HR - A SEAT at the executive table

February 5, 2020

Keam (formerly Infusionsoft) 1260 South Spectrum Blvd., Chandler, AZ

Join us for a morning full of learning from a top CEO and HR leaders in the valley.

7:45 am Breakfast/Registration/Networking

8:15 am Welcome Message, Vendor Introductions

8:30 am Session 1 - Learn from a CEO and former CHRO

Bill Amelio, CEO, Avnet and MaryAnn Miller, former CHRO, Avnet will be having a discussion of how HR aligned at the executive level, what it was like working together and how MaryAnn was able to show value to the team.  

9:00 am Break - network with your fellow attendees and vendors

9:15 am       Session 2 - Panel Discussion

Hear from Vince Daniels, CHRO, Shamrock Foods, Linda Luman, SVP/HR, Freedom Financial Network, Kerri Zunkowski, Chief People Officer, KEAP (formerly Infusionsoft), Mark Krivoruchka, CHRO, Mobile Mini and MaryAnn Miller, former CHRO, Avnet.  

The panel will discuss how they achieved a seat at the table, how they show value and what advice they would give to those hoping to get there.

10:00 - 10:30 am Audience Q&A

Brian Mohr: Panel Moderator

Approved for 1.75 business credit hours

 

 

 

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second annual strategic hr forum

March 4, 2020

Matrix Event Center inside Jake's Unlimited   1830 E. Baseline Road, Mesa, AZ 85204

Join us for the second annual Strategic HR Forum.  We are bringing together HR professionals to continue the conversation around HR strategy and adding value to our businesses.

We have an amazing line up of speakers who will assist us on this journey.  Since our world has become so automated, we have lost touch with the humans that support our businesses.  Let's take a deeper look at how we retain our workforce in this tight labor market.

 7:30 - 8:00 am Full Breakfast, Registration, Network, Meet Vendors

 8:00 - 8:15 am Welcome message

 8:15 - 9:15 am Session 1 - Turning Human Do-ings into Human Be-ings® by Dr. Neil Dempster

Many organizations are beginning to realize that while the pursuit of better business results is necessary for survival in today's competitive market, the unintended negative consequence is that people are now doing too much doing ... and not enough 'be-ing.' Declining employee engagement scores are only one indicator — albeit a conspicuous one — validating this detached-worker phenomenon. Efforts by management teams to combat this issue are frequently seen as disingenuous, “check-the-box” activities that employees must (politely) endure.

To unlock the compounding benefits that result from every employee feeling seen, heard, valued, and appreciated, managers and leaders need to create CORE ... a Culture of Results and Engagement™. This means moving past ‘programs’ (a.k.a. Flavor of the Month) and creating a sense of purpose to the work people are doing by aligning the organization’s mission with the values of its employees. Let's not forget that human beings are human beings! 

LEARNING OBJECTIVES

  1. During this 'immediately-implementable' presentation, Dr. Dempster will challenge many of the assumptions we currently hold about employee engagement. Participants will discover why organizations like NASA, SRP, and Freedom Mobile use his Course Correction™ and Nothing Succeeds Like Failure™ methods to help them move from a compliance culture to a culture of commitment.
  2. The MVP Drill-Down™ system will be introduced to help participants better align organizational purpose with individual effort. Organizations only achieve sustainable growth when employees interpret their work expansively instead of being limited (even restrained) by the job context.
  3. Participants will understand the Behavioral Communication™ model and be provided the necessary tools to enhance clarity of vision in all employee interactions.

9:15 - 9:45 am Break with Vendors

9:45 - 10:45 am Session 2 - Change Management Through Finding Generational Similarities by Michael Seaver

Are your coworkers from different generations? Do they seem to have divergent thinking, learning or communication preferences? Maybe their values or the lens by which they see the world is different than yours? There are five generations in the American workforce. How can you bridge the gap of differences, identify the similarities and thrive on a team together? Michael’s interactive talk will show you how all generations are more similar than they are dissimilar, discuss societal behavioral pattern recognition, and employee engagement – the causes of why it’s so low and the ways you can better employee accountability to align behavior with your strategic plan. This session will help you navigate tough conversations, teach you hands-on tools to align behavior with your organization’s core values and mission statement, and create structures that lead to a change-ready and productive team.  

LEARNING OBJECTIVES

  1. Through environmental scans, recognize societal behavioral patterns that inform best practices to implement change initiatives which align teams with the organization’s strategic plan
  2. Understand how to tailor communication to, influence and win favor with key leaders (specific to the generation they belong to) to influence organizational decision-making
  3. Learn defined processes that facilitate organizational change through repeated communication of the organization’s core values, mission, and strategic plan

10:45 - 11:15 am Break with Vendors

11:15 - 12:00 pm Session 3 - Hiring Psychology - Why the right strategy is countermined by your beliefs by Jim Kramer

The same psychological mechanisms that make humans so prolific, such as an abundance of confidence in our own acuity and avoidance of pain, also undermine our ability to effectively recruit and retain. We perceive a shortage of talent as evidenced by the scarcity of experience, skillsets, and attributes we seek. Our perception is reinforced by the disappointing results we often see from the rare candidates we considered particularly capable. Consequently, we work diligently to further refine our selection process to identify genuine talent while tolerating mediocre performance in order to get the job done. What other choice do we have?

A review of relevant data and homespun wisdom reveals the effective approach is the opposite of what feels right. Rather than allow perceptions to reinforce a counterproductive strategy, managers need to broaden their selection and become more demanding about who they retain. These counterintuitive strategies, working in unison, create a mentality of abundance and culture of high expectations.

LEARNING OBJECTIVES

  1. Attendees will understand how the most salient problems countermine their awareness of the genuine issues around selection and retention. Statistical and anecdotal evidence explain how our perceptual biases mislead us into executing the wrong strategies. 
  2. Attendees are provided counterintuitive strategies to hire and retain top talent. Evidence is provided to help attendees understand how engaging these strategies ultimately lead to organizations that are both choosy and abundantly staffed with exceptional talent.
  3. Tactics are discussed for converting hiring managers’ approach away from the errors created by what feels natural and embracing a counterintuitive, uncomfortable approach.

12:00 - 12:15 pm Raffle Prizes, Lunch

Approved for 2.75 business credit hours

Thank you sponsors!

 

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