore different tools and training that you as an HR professional can give managers to help them succeed in building, engaging, and leading great teams. Some topics include:
• Onboarding
• Goal Setting, Strategy, and Accountability
• HR 101 – FMLA, ADA, FLSA, Title VII
• Performance Management
• Teambuilding & Engagement
You will walk away from this session with strategies that you can add to your HR Playbook, helping you move your managers from rookies sitting on the leadership bench to MVPs scoring and achieving organizational goals with their team.
Identifying Indicators of Potential Violence and What to Do in an Active Shooter Incident - Dr. Peggy Mitchell Clarke
Now more than ever, increased awareness and relevant training on how to respond to different types of emergencies are essential in today’s environment. Violence is a byproduct of the interaction between the physical setting, triggering conditions, and individual factors. We can assess and mitigate risk by recognizing “pre-incident indicators” and selecting appropriate and proportional responses to them. This workshop will explain the spectrum of violence, identify pre-incident indicators and behaviors of concern, dispel the myths and stereotypes that get in the way of taking appropriate action, clarify options for responding to behaviors of concern, and provide an overview of how to respond in the event of an active shooter incident.
Building Your Business Case – Kristie Evans
It's easy to get excited when a business solution promises to improve HR projects, operations, strategic positioning, and relieve difficulties. But ensuring the right solution is chosen can be overwhelming. By developing a business case founded on objective research and analysis, you can prepare and focus the business initiative, ensure resources are adequately planned, and create a foundation of knowledge for accurate evaluation and assessment. By committing to this process, you build credibility and strengthen strategic executive sponsorship.
In this workshop, the components of the business case will be deeply explored with a focus on the assistance of a personal workbook to support evaluation of current state, future state, requirements, cost/benefit analysis, ROI, and positioning the project advantageously using tools and templates from other client engagements and filled with lessons learned.
Workplace Application:
Learn how to develop a business case founded on objective research and analysis to help you prepare, plan, and position your business solution.
Recertification /Learning Objectives:
Strategic Management Credit
The attendees will learn how to:
1. Conduct a current and future state analysis and determine necessary requirements for your business solution.
2. Conduct a cost/benefit analysis on each potential business solution, compare solutions, and determine a recommendation with demonstrated support to the strategic goals of the business.
3. Develop the various analyses which support the recommended solution, create an executive summary and accompanying detailed report, and build a foundation upon which an accurate evaluation and assessment of potential business solutions is built thereby increasing HR credibility.
Project Management for HR: Is it different? YES! – Kristie Evans
Project management has grown in stature since its invention over 50 years ago. Today, organizations recognize the value of project management as a strategic skill to ensure resources are managed well and business initiatives are successful. In this 4-hour workshop, we explore the structure of project management and the different methods used to apply project management to projects including waterfall, agile, and PRINCE2. The workshop considers the value of project management knowledge and certification and its impact on an HR professional’s career path as well as the validity of PM as a career path independently. We evaluate how project management can be applied to HR projects and discuss case studies and lessons learned from the 120+ projects Kristie Evans has participated in and consider how HR projects differ from other projects in their visibility and sensitivity. Finally, we explore how HR professionals can gain and use project management skills to increase their strategic capabilities to plan, align, assess and execute business initiatives that provide value to the enterprise as well as how their HR skills can enhance their capabilities as a Project Manager.
By attending this workshop, you will learn:
1. How to translate skills you already use into a project management framework and presentation.
2. How do determine what project management methodology best fits you and your organization.
3. How to leverage skills and experiences that are project management oriented to increase your credibility and strategic value.
Potential Participants:
Team members who use or are responsible for managing or supporting projects, strategic planning, budgeting of HR projects, project resources, and HR Operations such as VPs, Directors, Managers, Subject Matter Experts, Analysts, Corporate Training, Professional Development, and HRIS team members. This class caters to those with basic-to-intermediate project management experience and will provide a foundation for processes used to organize, structure, manage and executive HR workforce projects and initiatives.
