2010 Best of Organizational Development Summit

Gold sponsors

Best tools Participants Communicate Learning tracks

Be global Build trust Develop leaders Get results

Drive changeHigh potential

Phil Harkins Marshall Goldsmith

Elliott Masie Frans Johansson

Resetting OD for the New NormalSeptember 22–24, 2010 • Chicago Fairmont

Warner Burke Dana Gaines Robinson

Peter Block

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Lifetime Achievement

Expert presentersAlumni network

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Model for High Impact OD

About the 2010 SummitWith an ever-changing economy and technology market, companies recognize that it has never been more important to re-evaluate, re-energize, and innovate on the models, tools, and strategies they are using to improve and stabilize their organization. That is why The 2010 Best of Organizational Development Summit will focus on Resetting OD for the New Normal.

Whether you are an experienced OD practitioner or new to organization-al development, this program will help you identify ways to reassess, redesign, reengage, and reconnect your organization.

Follow us online:

Resetting OD for the New Normal

September 22–24, 2010The Chicago Fairmont

Table of contents

Summit details .................. 3

Summit schedule ...........4-5

Keynote speakers ...........6-7

Complimentary coaching .......................... 8

Pre-Summit workshops ........................ 9

Assessment, Measurement, and Evaluation schedule (AME) ............... 10

GOLDeN Network ............ 12

Advanced Practitioners Think Tank ...................... 13

Learning teams ............... 14

Track overview ................ 15

Concurrent sessions ....................16-23

Sponsor education sessions ......................... 24

The Marketplace ............. 26

Registration information ..................... 28

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Blew my mind. Julie Boardman // Senior Manager of Operational Development, Nintendo of America“

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Why attend?Today’s OD/HR professional must prove their ability to adapt to an ever changing environment. To do this, they need access to trends, peer networks, benchmarking, and best-in-class tools and models, which will enable them, and their company to grow. Participants of The Best of Organizational Development Summit will receive valuable tools that their company can’t afford to miss.

Who attends?Our Summit attracts 600 participants each year, including:

• OD/OE Practitioners

• Managers, Directors, and VPs of:

» Organizational Development

» Performance Management

» Succession Planning

» Training and Development

» Organizational Learning

» Leadership Development

» Talent Management

» Organizational Change

» Human Resources

• Internal and External Consultants

• Teams of OD and HR practitioners

• Newly appointed OD professionals

Why register now?Our Summit has limited seating and a limited amount of reserved hotel rooms and has been filled to capacity year after year. It is important to reserve your Summit seat as soon as possible to take advantage of our early bird 10% registration discount and decrease costs for your organiza-tion.

Participants will benefit from:• World-class keynote presentations from OD

thought leaders

• Best practices sharing and benchmarking

• Peer networking with top OD professionals

• Skill development workshops

• Best-in-class tools, case studies, and tech-niques

• A network of nearly 7,000 summit alumni

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Summit details

The paths to the future are not found but made and the act of making them change both the maker and the destination.Warren Bennis // A world authority on leadership development

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781-402-5555






MONDAY, SEPTEMBER 20, 2010: Pre-Summit Workshops

8:30AM–4:30PM The Essential OD Practitioner Program—Day 1 *Held at DePaul University

8:30AM–4:30PM The Essential Coaching Leaders Practitioner Program—Day 1

TUESDAY, SEPTEMBER 21, 2010: Pre-Summit Workshops and Pre-Conference

8:00AM–4:30PM Assessment, Measurement, and Evaluation (AME)

8:30AM–4:30PM The Essential OD Practitioner Program—Day 2


SUMMIT DAY ONE: WEDNESDAY, SEPTEMBER 22, 2010

7:00–8:00AM Continental breakfast and registration

8:30–8:45AM Opening welcome

8:45–9:45AM Keynote address: Phil Harkins—Top 10 Issues Facing OD Today

9:45–10:45AM Break and exhibits

Concurrent Tracks Reassess Reengage Redesign Reconnect The New OD Professional Advanced Practitioners Think Tank

10:45AM–12:00PM Leadership Development: Focus. Believe. Invest.

Extraordinary Groups: How to Help Your Team Deliver Amazing Results

Leveraging OD for Sustainable Business Excellence

Social Networking—Create an Opportunity for People to Learn from Each Other

The Transformation Decade: Trends 2010–2020

Building and Rebuilding Trust in Organizations

12:00–1:15PM Lunch in the exhibit hall

1:15–2:45PM Increasing Leadership Capacity at Fortune Brands with Emotional Intelligence

Maintaining Employee Engage-ment

You Think You Can't Change Cultures Fast… Think Again

Challenges of Rolling Out OD Initiatives Globally

The Neuroscience of Organiza-tional Change

Assessing, Measuring, and Evaluating Leadership Develop-ment Efforts

3:00–5:00PM Learning Teams

5:00–6:15PM Keynote address: Elliott Masie—Virtual, Social, Global: Change Happens!

6:15–7:45PM Grand Networking Reception

SUMMIT DAY TWO: THURSDAY, SEPTEMBER 23, 2010

7:30–8:30AM Continental breakfast

7:30–8:20AM Breakfast sessions

8:30–9:00AM Lifetime Achievement Awards Opening Address: Peter Block—The Evolution of Enthusiasm


9:15–10:30AM Return on Leadership Develop-ment (ROLD)

Leveraging Talent to Drive Business

Changing the Way We Change: Corporate Transformation at Cisco

Enterprise 2.0—Creating New Connections and Collaboration Channels

Does Learning Really Change Anything?… Creating Trans-formational Development Experiences

Creating Global Teams that Work


10:45–11:45AM Keynote address: Marshall Goldsmith— MOJO—A New Approach to Building New Happiness, Meaning, and Employee Engagement

11:45AM–12:45PM Lunch in the exhibit hall


3:00–4:15PM Dessert in the exhibit hall

4:15–5:15PM Keynote address: Warner Burke—Organizational Change and Development Today

6:00–7:30PM Lifetime Achievement Awards Dinner*

SUMMIT DAY THREE: FRIDAY, SEPTEMBER 24, 2010



8:30–9:45AM Keynote address: Dana Gaines Robinson—Designing Your Function to be Seriously Strategic


10:00–11:15AM The New GM The Best Defense Is a Good Of-fense: Thriving in Troubled Times

Organizational Change Doesn't Happen Without Leadership

Understanding LinkedIn as an Organizational Development Tool

STRETCHING Ourselves as OD Professionals

Developing Leaders Who are Ready at All Levels

11:30AM–12:30PM Keynote address: Frans Johansson— Innovation: Use the Power of Diversity to Build, Change, and Grow Your Business

1:30–5:00PM The Marketplace*

Summit schedule

4 www.linkageinc.com/od

*Separate registration required.


MONDAY, SEPTEMBER 20, 2010: Pre-Summit Workshops

8:30AM–4:30PM The Essential OD Practitioner Program—Day 1 *Held at DePaul University


TUESDAY, SEPTEMBER 21, 2010: Pre-Summit Workshops and Pre-Conference

8:00AM–4:30PM Assessment, Measurement, and Evaluation (AME)

8:30AM–4:30PM The Essential OD Practitioner Program—Day 2


SUMMIT DAY ONE: WEDNESDAY, SEPTEMBER 22, 2010

7:00–8:00AM Continental breakfast and registration


8:45–9:45AM Keynote address: Phil Harkins—Top 10 Issues Facing OD Today


Concurrent Tracks Reassess Reengage Redesign Reconnect The New OD Professional Advanced Practitioners Think Tank

10:45AM–12:00PM Leadership Development: Focus. Believe. Invest.


Leveraging OD for Sustainable Business Excellence


The Transformation Decade: Trends 2010–2020


12:00–1:15PM Lunch in the exhibit hall

1:15–2:45PM Increasing Leadership Capacity at Fortune Brands with Emotional Intelligence

Maintaining Employee Engage-ment

You Think You Can't Change Cultures Fast… Think Again


The Neuroscience of Organiza-tional Change

Assessing, Measuring, and Evaluating Leadership Develop-ment Efforts


5:00–6:15PM Keynote address: Elliott Masie—Virtual, Social, Global: Change Happens!

