Skip to Page Content

Session Descriptions


    Agenda        Speakers        Sponsors        Register        Hotel


    2018 Session Descriptions

    HR on Purpose!! 5 Ways to Own, Lead and Integrate HR Throughout Your Organization
    Presenter: Steve Browne, SHRM-SCP -  SHRM Board of Directors At-Large Member and Executive Director of Human Resources for LaRosa's, Inc.

    Summary Of Session:

    HR is a critical function in organizations and is a fantastic profession !! Too often we sell ourselves short versus leveraging the value and strength we bring each day. This session shows practitioners tangible ways to own their role in their company, effective ways to integrate across departments, and how to build and sustain the human factor in the workplace.

    Workplace Application:

    Attendees will learn how to develop tangible, strategic value and lead HR in their roles and their organization.

    Recertification /Learning Objectives:

    Owning HR - HR is at a crossroads where we need to own who we are and what we bring to organizations. We are not a support function. We are a leadership/development arm of the company.

    The Human Factor - HR has the ability to personalize and practice HR at the individual level. Done well this leads to building the whole into an organization filled with people who truly perform in their roles. This is much more than putting the "H" in HR. It's allowing people to bring their best to their role every day.

    The Power of Context - Giving employees context around why we have parameters and processes is a shift from the traditional organization. HR can affect the company from a behavioral perspective which is sustainable on a long-term basis.

    Development not Measurement - HR must develop employees from the C-Suite to Management to Front-line Supervision. This takes a complete break from how companies currently approach employees. There is an intentional method that breaks through and leverages the strengths of our people.

    Approach is Key - HR has the responsibility to model the behavior it wants to see in others. It's not good enough to design programs, performance must be visible and consistent. HR sets the standard and direction of culture strategically across the organization.

    Back to Top


    Attention Pays™: How to drive profitability, productivity and accountability
    Presenter: Neen James, CSP - Leadership & Attention Expert, Motivational Speaker and Author

    As HR leaders, we all want (or at least need!) attention to get the results we want. The question is: how? Too often we approach attention as a transaction: we think we have to give it to get it. But that’s not how the most valuable attention works. In fact, attention really only pays when we pay attention to attention itself -- when we invest our attention with intention and focus on what truly matters.  

    Join speaker, author, and sassy little Aussie, Neen James, as she explores how truly being intentional makes attention valuable, and why paying attention drives profitability, productivity and accountability.  

    Neen shares strategies on how we can focus personally, professionally and globally to pay attention to what matters.

    In this session you will discover how to:

    • Accelerate the internal customer experience to create off the chart results and fuel team engagement and collaboration across the organization.
    • Attract and engage top performers so they are ready and able to conquer the world.
    • Dramatically increase productivity to invest your time and focus on the highest return activities.

    Back to Top


    Breaking Through Blindspots
    Presenter: Rebecca Heiss, PhD

    By definition, we are incapable of seeing our own blind spots as individuals and as organizations. Not recognizing that we don't know what we don't know can be costly in any organization. Rebecca's Blind Spots to Breakthroughs helps employees and organizations identify and overcome behaviors that act as barriers to their optimal performance on both an individual and organization-wide basis.

    Objectives: 

    1. Rrecognize that we have blind spots and identify them
    2. Identify behaviors that act as barriers to individual and organization performance
    3. Develop strategies for overcoming these barriers.

    Back to Top


     Before it Comes to Blows! (Managing Conflict from Higher Ground)
    Presenter: Lauren Schieffer, CSP - Certified Facilitator at Leading Out of Drama

    While no one enjoys conflict, it is often inevitable in a working environment.  Unnecessary conflict can, at very least, affect production, morale and employee retention. At worst, unresolved conflict can cripple an organization.The most successful and dynamic organizations, corporations and individuals learn how to resolve conflict before it starts, and create an atmosphere that fosters buy-in, growth, understanding and expression.These skills do not typically come naturally, but they can be learned!

    Objectives -- Participants will leave this program understanding:

    1. How to prevent most conflict before it arises,
    2. How to manage that which can’t be prevented,
    3. How to minimize its effect on individuals and the overall organization.

