2022 LEC Program

Note: The educational sessions will be reviewed for continuing education credits for psychologists and human resource professionals. Check back for updates.

 Thursday (Preconsortium Workshops)

Friday (Main Session)

8:00-8:15 Elaine Pulakos, LEC Chair - Kick Off and Overview

8:15-10:00 AM Program Block 1: Changes in Work, Workers, and Organizations in Response to Economic, Pandemic, and Societal Changes -- Implications for Employee Experience Tracy Kantrowitz & Jeff McHenry

Jeff McHenry & Tracy Kantrowitz - Introduction of program block and presenters

Ruth Kanfer (Georgia Tech)
The Future of Human Work Routines and Workspaces
Technology, the COVID-19 pandemic, and climate change represent major recent disrupters and drivers of change in workplace usage, working routines and worker attitudes. This talk focuses on implications of these drivers for future work design and management practices based on human-centered theories of psychology and space. 

Larissa Linton (Glint/Microsoft): 
Driving Employee Engagement in the New World of Work
We will discuss how the key drivers of engagement and perceptions of organizational culture have evolved over the past 2-3 years, what is most important to employees now, and how organizations can focus on these areas to drive engagement now and in the future.

Mark Smith (SHRM): 
HR of the Future: Leading and Responding to Changes in the Workplace
In his presentation, he will use a mix of observations and research findings to cover predictions about the future of HR. This will include a focus on levers that can be used to improve the employee experience, as well as factors that create successful HR departments and effective HR professionals.

Arthur Evans (CEO, APA): 
The Evolving Workplace: Lessons Learned for APA and Psychology
The COVID-19 pandemic has rapidly accelerated the evolution of the workplace, raising many new questions and possibilities for society. From supporting employee wellbeing, to navigating remote work, to infusing equity, diversity and inclusion into an organization’s DNA, the opportunities and challenges before us, in the context of the changing workplace, require the breadth of psychology and the leadership of psychologists.

Block 1 Wrap-up / integration

10:00-10:30 Break / Socializing

10:30AM-12:00PM Program Block 2: Well-Being: Evan Sinar & Rose Hanson

Introduction of program block and presenters (Evan Sinar & Rose Hanson)

Tammy Allen (USF)
Remote Work and Employee Wellbeing: Threats and Opportunities
Fully remote and hybrid work arrangements are here to stay, but what happens to employee health and wellbeing when the boundary between work and nonwork disappears? This talk will focus on research concerning the threats and the opportunities presented by remote work for employee wellbeing. Recommendations for practice will also be provided.

Allison Yost (Better-Up)
The Power of Connection: How to Create a Resilient, Agile Workforce in a Rapidly Changing World
Employees who feel connected - to one another, to institutions - are more agile, resourceful, and resilient. We integrated data from 3,000+ US workers, 150,000+ BetterUp Members, and 78 company Glassdoor profiles to determine what connection means and how individual well-being and organizational health improve when organizations get connection right.

Case studies - organizations will speak to issues faced around wellbeing, mental health, and safety, what they did to address these issues, lessons learned, and how these lessons can be applied in a post-pandemic world

  • LeClaire Hammerle/Meghan Lowery (Eli Lilly and Company): 
    Thriving at Lilly:  Employee Well-Being, Mental Health, and Safety A healthy, vibrant life and work environment helps us to be at our best - more collaborative, innovative, engaged, and productive. We will present a case study on how Lilly has focused on employee well-being, mental health, and physical and psychological safety in the workplace during and after the pandemic.
  • Rose Hanson (Community Interface Services) 
    Evolving the Employee Experience for A Whole Person Focus
    Employees want more from their employers today – greater flexibility, more meaningful work, and increased attention to their needs as a whole person and not just an employee. Organizations are striving to meet these needs even in the face of economic uncertainty, social justice concerns, and historic staffing challenges. For nonprofits, these challenges are often exacerbated by budget and regulatory constraints. Hear one nonprofit’s story and lessons learned about how we made several fundamental shifts in our employee experience: doubling-down on health and safety, realigning resources to increase investments in people, and evolving performance management to increase empowerment and growth.

LUNCH – 12:00-1:00 - will crowdsource input from audience on panel questions during the break

1:00-1:30 PM  Program Block 2: Continued

David Rodriguez (former Marriott CHRO)
The Quest to Inspire: Personal Wellbeing & The Employee Experience
The pandemic and other events have strained the employer-employee relationship. Recent research finds that 46% of hires anticipate leaving within two years, while demands for work flexibility are intensifying. We discuss research concerning expectations of the employer-employee relationship and using an holistic wellbeing program to cultivate an inspirational employee experience.

1:30-2:15 PM: Panel discussion facilitated by Evan Sinar with Tammy Allen, Mariangela Battista, LeClaire Hammerle, Meghan Lowery, and Rose Mueller-Hanson

2:15-2:20 PM:  Block 2 Wrap-up /integration Block 2 Wrap-up/ integration

2:20-3:20PM Program Block 3: Improving the Employee Experience Through Development, Compensation, Diversity Programs - Rose Hanson & Gena Cox

Gena Cox - Intro of block and overview of key principles to set the stage

Data presentations

  • Nancy Romanyshyn (Syndio)
    Embedding Workplace Equity in the Employee Experience Join us as we explore case studies of how leading companies are embedding equitable employment practices to achieve workplace Equity.  In this session, we will define workplace equity, discuss the "how" of workplace equity, and present case studies that will provide examples of what employers are doing.
  • Meisha-Ann Martin (WorkHuman)
    Improving Inclusion Through Innovative Compensation Practices
    The modern-day workplace continues to rapidly progress as we reimagine our workplace practices and make them more human. Have we done the same with Compensation? Sure, we do pay equity reviews, but is that the full picture of equity and inclusion in compensation? And what about impact? How do we measure the impact of our compensation decisions? In this session, we will reimagine compensation, explore how to link compensation to performance through a thoughtful recognition strategy and we will show how such a strategy improves equity and inclusion.

