Every day it seems we get new data highlighting the challenges facing HR and L&D leaders.

We’re all familiar with the alarming stats about the great resignation, talent wars, skills half-life, hybrid working, equity needs and rapid digitization—and most leaders recognize that developing skilled talent is a vital solution to these challenges.

Join Jen Collins (LinkedIn profile) & Michelle Vock Laboy (LinkedIn profile) for a lively discussion  about the most compelling trends from 100s of conversations with leaders.

They will share actionable skill and talent development strategies you can put in place today and talk about how we can leverage all of our resources and sunk investments in the most efficient way so every employee builds the right skills for today and tomorrow.

Key Take-aways:

•  6 compelling trends in talent development
• 5 strategies to apply today to accelerate talent development.
• How you can align employee development demands with company strategic needs
• Discover how more of your employees can gain access to deep, intensive programs.
• Learn how to meet shifting skill demands quicker, and more effectively.

Littered with crisis after crisis – the chronic disappointment and emotional exhaustion caused by a reality in turmoil. Businesses are seeing the negative effects of a worn-down workforce – and it’s no different for those in HR.

If companies looked to CFOs to bring them back from the brink during the 2008 global financial crisis, recovery from the pandemic, return to the workplace, and hybrid work strategies fall squarely on the shoulders of HR leaders.

The pandemic has made the pressures pile on especially around critical topics such as employee health, safety, and wellbeing, all now C-suite issues.

Even when flexible in the face of change and uncertainty, if HR can’t bounce back after a setback, they’re at high risk of burnout. And employees need HR leaders to model the skills needed to not simply survive, but to thrive. Science has proven that the skills of resilience can be learned and their impact amplified when combined with the skills of agility.

Hear from Dr. Andrew J. Shatté (LinkedIn profile) Co-founder, Chief Science Officer meQuilibrium, on the science behind resilience and how it can equip you to handle the pile-on of pressures by building resilience for yourself and then having the ability to model and mentor your workforce to lead your organization’s path forward.

Learn:

• The rising pressures coming out the world’s ongoing uncertainty and complexities
• Turning reaction, from stress to burnout, into action with the skills of resilience
• How you can model resilient behavior and build it in your workforce at large

So many HR leaders are grappling with how to turn-around the Great Resignation and high rates of disengagement and to attract, retain, and engage talent.

So many L&D leaders are scrambling to provide training resources to help employees cope with burnout, stress, and overwhelm as they struggle to manage hybrid work, return to work, and work-life balance.

Often the solution is another new initiative (engagement survey, training program, etc.) that while well-intentioned, can seem “top-down,” “one more thing to do,” and miss the mark. What if there were a way to leverage real-time change challenges as “pop-up learning labs” where people could work together in their in-tact teams to learn, grow, and invent their own solutions together?

In this session, Barbara Trautlein will give you practical techniques and tools to launch and facilitate these “pop-up learning labs” in your organization.

You’ll learn how to:

• Engage the Heart—nurture psychological safety fostering commitment to each other and the organization.
• Enlighten the Head—help people see the line of sight between what they do and why it matters inspiring a shared purpose to the mission.
• Equip the Hands—promote agility while maintaining stability to mitigate burnout and navigate more confident

Presenter: Barbara A. Trautlein, Ph.D. (LinkedIn profile) is principal and founder of Change Catalysts, LLC, a change management and leadership development consultancy. She is the originator of the CQ® (Change Intelligence®) System and author of Change Intelligence: Use the Power of CQ to Lead Change That Sticks. She is gifted at sharing strategies and tactics that are accessible, actionable, and immediately applicable.

Data shows that most employees want more feedback.

After all, consistent, on-going feedback accelerates employee development and improves performance. But many organizations are finding it difficult to create a “culture of feedback,” especially in today’s hybrid work environments.

Join the feedback expert, Kim Scott, (LinkedIn profile) author of the New York Times bestseller Radical Candor, and Rosette Cataldo, (LinkedIn profile) Workhuman’s Vice President of Performance and Talent Strategy, as they explore what it takes to create a human-centric performance development culture that’s rooted in feedback.

You will learn:

• The skillset, toolset and mindset needed to develop a culture of feedback
• Why it’s imperative to adopt the new management philosophy of “Caring Personally while Challenging Directly”
• How leading organizations are driving innovation, inclusion and growth through feedback
• What you can expect when you start your journey to transform into a culture of feedback

Recent research suggests that we are in the middle of a new era, a candidate first job market. With over 11 million job openings in the U.S., can organizations ignore poor candidate experiences or application drop off?

Alternatively, can exceptional candidate experiences help talent leaders attract and retain Gen Z and Millennial talent?

Join this session with La Toya Hodges (LinkedIn profile) Company Head of Marketing & Partnerships, Americas, Cappfinity & Eugenia Liakaris (LinkedIn profile) Compay Head of Client Success, Americas, Cappfinity for a deep dive on recent Candidate Experience research.

Attendees will receive:

1. Tips for talent leaders aiming to solve their immediate Gen Z to Millennial hiring challenges
2. Best practices for workforce transformation
3. Timely insight on “Candidate Ghosting” and implications for hiring organizations