6:15–7:45PM Grand Networking Reception

SUMMIT DAY TWO: THURSDAY, SEPTEMBER 23, 2010



8:30–9:00AM Lifetime Achievement Awards Opening Address: Peter Block—The Evolution of Enthusiasm


9:15–10:30AM Return on Leadership Develop-ment (ROLD)



Enterprise 2.0—Creating New Connections and Collaboration Channels

Does Learning Really Change Anything?… Creating Trans-formational Development Experiences



10:45–11:45AM Keynote address: Marshall Goldsmith— MOJO—A New Approach to Building New Happiness, Meaning, and Employee Engagement

11:45AM–12:45PM Lunch in the exhibit hall


3:00–4:15PM Dessert in the exhibit hall

4:15–5:15PM Keynote address: Warner Burke—Organizational Change and Development Today

6:00–7:30PM Lifetime Achievement Awards Dinner*

SUMMIT DAY THREE: FRIDAY, SEPTEMBER 24, 2010



8:30–9:45AM Keynote address: Dana Gaines Robinson—Designing Your Function to be Seriously Strategic


10:00–11:15AM The New GM The Best Defense Is a Good Of-fense: Thriving in Troubled Times

Organizational Change Doesn't Happen Without Leadership

Understanding LinkedIn as an Organizational Development Tool


Developing Leaders Who are Ready at All Levels

11:30AM–12:30PM Keynote address: Frans Johansson— Innovation: Use the Power of Diversity to Build, Change, and Grow Your Business

1:30–5:00PM The Marketplace*

5781-402-5555


Phil HarkinsTop 10 Issues Facing OD Today

Frans JohanssonInnovation: Use the Power of Diversity to Build, Change, and Grow Your Business

Marshall GoldsmithMOJO—A New Approach to Building Happiness, Meaning, and Employee Engagement

Keynote speakers

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Today we have a crisis of confi-dence since so many organizations worldwide have been assaulted by the two year global recession, leaving a depleted and disappointed workforce. This is forcing OD professionals to discover innovative practices and programs to reen-gage and inspire a broken and often confused employee base. In this general session, Phil Harkins will review the top ten major challenges facing organizations as they move into recovery. He will then present the researched best practice solu-tions noting successful examples of companies that have done it.

Participants will leave this session with:

• solutions that they can imple-ment immediately

• a step-by-step guidebook for selling these practices to their organization

Phil Harkins, Ph.D., is CEO and Founder of Linkage and an internationally known expert in the fields of OD, leadership, communication, and executive coaching.

Whether you’re facing a challenge, threat or opportunity, it takes new thinking, creative ideas and col-laboration if you want to survive, thrive or compete in today’s busi-ness world. It takes innovation, and innovation is powered by diversity. It doesn’t take a new budget, space age thinkers or wildly creative types. You already have what you need hidden in your organization—hidden in the diverse experiences, cultures, backgrounds, opinions, and interests of your employees.

Frans will discuss:

• how to gain a fresh perspective on what innovation is and isn’t

• what is needed to make innova-tion happen

• the discovery and development of one’s own creative and in-novative abilities

• how to meet any challenge and make a difference

Frans Johansson is author of the best-seller, The Medici Effect. Frans is also an entrepreneur and thought leader. Frans co-founded and managed a Boston-based software company and a medical device company operating out of Baltimore, Maryland and Stockholm, Sweden.

Mojo can be defined as that positive spirit toward what we are doing, now, that starts from the inside and radiates to the outside. Marshall Goldsmith will discuss the building blocks of Mojo—identity, achieve-ment, reputation, and acceptance. He will provide practical tools that can help participants increase their experience of happiness and mean-ing—both at work and at home.

In this session, you will:

• learn practical tools aimed at increasing your personal experi-ence of happiness and meaning

• be better able to coach others and help them find happiness and meaning

• increase employee engage-ment without another expensive ‘program’

Dr. Marshall Goldsmith is a world authority in helping successful leaders to achieve positive, lasting behavior: for themselves, their people, and their teams.

All Summit participants will receive a free signed copy of Marshall’s new book.



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7781-402-5555

A clear statement of what we know regarding the practice of OD, what we can count on, what we need to know, and what new skills are likely to be required, will be presented. The seven domains that Warner Burke will focus on include the process and content of OD, change leadership, organizational structure, rewards systems, training and development, teams and teamwork, and organizational performance.

Warner will explore:

• a self assessment about what one feels confident about in the practice of OD

• how to measure and understand organizational best practices

• how to assess where growth and development is needed

• what skills and knowledge are needed to feel confident about the practice of OD

W. Warner Burke, Ph.D., is Profes-sor of Psychology and Education and Coordinator for the Graduate Programs in Social-Organizational Psychology at Teachers College, Columbia University, and is the Associate Editor for the Jour-nal of Applied Behavioral Science.

How often we read about the need for OD, HR, and learning functions to be strategic and business linked. To become strategically integrated into the organization is an aspira-tional goal for most practitioners. But what is a strategic function? What characteristics separate it from a function that is tactical? Designing a function to be strategic requires four key elements. Dana Gaines Robinson will discuss these elements and provide examples of successes and land mines to avoid.

In this session, you will learn:

• four key requirements of a strategic function

• how to assess the ‘current state’ of your function as it compares to four key require-ments

• what actions are needed to en-sure your function is positioned to be seriously strategic

Dana Gaines Robinson is a recognized leader in the area of performance technology and strategic HR design. Together with her husband, Jim Rob-inson, Dana has co-authored six books including Strategic Business Partner and Performance Consulting.

2010 is a year of unique opportu-nity for OD and HR professionals. Changing economies, shifting talent requirements, distributed global workplaces, and a sense of uncer-tainty create a powerful and chal-lenging moment for our field. Elliott Masie will frame these challenges around three key initiatives:

• Reskilling—scalable approach-es to updating and changing skill sets

• Virtual Leadership—skills for leading distributed teams through new techniques and technologies

• Social Knowledge—tapping the “wisdom of the crowds” in a strategic and authentic fashion

Elliott Masie is the Chair of the Learning CONSORTIUM and a pioneer in the world of learning technology and workplace performance. Credited with introducing the term “e-learning,” Elliott combines the worlds of corporate learning, emerg-ing technology, and OD in his work with global corporations.

Elliott MasieVirtual, Social, Global: Change Happens!

Dana Gaines RobinsonDesigning Your Function to be Seriously Strategic

Warner BurkeOrganization Change and Development Today: What We Know and What We Need to Know Going Forward

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Lifetime Achievement Awards Opening AddressSeptember23•8:30–9:00AMThis award is presented to legends of organizational development to honor them for their commitment to the profession and its practitioners.

The Evolution of Enthusiasm—Sustaining ourselves requires us to perch on the inter-section of what is most personal and what the world is asking for. We must keep a certain clinical distance from the work in order to avoid losing our humanity. In this session, Peter Block will discuss these hugely important issues as well as how to maintain a healthy relationship with money, which is the root of all possibility.

LifetimeAchievement

Award

Peter Block, author

781-402-5555

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Sign up for a 60-minute “laser coaching” session with Break Through Consulting and you too can come away with clear and actionable high-impact goals to improve your strategic direction and well-being. Only 100 spaces available!

Don’t miss this chance to focus on you and your goals

Give yourself 60 minutes of executive coaching with Break Through Consulting and you’ll be amazed at the possibilities. The first 100 people to sign-up will benefit from a one-on-one 60-minute executive coaching session with a business coach from Break Through Consulting. You may schedule your phone coaching session to occur at your convenience—either before or after the Summit. Prior participants are welcome to sign-up again.

Just 60 minutes could be the start of something powerful

• Enjoy the support of a strategic thinking partner

• Gain clarity as you hear yourself think out loud

• Develop breakthrough perspectives

• Discuss tough issues in a safe and confidential environment

• Brainstorm with a coach whose only agenda is to support you in reaching your goals

Sign up for complimentary executive coaching when you register for the Summit!

