2022 EDUCATIONAL TRACKS


MISHRM State Conference offers a wide range of breakout sessions for our attendees. The Educational Sessions are offered in session tracks. These tracks meet the requirements of the HRCI Body of Knowledge and the SHRM Body of Competency & Knowledge.

Legal
08:00 AM - 09:00 AM

Harassment prevention: Utilizing interactive activities and discussions to create positive change.

Speaker: Nikki Larchar Credits:

In this interactive session, you'll learn how to host activities and discussions to help create an army of allies who are able to speak up, define the line, and prevent harassing behavior.

44% of workers have personally experienced harassment and 48% have witnessed others being harassed at work (Allvoices, 2021). Traditional click-through-the-screens anti-harassment training is only helping our employees learn how to multitask. 

During this session, you'll discover ways to engage your team in open dialogue about what harassment is, how it shows up in the workplace, and most importantly what everyone can do to help prevent it from happening at your workplace in the future.

This session is a mini facilitator training. You'll walk away with interactive activities and discussion topics you can bring back to your team.

General HR Knowledge, Intermediate/Specialist, Senior/Executive Level

09:30 AM - 10:30 AM

Pooled Employer Retirement Plans and the SECURE ACT

Speakers:   John Rogers Kate Whitemore Credits:

The Setting Every Community Up for Retirement Enhancement (SECURE) Act was signed into law on December 20, 2019 as part of the year-end spending bill. With retirees living longer, the SECURE Act endeavors to enhance benefits from 401(k) plans and IRAs.

By now, many HR Leaders are aware of what the SECURE Act means for their individual savings, including changes to the rules related to Required Minimum Distributions and Inherited IRAs. However, after a challenging year of navigating a global pandemic and fighting to keep their businesses alive, HR Leaders may not have had a chance to unpack what the act means for their company and employees.
 
The SECURE Act and other related government guidance has changed the way employer sponsored retirement plans are administered and address many of the challenges plan sponsors face when they sponsor a retirement plan. Your employees are likely experiencing increased financial stress. More efficient retirement plan administration could help HR Leaders improve retirement outcomes for their employees.

General HR Knowledge, Intermediate/Specialist, Senior/Executive Level

11:00 AM - 12:00 PM

Pay Equity: Advancing & Retaining Women in the Workplace

Speakers:   Erika Sandoval Karina Monesson Credits:

Despite decades of progress, women are still paid significantly less than men—and it’s even worse for women of color. Meanwhile, the pandemic created countless new challenges for working women and worsened many pre-existing ones, including the gender pay gap. With talent on the move and millions of women leaving the workforce altogether, organizations must approach talent and compensation practices in a new and evolved way while addressing the countless barriers undercutting leadership, growth, and salary potential.
 
Led by Karina Monesson, Sr. Manager of Human Insights Research at UKG, and Erika Sandoval, Partner for the Strategic Advisory Group at UKG, this session will review research findings and explore how organizations can achieve pay equity, advance women in the workplace, and drive meaningful change. Learn about evolving strategies for attracting, hiring, and retaining women in the workforce while ensuring equitable pay and opportunity.  
 

Senior/Executive Level

03:00 PM - 04:00 PM

The Biden NLRB Takes Aim at Non-Union Employers - and Other Scary Things That Go Bump at Night!

Speaker: Joshua Leadford Credits:

Faced with a diminishing union workforce and President Biden’s frustrated labor legislative agenda, the National Labor Relations Board (NLRB) has stepped up to change things, taking direct aim at non-union employers.  During their presentation, Josh Leadford will outline the most recent NLRB developments that should be of concern to any employer who has been successful in maintaining a union-free workplace.  Learn why federal labor law is no longer a union workplace-only concern as our presenter discusses the NLRB’s rulemaking and case developments on such cutting-edge topics as:
 

  • Making union organizing easier
  • Micro bargaining units
  • Increased penalties and remedies
  • Union access to your workplace
  • Union organizers right to use your equipment and Internet
  • Union organizers access to employee contact information
  • Mandatory handbook and policy implications
  • Expanded employee protections and rights.
  • Modification of independent contractor and joint employer status
  • Expansion of Weingarten rights to non-union employees
  • Biden’s task force on worker organizing and empowerment

 
More importantly, learn the rules on how to legally avoid union organizing and what you can and cannot say and do.

