Succession Management Conference Raising the Stakes: Anticipating and Removing Barriers to Building High Quality Leadership Pipelines

Transcription

1 The 2012 Succession Management Conference Raising the Stakes: Anticipating and Removing Barriers to Building High Quality Leadership Pipelines October 16 17, 2012 October 15, 2012 Pre-Conference Seminar Westin New York at Times Square Walk away with new ideas for removing barriers in our leadership pipelines Gain insight from leading companies on processes for identifying pivotal and - critical leadership roles -Understand how to take unconscious bias out of the talent selection process Presented with assistance from In collaboration with Earn up to (General) HRCI recertification credits

2 Benefits of attending Walk away with new ideas for removing barriers in our leadership pipelines Discover key factors and approaches to preparing C-suite candidates for success Gain insight from leading companies on processes for identifying pivotal and critical leadership roles Learn how to make development more agile through development networks Hear multigenerational views on what can make the pipeline journey work Understand how to take unconscious bias out of the talent selection process Who should attend Senior vice presidents, vice presidents and directors responsible for Succession Management in their organizations with the majority coming from Human Resources, Leadership Development, Talent and Global Talent Management, Training and Development, Employee Development Pre-Conference Seminar Monday, October 15, 2012 registration and continental breakfast 8 9 am seminar 9 am 4 pm A Framework for Leveraging Your High Potential Leadership Talent: Identify, Engage, Develop, Retain, and Deploy Your High Potential Leaders With all the focus on HiPo s why are only 15% of organizations satisfied with their high potential practices? Why do up to 40% of high potential promotions fail and 25% of high potentials intend to leave their organizations within the next year? This seminar offers practical guidelines for choosing the best identification, management, and development strategies, considering the dual perspectives of the organization and the high potential leaders themselves. How are high potentials different? What makes them tick? How can you target limited resources to have the biggest impact? Where are you most likely to lose your top talent and what can you do to keep them? How do you identify and develop high-potentials across transition points? What outcomes can be expected from a well-managed high potential talent strategy? Take the guesswork out of managing your high potential talent resources and benefit from the latest research conducted by PDI Ninth House and Bersin & Associates. Cori Hill, Director, Leadership Development Solutions, PDI Ninth House Stuart S. Crandell, Senior Vice President, PDI Ninth House

3 Tuesday, October 16, 2012 registration and continental breakfast 8 8:45 am welcome and introductions 8:45 9 am Rene Carew, Conference Program Director, The Conference Board keynote session a 9 10 am The Extreme Future Complex changes and trends are redefining business, markets and society. New business models, new strategies, new customer demands, new innovations, new demographics, new employees, new rules, new technologies are ALL creating velocity and change. In this keynote, Dr. Canton sets the stage for our ability to anticipate the future and apply this knowledge to innovations in succession management. Learn what top trends are affecting customers, employees, partners and competitors. Dr. James Canton, Chief Executive Officer and Chairman, Institute for Global Futures networking refreshment break 10 10:15 am general session b 10:15 11:15 am Anticipating the Future and Removing the Roadblocks to Accelerating Succession Management in Our Organizations In this session, leaders and practitioners of succession management will explore ways to move beyond the status quo and create viable and agile succession management systems, policies and practices. They will discuss the implications of change and future trends that may adversely affect your leadership pipeline and the strategy it supports. Moderator Marc Effron, President, The Talent Strategy Group Speakers Lorna Hagen, Vice President, Human Resources, Anne Inc. Joseph Garbus, Vice President, Organization Capability, The New York Times Company Matthew Breitfelder, Managing Director, Human Resources, BlackRock networking refreshment break 11:15 11:30 am concurrent session c1 11:30 am 12:30 pm Development of C-suite Successors Support or Challenge session sponsor The churn in the CEO position across organizations is well documented, and the need to create well thought out and effective strategies to develop and prepare C-suite successors is critical. At the same time, the increasing complexity, volatility and scale of business challenge faced by leaders is accelerating at an unprecedented pace. Join our panel of experienced practitioners as they discuss ways in which they: Identify critical job requirements of C-suite roles differently today than in years past Develop candid, objective feedback about strengths and development needs that apply to the individual at C-level, in as many future business scenarios as possible Deliver resources and monitor effectiveness of interventions targeted to close crucial gaps Call Customer Service at

