Workshop A: Storytelling For Leaders: Expand Influence, Deepen Motivation, And Build Connection
Presented By: Kat Koppett, Eponymous Founder, Koppett

Storytelling, the ancient communication method, taps into the fundamental way our brain makes meaning and helps us understand new concepts, engage deeply, tap into our passion, and connect with others. In this active, practical session, you will unpack the building blocks of great storytelling to make this innate, unconscious meaning-making process conscious. Embark on this journey with us and leave with a fully crafted story and a storytelling toolkit to apply in your leadership environments and beyond.

Learning Objectives:

  • Harness the power of story to strengthen key messages, making them more comprehensible and memorable
  • Align the story you mean to be telling with the story your listeners are receiving
  • Recognize your individual storytelling strengths and habits
  • Expand your storytelling range
  • Learn to solicit stories and use story activities and structures to influence others, increase buy-in, solve problems, and implement change


Workshop B: Succession Management: Fit For Purpose In A Post-Pandemic World
Presented By: Raghu Krishnamoorthy, Former Chief Human Resources Officer, GE And Executive and Senior Faculty, Mentora

The pandemic has brought about two paradigm shifts: One is an accelerative shift to digitization, automation and artificial intelligence, and the other is a paradigmatic shift in how we lead. The old techniques of succession management that assumes some degree of a stable environment is gone. We need new frameworks and tools to freshen up succession planning. Succession planning is no longer just about identification of feasible candidates, it is about preparing the bench on a continuous basis and realizing the old Peter Drucker adage,” plans are useless, but planning is invaluable!” In this session, the workshop participants will learn the new models and tools for succession planning, relevant in a post-pandemic world.

Participants will:

  • Discuss and debate the new experiences, competencies, traits and drivers the leaders of tomorrow need
  • Look at two new frameworks for identifying quality successors and share other best practices
  • Learn how best to present the succession plan to higher levels of management and the board


Succession Recipe: 3 Questions, Agility, & Trust
Presented By: Jonathan Burman, Former Director Talent and Organizational Development, Cameron Ashley

We all know the drill. Complete the 9 Box (or sometimes 12 Box), send in the Readiness Evaluations, Depth Charts, HiPo Evaluations, Development Plans, Talent Roundtables … all the stuff Leadership loves doing, right? With all of this data, discussion and analysis you would think we would have Succession Planning down to a science. What if I told you there was a radically simple way to get better results without a 9 Box, HiPo evaluations, or Talent Roundtables? In this session, we will talk about how 3 simple questions, a dash of Agile, and a handful of trust can reduce the time and effort to fill your leadership pipeline by half. This radical new process works due to its simplicity, ability to bolt-on to performance development, and focus on trust.

  • Learn the 3 key questions asked of all supervisors, managers, and leaders that have yielded incredible insights and action plans
  • Identify the risks, benefits, and mistakes made when rolling out this radical new approach


What We Have Learned About Engaging Hi-Potentials During The Pandemic…And What It Means Going Forward
Presented By: Raghu Krishnamoorthy, Former Chief Human Resources Officer, GE and Executive Director and Senior Faculty, Mentora

We now know that even after the pandemic is behind us, virtual work is here to stay. Most employees prefer to have a hybrid option of work. This shift brings about a considerable change in how we lead, engage, and drive our talent. It requires us to reinvent ourselves to become effective virtual leaders and inspire and engage our talent in new ways. I will be sharing highlights of my research on this subject. In this session, participants will learn:

  • What changes has the workplace gone through during the pandemic
  • What does a leader need to do to adapt to these changes
  • How to bring out the best in our talent in a virtual environment


Convergence Of Culture And Data Analytics In Assessing & Developing HiPos
Presented By: Gilma Saravia, Chief People Officer, Altair

Human resources (HR) is tasked with recruiting the best talent and keeping culture at the forefront while staying on top of workforce planning, retention, talent & development, succession planning, hire-to-retire processes, and many other responsibilities. What if you could save time influencing these key HR processes by utilizing data analytics while your human capital is ahead of the curve to meet your organization’s business goals?

Hear Gilma Saravia, Altair’s chief people officer, provide insight into Altair’s culture and how data is embraced and utilized to impact key HR processes in the following domains:

  • Values
  • Practices
  • Altairians
  • Brand


Winning With Talent: Hardwiring Talent Management From The Front-Line To C-Suite
Presented By: David Cook, Chief Human Resources Officer, TriHealth

You cannot win without talent and that axiom rings even louder in these very challenging times of intense competition for resources. Creating, implementing, and hardwiring a talent management system that identifies, develops, cultivates and leverages your talent resources gives you a unique opportunity take the HR function to a level of being a strategic organizational asset. Great talent is difficult enough to find, why not take the good talent you already have and make it GREAT! An integrated approach provides an opportunity to source from the front-line to the C-suite and create that strong diverse talent pipeline vital to creating a sustainable competitive advantage.