General HR Knowledge, Intermediate/Specialist, Senior/Executive Level

Benefits
08:00 AM - 09:00 AM

Health & Financial Wellness: Navigating New Benefit Options

The number of emploeyr-sponsored programs to address workplace health and indidivual financial wellness continue to incurease.  More employees are looking for these types of benefits to stay well and to reduce financial stress.  This session will examine the trends and options in health and financial wellness that employers can add to their benefit offerings.

General HR Knowledge, Intermediate/Specialist, Senior/Executive Level

09:30 AM - 10:30 AM

6 Hidden Gems to Maximize Your Benefits Strategy

Speaker: Megan Nail Credits:

Even the most brilliant diamond still has flaws. As you look to emerge from a global pandemic, you’re doing everything you can to create a productive and engaging workplace. But, there are still opportunities to maximize your benefits strategy. From mental well-being and voluntary benefits to your healthcare plan, NFP’s benefits experts will examine six hidden benefits gems you can consider implementing for your people. This interactive session will get you to walk through several real-life scenarios and how you can apply them to your workplace.

Intermediate/Specialist

11:00 AM - 12:00 PM

What to Expect, When You're Expecting...to Outsource Leave Management

Speaker: Joy Sanders Credits:

Leave policy and legislation is a complicated and nationally developing issue. As of this year, more than 15 states have enacted their own paid sick leave laws and more than 9 states have enacted their own paid family and medical leave laws, independent of federal legislation. Companies are jumping on the "outsourcing leave management" bandwagon as the best and fastest growing solution. But before your company makes the leap, this session will advise you on what to expect, when you're expecting to outsource and help you be positioned for a successful leave implementation.

General HR Knowledge

01:00 PM - 02:30 PM

Benefits Compliance: Where We Are and the Road Ahead

Speakers:   Paula Day Scott Behrens Rory Akers Credits:

We approached 2022 with hopes of smooth sailing after the rollercoaster that was 2020 & 2021. But 2022 seems to be following the trend, with a slew of compliance issues employers need to consider.

An entertaining and provocative panel of Lockton’s National Compliance Team will take you through the latest issues.  Panelists include Rory Akers, ERISA and Benefits Attorney, Scott Behrens, Government Relations Attorney and Podcaster from “ERISA is a Friend of Mine”, and Labor and Employment Attorney Paula Day.  Together, these three offer digestible advice and a practical approach to the challenges ahead.
 
Topics include: 

  • Congressional legislative update
  • Mid-term elections…what they mean to employers and benefit plans
  • Transparency rules, the implementation guidance we have so far, and their impact on grandfathered medical plans and ancillary benefits
  • The emphasis on mental health parity and a new federal enforcement initiative
  • State-imposed rules on pharmacy benefit managers and their impact on medical spend
  • The continuing COVID-related requirements effect on labor issues and employee benefit plans

General HR Knowledge, Intermediate/Specialist, Senior/Executive Level

03:00 PM - 04:00 PM

The Power of Inclusive Benefits

Speakers:   Amanda Keys Lauren Fabbri Credits:

The Power of Inclusive Benefits

In Glassdoor’s 2020 Diversity Hiring Survey, more than 3 out of 4 job seekers and employees (76%) reported a diverse workforce was a stand-out factor when evaluating companies and job offers. If your organization’s benefits offerings are not perceived as inclusive, you may be missing out on top talent or failing when it comes to retention. Beyond benefit offerings, inclusive benefits are a key element of an actionable Diversity, Equity and Inclusion strategy. In this session we will cover the basics of inclusive benefits. Participants will be able to:

  • Define inclusive benefits
  • Describe the strategic connection of inclusive benefits to organizational success
  • Provide examples of inclusive benefits strategies that are relevant to today’s workforce
Inclusive Benefits Presentation Overview
  1. Presenter introductions
  2. What is DE&I
  3. What is inclusion?
    1. Define a culture of inclusion within the workplace
  4. What are inclusive benefits?
  5. What is the business case for inclusive benefits?
  6. Inclusive benefits strategy
    1. What’s the rationale behind it?
    2. Who works for you and how can benefits make them feel more included?
    3. How to develop an inclusive benefits strategy
  7. Discuss examples of inclusive benefits
    1. Sample company strategy
    2. Review of offerings, coverage and accessibility
    3. How recommendations are evaluated
    4. Finalizing a strategy
  8. Overview of tactical plan
  9. Wrap up

General HR Knowledge, Intermediate/Specialist, Senior/Executive Level

Training & OD
08:00 AM - 09:00 AM

Coaching for Career Development: Engaging Employees in THEIR Career Development

Speaker: Tom Daniels Credits:

If we’ve learned anything over the past two years, it is employees expecting organizations to provide more support and flexibility. The data suggest that employees are planning to leave organizations they feel are not supporting them with their career. During this session will examine how managers can use the Intentional Change Theory as well as career coaching discussions to engage and support employees in their own career development. We will also explore the multiple options for employees to add competencies and knowledge to their skill set.
 

