“These people just get it. You don’t have to provide context, you can just get into the weeds.”
2021 LDP SUMMIT AGENDA
May 11-13, 2021
Day 1: Tuesday, May 11th, 2021
12:30 pm Eastern time
Networking Lobby Opens
Welcome & Introductions
Global Future of Work Leader at Deloitte
The Future of Early Talent in the Future of Work
As talent development professionals, we always have our eyes on the near future of our organization’s workforce. As it changes, so must our strategies. That’s why our programs are designed to flex, quickly adjusting and developing skills and competencies required by our stakeholders. In 2020, the future was thrust upon us. Are we ready? Join Steve Hatfield, Principal and Global Future of Work Leader at Deloitte, for a look at developing the new workforce of the future. Building upon Deloitte’s Global Human Capital Trends report, Steve will demonstrate how early talent pipeline professionals can meet constant change with the confidence that comes from thinking and looking ahead.
Concurrent Session 1A
VP, Leadership Development Program Manager at Fifth Third Bank
Director Business Leadership Program at LinkedIn
Manager – IT Leadership Development Program at Travelers
Panel: Reconsidering Program Competencies in a Post-COVID World
Have you noticed that some participants seem to have thrived in our newly remote world? Some have engineered a remarkable boost to their productivity. Some are great a bringing online teams together. And some just seem to be able to find ways to get things done at a distance. This panel discussion will uncover competencies for succeeding in a post-covid world. It may be time to re-evaluate your program’s curriculum.
Concurrent Session 1B
Manager, Early Talent Rotation Programs at American Family Insurance
Fighting for your “Life”: Addressing an existential threat to your programs
We’ve all contemplated it (if not experienced it)… A seismic organizational change that leads to tough questions about the value of our programs. Whether caused by a transition in leadership, an economic downturn, or a global pandemic, you may find yourself in front of top management to explain why you and your programs are worth keeping. Your participants, managers, sponsors and alumni count on you to advocate for why their significant investments have been worthwhile, and will continue to be. Connie Gonzalez, former Senior Manager of Early Talent programs at a large healthcare company, was thrust into such a situation. Join this session for an interactive exercise in tackling an existential challenge to your programs. Explore what buttons to push and how to mobilize the right people. Let’s learn how to protect our programs.
Community Interactive Session
Topic Tables: “Idea Snack” discussion rooms
The landscape of managing early talent pipeline programs has changed dramatically over the past twelve months. The best help we get is from each other. What is your most pressing challenge as you navigate the new environment? Where do you need ideas, guidance or validation from your peers? Choose from several “topic tables” for open group discussion in this interactive community session. Stay with the same group, or pop in and out of these moderated intimate chats. Leave with ideas and confidence.
Day 2: Wednesday, May 12th, 2021
12:30 pm Eastern Time
Networking Rooms by Function
President, RJ Wronski Associates
Program Deconstruction: An exercise in optimization
A lot of effort goes into building and launching a development program, and there are myriad things to tinker with when we’re looking to make improvements: number of rotations, program length, curriculum, mentoring, off-boarding, management structure and more. What structural elements should we focus on to make our programs better? Join Stephan Wronski of Wronski Associates for a collective exercise in building a fictional program and considering design choices and implications. Hear insights developed through many consultative conversations on how decisions about program elements can impact outcomes and how to diagnose short-comings and improve them. To be sure, every program is different, but there are useful over-arching themes that can help us focus our efforts. Leave the session better equipped to identify areas of improvement for your own program, to question your own decisions, and to better explain your decisions to others.
Concurrent Session 2A
Director, Talent Management at Prudential
Manager of Early Career Programs at Northrup Grumman
Director Talent Mobility & Pipeline Programs at Highmark Health
Talent Manager and Leader
Panel: The Role of Early Talent in Enterprise Talent Management
Employers have long recognized the value that early career programs bring to an organization. Less clear, however, is how our programs fit into the overall talent management journey in our organization. Are we off-boarding in a way that prepares graduates for further growth? Do our early career programs link to our mid-career programs? How is a program graduate positioned differently than an early career hire outside of program, and are we comfortable with that difference? This panel of talent management leaders will explore how to optimize the impact of early talent programs on the overall strategic plan for pipeline development.
