2018 Agenda & Schedule

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Schedule and session topics

In addition to keynotes from leading industry experts, the three tracks will explore a range of topics, including:

Employee experience Organizational culture Wellbeing Retaining talent Improving individual and team performance Virtual teamwork Leadership capabilities Organizational agility and more

Full agenda will be announced soon.

9:00 AM TO 12:00 PM

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 AM TO 12:00 PM

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 PM TO 4:30 PM

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 PM TO 4:30 PM

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.


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.

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.

Engage and Develop (for HR Professionals)

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.

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.

Develop and Perform (for Line-of-Business Managers)

Speakers to be announced soon!

Perform and Transform (for Senior Business Leaders)

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.

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.

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.

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.

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

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