The Impact of Technology on the Business Side of HR - FuelHR 2019 Keyote - May 2019

In this age of digital transformation, the speed of business propels at breakneck pace. Thirty years ago, companies moved much slower, akin to a Class-II whitewater rapid. The executives at the helm of the lead boat negotiated the rapids dragging everyone else behind in another boat. Support functions and many individuals definitely didn’t have a place in the lead boat, but it didn’t matter much, as the convoy still succeeded moving at a manageable pace. But today, companies demand agility, responsiveness, and foresight as they traverse dangerous Class-VI rapids. Insufficient or ineffective communication fostered or hindered by Relevancy of individuals and Teams across all disciplines leaves your organization perched precariously on the edge of a major crisis, potentially provoking financial catastrophe, deteriorating customer loyalty, and brand presence. Damage comes in more insidious forms as well, including the repercussions of ineffective production and communication, or the cancer of a toxic organizational culture. Despite these treacherous waters, we are still often not asked to be part of the lead boat. Pat Bodin, the best-selling author of Get in the Boat: A Journey to Relevance, will discuss organizational relevance and actionable items to give you the opportunity to earn a seat in the lead boat. Impacts of Organizational Relevance include: For the Individual: Elevates their awareness of the needs of all groups within the organization Broadens their visibility to the core operations in support of its’ needs Creates improved job satisfaction and belonging For the Organization: Strengthens the working relationships across all disciplines and improves retention Fosters Talent Development Drives performance through common focus between individuals and groups

LEADERSHIP TRANSITION COACHING: A STRATEGY TO FOSTER A POSITIVE WORKPLACE CUL...

Organizations today recognize the importance of developing a strong organizational culture. According to Gallup, frontline leaders account for 70 percent of the variance between a great culture and a lousy one. However, new leaders are often promoted from within or hired into an organization with minimal direction and support, leaving new leaders to learn for themselves what it means to be a leader. When inevitable challenges arise, new leaders are often left without the support they need to survive, let alone thrive. Since 2009, CareSource, a nonprofit managed care plan based in Dayton, Ohio, has offered new leaders a certified personal coach to proactively develop and sustain their culture. The Leadership Transition Coaching program pairs new leaders with a certified coach to help define their leadership style and facilitate a positive team culture to ensure organizational success. The program is yielding more confident new leaders and a strong return on investment for the organization. Session participants will: Explore the importance of developing and supporting new leaders in order to foster a positive culture. Learn how CareSource has successfully leveraged leadership transition coaching to support the development of new leaders. Identify key elements for developing a successful, sustainable internal coaching program.

THE LEADERSHIP DEVELOPMENT DILEMMA

Despite enjoying one of the most highly-educated workforces in history, today’s organizations are struggling with a common challenge: how do we develop the leaders of tomorrow? When only 14 percent of current CEOs believe they have the talent necessary to execute their business strategies, it’s clear the problem is widespread. And this begs the obvious question: What does the leader of the future look like? And, more pointedly, why are organizations having such a difficult time developing them? Join Chief Learning Officer and Damian Vaughn, chief programs officer at BetterUp, for a robust evidence-based discussion on the leadership development dilemma. We’ll explore the question of whether L&D as we know it is ill-equipped to develop leaders who can navigate these disruptive times. You’ll hear what new human skills are in hot demand and set to redefine the leader landscape. And we’ll also consider whether a fundamental shift in the way we think about learning and development itself is required to respond to both the current disruptive marketplace and the needs, expectations, and abilities of the modern employee. You’ll come away from this webinar with a better understanding of: Why the disrupted workplace requires a fundamentally new type of leader What skills most leaders lack that are critical for navigating change Where most leadership programs fall short, and exciting research-based alternatives Why tomorrow’s leaders must be developed, not just trained—and what the difference is The benefits of coaching versus training, and compelling results of recent research

