“I attend many events each year that bring HR/L&D/OD/TM practitioners together. From my perspective, the CLO & TM Forum in Scottsdale, AZ, was the most value-added experience I've had in quite some time. First, the small group discussions with senior level colleagues from companies like Apple, American Express, Booz Allen, GE, and Nike were extraordinary. Second, the process & tools presented by fellow delegates & vendors were powerful and effective. Finally, the connections I made at the Forum will enhance my ability to create and deliver even more innovative people development solutions to my clients. You should not deprive yourself of the opportunity to participate in the next Forum!”
Bouvier Williams, VP, Talent Management
MTV Networks
More Testimonials
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Conference
Built around your needs
We create The CLO Forum Conference Program based on extensive research and feedback from our delegates, senior learning & development executives who, like you, are dealing with critical issues on a daily basis. As a confirmed delegate, you will have the opportunity to help us shape the conference program to reflect your current key issues.
First class speakers
Conference sessions are given by industry experts and leaders in thought who have a clear understanding of the business obstacles inherent in developing workforce learning & development.
Intimate sessions
Through small workshops and roundtables, you are able to share best practices, successful case studies, and receive opinions and suggestions from your peers.The entire conference is built around helping you become a more effective executive and opening doors to new perspectives and points of view.
'So far the event has been better than I expected. The breakouts are more “intimate” then I’ve seen and the supplier sessions not as invasive as I would expect.' Senior Director & CLO, Allied Waste
Highlights from past Conference Programs
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It’s Your Ship
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| Keynote |
| D. Michael Abrashoff |
The story of how the USS Benfold was transformed into the best ship in the Navy rekindles audiences with enthusiasm to make a difference at work. More than that, people take away real tools they can put to use right away.
Since the readiness of a ship is a matter of life and death in conflict situations, every crewmember’s contribution matters. Mike Abrashoff’s It’s Your Ship philosophy empowered his crew to take charge and use ingenuity and initiative to improve every aspect of the way things were done – all in the interest of improving efficiency and readiness.
As Mike Abrashoff talks about creating successful change within the confines of a military operation – people begin to see the possibilities for transforming their own organizations. |
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Keynote Session
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| Leadership Lessons from Obama's Presidential Campaign Manager |
| David Plouffe |
It's no secret that presidential campaigns are fast-paced marathons. A plethora of movies and books have covered this pinnacle of politics, proving that the race for the executive office is not for the faint of heart. The ability to effectively lead and soundly manage the presidential campaign is a rare skill held by but a few political experts.
These experts have somehow learned to balance strategy with resource management, stakeholder input, the media and crisis. David Plouffe stands as one of these rare leaders, who not only steered his team to success but also inspired a new level of innovation, building an organization worth nearly one billion dollars in two years. He shares his personal story of leadership and management in a presentation that highlights:
• How to infiltrate your entire organization with steadfast leadership designed to produce incredible results
• How to build a culture of creativity without being burdened by the past.
• Why leadership during crisis is the true test of a leader
• How to stay the course and not be distracted by diversions |
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Learning's New Role in Strategic Contribution - How Humana's CLO is Creating New Business Development Opportunities
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| Keynote |
Ray Vigil, VP & CLO, Humana Inc.,
Bob Johnson, President, Conversant Storytelling Division |
Organizations spend countless hours socializing value statements and issuing communications to inspire and align people with their strategies. A more powerful way to achieve alignment and engagement is through genuine, personal experiences that reinforce the organization’s purpose and direction.
Hear how at Humana, learning can be a catalyst for creating the marketplace leadership needed to disrupt and transform the healthcare industry. Using experiences and insights, audience members will be introduced to a story map that illustrates how CLOs are pivotal in transforming companies, shaping strategy, and driving performance in the organizations of the future.
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Keynote Session
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| A Busines Ethics Lesson for Today's Business Leaders |
| Mark Whitacre, Former Pres., ADM |
Subject of this fall's upcoming Warner Brothers and Steven Soderbergh-directed feature film, "The Informant" starring Matt Damon as Mark Whitacre
Mark Whitacre was the highest-level executive of a Fortune 500 company to become a whistleblower in US history. After blowing the whistle in 1992, Mark then worked undercover with the FBI for 3 years wearing a wire everyday in one of the largest price-fixing cases in history.
His story is an important personal and business ethics lesson about "doing the right thing" as well as a story of hope, family commitment, how to overcome extreme adversity, and how redemption and second chances really do exist in America.
