Conference - Day 1

Tuesday, February 27

Workshop 1: Leveraging Your Strengths and Values to Create Positive Change at Work
Megan Leatherman

Support staff in organizations often underestimate the power they have to influence others and create positive change. We all have the ability to do important, meaningful work that feels fulfilling to us, and in this workshop we’ll spend time aligning our unique strengths and values with the work we do each day. When we understand what makes us good at what we do, we’re much more equipped to develop effective and innovative strategies for our workplaces.

In this workshop, learners will be asked to examine their strengths and clarify the values that drive them to do what they do. From this place of strength and value, we’ll discuss strategies for influencing and partnering with members of leadership in our organizations. Through all of these exercises, we’ll each create a picture of the resources (internal and external) that are available to help us make a meaningful impact on our organizations.

Workshop 3: The Compensation and Culture Link
Katie Augsburger

Pay transparency can strengthen a great culture and provide engaged employees a deeper level of understanding of how the business is run. If your organization is pocked with strife, infighting, and division, many compensation programs can have devastating effects. Poorly thought out compensation plans can create canyons in what was a crack when implemented in an organization in cultural chaos or confusion. Communicating clearly about compensation can expose inequities that people assumed were there but did not have evidence of. It could push people with low morale to have the evidence they need to shop around for a better fit. And, of course, it could expose you and your team to legal ramifications that could have devastating effects. Finding the right pay program for your culture and implementing it at the right time is critical to creating a healthy culture. 

Workshop 5: Employer Branding & Recruiting that Works
Allison Krug

Workshop 2: Exploring Work Culture: An Interactive Experience
Cheryl Wunder & Erin Mahoney

We will be co-facilitating and guiding the learners through an interactive experience that will be exploring work culture. The workshop will include: *Discussion: Defining work culture*Discussion: is work culture tangible or intangible?*Discussion: a deeper dive into who owns work culture and whether an organization or person can control, create or build it (collective ownership)*Activity: identifying work culture attributes and themes through an organization development process (GSM)*Discussion: discovering ways to look at positively influencing work culture by fostering and celebrating its desired attributes*Discussion: Plus/Delta debriefUnderstanding work culture is important for all team members in an organization, especially leadership and people operations teams. Work culture can directly or indirectly impact change and strategic initiatives and therefore resist or contribute to the success of an organization. 

Workshop 4: Growing the Team You've Got                                                    Caro Griffin

As your company grows, so does the workload. Everyone has too many things on their plate and hiring can start to feel like the magic wand that would solve all of your problems. But hiring can exacerbate the organizational issues you already have, and leave you with even more, when it’s not done strategically.

When I started my previous role, I had to learn how to scale a growing team fast, and structure our organization in a way that delivered the most business value. I discovered that a thoughtful growth plan could help me turn a stack of needs into actual roles with well-defined responsibilities, create a hiring timeline for each one, and reduce organizational debt as I went.

In this workshop, attendees will map out their organizational structure, identify pain points that will be exacerbated by growth, and make a hiring plan for the next two quarters that takes advantage of the existing talent on their teams.

Workshop 6: Reimagining Your Approach to Diversity
Stephanie Ghoston Paul

“Never doubt that a small group of thoughtful, committed citizens can change the world; indeed, it’s the only thing that ever has” (Margaret Mead). This workshop is dedicated to Mead's premise. As a people operations professional, you play a critical role in your company's relationship to diversity, equity, and inclusion work. This workshop will help you examine your approach and offer transformational shifts that impact internal company culture, your industry, and the community at large. You'll walk away with a deeper understanding of DEI work, your organization's DEI challenges, and clear next steps both professionally and personally to advance equity within your sphere of influence. 

Conference - Day 2

Wednesday, February 28

Workshop 7: Creating a Better Workplace for Trans & NB Folks
Brook Shelley

A modern workplace includes folks from all walks of life, and many of them may be thinking about gender outside of their birth assignments, or even the idea of gender itself. This workshop will go over concepts in a 101-style, like "cisgender," "non-binary," and more. It will also discuss the complex challenges that trans and nonbinary people face in the workplace concerning healthcare, job access, discrimination, and harassment. You will leave this workshop with concrete ideas on what you can do to make your company a better place for everyone, as well as more inclusive language to use in your daily life.

Workshop 9: Isn't it Time to Reinvent Performance Management?
Julie Boardman

Everywhere we turn we are reading research that shows how ineffective performance management practices have been. We are also seeing many examples of companies eliminating performance reviews and ratings only to reinstate them a year or two later. What's going on? Many are calling for change, and for those of us in HR, it can be confusing, frustrating, and overwhelming to figure out how to reinvent your company's approach to performance management.

In this interactive session, we'll detangle what performance management really is, help you create a vision for what it can be, and outline steps to begin evolving your company's approach to performance management.

Workshop 11: Negotiating & Advocating for your own (and your team) success
Elizabeth Robillard

Negotiating at work is a critical skill for People Ops managers, whether it is negotiating contracts with suppliers, negotiating your own raise with your boss or navigating difficult conversations with your leadership team. In today's technology companies, and in these key roles in particular, you are asked to do more with less, be available 24/7, and support the growth of the organization in new ways. Your ability to negotiate what you need to be successful is more important than ever.

Whether you are looking for new opportunities such as a promotion, better work/life balance, buy-in on a new project, more support, or credit for your work, this talk will offer concrete strategies on how to reach your goals and gain practical advice on how to manage your own career and how to negotiate for yourself and your organization more effectively.

Workshop 8: The Language We Use
Ali Colleen Neff

When a workplace has committed to transforming its culture to not just accommodate-but nurture-the work of women and minorities, diversity training must go a step beyond basic training. After we establish a sense of what kinds of interpersonal communication are acceptable and unacceptable at the workplace, we hope to foster a community that is open to new issues in inclusion and diversity as they arise, and that signals an ongoing commitment to a world of cultural voices and influences. This means acknowledging cultural difference rather than bracketing it out of workplace interactions.

This workshop is based on the idea that no one is born knowing how to think about and talk about race, gender, religion, sexuality, ethnicity or other kinds of social difference and inequality.

Workshop 10: The (Very Vocal) Human Side of the Bottom Line
Kate Ertmann

According to a recent McKinsey & Company study, companies in the top quarter for racial diversity are 35% more likely to have financial returns higher than the national median in their industry, while gender diversity boosts performance by an additional 15%. In addition, there has been much discussion about systemic actions and attitudes that have been the basis for so much homogeneity and exclusiveness in large corporations. Patriarchy. Ageism. Cultural Biases. With Gen Y on track to be 50% of the workplace by 2022, and Gen Z beginning to enter the workplace, there are ways to embrace the characteristics of our 21st Century Workplace that will bring long-term benefits to all levels of the organization.