Category Archives: Friday (10:15-11:30)

Changing a Culture – Strategic HR Transformation

By: Karen Rieck
Karen RieckThis presentation will outline and discuss 5 steps to successful change management. Using her recent experience in leading the transformation of the human resources department at FBL Financial Group, Ms. Rieck will demonstrate how these steps assimilate in the process of transforming a traditional human resources function to Strategic HR. Presentation will provide information on the foundation for becoming a strategic HR function.

 

 

 

Objectives of this presentation include:

  • Outline and discuss 5 steps to successful change management
  • Using recent experience in leading the transformation of the human resources department at FBL Financial Group, demonstrate how these steps assimilate in the process of transforming a traditional human resources function to Strategic HR
  • Provide information on the foundation for becoming a strategic HR function

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Posted in 2017 Speakers, Friday (10:15-11:30)

No Drama Effect

By: Celina Peerman
Celia PeermanSo…how much ‘drama’ do you see in your daily work? What is behind this heightened state of emotion and how do we keep ourselves from getting drawn in? This session will work on the emotional intelligence skills we all need, and need to support in others, to do the work we need to do and drive performance in our teams. Focus will be the importance of HR professional skills and the ability to build trust as a strategic business partner and resource for all employees. Tools and techniques included will also be in minimizing the drama effect among others, not only as we model it but as we teach new skills to other team members, too.

Objectives of this presentation include:

  • Evaluate current research on emotional intelligence and self-regulation
  • Recognize key cultural and interpersonal triggers that increase drama and diminish teamwork
  • Identify key points to increase mental health at work
  • Apply learning to building stronger teams with increased EQ

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Posted in 2017 Speakers, Friday (10:15-11:30)

Give Your Employees C.R.A.P…the Success Formula for Building Employee Loyalty

By: Jeff Kortes
Jeff KortesHave you ever wondered why some bosses and organizations have people who are incredibly loyal to them and who will do anything for them while others have a revolving door of employee turnover? Those bosses and organizations people want to follow give their employees lots of C.R.A.P.! (Caring, Respect, Appreciation and Praise). Jeff provides a “headhunter’s” insight into why some employees are loyal and others work only to get a paycheck. Through real-life stories and interactive participation, Jeff has created a program which helps participants understand how to demonstrate Caring, Respect, Appreciation, and Praise, so that they can systematically build employee loyalty in their organization.

Because Jeff is a “headhunter,” in addition to having 25 years in human resources leadership roles prior to starting his own company, he hears first-hand from candidates why bosses and organizations who give their people lots of C.R.A.P. have people who will go the extra mile for them when things get tough and others will leave at 5 o’clock on the dot.

Jeff’s unique insight will enable participants to leave the session with actionable steps to begin building employee loyalty and drive retention in their department or organization while participating in a program with great takeaways that will resonate with attendees.

Objectives of this presentation include:

  • Identify gaps in your leadership ranks where the C.R.A.P. Formula is missing.
  • Prepare participants to advocate to senior leadership that the C.R.A.P. Formula must be at the heart of your employee loyalty or retention strategy.
  • Understand reasons that employees love being on the receiving end of the C.R.A.P Formula and how to best give their employees C.R.A.P.
  • Understand why the C.R.A.P. Formula is important to different generations.

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Posted in 2017 Speakers, Friday (10:15-11:30)

“It’s not my fault.” “It’s not my job.” “I didn’t know.” How to Cultivate Employee Accountability

By: Larry Johnson
Larry JohnsonExcuses. We’ve heard them all. Wouldn’t you love to have all your employees see what needs to be done, take the necessary actions to do it and accept responsibility for the results? Unfortunately, such is often not the case. In this dynamic presentation, organizational culture expert Larry Johnson will offer you practical strategies to raise the odds everyone behaves responsibly and enthusiastically to ensure the team and the entire organization succeed.
Larry approaches the issue from three perspectives:
1. Creating a POSITIVE environment where everyone WANTS to do their very best.
2. Clarifying expectations so everyone knows what represents success.
3. Turning around those who insist on not taking responsibility.

Objectives of this presentation include:

  • Three techniques for instilling in employees a sense of ownership for their jobs.
  • A conversational road map for tough conversations with non-performers.
  • Five strategies for changing the culture to be more accountable.
  • An approach to giving feedback that changes behavior and gets results.
  • How to keep employees from shifting their work back on to you.
  • A key indicator that tells you when to let an employee go.

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Posted in 2017 Speakers, Friday (10:15-11:30)

Caging the Human Resource Professional: Know Your Limits

By: Jill Jensen-Welch
Jill Jensen-Welch2Did you know that HR professionals don’t have the same robust protection from retaliation that almost every other employee has? We’ll discuss the limits of your retaliation rights as HR professionals, including what the courts and the EEOC have to say about it. Have you noticed that some days you feel more like a lawyer than an HR professional? Been there, done that! As an HR professional, I didn’t stop to think that what I was doing might be “engaging in the practice of law”—but I should have. Finally, do you consider anti-trust laws before you share compensation and benefits data or other company/employment information with your HR colleagues? See what the Department of Justice and Federal Trade Commission have to say about that. This session will raise your awareness about these three limitations on what you do as HR professionals and how you do it.

Objectives of this presentation include:

  • Explore the limits on retaliation protection for HR professionals, including what is “protected activity” for HR professionals, and what the courts and the EEOC have said about it.
  • Explore what constitutes the “practice of law,” how HR professionals can find themselves crossing into that territory, and how to avoid it.
  • Explore the application of anti-trust laws on seemingly collegial human resources activities, including 10/2016 guidance from the DOJ and FTC.

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Posted in 2017 Speakers, Friday (10:15-11:30)

Be Remarkable: HR Leadership in Action

By: Mel Gonnerman Jr., Ph.D.
Mel GonnermanThis session is for HR leaders who want to recharge, refocus, and renew their commitment to being remarkable. The focus will be on examining (a) how leaders’ attitudes about themselves and others affect the workplace culture and climate, and (b) what day-to-day decisions about personnel, policies, and processes reveal about one’s priorities and values. This session will include discussion designed to challenge and encourage participants to grow as leaders who see the best in others and develop them to achieve greatness.

Objectives of this presentation include:

  • Discuss key factors related to people, processes, and priorities and their impact on workplace culture and climate;
  • Reflect on how the actions and decisions that human resource leaders make affect the lives of employees; and
  • Identify a specific behavioral change that can enhance one’s effectiveness as a HR professional.

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Posted in 2017 Speakers, Friday (10:15-11:30)