Complimentary One-On-One Executive Coaching Is Back!

“The session far exceeded my expectations…”

“… an excellent experience….”

“… a very valuable session…”

“It was an hour well spent.”

“… meaningful, thought provoking…”

Dare to Invest in Yourself!

• Complimentary 60-minute coaching sessions

• One-on-one sessions conducted by phone

• Schedule at your convenience—before the Summit or after

• Highly-accomplished business coaches

• Only 100 spaces available!

Break Through Consulting is a results-driven executive coaching company dedicated to coaching entrepreneurs, executives, and teams in the Global 500. For more information about Break Through Consulting visit www.breakthroughconsulting.com.

The ROI is clear, Break Through Consulting’s “laser coaching” approach helps individuals achieve clear, actionable, and high impact goals.




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Pre-Summit workshops

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The Essential OD Practitioner Program

Organizations must design and implement the structures, pro-cesses, and systems that will allow their people to flourish—and that will spur change and growth. To help newer OD professionals with this charge, Linkage is offering The Essential OD Practitioner Program, a targeted curriculum that lever-ages a pre-Summit workshop and key tracks from The Best of OD Summit.

Who should attendNew OD practitioners and anyone with little or no background in OD

Benefits & outcomes• Receive an in-depth overview of

the field of OD and key models

• Define critical success factors and target specific interventions for hard-hitting, bottom-line OD

• Learn how to articulate your role as an internal OD consultant

Curriculum• Attendance at Linkage’s Pre-

Summit workshop: Introduction to Organizational Development (co-located at DePaul University on 9/20-21)

• Attendance at two of the fol-lowing three key tracks taking place during The Best of OD Summit:

» Levering OD for Sustainable Business Excellence (p. 16)

» The Transformation Decade: Trends 2010-2020 (p. 17)

» STRETCHING Ourselves as OD Professionals (p. 23)

The Essential Coaching Leaders Practitioner Program

Participants will learn the four stages of Linkage’s proven Coach-ing Leaders Model™, including how to use tools to expedite and sustain the coaching process. In addition, participants will attend tracks focused on specific development techniques implemented success-fully at leading organizations.

Who should attendInternal HR, OD, and LD profession-als and business coaches

Benefits & outcomes• Exposure to Linkage’s Coaching

Leaders Model™

• Learn how to use key tools to sustain the coaching process

• Share best practices and net-work with other coaches

Curriculum• Attendance at Linkage’s Pre-

Summit workshop: Essential Coaching Leaders Practitioner Program (co-located at The Best of OD Summit on 9/20-21)

• Attendance at two of the fol-lowing three key tracks taking place during The Best of OD Summit:

» Increasing Leadership Capacity at Fortune Brands with Emotional Intelligence (p. 18)

» Does Learning Really Change Anything? (p. 21)

» Developing & Retaining New Leaders at Tyco: Through Onboarding Coaching (p. 24)

Organizational Culture and Change

Offered in exclusive partnership with Denison Consulting

To deliver business results through periods of change and transition, competent change agents need ac-cess to reliable measurement tools. This program, featuring the Denison Organizational Culture Survey™, will help participants expand their capabilities to meet the challenge of driving bottom-line performance metrics such as sales growth, return on investment, customer satisfaction, innovation, quality, and employee satisfaction through the analysis of cultural indicators.

Who should attendHR professionals, OD internal/exter-nal practitioners, and business line managers

Benefits & outcomes• Expand your knowledge of

organizational factors that affect performance, and learn how to diagnose your organization’s culture using the Denison Orga-nizational Culture Survey™

• Leverage your organization’s strengths to maximize organiza-tional performance

• Recognize your organization’s areas for improvement and pri-oritize potential change efforts to affect performance

• After the program concludes, you will receive a complimenta-ry opportunity to administer the online Denison Organizational Culture Survey™ to up to 20 people in your organization

September 20 & 21

781-402-5555

Attention Summit attendees: Did you know that The Essential OD Practitioner Program or Organizational Culture and Change can be rolled into Linkage’s OD Certificate along with the completion of two additional programs during 2010–2011? Call 781-402-5555 for details.

Linkage’s Organizational Development Certificate Program offers you:

• proven OD tools and resources

• research on OD best practices

• best-in-class facilitation by expert consultants

AME of Human Performance

Getting Results from Balanced Scorecards: A Case Study of the National Education Association

The challenge of a balanced scorecard is not building them but getting the organization to learn from the re-sults. Through its use of balanced scorecards, the NEA has had successful conversations about strategy and identified measures and targets to achieve this mission.


• discover the lessons learned from scorecard mea-surement systems with emphasis on cultural factors

• learn practical methods for increasing accountability

• understand how strategy maps and scorecards can be used in innovative ways

Dr. Charley Morrow is president of Sage As-sessments and is an expert in using focused assessment methodologies to drive individual and organizational performance.

Andrea Walker is the Manager of Strategy at the National Education Association, a 3.2 million member organization dedicated to creating a great public school for every student.

AME of Human Performance

Conversations that Count: Taking a Story-Based Approach to ROI

ROI—return on investment—has taken on a negative connotation for many practitioners in the field of LD and OD. Taking a story-based approach to ROI evaluation offers an alternative approach to the “science experi-ment” and has proven to provide better data and to be faster, cheaper, and easier.


• build skills in conducting story-based ROI evalua-tions

• gain tips for application from a case study example

• create a compelling business case for leadership and organization development initiatives

Merrill Anderson, Ph.D., is the Principal and Chief Business Architect of Cylient, a profes-sional services firm that offers coaching-based LD, culture change, and MetrixGlobal evaluation services.

AME of Training and Development

It’s All About Performance

Analyzing needs is the most important step of any train-ing or development project. The design, development, implementation, and evaluation of the event are all predicated on what brought the learner there in the first place—their need to improve performance. Using the National YMCA as a case example, participants will fol-low a needs analysis process from start to finish. They will receive the knowledge and tools that they need to perform a similar analysis back in their organizations.

In this session, you will learn how to:

• conduct a performance and training needs analysis

• determine the target audience

• evaluate the effectiveness of training

Dr. Philip Anderson is the Director of Leadership Development for the YMCA of the USA. He is recognized as an expert in his field.

Keisha Sitney is the Leadership Development Manager for the YMCA of the USA. She is re-sponsible for executive development across the country—a scope of over 3,000 executives.

Assessment, Measurement, & Evaluation (AME)

Assessment, Measurement, & Evaluation (AME), is a special one-day pre-conference. AME is crucial to the success of any OD initiative. It is easy for companies to dismiss initiatives that are not actively demonstrating ROI. If you are charged with increasing learning and performance in your organization and you must demonstrate the business impact of your initiatives, you can’t afford to miss this event.

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KeynoteDesigning, Developing, and Implementing AME

Organizations struggle with determining the ROI of OD, HR, and LD departments. This ses-sion will focus on building practical executive development programs by creating assessment, measurement, and evaluation tools on the front end of programs. Learn how to get buy-in and commitment while increasing outcomes.

In this session, you will explore:

• how to recognize operational indicators dur-ing the design phase

• how programs can be developed using scorecards to create the desired results

• how using a leaders teaching leaders for-mula can accelerate tools and methods

Scott Boston is the Senior Vice President of Talent Management at McKesson Corporation. He is respon-sible for the talent management and HR transformation efforts.



AME of Training and Development

Leveraging 360-Degree Feedback to Facilitate Successful Behavior Change

One of the most popular tools for talent development is 360-degree feedback. Yet research shows that one third of those interventions result in decreased perfor-mance. In this case study session, participants will hear how a medical center completed a talent development intervention which changed leadership behaviors, improved coaching abilities, engaged employees, and enhanced retention.


• explore the limitation and challenges of using 360-degree feedback

• examine participant, organizational factors, and conditions for successful interventions

• apply research-based best practices to maximize individual and team effectiveness using 360-degree performance feedback interventions

Andrea L. Espy is a senior training and OD consultant within the HR department at the UC, Irvine Medical Center. Andrea specializes in tal-ent, LD, management training, and OD.

