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Performance Management Conference

Next Practices in Managing Performance
NOVEMBER 14 - 15, 2019 | WESTIN NEW YORK AT TIMES SQUARE | NEW YORK, NY

Pre-Conference Workshop:

What Mindsets and Skillsets Will Optimize Effective Interconnected Performance in Today's Organizations?


November 13, 2019

Agenda

12:45 – 1:00 Registration
1:00 pm – 5:00 pm

New research shows that effective interconnected team performance leads to higher organizational agility, resilience, and profitability.  Our current performance management practices that focus almost exclusively on individual goals, ratings, and rewards misdirect our attention and fail to help organizations build the robust mindsets and skillsets that are needed to drive effective interconnected performance.  Join us for a half-day workshop to learn: 

  • How interconnected performance relates to organizational agility, resilience, and profitability – and its extent of impact
  • What’s different about interconnected team performance versus individual performance
  • What unique mindset shifts and skillset shifts are needed to achieve effective interconnected team performance
  • How current performance management practices get in the way
  • How to balance individual and interconnected team performance, know the difference, and do both well

Presenters:

 

Elaine D. Pulakos, CEO, PDRI

Jeff McHenry, Principal and Founder, Rainier Leadership Solutions

Rose Mueller-Hanson, Associate Director/CFO, Community Interface Services

Elizabeth Lentz, Managing Consultant,PDRI

 

Who Should Attend

This workshop is designed especially for Vice Presidents and Directors of:

  • Performance Management
  • Talent Management
  • Leadership and Executive Programs
  • Human Resources
  • Learning and Organizational Effectiveness
  • Compensation and Total Rewards
  • Diversity
  • Corporate Analytics
  • Human Capital Analytics

Earn Recertification Credits

CPE logo

Earn up to 4 CPE credits
Personnel/Human Resources
Requirements: Attendees must sign-in each day for full credit. Delivery Method: Group-Live; Program Level: Intermediate, Prerequisites: Bachelor’s degree or higher, Advanced Preparation: None

HRCI

This program has been approved for 3.5 (HR (General)) recertification credit hours toward aPHR, PHR, SPHR, PHRca, GPHR, PHRi, and SPHRi recertification through the HR Certification Institute (HRCI). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

SHRM

This program has been pre-approved for 3.5 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.

Reserve your seat today!

LOCATION

Westin New York at Times Square 
270 West 43rd Street 
New York, NY 10036 
Tel: + (212) 201-2700

Book a room at a discounted rate by 10/23/2019.  

Please Note: Registration fees do not include hotel accommodations.

OUR MISSION

All proceeds support The Conference Board's educational, scientific, and not-for-profit mission.

SUPPORTING SPONSORS
Avature - Performance Management 2019 - Associate Sponsor
Personal Decisions Research Institute
ASSOCIATE SPONSORS
Culture Amp - Performance Management 2019 - Associate Sponsor
Glint - Performance Management 2019 - Associate Sponsor
AGENDA
NOVEMBER 14 - 15, 2019
WESTIN NEW YORK AT TIMES SQUARE,NEW YORK, NY
November 14 - 15, 2019

About the Conference

Join us for an informative, two-day event to explore the current and future state of performance management in global companies. This year’s focus will be on the “next” best practices in managing performance; practices that can reconcile the diverse demands for processes that support both talent needs and business strategies. Changes in performance management practices require contextual alignment that both engages employees and drives success. The 2019 conference will examine the claims, the myths, and the current trends in successful innovations for managing performance and talent overall.

Additional Opportunities

→ Add on the pre-conference workshop! What Mindsets and Skillsets Will Optimize Effective Interconnected Performance in Today’s Organizations? will address new research that shows how interconnected team performance leads to higher organizational agility, resilience, and profitability.

