Companies face two compounding issues that prevent them from growing and innovating the digital products and services they need to remain competitive: the lack of technology talent and the inability to hire diverse teams to meet corporate diversity, equity and inclusion (DE&I) goals.

Traditional talent identification, recruitment, hiring and retention methods have failed to meet these overlapping challenges.

In this workshop Paul Elliott (LinkedIn profile) Human Performance Architect, Catalyte & Eliot Pearson (LinkedIn profile) COO Catalyte, will present an alternative solution to hiring and retaining a more productive and diverse technology workforce.

They will share research frameworks and case studies of how you can tap into a reservoir of talent hiding in plain sight and create a new, more productive, lower cost talent pool of software developers.

Leave the presentation with:

•  Business and technical benefits of tapping into nontraditional talent sources
•  Understanding of how to use machine learning to hire/retain a more productive and diverse technical workforce
• Leveraging current high-performing developers to create an employee excellence profile

For far too long, minority employees have struggled to maintain their wellbeing, more so than their white heterosexual counterparts, making employers an essential partner in their welfare.

What’s more, many traditional wellness approaches are largely one-dimensional, leaving employees feeling left out based on their physical or mental ability, work location, schedule, interest level, or goals.

Or they just don’t see themselves and their unique needs reflected in the programming being provided.

A truly inclusive wellbeing solution offers something for everyone, while fostering a sense of belonging that drives engagement and positive outcomes.

Many organizations are just starting their journey towards a state of workforce wellbeing where all employees have an equal opportunity to reach their personal health and wellness goals.

In this enlightening session, Susan Van Klink, (LinkedIn profile) Grokker’s Chief Diversity Officer, and Alli Cromartie, (LinkedIn profile) Trane Technologies’ Global Wellness Leader, explore the promising role wellbeing programs play in furthering organizational Diversity, Equity, Inclusion & Belonging initiatives — and what it takes to build team momentum that supports and inspires all employees to be their best.

Learn:

• The symbiotic relationship between employee wellbeing and inclusion / belonging
• Key drivers and sources of workplace health and wellbeing disparities — and strategies to get in front of them
• How focusing on diverse employee needs can direct meaningful program design and better outcomes
• Insights into the checkpoints along the wellbeing/DEI&B journey and actionable next steps

Coaching for leadership serves a much larger group of employees than it did in the past. A systemic approach to coaching increases the organizational impact from senior management, subject matter experts, line managers, middle-managers, and high-potentials employees.

In this presentation, Paul Tripp (LinkedIn profile) Executive Coach & Member of the Board of Directors, AceUp; will give an overview of the current coaching landscape and methods.

Paul will also review a fascinating case study to demonstrate how you can deploy coaching systemically within your own organization to develop leaders at ALL levels.

You won’t want to miss hearing one of the country’s top executive coaches sharing his thoughts on how to build amazing leaders through coaching!

Paul will Cover:

• What is the role of coaching in leadership development?
• What are the different types or modalities of coaching?
• How does a systemic approach to coaching help your business?

A world that seems to hold surprises around every corner requires that businesses can constantly evolve their strategy. Approaches that at one time seemed rock solid, begin to erode and new factors emerge overnight to create opportunity, and peril.

But adapting to these changes cannot happen in a silo. Organizations can only change as rapidly as the employees within them do and employees need information and guidance from leaders, managers and HR to navigate changes in the work they do every day.

HCI research suggests that organizations that are mindful of their employee’s daily experience are better positioned to help them thrive in a changing world and the key to that advantage lies in a HR function that is steeped in strategic understanding.

HR teams that understand strategy better are more able to partner with leaders in deploying talent in ways that meet the organization’s changing needs and provide a better employee experience to every member of the team.

Join Bill Craib, (LinkedIn profile, HCI bio), SVP Enterprise Learning HCI, as he walks through this new report and spells out:

•  a compelling case for a more strategic HR function
•  the first steps in building this competence
•  and an approach toward measuring the strategic capability of your HR team

During the past decade, as innovation, digital disruption and technological convergence has accelerated exponentially, some fast-growing companies have astonished the business world with their ability to expand and scale at an unprecedented pace.

These “hypergrowth” companies are disrupting the business landscape, turning innovation in fintech, cybersecurity, education, health, IT and agriculture into a new generation of billion-dollar businesses.

Hypergrowth companies face a number of human resource challenges to support and sustain incredible growth, speed and scalability.

1. They need to recruit significant numbers of new staff, and ensure that they have the necessary skills.
2. They need to nurture a strong organizational culture, harnessing the company’s mission, purpose and values to motivate employees to thrive in a fast-paced environment.
3. They need to establish agile systems and processes that create efficiency.

Maintaining the rapid pace can create pressure and stress which, left unchecked, can lead to burnout. Having effective leadership in this environment is vital.

That means hiring the right leaders to maintain company culture and investing in leadership development to ensure these leaders have the necessary skills to be successful. To be effective and meet the rapidly changing needs, leadership development must be dynamic, scalable and agile.

This webinar Kip Kelly (LinkedIn profile) Director, Sounding Board Inc., & Jill Kelly  (LinkedIn profile) Senior People Partner, Chime; will explore how one hypergrowth company is accelerating talent development with leadership coaching.

Chime is the biggest of a new breed of fintech companies known as challenger banks. They’re driving innovation, inclusion, and access across the industry – and experiencing incredible growth.

Chime more than tripled its revenue in 2020. They are worth almost 900% more than just 18 months ago, when they hit a $1.5 billion valuation. They’re currently ranked No. 25 on the 2020 CNBC Disruptor 50 list.

Chime needed a leadership development solution that was agile, data-driven, and scalable. They introduced leadership coaching as a core component of their talent development strategy.

The coaching program was designed to empower senior leaders with critical skills so that they could lead more effectively in Chime’s hypergrowth environment.

This webinar will address some of the key challenges HR leaders face in accelerating leader development.

Key learning from this webinar will include:

•  How to scale talent development for rapid growth
• Critical leadership skills for managing change
• Aligning talent development with business goals
• Measuring the business impact of learning and development