CHRO/CLO Thought Leaders Reveal Game-Changing Insights to Retain Top Talent and Build a Culture of Belonging at Summit
At a recent CHRO / CLO Summit in Chicago, CDM Media brought together industry thought leaders with so much knowledge it seemed more like a 1-day mastermind.
It was promising to see such a valuable exchange of ideas and know that these executives have forged connections that will continue to pay dividends in the future as they work together to overcome some of the larger HR challenges of our time. ?
If you missed it, don’t worry:
Let’s jump right it…
Evolution is a vital part of human nature, survival, and…Human Resources.
This is happening faster than ever and understanding this may be essential to a company’s survival.
We kicked off the CHRO/CLO Chicago Summit with a keynote on “Evolving the Job Architecture” with Nitika Rosa , CHRO, Enterprise Digital Solutions at GE医疗 , who shared a simple matrix to solve the complexity of creating an impactful job architecture.
This flowed smoothly into the following discussion of company culture.?And let’s be honest:
Everyone talks about the importance of culture for a company… But how many go from talking about it to truly living it?
We wanted to hear how leaders succeed in creating a cultural evolution and we got some answers in the following session, “Re-imagining our Culture: How a Focus on Values Can Bring About More Joyful Lives”, led by Amanda Dunn Kelly , Head of Organizational Development & Capability at Walgreens .
Driving culture change is one of the most difficult but critical challenges a leader can take on.?New leaders often bring about new strategies, but those fail without the organization truly living its purpose, vision, and values.?
Amanda took us on the journey of cultural evolution in an organization with over 100 years of legacy and habits.?Walgreens Boots Alliance is applying a change methodology in 3 phases to ignite, engrain, and sustain the future of the organization.
Key takeaway: Even a company with 100 years of habits can change.
Change is led by the people in the companies, of course…How do you design individual maps that fit the associate and the organization?
?How do you blend dialogue, Career Maps and Organizational Needs?
These HR Execs discussed how this combines with transparency into a recipe to retain top talent in the session, “Retaining Top Talent Through Transparency” with Joel Pasiuk , Vice President Human Resources Global Functions at 艺康
Now, more than ever, it is critical to retain your high potential and succession plan talent. Creating the right dialogue, identifying development opportunities that are a fit for the employee and the company, and then keeping those plans in motion with full transparency is critical. We covered best practices in sharing and dialogue, along with real-life examples of how transparency and shared accountability can lead to retention and success.
Session topics included:
?????????Career Maps: Designing individual maps that fit the associate’s aspiration and the organizations appetite for development
?????????Talent Councils: Engaging leaders in impactful dialogue; focusing on associate career maps and organizational needs
?????????Transparent HIPO Discussions: Creating a dialogue with HIPO associates and highlighting the shared accountability regarding the “HIPO” designation
Value Proposition to Narrative, Mindset to Motivation, Plan of Action to Focus
In her book, "Mindset: The New Psychology of Success" Carol S. Dweck showcased the importance of a growth mindset.??
We were fortunate to have Sandesh Bilgi , Vice President of Global Learning at Sotheby's International Realty sharing his valuable insights in this session: “Mindset to Motivation:
As the market continues to evolve and expectations change we need to control the narrative to understand our value proposition. One way to do so is to have a true growth mindset where you will learn about the mind shift continuum to better understand what your end users want. Sandesh shared techniques and tactics to walk away with a plan of action to be motivated, stay focused, and execute a plan of action within your industry.”
Like the message in Dweck’s book, the key to growth is grit.?Typically, it’s the ones who must work harder and show resilience who succeed rather than those with apparently more natural talent and prospects.
The "Great Resignation", the "Great Reshuffle", "Quiet Resignation", "RTO", etc.
No matter the verbiage, they are all major challenges to companies.?But what if there was a simple way to overcome them? Maybe there is…
Joy Kelly, CHRO, from S&S Activewear , shared her insights in her session, “Refuting Massive Turnover by Connecting with Care”.?
Fear slows organizations down in every aspect that matters. When rooted into the culture of an organization, fear causes hesitation, drives stress, and keeps millions of individuals from reaching their potential in support of organizational goals. Healthy culture sustainability starts with the simple act of caring for one another. Joy shared insights on simple approaches that help to transition the workforce from not showing up to being fully invested.
In short, companies frequently extol the value of ‘their people’.?Caring is a way to emphasize the ‘human’ in their human resources.
There is no easy recipe for creating a positive company culture...Remote and hybrid workplaces add even more challenges…Connecting distributed teams is not just an IT issue anymore...
We heard some solutions in the session, “Building a Culture of Belonging in the Midst of Transforming to a Remote-first, Distributed Team” from Sean Campbell , Vice President, Colleague Learning, North America, LHH Recruitment Solutions
We have also heard how AI will eliminate jobs…
“The robots are taking over!”
