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Agenda - March 7, 2018

*Program subject to change.*


8:00 AM - 9:00 AM - Breakfast & Registration


9:00 AM - 9:05 AM - Welcome Back & Recap
Keesha Jean-Baptiste, Senior Vice President - Talent Engagement + Inclusion, 4A's


9:05 AM - 9:50 AM - From Purpose to Fullfillment     

Arthur Woods will share highlights from Imperative's latest breakthrough study on purpose replacing employee engagement specifically honing in on new insights around:

  1. Determining which stage of development your organization is in to pinpoint what is next
  2. The new roles, responsibilities and structures that are emerging with the application of purpose
  3. Best practices for getting senior leaders on board and make the case of "return on investment"
  4. Specific case studies of organizations applying the Purpose Framework to shift their talent strategies to attract and retain the best talent" need description and list of speakers  
     

Arthur Woods, Co-Founder, Imperative   


9:50 AM - 10:30 AM - Panel: Creating More Balanced Leadership Benches

As the saying goes "you have to see it to be it." If that's the case, we will continue to have few female CEOs and rare examples of women of color in the top role. We need deliberate succession planning so the current and next generation of agency leadership, specifically President and CEO roles, will be more equitable. A recent study by Korn Ferry published by Harvard Business Review noted the specific traits of courage, risk-taking, resilience and managing ambiguity are critical to a women's success.

This panel features female CEOs sharing insights on their experiences, what impacted them most during their careers and what it takes to keep them flourishing in the role.

Marla Kaplowitz, President & CEO, 4A's
Denise Wong
, President, Midnight Oil
Nadja Bellan White
, EVP Global Brand Management - EAME, Ogilvy & Mather Worldwide


10:30 AM - 11:15 AM - Changing the Way Leaders Experience Feedback

A hot topic across organizations and among HR Business Partners is changing the way organizations provide feedback. Articles pose, “Is the Annual Performance Review Dead?” and point out that GE, Accenture, Microsoft, Adobe, Gap, Medtronic, and some 10% of Fortune 500 companies have eliminated performance reviews or ranking systems altogether. Unfortunately, the way feedback is delivered in most companies is broken, whether it comes through a performance review or a 360 feedback system. Intentions are compromised, context is lacking, and all too often it’s focused on what’s not working vs identifying what the employee could be doing to excel. Additionally, feedback systems lack ongoing support from stakeholders - the “people system” - to help the employee successfully grow and change. In this session we will share concepts to address these shortfalls and shift participants’ mindset so that feedback becomes far more constructive and enjoyable for both those giving and receiving. We’ll discuss positive psychology and key concepts such as strength-based coaching, solution focused inquiry, and defining desired outcomes, along with a close look at human systems and importance of social support. Participants will leave with more energy and ideas for transforming feedback in their lives and organizations."

Jen Ostrich, Co-founder, Shift Positive 360
Pete Berridge, Co-founder, Shift Positive 360


11:15 AM - 11:30 AM - Break


11:30 AM - 12:20 PM - Talent Workshops

Talent Management/Development Track:
An Employee-Centric Approach  to Talent Management…on a Shoestring Budget
Jill Cusick, Director, Talent & Organizational Development, NBCUniversal

Move over process, make room for conversation. While organizations of all sizes and industries have been evolving to continuous performance management, relatively little has been uncovered about how to truly “make it work.” The Operations & Technology business unit at NBCU (approx. 3,000 FTE’s) believes they’ve cracked it. Jill Cusick, Director of Talent & Org Development will walk you thru how her client group utilized Design Thinking to forego an annual review and ratings process and instead encourage employees to set up “Time to Talk” when it makes sense for them. Immediate results include higher engagement scores, upwards of 75-90% of employees self-reporting having more development conversations, and even cost savings to the business. And with no fancy systems or budget (you read that right…zero, zilch, nada) just good ‘ole fashioned grit and excel, they’ve since doubled-down on Talent Management to ensure employees are fairly rewarded, promoted and developed.

Difference & Belonging Track:
Measuring Cultural Capacity

Gregory Reynolds, Co-Founder and CEO, G-dii Enterprises, Inc.