The Benefits to You

By attending this conference, you will

  • Hear from leading companies with experience in innovative performance management.
  • Discover the latest benchmarks for performance management in global companies.
  • Explore how changes in workforce dynamics necessitate cultural and procedural shifts.
  • Learn how to align processes with talent practices such as diversity, succession, and learning.
  • Find out about the impact of new methods on a company’s employee D&I value.
  • Better understand how to reconcile team and individual performance management practices.
  • Examine the efficacy of support systems and people needed to deploy future processes.
  • Gain new insights for linking performance management with compensation and total rewards.
  • Network, collaborate, and benchmark with your professional peers.

Who Should Attend

This conference is designed especially for Vice Presidents and Directors of:

  • Performance Management
  • Talent Management
  • Leadership and Executive Programs
  • Human Resources
  • Learning and Organizational Effectiveness
  • Compensation and Total Rewards
  • Diversity
  • Corporate Analytics
  • Human Capital Analytics

Earn Recertification Credits

CPE logo

Earn up to 10.5 CPE credits
Personnel/Human Resources
Requirements: Attendees must sign-in each day for full credit. Delivery Method: Group-Live; Program Level: Intermediate, Prerequisites: Bachelor’s degree or higher, Advanced Preparation: None

HRCI

This program has been approved for 8.75 (HR (General)) recertification credit hours toward aPHR, PHR, SPHR, PHRca, GPHR, PHRi, and SPHRi recertification through the HR Certification Institute (HRCI). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

SHRM

This program has been pre-approved for 8.75 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.

 

Get Involved 

If you would like to get involved in this year’s conference, please contact us.

Kira Barden, Manager, Global Organization Development, PepsiCo, Inc.

Jennifer Beihl, Senior Manager, Performance Development and Culture, GE

Jane Cha-Lee, Vice President, Organization & People Development, Viacom

Caryn DeBell, Manager of Performance, Talent and Succession Planning, Patagonia

John Donovan, VP, Talent Management, Prudential Financial Inc.

Guy Frable, Lead HR Specialist - Performance Management, AT&T

Yvonne French, Director, Enterprise Talent & Workforce Planning, Cisco Systems Inc.

Liz Friedman, Senior Director, Global Performance & Development, Microsoft Corporation

Lori Goldberg, Senior Director of Talent, Cox Enterprises, Inc.

Sergey Gorbatov, Director General Manager Development, AbbVie Inc.

Travis Heasley, Manager, Organization & People Development, Viacom

Allen Kamin, Former Performance Management Leader, Google

Terri Lewis, Senior Vice President, Global Human Resources, Pontoon Solutions

Kathleen MacKenzie, Manager, Talent & Organizational Effectiveness, Marriott Vacations Worldwide Corporation

Rose Mueller-Hanson, Ph.D., Associate Director/ CFO, Community Interface Services

James Newman, Regional Lead, Glint

Elaine Pulakos, CEO, PDRI

David Pumpelly, Vice President of Enterprise Talent Solutions, Avature

Lauren Serota, Head of Performance & Talent, Patagonia

Matt Walter, VP HR, Diabetes, Medtronic, Inc.

Hannah Wilken, Senior People Scientist, Culture Amp

Cassandra Young, Senior Performance & Development Program Manager, Global Total Rewards, Microsoft Corporation

Elizabeth Lentz, Ph.D., Managing Consultant, PDRI

Jeff McHenry, Principal and Founder, Rainier Leadership Solutions

Rose Mueller-Hanson, Ph.D., Associate Director/ CFO, Community Interface Services

Elaine Pulakos, CEO, PDRI

Day One | Thursday, November 14, 2019

9:00 – 9:15 am

Opening Comments

Harris R Ginsberg, Program Director, The Conference Board

9:15 – 10:15 am

A: Meeting the Challenge: Reconciling Individual and Team Performance in an Interconnected Workplace?

