The 2013
Succession Management ConferenceSuccession Management Powers Business SuccessOctober 17–18, 2013October 16, 2013 Pre-Conference SeminarThe Westin New York Grand Central
In collaboration with
Presented with assistance from
Continuing Education Credits HRCI re-certification credits applied forNo partial credits issued.
Benefits of attending
- Walk away with CEO insights on expectations for advancing succession practices that power business success - Discover agile practices for developing ready now leaders - Gain insight from leading companies on leader buy-in and accountability practices - Learn what’s involved in impactful talent conversations - Hear from HR leaders about how to identify and promote next practices - Understand how to take unconscious bias out of the talent selection process
Who should attend
Senior Vice Presidents, Vice Presidents and Directors responsible for Succession Management in their organizations with the majority coming from Human Resources, Leadership Development, Talent and Global Talent Management, Training and Development, Employee Development
Pre-Conference Seminar Wednesday, October 16, 2013registration and continental breakfast 8–9 am
seminar 9 am–4 pm
Implementing a High-Potential Roadmap that Seamlessly Integrates with Your Business CycleOrganizations need confident, effective leaders who can inspire others and drive results aligned with overall business strategy. During this seminar, we’ll explore the framework and components of a successful high-potential succession roadmap that shows you how to step-by-step build a supply of leadership talent that is ready when and where you need them. Accurately identifying, driving high-impact, challenged-based development; accelerating readiness and energizing transitions are all areas that organizations need to measure and leverage. Participants will have the opportunity to take a “Where Are You on the Roadmap” analysis.
Topics include:
•How do you link succession management to your high-potential program?•What is the High Potential Experience Cycle™ and how does it generate success?•How can you ensure a Roadmap that will meet career and business cycle
objectives?•What are the necessary and sufficient conditions for a high potential program?•What can you do next to start moving toward an integrated approach?
Learn about the most recent advances in thought leadership behind high potential talent management from the latest research.
Cori Hill, Global Director - High Potential Leadership DevelopmentKorn/Ferry InternationalPaul Van Katwyk, Vice President, Consulting Solutions, Korn/Ferry International
Call Customer Service at 212 339 0345
Thursday, October 17, 2013registration and continental breakfast 8–9 am
welcome and introductions: 9–9:30 amRene Carew, Conference Program Director, The Conference Board
keynote session a 9:30 – 10:30 am
Framing Succession Management’s Integral Role in Powering Business Success from the CEO ViewpointThe Conference Board 2013 CEO Challenge places human capital strategies in the number one position to address global business challenges. These include: growing talent internally, providing employee development, and increasing retention of critical talent – all of which relate directly to succession management practices and initiatives. In order to understand more fully the role of HR leaders in powering business success, this session will focus on framing the vision and expectations of CEO’s for advancing next practices in Succession Management that directly link to business strategies.
Moderator/PresenterAmy Lui Abel, PhD, Director, Human Capital Research, The Conference BoardKeynote SpeakersRodolfo Spielmann, Global President, Nutro and Developing Petcare, Mars IncorporatedMalcolm Armstrong, Vice President of People and Organization, The Nutro Company Mars Incorporated
networking refreshment break 10:30 – 10:45 am
concurrent session b1/track #1 10:45 am – 12:15 pm
Sustainable Leadership Buy-In and Accountability PracticesOne of the foundations of having succession management outcomes that directly impact business is having leadership buy-in and accountability – from the C Suite to front line managers. The following topics will be addressed:
•How do we build leadership accountability and tie it to succession outcomes, analytics, and pay?
•How do we talk about succession as a driver of business success?•Using Succession as an accelerator for an integrated talent management strategy•Best Practices in building leadership buy-in
ModeratorRichard O’Leary, Corporate Vice President and Chief Human Resource Officer Milacron LLCPanelistsJulie Casella-Esposito, Managing Director and Head of Human Capital CCMP Capital Advisors, LLCDavid Dodsworth, Manager, HR Global Strategy, Deere & CompanyYvonne M. Surowiec, Vice President, Global Talent & Learning, ADP
Track #1: “Core Best Practices” of a Strong Succession Management Practice Tied to Business Goals
Track #2: “Next Practices” that Anticipate New Directions, Change Practices, Impact Culture and Exceed Business Goals
www.conferenceboard.org/succession2
concurrent session b2/track #2 10:45 am – 12:15 pm
Expecting the Unexpected – Preparing for a Succession EmergencyEmergency succession events, such as the unexpected departure or sudden death of a CEO, act as a “stress test” of companies’ succession process and place considerable pressure on boards and human resource leaders to act swiftly and decisively.