Intermediate/Specialist

09:30 AM - 10:30 AM

Dealing with Difficult People

Speaker: Greg Coyne Credits:

No matter where snafus happen within a company, we sometimes are dealing with angry, upset, or difficult people. It’s part of the job, but many employees find it to be a stressful part of their career. This can lead to burnout without an established, step-by-step process in place. Greg’s session will look at difficult people: What makes them difficult? Why do we often feel uncomfortable with these situations? And show how can we use proven Sandler® techniques to institute a step-by-step process to resolve conflict without escalating it, and at the same time, fix both the problem and the upset person while maintaining our own confidence and self-esteem.

General HR Knowledge, Intermediate/Specialist, Senior/Executive Level

11:00 AM - 12:00 PM

Mental Health and Suicide Prevention Education as a Business Strategy

Speakers:   Christy Buck Catherine Lanting Credits:

Mental health and suicide prevention education needs to be addressed in the workplace to ensure employee and organizational success. This can be done by utilizing mental health and suicide prevention as a beneficial business strategy. Mental health disorders and illness have heightened due to the stress-inducing era of COVID-19, so mental health conversations in the workplace are needed more than ever before. Training focused on mental health and suicide prevention can be used as business strategy to minimize negative outcomes like absenteeism and costs related to mental illness. Mental health-centric training also results in various positive outcomes like employee productivity, relationships, attitudes and behaviors. Mental health support at work is also proven to increase employee engagement and retention.

Starting a conversation about employee well-being and mental health in a world where mental illness is still stigmatized can be daunting. Not everyone is instantly receptive to this information, and there may be resistance and hesitation. Although, breaking these barriers to connect with your employees is worth it. Training and education will teach employees why mental health awareness and conversation is needed and beneficial to individuals and the organization. In this presentation, we will provide timely statistics about mental illness prevalence in the workplace and how they impact businesses. We will also discuss strategies to initiate mental health conversations that lead to individual and organizational success. 

The best way to implement mental health and suicide prevention training in the workplace is to embed the conversation in your organization’s culture. This systematically prioritizes employees and proves that your organization cares about their wellbeing. Proactively providing mental health education and resources can be done by weaving training into your organization’s wellness program, health safety policies, and employee assistance benefits program. Training, activities and events can be conducted on a frequent basis to keep mental health conversation active and alive. Proactive mental health and suicide prevention training and activities can complement existing mental health benefits like free counseling sessions or mental health screenings. The Mental Health Foundation of West Michigan developed the preventative be nice. action plan and program to instruct employees to notice, invite, challenge and empower when it comes to mental health. The be nice. action plan is a simple, four-step action plan that equips employees with the knowledge and confidence to take action when it comes to mental health. The be nice. action place is evidence-based and is proven to result in positive institutional outcomes. The overarching goal of our mental health and suicide prevention education program is to increase awareness and education about how employees think, act and feel: their mental health.

Once mental health and suicide prevention education is embedded into a company's culture, employees will become mentally resilient and self-aware. They will consider how their behavior and actions impact those around them. They will also be knowledgeable about the professional services they can access to seek help when needed. The mission of the Mental Health Foundation of West Michigan is to equip individuals with knowledge to recognize, understand, accept and take action when it comes to mental health. This is achieved through business specific mental health and suicide prevention education training and programming. As a result, your organization's culture will positively transform to a caring and supportive environment that welcomes mental health conversation. Mental health will be celebrated, rather than shied away from. Conversation, transparency and education about mental health in the workplace is proven to result in numerous organizational benefits. Absenteeism and mental health costs wi

General HR Knowledge, Intermediate/Specialist, Senior/Executive Level

01:00 PM - 02:30 PM

Succession Planning for Leadership Development

Speakers:   Nancy Zentis Patti Dammann Credits:

The concept of succession planning has become an important part of many organizations.  Many organizations do not have a formal succession planning process in place for all leaders and most senior leaders have not identified a successor.  However, if there is no succession planning process in place, how does the organization develop and nurture its talent, move qualified people into successor positions, or plan for the future to fill critical roles?  Succession planning is a critical strategy necessary to prepare for the future of your company.  Developing a succession planning process involves creating a strategy, business plan, communications plan, analyzing your current process, developing a plan for the future, and gaining buying and commitment.