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RE-EVALUATING YOUR ORGANIZATION’S SKILL GAPS

Many companies seem to have fallen victim to the ominous skills gap – but only because they’ve found it’s easier to place blame somewhere than to look at what they can do to fix it. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are lending to skill gaps? Have you done a formal assessment to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce? Join Katie Miller from BizLibrary as we re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently. In this webinar, you’ll learn: The factors that could be contributing to your skill gaps, and how to find and address the root causes How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations How to start uncovering your organization’s skill gaps with a formal assessment How to use modern training methods to bridge skill gaps by upskilling your workforce

The communication and training resource book is actually over 700 pages. I’d like to eventually make it all available online. The book preview is 106 pages and illustrates the use of web-based technology for engaging real-time measures, contribution, and delegated results. The book showcases EmployeeTalk Technology in the process, and examples dialogs and concepts in the application of methods, techniques, and tools. I focus on development in over forty core competencies that can help anyone wanting to grow with their organization. One of the main focuses is on follow-through actions, exercises, and other book readings to help performance growth.

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The biggest challenge to engaging employees is FOCUS. (P) We have thousands of ways to “engage,” but HR is siloed and cross-functional with different teams responsible for engaging at moments that matter. This dilutes the overall focus on the entire employee lifecycle, leading to missed moments, fractured experiences, and unnecessary friction points at best. At worst, disengaged employees are dissatisfied and less productive, even detractors to organizational culture and your customer experience. (P) The Now of Work is a state of working that is distributed, digital, and driven more than ever by technology intended to keep us connected. Adding complexity is the extended workforce; not all your workers are fully employed, but everyone needs and deserves the same easy, frictionless experience of work for your company. (P) Here’s the crux: technology alone doesn’t drive connection or engagement. That requires an intentional approach and a digital way of thinking. Jason Averbook explains the Digital Equation for Employee Engagement success in this inspiring keynote.

Aileen Heinberg & Ankita Roy: Design Implementation with Behavioral Science

Service Design Network

Using case studies from our experience at Memorial Sloan Kettering Cancer Center, we will demonstrate how service designers and behavioural scientists can collaborate to increase the effectiveness of implementation. We have found that empathizing with all players within an ecosystem, combined with embedding a behavioural perspective throughout the design process, helps facilitate stakeholder buy-in and effective design rollout. Looking at the experience through a behavioural lens focused on the decisions and behaviours of all players allows for a critical reframing of issues that are initially presented as operational challenges.

Organizational development measures

THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLD

A volatile, uncertain, complex, ambiguous (VUCA) workplace requires a distinct set of leadership competencies: non-hierarchical influence, the ability to rapidly align across functions, creativity for drawing insights across domains, and most of all, “empathy,” the linchpin leadership skill in the modern workplace. Empathy allows us to imagine the world from different perspectives, unite across functions, generations, regions. Join Melissa Lanier of T-Mobile to learn about “The Agility Shift,” an award-winning leader development offering designed to equip people managers to thrive in an uncertain, complex, and ambiguous environment. The program, which will utilize cutting-edge virtual simulation technology, is designed to help leaders respond quickly and increase resilience by immersively preparing them for stressful encounters. Impact is measured on an individual, function and business level. Collectively, managers report learning how to “avoid tunnel vision,” "think on their feet," “respond rather than react” and embrace a positive mindset.

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Learn the most critical 10 trends in talent acquisition technology. By understanding these technologies and trends and what’s driving these trends, you’ll make better technology purchases. You’ll understand what criteria you should use, and what tradeoffs should you expect to make with your purchases. Talent acquisition technology is NOT rocket science, but technology advancements are moving quite fast. The three goals with this session are that you are aware, you understand and you’re confident about the immediate future of talent acquisition technology.

MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNED

The ‘Measuring the Business Impact of Learning’ benchmarking survey, conducted by LEO Learning and Watershed (on behalf of Learning Technologies Group) is entering its fourth year. With the survey launching on November 1st and closing on December 13th, LEO Learning and Watershed are holding a webinar to reflect on the results so far, plus discuss how organizations they’re working with have overcome the barriers in measurement planning and implementation. The insights are drawn from their group experience working with a range of clients in this field and should be valuable for anyone who wants to get going in learning analytics and sustainable business impact assessment. Join your hosts as they cover the state of the world of measurement, and you’ll receive: An understanding of how well-known organizations have overcome the barriers in measurement planning and implementation. Real-world examples of how to get management buy-in, designing for data, building data ecosystems, implementing a learning analytics strategy and more. The opportunity to take this years ‘Measuring the Business Impact of Learning’ survey, and see the results coming in live!

