Talent2012 – Forum

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Posted by Garrett O'Brien+ on 5-Jul-2012 in career management, featured post, The HRIS Career World | 0 comments

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London Marriott Hotel Regents Park

Editor’s Note: Following the Talent2012 Conference on Wednesday and Thursday, there will be a Forum for senior L&D/HR professionals from large organisations. Here is the program for tomorrow’s Forum…

Friday 6th July 2012 | Marriott Regents Park, London

A confidential forum for senior HR professionals

Why this event

Some business conversations are just too important to be left unattended… and you — as the HR Director — are perfectly placed to spot them… This unique HR forum provides a rare opportunity to access the practical insights of a group of senior HR practitioners and line managers who, in very different situations, have seen their businesses transformed by making sure the right conversations happened between the right people at the right time.

The event has been developed specifically for senior HR professionals and HR Directors, who may recognise some of the following organisational traits:

This is a confidential discussion forum. It is not a training session or a workshop. It is open only to senior L&D/HR professionals from large organisations. So you can expect a level of experience which allows you to get into the really important detail from people who have learned in practice the value of strong dialogue at the top.

Who will I meet?

Directors, Heads, VPs, Managers of:

• HR
• Learning & Development
• Organisational Development
• Employee Experience
• Leadership

About this event:

How does the forum work?

This is a one day facilitated programme with a ratio of 5 participants to 1 facilitator to enable a very high quality of dialogue in small group.

Prior to the forum

• Prior to attending, you will speak with one of the facilitators about your current situation and establish what you want to get from the day
• The facilitator will then suggest any preparation that will be useful for you to get the most value out of the forum
• As a result of the conversation, the facilitator will ensure the dialogue focuses on issues that are important to you

During the forum

The forum will be split into two sessions, before and after lunch:

1. Identifying crucial business or personal conversations that for one reason or another are not happening in your business and influencing the conditions for these to happen
2. Creating a safe space, using core skills in dialogue and diplomacy, in which such dialogue can take place with every chance of a successful outcome

How is it the forum structured?

• Case studies: in-depth experience and practicalities of making powerful business conversations happen inside organisations
• Learning transfer: key principles for success and best practice
• Practical application:how to apply this learning in your own situation
• Panel discussion: to share experiences and summarise key insights

The forum is designed to flow and sessions will not feel rigidly separated. And due to the small numbers, the whole process will be done as dialogue rather than as staged presentation followed by Q&A.

After the forum

After the event you will be able to make the most of a 1:1 coaching session with one of the facilitators. This will help you further reflect on the insights and techniques you took from the sessions, and give you practical guidance about how you can apply these in the context of the challenges and characters you are dealing with in your own business situation.

Forum Agenda

09:00 Registration and refreshments

09:30 Roundtable introductions

09:45 Opening address: Crucial conversations and the role of HR

• ‘Everybody knew, no one said…’ Examples of businesses where critical conversations did not happen and the consequence of this
• Why some critical business conversations are so easy to miss or avoid
• The unique position and privileged access that HR(D) Managers have to influence the strategic dialogue in the organisation

Chris Blakeley, Founder, Waverley Learning Ltd

I. Identifying and instigating crucial business conversations (indirect intervention)

10:00 Case study discussion: The difference it makes when the dialogue is good

A perspective from a communications insider, at the top of one of the UK’s biggest professional firms. Personal experience of trying to align complex and challenging communications

Fiona Lloyd, Head of Communication, Allen & Overy

10:30 Case study discussion: How to spot crucial conversations early on

The knack of identifying and initiating crucial business conversations before they become too difficult to have. Personal experience from 8 years of HR at Board Level

Karen Caddick, Group HR Director, Morrisons Plc.