The Science of Maximizing Office Productivity & Health - Lance Breger
Take a dive into the science behind wellness to see just how breathing, sitting, eating, and stressing impacts the body and brain of your client's organization. Learn how to maximize your team’s creativity, energy, and focus through simple yet infrequently used workday wellness strategies. Executive Wellness Coach, Lance Breger will serve as your personal guide in a hands-on exploration of the most effective and efficient techniques that can help you and your staff reach full potential.
Objectives:
· Determine how exercise enhances learning and memory
· Explain how incorrect breathing can lead to fatigue, pain, and stress
· Identify what sitting does to the muscles, spine, and organs
· Describe nutrition and hydration’s role in energy, focus, and mood
· Examine concepts for building long-lasting habits
Increasing Cultral Responsiveness, Fostering Inclusinveness, and Eliminating Microaggressions - Dr. Peggy Mitchell Clarke
This experiential workshop addresses the importance of increasing cultural awareness and inclusiveness in a diverse workplace. Diversity includes not just race and ethnicity, but also other areas of difference such as age, gender, sexual orientation, economic status, and abilities. Participants will gain insight into their own current values, perceptions, and perspectives pertaining to culture, race, and other differences that may interfere with interpersonal interactions in the workplace. Participants will also examine microaggressions, the offensive hidden messages that are often sent unconsciously and unintentionally to people of color and other marginalized and minority groups.
By exploring basic psychology principles of perception, attention, and cognitive biases, this workshop demonstrates how perspective is subjective and our perceptions are shaped by our expectations and experiences. This interactive presentation will offer strategies for being more inclusive and fostering engagement and empowerment of all people.
Learning Objectives
• Examine inclusiveness, cultural responsiveness, and their benefits
• Increase awareness of ethnocentrism and microaggressions
• Gain insight into your own current values
• Evaluate your perceptions and perspectives
• Identify beliefs, emotions, and/or behaviors that may interfere with interpersonal interactions.
• Discover how cognitive biases negatively impact inclusiveness
• Explore your own Implicit Associations
• Identify preliminary strategies to foster engagement and empowerment
• Identify strategies for becoming more culturally responsive and inclusive
Live From LASHRM, It's The HR Analytics Show - Don Everett
Individuals wanting more than a surface level understanding of HR analytics will enjoy this interactive session that leads attendees through the multiple dimensions of an HR analytics project. In a game show format, the audience is entertained while being engaged collaboratively in a complete HR analytic sequence, resulting in a predictive model.
Attendees learn how to apply "Moneyball" concepts to discover strategic data trends and patterns using analytic instruments that do not require analytical experience.
The Mechanics of Culture Creation - Lisa Rueth
Everyone wants a high performing, innovative, engaged culture but creating one can sometimes make you wonder if they are built or born. Not everyone can be Google, but ignoring culture can mean endless effort towards problems that always resurface. Organizational Development and Design Consultant Lisa Rueth will discuss what culture really is, the ways that leadership teams create it (consciously and unconsciously) and how to re-engineer it.
Managing and Thriving in a Multigenerational Workforce - Jeremy Broussard
As baby boomers are staying in the workplace longer and are now working alongside Gen-Xers, Gen-Yers, and now the millennials you may have noticed a little friction. Perhaps you’ve even said “why can’t you all just get along!” In this interactive presentation we will look at the formative events defining each generation, guiding principles and beliefs, and preferred communication styles and sources of information. We will then use this information to learn how to work best in a multi-generational workplace.
Secrets to Superior Negotiation- Chuck Roberts
Much of a Human Resource Manager’s responsibilities require negotiations. This includes negotiating the terms and conditions of employment offers, labor contracts, and contracts with recruiters, vendors, and suppliers, settling employee claims, obtaining support for meeting new requirements or launching new initiatives, and even obtaining the desired level of funding for your department’s budget. In this educational and entertaining session you’ll learn skills critical to negotiating desired outcomes while protecting your relationship with the opposing party, since you’ll likely have to interact with them again at some time in the future. The practical techniques taught in this session can be immediately applied to enhance your negotiating skill, and will help you in your professional and personal life.