  • Learn how to make talent management an organization wide responsibility
  • Discover how to leverage tools and techniques to identify key talent gaps and transform them into organizational strengths
  • Understand how to rapidly convert conversation into tangible progress
  • Learn how to build and retain a sustainable pool of high performing and diverse talent


Building An Innovative Talent Strategy In A Novel And Fast-Paced Business Area
Presented By: Chantal Veillon, Vice President Human Resources Global Product Development & Supply, Bristol-Myers Squibb

Launching new platforms and technologies to address individualized medicine requires setting up new business and people models. While HR teams have proven-track records in supporting established businesses and their evolution with talent strategies, addressing a completely new and fast-growing segment, with no precedent or blueprint to build on while competition is raging, creates a new challenge to offer a new value proposition and total experience to our workforce.

This session will be focused on how to build a forward-looking talent strategy that addresses current and future needs in the environment where historical data and benchmark are scarce, the pace of the market and talent landscape is continually evolving, and agility, innovation and risk-taking are essential.

  • Learn how to anchor your Talent Strategy with little data or blueprint at hand
  • Understand how to develop agile talent programs to support a fast-growing workforce
  • Gain confidence in developing innovative, out-of-the-box proposals, pushing the usual boundaries of talent attraction, development and retention


Differentiated Development: Preparing Talent Bench Of Tomorrow
Presented By: Inna Connor, Senior Talent Management Business Partner, CUNA Mutual

In a highly specialized environment, like financial services, companies need to form and foster leadership teams that demonstrate a healthy balance of subject matter expertise and enterprise thinking. Accurate assessment and intentional development of talent is essential to fulfilling business strategic priorities. This session will focus on how differentiation between functional and enterprise talent across the company, as well as assessment of performance and employee aspirations, lay groundwork for integrated talent planning of the future.

  • Learn how to enhance the way you view leadership potential
  • Identify and develop enterprise leaders with widely applicable skills
  • Integrate your talent planning processes to support organizational needs


(OPENING KEYNOTE): Al-Powered Coaching And “Digital Twins”- How To Scale The Development Of Emerging Leaders
Presented By: Kevin Kruse, New York Times Best Selling Author, Forbes Columnist And Founder & CEO, LEADx

The development of high-potential emerging leaders has become job one as organizations strive to keep millennial talent engaged, and also equipped to handle the new demands of leadership in the new world of work. One easy, affordable, and scalable way to reach a large distributed workforce is through the use of digital micro-coaching apps. This session will explore several case studies of how emerging leaders and other high potentials are developing new skills through the use hyper-personalized nudges, micro-coaching, and micro-learning.

  • Describe the HiPo shift from focusing on learning to behavior change
  • Define Digital Twin technology and how it hyper-personalizes behavioral nudges
  • Discuss the benefits, and limitations, of AI-powered micro-coaching
  • How one pharmaceutical company used micro-coaching to increase leadership behaviors by 78%


Made From Scratch: Designing And Implementing A Brand New High Potential Leadership Development Program
Presented By: Cheryl Smith, Global Director Talent Management, Organizational Capabilities and Diversity, Xerox

How do you create a draw for your company to stand out as a developer of earlier-in-career talent? How do you create a compelling, rich program on a very limited budget without bringing people together in space and time? How do you decide whom to include? Exclude? How do you select the competencies that you want to focus on? This session will introduce you one way all of these questions were answered at a large, publicly-traded US-headquartered global company with over 25,000 employees. You’ll learn:

  • The importance of starting with a clear definition of the participant profile
  • How to keep the attention and engagement of a globally-dispersed cohort over a year-long program


Arrested Development: Moving From Dysfunctional Development To Success In A Pandemic And Beyond
Presented By: Steve Antonoff, Vice President Human Resources, CalPortland

Just as the Bluth family in “Arrested Development” was in denial about their “riches to rags” situation, many companies struggle with the suddenly forced by COVID19 “distributed workforce” in dealing with developing employees. The “tried and true” methods for training, development, succession planning and more need to be reimagined.

This session will focus on a success story of how a company with a highly distributed workforce, an aging senior management team, and decades of fitful training and development efforts found it’s way – during the pandemic!

  • Get those masks off – the culprits who stand in the way of succession planning and development
  • Learn techniques for engaging senior management in a meaningful succession planning discussion
  • Fit development to your company – not the other way around
  • Learn how to entice your employees into trying it (they may just like it!)
  • Learn how to promise what you can deliver, and deliver what you promise


Transparency Now: Building Inclusive Talent Experiences
Presented By: Melissa Huntley, Vice President Global Talent Management, Salesforce

High-potential identification and succession processes don’t always yield the outcomes desired and simultaneously leave employees questioning the justice and fairness of talent decisions. Traditional Talent Management processes that were built by and for HR, are no longer relevant in our new working environment… and are being swiftly substituted by highly transparent talent experiences.

This session will focus on how and where organizations can provide greater transparency in assessment and succession efforts. It will also explore the impact of “pulling back the curtain,” especially in advancing equality and improving the employee experience. Our new paradigm requires a greater level of visibility into how decisions are being made, which in turn helps fast-paced organizations drive greater equality, growth and performance.


  • Understand why high-growth organizations are putting transparency front and center in their talent practices.
  • Learn where transparency has had meaningful impacts in talent reviews and succession planning in some of the world’s best places to work
  • Identify areas where access to data can shift talent decision-making outcomes
  • Create a roadmap for prioritizing more transparency in talent experiences