Intermediate/Specialist

03:00 PM - 04:00 PM

Congruent Presence & Decorum Standards for the Hybrid Workplace

Speaker: Kelly Duggan Credits:

Cultivate a presence that supports and grows your culture, your team members and you as a HR leader. During the past two+ years we’ve had to adjust to working with others in a mixture of settings: always in person, always remote and a hybrid of the two. So how can we do better? How can the tools of image management (how you act, look, speak, dress) support your efforts to move forward and work in a harmonious manner?
 
In this program you will:

  • Assess the importance of “the little thing’s” (the details of creating presence)
  • Learn how the ‘Image Management Formula’ can align your standards to grow a career/business
  • Consider the aspects of image ABC’s & D (appearance, behavior, communication and digital presence) and their impact on aligning congruent standards
  • Complete defining exercises and set a plan in play for elevating your current presence and decorum standards for today and beyond

Intermediate/Specialist

Employee engagement & retention
08:00 AM - 09:00 AM

More Acronyms!? What is ESG and what does HR have to do with it?

Speakers:   Susan Bailey Gary Abernathy Credits:

ESG considerations are receiving more attention than ever as organizations respond to consumer desires and investor interests.   ESG – Environment, Social and Governance - is a framework to map out a company’s impact on the world and what it is doing about it.  Although the elements of ESG are mostly non-financial, prospective hires and current employees are evaluating organizations on Social factors such as commitment to Diversity, Equity & Inclusion, cultural support for mental health, Corporate Social Responsibility (CSR) practices and more.

ESG performance will become increasingly important to attracting and retaining talent as Millennials and Gen Z come to make up most of the global workforce. By 2029, the Millennial and Gen Z generations will make up 72 percent of the world’s workforce. These generations place greater importance on environmental and social concerns than their predecessors do – and will expect more from employers on these issues. This session will highlight a number of ways HR professionals can support active integration of ESG considerations into business strategy.  

Senior/Executive Level

09:30 AM - 10:30 AM

Disparities in Healthcare and Why It Matters to Employers

Speaker: Bret Jackson Credits:

Disparities in healthcare have always existed, but the recent pandemic has highlighted how they can impact an organizations bottom line.  By addressing issues like access to care and inequities of care, organizations can increase their competitiveness by attracting and retaining talent.

This presentation will help organizations identify and proactively manage disparities of care through engagement of employee populations and benefit design.

General HR Knowledge

11:00 AM - 12:00 PM

The Modern Employee Benefit Experience

Speakers:   Linnea Hoekwater Laura Van Houtte Credits:

These last 2 years have had a significant impact on people and business.  Employees have reassessed their priorities and have made it known that the status quo can be no more.  Employers have been inspired to  change the narrative as they look to attract and retain good talent. 

Historically, employers have viewed benefits through the lens of "qualifying events".  The pandemic has highlighed that the life cycle of an employee is a journey, not a destination.  The significant events of their lives go beyond the marks we measure.  In this session we will share with you the “why” behind this new approach, and offer examples of new ways to improve your employees daily lives. In return, how it can help you improve your attraction and retention.

 
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General HR Knowledge, Intermediate/Specialist, Senior/Executive Level

01:00 PM - 02:30 PM

Under the Surface: Developing Emotional Intelligence Through Art

Speakers:   Shazia Siddiqi Dr. Shaun Wehle Credits:

Emotional intelligence - the ability to recognize, understand, and manage emotions in oneself and others - is widely known as a valuable skill that helps improve problem-solving, relationships, management, and communication within the workplace. A growing body of research demonstrates that creative expression and the arts offer an unparalleled ability to access emotional states in a way that transcends words. In this session, Dr. Shaun Wehle, PsyD, HSPP, LCAC (Organizational Psychologist) will provide a review of Emotional Intelligence, as well as why and where it’s relevant to workplace wellness and organizational health. Shazia Siddiqi, MA, LPC, ATR-BC (Board Certified Art Therapist) will guide participants through art therapy informed techniques to help them gain insight into their own and others’ emotions, and as well as regulate their emotional states and influence others’ emotions.  