Breakthrough HR: How Disney Launched the Workforce of the Future - Yvette Montero Salvatico
Facing the need to understand our increasingly complex environment and to plan for a changing workforce of the future, Walt Disney International (WDI) established a foresight competency across its global regions. Spearheaded by HR leadership, a global futures team was created through an extensive training program, equipping WDI with tools to create the culture necessary for lasting change. Learn how Disney HR leadership leveraged this effort to become the strategic partner of choice.
After participating in this workshop, participants will be able to…
•Understand how trends around the workforce of the future will completely reframe the talent landscape.
•Explore how a leading organization positioned HR to serve as the strategic partner of choice through creating a global foresight practice.
•Expand your field of vision around the possibilities of the future so that you can make better maps and decisions in the present.
Collaborative & Strategic Thinking: HR as Business Partners - Lisa Brown Morton
In this presentation, Lisa Brown Morton, President and CEO of Nonprofit HR, explains how to create a “business partnership” between the human resources department of an organization and its leadership. Lisa describes what successful HR business partnership looks like, detailing the role of the HR business partner in making decisions and serving as a catalyst of change and results. She outlines the core skills for facilitating change and influencing strategy as an HR business partner, detailing the critical knowledge partners must have in order to be effective.
With this information as background, Lisa discusses the importance of how aligning HR strategy to an organization’s mission. Ultimately, attendees will learn key strategies needed to think and work collaboratively.
Strategic Employee Development – Fill Your Leadership Pipeline - Craig S. Juengling
The presentation will demonstrate best practices to thoughtfully and strategically develop leaders of today and tomorrow. The concurrent session is appropriate for more senior level SHRM members responsible for succession planning, high potential programs and talent development for executives and leadership. The presenter will share researched leadership competencies, and methodologies to practically and strategically use current company resources to fill your leadership pipeline.
The techniques and practices can be applied to any employer, regardless of size. The presentation includes:
1. Understanding why employee development is crucial to every organization as a means of achieving a highly engaged workforce, for succession planning and for achieving improved organizational performance.
2. Best practices to evaluate current strengths and understand the skill gaps necessary to achieve the desired outcome through employee development. Through taking advantage of existing performance reviews, 360° evaluations, competency based performance assessments and methodologies such as the “nine box grid”, HR leaders will be exposed to how to strategically plan for leadership development.
3. HR leaders will understand how to employ industry best practices, both formally and informally, to accelerate and systematically develop their leadership of today and tomorrow. Numerous methods and techniques will be explored to allow HR leaders to strategically address the future leadership needs of the organization through employee development.
Spreading the Vision - The How of Communicating the Why - Randy Anderson
One of the most difficult challenges of management and leadership is getting your team members to understand how imperative it is for every individual, team, and department to work together in order to achieve the key objectives for the entire organization.
From C-level executives to front-line employees, people will contribute more if they better understand how their efforts fit into the big picture. At the same time, giving them a broader view will help them avoid losing sight of and undervaluing their dependence on others within the organization in order to achieve sustainable success.
This seminar delivers practical strategies to get your team members “on board” and to help them - help you as you coordinate everyone’s efforts and resources.
By attending this seminar, you will:
• Discover how you may be creating a “productivity ceiling” by the way you lead and interact with your team members.
• Clarify what vision you want to spread, who to include in that process, and how to make it transferable.
• Become a pro at communicating the “Why’s”…the secret sauce of spreading the vision and engaging every team member.
• Initiate a strategy to make the vision and goals a part of the culture within the team…not just a page in a binder or on a website.
• Establish an accountability mechanism to measure individual contribution and team progress toward key objectives.
Finally, you’ll gain a strategy to effectively enculturate the vision throughout your organization, and realize the benefits of common perspective and shared striving.