The competitive landscape and nature of work have truly changed. Products and services are no longer delivered by individuals. Instead, organizations are relying on interconnected teams to spark innovation, accelerate speed of delivery, and drive agility. This means people with different expertise and skills coming together and disbanding fluidly as needed to support multiple simultaneously occurring cross-functional efforts, involving different people and teams. New research shows the value of effective interconnected teams. They indeed lead to higher levels of organizational agility and resilience, which in turn lead to up to 500% higher business profitability.

Unfortunately, our performance management processes have not kept pace. In fact, traditional performance management processes actually undermine versus drive effective interconnected team performance. This keynote will explain why and will discuss needs to change to drive effective interconnected team performance in today’s organizations.

Elaine D. Pulakos, Ph.D., CEO, PDRI

10:15 - 11:00 am

B: Simplicity and Elegance in a New Performance Management Paradigm

In March 2019, Cisco launched its new approach to Performance. For the past 5 years, most Team Leaders were using different approaches, methods, and tools to assess and interpret performance –and some weren’t using anything at all. That made it difficult for Team Members to know what’s expected of them, as well as complicating things for organization leaders.  That’s why Cisco evolved its approach:

  • Using what we know makes a real difference to lifting performance
  • Regular and open conversations between Team Members and their Team Leader focuses on performance and development, in the context of the Team Member’s strengths.

With a single, clear framework we showed 75,000 team members at Cisco how their performance will be assessed and measured. Instituting a conversation-led process makes performance and development ongoing topics of discussion, and introduces a simple way to drive and deliver Talent Reviews based on reliable data. Cisco delivered the experience everyone wants: how we experience performance measurement is fundamental to our enjoyment and fulfillment at work.

Yvonne French, Director, Enterprise Talent & Workforce Planning, Cisco

11:00 – 11:15 am Break
11:15 am – 12:00 pm

C1: It’s Not Old School HR- Reimagining Performance Management through Design Thinking

People Solutions (formerly known as Human Resources) at Cox is rethinking everything. They have launched EXLab, a comprehensive multi-year effort to reimagine the employee experience across its enterprise of communications, automotive services and media companies. To achieve this, Cox chartered cross-divisional project teams to redesign their most critical programs, policies and processes, including Performance Management. This was more than “tweaking around the edges;” the program has leveraged design thinking principles to develop leading-edge experiences.

Join this session to learn more about EXLab and how Cox applied design thinking and agile methodologies to accelerate and enable the development of an enterprise solution for Performance Management. The session will outline the critical role employees (end-users) played in the co-creation of the proposed recommendation, including the tools and techniques used in reaching front line employees.   

Lori Goldberg, Senior Direct, Talent, Cox Enterprises

 

C2: Avoiding Bias in Performance Management

Effective performance management not only has a positive impact on employee engagement, motivation and productivity; it also allows your organization to align individual performance with strategic business goals, driving the overall productivity and profitability of your company. Yet, 90 percent of HR leaders believe their system does not deliver accurate information about employee performance. To create an effective performance management process, the very foundation has to be stable: Fairness.

Join this session to learn about how to design “culture-first” performance management processes, which your employees perceive as fair and valuable. Specifically, learn about the concept of organizational justice and about the most important biases, how they negatively impact and threaten fairness of your performance management processes, and what you can do to mitigate them.

Hannah Wilken, Senior People Scientist, Culture Amp

12:15 – 1:15 pm Lunch
1:15 – 2:00 pm

D1: Reimagining Performance Management at Prudential

Performance management continues to be a critical topic for organizations looking to drive improved business results and engage their employees. During the past year, Prudential has made significant efforts to reimagine how performance management works in our organization, including an emphasis on impact rather than process, more aspirational goal-setting, more frequent performance conversations, and greater transparency. In support of these efforts, we have also launched a year-long pilot study with a portion of our employees to test and learn what practices work best within Prudential (e.g., optimal cadence for feedback, employee vs. manager ownership of the performance management process). This pilot will help optimize our approach to performance management and inform our deployment of our new HCM system in 2020.