Learning Outcomes

  • Apply principles of Art Therapy and Emotional Intelligence to help identify, regulate, and manage underlying emotional states of self and others.

  • Recognize and understand underlying emotional themes of self and others in a workplace environment

  • Learn and utilize a new skill set to help you: 

    • Articulate what words can’t, bringing complex thoughts and feelings into a more understandable and manageable "bird's eye" view.

    • Use the creative process to attain mindfulness and ease depression and anxiety.

    • Build a deeper connection to self and others, and a sense of belonging and togetherness through shared thoughts, attitudes, and experiences.  

    • Begin to experience physical benefits, such as reducing cortisol (stress hormone), blood pressure, and inflammation, as well as bolstering the immune system and improving brain cognition.

General HR Knowledge

03:00 PM - 04:00 PM

Grow Within: Engaging Employees Through Development

Speaker: Dennis Beste Credits:

Employees are the largest expense of most organizations. 

Learn how other companies are using educational benefits (Tuition Assistance and Tuition Reimbursement) to attract, grow and retain talent. 

·        84% of employees cited tuition assistance as an important factor in their decision to join their companies

·        76% of employees said they are more likely to stay with their employer because of its tuition reimbursement benefit

Educational Benefits are a proven, tax-reducing investment that attracts new talent and provides cost-effective internal recruiting options.  We’ll provide you a foundation of knowledge that helps you adds value to your organization and allows you contribute to the bottom line.


 

General HR Knowledge, Intermediate/Specialist

08:30 AM - 09:30 AM

How HR Leaders Can Diversify Enterprise Risk Management

Speaker: Princess Castleberry Credits:

HR leaders are among corporations' most prominent risk managers, but many are not formally recognized as such due to the risk management industry's historical lack of diversity and inclusion. Many risk management professionals agree that it's time for that to change; and the future of the profession depends on it.

Risk management professionals have evolved exponentially over the past 20 years in their responsiveness and accountability in every area of business from employment compliance, workplace safety, and data privacy, to supply-chain interdependencies, business-continuity planning, technology adoption, and social and geopolitical challenges. With HR leaders decidedly at the helm of organizations’ COVID-19 response, DE&I strategy, compliant 50-state hiring, equitable compensation, benefits structuring, and fair employment practices, our work is clearly more than just a series of inputs on the annual risk register. It's time for HR to have a seat at the table!

Join 20-year, global risk management and HR leader - Princess Castleberry - for an engaging session that unpacks how HR professionals can apply risk management principals to effectively lower business risks; catalyze diversity, equity, and inclusion in their organizations; and strategically advance their careers as the emerging new class of risk mitigation leaders. Participants will be able to:

  • understand the prominence of HR in corporate risk management strategy and how to effectively engage in the practice;
  • understand and apply the risk management process; and 
  • identify, assess, and create solutions for current and emerging HR risks.

It's the session you can't afford to miss!

General HR Knowledge, Intermediate/Specialist, Senior/Executive Level

Leadership
08:00 AM - 09:00 AM

Organizational Wellbeing … Understanding the Challenges and Optimizing the Opportunities

Speakers:   Kathleen Schulz Anne Young Credits:

As the labor market intensifies and nature of work changes, issues related to stress and burnout are diminishing resiliency and overall employee engagement. Organization's are re-evaluating their employee value propositions to help employee's connect to purpose and implementing listenting strategies to ensure their total rewards are aligned with what employees most need and value. 

Join us as we share benchmarking on the changing demographics of todays workforce and stressors by generation, the workplace issues that reduce resiliency, and the relationship between resiliency, burnout and employee engagement.  Additionally, we will discus how new leadership competenciees around empathy and compassion are evolving, how they support and connect to Diversity, Equity and Inclusion, retention and innovation, and the power of the leaders ability influence the behavior of everyone around them. 

 

General HR Knowledge, Intermediate/Specialist, Senior/Executive Level

09:30 AM - 10:30 AM

The Future of YOUR HR Career

Speaker: Beth Kelly Credits:

HR is experiencing the same fundamental changes that other jobs are going through post-pandemic. As you help others figure out their next moves, it's important you reflect on the impact of external forces on your career.

This breakout session will cover how to prepare yourself for the elevated role of HR in the C-suite by creating a best-in-class HR department and planning for the responsibilities and duties of HR professionals in the future. It will also explore the evolving nature of the employment continuum and how you can leverage those changes to supercharge your workforce as well as find your ideal work-life balance.