3:20-3:50: Break / Socializing

3:50 - 5:15PM: Case Studies/Panel - Case Studies and Q&A/Discussion

  1. Kalifa Oliver (Black & Decker)
    Implementing Employee Voice Listening Strategies to Boost Employee Experience and Organizational Success
    Voice of The Employee (VOE) programs have often been seen as nice-to-have elements within organizations. As organizations move from a focus on engagement to employee experience, there is growing need to integrate VOE listening tools and architecture into critical organizational analytics capabilities. VOE programs allow organizations to have a better grasp on employee sentiment through traditional survey tools like surveys, and more innovative analytical methods such as Organizational Network Analysis (ONA) and other forms of predictive analytics. This presentation walk through how to design and implement VOE programming and architecture into organizations, along with practical implications and challenges through lessons learned from recent VOE program implementations in multiple large multinational organizations.
  2. Raymond F. Beland (ITG) Enabling Career and Professional Development in the New Norm Through GROW
    Recognizing the potential for career development to pause during the COVID-19 pandemic and its critical role in employee retention as the new norm emerged, IGT rethought its approach to career development.   The resulting GROW program guides enables employees to take ownership of their careers and development, provides managers the skills and confidence to support them, and links into the existing Integrated Talent Management process.
  3. Shannon Bonner (3M) Increasing Equitable Access to Tailored Leadership Development
    Leadership development programs confer numerous benefits, for both employees and employers. The traditional paradigm of leadership development for a select few deserves increasing scrutiny when greater inclusion is a goal of many companies. This case study explores how 3M has reimagined leadership development to create an accessible but tailored experience. 
  4. Alison Eyring (Produgie) Personalized Leadership Development at Scale
    The ethos of “learning in the flow of work” and the democratization of coa
    ching with enabling technology are two trends reshaping how companies develop employees. In spite of this, reported rates of disengagement, burnout and intentions to leave are higher than ever. In this session we will discuss the use of technology to enable personalized leader and team development at scale without driving greater burnout and learning fatigue.

Block 3 Wrap-up /integration

Elaine Pulakos - Wrap up and plans for the evening (Elaine)



8:15-10:20AM Program Block 4 Leading Through Disruption – (Rob Kaiser and Elaine Pulakos)

Session intro (Rob Kaiser)

Megan Steckler (Perceptyx)
Listening to Lead Through Disruption
Headlines have painted a dire picture of workforce disruption. During times of uncertainty, it’s critical to gain feedback and understand the employee experience to take informed action. This session will provide insight into best practices and lessons learned from organizations putting employee listening at the center of their leadership approach. 

Mary Plunkett (Blue Origin)
Empathy Is a Management Essential
More than doubling the size of the workforce while navigating the COVID-19 pandemic and Great Resignation presented unique challenges to Blue Origin’s people managers.  This case study will examine the methods and outcomes associated with anchoring empathy as a foundational and essential skill for all Blue Origin managers. 

Elaine Pulakos (PDRI) – What leaders need to do to create agile and resilient work environments

Rob Kaiser (Kaiser Leadership)
Respecting the Tensions and Tradeoffs that Make Leadership a Balancing Act: New Frameworks and the Cases of Versatility and Empathy

Coach roundtable: How Has Executive Coaching Changed? A Discussion With Seasoned and Savvy Coaches
Panelists: Jeff McHenry (Rainier Leadership), Janine Waclawski (Maestro Consulting), Wanda Wallace  (Leadership Forum)
Facilitator: Rob Kaiser
Organizational use of executive coaching has increased significantly since the outbreak of the COVID pandemic and recent seismic social, political, and economic shifts have presented novel, complex challenges for senior leaders. This roundtable discussion with veteran coaches will explore how coaching has changed in this context in terms of what executives want and need from coaching, an increased focus on resilience and representation, and how coaches themselves have adapted their practice

Block 3 Wrap-up /integration (Rob Kaiser)

10:20-10:50 Break / Socializing

10:50AM-12:30PM Program Block 5:  Pulling it All Together -- (Tracy Kantrowitz and Elaine Pulakos)

Chris Mason (KeHe Foods) - Navigating the New Employee Value Proposition in a Post-Covid World
Companies are amid renegotiating some very fundamental aspects of work. The new front-line “essential workforce” has put a premium on safety and better on-site work conditions while the professional workforce has successfully negotiated a more flexible work environment. All are demanding higher pay amidst record low unemployment and record high cost of living increases. Successfully navigating these new employee value propositions requires targeted solutions for each segmentation of the workforce.

Allan Church (Maestro Consulting) – Perspectives, Perturbations and Predictions for the Future of Talent and Organizations
The challenges organizations are facing in employees, leaders, systems and cultures are profound.  As we reflect on the interventions and insights shared in the consortium it is important to help organizations make critical decisions on where to place their strategic “big bets.”  This session will provide perspectives on what we have learned and key considerations the future.

KEYNOTE: Ben Schneider (University of Maryland)
Strategic Talent Management for Organizational Success
The talk presents a holistic framework of strategic talent management practices and employee experiencers requiring simultaneous attention for the achievement of organizational success. Research evidence from several projects will be presented in support of the holistic framework.

Wrap up

Thank You Sponsors:

Talent Metrics Consulting