2018 Agenda & Schedule

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Schedule and session topics


9:00 - 12:00

Alice KingLorraine Mills

Alice King
Principal Consultant & Occupational Pyschologist, OPP
Lorraine Mills
Head of Consultancy & Business Psychologist, OPP
Learn more about Alice King & Lorraine Mills

This workshop will explore how our interpersonal needs drive our behavior and interactions with others, and provides practical tips for creating work environments that provide space for everyone to grow and flourish. You will learn how individual differences in the behaviors we show others and those we seek from others can shape the success or challenge of our interactions with others. By taking the FIRO-B® assessment before the workshop and working through your results on the day, you will not only gain unique, actionable insights into your own interpersonal needs, but also learn how to support individuals and team members across your organization to work more effectively together. Learn more about the pre-conference workshop: Getting the Best Out of Your People.

9:00 - 12:00

Martin Boult
Martin Boult
Senior Director, Professional Services and International Training & Psychologist CPP Asia Pacific
Learn more about Martin Boult

We live in an era of constant, rapid transformation and change, which is affecting people in their day-to-day work lives and the performance of organizations. While it is widely acknowledged people react to change in different ways, it remains one of the most overlooked and yet crucial aspects of change initiatives in organizations. These differences stem from multiple factors which can seem overwhelming. However, the MBTI® personality type framework offers a logical and practical way of helping people best meet their needs and also work with the needs of colleagues when faced with change. This workshop will provide tried and tested ways of helping people embrace change using powerful insights from the MBTI instrument. Learn more about the pre-conference workshop: Leveraging the Power of Personality to Support Change.

1:30 - 4:30

Sherrie Haynie

Sherrie Haynie
Director, US Professional Services, CPP
Learn more about Sherrie Haynie

Employee surveys continue to reveal trust as a critical component in the workplace for organizational success. Despite this being a top value for most organizations, research has shown only 49% of employees trust their manager. So how do you build trusting relationships as a manager when many organizational policies are outside of your control? In this workshop we will focus on the human behavioral tendencies that can hinder trust and explore strategies to overcome these tendencies. Learn more about the pre-conference workshop: Practical Tips for Managers to Build Trusting Relationship.

1:30 - 4:30

Alice King & Lorraine MillsAlice King & Lorraine Mills

Alice King
Principal Consultant & Occupational Pyschologist, OPP
Lorraine Mills
Head of Consultancy & Business Psychologist, OPP
Learn more about Alice King & Lorraine Mills

This workshop is for anyone who manages people and wants to learn more about why conflict arises, and how to handle it constructively. You’ll discover your own conflict-handling style by completing the TKI® assessment ahead of the workshop, and learn how your natural style differs from others. Working through practical exercises and scenarios, we’ll help you to realize how adopting different approaches in certain situations will result in better outcomes. You’ll leave understanding how to address conflict situations constructively and improve conflict challenges, and how to help others to do the same. Learn more about the pre-conference workshop: Mixing it Up: How to Handle Workplace Conflict Differently.

 Keynote / General Session
 Engage and Develop (for HR Professionals)
 Develop and Perform (for Line-of-Business Managers)
 Perform and Transform (for Senior Business Leaders)

8:00 - 8:55

Registration, Breakfast & Networking

9:00 - 9:15

9:15 - 10:15

Patty McCord, Author & Former Chief Talent Officer, Netflix

Patty McCord
Author & Former Chief Talent Officer, Netflix
Learn more about Patty McCord

Patty McCord served as chief talent officer of Netflix for 14 years and helped to create the famous Netflix Culture Deck. Since it was first posted on the web, the Deck has been viewed more than 15 million times, and Sheryl Sandberg has said that it may be the most important document ever to come out of Silicon Valley. A veteran of established enterprises and start-ups alike, McCord has vast experience building winning cultures.

McCord will discuss how building a culture of freedom and responsibility strips away the constraints that can thwart high-performers so your teams can be lean, nimble, motivated and happy.

10:15 - 10:35

Refreshments Break & Networking

10:35 - 11:25

Celine Burgle, HR Learning & Development Consultant, SAP

Celine Burgle
HR Learning & Development Consultant, SAP
Learn more about Celine Burgle

A recent study* has shown that high performers are 400% more productive than average employees, and that this rises to 800% for highly complex occupations such as the information- and interaction-intensive work of people managers or software developers. Imagine the impact on your organization if you could identify, grow and map your top performers to high value roles?

At SAP, everyone is a talent. Learning culture and growth mindset are part of our DNA. Our success is the success of our workforce and providing a solid development foundation is essential to our continuous growth. Complementing this foundation with a focused lens on top performers is the key to maximizing and accelerating their outstanding contribution.

