2022 Agenda

Speaker Presentations
Tuesday, May 3, 2022

Registration & continental breakfast


Chairman’s welcome

Curtis TwomblyCompliance Education ManagerWells Fargo Advisors



The Future of Learning in a Hybrid World: Evolving and Optimizing approaches to Learning & Development in the Post Pandemic Era

Our panel of L&T leaders will explore the role and evolving nature of learning from a big picture perspective. Learning organizations have gone through major transformation over the past 2 years. Our panel will discuss critical aspects of the changing workplace, culture and workforce including all the moving pieces from a strategic and tactical point of view. Topics for discussion include:

  • A bird’s eye view of the new normal: How it is shifting and reshaping learning
  • Lessons learnt over the past two years – pandemic and post pandemic
  • How is work different: Impacts on learning, hiring, onboarding, retention and employee enrichment
  • Strategies to use this opportunity to advance learning: “Don’t be the taxi cab next to the Uber”
  • Look to the blended future: This innovation was out of necessity, what could be the next big innovation.


Curtis TwomblyEducation Manager Wells Fargo Advisors


Suzy KaslowVP Learning and Development Bank Midwest

Jaime DiGirolamoCareer Development Manager Boston Consulting Group

Kirsten JacksonDirectorMetLife Enterprise Learning and Development


CASE STUDY ON BANK OF AMERICA - VOICES: Employee Onboarding Experience and Growth Measurement

Your people are your most important asset, and it's more important than ever to meet the needs of employees, continue engaging with them and understanding their sentiment.During this session, Mike Winters will provide an inside look into how Bank of America's award-winning onboarding, education and professional development organization, “The Academy”, launched a dynamic platform to drive accountability and continuous improvement by gathering teammate feedback on their learning program experiences. Hear more about Teammate Voices from “The Academy” Design Program Manager, including:

  • The Teammate Voices rollout
  • How employee experiences were measured during onboarding, including key drivers, alerts and analytics
  • What the data tells us about employee experience and growth, and how it was used to improve onboarding
    • Lessons learned that helped drive continuous growth and improvement
    • Evolving the program to gather better feedback
    • The benefit of enabling change via the voice of the employee

Mike WintersAcademy Design Program ManagerBank of America


CASE STUDY ON SCHWAB: Enterprise Learning Measurement Program: Measuring for Learning, Performance and Compliance

Numbers tell a story that as business leaders, one cannot afford to ignore. This case study from Schwab addresses the gamut of learning measurement from strategic planning and partnerships to content, compliance (SEC data points), training, surveys, building the team, foundations and a learning lane.

Erin MulhollandSenior Learning Manager, Risk & Regulatory TrainingCharles Schwab


Morning refreshments break


PANEL: Workforce Development & Employee Experience in the Hybrid world: Skill-based Learning and Development in the Era of “The Great Resignation”

Bringing a skill based learning culture to an organization. In the vein of the Great Resignation – how we are creating a learning culture that attracts people, so that as an organization you net positive.

  • The exhausting hybrid exercise: Making the operational shift work for your employees
  • The role of learning: How to drive that culture to engage and work with managers
  • Skills development: At a strategic and tactical level
  • Shift from roles to skills – how do we develop a sales person or operations person better. Understanding what skills people have. Build an organizational architecture
  • Build solutions around understand skills better, understand and profile better and link it to content
  • The “new” work culture


Bill ConnollyBanking Services Senior Learning Program Manager M&T Bank


Debbie WooldridgeFounder& CEOttcinnovations

Joy JosephTraining ManagerLiberty Mutual Investments

Bank of America/ Silicon Valley Bank


MINI WORKSHOP: Skills-based Development Training for Managers: The many hats of an L&TD Manager:

In the current hybrid climate, with constantly shifting roles, managing your employees in different physical spaces can be exhausting. How do you develop the skills of your employees and promote the right people. This mini workshop will help you develop as a manager into a coach and will give you some valuable exercises to take back to your organization. Topics include:

  • What hat are you wearing as a manager?
  • How do you effectively switch roles as manager, mentor and coach. What are the differences?
  • How to gain the trust of your team?

Bernard GoldsteinHead of AM Client Skills Training Americas J.P.Morgan Asset Management


Networking luncheon


CASE STUDY ON BANK MIDWEST: Enhance Employee Satisfaction and Business Results through a Behavior Style Program

Do you ever sit in meetings and wonder, “What is wrong with him/her?” In this unique case study from Bank Midwest, you will learn how understanding behavior styles can help you see others not as wrong, but different. In the best-case scenario, you will realize you actually NEED those different styles on your team to be the most effective. Assessing and understanding style differences help leaders build trust and respect within a team, which is paramount to creating an environment where productivity is at its highest.

  • Learn what makes employees want to give 100%, makes teams collaborate effectively, and makes customers perceive they are understood.
  • This behavior styles program teaches teams to understand themselves and their impact on others as well as how to build upon the strengths of others, including those who think and act differently.
  • Learn how to apply behavior style inventory to assess and explain differences. This session will teach you how to use style differences to improve employee satisfaction and business results.