    Back to Top


    Creating Insanely Positive Workplace Culture
    Presenter: Larry Johnson - Owner of Johnson Training Group

    Year after year, companies like Google, Marriott, USAA and Wegmans are listed in Fortune Magazine’s™ 100 Best Companies To Work For. How do they do it? It’s more than onsite health centers and gourmet cafeterias. It’s management practices that inspire employees to contribute their best and then some.  In this presentation, Larry Johnson shows how you can apply the same principles to create a great work culture for your own team.

    Objectives:

    • Understand the advantages and limitations of perks & benefits 
    • Apply the six most important actions a manager can take to keep associates motivated 
    • Improve productivity and engagement with scientifically proven techniques
    • Implement strategies to build morale and increase excitement
    • Back to Top

     From Frustrated to FOCUSED:  Career Mindset and Business Strategies for Growth
    Presenter: Debbie Peterson - Mindset Strategist & Coach

    Do you feel like you’re achieving meaningful results in your business or career? Discover how to increase meaningful results in your business and career in this highly interactive program. When you change not only what you do, but HOW you think about it, that’s when you achieve true clarity. In this program, you will explore the four steps that increase your focus, productivity and results. No matter where you are in your career timeline, you will leave with the tips, tools, and techniques to get maximum results every day.  

    Participants Will:

    1. Move From Frustrated to FOCUSED on their business objectives,
    2. Ramp up their motivation to achieve the results they desire,
    3. Discover mindset strategies for massive action (and deal with the doubt that crops up as a result),
    4. Acquire productivity tips, tools and techniques to make the most of their time, and
    5. Cultivate the community of people needed to grow their business and career to the next level.

    Back to Top


    Leading out of Drama: Are you tried of the DRAMA?
    Presenter: Lauren Schieffer, CSP - Certified Facilitator at Leading Out of Drama

    Amazingly, office workers spend more than two and a half hours per week trying to resolve conflict, which translates into $359 billion in losses for U.S. companies every year. Drama diverts time, energy and money away from team goals, strategic priorities and critical activities.  Leading out of Drama shows you:

    1. How to harness the energy naturally created by conflict toward a more constructive and productive energy and away from drama;
    2. How people and teams participate in and contribute to drama,
    3. How to create a corporate culture of Compassionate Accountability.

    Back to Top


    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 (1) learn techniques to identify need, (2) gather relevant data, leverage performance management, (3) communicate findings to senior management, (4) key areas to consider and standard traps to avoid falling into, (5) and 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.

    Back to Top


    HR Metrics: How to Educate, Facilitate and Motivate
    Presenter: Shane Yount - President at Competitive Solutions, Inc

    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 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.

    BENEFITS AND OUTCOMES:

    1. Learn to drive key business objectives from top-level management throughout HR function,
    2. 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,
    3. Move employees from selective engagement to collective accountability by creating Scorecards that Educate, Facilitate, and Motivate

    Back to Top


    Office Romance:  The Road From Attraction to Litigation
    Presenter: Max Muller - President at Max Muller & Associates, LLC

    By the end of this session participants will be able to: (1) Define what constitutes discrimination or sexual harassment - and, what does not, (2) Recognize when an office romance becomes hostile environment harassment, (3) Initiate steps to insulate the organization from charges of discrimination or sexual harassment, (4) Design "love contracts” that can serve to protect the organization and the individuals involved, (5) Analyze factual settings to determine if a sexual harassment charge is "quid pro quo” or "hostile environment,” (6) Consider the impact of the Supreme Court decision Vance v Ball State University on your organization’s liability in harassment situations, (7) Create an environment in which aggrieved employees can air their concerns without fear of retaliation, and (8) Undertake programs that will force discrimination and/or sexual harassment claims to surface in a timely manner.

    Back to Top


    Preventing and Managing Misconduct and Poor Performance
    Presenter: Max Muller - President at Max Muller & Associates, LLC

    This interactive, fast-paced combination seminar/workshop provides a step-by-step approach to both preventing misconduct or poor performance, and how to manage those behaviors if they occur.  Participants will (1) learn a procedural approach to identifying performance expectations, (2) transmitting that data to their direct reports, and (3) using those criteria to effectively manage employees on an ongoing basis. The course includes assessment templates and checklists.