Using a case study method and action learning techniques, this session immerses participants into an emergency succession crisis. Learn common issues that arise during emergency successions, how to prepare for and respond to a succession crisis, and the importance of integrating succession planning into a company’s crisis-preparedness process.
FacilitatorEdward Ferris, Vice President, Human Resources, ValvTechnologies, Inc.PanelistsJason D. Schloetzer, Assistant Professor, McDonough School of Business Georgetown UniversityTerence Gallagher, Board Director, Chair of the Compensation Committee and member of the Nominating/Governance Committee, Provident Bank New Jersey and Provident Financial Services, Inc., and President, Battalia WinstonJennifer M. Brown, Executive Vice President, Chief Administrative Officer and Corporate Secretary, Alteva
networking luncheon and industry roundtables 12:15 – 1:15 pm
c 1:15–2:15 pm
Closing the Leadership GapWith a need to accelerate the readiness of leaders who can address the growing demands placed on them, it’s essential to provide learning opportunities that will effectively prepare them. This preparation requires developing agile leaders who know how to learn and adapt their learning ability to meet new and unexpected business challenges. In this session, emerging practices will be explored and examples will be provided on how organizations are leveraging challenge-based learning, action learning, specialized training and the role of coaches to achieve success in the development of ready leaders for pivotal roles.
Cori Hill, Global Director - High Potential Leadership Development Korn/Ferry InternationalDeb Wijnberg, Worldwide Leadership Development and Learning Leader/Talent Management, BD (Becton, Dickinson and Company)Paul Van Katwyk, Vice President, Consulting Solutions, Korn/Ferry International
networking refreshment break 2:15–2:30 pm
concurrent session d1/track #1 2:30–4 pm
Effective Talent Conversations: Achieving the Best Return on InvestmentAs Succession Management Professionals, we rely on our leaders to have productive talent conversations that promote the link between an individual’s career and the current and future business strategy. What we hear is that our leaders do not know how to have these conversations. In this session the Center for Creative Leadership will partner with an HR Practitioner to bring you best practices and perspectives on the talent conversations going on globally. Case studies/vignettes will focus on conversations that include high potential status, implications of this status, how development is tied to business needs and career goals.
Conference KeyNotesRegistration includes this summary of conference highlights
and a post-conference interactive webcast
Michael Campbell, Faculty and Portfolio Manager, Global Markets Americas Center for Creative LeadershipDawn Baker, Director Talent Management, DOW Chemical
concurrent session d2/track #2 2:30–4 pm
Overcoming Unconscious Bias in Talent DecisionsSome may ask why this topic is listed as a “Next Practice”. Although building a diverse pipeline has been a goal for most of our organizations for several years, we still haven’t made the kind of progress that is needed to truly build a representative pipeline or to address the reality that diverse leadership is a business imperative. Organizations that have invested in diversity are finding that the new frontier in making a difference in filling our pipelines with diverse talent is trying to manage unconscious bias.
This interactive session will look at innovative ways on how to mitigate unconscious bias in talent decisions by providing targeted intervention to talent management decision makers.
Leslie Traub, Chief Consulting Officer and Chair of the Board, Cook Ross Inc.Nancy J. Di Dia, Executive Director, Office of Diversity, Inclusion & Engagement Boehringer Ingelheim USA Corporation
networking refreshment break 4–4:15 pm
e 4:15–5:15 pm
IGNITING the Talent Review ProcessThe talent review process is often looked at as the key to understanding an organization’s talent needs, talent capacity, and identifying and selecting possible successors for development. We are often disappointed in the outcomes. This exciting mix of companies from various industries will engage in 5 minute presentations supported by 20 slides that will highlight best practices, challenges, and pathways for successful talent reviews.