11:00 Morning coffee and networking break

11:20 Key learning from the case studies, followed by practical session in small groups

• Diagnosing conversations that are too important to fail
• How to anticipate strategic tensions and ‘pinch points’ where the management dialogue will get difficult
• Truth v power. How to assess political realities versus organisational necessities. Developing a dialogue around choices and consequences
• Personal influencing strategies for getting people into the conversation
• Explore real current situations and options to intervene

Facilitated by: Chris Blakeley, Founder, Waverley Learning Ltd.

12:20 Networking lunch

II. Creating the right space for powerful conversations to succeed (direct intervention)

13:20 Case study: ‘Keeping it real at the top’

Raising concerns that people do not want to face – keeping potentially emotive dialogue both real and reasonable

Julie MacDonald, HR Director, PizzaExpress

13:50 Panel discussion: ‘Speaking truth to power’

• Small interventions that make a big difference: personal experiences of managing challenging and politically complex conversations at critical business junctures
• Distill and share key insights and tips for success

Facilitated by: Doug Frost, HR Director, Britvic Plc

Roger Thomas, Head of Partner Development, PwC

Chaired by: Ed Griffin, HR Director, CSM (Chime Sport Marketing) Ltd

14:40 Afternoon tea and networking break

15:00 Key learning from the case studies, followed by practical session in small groups

• Dialogue and diplomacy skills necessary to get people into the right space for a significant conversation
• Depth as the prerequisite to breakthrough – helping people to speak personally and to listen deeply. Moving between levels in dialogue
• Explore real current situations and options to intervene

Facilitated by: Nick Rowe, Director, Consult & Growe Ltd.

16:00 Closing discussion

Facilitated by: Chris Blakeley, Founder, Waverley Learning

16:30 End of forum

Speakers

Doug Frost, Human Resources Director, Britvic Plc

Biography

Doug Frost has been HR Director for Britvic Plc since November 2004 and is responsible for the Group’s IT and human resources, including talent management, organisational capability, compensation and benefits. The past 8 years has seen massive change and growth for the Group, from its stock market flotation in 2005 through to the acquisition of new businesses in Europe and significant new ventures in the USA and Australia. Crucial to this success has been the maintenance of an open, ‘tell it as it is’, culture at the heart of the business. Doug previously worked for Alliance Unichem and for Mars for 15 years with positions in manufacturing, sales and human resources.

Roger Thomas, Head of Training & Development, PwCoopers

Biography

For his last 10 years as a Partner in PricewaterhouseCoopers, Roger Thomas has led the development of the 800 most senior people in the Firm. Prior to that he was Head of Training & Development for some 17 years dealing with many changes including two mergers and taking on various global roles. Roger was responsible for setting up the Partner Development Programme in PwC. This aims to meet the strategic and cultural needs of the organisation and the personal needs of all its senior people. A trusted confidante to people at all levels in the Firm, much of Roger’s time has been spent working one to one with Partners in a range of challenging business and relational conversations.

Fiona Lloyd, Global Head of Communications, Allen & Overy LLP

Biography

Fiona Lloyd is Global head of Communications at Allen & Overy LLP, an international law firm with 39 offices in 26 countries. Fiona is responsible for all internal and external communications, including PR, website, branding and advertising. Fiona’s role in Allen & Overy naturally places her at the heart of much of the Firm’s crucial internal and external dialogue. In the legal field, Fiona has also worked for Freshfields and Eversheds. Prior to law, Fiona enjoyed a ten year career in marketing and communications in the banking sector.

Julie MacDonald, Human Resources Director, PizzaExpress

Biography

Julie MacDonald would be the first to admit she’s not your average HR Director. She began life as a waitress in PizzaExpress, Cambridge, 18 years ago and worked her way up the ranks to be HR Director of one of the UK’s best loved restaurant brands. PizzaExpress now has 406 restaurants from Jersey to Inverness and employs over 10,000 people. In her 18 years in PizzaExpress Julie has got to know the business and its people inside out, from recruiting staff and opening restaurants to leading people through significant changes in strategy, leadership and ownership. The one constant during this whole time has been her ability to make sure crucial conversations were never overlooked.