    Back to Top


    Assessments that Deliver Results Aligning Complilance with Strategy
    Presenter: Lori Kleiman - Speaker, Author & Facilitator

    Assessing your HR function can be a painful and time draining task. . . but it doesn't have to be.  You may spend countless hours focused on compliance and at the end of the day what have you really learned?  The key to a productive assessment is to outline meaningful goals and publicize your expected deliverables to leadership.  The assessment process can be used to create internal relationships and move your HR career forward.  Our customized process will align the assessment with your strategic goals allowing you to create meaningful new initiatives on the findings.  Creation of action plans that address the concerns of top stakeholders is critical to a successful program, as is selling the initiatives within the organization.  Learn our 7 key steps to making your HR assessment a success and use it to enhance your leadership position within your own organization!

    Back to Top


    Evolving Your Wellness Strategy to Impact Culture & Employee Engagement.
    Presenter: Ali Payne - Regional Vice-President, Global Practice Leader, Wellbeing and Engagement at Arthur J. Gallagher & Co

    What if everything you thought you knew about wellness is evolving? As new data comes to light regarding the minimal impact of stand-alone physical-based wellness programs, organizations are beginning to evolve their strategy. In the past, it was considered cutting-edge to have a wellness initiative tied to claims analysis and fitness. This is no longer true. High-performing organizations are realizing that the key to positively impacting long-term workplace productivity, attracting and retaining top talent and engaging employees resides with changing culture.

    Back to Top


    Big Data Zombies:  The Battle for the Human Brain
    Presenter: Nicole Baker Rosa - Head of Human Design at Kedge, LLC

    Blindly filtering information through outdated mindsets limits us to constraints of today. We need to rewire our brains for the 21st century and look at data with the future in mind. Strategic Foresight, a discipline that examines future possibilities to make better decisions today, can help us overcome our zombie tendencies, normal for HR and all professionals. It transports us into the future so we can break through the walls of the past. 

    The session will launch the group into the landscape of tomorrow in order to challenge their assumptions and biases to become conscious (rather than unconscious) data consumers, resulting in more robust HR insights and decisions.

    Back to Top


    Drug Testing in the Workplace:  Not Everything has Gone Up in Smoke
    Presenter: Gregory "Greg" Rouchell - Partner at Adams and Reese, LLP and Adrienne May, Associate Attorney at Adams and Reese, LLP

    In light of growing trends in marijuana legalization, the opioid epidemic sweeping the country, and new OSHA anti-retaliation guidance, employers and human resources professionals face increasingly complex questions over when and how to conduct legally-compliant drug testing. This seminar will present a streamlined overview of current law on substance abuse management and drug testing in the workplace, as well as provide recommendations for those with DOT drug testing requirements. The presentation will also explore hypothetical scenarios that could easily arise in disciplining and terminating employees for drug infractions, and offer practical takeaways on what companies should do to address these situations and avoid litigation pitfalls.

    Back to Top


    Background Screening: There’s MORE? Ban the Box, Individualized Assessments & More Compliance Traps
    Presenter: Debra Keller - Vice President of Compliance at Reference Services, Inc. (RSI)

    Are you violating the FCRA or State law? In today’s litigious environment, performing background checks is more important than ever. However, there’s a lot of incorrect information being relayed to employers about FCRA compliance, negligent hiring, Ban the Box and individualized assessments. Did you know that something as simple as having incorrect applicant consent forms has cost many employers millions of dollars in class action lawsuits? How about large fines if you ask about criminal convictions on a job application in States who have banned the box? And that’s just the tip of the iceberg when it comes to background screening. In Deb Keller’s second installment in her Background Screening educational series, she’ll cover all aspects of Ban the Box, how to perform Individualized Assessments, the Adverse Action process, litigation trends and other compliance traps and how to avoid them. This session is a must attend for all HR professionals who are responsible for talent management, hiring & recruiting or compliance practices in their organization.  Objectives: (1) discuss basic legal requirements applicable to background screening; (2) discuss legal risks involved in background screening; (3) discuss recent developments, including Ban the Box initatives; and (4) learn practical tips for compliance with federal and state requirements

    Back to Top


    Good HR Is Not Just Good HR Anymore
    Presenter: Wayne Tarken, MBA, SPHR, CSM - Founder & Senior Advisor at the Consortium for Analytics, Talent & Technology (C4ATT)

