2022 Agenda

Registration & Continental Breakfast

Chairman’s Welcome

HEADS OF LEARNING PANEL:

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.

Moderator:

Panelists:

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

CASE STUDY ON VISA SALES TEAMS – A Story About Back to Basics: How to Make Our Teams More Visa and Client Ready

Visa has been on the forefront of payments innovation since its beginnings as an Association of Banks. From the time it went public in 2007, it’s been a spectacular ride; profits have soared and business has boomed. We are today according to a recent article in the Economist, probably the most successful Financial Institution in the world, accounting for over 15% of global GDP..

Yet our sales teams have needed to keep up with the changes. In a business acumen assessment done last year globally, some client facing teams needed to better understand how Visa makes money and how our network helps clients prosper. More than half of those assessed said they could use help with explaining Visa’s value proposition, its role in the payments ecosystem and our competitive advantage. Another popular request was to better understand how our clients truly made money with Visa. Those are big red flashing lights for any learning lead!

This case study examines the problems we needed to solve, what to focus on for leadership development, and how we improved our client engagement to meet our needs. Some key takeaways include:

• Developing a gamified knowledge management platform to better understand our products and services
• Skills development in consultative selling, negotiating, and storytelling
• Cross-functional and experiential learning in an Advanced Boot Camp format

Morning Refreshment 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

Moderator:

Panelists:

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!

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.

CASE STUDY: Developing Talent in an Era of Uncertainty: Preparing Current Talent for the Future

A Case Study on how MetLife is championing employee engagement and growth opportunities through learning. Take a tour of two of MetLife’s Cornerstone Global Development Programs and explore how data, experimentation, and collaboration all play key roles in creating and executing these award-winning programs.
Key topics include:

• Data-driven experimentation
• Culture nuances for global audience
• Multi-faceted engagement approaches
• Program performance and employee impact

Effective Strategies for XR Development in Learning

Commercial solutions for the development, distribution, and consumption of XR learning solutions have made a strong emergence in the L&D space. But sometimes it can be difficult to know where and when a Virtual Reality, Augmented Reality, or Mixed Reality solution will be beneficial for your learners. During this session we will take a look at some examples that the GP Strategies team has deployed and discuss successes, challenges, and things to consider when you are thinking about entering the virtual world.
Following this session you will benefit from these 3 key takeaways:

• Understand the strengths and strongest use cases for VR, AR, and MR.
• See examples of XR deployments
• Learn about industry studies that have measured the impact of XR solutions

Afternoon Refreshment Break

The Aftermath of the Pandemic: The Hybrid Meeting & Training Environment

In the aftermath of the pandemic where virtual events became the only way to continue to have meetings, complete training, and further personal development your eyes were probably opened to a whole new level of virtual engagement. Now that the pandemic is starting to give way to live meetings you are facing some new challenges. The major challenge are the participants who are still uncomfortable traveling and/or meeting live. That is one of the major challenges Jeff Taylor faced with an event he was planning last spring. During that event we developed an integrated training and technology plan that allowed him to conduct an interactive training session ensuring social distancing and ensuring that those participants who were uncomfortable traveling were able to meet the same objectives as those live, including breakout sessions and conducting teach backs between live and virtual participants flawlessly. During this case study we will detail the training and technology design that was able to result in a successful integrated training session. The learning objectives:

• Define critical components required to set up the meeting space and technology allowing both live and virtual participants to interact throughout the day with the presenter, each other, and in breakout groups.
• Identify the key technology components that are imperative to maintaining the engagement of the session without hindering the flow of the schedule.
• Describe the setup of the meeting room to account for social distancing, microphone setup to reduce the risk of exposure, and illustrate how you can incorporate these elements into training sessions you have combining both live and virtual participants.

How Learning & Development Groups Can Leverage the Growth of the Gig Economy

The role of the gig worker has transformed as companies staff up in the post-pandemic era. In this session we’ll explore how L&D gig workers and vendors can be utilized to build responsive training organizations to deliver a variety of programs such as compliance and regulatory programs, DEI initiatives, and new hire onboarding, all while meeting the demands of ever-changing policies, laws, and financial services regulations.

Learn how you can leverage talent in your extended vendor network, utilize flexible resources, and uncover hidden skills.

Transforming Leaders for the Future of Work

The future of work continues to challenge managers to evolve their approach to people leadership to fully embrace flexibility and leading hybrid teams. Beyond learning interventions, successful transformation efforts need to support the transition from how they lead today to how they will lead in future. This session shares how elements of human-centered design can be used to create truly transformational experiences to help people leaders embrace the “what” and “how” of leading the workforce of tomorrow. During this session attendees will:

• Become familiar with elements of design thinking and how they can be used to support change
• Explore how to develop experience principles for enabling people leaders
• Gain awareness of how to co-create interventions to enable successful performance

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

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.

Moderator:

Panelists:

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

Morning Refreshment Break

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?

CASE STUDY: Digital Journey at Unum to Centralize and Professionalize their Approach to Delivering Great Learning and Knowledge Experience at the Speed of Need

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

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

Conference ends