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How to Best Manage Change with Mobile and E-Learning
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| Conference Session |
| Steven Rients, CPLP, BAE Systems |
In this session, hear how the E&IS OG of BAE Systems, a global defence and aerospace systems developer with 16,000+ employees in E&IS alone, created and deployed combined instructor-led and computer-based training to change the workforce culture and attitude towards issues that had created unacceptable risks to the enterprise.
The E&IS OG enhanced Security Training by combining instructor led and E-Learning contributing directly to a 30% improvement in customer satisfaction as it relates to security. The employees' commitment to their learned training objectives directly resulted in more effective risk identification and management throughout the company.
Learn which approaches were incorporated into the training and how that insured audience attention and focus; recall of key training objectives, and practical application of learned objectives outside of the classroom. |
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Rapid Capability Development to Enable Strategic Agility
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| workshop |
| Linda Duchaine, Global CLO, Monster.com |
| While all organizations are changing at an unprecedented rate, technology sector companies feel the greatest need to regularly reinvent themselves. Like other firms leading in the internet world, Monster Worldwide continues to dominate the digital recruitment space by leading change rather than reacting to it. Monster’s Chief Learning Officer is repeatedly called upon to drive huge learning initiatives that enable rapid changes in Monster’s Human Capital capabilities. In this session, Monster’s Global CLO will talk about the challenge of enabling the exceptional agility that keeps Monster ahead of the competition. She will also present a recent case where the Monster team led an initiative to transform the capabilities of the Monster sales organization to enable Monster’s continued growth. |
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Managing Talent Flow with Learning
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| Conference Session |
| Regina Hutchinson, VP, Comcast University |
According to the latest statistics from the Department of Labor, employee loyalty is at a decline as more and more individuals are leaving organizations at a much higher rate than in the past.
Learning executives can play a major role in managing and retaining talent by addressing the three main components behind talent flow and creating a positive employment brand.
Learn how and which development initiatives during the three stages of talent flow helps to not only increase employee tenure but also enhance employee performance. |
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The Three Perspectives of Integrated Talent Management
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| Panel |
| Michael Leming, Nike; Anne Walker, Activision; Jeanette K. Harrison, American Express Learning |
In this three-part series, delegates will learn of the latest initiatives deployed by each speaker within their respective organizations during a panel discussion. Later, join intimate round-table sessions to openly discuss with peers each of the three phases of integrated talent management and the issues they are facing today.
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Weaving Formal & Informal Learning for a Richer Learner-Centric Experience
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| Conference Session |
Jenny Dearborn, CLO, SunMicrosystems Americas,
Brynna Don, Product Manager, Sun Learning Systems |
Learning through formal content isn't the only channel of education for your audience. Incorporating informal learning can be enriching and engaging for the learner at all levels of your workforce.
But harnessing the power of informal learning can be somewhat of a challenge, especially when it doesn't agree with your formal learning curriculum. Creating a learner-centric on-line environment for your workforce is also essential for the formal and informal content to thrive.
In this session, hear how Sun Microsystems intermingles the two learning formats cooperatively and see system and tool demonstrations of our blended on-line learning environment. |
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Acquiring Talent: Part One of the Integrated Talent Management Series
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| Round Table |
| Michael Leming, Chief Talent Scout, Nike |
| A continuation of the panel presentation titled: The Three Perspectives of Integrated Talent Management, this breakout round-table will focus on the leading initiatives in aquiring talent. The moderator, a Chief Talent Scout at Nike, will open the closed-door discussion amongst peers by sharing some of the leading initiatives his organization has taken. |
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Efficient and Effective Learning Processes During Difficult Economic Times
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| Conference Session |
| Tracy Ross, Instructional Designer, Intel |
Intel Corporation, a cutting-edge microcomputer research and technology corporation, has been using the virtual classroom for many years to deliver selected training to its global workforce of 80,000 employees.
While this format results in ease of access to events, reduced travel spending, and greater access to company expertise, dollars saved can be an illusion when virtual classroom software features are not exploited in ways that support learning. How can you make an already rapid learning system work at a faster pace, and ensure employees are learning, AND receiving the practice needed to apply that new knowledge in the absence of good ROI data?
In this session learn how Intel has created a rich learning experience which engages participants to communicate, collaborate, and contribute—even when they can’t see each other or the facilitator. |
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Managing Talent: Part Two of the Integrated Talent Series
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| Round Table discussion |
| Anne Walker, VP of Learning and Development, ACtivision Blizzard |
| A continuation of the panel presentation titled: The Three Perspectives of Integrated Talent Management, this breakout round-table will focus on the leading initiatives in the movement of talent. The moderator, the VP of Learnind and Develeopment at Activision, will open the closed-door discussion amongst peers by sharing some of the leading initiatives her organization has taken. |
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The Key Steps for Developing a Powerful Succession Plan
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| Conference Session |
| Carolyn Fischer, VP of Leadership and Executive Development, TJX Companies, Inc |
As predicted workforce trends begin to come together, the need for organizations to invest in effective processes for succession planning has become a critical concern.