Concurrent Session 2B
Program Manager – Emerging Leader Development Program at Vanguard
Paint by Numbers: The power of data as a program design tool
How do you guide the evolution of your program(s)? Is it more of an art or a science? A program’s longevity often depends on how well you course correct as the company’s needs evolve. And however good of a “feel” you may have for your program’s direction and effectiveness, there’s no substitute for well-conceived data to shine a light on areas of improvement and guide the action you take. But given the variety of program types and objectives, and the assortment of possible metrics, what should you measure for your specific program and how? This “workshop-style” session explores the what, why and how we measure in the leadership development space. Through facilitated small and large group discussions, brainstorming and sharing, you’ll leave the session with a clearer idea of how to use data to keep your program(s) on track, and how to recognize if it isn’t.
Rapid Fire Session
Program Management Topics
Rapid Fire Session
Day 3: Thursday, May 13th, 2021
12:30 pm Eastern Time
Networking Lobby Opens
Dr. Saundra Dalton-Smith
Board-Certified Internal Medicine Physician, Author and Speaker
The Power of Resilience in Cultivating Healthy Leaders and A Healthy Team
In this talk for busy over-stressed individuals, Dr. Dalton-Smith shares keys to thriving in the midst of change. Discover how better self-awareness can lead to greater resilience. Through the use of engaging storytelling and real-life examples, Dr. Dalton-Smith shares the role of resilience, change management, and self-care in optimizing personal productivity, improving time/energy management, increasing your efficiency, and cultivating a positive culture in your organization. You will leave this session with actionable next steps you can begin implementing immediately.
Concurrent Session 3A
Christina Norris-Watts, PhD
Head of Selection Assessment & Competencies at Johnson & Johnson
Gen Z Talent Selection: All fun and games?
If generational stereotypes are to be believed, we’re all now recruiting and assessing a cohort of independent but cautious, multi-tasking digital natives. Gen Z is tech-savvy and social – perhaps just the raw material your program needs to grow the workforce of the future. If your selection process can put recruits through an evaluation experience that aligns with their world outlook, imagine the improved engagement and branding! Join Dr. Christina Norris-Watts for a dive into JNJ’s journey to gamify their talent selection process. Hear about external trends, research, myths and reality. Come prepared to brainstorm and discuss other approaches to attract and assess our newest early career talent. Bring your stories and questions!
Concurrent Session 3B
Director of Research – Digital Technology & Finance Transformation at IMA
What about the Hard Skills? Data analytics and your curriculum
Analytics – it’s not just for data scientists! If you’ve been considering how to work data analytics competency development into your curriculum, you’re not alone. As we increasingly rely on data to make decisions in all facets of business, analytics skills are important for even the less “data-inclined.” Supplementing analytics with data visualization and storytelling skills can be vital for successful business partnering. Join Loreal Jiles, Director of Research at IMA® (Institute of Management Accountants) for insight into how to enhance your program curriculum with these essential skills.
Concurrent Session 4A
Senior Vice President – Digital Business Management Team at Citi
Onboarding & Engagement: Empowering the whole organization through development program expertise
We now work in a world struggling to build community among the members of its increasingly remote workforce. Fortunately for many companies, they already have professionals on staff who are seasoned onboarders and community builders. You! Early talent program managers bring deep experience to integrating and ramping up new employees – often among a scattered national or international workforce. Your skills are ripe for the times, and it might be time to showcase them. In this session, Mike McCall, Senior Vice President at Citi, will share how his team is revamping his division’s onboarding process and employee engagement model by drawing on experience from managing Citi’s Technology Leadership Program. Join the conversation for a look at how talent program expertise can be leveraged at an enterprise level.
Concurrent Session 4B
VP, Talent, Early Career at NBCUniversal Media
Referrals and Diversity: Can they be reconciled?
If you run a popular development or internship program, you probably get plenty of referrals from well-meaning employees hoping to open opportunity for people in their network. You may also get plenty of “guidance” from executives on what target schools you ought to be recruiting from. As helpful as referrals and guidance can be, sometimes they can wreak havoc on your diversity and inclusion initiatives. Christina Noval, Vice President of Early Career Talent at NBCUniversal Media, (and a former participant in NBC’s long-standing Page Program) recently tackled this sensitive topic. How can you minimize the demographic skews that referrals can create without alienating executives and jeopardizing important internal networks? Join Christina for a look at one successful approach, and a broader discussion of alternatives.
Some Participating Organizations
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