Dr. Kenneth M. Nowack is a licensed psycholo-gist and President and Chief Research Officer of Envisia Learning, a leading provider of assessment, training, and development tools to coaches and consultants.

Return on Leadership Development

Measuring Impact (day-long track)

Measuring the impact of LD provides organizations with benefits such as pipeline/bench strength analysis. This session will outline these organizational benefits, why Kirkpatrick’s four levels, Phillips ROI, and Birkenhof’s impact mapping are still so important to the future of LD, and what to do with your findings once you’ve conducted an assessment.


• tools and questions to take back with you to your organization that will help you start measuring

• key learnings and insights from leading companies that have measured their return on LD

• how LD can become a profit generating unit

Rich Rosier is Senior Vice President and a Prin-cipal Consultant at Linkage. He is responsible for leading Linkage’s LD practice area and aligning strategic partner acquisitions.

Schedule

Tuesday, September 21 • 8:00AM–4:30PM

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7:00–8:00AM Continental breakfast & registration


8:15–9:30AM Keynote address: Scott Boston—Designing, Developing, and Implementing AME

9:30–9:45AM Break

9:45–11:30AM Concurrent sessions

AME of Human Performance: Getting Results from Balanced Scorecards

AME of Training and Development: It’s All About Performance

Return on Leadership Development (Part 1)

11:30AM–12:30PM Lunch

12:30–2:15PM Concurrent sessions

AME of Human Performance: Conversations that Count

AME of Training and Development: Leveraging 360-Degree Feedback to Facilitate Successful Behavioral Change

Return on Leadership Development (Part 2)

2:15–2:30PM Break

2:30–4:15PM World Café

4:15–4:30PM Closing remarks

World Café

The World Café is an innovative yet simple methodology for hosting conversations about questions that matter. These conversations link and build on each other as people move between groups, cross-pollinate ideas, and dis-cover new insights into the questions or issues most important in their life, work, or community. During this interactive session, participants will have a rich conversation about the importance of assessing, measuring, and evaluating OD/HR/LD initiatives. Explore and learn from the collec-tive experience of this high level group of peers and leave with an actionable plan for success in assessing, measuring, and evaluating human performance.

Mari Pat Varga is a communication consultant and organizational thinking partner. She consults with leaders to develop communication practices that connect customers, colleagues, and communities.

781-402-5555


Teams from high performing organizations and world renowned experts will come together to position you for success by exchanging the ideas, discussing the innovation, and sharing the information that matters most to you.

And, because Linkage’s ongoing research is the driving force behind GOLDeN, you will get data verified answers to your most critical ques-tions. You will go back to your organization with solutions in hand. Solutions that work.

NetworkThe whole is greater than the sum of its parts when it comes to creat-ing impactful change at your organization. This is why we invite you to join GOLDeN as a team of up to three OD/LD leaders and up to one line executive (max of four members per team).

Together, you and your team will take advantage of the insights and ideas of other high performing teams recognized for their leadership within the industry, their growth potential, and/or their global reach.

Unique contentLinkage has collected thousands of data points from executives, line leaders, and everyone in between in order to bring industry leading best practices to you. You will receive access to bi-monthly research findings from Linkage’s analysis of thousands of top leaders. In addition, you will have the opportunity to participate in research examining the critical topics that are sure to affect your bottom line.

We are confident that the best practices that we share will work, and not just because we say so, but because our data supports this fact.

On Demand Access to Thought LeadersReceive unprecedented access to Phil Harkins and Warren Bennis, two experts in the areas of OD and leadership, and countless other Linkage experts.

Dr. Harkins and Dr. Bennis will facilitate the GOLDeN in-person meetings and will continually add their expertise to the virtual network through blogs, discussion board comments, and ongoing question and answer sessions.

GOLDeN Network

Tuesday, September 21 8:30AM–5:30PM

The Global Organizational and Leadership Development e-Network

GOLDeN is your chance to connect with an exclusive group of experienced OD/LD professionals who, like you, strive for organizational excellence through the advancement of leadership development, talent management, change management, and team building.


Interested in learning more?

Call 781-402-5555 to find out how to become a member of this exclusive network.



13781-402-5555

In this unique and exclusive track, senior

OD/HR/LD professionals will have the

opportunity to work with and learn from

each other, while advancing the field by

sharing best practices and research. With

the guidance of OD/HR/LD thought leaders,

participants will focus on benchmarks and

research projects in four areas: building

and rebuilding trust in organizations,

creating global teams that really work,

developing leaders who are ready at all

levels, and assessing, measuring, and

evaluating leadership development efforts.*


With the collapse of major institutions, many organi-zations have had to focus on building and rebuilding trust in organizations. Participants will explore the best practices that have allowed them to successfully gain back trust, benchmark with other best practices, and set up benchmarking projects which will guide future practitioners through tough times.

Mac Van Wielingen is the Founder, Co-Chairman, and Director of ARC. He is one of Canada’s lead-ing financial experts. Mac provides leadership support for the executive team in the areas of internal governance, corporate development, and investment decision-making.

Assessing, Measuring, and Evaluating Leadership Development Efforts

Assessing, measuring, and evaluating leadership development efforts is an integral part of surviving in today’s economy—especially when succession is being accelerated at a pace we’ve not seen before. Partici-pants will be privy to research surrounding proven LD and OD best practices that yield measurable business results. They will also work together to set up future benchmarking projects surrounding leadership and OD.

Phil Harkins, Ph.D., is CEO and Founder of Link-age and an internationally known expert in the fields of OD, leadership, communication, and executive coaching.


As the need to be a global organization grows, so does the need to create global teams that work. When creating and implementing global initiatives, there are many pieces that the senior level practitioner needs to be aware of to be successful. Participants will discuss the opportunities that exist in the emerging markets of China and India, how to navigate the cultural differenc-es, how to use technology to build virtual global teams, and how to benchmark with other best practices.

Samuel M. Lam is President and Managing Part-ner of Linkage Asia. He has led major OD and LD initiatives for both global multinational firms and Asian conglomerates in Australia, Singapore, Malaysia, China, and Indonesia.

David Rock coined the term ‘NeuroLeadership’ and co-founded the NeuroLeadership Institute. He has authored the books Personal Best, Quiet Leadership, and the textbook Coaching with the Brain in Mind.

Develop Leaders Who are Ready at All Levels

Boards and senior leadership teams are bottom line driven, and are typically interested in knowing their organization’s pipeline and bench strength. This is harder to predict in a volatile market. So, organizations must develop leaders who are ready at all levels, and can be strategic even when strategy has to continually change. Participants in this session will explore the best practices in navigating “the new normal,” what it means to do more with less, and what best practices are still useful in today’s economy.

Mark Servodidio is Executive Vice President and Chief Human Resource Officer for Avis Budget Group. He has responsibility for more than 22,000 employees and oversees human resources activities worldwide.

Advanced Practitioners Think Tank

* Participants must apply and be accepted to be part of this track.

13781-402-5555

http://www.linkageinc.com/offerings/summitsandinstitutes/Pages/ODC10_track6.aspx







Learning teams

Reflect upon, process, and share key learnings

Get to know fellow Summit participants

Create a plan to transform participant learnings into action

Engage in deep dialogue with peers who are interested in a similar topic/theme

14

WEDNESDAY, September 22 • 3:00–5:00PM

THURSDAY, September 23 • 1:00–3:00PM

What is a learning team?A learning team is a time when our Summit participants have the opportunity to network more deeply with their peers. This valuable opportunity has been an integral part of Linkage Sum-mits for the past five years.

How it works:Summit participants will be grouped based on a pre-Summit assessment designed to determine their level of experience, key challenges, and learning objectives.

Participants will be placed in teams of 15–20 peers, who they will meet with for a total of 4 hours during the event. During this time, they will form a strong support network and develop an action plan for implementing key learnings from the Summit to their day-to-day job and OD initiatives.









15781-402-5555

Track 1: Reassess

With the collapse of major industry leaders, even the smallest companies are reassessing where they are in the market. Presentations in this track will focus on the themes of assessment, measurement, and evaluation, and how they are applicable to human performance, training and development, orga-nizational performance, benchmarking against other best practice organizations, and problem solving. Trends surrounding reassessment and the impact on the bottom line will also be explored.