4 Moderator David Reimer, Chief Executive Officer, Merryck & Co Speaker Nicholas Shreiber, Director, Board of Directors, Campbell Soup Company Renae Conley, Executive vice President Human resources and Administration, Entergy concurrent session c2 11:30 am 12:30 pm Unconscious Bias in Talent Decisions If you ask talent management professionals what some of their major challenges are, one of the top concerns is how to increase diversity in the pipeline and reduce bias in talent management decision making. Although corporate hiring has improved on the front end, retention and underutilization of diverse talent threatens the ability of our organizations to reflect and serve our diverse customer base. Organizations that have invested in diversity are finding that the new frontier in making a difference in filling our pipelines with diverse talent is trying to manage unconscious bias. This session will look at innovative ways on how to mitigate unconscious bias in talent decisions by providing targeted intervention to talent management decision makers. Andrea Lewis, Ph.D., Chief Diversity and Inclusion Officer, BAE Systems, Inc. Leslie Traub, Chief Consulting Officer and Chair of the Board, Cook Ross Inc. luncheon 12:30 1:30 pm general session d 1:30 2:30 pm Integrating Talent Strategies to Raise the Bar for Succession Does your organization have the leaders it needs to stay competitive? Do your leaders have what they need to succeed? Hear HR leaders from leading companies share their strategies to identify and accelerate development of high-potential leaders. This experienced panel will discuss effective processes for identifying pivotal and critical leadership roles, overcoming challenges, and preparing for the future. Moderator Stuart S. Crandell, Senior Vice President, PDI Ninth House Speakers Darlene Caplan, Global Learning and Development Leader, Actuant Corporation Anthony S. Marino, Chief Human Resources Officer The Bank of Tokyo Mitsubishi UFJ, Ltd. Mark Streifer, Vice President of Talent Management and Staffing, Covidien networking refreshment break 2:30 2:45 pm concurrent session e1 2:45 4 pm Rethinking Global Talent Strategies With increased globalization and the shifting of growth markets to different regions, companies are being forced to re-think and be innovative with their global talent strategies in the context of their organization s business goals and structure. The panelists will provide perspectives and concrete examples of how they are re-shaping their strategies and solutions to attract, engage, move, develop, and retain their workforce. Moderator Cynthia McCauley, Ph.D., Senior Fellow, Center for Creative Leadership Speakers Nisha Advani, Ph.D., M.P.S., Senior Principal, Global Talent Management & Development, Pharma Medicines, Hoffmann-La Roche, Inc.

5 Matthew Barney Ph.D., Vice President and Director, Infosys Leadership Institute, Infosys Jessica Tolle, Vice President Talent Management and Development, PepsiCo concurrent session e2 2:45 4 pm Let s Get Practical: A Session for Organizations New to Succession Management If you are in the early stages of succession management in your organization, this will be an opportunity to learn from companies that have been in the business for a while. Panelists will impart their best practices and lessons learned and respond to your critical questions. Chris Aisenbrey, Director, Talent Management Bottling Investments Group The Coca-Cola Company Matthew Tabor, Director of Talent Strategy, Cisco Systems Samantha Raniere, Managing Director, Organization Development, Charles Schwab networking refreshment break 4 4:15 pm general session f 4:15 5:15 pm Development Networks: A New Paradigm and Metric for Succession Management and Leadership Development Explore the concept and expand the definition of development networks Define development mindset Discuss development agility as both an individual competency and an organizational capability Share emerging work that applies social and organizational network analysis tools to top talent succession management and mapping critical development relationships Define key roles (both in system and out of system) including orchestrators, accelerators, developers, and even talent whisperers Discuss approaches and critical behaviors that create mutuality and reciprocity between leaders and successors Share the importance of talent conversations, having them and doing them right. Roland B. Smith, Ph.D., Senior Faculty and Lead Researcher, Global Institute for Talent Sustainability, Center for Creative Leadership Michael Campbell, Senior Research Analyst, Center for Creative Leadership networking cocktail reception 5:15 6 pm hosted by Wednesday, October 17, 2012 continental breakfast 7:30 8:30 am general session g 8:30 9:30 am How Neuroscience Can Inform Our Succession Conversations This session provides the underlying biological explanation of why we produce our best work when we feel that we are acting out of our own desire and volition. In this session, David Rock, author of Your Brain at Work will make the connection between that we have learned about the brain and how important it is to engage the thinking of top talent to ensure motivation and commitment to performance and development goals and pathways. David Rock, Co-Founder, The NeuroLeadership Group Conference KeyNotes Registration includes this summary of conference highlights and a post-conference interactive webcast