SAP continually invests in the top talent in the organization – the SAP Catalysts. Our data-driven and innovative Learning Center of Excellence has designed the end to end Catalyst experience for high performers to equal high value.

This insightful session will highlight the key attributes and common traps of high performers’ learning experience.

*McKinsey & Company, Attracting and Retaining the Right Talent, 2017

John Hackston, Head of Thought Leadership, OPP

John Hackston
Head of Thought Leadership, OPP
Learn more about John Hackston

Are you self-aware? As a manager or a leader, self-awareness might just be your greatest asset. The research all points in the same direction: more self-aware individuals understand other people better and lead others more effectively. But if you ask someone, “Are you self-aware?”, 95% will say “Yes” – and it is a safe bet that not all of them actually are.

In this session, we’ll draw on our own research findings to cut through the confusion about self-awareness. We’ll look at what self-awareness really is, demonstrate why it is important, and give you a chance to measure, in an objective way, just how self-aware you are. We’ll go on to look at the tools and techniques you can use to develop your own self-awareness and show what you can do to develop the self-awareness of others in your team, department or organization.

If you aren’t sure how self-aware you are, you will find this session useful. And if you are sure… well, perhaps you should come along as well.

Mary B. Young, Principal Researcher, Human Capital, The Conference Board

Mary B. Young
Principal Researcher, Human Capital, The Conference Board
Learn more about Mary B. Young

To succeed at digital transformation, companies need new capabilities, organizational values, and structures. Leaders must unlearn many of the behaviors that led to past successes and master new ways of operating in a more transparent, fluid, fast-changing environment. Based on The Conference Board’s ongoing research on digital transformation’s human capital impacts, this session will cover:

  • What digital transformation is and isn’t

  • How organizational culture and structure can accelerate or block digital transformation

  • New leadership competencies and how companies build or buy them

Who should attend
This session is for C-Suite executives, line-of-business leaders, and HR leaders.

11:35 - 12:25

Sinead Collins, HR Director Cereal, Marketing & Finance, Kellogg Company

Sinead Collins
HR Director Cereal, Marketing & Finance, Kellogg Company
Learn more about Sinead Collins

Our Purpose as an organization is to “nourish families so they can flourish and thrive” and when we think about our talent at the Kellogg Company we have a similar ambition that they too will grow with us to flourish and reach their full potential.

In this presentation we’ll share the work we’ve done to build a deep and robust succession plan for our European Marketing organization. Having identified gaps in our leadership pipeline, we looked to design and deliver a powerful “Rising Stars Development Centre” to help us spotlight and grow our junior marketing talent. Given the positive impact the experience has had on our talent, our pipeline and the organization, we are now looking to extend the initiative to other functions and regions.

Pam Fox Rollin, Executive Coach, IdeaShape

Pam Fox Rollin
Executive Coach, IdeaShape
Learn more about Pam Fox Rollin

As competition increases for both customers and employees, we see a growing recognition that people want and need different things in different ways. So companies are investing millions in initiatives to improve customer experience, employee experience, inclusive design, agile development, meaningful diversity, and inclusive leadership These conversations aren’t new, but focusing on empathy as a touchstone has just broken through to mainstream.

Yet, there’s something missing… a way to think about and build understanding for how people differ. Several leading assessments offer powerful, proven, robust starting points for revealing common differences. Work with these tools rapidly invites the deep curiosity that empathy researchers say is both necessary and often hard to cultivate. As people learn to appreciate and adapt to their differences, they gain valuable experience in the perspective-taking that design thinking requires.

In this lively session, Pam Fox Rollin will share with us practical ways to turbocharge your design conversations with frameworks for how people differ. She’ll describe ways to infuse teams with the skills needed to design products and support managers in their quest to develop diverse talent. You’ll walk away with insight into how to turbocharge your business initiatives.

Sherrie Haynie, Director, US Professional Services, CPPJustin Arneson, Research Scientist, CPP

Sherrie Haynie
Director, US Professional Services, CPP
Justin Arneson
Research Scientist, CPP
Learn more about Sherrie Haynie & Justin Arneson

The acceleration of the use of AI, robotics, and automation in the workplace will continue to transform in-demand roles and skills needed in organizations. Years past, the best way to become obsolete in the workforce was by not embracing technology. Today, research shows the most critical skills are human-only traits.

According to Deloitte’s 2018 Global Human Capital Trends Report and the World Economic Forum: Future of Jobs, human-only traits will be extremely valued in the future world of work. Traits such as flexibility, creativity, imagination, ethics and complex problem solving will be more important in the future, not less.

Despite recognizing the unique skills needed in the future, 49% of organizations shared they do not have a plan to recruit for or cultivate these human-only skills. While this impacts roles throughout an organization, it is especially critical for leadership roles.

