This year’s Talent@2030 is packed with information and inspiration to help you better address the organizational leadership and change management needs at your agency. From challenges of distributed talent pools and emerging business models & organizational structures, to catching up with the demand for evolving skillsets and creating a sustainable & equitable culture, plan for two days of motivating presentations, discussions and workshops.

AGENDA

*Program subject to change.*



March 6.


8:00 AM - 8:55 AM - Breakfast and Registration


8:55 AM - 9:10 AM - Welcome and Opening Remarks
Keesha Jean-Baptiste, Senior Vice President - Talent Engagement + Inclusion, 4A's
Marla Kaplowitz, President & CEO, 4A's


9:10 AM - 9:55 AM - Civility + Respect:
The Exception Not the Rule in the American Workforce

Natasha Bowman, President and Founder, Performance ReNEW         

Many American workplaces publicize their core values to their employees and external stakeholders, which usually include the core value of respect. The reality is that while these values are written on paper, they are not embedded in the culture of the organization. The American employee at all levels is suffering from extreme stress in the workplace due to high exceptions, long hours, and often time wages. To add those typical workplace challenges, many employees are suffering from stress due to being bullied by their boss, a behavior that is often often lawful and tolerated by most organizations. Organizational expert, Natasha Bowman, will discuss the harmful effects that workplace bullying, unlawful harassment, and discrimination has on the American worker and will make the case as to why we must bring civility and respect back to the workplace.


9:55 AM - 10:35 AM - The Case for Disruptive Innovation in Human Resources
Enrique Rubio, Founder, Hacking HR

The Fourth Industrial Revolution or technological revolution is dramatically transforming the way people and businesses operate. What is the role of the Human Resources function as the technological revolution unravels and becomes more and more powerful? How does HR address people operation’s challenges (talent management, employee experience, contingent workforce, collaboration among generations in the workplace) to remain a relevant business function in times of disruption? How does HR have to go about its own transformation in times of disruption? What are the opportunities for HR to add increasing value? In the case for disruptive innovation in HR I sustain that in this chaotic and disruptive business environment, neither the traditional approach to HR operations nor incremental or small scale innovations will be enough to respond to increasingly complex demands from business, customers and people. HR will need a more disruptive approach to transform the way it operates.


10:35 AM - 10:55 AM -  Break


10:55 AM - 11:50 AM  - Leading Your Agency Through Change
Bree Groff, CEO, NOBL

The advertising industry is awash in a sea of changes, with most feeling they need to run just to keep up. This increasing pace of change demands a new breed of change management.

Bree Groff, NOBL CEO, will share how HR & Talent leaders can partner across the company to shepherd employees through agency transformation. Attendees will learn how to identify resistance in its many forms, diagnose the six types of loss employees anticipate during change, and design a plan for driving authentic, effective change in their own organizations.


11:50 AM - 12:45 PM - Talent Workshops

Talent Management/Development Track:
HR's Role in Mergers or Acquistions

Marjorie Ajero, Group Nine Media and Patti Clarke, Havas Groupe

Difference & Belonging Track:
Perception or Reality: Is HR Complicit in Harassment + Discrimination Complaints

TBD Speaker/Panelists

Talent Acquisition/Staffing Track:
Presenting the Industry’s Talent Pipeline Programs


12:45 PM - 2:00 PM - Networking Lunch 


2:00 PM - 2:45 PM - Talent Acquisition Strategies
Daisy Auger-Dominguez, SVP, Talent Acquisition, Viacom


2:45 PM - 3:35 PM - Talent Workshops

Talent Management/Development Track:
Essence's Case for Creating a Learning Culture

Jennifer Remling, Global Chief Talent Officer, Essence
Dan Dobson-Smith, Chief Learning & Culture Officer, Essence

Difference & Belonging Track:
Perceptions of Aging
(Speakers TBA soon)

Talent Acquisition/Staffing Track: 
The Growing Freelancer Base and the Evolving State of Staffing Projects

Melanie Myers,  Global Creative Recruiting Director, Wieden+Kennedy
Chloe Gottlieb, CCO, R/GA
Angie Hannam, Chief Talent Officer, R/GA


3:35 PM - 3:55 PM - Break


3:55 PM - 4:40 PM - Panel: The Art of the Side Hustle
John Gerzema, CEO, The Harris Poll®
Jennifer DaSilva, President, Berlin Cameron
Natalia Oberti Noguera, Founder & CEO, Pipeline Angels; Creator & Host, Pitch Makeover
Kathryn Minshew
, Founder & CEO, The Muse

Ask anyone in the ad world what they do and they’ll say ‘x’ role- and then, after a thoughtful pause, they’ll correct themselves and say, but what I’m really passionate about is ‘y’ – they’re really a poet, they’re really a chef, they’re really a charter boat captain – we’re a conflicted bunch, but not without reason. These secondary pursuits are often the things that make us tic as humans, and recognizing that being successful humans is what makes us successful marketers, it’s no surprise that agencies have begun to experiment with giving a growing number of employee’s time to focus on these secondary pursuits. According to a recent Harris Poll conducted on behalf of Career Builder, nearly 1/5 of employees making more than 100k are actually participating in a side project. In this panel, moderated by John Gerzema, CEO of HarrisPoll who recently did a study on the side hustle nation, are going to discuss the benefits of encouraging employees to explore their best selves. Panelists include Jen Dasilva (President of Berlin Cameron who recently launched a ‘Hustle Days’ program which allows every employee one day per week to devote to their Side Hustle), XXX, and XXX".


4:40 PM - 5:25 PM - Working Not Working
Justin Gignac, Co-Founder, Working Not Working      


5:25 PM - 5:30 PM - Closing Remarks/What to Expect on Day 2


March 7.

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, Co-Founder, Imperative       

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    

9:50 AM - 10:30 AM - Panel: See It To Be It
Marla Kaplowitz
, President & CEO, 4A's
Denise Wong
, President, Midnight Oil
Nadja Bellan White
, EVP Global Brand Management - EMEA, Ogilvy Worldwide

If that’s the case, we will continue to have few female CEOs and rare examples of women of color in the top role. 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.  So let’s connect with women who’ve achieved the CEO title and understand how they were able to make the rise and defy the odds. This panel features female CEOs
sharing insights on their experiences, what impacted them most during their careers and what it takes to keep them.


10:30 AM - 11:15 AM - Changing the Way Leaders Experience Feedback
Jen Ostrich, Co-founder, Shift Positive 360
Pete Berridge, Co-founder, Shift Positive 360

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." 


11:15 AM - 11:30 AM - Break


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

Talent Management/Development Track:
How NBC Universal Shifted from Annual Reviews to Informal Conversations

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?    
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:
Skill Sets for the Agency 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