John Donovan, VP, Talent Management, Prudential

 

D2: Regenerative Performance: Patagonia’s Ongoing Journey into a Regenerative Performance Approach

At Patagonia we have created a culture of living an examined life – to be curious, ask questions and challenge assumptions. We are transparent; we share what we learn. We take risks within our capabilities and where norms and practices contradict values, we go with values. We work not only to do less harm to our planet but to do positive good as we learn from the principles of regenerative organic agriculture how to give back to the earth as much as we take from her. These same regenerative principles apply to how we think about employee performance. In 2015 Patagonia set out on a journey to challenge how we approach performance management and created a regenerative sustainable approach to performance - one that embraces the new era of big data and digitalization, without compromising our relationship - driven culture. In this session will review the lessons Patagonia has been learning by applying regenerative performance management and our latest adventure to disrupt how we are thinking about progression.

Caryn DeBell, Manager of Performance, Talent and Succession Planning, Patagonia

Lauren Serota, Head of Performance and Talent, Patagonia


2:00 - 2:45 pm

E1: AT&T’s Evolution to Performance Development – Did it Make an Impact?

Beginning 2017, AT&T began an evolution from performance management to performance development. It was a big change, for a big company.  We shifted to elevate agile goal planning, regular conversations, but kept an annual appraisal and performance rating. Two years later, the journey continues to reinforce continuous conversations and the importance of giving and requesting feedback.  While AT&T’s business continues to evolve, we’ll continue to review opportunities for improving our process.  During this session, we’ll review our key changes in our journey, and the approach to measuring progress.

Guy Frable, Lead HR Specialist/Generalist, Performance Development, AT&T

 

E2: Hits, Misses and Lessons Learned

Learn about Viacom’s journey to reimagine its approach to Performance Management which went beyond a process change and focused on a broader shift in mindset and skills to drive a high-performance and feedback culture.  Fresh off their first year of launch, Jane and Travis will share examples of what worked, what didn’t, and lessons learned for the upcoming season.  

Jane Cha-Lee, Vice President, Organization and People Development, Viacom

Travis Heasley, Manager, Organization & People Development, Viacom

2:45 – 3:00 pm Break 
3:00 – 3:45 pm
Concurrent Sessions

F1: Busting Myths about Feedback

Many companies believe that effective feedback is thesolution to most problems in the performance management process. Managers don’t give it well. Employees don’t know how to receive it.  If we only trained them how to give and receive feedback, we’d solve many of our issues with performance management processes and practices. Join a lively debate on what we know and don’t know about leveraging feedback in several large companies. Find out how they are tackling the challenge and busting myths.

Moderator:

Harris R Ginsberg, Program Director, The Conference Board

Panelists:

John Donovan, VP, Talent Management, Prudential

Yvonne French, Director, Enterprise Talent & Workforce Planning, Cisco

Liz Friedman, Director, GlobalPerformance & Development, Microsoft

 

F2: Calibration Is Not Just a Meeting: Tapping into Multiple Sources of Data to Reduce Bias and Increase Accuracy

Science tells us that aligned decisions are fairer and more accurate. But often aligning the views on individual performance does not go beyond the dreaded “calibration sessions”, which may introduce more bias than remove it. It does not have to be that way. At AbbVie, managers are nudged towards aligning their performance evaluations using multiple data sources irrespective of whether they go to a calibration session or not (optional at our company). Even if they do nothing else but use multiple data sources, they are already doing more than most.

In this interactive session we will share the calibration approach and tool used at AbbVie. Come prepared. Think of a talent whose performance you are struggling to characterize – typically it is the ‘good’ vs. ‘very good’ situation. Together, we will go through the process using the AbbVie approach.