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The last 5 years has seen an explosion in new technology and tools in talent acquisition. Hundreds of companies have been funded, some have been acquired, and many more will go out of business. Against this noise we’ve just seen one of the biggest corporate M&A deals in history, with Microsoft entering the space to acquire LinkedIn. In this session we’ll make sense of a few key themes from the craziness of the past few years, and explore how the LinkedIn-Microsoft deal could be a watershed moment for recruiting technology. This was a presentation to the Northern California HR Association, HR TechXpo in August 2016

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The world of work has undergone massive transformation, and the “future of work” is NOW. HR teams around the world are being challenged to help their organizations keep up with the pace of change, maintain their competitive advantages within the markets they serve and build world class organizations. There is no correct path to success but those organizations who are able to adapt to the changing realities of our global business community, and leverage technology to support and enhance internal business practices are at the forefront. What can HR do to lead the way in contributing to this? Can they? What does scaling HR through technology mean? In this talk, Jeff Waldman will take the audience on a journey to understanding the following: 1) What does the world of work now look like, and why it matters? 2) What does HR need to be focusing its resources on, and why? 3) Why is technology so important to HR’s success and what is it supposed to help achieve? 4) What does scaling HR through technology mean and look like?

Using big data to measure and maximize quality of hire | Talent Connect Anaheim

The rule of big data: if A and B predicts X, you need to track A and B to ensure you achieve X. For X, plug in quality of hire. Stay tuned to learn all about A and B. What is big data? What is little data? What’s the difference between predictive analytics and process control metrics? Join this session to find out. Lou will take you on a whirlwind tour of what it takes to optimize every aspect of your sourcing and recruiting efforts. The goal: how to find more great candidates and maximize quality of hire. Big data topics covered in this session will include: discover the best predictors of quality of hire, intro to Lou’s Recruiter Competency Model (the recruiting skills that drive quality of hire), directions to the talent sweet spot, and the four keys that open the door to finding the best talent—and how to use big data to get there. Check out the best of Talent Connect: http://bit.ly/1MBqz6m

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In this joint keynote, LinkedIn’s CHRO, Pat Wadors, and Head of Talent Acquisition, Brendan Browne, discuss how they have successfully aligned talent acquisition and talent management for success. Pat discusses her three-year journey roadmap that she designed upon joining LinkedIn in 2013. Together, they share how their talent strategy supports the company’s five-year strategy. Watch the best of Talent Connect: http://bit.ly/1MBqz6m

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Lou Adler & LinkedIn Recruiting Master Class: Job Descriptions & Intake meetings

Redefine your job descriptions as career opportunities by taking control of the hiring manager intake meeting. To be an effective and efficient recruiter, it’s essential to understand the job you are recruiting for by conducting a thorough hiring manager intake meeting and clearly defining the performance-based role requirements up front. The initial hiring manager intake meeting is critical to get right because in later stages, recruiters will spend a lot of time researching candidates and nurturing prospects. In this deck, you will learn why and how you should: - Prepare a performance-based job description: the key to hiring the A-Team - Get the hiring manager to define and "own" the employee value proposition - Clone top candidates using LinkedIn Get advice on how to convert jobs into careers and lead a successful hiring manager intake meeting. Check out the recording of the webinar: http://bit.ly/1zk9oDl

Finding the 'Why' Behind Talent Management Technology

A company’s most valuable asset is the people who walk through its doors each day to manage, lead, coordinate and execute. Providing these employees with a first-class experience from pre-hire to retire is the most crucial element to sustaining a successful business and attracting talent that will develop into future leadership, and utilizing cutting-edge technology is a key ingredient to the process. Join us as Thomas Boyle and Chris Lennon of SilkRoad help attendees discover the “why” behind talent management technology, exploring the capabilities and power of automation and its positive effect on the employee experience and your company’s bottom line. Register and attend to discover: The power of technology in talent management. How utilizing technology can drive better business results and increase ROI. Why automation of talent management processes can increase engagement and retention.