    Good HR Is Not Just Good HR Anymore:  It's not just the content that's important but how it is delivered to and used by the employee. Some things to consider are (1) The bifurcation of HR talent by 2025. (2) Trends in technology, mobile, data and social media are dramatically altering how business is done. (3) Changing customer expectations are impacting how products get sold and service is provided.  Evolving expectations and demographics impact how we engage employees and focus on performance. This requires a change in how people are managed.  These disruptions can be especially hard on HR which must figure out how to deal with these challenges while engaging and managing the workforce. In fact many of the CHROs I speak with struggle with this. It’s not about structure, but capability. The key is an integrated talent management infrastructure that provides the capabilities and agility to compete. A talent infrastructure is not just an HR function but a combination of development, learning, social media, mobile, data and technology strategies and tools. Organizations have most of these elements; they’re just not combined in the most effective way to produce the desired improvements in engagement and performance.  Calling on practical experience, as well as research on the future of HR developed by a consortium of 200+ CHROs at www.CHREATE.net (Sponsored by SHRM, HRPS, NAHR, etc.) this program will help participants answer these questions:  (1) How do I create the best employee experience? (2) What’s the best way to put HR together? (3) What future HR capabilities will be required? (4) Which new HR roles will evolve? (5) How will the gig economy, non-traditional work arrangement impact my function? (6) How can I improve the performance of my enterprise projects? (6) How can I get a handle on data to create the insights needed make better decisions?

    Back to Top


    The Year in Review:  How to Make Performance Appraisals Matter Again
    Presenter: Randy Anderson, CSPOwner of E3 Professional Trainers

    Consistent feedback to team members about their performance is an essential element necessary for creating a positive, productive, and profitable work environment.  Conducting effective performance appraisals is the capstone of this management discipline. Objectives:  (1) We’ll start with the importance of what we call the evaluation process.  Even the name communicates our perspective of what is often viewed as a necessary evil. In some instances, it may be necessary to get your managers and supervisors to reestablish a commitment to giving legitimate consideration to the appraisals, rather than simply marking “meets expectations” in every category in order to "check it off their list" and suffice HR.  You’ll see why several common practices in the evaluation process may be working against you. (2) Once we’ve laid the groundwork, we will then discuss how to prepare a fair and constructive appraisal.  We'll also discuss the value of allowing the person being appraised to have input into the good, bad, and ugly of their performance and results.  This will help you to leverage performance appraisals by creating an open dialogue; allowing input from the person being evaluated and helping them realize their own strengths and weaknesses.  (4) Next, we’ll cover eight do’s and don’ts to keep in mind during the actual conversation with the team member.  (5) And, finally, we’ll conclude by combining the input from the person being evaluated and the insights of the manager to create a five-part growth strategy tailored to better engage individuals in their job, and help them contribute more to the team’s productivity.  Strategically preparing for and delivering constructive performance appraisals will dramatically improve your professional development program and contribute greatly to the overall atmosphere within your organization.  The result?  Employees will become more fully engaged because they’ll better understand how they’re measuring up, and what specific improvements are expected of them. This approach will significantly increase the value of annual reviews.

    Back to Top


    Are you having nightmares about your HR Technology?
    Presenter: Anne Burkett, SHRM-CP, PHR, CEBS - National Practice Leader, HR Technology at USI Insurance Services

    What is HR Technology? Why is this Topic Important? Studies Show.... How is the Market Changing? What Should Your Consultants Be Doing to Help?  Times they are changing -- Having bolted together solutions does not always work well, especially if there are manual processes band-aiding everything together.  There is a need today to have more data and analytics to help make business decisions, not just HR related decisions. It is difficult to do that with disparate systems.  Technology continues to evolve.  Developers read all the surveys and understand that they can truly impact a company’s bottom line. These software companies understand that enhanced solutions will take a burden off of HR staff by automating the day-to-day tasks and allowing HR to be more strategic within the business, not just HR. They also know if they build solutions that are more engaging and easy for employees to navigate that can help everyone to be more efficient.  Objectives:  (1) To show why companies should always be focused on acquiring data, tools, partners and even staff that create value.  (2) To show how HR Technology can actually strengthen business outcomes, but can also be costly if not done well.  (3) Demonstrate the importance of doing your homework and prep work before making a selection.  (4) Discuss how to consider your specific needs; they could be very different than your colleague’s.  (5) How to get the right people involved internally and plan things out for success