6 networking refreshment break 9:30 9:45 am concurrent session h1 9:45 11 am Using Talent Analytics to Drive Leadership Decisions From a predictive standpoint, what are the key metrics that will enable succession management to have an impact on how to plan for and manage future mobilization of the whole succession pipeline? Explore the different analytics that are being used in best in class organizations. David Underwood, Head Talent Management, AAA Insurance Exchange concurrent session h2 9:45 11 am WidgeCo s Board Needs Your Help WidgeCo s board is in a spin. We won t tell you why; but there s a succession crisis and they are ill-prepared. Join us for an interactive mini-case study on executive succession management. Using action-learning techniques, participants are plunged into the role of a chief human resources officer on-point to advise on how to respond to and manage a rapidly-escalating crisis. You ll come out with practical and tangible lessons of how to plan for and manage through an emergency succession situation. Facilitator Edward Ferris, Managing Partner, Charlesmore Partners International Subject Matter Experts Terence Gallagher, Board Director and a member of the Compensation and Nominating/Governance Committees, Provident Bank New Jersey & Provident Financial Services, Inc., and President, Amrop Battalia Winston Jason D. Schloetzer, Assistant Professor, McDonough School of Business Georgetown University Joel H. Trotter, Partner, Latham & Watkins LLP Paul Winum, Ph.D., A.B.P.P., Senior Partner and Global Practice Leader, RHR International networking refreshment break 11 11:15 am closing session i 11:15 am 12:15 pm Multigenerational Views on How I See Succession for Myself Come and Be IGNITED Representatives of Generation X, Baby Boomers, and Generation Y will speak about the personal impact succession planning has had on their careers. In this session, presenters will have 5 minutes and 20 automatically progressing slides to share their experiences. This session should IGNITE our creativity and provide a voice to those most impacted by succession planning. Learn how we can make our succession pipeline more agile and relevant for our multi-generational workforce. Moderator Robin Cohen, Senior Vice President, Enterprise Leadership Development Bank of America Presentations Available online in advance of the conference

7 Speakers Deborah Butters, Vice President, Human Resources, Global Business Services, North America, IBM Ali Razi, Organization Development & Learning Program Management BAE Systems, Inc. Amy Monroe, Talent Management Specialist, BAE Systems, Inc. Lindsay Marsh, Manager, Human Resources, North America Foodservice Campbell Soup Company This Conference has been approved for 8.50 (General) recertification credit hours and the Pre-Conference Seminar has been approved for 7.00 (General) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at Marketing partner Call Customer Service at

8 Registration Information Online Phone :30 am to 5:30 pm ET Monday through Friday The 2012 Succession Management Conference Raising the Stakes: Anticipating and Removing Barriers to Building High Quality Leadership Pipelines Westin New York at Times Square Conference ( ) October 16 17, 2012 Associates $2,295 Non-Associates $2,595 Pre-Conference Seminar ( ) October 15, 2012 Associates $1,015 Non-Associates $1,115 Hotel Accommodations Fees do not include hotel accommodations. For discounted reservations, contact the hotel directly no later than the cut-off date and mention The Conference Board Succession Management Conference. Westin New York at Times Square 270 West 43rd Street New York, NY Tel Hotel reservations cut-off date: Friday, September 21, 2012 Cancellation Policy Full refund until three weeks before the meeting. $500 administration fee up to two weeks before the meeting. No refund after two weeks before the meeting. Confirmed registrants who fail to attend and do not cancel prior to the meeting will be charged the entire registration fee. Team Discounts per person For a team of three or more registering from the same company at the same time, take $300 off each person s registration. One discount per registration. Multiple discounts may not be combined. Printed on New Leaf Insight (FSC ), which is made with 100 percent recycled fiber and 100 percent post-consumer waste, processed chlorine free, and designated Ancient Forest Friendly TM. Printed and bound by Sheridan Printing, Inc., Alpha, NJ, an FSC -certified printer. No films or film-processing chemicals were used in the printing. The Conference Board and the torch logo are registered trademarks of The Conference Board, Inc. Program subject to change. July 2012