Using big data to measure and maximize quality of hire | Talent Connect Anaheim

Presented by Lou Adler, CEO, The Adler Group. The rule of big data: if A and B predicts X, you need to track A and B to ensure you achieve X. For X, plug in quality of hire. Stay tuned to learn all about A and B. What is big data? What is little data? What’s the difference between predictive analytics and process control metrics? Join this session to find out. Lou will take you on a whirlwind tour of what it takes to optimize every aspect of your sourcing and recruiting efforts. The goal: how to find more great candidates and maximize quality of hire. Big data topics covered in this session will include: discover the best predictors of quality of hire, intro to Lou’s Recruiter Competency Model (the recruiting skills that drive quality of hire), directions to the talent sweet spot, and the four keys that open the door to finding the best talent—and how to use big data to get there.

Managing the Quality of Managerial Hires -- Alghanim at ConnectIn Dubai

LinkedIn For Search and Recruitment Firms

Alghanim presents how to measure the impact of your hires at ConnectIn Dubai 2015. Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015

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Think about the best people you’ve ever worked with. Your best placements. Your best clients. Your best recruiters. What do they do differently every day, every week, every month and every year? You’ll discover that everything they do is predictable. In this session, industry expert Lou Adler will show you how to uncover the predictors of success during the intake meeting with your hiring manager clients. Then you’ll use these same predictors to drive every aspect of the recruiting process from sourcing to negotiating offers. Here are some of the key takeaways Adler will cover in this can’t miss session: - Learn how to get hiring managers to happily discard skills and experience infested job descriptions. - Find out what it takes to get hiring managers to see every one of your candidates. - How to predict and measure quality of hire long before the hire. - How to close more offers by taking compensation off the table.

Achieving Results with Talent Mobility: Case Studies and Lessons Learned

Organizations that embrace a systematic talent mobility strategy significantly outperform their peers. Bersin & Associates defines talent mobility as “a dynamic internal process for moving talent from role to role — at the leadership, professional and operational levels,” and a Bersin report states that “the ability to move talent to where it is needed and by when it is needed will be essential for building an adaptable and enduring organization.” Join us for a webinar to see how several large global organizations achieved the benefits of talent mobility.

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For Better or For Worse: How Artificial Intelligence is Impacting Diversity a...

Diversity, Inclusion and Belonging (DIBs) is a critically important business imperative. It is not enough to not focus on all 3 areas of DIBs as a collective. They are tightly connected, and focusing on all 3 will provide organizations with a competitive advantage. The rapid growth of technology, specifically artificial intelligence, has created an interesting dilemma for HR practitioners. We are still in the early stages of figuring out how AI can truly help us make better people decisions. We know that it can, and will, help us but we need to be cognizant of the real potential for AI to be biased. The datasets in which AI operates from needs to be unbiased so that the outputs of AI helps us make good decisions. This talk delved into the goals of DIBs, what AI is and how to de-risk AI in our organizations at it relates to Diversity, Inclusion and Belonging. Hacking HR (https://hackinghr.io) is a global group of people excited about the future of Human Resources and the workplace. Specifically interested in building a community of like-minded HR and tech people enthusiastic in human development and technology, and making them work together for the benefit of everybody and creating the workplace of the future. This talk was built and delivered by Sage Franch (Co-Founder at https://www.getcrescendo.co/) and Jeff Waldman (Founder at http://ibelong.work/)

How to Leverage Technology to Maximize Employer Brand Equity

I had the privileged opportunity to speak at the inaugural HR Tech Summit Canada 2017. The event hashtag was #HRTechCanada and the attendance at this event was phenomenal. My 30-minute talk was about how to leverage technology to maximize employer brand equity. SESSION ABSTRACT: Regardless of the company size, employer brand is a huge part of successful organizational business strategy. Further, the proliferation of technology during the past decade has resulted in employer brand being at the forefront of people strategy. Well known employer brands such as Westjet, Starbucks, Adidas, Nurse Next Door, GEICO and Airbnb are building strategies that successfully integrate and leverage the power of technology to create memorable and unique experiences. In this tech talk, learn how to leverage technology and social media to take your employer brand and candidate experience to the next level, including: 1) Understanding the main drivers of employer brand equity and how technology influences it. 2) How to leverage social media (LinkedIn, Twitter, Snapchat and Instagram) as your key communications and engagement channels to build brand equity. 3) Case studies and practical examples of how companies are successfully using social media and technology to elevate their brands and improve their candidate experience. 4) Tips to easily start leveraging technology into HR and recruitment practices.

