ROCATD presents the second 2021 ROCTalent Mini-conference event.
Forging Ahead with Workforce & Talent
If you missed our April mini-conference focused on our ATD Competency Model, be sure not to miss this one. Our conference will focus on current trends and best practices for workforce and talent development in post COVID times. There will be two keynote presenters and a panel of experts from local organizations who will share their expertise. Similar to our April event, there will be plenty of time for networking and discussing session information in small groups. Bring your TD/HR colleagues and use the time to discuss how you can integrate ideas presented into your current organizational processes/programs.
Our presenters include...
Lee Meadows, PhD. Author, Speaker, Leadership Consultant, President of NAAAHR-State of Michigan Chapter, Columnist, Leadership Curriculum Development, Human Resources Advocate and DE&I Consulting Expert
Michele Ebenhoch, Director of Human Resources at LaBella Associates, presenting the Propel Leadership Development Program.
Samantha Ferrin, Recruitment & Retention Manager at LaBella Associates, presenting the Propel Leadership Development Program.
Caley Ferguson, Director of Learning & Development at CDS Life Transitions, presenting the LEAD Leadership Development Program.
Anthony Griswold, Leadership and Organizational Development Consultant at Paychex, presenting on the Leadership Impact Program.
Stanley Byrd, Experiential Learning at Simon Business School, Consultant, ROCATD VP DEI
8:00-8:30.....Registration & General Networking
8:50-9:20.....Keynote: Workforce & Talent Development Post COVID: Trends & Challenges -- Lee Meadows, PhD. Author, National Speaker
9:30-10:45...Local Organization Panel: Keys to Successful Leadership Development Programs -- Paychex, Labella, CDS Life Transitions
Each speaker will provide an overview of their leadership development programs including best practices, multiple learning resources/platforms, and program impacts. Breakout discussion groups will allow for a deeper dive into each program (Q&A and facilitated discussion).
- 10:15-10:45...Breakout Discussions
11:05-11:45...Keynote: Workforce & Talent Development - Embracing DEI -- UR/ROCATD
- 11:30-11:45...Breakout Discussions
Workforce and Talent Development Post COVID: Trends and Challenges
‘Who Saw This Coming?’
From the great home migration to the great corporate resignation, who could have predicted the ‘New Normal’ that resulted from being sent home to learn how to work from home! Now, they are being brought back, but it is not the same workforce that was sent home. Thousands have ‘stopped out’, others argue for hybrid workplace flexibility and others refuse to work in the office! Who are these employees and what does it mean for the work of ATD? These new trends and challenges spell just the beginning of a new age in Employee Development and a wave of change that no one saw coming. Let’s talk about what it means and how we position ATD as the ongoing leading voice in Talent Development. Participants will hear about:
- The multigenerational workforce has fractured into other segments
- The elevation of certifications, self-learning, and the new employee mindset
- The road ahead is not murky, just muddled!
Organization Panel: Keys to Successful Leadership Development Programs
Propel Leadership Development Program, Labella Associates
Propel is a transformative program for continuous learners that advances the practice of leadership at LaBella. We will discuss our program's design and delivery including the cohort model, differentiated learning delivery, facilitation, and coaching integration. Design and development tips will be shared based on the program's evolution over the last two years.
The Allentoff Institute’s LEAD Program, CDS Life Transitions
The LEAD Program is designed to provide learning opportunities for staff in different levels of leadership with customized learning solutions to support growth and development. The program can also accommodate learners who may not yet be in a leadership position but who are interested in developing skills and preparing for the next career step (targeting high performers/high potentials). We will share our program's design and framework, blended learning, competency-based model alignment, peer matching, and mentoring.
Leadership IMPACT Program, Paychex
Leadership IMPACT is an apprenticeship-based leadership development program for our high potential managers from across the enterprise. We’ll share what components of the program design were transformed during the pandemic to meet the needs of a virtual development environment. We’ll also share what successes, lessons learned we gathered and adjustments we’ve made to improve the program design and participant development experience over the last two years.
Workforce & Talent Development - Embracing DEI
Equitable and Inclusive Leadership is a Requirement!
In this evolving landscape of political, social, and ever-shifting pandemic response, diversity, equity, inclusion, and belonging (DEIB) is no longer the sole proprietor of a few practitioners and subject matter experts. Resistance often arises around the importance of such efforts as many businesses and organizations continue to struggle with surviving. The critical question becomes whether the work of diversity, equity, inclusion, and belonging remains a priority. Research is showing that it is not only necessary right now but even more vital. Inclusive leadership is a defining dynamic that will separate those companies and agencies that will successfully survive from those that will not.
Talent and development practitioners must think intentionally about what it means to enter into these new spaces with a deep understanding of supporting inclusive leadership. Talent and development efforts can significantly transform how companies see equitable and inclusive leadership from a nice-to-have to a must-have as a critical and required leadership competency moving forward.
Talent development, organizational development practitioners, and human resource professionals must engage in self-reflection and self-interrogation to strengthen their understanding, commitment, and service to our diverse customers, clients, and organizations.
1. Increase understanding of key traits of inclusive practitioners and thought leaders
2. Increase self-awareness of these traits through self-reflection and self-interrogation
3. Create a foundation for a readiness plan for your personal and professional development