We’ve seen this in Sci-fi thrillers and we have read this in the headlines tied to artificial intelligence (AI) and machine learning (ML), but do you want to hear some good news?
In the session, “Identifying Top AI Use Cases in HR”, we learned over 92% of large companies are seeing returns on their AI investments in 2022, a dramatic increase from just a few years ago.
Jay Fortuna, SHRM-SCP Vice President of Learning & Organizational Development at GoHealth and Russell Zack , Head of Revenue at Second Nature shared a number of use cases for artificial intelligence that aid in solving a plethora of problems from talent acquisition and recruiting, to talent management and learning and development.
Are you embracing AI in your role or still researching? Do you have more questions than answers?
领英推荐
Even if you don’t believe in magic, you can believe in Behavioral Economics…and the extraordinary impact on your company culture
In the following session, “Behavioral Economics: Not Magical, but Can Feel Like It” Erik Doyle, MBA, SPHR, CCP Director Talent and Organizational Development from RINA North America (formerly Patrick) Industries shared a scientific approach to HR can help to guarantee positive outcomes.
Applying Behavioral Economics to company culture is not magical, but the results can feel like it when done well. Erik helped define this powerful discipline and explored real-life examples of its transformational abilities that are fast, significant, and sustainable.?
When leaders understand why their people do what they do, they can predict what they will do. When they can predict what their people will do, they are in the strongest position to bring out the best in them and generate incredible business results in the process. Behavioral Economics provides game-changing approaches that can be used by normal leaders to create extraordinary outcomes.
Going from “Show Me the Money!” to greater equity and inclusion. Why ESOPs can be the answer you have been looking for…
In the session, “Advancing Equity and Inclusion through exciting and different retirement benefits”, we learned how Employee Stock Ownership Plans (ESOPs) have become better known in the US since they were formally established in 1974.?
Griselda Munoz, PHR Sr. Director, Total Rewards at KeHE Distributors explained that there are over 7,000 ESOPs in the United States, with over 28M employees participating.?Not only are they a great retirement plan options, but employers and employees alike can reap the rewards from establishing an ESOP.?
Griselda explained the differences between an ESOP and a traditional 401(k) plan, and why you would want to form an ESOP.
Over $166 billion is invested in leadership development each year. Can you measure the impact? Is it paying off?
Here is one case study to consider:
In her session, “Enriching Lives and Building Community through Trust and Inclusion”, Johanna G. Fine, SPHR , Chief Human Resources Officer at JCC Chicago explained that upskilling and promoting from within can produce an impressive ROI as it improves retention and company culture.
Leadership directly impacts the success of an organization as 69% of employees say they would work harder if they felt their efforts were better recognized. Johanna walked us through JCC’s internal leadership re-vamp and how this has effectively nurtured their external programs, which led to positively impacting the communities in which they serve.
In storytelling, we hear a lot about ‘The Hero’s Journey”:
In the ‘Hero’s Journey’ formula the protagonist sets out on an adventure, finds a guide, overcomes a challenge, and enjoys a happy ending…
Can this also be the case for the people journey in the employee lifecycle?
We heard from Ryan L. Ball , Senior Vice President of Global Sales at Enboarder in his session, “Revolutionizing the People Journey: Creating Human Connections Across the Entire Employee Lifecycle”, in which he reaffirmed that human connections are more important than ever in this world of distributed workforce.
Finally, how valuable would a 40-minute immersion course in all things CHRO & CLO be to you?
What if you could get numerous ‘gold nuggets’ and a new strategic agenda for digitization, automation, AI, leadership development, building skills, and overcoming social and economic disruptions from expert practitioners in under an hour? ?That’s exactly what we proposed by combining some of your peers in the closing panel, “The New Way Forward: Working Better Together”.
With the current shift toward digitization, automation and AI creating demand for new ways of working, leadership development and building skills for the future, there has never been a more vital time for the cross collaboration of people leaders.
In this panel discussion, top CHROs and CLOs explored the social and economic disruptions we are currently facing and how we can re-define a new strategic agenda…together.
Here are key areas they said we all need to keep in mind:
?????????HR and Learning’s emerging roles in the organization
?????????Crafting the new vision for the employer-employee relationship
?????????Strategic planning for a brighter future
?????????HR and Learning as a driver for digital transformation
Thank you to our expert panelists for sharing their valuable insights:
Valarie Ransom - Amos , Chief Human Resources Officer at Cook County Health
? Shahid Najmi , Global Learning & Development Leader, Talent, Inclusion & Culture Team at 天纳克
Kristen (Barbor) Ubaldi , Chief People Officer at 高朋
Dennis Armstrong , Chief Human Resources Officer at Blain's Farm & Fleet (Blain Supply, Inc.) .
What are your suggestions for “Working Better Together”??Let us know in the comments.
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Upcoming events: www.cdmmedia.com/summits ?