Yes, I Can't Hear. So What? -- DisruptHR Toronto 3.0 (December 1, 2016)

I had the privileged opportunity to speak at DisruptHR Toronto 3.0, and event that I co-organize. It was a special occasion for me because I had done the same talk at DisruptHR Kingston a couple months ago, but I was able to refine my message, and I think it worked well. People often tell me my story is unique and inspiring. For some reason I have a hard time seeing this because what I spoke about was my life since birth. Growing up was not easy, and while I experienced many thrills and successes, I also experienced many setbacks, disappointments and bouts of sadness. The cool thing though, is that I was able to pick myself up each time I fell down, or was knocked down, and I was able to continue climbing that massive mountain that I continue to climb today. I connected my own personal story to my 16+ year career in HR. It's no secret that we have a global talent problem. We are finding it more difficult to find people with the highly specialized skills that we need in our organizations, specifically technological skills. On the flip side we have a massive, and I mean MASSIVE, group of people who possess a disability that are able to work, but are either under-employed or unemployed. There is a huge gap here and while governments, not-for-profits and even for-profit organizations have dedicated resources to this issue, it continues to be a problem. The research clearly shows that people with disabilities are more loyal, productive, are absent from work less, and are more able to cope with change. While we still try and grapple with a talent problem using old solutions that don't work, it's time we change this and tap into this relatively untapped labour pool.

How to Align Your Employer Brand From the Inside Out

This presentation was delivered at the HR Leaders Summit in Toronto on November 17, 2016 -- www.hrleaders.ca. During the course of the Summit attendees will have learned about how to build world class organizations. Topics relating to performance management to data analytics to workplace culture, and everything in between, everything we do on a day-to-basis boils down to one thing. That thing is “brand”. When you ask yourself which organizations have strong external brands (product or employer), you immediately think of several. Perhaps you think of Apple, Google, Lululemon or Hootsuite. For their own unique reasons people gravitate towards them, buy their products, seek employment opportunities and willingly promote them to their networks. But when we overlay the notion of an “internal brand” we get confused. What does this mean? Why does it matter what employees think? In the age of employer-rating websites, such as Glassdoor, and rapidly shifting labour markets, aligning your external brand with internal brand is more important than ever to generate long-term employee loyalty and engagement. In this session, Jeff Waldman will share best practices, including: - How the different types of brands interconnect. Why the employee voice matters more than ever, and what to do about it. - Using the concept of customer experience to help shape the brand: customers of business and employment. - A model for building an effective employer brand strategy. - Programs and tactics to cultivate and build a strong internal brand. - Best practices in leveraging technology and working with marketing to build and promote the brand, internally and externally.

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This presentation was delivered at Achievers' ACE 2016 conference in Toronto (September 13-14, 2016). It was part of the "Aspire" conference track. Creating and embracing diversity not only is the right thing to do, it is absolutely essential for the success of your organization and keeping your employees engaged. Join Jeff Waldman, Head of Talent at Security Compass, to gain a solid understanding of workplace diversity and what it actually means. In this session you’ll learn a conceptual understanding of the connection between workplace diversity and employee engagement, hear about the business case for workplace diversity as the key driver of employee engagement and business success, and take away a proven diversity and inclusion model to implement at your company.

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This session was delivered at the HR+Tech Professionals T.O. meetup (http://www.meetup.com/HR-TechTO/) on June 25th at the Achievers.com HQ. The presentation was in 2 parts -- first part was my presentation and the second part was delivered by Kate Pope and Andrea Webb of Achievers. The focus on the session was on describing the changing workplace and how technology (social media and emerging HR technology) is impacting the workplace, specifically all functions within HR.