In this session you will hear about TJX Companies’ approach, and how they are addressing some of their succession planning dilemmas by creating a holistic approach to people development where the career needs of the high potentials are aligned to the needs of the organization.
As a result they are beginning to make the transition from making succession planning a one-time event to an integrated business strategy. |
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Developing Talent: Part Three of Integrated Talent Management Series
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| Round Table |
| Jeanette Harrison, VP, American Express Learning Network |
| A continuation of the panel presentation titled: The Three Perspectives of Integrated Talent Management, this breakout round-table will focus on the leading initiatives in developing talent. The moderator, the VP of Learning at American Express, will open the closed-door discussion amongst peers by sharing some of the leading initiatives her organization has taken. |
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Generational Competencies
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| Workshop |
| Jeffrey Vargas, CLO, National Nuclear Security Administration |
| A recognized national leader in understanding generational differences and increasing organizational generational competency, Jeffrey Vargas is responsible for designing and implementing, for the 2500 NNSA federal employees, NNSA’s talent and leadership vision and overseeing the development and execution of NNSA's training and career development policies and programs. In 2008 he was amongst the first in all of government to launch an interactive, online, Career Matching/Career Pathing program. In this session Mr. Vargas will present on best practices to overcome the hurdles of having four generations in a workplace and how each generation can contribute in creating an efficient workforce for any organization. |
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Aligning Culture Transformation and Leadership Development to Drive Corporate Strategy
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| Conference Session |
Bridgette Weitzel, VP Culture, Org and Talent Development, Fannie Mae,
Yo Yeong, Director, High Performance Solutions, Fannie Mae,
Stephanie Tarant, Sr Consultant, High Performance Solutions, Fannie Mae |
While leadership development programs should be using strategic business perspectives, many corporations tend to fall short of embracing organizational values within their leadership strategies.
Senior executives need to systematically unify both the business and leadership plans in order to drive long-lasting success. Fannie Mae, a federally chartered lending organization with over 6000 employees has redesigned it's nationally driven leadership development program with a number of different components to encompass the corporate culture and where they are seeing the most benefits.
Hear how Fannie Mae began the implementation by improving its corporate strategy and creating a leadership development plan around the new implementation. |
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How Leadership Development Efforts Leverage High Potential Talent
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| Conference Session |
| A.J. Josefowitz, Training Manager, 3M |
Concurrent with the broad implementation of Six Sigma at 3M back in 2001, 3M created its Leadership Development Institute (LDI), which focused on rapid leadership development.
The Accelerated Leadership Development Program (ALDP) was the Institute's first leadership development offering and today it remains as the Institute's flagship program. More recently, ALDP II, a derivative of that initial program, was created and it incorporates both the best of ALDP as well as the evolving philosophy of the company's Lean Six Sigma orientation.
This session will describe 3M's ALDP II program; how its design, development, and delivery works.
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Build Out Your High Impact Learning Toolkit - Doing More With Less
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| Round Table |
| Lucy Dinwiddie, VP of Organizational Development, ConAgra Foods |
| Although “doing more with less” might seem a bit trite, its mandate has never been more real than in today’s economic environment! Each of our organizations are being asked to increase our impact, while holding steady or even decreasing our operating budgets. To do this, we must find (or dust off) processes and tools that build both organizational capability and individual competency. Then, we must be ready & able to leverage these tools across the system. During this interactive forum, we will share several of ConAgra Foods’ learning tools and talent management processes that bring huge ROI to our business and people. In addition, we are hoping that each forum participant will share one or two of their top tools so that we all leave the session with our toolkit filled to the brim. |
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How to Implement a Strong Leadership Development Program
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| Conference Session |
| Beverly Momsen, Learning and Development Specialist, Chevron |
Developing a comprehensive, integrated and aligned leadership development system to support business strategies was the intent of senior leaders in one global organization in 2005.
By encouraging its’ leaders to coach, mentor, recognize, and challenge, Chevron, one of the world’s largest integrated energy companies, has accomplished a successful implementation of a leadership development strategy that sharpens the skills of current and future leaders.
