Impact99 toronto slides
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http://www.impact99.ca Impact99 Toronto Nov 7th was the second of two sold out conferences bringing together 99 senior HR leaders for a 1 day bootcamp/think tank on SOCIAL HR and creating more connected workplaces See the youtube channel http://www.youtube.com/impact99conference or follow us on twitter #impact99 @followimpact99 stay tuned for 2012 dates
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Impact99 toronto slides
- 1. Join the Conversation… www.twitter.com/#!/followimpact99 www.facebook.com/impact99 www.youtube.com/impact99conference Twitter Hashtag: #Impact99 http://www.impact99.hashcaster.com
- 2. Thank YOU to our sponsors
- 3. ROGERS ROCKS
- 5. The First HR Trailblazer Trophy
- 6. Impact99 Co-Founders Christine McLeod Jeff Waldman
- 10. Christine McLeod CHRP @impactresults
- 11. Christine McLeod CHRP @impactresults
- 12. What is ENGAGEMENT? “…a heightened emotional connection that an employee feels for their organization, that influences them to exert greater discretionary effort to their work…”
- 14. Engagement is about brain cells
- 15. Leadership is a gift word
- 16. There is brilliance all around you
- 17. Do you ask good questions?
- 18. Do you clear the path for stars?
- 19. You will stand out. Guaranteed.
- 20. Stand out in a good way, not bad
- 21. But how can I take on social?
- 22. New Social Recruiting platforms
- 23. New Recognition, Goal sharing, peer to peer
- 24. New ways to do Employee Surveys
- 25. New ways to manage the Employee Experience
- 26. New ways to Train, Orient, Listen
- 28. The evolution of HR…you are part of it
- 29. #impact99 @sidneyeve on twitter
- 33. EXPERT PANEL- The NEW HR @jenniferricci @laurenfriese @mcrann @stein_nick @erinbury #impact99
- 34. #impact99 Learning Pods #1 & 2
- 35. Break time!
- 36. #impact99 Learning Pod #3
- 37. Taking the next step in your social HR journey Author of “Hitting Stryde: A Gen Y Career Survival Guide” Daneal Charney Brought to you by: LeadershipReframed.com
- 38. 5 ways to make social learning an everyday reality 1. Share knowledge & 3. Look for ideas internally best practices 2. Expand your mentor 4. Enable collaboration universe x-organizationally 5. Make feedback part of the business Brought to you by: LeadershipReframed.com
- 39. 5 steps to radical change Brought to you by: LeadershipReframed.com
- 40. thank you! And let’s stay in touch! @dcharney Check out my latest book “Hitting Stryde: A Gen Y Career Survival Guide”
- 42. Join us on a new journey…
Editor's Notes
- 8.30- Start- Amy and Pam welcome everyone! Introduce themselves Give away the Gift certificate for first tweet about #impact99 I LOVE IT
- 8.35 thank the sponsors (30 sec)
- 8.35-8.37A special thank you to Rogers and Marianne CrannWe didn’t find out for sure until a week ago that the wireless connection wouldn’t be stable enough with 100+ people online at the same time and when we researched options we were looking at over $2000 to bring in a custom option for the dayThrough some very quick thinking and stretching very creatively- Marianne Crann- from the HR departmnt at Rogers who is a panelist here today stepped up when Christine reached out with the POSSIBILITY that Rogers could provide a solution last minute. Rogers has donated to us 12 Rocket Hubs, 15 wireless sticks and the support required for today and our thanks are both sincere and very very genuine- for stepping up when it counts. THANK YOU
- 8.37 Remind people about BINGO Cards (1 min)- winners at the end of the day are the TABLES with the most squares completed
- 8.40 Winners get the FIRST EVER HR TRAILBLAZER TROPHY- the Stanley Cup of HR trailblazers! Follows the conferences and it will be forever captures the photo album of the winning teams!AND each winning team member also gets a one of a kind HR trailblazer medal (Amy and Pam wear them)
- 8.42We wanted to introduce Jeff and Christine (one or two words about them then show video http://www.youtube.com/watch?v=sUx8p8_6aH0&feature=mfu_in_order&list=ULIntroducing – Jeff and Christine