Social Data - The Impact of Social Media on Recruitment

This session took place at the inaugural HR Metrics Canada Summit (http://www.hrmetricscanada.com/) on June 20th in Toronto. The purpose of the closing keynote was to present the shift that is taking place within the HR/Recruitment industry that strategically integrates social media and emerging HR/Recruitment technology into talent acquisition practices. Shifting from online resumes to online profiles, which provides Recruiters, HR Practitioners and Hiring Managers with richer and more diverse data on job candidates. Other key messages include job boards are dying, technology is being developed with a "mobile-first" mind-set, true strategic recruitment focuses on using talent communities to engage prospects (like top Marketers do), proliferation of people search engines (a.k.a. Google people search on steroids), the career site is becoming the central hub that integrates all online channels and recruitment analytics is still in its infancy. The final argument was that the model for recruitment is changing, which integrates continuous data analytics to provide more intelligence insights to recruitment strategy.

Activating Employer Brand with Social Media

Employer brand is becoming a huge part of successful organizational business strategy. Well known brands including Sodexo, Google, Lululemon, Westjet Airlines, Starbucks, Adidas, Coca Cola and many more are building employer brand strategies that align with their corporate and service brand strategies to drive business value. The only difference between employer brand and service or product brands is the product itself. Employer branding is about people -- current employees and employee prospects and how they perceive an organization as a great place to work. The good news in all of this is the exact same branding principles that are used in corporate brands apply to employer brand, and it's all about emotions. The complex nature of human emotion is that "thing" that impacts how strong, or weak an employer brand is. Social media is that key communications and engagement channel that the great employer brands of the world are leveraging in their employer brand strategies. Social media enables any brand to more quickly engage with global audiences, and build brand equity. At the end of the day, "perception is reality, but the trick is to match perception with an accurate reality of what it's like to work at an organization". Sought after employer brands understand this, and understand that walking the talk is how an employer brand strategy will work, proliferate and realize long-term success.

Adoption of Social Media in HR & Recruitment

SocialHRCamp was founded and launched in early 2012. Camps have been run in Vancouver twice, Toronto twice, San Francisco twice, and Boston. Smaller-scale events were run in Singapore, Manila, Chicago and Atlanta. Each Camp attendee registers through an Eventbrite registration page. During this process they are asked to respond to 3 key non-mandatory questions about their social media use. 336 of Camp attendees in 2012 and 2013 provided useful data to these questions, which forms the basis of this report.

Social Media & Employee Engagement

The world is constantly changing at a rapid pace. The impact of these global changes are impacting all facets of the workplace. People, technology and infrastructure are organically changing. Changes include how we communicate, the design of our physical office spaces, where we decide to work from, business tools, technology, social media technology, organizational structure and hierarchy, work/life blending, role of job satisfaction, information access and the generational make-up of our workforces. How organizations manage these interconnected workplace changes will impact their ability to engage their employees. The key drivers of employee engagement are, always knowing what employees are thinking, intentional creation of a desired culture, recognition and value, open and transparent communication + strong leadership, career pathing and opportunities, social good and positive and real employer branding. Changing workplaces require a change in how we conduct our day-to-day business. Social Technology is how we successfully and effectively deal with these changes. Social collaboration, social learning, social recognition, access to real-time and useful data, social recruitment and strategic employer branding. Integration of the right social technology tools will positively impact employee engagement. People are social beings, and social technology allows, enables and promotes people to be social in the workplace. This presentation was delivered on Friday, January 10, 2014 to the delegates who competed at the 9th Annual Organizational Behaviour Case Competition at Ryerson University in Toronto. 10 Canadian business schools attended and competed. This session was meant to inspire, educate and help delegates infuse creative ideas in their presentations the following day.

Your Personal Brand: YOU & YOU

As a freelancer, how everyone perceives you is EVERYTHING. This perception of YOU is also your corporate brand because you are the company. This perception of you is also called your “personal brand”. There are so many things that make up your personal brand, and each are so critically important to your success as a freelancer. This workshop will help you identify what components make up your personal brand, and how you can positively influence each so that your personal brand is a powerful and successful one.

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