Suzi KalsowVP Learning and Development Bank Midwest


Design Thinking: How do you Create the Experience that enable your People Leaders. Using personas and dream maps

Kamaria ScottEmployee Experience Sr. Manager Accenture


Afternoon refreshments break


PANEL: The Workplace Culture: Cultural Accommodations in a Hybrid World

Never before has workplace culture been so critical. In the current blended future, what will take the place of the people, culture and learning/training? How are organizations tackling this intangible but necessary quality.

  • Define culture and how can we use the L&D platform to drive and develop leaders
  • What happens in training drives the culture. Overall how are L&T management helping drive culture
  • In a hybrid setting: how would you include
  • How to sustain an office culture when there is no office? Can a virtual environment provide office culture?
  • Successful training and learning programs in the current hybrid culture, how does that work?
  • Technical difficulties and how to tackle them.


Curtis TwonlyCompliance Education Manager Wells Fargo Advisors


Joy JosephTraining Manager Liberty Mutual


How to run hybrid style meeting - a combination of remote and live

Lee DeanerPresident Leading Edge Training Solutions


Day one concludes


Networking cocktail reception


Continental Breakfast


Chairman Recap of day one


CASE STUDY ON VANGUARD: The Team Intelligence Offer: Harnessing the Power of Teaming to Create High Performing Teams: The Key to Team Health and Productivity

Case Study on how Vanguard has been building– the Team Intelligence Offer – which are a series of consultations, interventions and measurements, designed to help their global employees understand the power of teaming and team health and to help them to see the link with performance management. In our current, rapidly evolving, post-pandemic work environment, organizations are looking to high-performing teams to continue to surface as a key factor and overarching theme to enhance productivity.  Efficiency, engagement, trust, productivity, and innovation all flourish amidst high-performing teams. Learn from Vanguard, how the Team Intelligence offer was critical in transforming team environment into a healthy, engaged, trusting, and effective unit that’s greater than the sum of its parts. Key topics include:

  • What makes a team high performing?
  • The importance of “Psychological safety” in teams and the factors that define and contribute to a psychologically safe team
  • Why do some teams perform better than others even if they are doing the same or similar tasks. How to apply that learning to the teams that need help
  • Applying data, analysis and technology to understand team’s (2500 in total) performance
  • Pulling the data together to tell a story and conduct predictive analysis
  • Moving towards a circle called the Social Network Analysis
  • The Role of Technology and Platforms
  • Metrics and Lessons learnt

Matt PatrillaLeadership Performance Consultant & Head of Team intelligenceVanguard


TECHNOLOGY PANEL: Leveraging Technology in the Hybrid Era: How Technology Can Best Support the new Hybrid Workspace.

Topics discussed will include:

  • Various digital tools used to enhance the delivery of learning
  • Uses of Artificial Intelligence (AI) and Machine Learning (ML) to accelerate an organization's learning journey
  • Uses of Virtual Reality (VR) and Augmented Reality (AR) for learning
  • Games and gamification in organizational learning
  • Ways to best use video to improve learning and performance
  • Designing effective learner experiences in a hybrid world.


David GuralinickPresident & CEO Kaleidoscope Learning Adjunct professorColumbia University


Mike WynnSr. Vice President Innovations Bank of America

Andrew ShieldsAssociate Director, Learning Solutions KPMG

Benjamin DuffyAVP Digital Learning and Knowledge Management UNUM


CASE STUDY ON 1st SOURCE BANK: How we advanced leadership skills by creating a hybrid leadership program: LEAD (Leadership Education and Development)

How do you ensure that current and future leaders move away from reactively managing leadership or culture-fit issues and move to proactively ensuring the organization’s mission, vision, and values are deeply engrained in future senior leaders? Beginning leaders were always provided the basic support and training when becoming a first-time or newly promoted manager within 1st Source Bank. When an analysis of the management curriculum was completed, a gap existed for mid- to upper-level managers. The Talent Development team designed and developed an enhanced leadership program called LEAD, that extends beyond the basic core principles of management and moves to accelerated principles of leadership, coaching, and change management that closes the gap. This 15- month leadership program involves six topics in a hybrid setting to meet the needs of leaders representing different business units across their geographical footprint. In this case study style presentation, you will learn about the program, the processes, methods, and metrics used, along with the challenges faced to launch on time. Topics of this case study include:

  • Designing the leadership program: rationale, buy-in, methodology
  • Strategies and challenges with implementing in a siloed organization
  • Metrics to track and manage progress and success
  • Celebration of successes
  • Lessons learned:
    • technology in a hybrid setting
    • adaptability especially during the pandemic
    • feedback conversations
    • selection of candidates, format

Margie DeCraene Talent Development Senior Specialist, and Instructional Designer, Human Resources1st Source Bank


Morning refreshments break


CASE STUDY RUSSELL INVESTMENTS: Football Players practice before the Big Game, Does your Team?

