Program Agenda

2022 LEC Program

Please see the Continuing Education web page for information on CE credits for psychologists and human resource practitioners.

 Thursday (Preconsortium Workshops)

7:30 am - 8:30 am  Beverage Service: Coffee and Tea

AM Session: 8:00 am - Noon

PM Session: 1:00 pm - 5 pm

7 pm - 8 pm Welcome Reception: Terrace
Meet other LEC attendees and enjoy a glass of wine or beer on the Loews Terrace. 

Friday (Main Session)

7:00-8:00 am  Breakfast (Overlook East)

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


Learning Objectives:

After attending this program, participants will be able to:

  1. Determine what is most important to employees now in terms of work style and benefits as well as their desire for change to organizational culture.
  2. Discover how organizations can use this information to focus on five key drivers that improve engagement.
  3. Improve the employee experience by focusing on the top three factors that create an effective HR professional, which in turn leads to successful HR departments.
  4. Apply psychological strategies and leadership tactics to support employee wellbeing, navigate remote work, and infuse diversity, equity, belonging, and inclusion into an organization.

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

Learning Objectives:

After attending this program, participants will be able to:

1.      Hear the latest research on work-life boundaries in a remote work environment.

2.      Identify common threats to employee wellbeing presented by remote work and how to address them.

3.      Define what “connection” means and how it impacts an individual’s well-being and organizational health.

4.      Hear two cases studies focused on employee wellbeing and the employee experience.

5.      Define what a holistic corporate wellbeing program is and how to effectively use it to cultivate a positive employee experience

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


Learning Objectives:

After attending this program, participants will be able to:

1.      Define the term “workplace equity”, discuss ways in which it can be effectively achieved, and hear case studies of how companies are embedding equitable employment practices to achieve workplace equity.

2.      Review compensation practices, such as pay equity reviews, and discuss what else can be done to improve equity and inclusion in compensation practices.

3.      Discover how to link compensation to performance using a recognition strategy that improves equity and inclusion.

4.      Discuss how to design and implement a Voice of the Employee (VOE) program and hear case studies of recent VOE program implementations in large, multinational organizations.

5.      Hear a case study of how one company used a self-guided program for employees to develop their skills and manage their careers.

6.      Hear a case study of how one company reimagined their leadership development program to create an accessible, personalized experience for their employees.

7.      Find out about two trends reshaping how companies develop employees at scale using technology while avoiding burnout and learning fatigue.

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 (DeepDive Talent Insights and Analytics)
    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)

5:15 pm - 6:15 pm Evening Reception: Sponsored by APTMetrics
Overlook East
Discuss the insights of the day or just relax and mingle with your fellow LEC attendees.

6:15 pm: Networking Dinners
Want to keep the discussion going? Then sign up for dinner at one of the many amazing Midtown Atlanta restaurants, all within walking distance.  Locations and sign up availabel soon. (This is an optional event and cost of dinner is not covered by LEC registration.)


7:15-8:15 am  Breakfast (Overlook East)

8:15-10:00AM Program Block 4 Leading Through Disruption – (Rob Kaiser and Elaine Pulakos)

Learning Objectives:

After attending this program, participants will be able to:

1.      Identify best practices and lessons learned from organizations that have put employee listening at the center of their leadership approach.

2.      Examine a case study in which an organization used empathy as a foundational and essential skill for managers.

3.      Identify at least two ways coaching has changed in terms of what executives want and need from coaching and case studies of how coaches have adapted their practices to focus on resilience and representation.

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 Case of Versatility
I-O Psychology knows a lot about leadership. But much of this knowledge is fragmented. This presentation argues that we can better integrate what we know—and revive some of what we seem to have forgotten—to create models and methods better suited to the disruptive 21st century. In particular, we can do this by designing our approaches to assessment and development around the idea that effective leadership involves the mastery of opposing, even paradoxical, but complementary behaviors, competencies, and skills. Practical benefits are demonstrated with empirical data concerning leadership versatility as a meta-competency that has played an increasingly decisive role in organizational performance over the last 25 years.

10:00-10:30 Break / Socializing

10:30 - 11:15AM: 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)

11:15AM-12:30PM Program Block 5:  Pulling it All Together -- (Tracy Kantrowitz and Elaine Pulakos)

Learning Objectives:

After attending this program, participants will be able to:

1. Identify at least one targeted solution for each new employee value proposition: safety/better on-site work conditions, flexible work environments, and better pay.

2. Identify two possible options for where organizations can place their strategic “big bets” in each of the following areas—employees, leaders, systems, and cultures.

3. Understand a holistic framework of strategic talent management practices and begin creating steps for implementation in their own organization.

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 experiences 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

Assessments International
Rhabit Analytics