Track 2: Reengage

Recent change and disruption has had an impact on employee engagement and effectiveness. A new and real risk is that people disengage and burn out, which can derail critical initiatives and productiv-ity. Can you reengage those employees that have come to know the words “layoff”, “change”, and “overworked” all too well? How do companies, from a people perspective, move from crisis mode back into growth mode? Presenters in this track will explore the key business drivers and priorities of the OD professional including best practice case studies on LD, talent management, employee engagement, and future trends surrounding reengagement.

Track 3: Redesign

Mergers and acquisitions, process improvement, corporate re-structuring, culture change, and the absolute necessity for OD initiatives to be linked to financial performance have all pushed OD profes-sionals to focus on redesign. This track will provide participants with the skills to navigate through this time of increasing competition and speed, and will define best practices that enable OD professionals to redesign initiatives that drive results.

Track 4: Reconnect

Innovations in technology are changing the way that employees learn and connect with each other and their organization. Growing global and cross-cultural virtual teams, advances in social online media, and new, exciting simulations and learning systems are just some ex-amples of these developments. In this track, presenters will share best prac-tices for how OD and HR professionals can use technological innovations to improve the effectiveness, integration, global capability and ROI of their OD and HR initiatives.

Track 5: The New OD Professional

As organizations around the world continue to struggle for survival in the midst of a global financial crisis, those that survive and thrive will do so by quickly adapting to—or reshaping—the future. In this track, participants will explore the impact of emerging global trends and the impact those trends will have on the future of organizations and ultimately on the skills OD and HR professionals will need to be successful in a new global reality.

Track 6: Advanced Practitioners Think Tank (see p. 13)

Track overview

15

Reassess

Reconnect Redesign

RESET

Reengage

781-402-5555








16

Concurrent sessions


Leadership Development: Focus. Believe. Invest.

Many times organizations are un-able to effectively have their initia-tives cross departments. Lockheed Martin has successfully executed cross departmental initiatives by fo-cusing on, believing in, and invest-ing in their leadership development. In this session, participants will hear how a Fortune 500 company integrated a comprehensive LD and OD system across multiple platforms of the organization and aligned it with the company goals and culture.

Key session takeaways will include:

• how to put together a success-ful action learning project that focuses on assessment

• what does impactful measure-ment look like

• how to take an action learning project and turn it into a practi-cal action plan

Marilyn Figlar is the Vice President of Leadership and OD for Lockheed Martin Corporation. She oversees all learning, tal-

ent, and LD strategies and programs.

Cheryl Monachino is the Director of Platform Systems Engineering at Lockheed Martin Systems Integration. She is

responsible for the system engineering function in support of the A-10 Prime Programs, the Distribution Technologies Programs, Special Operations Programs, Unmanned Vehicle (UAV) Programs, and Naval Helicopter Programs.


As a result of over three years of field research surrounding the ex-periences of people involved in sixty extraordinary groups, Geoff Bellman and his co-author, Kathleen Ryan, identified six human needs key to team effectiveness, eight perfor-mance indicators that differentiate extraordinary groups from the rest, four feelings at the core of trans-formative team experiences, and actions that lead toward creating the ideal team.

Noting this research, Geoff will offer an alternative to traditional team development, an approach that looks deeper than tools and techniques, and new possibilities.


• what allows some teams to perform in ways that exceed their own expectations

• how these teams differ from most others

• what you can do to increase the possibility that your next team will be extraordinary

Geoff Bellman has been a consultant to organiza-tions for forty years. He is the author of six books, including The Consultant’s

Calling, Getting Things Done When You Are Not in Charge, and his new book, Extraordinary Groups.

Levering OD for Sustainable Business Excellence

OD’s success depends on its direct and specific contribution to the business. However, like other staff groups, OD is often stuck in an antiquated and counterproductive relationship with its customers. OD now has momentum to reposi-tion itself, and this session will address the “why” and “how.” It will particularly focus on the tough economic reality that has taught many businesses and not-for-profit organizations that “good” is no lon-ger enough. OD could play a pivotal role in migrating towards greatness, but it requires deep understanding of business excellence and OD’s leverage potential. This is especially true when budgets remain tight and managers remain focused on short-term profit improvements and cost reductions.


• what separates a great organization from its peers and determines business excellence

• why OD should reposition itself, how to execute this, and how OD can contribute to sustain-able business excellence

• how to link the annual plan-ning and budgeting process to strategic needs, evaluation, and prioritization of OD initiatives

• how OD can help business lead-ers understand and deal with chaos, black swans, uncertain markets, and change

Peter Nievaart is the Founder and CEO at Effecs. He is passionate about leadership, busi-ness excellence, innova-

tion, change management, and IT. He has worked for profit and not-for-profit organizations. He is a life-long student of business excellence and leadership.





17781-402-5555

Wednesday, September 22 • 10:45AM–12:00PM


Social networking in the enterprise? Social networking creates op-portunities for connections between people and groups—challenging each of us to grow our network and learn from each other. A social networking strategy must start with defining collaboration outcomes and leadership engagements. The technology is the easy part. In this session, Accenture will share how social networking approaches have been integrated into their learn-ing programs (training, knowledge sharing) to create opportunities for Accenture’s people to build their capability by learning from each other.


• the drivers for focusing on social networking

• the value of social networking in enabling your people to learn from each other (social learning) in the enterprise

• the key building blocks to a successful social networking program

Tom Barfield is the Director of Knowledge Management for Accenture. Tom has lead initiatives to build the

learning and knowledge sharing culture at Accenture including the development and implementation of Accenture’s collaboration strategy.

The Transformation Decade: Trends 2010-2020

We have left the Information Age and are moving into the Shift Age. Everything is in a state of shift. Companies, managers, and leaders need to be able to transform the companies and organizations they run to succeed in the next 10 years. This session will be a big picture look into the future by the “emerg-ing futurist of today”.


• the forces shaping this new decade

• changes in the workplace and leadership

• what companies will need to do to survive and thrive in the years ahead

David Houle is a futurist, speaker, and author. He has been called the “CEOs futurist” having spoken to or advised some 1,000

CEOs in the last three years. His book, The Shift Age was published in 2008 and his semi-annual Shift Age Trend Report was launched in 2009.

Incredible information that could really change the way our leaders view thinking and leadership.

Mary Marshall Sharpe // Human Capital Analyst, Humana

“



18

Concurrent sessions


Increasing Leadership Capacity at Fortune Brands with Emotional Intelligence

Understanding the emotional intelli-gence of your organization can ben-efit your company in many ways. This session will highlight best practices and lessons learned from a multi-year LD initiative at Fortune Brands (a Fortune 500 company that owns marquis brands such as Titleist, Moen, and Jim Beam). When Fortune Brands sought to double the revenue of a key division in five short years, they called on OD to develop a LD strategy that could take their current talent to the next level.


• how Fortune used the develop-ment of leaders’ emotional intelligence skills as the vehicle for realizing the company’s core competency model

• best practices for increasing emotional intelligence skills through self- and 360-degree assessment, face-to-face train-ing, e-learning, and executive coaching

• a method for measuring the ROI of your LD efforts via metrics that unequivocally demonstrate the value of your work

Tom Sherrier, M.Ed. is the organizational develop-ment leader for the Therma-Tru division of Fortune Brands. He has

had experience developing people and growing businesses over his 34-year career. While leading the OD and LD efforts at Therma-Tru, he partnered with TalentSmart to create an EQ based competency development program for all company leaders.

Dr. Travis Bradberry is an award-winning author and President and cofounder of TalentSmart®, a think tank and consultancy that

serves more than 75% of Fortune 500 companies and is the world’s leading provider of emotional intelligence tests and training.

Maintaining Employee Engagement

According to the Harvard Business Review, nearly “55% of employees are dissatisfied.” John Deere is not part of this percentile. In this session, we will discuss why it was that even during an economic downturn that they success-fully retained employees who were highly committed, satisfied, and recognized for being high-potential leaders. Participants will hear a best practice case study from one of the highest ranking manufactur-ing companies around employee engagement.