Communicating the “Why’s”…the secret sauce of spreading the vision and engaging every team
member.
Initiate a strategy to make the vision and goals a part of the culture within the team…not just a page
in a binder or on a website.
Establish an accountability mechanism to measure individual contribution and team progress
toward key objectives.
Influence: How Today’s HR Professionals Can Change Minds Anytime Anywhere – Steve Hughes
How would you like to snap your fingers and your colleagues, superiors, and vendors would instantly agree with your position? It may not be that easy, however you can dramatically improve your chances for success if you understand how people make decisions and what causes them to act. This interactive program draws on the latest scientific research to illustrate how you can influence others to see things your way without resorting to manipulation. You'll discover how to get the brain to do what it naturally wants to do and in the process you'll hear "yes" a lot more often. Best of all, you'll walk away with practical ideas you can apply the moment you get back to your office.
Specifically, you will discover how to:
1. Identify the three kinds of decision makers and how to win over each type.
2. Utilize the four keys to persuasion to gain buy-in and acceptance of your ideas.
3. Avoid the most common mistake HR professionals make when trying to change other people's minds.
It's Attitude, Not Aptitude, That Gives You Altitude - Billy Arcement
This fast paced and high energy session covers topics such as “How to have a great day—everyday, the importance and influence of positive and negative attitudes and an in-depth look at ten influential “attitudes” and how they each impact personal success.
The presentation is supported with visuals, group exercises, detailed handout and a bit of Cajun Humor!
Five Trends Shaping the Future of Work – An Overview of the Leading Labor Trends that will Affect all Organizations Now and in the Upcoming Years - Dr. Bob Nelson
Much has been said about the need for HR to play an integral role in the strategic leadership of their organization with the executive team. The emerging Human Resources trends presented in this session will dominate the HR focus and competitive advantage of every organization. In this session, leading authority and international best-selling author, Dr. Bob Nelson will share his research and insights on the emerging workforce trends of:
1. The Pending Shortage of Skilled Workers
2. The Rise of the Millennial Generation
3. The Expansion of Contingent Workers
4. The Evolving Role of Virtual Employees
5. The Globalization of the Labor Market
Dr. Nelson will present current research and data about the above trends and specifically address what HR professionals need to do to help create a sense of urgency in leading their executive team to proactively address these issues before they become problems for the organization and its ability to compete. Attendees will leave with a broader perspective on the leading labor trends impacting human resources and practical strategies for addressing those trends in their organizations.
Attendees in this session will learn:
- Leading trends shaping the future of HR
- Research and data that supports those trends
- Suggestions and strategies for how they can best use this information to help prepare their organizations for the impact of these trends.
Social Media- Building a Strategic and Sustainable Presence - Andrew Morton
Social Media is- without question- a powerful business and HR tool- helping organizations tell their story and connect with their audience. However, it’s not something to dive into without a plan or a clearly defined purpose. Whether it’s recruitment, retention, or collaboration and engagement this session will help you define your goals, select the appropriate social media sites, and create and measure the value for your organization. You’ll walk away with an understating of the key benefits and pitfalls of social media, and an appreciation for the tools you’ll need to manage engaged communities. The key takeaways/ learning objectives include:
• How to develop a Social Media Plan in support of your organization’s mission by analyzing your organization’s culture, your intended audience, and your organization’s business objectives.
• How to Build the Business Case and “by-in” from your C-Suite and employees who will be charged to “share your story.”
• How to Select (and manage) Your Platforms in an ever-changing social media landscape by developing the right content for the right platform.
• How to Measure Success and build engagement within your hard-earned communities.
Executive Coaching - The Right Solution- Donald Thriffiley
The objectives of presentation are to provide details on what is coaching and what is not coaching, obtaining “buy-in” from the executive team, the responsibilities of the executive team, the coachee, the coach and peers/subordinates, confidentiality, maximizing personal and professional potential, designing a sustainable action plan for success and team building. The presentation is designed to provide information to determine when coaching is appropriate, how to build an effective coaching program and to migrate individual coaching to an ongoing review system and a team building program.
