Learning & Development

Industry Knowledge Sessions


HRMAC was pleased to present this year’s Industry Knowledge Sessions. Back by popular demand, these quick-hit sessions allowed attendees to hear from multiple compelling organizations in succession.

9:30 a.m. - 10:00 a.m. 

3:15 p.m. - 4:15 p.m. 

9:30 A.M. - 10:00 A.M. 

Demystifying Workplace Best Practices 

Timeslot: 9:30 a.m. - 9:45 a.m.

Company: Lamar Johnson Collaborative 

Speaker: Angie Earlywine, LEED AP, Managing Director, Lamar Johnson Collaborative

We spend more time in our workplace than we do any other place in our lifetime and the pressure is mounting now more than ever to ensure the workplace environment supports and enables people to do their best work. Creating a best place to work is no small feat based on the ever-increasing expectations from employees and the war for talent. Real estate, facilities, IT and HR all have an important voice in developing today’s modern workplace. Many workplace related media headlines today are alarmingly inaccurate making it difficult to discern fact from fiction when determining what is best for your people and your workplace. This brief session will outline key traits of a dynamic workplace, how HR can influence the workplace strategy, and key methods for creating a high performance workplace that employees will thrive in.

Learning Objectives:

  • Learn the important linkages between human-centered placemaking, engagement and how HR plays a critical role in moving the employee satisfaction needle for all five generations in the workplace.       
  • Learn the importance of understanding the media headlines and having the ability to separate fact from fiction when defining an optimum workplace experience.

Workplace Inclusion Starts with Better Communication

Timeslot: 9:45 a.m. - 10:00 a.m.

Company: Catharsis Productions

Speaker: Heather Imrie, M.Ed., Director of Program Development and Efficacy, Catharsis Productions

We all want to feel like our workplace is a safe, respectful environment. Micro aggressions, misunderstandings and missed opportunities to change ones behavior or help others, can create spaces where employees don’t feel respected, uncomfortable at work, and a lack of belonging. This can have an impact on your business and can cost the company a lot of money. Open and honest communication is one of the keys to creating workplace inclusion and belonging. But how do we do communicate about these sensitive topics, without alienating people from the conversation? In this presentation, we explain how a three-tiered approach with clear communication will help HR professionals to call on their employees to improve their behavior and create a safe, welcoming space for everyone. We will review when and how to call people in, call people out, and self-reflect:

  • The theory of calling-in. The power of empathically and thoughtfully calling people into conversations about how their words or actions are harming others;
  • The importance of supporting coworkers by calling out people who consistently and purposefully use language that excludes, stigmatizes and/or harms others,
  • How to own up to our own mistakes when we are the ones who have hurt others, however unintentionally that might have been.

Learning Objectives:

  • Understand that we all play a part in creating an inclusive workplace culture where everyone feels like they belong
  • Know when it is appropriate to call someone out versus when to call someone in when they commit a micro invalidation or aggression
  • Consider how they can call coworkers into conversations about respect, inclusion and stereotypes
  • Understand that the intent does not always negate the impact
  • Reflect on verbal choices and how to be a more respectful co-worker

3:15 p.m. - 4:15 p.m. 

The Art of Helping People Change 

Timeslot: 3:15 p.m. - 3:30 p.m.

Company: Arbinger

Speaker: Mitch Warner, Managing Director, Arbinger

Is allegiance to the status quo paralyzing your organization? Are you tired of settling for compliance? Do you crave committed and needed change? This session will illuminate the hidden human drivers of resistance and how to neutralize them in order to mobilize people. 

In this session, attendees will learn about proven, practical tools to influence change in individuals and across organizations. Participants will come to fully understand that to effectively influence others to change we must let ourselves be changed…and that one of the best ways to change ourselves is to truly focus on others’ needs, challenges, and objectives. By the end of this session, participants will have been introduced to tools that will help them change their own perspectives and then invite others to change in ways that reduce resistance and inspire commitment rather than compliance.

Learning Objectives:

  • Learn how mindset underlies, drives, and sustains behavior change. 
  • Learn the difference between an inward mindset, and an outward mindset and their impact.
  • Gain awareness about self-deception and how it shows up at work.
  • Learn about tools to obtain and implement an outward mindset personally and in organizations.  

The Brain at Work: What it Craves, What it Hates, and How to Get Out of its Way 

Timeslot: 3:30 p.m. - 3:45 p.m.

Company: Mercer

SpeakerMegan Conolly, Senior Consultant and Principal, Mercer

It’s well known that an engaging workplace can make or break your Talent’s willingness to dig deep when it counts. But do you know what the ‘secret sauce’ to an engaging environment is – and why? The answers lie within our brains – and what they crave – for the generation of new ideas, the motivation to get things done, the skill involved in cooperation, and the discipline required for progress. 

This discussion is all about the brain at work – what it needs to performs at its best, and how to build an environment that doesn’t get in its way.  

Learning Objectives:

  • Think about 21st century work – and your workplace – from the brain’s perspective.
  • Learn about what the brain craves most at work. 
  • Review the common culture pitfalls many organizations struggle with – and what neuroscience can teach us about the risks they present. 
  • Review a roadmap for creating a more brain-friendly - and therefore performance-friendly – environment in your own organization.

Pathways to Digital Enablement 

Timeslot: 3:45p.m. - 4:00 p.m.

Company: Wills Towers Watson 

Speaker: Dan Mayville, Director, Employee Insights, Willis Towers Watson

Digital transformation is impacting nearly all companies across all industries. Organizations are creating new products, changing their interface with their customers and modifying their internal environments using technology in new ways. During the session, the speaker will share the latest trends, challenges and emerging practices related to the disruption and transformative change brought on by digitalization, automation, and other technological innovations.

Learning Objectives:

  • How digitalization is impacting future of work
  • Where organizations are undergoing capability transformations
  • High-impact interventions needed to drive and support agile and digital behaviors 
  • Strategies for influencing cultural change

Executive Compensation Now (and if the market turns)  

Timeslot: 4:00 p.m. - 4:15 p.m.

Company: Grant Thornton

Speakers: Eric Gonzaga, Managing Principal & Rob Storrick, Manager, Grant Thornton

In this session, Grant Thornton will provide insight on contemporary executive compensation market trends, and plan design strategies coming out of the most recent proxy season. Trends will apply to both public and private corporations. Specifically, the presentation will address strategies that companies are proposing in recognition of the potential for a recession. 

Learning Objectives:

  • Become familiar on hot topics in executive compensation, including contemporary topics from proxy advisory firms
  • Learn the nuanced trends associated with executive compensation market movement, pay mix, and annual and long-term incentive plan design
  • Assess current strategies being discussed in the board rooms for the possibility of applying executive compensation strategies in a recession