Sergey Gorbatov, Director General Manager Development, AbbVie

Angela Lane, Vice President, Talent, AbbVie

3:45 – 4:00 Break
4:00 – 5:30

G: “Speed Benchmarking”: Fail Fast, Learn Fast, and Adapt Fast: How Companies Adapted to the Changing Realities

Many organizations seek to transform their performance management practices from a burdensome chore to a vibrant business process. In this interactive format, expert practitioners offer their insights and assemble with small groups around “hot” topics that energize conference attendees, such as clarifying your purpose, managing change, measuring impact, eliminating ratings, aligning with compensation practices, and driving high-quality conversations.

Kira Barden, Director, Global Talent Management and Organizational Development, PepsiCo

Jennifer Beihl, Senior Manager, Performance Development and Culture, GE

Rose Mueller-Hanson, Associate Director/CFO, Community Interface Services

Allen Kamin, Former Global Lead, Performance Design, Google

Kathleen MacKenzie, Ph.D., Talent Manager, Marriott Vacations Worldwide 

5:30 – 6:30 Reception

Day Two | Friday, November 15, 2019

8:00 – 9:00 am

Breakfast Roundtable Discussions

Sponsored by: GLINT

Hear from thought leaders at Glint, PDRI, Culture Amp and Avature at the Performance Management conference. Join fellow attendees at breakfast round tables on innovations in delivering performance management practices.

  • Roundtable 1: James Newman, Regional Lead, Glint: Agile Performance Management: Invigorating Your Strategy, People, and Technology
  • Roundtable 2: Elizabeth Lentz, Managing Consultant, PDRI: Enabling New Organizational Mindsets: How Are Your PM Practices Helping or Hindering Your Organization’s Success?
  • Roundtable 3: Hannah Wilken, Senior People Scientist, Culture Amp: Signs of performance system bias and errors
  • Roundtable 4: David Pumpelly, VP of Enterprise Talent Solutions Avature: Goal Setting and Agile Goals
9:00 – 9:15 am

Opening Remarks

Harris R Ginsberg, Program Director, The Conference Board

9:15– 10:15 am

H: An Agile Approach to Performance Management to Give a Platform to Flourish for Their Workforce.

With many clear-cut benefits, such as greater employee productivity and lower staff turnover, it is no surprise that talent management is becoming an increasingly important cornerstone of today’s HR dialogue. But with so many companies falling short in this key business strategy, how can you maximize your A-list workforce to help drive your organization onto greater success?

When it comes to employee engagement it is safe to say that strategic HR consultants at Pontoon Solutions are ahead of the curve. Recognizing the importance of a dynamic performance management vision, they undertook a number of bold steps to improve their approach. First they overhauled their disconnected paper-based system, then revamped their static processes to keep pace with a fast-moving and ever-changing labor force.

In this session, Global Head of Human Resources, Terri Lewis, will explain how Pontoon Solutions developed a program to:

  • Enhance agile goal-setting in which objectives could be modified in real-time throughout the year
  • Facilitate 360-degree feedback so individuals can receive appraisals and recognition from peers as well as managers
  • Empower managers with a dedicated portal to perform key activities, and give access to comprehensive employee profiles, including performance history and career aspirations 
  • Encourage active and regular check-ins between staff and managers
  • Unify employee performance information across a centralized digital database

This session promises to be jam-packed of top tips on how you improve performance management at your company, and give a platform to top-most talent to thrive. 

Terri Lewis, Senior Vice President, Global Human ResourcesPontoon Solutions

10:15 – 10:30 am Break
10:30 – 11:15 am

I: Reinstalling a Performance Management Practice Aligned to Business Needs

Medtronic has transformed its performance management practices two times in eight years. In 2010, the process was determined to be out of date and we decided to re-engage employees in performance and development activities. We focused on three elements: (1) moving to quarterly performance discussions, (2) simplifying the global process and form, and (3) eliminating performance ratings. However, our updated approach lost traction. The combination of the system design and lack of appropriate operating mechanisms eventually led to inconsistenciesand lack of rigor in the application of the process; employees became demotivated.