    Back to Top


    Recalibrating your Compass - Leading a Strategic Planning Process
    Presenter: Randy Anderson, CSPOwner of E3 Professional Trainers

    Many small business owners and managers of teams within larger organizations think of Strategic Planning as some grand exercise that only large corporations or “home office” executives undertake. In reality, everyone that is responsible for leading and managing progress in an organization of any size should take the time to create a well thought out plan of how their team will attack the months and years in the foreseeable future.  Objectives:  (1) In this session, participants will identify the Key Objectives that they want to accomplish in the coming months/years. (2) They will then break those “Big Ideas” into strategies (stages/phases of progress) that will shape your calendar, and create a functional plan that you can utilize to determine how to allocate resources. (3) From there, we’ll decide what daily or weekly steps will be necessary in order to meet the deadlines, milestones, and levels of achievement identified in the strategy phase of planning. Ultimately, the leader’s commitment to and perseverance in making these tactics a part of the regular routine will be the key ingredient to accomplishing the Key Objectives. By the end of the session, everyone will leave with a realistic plan for creating measurable, meaningful growth in the immediate and mid-range future. This plan will be in a format that will easily allow for sharing with team members, assigning tasks and responsibilities, and clearly establishing expectations of them. Once that is done, “eating the elephant” really will be broken down into bite-sized pieces.

    Back to Top


    ACA Compliance and Health Policy Update from Washington, DC
    Presenter: Traci Watts - Senior Partner, National Leader for U.S. Health Care Reform at Mercer

    What will happen to the ACA?  What does the future of health care benefits look like?  We are on the cusp of a major transformation in how people access healthcare and how care is delivered. It will be led by those employers and innovative providers that harness technology, consumerism, and advances in value-based reimbursement. The potential savings are vast. The extent to which and how quickly those savings can be realized will be impacted by the Trump Administration’s and Congress’ healthcare reform initiatives as it relates to the ACA and other health policy issues – like prescription drugs.

    This session will review:

    1. The latest health policy advancements
    2. Preview what’s next
    3. Discuss strategies that you can implement to leverage these new opportunities while at the same time staying in compliance.

    Back to Top


    Surviving & Thriving as a HR "Sandwiched" Professional
    Presenter: Bruce S. Wilkinson, CSP - President & Chief Leadership Officer at Wilkinson Seminars and Presentations

    Public and private sector HR Professionals are busier than ever and they carry more organizational and regulatory compliance responsibilities than their predecessors. They are the ultimate people department and it places them in an unusual position of being a Sandwiched Professional. They are in the middle, having to educate and influence senior leadership to create, require and support the type of culture and line management authority/accountability, needed to implement the policies, procedures, processes and practices that are necessary to accomplish organizational goals and outcomes, while inspiring and training managers, supervisors and their talent to actually perform their duties in a respectful, compliant, inclusive, productive manner on a daily basis. Learning Objective: To assist HR/Talent Management Professionals in understanding their role as a Sandwiched Professional, in order to influence senior leadership culture, in defining line management authority/accountability in the development of a diverse, respectful, compliant and high performance team.

    You will learn:

    1. How the importance of being perceived by senior leadership as a respected operational partner and a culture/compliance/vision implementer. How to motivate, educate, influence and sell senior leaders to create and support the development of appropriate organizational culture that defines line management authority and accountability.
    2. How to inspire, persuade, train and sell department heads, managers and supervisors, to implement required organizational culture, effective HR/Talent Management: policies, procedures, processes and practices, down to the first line level.
    3. How HR/Talent Management Professionals can not only survive, but thrive in their position as a respected leader, effective communicator and Chief Persuasion Officer (CPO); in order to learn, grow, make a difference and become an indispensible member of the senior team.

    Back to Top


    Preparing to Lead: Applying Project Management Skills while Leading Company-Wide Initiatives
    Presenter: Valerie Grubb - Principal at Val Grubb & Associates, Ltd.