- Jeff- 8.45 The Impact99 Story – How I found Christine
- 8.50- Christine starts her opening address
- We have a habit of throwing acronyms and terms around in HR like no other profession I know. One word that I see that makes people’s eyes glaze over is EMPLOYEE ENGAGEMENT. I have an invitation for you to think about what engagement means. Who has been married? Who has seen a wedding proposal on TV? When two people get to the point in their relationship when they want to take it to the
- We have a habit of throwing acronyms and terms around in HR like no other profession I know. One word that I see that makes people’s eyes glaze over is EMPLOYEE ENGAGEMENT. I have an invitation for you to think about what engagement means. Who has been married? Who has seen a wedding proposal on TV? When two people get to the point in their relationship when they want to take it to the
- We have a habit of throwing acronyms and terms around in HR like no other profession I know. One word that I see that makes people’s eyes glaze over is EMPLOYEE ENGAGEMENT. I have an invitation for you to think about what engagement means. Who has been married? Who has seen a wedding proposal on TV? When two people get to the point in their relationship when they want to take it to the
- We have a habit of throwing acronyms and terms around in HR like no other profession I know. One word that I see that makes people’s eyes glaze over is EMPLOYEE ENGAGEMENT. I have an invitation for you to think about what engagement means. Who has been married? Who has seen a wedding proposal on TV? When two people get to the point in their relationship when they want to take it to the
- Because if you do this, if you pay attention to the culture and environment you have around you, you WILL stand out from the crowd and attract the best of the best/
- And let me tell you- if you DON’T DO those things, you will ALSO STAND OUT from the crowd- but in a much different way. I want you to open twitter right now and in search I want you to type #ihatemyjob. This is real time live conversation about people griping out their boss, their job, their company, their colleagues. And don’t think that conversation gets buried. Go to facebook- and type BANK OF AMERICA sucks. You can also type I hate my job. These are people who now have a voice- and like it or not, cool etiquette or not, they now have vehicles to use that voice…and others are listening. So you DO stand out – either way… but one way is a lot more fun for you as an employer.
- 71% are appathetic or disengaged. Not convinced? Look at twitter go into search and type in I HATE MY JOB. On Facebook do the same. Bank of America SucksGlass Door.com
- Finish at 9.10
- 9.15 Sidney Eve start
- 10.05- 10.20THANK YOU to Starbucks for our BREAK! Your coaches will be serving you momentarilyStarbucks had a Evergreen Partnership at Brickworks in 2011 they partnered with Evergreen in Canada and gave $75,000 donation that went directly to their Common Grounds Stewardship and Restoration Program
- 10.20-10.25 welcome back introduce Geoff Webb
- 10.25-10.50- Geoff SpeaksActivity goes to 11.40am
- 12.45- Jeff Welcome everyone back- introduce the reason for panel and introduce Erin BuryPanel is 12.50-1.35pm 45 minutes MAX
- 1.55 introduce Learning pods- Christine- ROUND ONE2.00-2.25 Learning Pod #12.25-2.50 Learning Pod #2
- 2.45-3.05pm Starbucks break
- 3.05- Jeff introduce Rypple3.10-40 = Rypple and Social HRRypple is third learning pod (no room for 4)
- -3.40-3.55 (BUFFER FOR US NOTHING SCHEDULED- if something runs late this is our BUFFER)- if we have more time we can start Daneal early and then have longer for INSTAPULSE3.55-4.30Thanks for the introduction…My name is Daneal – Shaquelle o Daneal
- 4.40-4.50 give out awardsWinning YOU TUBE VIDEOBring up Sponsors THANK YOUBring up COACHES THANK YOUAnnounce winning teams
- https://www.ebookit.com/books/0000001256/The-HR-Trailblazer-Unlock-the-Potential-of-Your-Employer-Brand.htmlAdd that link to Facebook page at end of day4.50pmLast words Christine and JeffNEXT STEPSTHANK YOU