The presentation will assist in developing proficiency mainly in the Consultation competency and the sub competencies of coaching, career pathing/talent management/people management and the related behaviors of problem solving, in-house people expert, workforce solutions, organizational interventions and specific career situations.
Strategies for Recognizing & Engaging Your Workforce – Research-based Strategies for Increasing Employee Recognition & Engagement in Your Organization - Dr. Bob Nelson
The Harvard Business Review has cited “recognition given for high performance” as the most impactful driver of employee engagement and The Aberdeen Group has found the number one way Best-in-Class organizations improve employee engagement is through employee-recognition programs. Meanwhile, most employees today feel overworked and underappreciated and are less valued and more stressed for their efforts than ever before. Based on his most recent book, Recognizing & Engaging Employees For Dummies and content from 1501 Ways to Reward Employees (1.7 million copies sold), Bob Nelson, Ph.D., will help you understand the link between employee recognition and engagement and how to make that connection in your organization -- even with limited time, resources or budget. This session will focus on core researched-based elements found in strong cultures of recognition and engagement that inspire employees to new levels of performance and help to create an exciting, positive work environment with a strong competitive people advantage for the organization in challenging times. Based on recent engagement research, six dimensions will be presented with examples that any manager/organization can implement to create a more motivating work environment for their employees today:
• VISION: Create a Clear and Compelling Direction
• COMMUNICATION: Direct, Open and Honest Communication
• INITIATIVE: Involve Employees and Encourage Initiative
• AUTONOMY: Increase Employee Autonomy, Flexibility and Support
• DEVELOPMENT: Continued Focus on Career Growth and Development
• RECOGNITION: Recognize and Reward High Performance
Dr. Nelson will show how these elements can be brought to bear through specific techniques and applications, drawing upon his own research and doctoral work as well as experience in working with hundreds of organizations on the topic. He will show how the best companies take a focused and long-term strategic view of their employee resource that systematically integrates the engagement practices into the daily work practices of its managers, identifying and acting on opportunities in timely and specific ways. This session will be filled with specific real-life examples and techniques that can be immediately applied back on the job by attendees to systematically leverage, build and sustain a culture of recognition and engagement in their workplace.
Leading Without Authority - Cynthia Krosky
As organizations continue to flatten their structures, employees find themselves in positions where they are leading teams or projects without direct authority over the other employees involved. Leading without “positional power” can be one of the most challenging leadership situations, yet it provides an opportunity to demonstrate great leadership skills in order to be effective.
Almost every situation in our lives benefits from good leadership. The opportunity could present itself in anything from a formal work setting to an unexpected crisis. When people don’t have the advantage of “positional power” to help carry weight, as does the official boss, depending on true leadership qualities is necessary to enlist others in working with you.
Objectives:
1. Employee involvement, employee engagement, and employees commitment increase when we help them embrace them to understand how to lead without authority.
2. Learn how to create and/or align people behind a compelling vision or goal, and the how to organize and create plan.
3. Examine existing situations in the organization and develop a program to meet the needs of the employees as we look at steps to help employees build trust, improve communication and teamwork as they understand the power of influence.
Reinvigorating Your HR Processes - Alix Alvarado
Do your HR processes need a spring cleaning? Would you like to develop a strategy to increase satisfaction with your HR business unit's processes? Houston Community College shares the recent across the board knowledge gained from its actions to improve and make more relevant its HR processes.
The Business Case for a Gender-Partnered Leadership Culture within your Organization - Amy Robinson
Description: Let's face facts. Women and men approach work differently. Even neuroscience supports gender brain differences in communicating, relating, problem-solving, and decision-making. Too often men and women at work experience a reduction in productivity and efficiency due to misunderstandings between one another. Enter “Gender Intelligence” as a success tool that helps employees work and lead together authentically, harmoniously and successfully based on identifying, accepting and bridging our gender differences.
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