When football players get ready for their big games – they practice hours ahead of time to learn more about their opponents, find better ways to communicate as a team to create the plays and ultimately win! Now, think about this from the stand point of your sales team. If they don’t practice regularly, they are not operating at their highest potential to be at their best for each other and for the client! For a team to be effective, we need to create a culture of learning to hone our craft with new skills, strategies, and communications to win the next client and make the next sale. Join Dawn Lewis, Training & Development at Russell Investment in an interactive conversation to go through a few case studies around creating a culture of training that will help you attract, develop, and retain your talent and your clients! Topics covered include:

  • The Value of Training: Prospecting, not everyone is the quarterback or tight-end
    1. The goal of the training is to develop conviction and confidence to win
    2. Creating excitement to align training with the sales process
    3. Aligning the training to the quarters of the sales process (lifecycle of the client relationship)
    4. Plan for what the team needs to walk away with to be successful
  • Scheduling practice: CASE STUDY: Prospecting Practice (but can be applied to anything)
    1. Address change management
    2. Push vs. pull training methodologies
    3. Create regular cadence for the training -be pro-active not reactive
    4. Plan to train defense / offensive positions
    5. When designing, create interactivity and scenario-based learning
    6. Keep the goal in mind – what does the team need to walk away with to be successful
  • Running the play (training)
    1. CASE STUDY: Prospecting – Winning the prospect (but can be applied to anything)
    2. Trust, but challenge your team – not everyone knows everything
    3. Address change management
    4. Monitor progress and get management to support training messages
    5. Is anyone still on the bench? Get everyone on the team involved!
    6. Celebrate success and encourage friendly competition
    7. Make corrections when needed, sometimes we need to re-run the play
  • Get feedback “I can teach this back…” to get stronger commitment to training
    1. a. CASE STUDY: Prospecting Feedback (but can be applied to anything)
    2. b. Ideation to execution – are the ideas learned being implemented
    3. c. Follow up! Follow up! Follow up!

Dawn Lewis Manager Training and DevelopmentRussell Investment Management


Speed Learning Roundtables—Exchange Tips & Strategies with your Peers

Our interactive roundtable discussions will center around the latest industry trends. You choose the topics that are of most interest to you. Each table will consist of 8-10 participants and a moderator. Find solutions to your pressing challenges and share your experiences with your peers in this thought-provoking session. Prior to the conference we will survey attendees to ensure we are hitting the topics of most interest to you. Possible topics include:

  • Virtual meeting best practices
  • Email copywriting tips
  • Ending your meeting with a call to action
  • Social media best practices

Networking luncheon


TECHNOLOGY: Reimagining Online Learning: Using Technology to Design Human-Centered Learning Experiences

Now more than ever, technology plays a central role in learning and development. But how can the uses of technology for learning and performance purposes expand and grow? Existing technologies as well as new technologies such as virtual reality (VR), augmented reality (AR), and artificial intelligence (AI), provide opportunities for us to create a wide variety of experiences that can improve learning and performance, many of which feel substantially different from traditional online learning experiences. In this session, we’ll explore approaches to designing online and hybrid learning experiences that are effective and engaging, and feel meaningful to their audience. We’ll approach experience design from a holistic perspective that leverages research from various fields. The session will include demonstrations of examples of successful technology-based learning and performance experiences. Topics covered in this session will include:

  • Themes underlying the design of online experiences that improve learning and performance
  • Research underpinnings of online learning
  • Creating experiences that learners feel an emotional connection with
  • Designing experiences that fit into learners’ workflows and lives
  • How to make the best use of learning by doing methods and game elements

David Guralnick, Ph.D. President and CEOKaleidoscope Learning Adjunct ProfessorColumbia UniversityPresident International E-Learning Association, NY


ESG Initiatives at BlackRock for alternative investments:

  • How is ESG evolving in a post pandemic world?
  • Leveraging best practices from compliance program implementation to effectively implement a proactive ESG strategy
  • How are ESG regulations changing and why?
  • Expanding the strategic focus from “shareholder value” to “stakeholder value”
  • The value of cross-functional collaboration in ESG implementation
  • How to have your employees feel have they contributing but not have the tail wag the dog.

Sally Michalski Head of ESG Strategy & Engagement for AlternativesBlackRock


Afternoon refreshments break


CASE STUDY ON METLIFE: Workforce of the Future in the Hybrid Era: Maximizing the impact of Learning Solutions and Preparing Current Talent for the Future.

Kirsten Jackson Director, Workforce of the Future Development MetLife


DE&I: Case Study

Implementing best practices in DE&I How to best partner with C-suite leadership to deliver diverse and inclusive environments Strategies to go from the concept of DE&I to actually scaling and supporting the initiative throughout the enterprise.


Chairman closing remarks


Conference ends