Who’s open to difference? Who’s inclined to objectify others through the lens of stereotype? Talent specialists certainly need to know. Workforce performance—and organizational growth—depends on collaboration across the divides of gender, generation, and geography. Identifying and addressing cultural bias has become business-critical. New data suggests, however, that talent specialists may be blind to their own bias. And that blind spot may be undermining their ability to manage culture risk across the enterprise. In this session, Greg Reynolds, CEO of g-dii, underscores the importance of empirical tools in mapping and mitigating toxic workforce tendencies. Using data that g- dii has gathered from media companies and 4A members, he reveals the unconscious tendencies of HR and D&I professionals to objectify talent on the basis of demographic difference. He also shares provocative images from g-dii’s Human Insight Evaluation (HIE), an assessment developed by one of the scientists behind the FICO score, to show how our own cultural values determine our response to people unlike ourselves in situations outside of our experience. While acknowledging where we are today in our collective attempt to create an inclusive work environment, Reynolds shares his vision— and his toolkit to get us there—of a workplace culture where everyone’s difference is an asset. Attendees will come away with eyes newly open to the power and possibility of culture metrics not only to detect the divides that threaten productivity, but also to guide talent specialists in bridging them.

Talent Acquisition/Staffing Track:
Skill Sets for the Agency of the Future

Speakers TBA Soon


12:20 PM - 1:35 PM - Networking Lunch


1:35 PM - 2:20 PM - Can I Be Honest With You?   

As they say, “culture eats strategy for lunch” – but how do you build an organization that is successful for both the business and the people? It starts with asking the hard questions and really listening to the answers.

Judy Jackson, Wunderman’s Global Head of Talent and Seth Solomons, CEO, North America will share how they’re building an open culture that supports honest and transparent conversations between employees and managers. Although they’ve only just begun, initial results – increased revenue, reduced attrition and better work – show that they are on the right track. In this session, learn how Judy and Seth are leading by example to spearhead a movement.

Judy Jackson, Global Chief Talent Officer, Wunderman
Seth Solomons, CEO, North America, Wunderman


2:20 PM - 3:10 PM - Talent Workshops

Talent Management/Development Track:
Anomaly DNA

Allie Sabol, Global Talent Director, Anomaly
Franke Rodriguez, Partner, CEO New York and Toronto, Anomaly

How can a company actually get better as they get bigger? How can you avoid the gravitational pull that dilutes your founding principles? How do you spread and strengthen the company DNA? In this session we'll share the story of our first year piloting a progressive talent development platform designed to do just that."

Difference & Belonging Track:
Modern Parents in Advertising: Why We Need Them, How to Keep Them

Jennifer Frieman, Chief Talent Officer, Momentum Worldwide
Katy Hornaday, EVP ECD, Barkley
Chris Cardetti, VP Group Strategy Director, Barkley

Our industry is challenging to juggle alongside parenthood, but it's not impossible. While work-life questions are frequently posed to female executives, the modern dad wants just as much to be there for tee ball practice and not miss out on birthdays. The panel will discuss why the modern parent is so valuable to our agencies—from their quick-decision making to their problem-solving skills— plus how agencies, clients and talent can support their success through simple, inventive ideas and policies.

Talent Acquisition/Staffing Track:
New Agency Skills and Roles In Age Of Digital Transformation Moderator

Moderator: Chick Foxgrover, EVP, Creative Technology and Innovation, 4A's

Agile methodologies, big data, marketing automation, prototyping utility, designing chatbots, innovation consulting, and so much more.  The digital transformation of life and commerce is remaking the world of marketing, and clients are reconfiguring their teams to keep up. Agencies need to stay smart and map their capabilities to these changes in order to be the go-to partner for the challenges and opportunities. Agencies are developing and embracing new professional disciplines and traditional roles are evolving into tech-infused hybrids.

Panelists will discuss the new and evolving essential skills for communicators in an age of connected intelligence and how agencies will create the careers of the future.

 


3:10 PM - 3:25 PM - Break


3:25 PM - 4:10 PM - Workforce Analytics/Talent Intelligence Thru Data
Speakers TBA Soon


4:10 PM - 4:50 PM - What Next: Can We Evolve From Systemic Issues Toward Enlightenment?
Speakers TBA Soon


4:50 PM - 5:00 PM - Closing Out Remarks/Thank You to Sponsors   


5:00 PM - 7:00 PM - Cocktail Reception/Networking