• how John Deere retained a workforce that is satisfied and engaged

• what you need to create a LD system that supports employee engagement

• what the future may look like for manufacturing companies

Dave Whan, Director of Talent Management Strat-egy and Policy Design for John Deere has gover-nance oversight for talent

management processes to ensure those processes result in meeting the needs of the business. Dave works with HR and other senior leadership to ensure that the HR process design and deployment is aligned with the enterprise Talent Management Strategy.

You Think You Can’t Change Cultures Fast… Think Again

When an organization is going through many changes very quickly, it can affect the entire organiza-tional structure. This best practice case study session will show how BP went from spending money un-necessarily and inefficiently on OD initiatives, to undertaking a large scale systems change strategy. This resulted in financial, opera-tional, and employee successes and accelerated momentum towards change.


• strategies for teaming up to ex-ecute on an accelerated cultural change strategy

• different business strategies, which when aligned, can create superior performance both operationally and financially

• the value of using problems to find solutions that can provoke large system change, which include multiple silos within an organization

• why implementing program-matic solutions does not always work and suggestions for think-ing outside of the box

Kevin Harris is the General Manager of Facilities at BP.

Cherie Duddridge is the Facility Manager at BP.

Christy Sahler is the Senior Facility Manager at CB Richard Ellis.

Tony Dadante is the CEO of the Change Execution Group.





19781-402-5555

Wednesday, September 22 • 1:15–2:45PM


Global multinational firms struggle with rolling out OD initiatives across multiple geographies. Despite innovative IT solutions to connect the globe, roll out initiatives and efficient systems to support, many attempts end up with lackluster results. Cultural differences are generally regarded as the culprit. However, our research and findings have linked the lack of success to several major factors including culture plus, competency and skills gaps, process gaps, communica-tions gaps, cognitive and emotive traps, technological traps, and efficiency traps.


• the critical pathway to success in rolling out global OD initia-tives

• how to identify and address the gaps, traps, and maps of implementing OD initiatives

Samuel M. Lam is President and Managing Partner of Linkage Asia. He has led major OD and LD initiatives for both

global multinational firms and Asian conglomerates in Australia, Singapore, Malaysia, China, and Indonesia.

The Neuroscience of Organizational Change

Change is a constant for today’s organizations. Those that develop a greater capacity to adapt and change will find themselves with a strategic advantage. OD practitio-ners can play a key role in helping their organizations ready them-selves for change, especially by understanding the change process further. Until recently we have only had ‘descriptive’ models of change—models that explained the stages that occur when change happens. New research is pointing in the direction of more ‘active’ models that OD practitioners can use to actually better en-able change to occur. Research especially from neuroscience is uncovering how change happens in the brain, the conditions that make change more likely, and how change can be brought about more easily. Join David Rock for an inspiring and insightful session about the emerging science of NeuroLeadership, and discover how you can better help your organiza-tion adapt to changing times.


• how organizational change is tied to neural-change

• how the brain changes

• the conditions for change in the brain

• how to effectively implement systemic changes across an organization

David Rock coined the term ‘NeuroLeadership’ and co-founded the Neu-roLeadership Institute. He has authored the books

Personal Best, Quiet Leadership, and the textbook Coaching with the Brain in Mind.

Once again, a complete success! Lots of practical tools and knowledge to take back and use.

Julie A. Socorro // Regional Manager for Leadership and Development, Boston Scientific Corporation

“



20

Concurrent sessions


Return on Leadership Development (ROLD)

Measuring leadership develop-ment provides organizations with advantages that can outweigh the standard benefits received from measuring the impact of LD, such as pipeline/bench strength analysis. This session will outline the organizational benefits to measuring leadership development, and why Kirkpatrick’s four levels, Phillips ROI, and Birkenhof’s impact mapping are still so important to the future of LD and what to do with your findings once you’ve conducted a LD assessment.


• practical tools and questions to take back to your organiza-tion that will help you start measuring

• key learnings and insights from leading companies that have measured their return on LD

• how LD can become a profit generating unit by fully taking advantage of the conclusions from the process

Rich Rosier is Senior Vice President and Principal Consultant at Linkage. He is responsible for leading Linkage’s LD practice

area and strategic partner acquisitions.


To sustain a high level of business performance, organizations must continually refine and innovate. They must be in position to execute evolving business strategies and take advantage of market changes. While organizations cannot control the external factors impacting them, they can, to a reasonable extent, control the internal dynamics of their organization, culture, and tal-ent. Because talent drives business, employee engagement and succes-sion planning are some of the most powerful levers an organization can pull to impact organizational per-formance. At Aviva, they have used the succession architect framework performance potential matrix, learn-ing agility, 70/20/10 differentiated development talking talent sessions on 55,000 employees—their com-plete leadership pipeline to answer the following questions:

• What is “talent”?

• How do you differentiate talent using learning agility?

• How deep should you go?

Jim Peters is a Senior Partner at Korn/Ferry where he is responsible for the development and implementation of talent

management initiatives incorporating the intellectual property of Lominger International.

Arvinder Dhesi is the Group Talent Management Director at Aviva. He is responsible for the Aviva Leadership Academy and

for shaping the overall talent strategy for Aviva.

Annette Reid is Senior Vice President, HR Center of Expertise, where she is responsible for talent, leadership, culture, and

reward for Aviva North America.


Different types of organizational change require different Change Management (CM) approaches. While this simple truth is easy to understand, organizations struggle to execute against it. Most CM ap-proaches are ‘cookie cutter’ and are built on what worked in the past. However, driving a strategic, cross functional, multi-year transforma-tion is much different than, say, rolling out a new quoting tool.

Cisco came to this realization two years into a major transformation. This session will demonstrate a new CM framework, how it was adopted at Cisco, and why CM practitioners themselves served as an obstacle to altering the way change happened at Cisco.


• the CM maturity model and what type of CM is needed for a certain type of organizational change

• leadership alignment and how to drive acceptance for a new CM model

• how to create an engagement model for a global transforma-tion

Chris von Bogdandy is the Strategic Demand Management Director of IT at Symantec. He is re-sponsible for large-scale

change initiatives, acquisition integra-tion, and restructuring. At Cisco, Chris led, transformed, and guided a group of 40 CM professionals.

Kelley Rainwater is an organizational change consultant and senior OD manager. At Cisco, as well as other leading

organizations, Kelly has held senior level positions in organizational change and development.





21781-402-5555

Thursday, September 23 • 9:15–10:30AM

Enterprise 2.0—Creating new Connections and Collaboration Channels

Tweets, texts, friend requests, “followers”, link requests, and blog comments are not just for Gen Y-ers, niche marketers, and social media-savvy techies. Social net-working tools are and increasingly will be reshaping the ways we work within organizations.

Emerging empirical data demon-strates the power of these tools in team building and support of organizational strategy and change initiatives. This session will explore the latest trends in social network-ing and collaboration tools. Find out how top social networking sites such as Facebook, LinkedIn, and Twitter are morphing into internal Business Social Software tools. Presenters will share case studies demonstrating how large global en-terprises are leveraging these tools to reach out and make connec-tions, break down corporate silos, and enable employees to share their expertise. Resource links and references will be provided for participants to further explore the concepts presented.


• success factors for use of Col-laboration software

• how to care for weak ties and leverage corporate organiza-tional innovations

• how Social Software tools enable a global team to be “connected colleagues”

• current research findings on use of Enterprise-based Business Social Software tools

Jennifer Janik is the En-terprise Community Man-ager for Alcatel-Lucent, Bell Laboratories CTO.

Jerilyn Wagner, SPHR, is a Senior Learning Con-sultant for Alcatel-Lucent, Alcatel-Lucent University.

Does Learning Really Change Anything?… Creating Transformational Development Experiences

A significant element of the 21st Century focus on learning and OD will be designing and delivering transformational development experiences for employees and customers. The key word to note is “experiences”. It’s time for busi-ness and talent leaders to make the paradigm shift from workshops and events lasting hours and days to extended development experiences that integrate formal and informal development to deliver personal and organizational change.

