What’s Next: Taking a Futurist Approach to Career Planning
In this session, you will explore how to apply “futures thinking” principles to career planning. In addition to learning from one another’s career journeys, you’ll hear about the speaker’s career journey and how she futureproofs her skills and capabilities.Applications on the Job:
- List the core principles of futures thinking.
- Apply the core principles of futures thinking to career planning.
Imani Mance, The Home DepotTrack:
Grow Through Change
One of the best things we can do as OD professionals is help people get better at change. Join this session for strategies to support executives, midlevel managers, and frontline employees as they grow through change. Applications on the Job:
- Apply strategies to help executives, midlevel management, and individual contributors and frontline performers get better at change.
- Evaluate change through the three levels of performance (high-level assessment): organization level, process level, and performer level.
Amy P. KellyTrack:
Taking a Hybrid Approach to Performance Management Programs
Many organizations believe that ditching ratings and annual reviews in favor of more frequent check ins and feedback is the solution to their performance management process. However, new research shows that this agile approach is not the cure-all to performance management. Getting rid of ratings doesn’t get rid of the need to evaluate performance, and an agile approach is not necessarily easier for managers and doesn’t suit every organization. But there is a hybrid approach that may be more suitable. Join this session to find out more. Applications on the Job:
- Understand how clear expectations are set with role-based competencies.
- Ask three simple questions to ensure employees are successful in their roles and organization.
- Develop and implement an effective hybrid performance management program.
Activating an Agile Workforce: How to Leverage the New Skill Economy
Over the past year, regardless of industry or business strategy, nearly all organizations have reconfigured their workforces and work environments—through furloughs, layoffs, or hiring freezes—turning to temporary and permanent remote work programs. All those happenings combined to change the workforce composition. While this has undoubtedly presented challenges for employers, it has presented the opportunity for greater flexibility regarding talent as well.Forward-thinking talent management leaders are migrating from newly outmoded practices to creating more fluid skill economies where there is greater focus on identifying, cultivating, and deploying discrete skills to perform needed work. This session will provide ways to incorporate these cutting-edge practices across industries into your talent management programs. During this session, you’ll learn about strategies and best practices to foster more flexibility and fungibility of your talent resources.
Applications on the Job:
- Develop an internal skills marketplace
- Reimagine and “componentize” jobs
- Revamp talent mobility programs