Workshop and Session Details

Workshop and Session Details

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Conference Luncheon

Getting to We: Inclusion is More Than a Feeling

Deborah L. Plummer, Ph.D.; Vice Chancellor for Diversity and Inclusion and Chief Diversity Officer; Professor, Psychiatry and Quantitative Health Sciences, UMass Medical School and UMass Memorial Health Care


Keynote Address

Neuroscience for Human Resources

Tara Swart, Ph.D.; Senior Lecturer, MIT Sloan School of Management; CEO, Tara Swart Consulting

The latest research about neuroplasticity and adult learning mean that it is more important than ever to understand enough about cognitive science and physiology to coach senior leaders and really leverage human potential. We will look at neuroplasticity, brain agility, mindsets, and simplicity as ways to sustain optimal brain performance in yourself and others.


Workshops

Coaching Track

Staying in a Coaching Frame of Mind

Nancy Fulford, Consultant, Camden Consulting Group

Regardless of your role, as an HR professional, developing coaching excellence in your interactions with others is a critical competency. Mindset, knowledge and skill are critical to this process. This session focuses on each of these aspects of coaching so that you are prepared to model coaching excellence while you engage in the coaching process. 

In this workshop, participants will learn:
  • a practical framework to guide your coaching process; 
  • “ask don’t tell” — the art and science of the open-ended question; and
  • how follow-up questions can be your friend.

Coaching Through Feedback  Easier Said Than Done

Nancy Fulford, Consultant, Camden Consulting Group

As an HR professional, you are often in the unique position of giving feedback to enhance someone else’s ability to coach others – the coaching of coaching, so to speak. A critical skill in this process is creating awareness through feedback. This session enables you to both provide and model excellent feedback while enabling others to do the same.  

In this workshop, participants will learn:

  • the nuances of performance-based feedback;
  • how “the devil is in the details” – avoiding abstractions; and
  • a feedback framework that works every time. 
Communication and Collaboration Track

Pivotal Conversations

Chris Karam, Talent Development Consultant, MIT Human Resources
Scott Rolph, Talent Development Consultant, MIT Human Resources

As an HR professional, do you avoid the conversations you know you need to have? When discussing critical issues, do you retreat or soften your message at the first sign of emotion (yours and others')? This session will help you prepare for and hold Pivotal Conversations, and stay the course when emotions are high. You will learn a framework, which emphasizes the building of trust and shared meaning in all interactions. We will also explore key questions, including, how can holding ourselves and others accountable improve our workplace relationships and work we do, and how can we have effective conversations when the stakes are high?

By attending this workshop, participants will learn how to:

  • Identify accountability situations that could benefit from having a Pivotal Conversation
  • Recognize implications of not having the conversation
  • Understand how we get stuck or what challenges us in having productive conversations
  • Manage oneself during difficult conversations, including monitoring and managing emotions
  • Prepare for and conduct a Pivotal Conversation

Creating Inclusive and Safe Work Cultures in a Polarized America

Deborah L. Plummer, Ph.D.; Vice Chancellor for Diversity and Inclusion and Chief Diversity Officer; Professor, Psychiatry and Quantitative Health Sciences, UMass Medical School and UMass Memorial Health Care

Polarizing topics like race, gender equity, religion, sexual orientation, and politics, once left at the doorsteps before entering the workplace, have now oozed into our work environments. As HR professionals, we must be prepared for the types of conversations being invited into the workplace by #metoo. We must also be the catalyst for building the safe cultures where HR laws and policies related to gender equity, and sexual misconduct prevention can be implemented. Now, more than ever, the work done by HR professionals of formulating partnerships and finding integrated solutions is most critical to the inclusion effort.

This workshop, through engaged conversation and critical examination of these societal trends from the lens of inclusion, will be a deep dive into how to manage one’s personal beliefs on these often polarizing topics, while building coalitions and advancing inclusion toward the benefit of all.

Influence and Negotiation Track

Negotiation Skills: The One Tool All HR Professionals Need

David G. Seibel, J.D.; Co-Founder and President of Insight Partners and Insight Collaborative; Associate Faculty, Harvard Law School, Program on Negotiation

From contract terms to timelines, deliverables to behavior change, HR professionals negotiate all the time. Are you interested in learning the best ways to get more out of every negotiation while creating positive relationships? Deal with difficult tactics? Create additional value? Get conversations back on track? Say no? Walk away?

This workshop answers these classic questions, and others that participants would like to discuss. Highly interactive and skills-oriented, this workshop is grounded in theory developed at the Harvard Negotiation Project, and interpreted by David's years of experience in the classroom and in the field.

By attending this workshop, participants will:

  • learn a systematic tool for preparing, conducting, and measuring success in real world negotiations;
  • get advice dealing with difficult tactics and challenging negotiation situations; and
  • explore skills needed to get better substantive results while creating or maintaining positive relationships.

The Influence Equation: How to Get Our Ideas Heard and Considered

Stevenson Carlebach, Principal Consultant, Insight Partners

This workshop is for any HR professional who sometimes struggles to convince someone else of an idea. Much of our time at work is spent trying to persuade others: asking our boss for a raise or promotion; getting a colleague to help when we don't have authority; convincing a client that what they are asking is not what they need; and getting a direct report to take our feedback. Then we go home, and the influence challenges get really interesting!

This workshop is highly interactive and dynamic, and much of the theory is drawn from the Harvard Negotiation Project and from breakthroughs in neuroscience.

By attending this workshop, participants will:

  • understand what creates resistance and how to overcome it;
  • learn how to craft reasoning that will make sense to the "influencee";
  • discover (and learn how to avoid) typical emotional traps; and
  • get a simple framework for preparing and managing influence challenges.
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