In this interactive presentation, you will reflect on your own “life chang-ing” learning experiences.


• how to apply the models and frameworks of The Experience Economy as a part of a six-step process that converges learning and change to produce transfor-mational business results

• the Pecha Kucha presentation, which introduces the Progres-sion of Learning Value and the high level process for designing and delivering transformational development experiences

Bob Dean is a senior executive in learning, LD, and talent management, and is the Director of Americas for Profiling On-

line. He has been a catalyst for learning innovation driving business impact in three major professional services firms.

Richard Flanagan is a business consultant whose practice focuses on helping people and organizations to change

and improve the ways that deliver measurable business and personal results. Richard is a co-author of The Six Disciplines of Breakthrough Learning: How to Turn Training and Development into Business Results.

I was challenged, up-lifted, and educated. It was a broadening experience that rang true with each attendee.

William Favier // Associate Director of Organizational Development, Bristol-Myers Squibb Company

“



22

Concurrent sessions


The New GM

The General Motors story did not end in 2009 after declaring Chapter 11 bankruptcy, it had just begun. General Motors is still a legacy brand, however the need for re-invention has been essential and critical to the ongoing success of the company. In this thought-provoking session, participants will hear about an organizational strategy that is focused on moving forward and learning about the initial levers of change that have been deployed. The journey is far from over.


• how to balance legacy with re-invention to design a new future

• how to leverage high perfor-mance leaders at all levels of the organization to advocate change

• key success factors when a company is starting over

Chris Oster is the Global Director of Change Man-agement and OD for Gen-eral Motors, where she is responsible for providing

leadership to internal consultants.

Deborah Werner is the Lead Change Manage-ment Consultant for Gen-eral Motors. She is an OD expert who has coached a

number of high level leaders.

The Best Defense is a Good Offense: Thriving in Troubled Times

A business strategy is worth-less without having people and organizational capability to deliver on that strategy. McAfee’s Learning and Development Team has found that linking development initiatives to business results has made them an important business asset. By partnering with leaders in corporate strategy, marketing and business units, the learning team has as-sured that every McAfee employee knows how their goals align with McAfee’s broader strategy. Their consultative approach to leadership team improvement (e.g., strategy team off-site facilitation, matrixed team interventions, leadership training including business simula-tion) has directly impacted the business in a positive way.


• engage senior leaders during tough economic teams

• facilitate off-site strategy meet-ings using a model of partner-ship

• design programs that add value despite the challenging condi-tions in the marketplace

Kim Arnold is the Senior Director of Leadership and Employee Development for McAfee.

Tenice Wehmeyer is the Senior Talent Manage-ment Consultant of Leadership and OD for McAfee.

Mecca Robbins is a Senior Learning Consultant in the Leadership and Employee Development Team at McAfee.

Brian Underhill is the founder of CoachSource and the Alexcel Group. He is an expert in the design and management of

executive coaching implementations.

Organizational Change Doesn’t Happen Without Leadership

Leading and organizational trans-formation is always complex. In this best practice case study session, the OE and HR Directors for Ray-theon’s EKV product line will share their award winning best practices for creating a large-scale change model which achieved successful business results.


• describe the customer experi-ence in a large-scale change process and understand the importance of leadership’s role in the process

• explain the role of the change practitioner and recognize opportunities to apply a change plan

• appreciate the value of a part-nership between all practitio-ners operating in the change space including OE, HR and Six Sigma

Joe Maggio is the Deputy Vice President for the Exoatmospheric Kill Vehicle (EKV) product line. He is responsible for

development, production, and delivery of EKV, the interceptor for the Missile De-fense Agency’s ground based midcourse defense program.

Melissa Carter is the Director of OE for Raytheon Missile Systems. She has experience as an assessor

and change facilitator in two national, large-scale, system change initiatives.

Michele Becker is the HR Director for Raytheon Mis-sile Systems’ core product lines including Air Warfare Systems, Exoatmospheric

Kill Vehicle, Land Combat, and Naval Weapon Systems.





23781-402-5555

Friday, September 24 • 10:00–11:15AM

Understanding LinkedIn as an Organizational Development Tool*

Businesses have never had access to more technology that can impact productivity at zero cost. The chal-lenge is evaluating these offerings, determining how to deploy them, and how they can be used to com-plete stated OD initiatives.

LinkedIn is arguably the most mis-understood yet powerful tool avail-able for enhancing the organization of today. By reframing this as an enterprise solution, organizations can use it to stimulate organi-zational alignment and strategic advantage, engage employees, im-prove productivity and innovation, enhance the cultural climate and communication, and assist lead-ers in building high performance organizations.


• understand LinkedIn as a personal and organizational business tool

• effectively leverage LinkedIn to complete OD initiatives

• implement best practices to benefit both your organizational and personal profiles

Dave Gowel is the Found-er and President of Clearly Creative. He presents at international conferences, top-tier business schools,

and for companies of all sizes on using LinkedIn for business purposes. Dave is a West Point graduate and Assistant Professor at MIT.

* Participants will be required to bring fully charged computers with wireless access with them for this presentation.


How do you grow yourself person-ally and professionally in today’s business climate? In what ways do we need to evolve our understand-ing of what it means to be an OD professional in this time of the “New Normal?”

Stretch your thinking about vital skills and approaches for OD professionals through engaging your clients intellectually, physi-cally, emotionally, and soulfully. Participants will be exposed to the “S-T-R-E-T-C-H” concept, which wraps together: Social responsibil-ity, Technical expertise, Relationship building, Experiential techniques, Technology-enhanced delivery, Cross-cultural principals, and Hav-ing purposeful fun.


• create innovative and intensive experiences when implementing OD initiatives

• stretch your own OD skills and approaches from multiple perspectives

Grayce Belvedere Young is the President of Organiza-tion Development for The Prouty Project. She spe-cializes in LD, strategic

planning, team effectiveness, change management, talent management and succession planning, performance management processes, and culture revitalization.

This was a meeting of the minds for me. I learned so much and shared so much.

Jennifer Roberts // Director of Organizational Development, AT&T

“



gOE

Best Practices in Building Consistency in Internal Consulting Work

Strategic business partners are increasingly pressed to drive profitable results through internal consulting work. However, it can be quite challenging to build consistent excellence across the human capital function. This ses-sion will highlight best practices and lessons learned in a multi-year effort at UnitedHealth Group to build the consistency of the competencies of their Human Capital Strategic Business Partners. We will explore the critical success factors needed to build business partner com-petencies and develop an internal certification process.

Session takeaways include:

• lessons learned and pitfalls to avoid in building consistent expectations and capabilities across an enterprise with differing business needs and varying levels of Human Capital skill sets

• establishing, defining, and tracking increasing levels of OD competency

• creating an internal certification process for a Hu-man Capital organization

• exposure to appropriate tools and resources to support change

Lisa Harrell is the Vice President of Human Capital Development at UnitedHealth Group. She is responsible for the development of the Human Capital organization and the enterprise wide mentoring programs.

Bill Baetz, Ph.D., is a Director for The Group for Organizational Effectiveness (gOE). gOE has helped over 300 organizations build internal OD consulting skills, HR Business Partner capabili-ties, and a more strategic HR orientation.

Break Through Consulting

Developing & Retaining New Leaders at Tyco Through Onboarding Coaching

OD and HR professionals are looking to reenergize their people and innovate on their current human leadership models to better serve the needs of the future. To rein-vigorate, organizations need new thinking. We find that most corporate cultures reject new thinking. Tyco Flow Control partnered with Break Through Consulting to customize an onboarding coaching program that would help improve retention of high level new hires. On-boarding coaching at Tyco has proven highly effective in supporting new leaders’ integration into the culture, improving their ability to gain buy-in for new ideas and execute rapidly—better preparing the organization for the challenges of the future.