In 2014, the organization was experiencing tremendous change, which would result in a new business operating model and double the size of the company. Optimizing the organization’s operating and planning mechanisms became an imperative as the company sought to fully realize the benefit of its global breadth and scale. The performance management system was again identified for a restart. In this next redesign, we prioritized organization culture and business strategy as core elements to incorporate in our change management efforts; we invested in training and development to improve manager capabilities. Initial results from the recent design are demonstrating positive trends based on key employee and business metrics.

Matt Walter, VP, HR, Diabetes, Medtronic

11:15 am – 12:00 pm

J: Panel: What Does the Future Hold for Performance Management Practice?

From “Personnel” to “Human Resources” to “Talent and Human Capital”, organizations transformed how they conceptualize human factors in managing performance and the role that HR practitioners play. So much change happens in an organization and its eco-system that it’s challenging to stay abreast of contextual changes and new workplace dynamics. Envisioning the future requires us to anticipate the next practices in engagement and career development practices which – in turn - impact employee and organizational performance.  Join the panel to predict the future and prepare for the next revolution in performance and talent management.

Moderator:

Harris R. Ginsberg, Program Director, The Conference Board

Panelists:

Kira Barden, Director, Global Talent Management and Organizational Development, PepsiCo

Angela Lane, Vice President, Talent, AbbVie

Matt Walter, VP, HR, Diabetes, Medtronic

Cassandra Young, Senior Performance & Development Program Manager, Global Total Rewards, Microsoft

12:00 - 12:15

Close

Harris R. Ginsberg, Program Director, The Conference Board

Pre-Conference Workshop:

What Mindsets and Skillsets Will Optimize Effective Interconnected Performance in Today's Organizations?


November 13, 2019

Agenda

12:45 – 1:00 Registration
1:00 pm – 5:00 pm

New research shows that effective interconnected team performance leads to higher organizational agility, resilience, and profitability.  Our current performance management practices that focus almost exclusively on individual goals, ratings, and rewards misdirect our attention and fail to help organizations build the robust mindsets and skillsets that are needed to drive effective interconnected performance.  Join us for a half-day workshop to learn: 

  • How interconnected performance relates to organizational agility, resilience, and profitability – and its extent of impact
  • What’s different about interconnected team performance versus individual performance
  • What unique mindset shifts and skillset shifts are needed to achieve effective interconnected team performance
  • How current performance management practices get in the way
  • How to balance individual and interconnected team performance, know the difference, and do both well

Presenters:

 

Elaine D. Pulakos, CEO, PDRI

Jeff McHenry, Principal and Founder, Rainier Leadership Solutions

Rose Mueller-Hanson, Associate Director/CFO, Community Interface Services

Elizabeth Lentz, Managing Consultant,PDRI

 

Who Should Attend

This workshop is designed especially for Vice Presidents and Directors of:

  • Performance Management
  • Talent Management
  • Leadership and Executive Programs
  • Human Resources
  • Learning and Organizational Effectiveness
  • Compensation and Total Rewards
  • Diversity
  • Corporate Analytics
  • Human Capital Analytics

Earn Recertification Credits

CPE logo

Earn up to 4 CPE credits
Personnel/Human Resources
Requirements: Attendees must sign-in each day for full credit. Delivery Method: Group-Live; Program Level: Intermediate, Prerequisites: Bachelor’s degree or higher, Advanced Preparation: None

HRCI

This program has been approved for 3.5 (HR (General)) recertification credit hours toward aPHR, PHR, SPHR, PHRca, GPHR, PHRi, and SPHRi recertification through the HR Certification Institute (HRCI). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

SHRM

This program has been pre-approved for 3.5 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.

Reserve your seat today!

Supporting Sponsors
Avature - Performance Management 2019 - Associate Sponsor
Personal Decisions Research Institute
Associate Sponsors
Culture Amp - Performance Management 2019 - Associate Sponsor
Glint - Performance Management 2019 - Associate Sponsor