In this session, Sherrie and Justin will share their insights, research and leadership expertise looking at the traits of the top 3% of leaders. They will reveal what differentiates the top 3% of leaders from their counterparts. Of particular relevance to an organization’s success, they will review the types of leadership performance these human-only characteristics predict.

This insightful session will shed light on how you can recruit for, and develop the critical human-only skills necessary, for future human leaders.

12:25 - 1:30

Lunch & Networking
Enjoy a hot, plated lunch while networking with your peers.


Lunch & Learn
Choosing Personality Assessments for Employee Development: Why What They Told You Was Wrong!
Limited seating. Boxed lunch to be provided.

1:30 - 2:20

Martin BoultRich Thompson

Martin Boult
Senior Director, Professional Services and International Training & Psychologist, CPP Asia Pacific
Rich Thompson
Senior Director, Research, CPP
Learn more about Martin Boult & Rich Thompson

Organizations investing in supporting the well-being of their workers is becoming the norm, rather than the exception. organizations where staff report higher levels of well-being perform better than their counterparts on multiple measures, including financial, innovation and talent retention. But what affects workplace well-being and how can organizational decision-makers target the most effective ways to enhance staff well-being?

This presentation provides the findings and insights of a 3-year international study investigating the role of personality, culture and the most and least effective strategies for enhancing well-being. Learn how to focus your organizational resources to select the most effective ways of improving well-being and performance.

Terri Griffith, Professor of Management & Entrepreneurship, Santa Clara University

Terri Griffith
Professor of Management & Entrepreneurship, Santa Clara University
Learn more about Terri Griffith

Terri will show how to use clarity around your target, talent, technology, and technique to make the most of all your resources, all the time. She calls this “Thinking in 4T.” You see in 3D, but the future of work requires that all of us (not just CEOs, not just HR), think in 4T. We'll work with cutting-edge examples from Hyperloop Transportation Technologies (transportation at over 700 mph, agreements in nine countries, crowdsourced!), robotic surgery, and audience experiences.

The 4Ts:

  • Target: project and/or task goal

  • Talent: people working toward -- and against -- the target

  • Technology: everything from office arrangements to hard automation and robots, to basic bots and machine learning -- all the tools you have at your disposal

  • Technique: the organizational processes pulling together the work of the talent and technology

You can’t get much done with any one of the 4Ts. You need to Think (and act) in 4T. Some targets will be talent focused, others will draw more on technology or technique. Still others will be more of an equal mix across all three. As you plan out your projects with your workforce, think hard about the right mix -- and help everyone in your organization develop the skills for their daily work.

Marion McGovern, Founder, M Squared Consulting

Marion McGovern
Founder, M Squared Consulting
Learn more about Marion McGovern

The gig economy has developed fast over the last few years and is here to stay. Most of the press coverage we read about the gig economy talks about the benefits to the individual and to the corporations that employ them – and most often these benefits highlight the potential costs savings and the flexibility the company gets. But did you know that as a C-suite leader you can look at the growing gig economy and gig workers as a critical resource for driving corporate transformations?

Curious? Come to this session if you are a current C-suite member with the monumental task of transforming an entire department, business unit, or division, ahead of you. Marion is a leading expert in all things gig and will talk about how to view gig workers in a brand-new light, and how they can help play a critical role when you are driving organizational transformation.

2:30 - 3:20

Dr. Roger Conway, DPA

Dr. Roger Conway, DPA
Learn more about Dr. Roger Conway, DPA

Over the last few decades, the field of Human Resources has evolved from a strictly compliance and reporting arm of an organization to a strategic partner. In the past, the focus was to see employees and all aspects of employee-related costs as expenses to be controlled. This was a period of Human Resources or People Processes that had grounded itself in a set and rigid context. More recently, we have shifted this view, at the Board and Executive level, to one that sees our people as assets that have the potential to grow in value. Emerging from the past view to this more current perspective is still a painful challenge for most HR practitioners. All too often, HR is the organization’s crisis intervention agent. They are mercilessly tasked to perform within a restrictive context and find it almost impossible to extricate themselves to a higher level. This session will focus on the journey and the rationale behind this expanded role.

Rachel Cubas-Wilkinson, Senior Consultant, CPP

Rachel Cubas-Wilkinson
Senior Consultant, CPP
Learn more about Rachel Cubas-Wilkinson

Virtual communication and the digital economy have changed the way we work. With remote workers and virtual teams being utilized more and more within organizations, managers and senior leaders need to be increasingly focused on the impact of virtuality on team development and functioning. The promise of success for virtual teams relies not only on the team’s talent, but on the skills and strategies of the virtual leader to facilitate team processes in a virtual environment.