Learn about their “Invest in People Strategy” and how making people a top priority due to increased competition in the energy sector and the complexity of sourcing talent globally, has ensured leader development and aims to retain talent within the corporation. |
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Translating Business Strategy into Talent Strategy – Using Human Capital Planning to Inform Talent Management Decisions
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| Round Table |
| Gary Walljasper, Head of Talent/Leadership Development, Principal Financial Group |
To effectively manage and develop talent, organizations must leverage information, analytics and insights to create a more fact-based decision-making process that forecasts talent requirements/needs. Using a human capital planning methodology that incorporates role segmentation and data analytics, The Principal Financial Group has implemented an organization model that informs its business leaders of the talent requirements needed to execute their business strategies. This session will talk about The Principal Financial Group’s talent strategy evolution from workforce planning to human capital planning and include the following:
- How to build and market a talent strategy using human capital planning
- Key steps incorporated into the methodology that provides a self-sustaining model
- Shifting a paradigm from people-based talent planning to role-based talent planning through segmentation (and how
succession planning fits into this paradigm)
- Using the right data to inform the right decisions around talent forecasting |
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E-learning -- Tool of the Future or Something We've Actually Had for Quite a While?
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| Round Table |
| Jonathan Kayes, CLO, CIA |
This session will work to provide definitional, historical, theoretical, and practical underpinnings for online learning. In addition to gaining a better understanding for what this kind of learning can provide, participants will be exposed to a decision framework which can help them in deciding among e-learning choices in terms of trainee throughput and hoped for level of interactivity for the learners.
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Employee Engagement: Defining it, Measuring it and Increasing it
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| Round Table |
| Mike Stafford, SVP of Talent Management, Starbucks |
It is widely accepted that high levels of employee engagement are key to providing an organization a strong competitive advantage in the global marketplace. High levels of engagement are related to employee’s having a more enriched work experience and also are also linked to several positive employee performance and company performance metrics. It is imperative that as an organization looks at engagement that there is alignment and understanding about what engagement is and how we can retain and increase the engagement of all employees. Given the current velocity of change in the workplace coupled with the dynamic global economy the need to focus on how companies ensure they have an engaged workforce is more critical than ever.
In this session we will discuss the benefits of having an engaged work force as well as reviewing the characteristics of engaged employees. In addition we will explore the various conditions necessary to foster engagement as well as strategies to increase engagement including the role of a leader in driving engagement.
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Group Insights Into the Future of Leadership Development - Interactive Discussion
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| Round Table |
| Brooks Fisher, VP of Leadership Training and Development, Intuit |
Leadership development is often seen as a set of “soft skills” that are personally mediated by leaders/instructors/coaches connecting with individuals and small groups (think “The GE Way” and Jack Welch). New social media tools combined with cost pressures are changing the expected modalities, expectations and channels of leadership development. And with the economy in a downturn, leadership development has to be fundamentally re-thought, designed and launched in a short period of time. In this interactive discussion, learn what senior learning and IT executives have found to maintain and communicate a clear and consistent message of what values, mindsets, and behaviors are the most effective in the view of the organization and its leaders when it is filtered through new media and new experiences.
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Connecting the Dots: An Integrated Marketing Approach to Career Development for Internal Talent
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| Workshop |
| Bouvier Williams, VP, Talent Management, MTV Networks |
Have you ever created a brilliant people development strategy, received 100% buy-in from your business leaders, and worked feverishly to provide your employees with “best-in-class” programs, then received feedback from staff members that they still don’t know where to go for support or how to leverage resources that will aid their career development? It’s probably less about the quality/effectiveness of your award winning tools and more about the fact that people have a hard time seeing how they all work together. So how do you help them get to that magical “a-ha!” moment?
You may have to think less like the great Talent Management or Learning & Development professional you are and think more like the crafty folks in Marketing or Promotions. This session will focus on MTV Networks’ ALL ACCESS initiative and how they’ve taken different critical organizational processes and created a compelling, and very “personalized,” story about individual growth and professional development.
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Bridging the Distance Between “Live” and “Online” Learning when Training your Salesforce
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| Workshop |
| Oscar Herrin, VP Learning & Development, Public Storage |
Public Storage has taken distance learning to new heights. With over 2000 locations in 39 states deploying learning in a large demography is a challenge. A blended distance learning solution that is scalable, consistent, standard and timely is the method of choice used to provide learners an effective learning experience.
Using four distance learning delivery methods to provide Sales Training seems to have early indications of effectiveness. Synchronized deployment of each method allows learners a variety of learning experiences. Establishing success measures will include a comprehensive certification process and correlation to on-the-job performance metrics. To learning professionals bridging the distance between “live” and “online” learning is a continuous effort to bring trainers and learners together in an innovative environment conducive to workplace challenges.
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