You will learn:

• how to make a compelling business case for onboarding coaching in this economy

• 9 Steps to a Successful Onboarding Coaching Program

• onboarding tools and strategies that support ac-culturation and buy-in for new ideas

• how to measure and report business impact for onboarding coaching

Maureen Nash is the Director of OE for Tyco Flow Control. She has held human resource positions at Fidelity Investments, Bristol Myers Squibb, Princeton University and Johnson & Johnson.

Sheree Butterfield is an Executive Coach with Break Through Consulting and an industry expert on onboarding coaching. She coaches senior executives from fast-paced multi-billion dollar corporations who have large goals at risk.

Sponsor education sessions are hosted by industry thought leaders in the field of OD. They are designed to give participants additional submersion and perspective. Participants will learn new approaches, tools, and theories designed to help them tackle pressing OD and HR challenges.

24

Sponsor education sessions



25

Thank you to our Summit sponsors

Linkage is a global organization development company that specializes in leadership development. We provide customized and packaged leadership, management, HR, and OD solutions to organizations, leaders, and leadership teams seeking rapid, aggressive development of high-performing business models. Our commitment is to bring you the ideas, education, tools and processes that you need to transform your leaders—and your organization. To that end, Linkage provides a full range of services that maximize performance. For details on Linkage’s wide array of programs, products, and services, visit www.linkageinc.com or contact a program advisor at 781.402.5555.

Linkage is headquartered in Burlington, Massachusetts with operations in Atlanta, New York, San Francisco and outside the U.S. in Athens, Auckland, Bangalore, Brussels, Bucharest, Hong Kong, Istanbul, Johannesburg, Kuala Lumpur, Kuwait City, Mexico City, New Delhi, Seoul, Shanghai, Singapore, and Sydney.

Producer information

Bronze

Media partner Supporting organization

Silver

Gold

781-402-5555

ExhibitorsSponsorship opportunities are still available!

Is your organization:

• Looking for a dynamic way to connect with HR, LD and OD executives?

• Interested in branding and marketing your company to an audience that targets your customer demographic?

• Interested in a speaking opportunity designed to showcase your company as a subject matter expert?

Contact Dan Kirby at [email protected] or 781.402.5424.

http://www.linkageinc.com/Pages/default.aspx


















partnership

strategic alliancedistribution channel

new market

merger and acquisition

competitive advantage

Who should attend?• OD/LD/HR design and development groups

• Management development groups

• e-Learning Groups

• Business and individuals who want to:

» build their brand

» extend their global reach

» develop partnerships or strategic alliances

» access new market opportunities

Call 781-402-5555 to learn more.

Benefits & outcomes • A table at The Marketplace

• Powerful networking opportunities to expand your network of key business prospects

• Access to a members-only discussion board

At The Marketplace, Linkage will have expert: • bankers

• investors/private equity

• legal counsel

• business advisors

The Marketplace

Post-Conference networking opportunitySeptember 24 • 1:30–5:00PM

The Marketplace helps businesses and individuals who want to excel in the field of OD and LD to connect, collaborate, and create opportunities with one another. This intensive, half-day event will be filled with power networking designed to help companies thrive in today’s global marketplace and drive their programs, products, and services to new heights.


27781-402-5555

Upcoming events

April 4–6, 2011 • Atlanta, GAwww.linkageinc.com/DIV

The nation’s most respected diversity and inclusion program teaches organizations how to create work environments that breed success. This two-day event brings together a community of top D&I practitioners with line leaders outside the office of diversity to exchange studies, strategies, and best practices.

October 9–12, 2011 • Palm Desert, CAwww.linkageinc.com/BPLD

The nation’s premiere program for leadership development professionals features an accelerated curriculum with unmatched faculty, best practice case studies, and a rich network of LD practitioners.

May 3-5, 2011 • Chicago, ILwww.linkageinc.com/OD

Our three-day educational event provides OD profes-sionals with the best skills, tools, and case studies to prevail over today’s organizational challenges. This annual networking opportunity features world-class keynote speakers, facilitated peer-to-peer learning teams, and expert-led learning tracks.

27781-402-5555

November 8–10, 2010 • San Francisco, CAwww.linkageinc.com/WIL

Our annual two-day Summit equips women with the skills and strategies to lead effectively. Rising female leaders will learn to drive change, produce sustainable results, and achieve their personal and professional best.

Distinctive Learning. Practical Solutions. Proven Results.

October 17–22, 2010 • Palm Desert, CAwww.linkageinc.com/GILD

This proven program for transforming employees into first-class leaders combines a five-day immersion experience with a year of ongoing education and support.

For more information on these events, call 781-402-5555.

Thought Leader Series*Available via satellite and on the Web

Our Thought Leader Series features live video broadcasts that enable your employees to interact with the world’s greatest minds. Each broadcast offers several participation options, including pre- and post-event support materials and facilitation. All broadcasts are also available on-demand.

*discounted registration available.

http://www.linkageinc.com/DIV

http://www.linkageinc.com/DIV

http://www.linkageinc.com/BPLD

http://www.linkageinc.com/BPLD

http://www.linkageinc.com/OD

http://www.linkageinc.com/OD

http://www.linkageinc.com/WIL

http://www.linkageinc.com/WIL

http://www.linkageinc.com/GILD

http://www.linkageinc.com/GILD

HOW TO REGISTER

Phone 781.402.5555

Fax 781.402.5556

Mail Linkage 200 Wheeler Road Burlington, MA 01803

Web www.linkageinc.com/OD

HOTEL ACCOMMODATIONSThe Fairmont HotelChicago, IL 60601Tel: 312.565.8000 Fax: 312.946.5311

Please note that the hotel charges are NOT in-cluded in the Summit registration fee. Summit at-tendees should contact the The Fairmont Chicago directly at 312.565.8000. A limited block of rooms is available at a special event rate until August 31, 2010. Rooms are available on a first come, first serve basis. Please make your reservation early.

200

Whe

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Roa

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rling

ton,

MA

0180

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Prio

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Code

:

Before August 1st Please register me for The Best of OD Summit ($100 savings)

Please register me for The Best of OD Summit

The Best of OD Summit alumni only (a $400 savings)

Team discount—Call to register your team.

Before August 1st5-10 participants, $1,395/person11-24 participants, $1,295/person25 or more participants, $1,195/person

After August 1st5-10 participants, $1,495/person11-24 participants, $1,395/person25 or more participants, $1,295/person

$1,595

Alumni discount

After August 1st $1,695

$1,295

Lifetime Achievement Ceremony & Awards Dinner

Pre-Summit eventsThought Leader Broadcast Series—For more information, contact Jim Harkins at 781-402-5557.

Dan Heath Webcast $195

Webcast bundle $500

Assessment, Measurement, and Evaluation (September 21)

With Summit $795

Without Summit $895

$100

Pre-Summit workshops (*Pricing includes registration to The Summit)

The Essential OD Practitioner Program (9/20-21)

The Essential Coaching Leaders Practitioner Program (9/20-21)

OD Certificate Program (9/20-21)

Register me for the complimentary one-on-one coaching session (First 100 people only)

Post-Summit event: The Marketplace

With Summit FREE

Without Summit $495

Sponsorship—Send me information on sponsoring The Best of OD Summit and/or The Marketplace

GOLDeN Network—Send me more information regarding this opportunity.

NAME TITLE

COMPANY

ADDRESS

CITY/STATE/ZIP

PHONE E-MAIL

Payment method—Payment is due in full at time of registration.

Check is enclosed for $________. Please make checks payable to Linkage and remit to Linkage, ATTN: Accounts Receivable, 200 Wheeler Road, Burlington, MA 01803.

Credit card payment for $_________.

Visa MasterCard American Express Discover

CARD NUMBER EXPIRATION DATE

NAME ON CARD SIGNATURE

Cancellation policy—A $275 fee will be applied to any cancellation. After 8/24/10, cancellation of any and all registrations including “no shows,” is subject to the full Summit fee. An organization may substitute one executive for another at any time at no charge.

Payment policy—Payment must be made in U.S. funds and is due on or before 8/24/10. Only one discount per registration.

$3,995

$2,595

FREE

$4,895


2010 Best of Organizational Development Summit

Business

Transcript of 2010 Best of Organizational Development Summit