ModeratorRobin Cohen, Senior Vice President, Leadership Development Executive, Bank of AmericaPanelistsErika D’Egidio, Executive Director, Talent Management & Diversity, Bristol-Myers SquibbRachael Lewis, GPHR, MSOD, HR Director, ExperianAmy Rzepka, Manager, Talent Management, BAE Systems, Inc.Laura Heaton, Senior Director, Global Talent Development, The Hershey CompanyLinda Simon, PhD, Senior Vice President of Leadership and Organization Development DIRECTVLeAnne Bennett, Executive Director, Learning and Development, JPMorganSharon J. Grundfast, Head of Talent, Tremor VideoTroy Hayes, Psy.D., Director, Talent and Leadership Development, Ingersoll Rand
networking reception 5:15–6:15 pm
hosted by
Presentations Available online in advance of the conference
Friday, October 18, 2013continental breakfast and best practice sharing table topics 7:30–8:30 am
f 8:30–9:30 am
Leading in a Diverse, Global WorldThe issues emerging and requiring next practices in the global talent arena will be addressed here with examples of succession practices shared by this panel of practitioners and specialists in global diversity. Among the topics to be addressed:
•Developing leaders who are skilled at working with diverse teams
•Building diverse teams that drive high performance
•Preparing pipeline candidates to be “placement ready” in fiercely competitive environments
•Developing global leaders at multiple levels by strategically leveraging employee resource groups
ModeratorNisha Advani, Ph.D. Senior Principal, Global Talent, Pharma, Roche (Genentech)Nancy Altobello, EY Americas Vice Chair, TalentKristin Leary, Vice President, Global Talent, QuintilesDana Z. Keefer, Vice President of Talent Management and Diversity, Organization, Dell
networking refreshment break 9:30–9:45 am
concurrent session g1/track #1 9:45–11 am
How are Assessments Helping to Assure Success?Strategic assessment of talent is critical to the organization’s ability to align its talent supply chain with current and future needs of the business. This session will explore strategic uses of assessments for selection, calibration, and development of talent in organizations. An overview of the targeted use of assessments to help grow core or differentiating talent capabilities will be provided in the context of structured talent management, leadership development, and performance alignment approaches.
Nataliya Adelson, Ph.D., Manager, Leadership DevelopmentDepository Trust and Clearing CorporationDeb Wijnberg, Worldwide Leadership Development and Learning Leader/Talent Management, BD (Becton, Dickinson and Company)
concurrent session g2/track #2 9:45–11 am
How Organizations are Using Analytics in Succession DecisionsOne of the next practice areas that is being developed in organizations, is the use of analytics to make the best use of data from a variety of sources and present it in a way that increases the organization’s ability to make reliable decisions. This session will highlight examples of how organizations are using analytics in the succession management process.
ModeratorDavid Underwood, Head Talent Management and Analytics, CSAA Insurance Group
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PanelistsShane Douthitt, President and Chief Executive Officer Executive Next Practices Institute, Managing Director, NextWORKS™Scott Mondore, PhD, Managing Partner, Strategic Management DecisionsTom Vines, Vice President, Human Resources, Business and Technical Leadership IBM Corporation
networking refreshment break 11–11:15 am
h 11:15 am–12:15 pm
Tying It All TogetherMarc Effron will bring together an experienced panel of Talent Management practitioners to summarize what they have heard throughout the conference on best and next practices that move the business forward. Not only will we hear their experiences and insights, they will engage us in dialogue and pose a challenge for all of us to work on in the coming year!
ModeratorMarc Effron, President, The Talent Strategy GroupPanelistsMatthew Breitfelder, Managing Director, Global Human Resources, BlackRockJoan Lavin, Chief Learning Officer, KKRMary Lauria, Vice President, Global Talent Management, Johnson & Johnson
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© 2013 The Conference Board, Inc. All rights reserved.
The Conference Board® and the torch logo are registered trademarks of The Conference Board, Inc. Program subject to change. August 2013
Registration InformationOnline www.conferenceboard.org/succession2Email [email protected] 212 339 0345 8:30 am to 5:30 pm ET Monday through Friday
Hotel AccommodationsFees do not include hotel accommodations. For discounted reservations, contact the hotel directly no later than the cut-off date and mention The Conference Board Succession Management Conference.
The Westin New York Grand Central 212 East 42nd Street New York, NY 10017 Tel 212 490 8900
Hotel reservations cut-off date: Tuesday, September 24, 2013
Cancellation PolicyFull refund until three weeks before the meeting. $500 administration fee up to two weeks before the meeting. No refund after two weeks before the meeting. Confirmed registrants who fail to attend and do not cancel prior to the meeting will be charged the entire registration fee.
Team Discounts per personFor a team of three or more registering from the same company at the same time, take $300 off each person’s registration.
One discount per registration. Multiple discounts may not be combined.
The 2013 Succession Management ConferenceSuccession Management Powers Business Success
The Westin New York Grand Central
Conference (937014-2)October 17–18, 2013
Associates $2,295 Non-Associates $2,895
Pre-Conference Seminar (942014-2)October 16, 2013
Associates $1,015 Non-Associates $1,215
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