    Managing projects can be challenging, especially if they span multiple divisions, time zones and countries. Done wrong, it can destroy careers (and companies!). Done right, it can garner you a seat at the table. From global outsourcing to workplace analytics to leading company-wide change management initiatives, the HR executive has the unique opportunity to spearhead projects that can directly impact the company’s bottom line. To do so though requires your Project Management skills to be in peak performance and constantly at the ready.  This highly interactive session will prepare you to lead by providing in-depth, step-by-step instructions and tools to 1) Plan for Success, 2) Manage and Execute Projects big or small, 3) Deliver Results all while 4) meeting Budget and Schedule Deadlines. This session will give you step-by-step instructions and easy-to-implement tools that will set you up for success managing projects big or small. 

      Back to Top


      Navigating the New Reality: A Strategic Approach to Human Resources
      Presenter: Marty Stanley, CSP - President at Dynamic Dialog, Inc.

      People are searching for a sense of normalcy in the face of uncertainty and rapid change because business-as-usual just won’t work in 2018. Employee demographics, new technologies, changes in regulations and employee and customer expectations are very different today than they were just 5 years ago and are dramatically different than 10 years ago during the Great Recession. In 2 years, 50% of the workforce will be people born after 1980 and by 2025 this generation will represent 75% of the workforce. Their goals, aspirations, expectations and skill sets are unlike previous generations. Many HR teams will be trying to serve employees straddling 5 generations often with competing needs and goals. Are you ready? This session will show HR leaders  how to develop initiatives and put the structures in place that align HR strategies for targeted recruitment, increased engagement and retention, well as organizational goals and objectives.

      In this interactive program, participants will walk away with practical tools that will:

      1. Identify organizational cultures that work and those that don’t and why
      2. Illustrate how to create alignment and sustainability
      3. Provide an overview to 5 steps for a high performance culture
      4. Hear examples of challenges and successes of transforming cultures in a variety of industries and not-for-profit organizations.

      Back to Top


      Blueprint to Bullseye: Mastering Communication For Professional Success
      Presenter: G. Riley Mills - Co-founder of Pinnacle Performance Company

      You will learn how to increase your ability to effectively exchange information with stakeholders by influencing behavior to achieve desired outcomes. Since you play a critical role in every employee's experience, from the C-suite to summer interns, effective communication is critical to professional and company success. From delivering clear and concise information to providing constructive feedback effectively, to leading effective and efficient meetings and listening actively to other's views, to helping others consider new perspectives and openly discussing other points of view, your success depends on your ability to communicate. You will learn to master communication and influence behaviors to achieve desired reactions using the secret technique leaders and professional performers have used for centuries.

      This session will show you:

      1. How to influence behavior and achieve desired outcomes by influencing emotion.
      2. The power of aligning your voice and body language to clearly communicate your messages.
      3. A universal, three-step process for influential communication to help improve how you provide feedback, lead efficient meetings and/or deliver critical information.

      Back to Top


      Leadership Is a Choice
      Presenter: Paul Hasney - Change Leader at Imagine Consulting, LLC

      Today’s businesses are over-managed and under-led. The purpose of this presentation is to make the case that leadership can come from all levels of your organization and discuss how you can build a culture to promote a leadership paradigm at all levels. By The End of the Presentation

      Attendees Will Understand:

      1. Anyone can choose to lead
      2. Leadership is everyone’s responsibility and it can rise from any level in your organization
      3. Discover ways to build a culture that fosters leadership
      4. What are the components of that culture and how do you build it?
      5. Be challenged to think differently about the role of all employees and their responsibility to lead
      6. How do we shift to a paradigm a leadership?
      7. Understand that all of us demonstrate leadership by choosing to trust, coach, communicate and model. 

      Back to Top


      Legal Panel:  Hot Topics in HR
      Presenters: Magdalen Bickford, Michelle D. Craig, Brooke Duncan III 

      HR Professionals are faced with a legal landscape that is constantly evolving.  HR can help their businesses avoid costly claims and minimize risks by keeping abreast of recent developments in labor and employment law.  Even the most seasoned HR professionals can gain valuable information in this session that will provide the opportunity to get answers from an experienced legal panel on how best to handle the most challenging legal dilemmas facing them today.  

      Objectives:  

      1. Gain insight on the most recent developments in labor and employment law 
      2. Get guidance on how best to handle recent legal developments
      3. Get guidance on how to avoid the risks and associated costs of failing to fully understand current legal obligation in the HR arena.

      Back to Top