Nick Rowe, Director, Learning & Development, Consult & Growe Ltd

Biography

Nick Rowe is a Learning and Development Consultant with significant experience of strategy design and implementation, working at Board Level, mainly in in multi-site retail and hospitality environments. Nick held senior O.D. roles in the Co-op and Punch Taverns before setting up his consultancy business a year ago. His current clients include Whitbread Group, Sainsbury’s, Morrison’s & LV Insurance. In both internal and external roles, Nick is known for his ability in facing into tough conversations that might otherwise be avoided.

Ed Griffin, HR Director, Chime Sports Marketing

Biography

Ed is an experienced HR Director and Strategic HR/OD consultant who has helped transform several HR organisations and who enables senior leaders to develop and deliver organisational strategy with greater impact. His experience of working in HR, OD and Finance roles gives him a unique perspective that combines organisational performance and human factors. Ed is a regular and highly respected contributor at HR and OD forums and is recognised as a thought- and practice -leader in the field.

Karen Caddick, Group HR Director, Morrisons Plc

Biography

Karen Caddick is HR Director for Morrisons Plc a business with 135,000 employees. Karen joined Morrisons recently after 6 years at Punch Taverns Plc where she was involved in an intensive period of change which culminated in the de-merger of the Spirit Group from Punch. Karen was at the heart of a business change agenda which involved re-shaping the business and driving significant cultural change across the business. This required some very tough conversations right across the business. Prior to joining Punch Taverns Plc Karen also sat on the Operating Boards of The Financial Times and Channel Five Broadcasting. Karen has many years of supporting Boards and key to her success has been the ability to ensure that the right conversations happen at the right time.

Chris Blakeley, Director, Learning, Waverley Learning

Biography

Chris Blakeley is Director of Waverley Learning, a leadership development consultancy specialising in creating ‘space’ for deeper conversations in organisational life. Chris began his career in the I.T industry with ICL/Fujitsu before moving into consultancy over 20 years ago. Clients during this time have included many well known organisations – Exxon, IBM, British Airways, DHL, GSK, PwC, Nokia, Unilever, Kraft/Cadbury, Pret A Manger, Home Office, Police, Anglican Bishops, Salvation Army. Chris is a highly experienced facilitator and coach and known for his ability to tune in rapidly to complex organisational and personal dynamics.

Garrett O’Brien

With 20+ years in roles as a client executive sponsor, project management, as well as functional / technical lead, Garrett is sought for his expertise in the USA, Europe, and Brazil.

He has an extensive background in implementing multi-product, multi-line HRIS environments that provides a smoother transition from legacy to new systems.

Garrett’s previous clients include ADP, Case New Holland, Cushman & Wakefield, Honeywell International, Lubrizol, MAHLE, Sodexho USA, and many others ranging from SMB’s to the Fortune 50.

Currently, Garrett works from his home office near São Paulo, Brazil as the publisher and editor for The HRIS World publications. Also, he contributes articles for their various blogs as well as provides guest posts to several IT, Cloud, and HRIS blogs.

Garrett’s current roles involve…

• Publisher, writer, and owner of 4 leading HRIS system and career blogs which are read in 50+ countries

• HR.com Advisory Board for the ERP/HRIS Community

• CEO for CGServices USA — focusing on multi-provider, multi-line system for HRIS systems

• Registered partner with Microsoft, providing the latest developments on the newest technologies from Microsoft

• Council and Education Member of Gerson Lehrman Group Council, which helps institutions of the world leaders meet, engage and manage experts across a wide range of sectors and disciplines.

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In the news…

HR and the Cloud

Isabella Chan of HR Matters talks to Garrett O’Brien about the growth of cloud computing and building a technology strategy around HR.

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If you’d like to guest post for The HRIS World, you can use our contact page or reach us through our social media for details…

        

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