The role of virtual leaders is critical in the formation, development, and, ultimately, success of virtual teams. Virtual leaders give rise to the culture and processes virtual teams use to communicate, coordinate tasks and activities, and build working relationships. They hold an influential role in establishing team trust and avoiding the “trust trap”. With organizations choosing remote workers and virtual teams as the go-to model for getting things done, organizations needs to know how to implement effective virtual leadership strategies.

In this session, you will:

  • Explore the evolving shape and place of work and trends for virtual teams in organizations

  • Examine key virtual leadership strategies to support team development and function

  • Consider personal and organizational strategies that can impact and improve the effectiveness of virtual teams

John Deehan, Principal Consultant, Sopra Steria

John Deehan
Principal Consultant, Sopra Steria
Learn more about John Deehan

Despite 2018’s political, social and economic uncertainty, there are unprecedented amounts of infrastructure investment planned. Organizations are under increasing pressure from shareholders, regulators and funders to deliver more for less, faster. Those seeking to attract the best partners to deliver projects are rethinking the way they procure significant programs of work to release the value of collaboration with suppliers.

Organizations from all levels of the supply chain agree that the infrastructure sector’s current operating model is broken. Too often projects are delivered over budget, past deadline and below par. Understanding potential partners’ culture and behaviors as part of the procurement process is of strategic importance through the value it may add to a program or detract if things go wrong.

The drive toward greater collaboration throughout industry has led to significant cultural shifts, changing the way clients engage with their supply chain. Program and project performance increasingly rely on teams working together to achieve outcomes and client organizations are increasingly seeking to evaluate the culture of potential partners before entering into contract. When competing organizations have access to very similar resources, and regulation ensures they comply with stringent technical standards, it is culture that becomes the differentiating factor in program performance. Collectively these methods are known as Behavioral Evaluation.

Whether the goal is to save operational costs, support customer retention, or enable the enterprise to solve problems more effectively, the result is simple – to create a positive and cohesive experience for the client and the contractor’s employees.

What you will learn

In this session, John will introduce you to the some of the risks and opportunities to both client and contractor organizations as they seek to engage in alliances and partnerships when technical competence on its own is no longer sufficient to secure contracts.

John’s research into behavioral evaluation has identified human/cultural and organizational issues in the exercise of positional and financial power by clients, and providers. He’ll explain the potential for behavioral evaluation to better align supplier evaluation and selection approaches to the outcomes and benefits of projects.

Following the session, you will have an increased awareness of Systems Thinking and Behavioral Evaluation, and greater critical awareness of the different circumstances in which occupational psychology approaches can facilitate positive change for your organization.

Why attend

This session is for anyone wishing to develop their systems thinking, problem structuring and soft systems methodology competencies regarding supplier partner selection. It will also be valuable for anyone engaged in defining or changing culture through organization design and development, merger or acquisition, project and program management.

3:20 - 3:40

Refreshments Break & Networking

3:40 - 4:40

Stacia Sherman Garr, Co-founder & Principal Analyst, RedThread Research

Stacia Sherman Garr
Co-founder & Principal Analyst, RedThread Research
Learn more about Stacia Sherman Garr

Organizations, and the employees within them, are often compared to machines: leaders give employees a task, tell them to execute it, and approve any deviations. While this approach can work well for creating large efficiencies on clear tasks, it fails in times of massive change and complexity. We are now in one of those times.

In this session, Stacia Garr will discuss how organizations can create an alternative approach – one that capitalizes on the humanness of all of us and enables the organization as a whole to be more responsive. At the same time, this alternative approach can create a more invigorating employee experience – all of which together can lead to stronger and more sustainable business results.

4:40 - 5:30

Wayne F. Cascio, Professor of Management, University of Colorado

Wayne F. Cascio
Professor of Management, University of Colorado
Learn more about Wayne F. Cascio

In 1914, a British Antarctic expedition, led by Sir Ernest Shackleton, set out to cross the Antarctic continent from coast to coast via the South Pole. However, a series of unfortunate events hampered the intrepid team’s goal, and the expedition is now celebrated for the extraordinary leadership skills that were to prove essential in the face of extreme adversity. Shackleton kept his men focused, engaged, and most importantly, inspired to go on.

Based on historical facts from events over 100 years ago, this highly interactive presentation showcases the key to Shackleton’s extraordinary leadership success and explains how his approach has relevance for today’s leaders. It will also explore the 10 critical themes in leadership that all of us can and should apply in our daily lives.

5:30 - 7:30

Wine Reception & Networking

SCHEDULE at a glance


9:00 AM–4:30 PM
Pre-conference workshops
Learn more


8:00 AM–8:45 AM

9:00 AM–5:15 PM
Keynote, breakout sessions, lunch & networking

5:30 PM–7:30 PM
Networking reception