General HR Knowledge, Intermediate/Specialist, Senior/Executive Level

11:00 AM - 12:00 PM

Diversity, Equity, and Inclusion: The Business Case

Speaker: Jeremy York Credits:

Diversity, Equity, and Inclusion is more than “the right thing to do.” Studies have shown that companies that embrace diversity, equity, and inclusion as part of their business strategy outperform those companies that do not by almost 25%. By embracing diversity, equity, and Inclusion and incorporating it into human resources, operational, and marketing strategies, organizations can create environments of mutual trust and respect while simultaneously acquiring market share. Diversity, equity, and Inclusion is the new business growth strategy.
 
In this dynamic, informative session, participants will:

  • Learn the definitions of Diversity and Inclusion and its application to the workplace.
  • Understand the impact that Diversity and Inclusion has on driving employee traits such as creativity, innovation, and loyalty.
  • Discuss the business case for Diversity and Inclusion—how it relates to attracting and retaining talent, absenteeism, productivity, industry market share, and ROI.
  • Review and summarize our learning and provide time for questions.

General HR Knowledge, Intermediate/Specialist, Senior/Executive Level

01:00 PM - 02:30 PM

Uncovering Unconscious Bias

Speaker: Lorne Epstein Credits:

This 90-minute workshop offers an introduction to how human beings operate with unconscious bias.
 
Description
Research on decision-making reveals that when individuals are highly aware of their decision-making process, they can see how non-determinant data influences their thinking. This awareness mitigates bias in decision-making by giving them access to a more extensive set of choices to reach their intended outcomes.
 
Experiential learning is an integral component of the workshops and the participant development process. The workshops include simulated experiences that transform participant behaviors through awareness. The experiential learning model builds insights by having participants do the actions in a training space to reduce decision-making bias. The facilitator relies on experiential, hands-on learning techniques that give the participant many opportunities to directly experience unconscious bias, priming bias, and their biases. They also have a direct experience of taking a firmly held belief and deconstructing it using deductive reasoning.
 
Learning Objectives
In this initial workshop, participants will learn what unconscious bias is and how it affects their workplace relationships and decision-making.
 
Through this workshop, participants will:

  • Learn how priming bias works.
  • See how bias can affect their choices at work.
  • Conduct a personal social network analysis.
  • Develop new practices and skills to minimize bias in business decisions.
  • Learn how unconscious bias affects diversity and business strategy.
  • Develop a business case to integrate diversity strategy throughout the organization.
                                     
Participants will explore the following questions:
  • What is unconscious bias? 
  • How does unconscious bias affect our lives and the workplace?
  • What biases do I have?
  • What tools are available to me to reduce the effects of bias in my workplace?

General HR Knowledge, Intermediate/Specialist, Senior/Executive Level

01:00 PM - 02:30 PM

Stop Driving and Start Leading

Speaker: Steve Lowisz Credits:

The nature of work, including leadership in the workplace, is being redefined as information, automation, remote work, and personal influence has become our new form of capital.  This new breed of workers and work continues to change the role of human involvement from product production to decision making.  As decision making becomes more decentralized, and even more automated, it is causing a major shift in leadership as we know it. 
 
There is much to be said about the “future of work” as it changes due to massive disruption.   But what about the “future of leadership”? What are the implications of these disruptive forces on the way we lead our teams?  Will the methods of the past be effective in the world we live in today or in the future?
 
When then CEO Angela Ahrendts took over the helm of Burberry, she had to remake a storied brand that relied heavily on leaders who were clearly operating from the driver’s seat.  But she quickly transformed the organization by empowering the next generation to set the creative direction.  While in most organizations, the leaders made most of the decisions and delegated the work, Angela flipped the model Burberry.  She created an environment where decisions were left to larger segments of the team that were closer to the customers.
 
Angela understood that the future of work was evolving, and leaders had to shift from driving, to navigating the ship. And nowhere is this more true than in today’s highly remote, decentralized work environments. 
           
Key Objectives

  • Define the true meaning of leadership (and why its not easy!)
  • Understand how leadership differs from traditional management practices.
  • Learn how to transition from Driver, to team NAVIGATOR.
  • Master practical skills to increase your influence in a positive way with not only your team, but also colleagues, direct supervisors, and even senior management.  
  • Create greater employee empowerment and productivity that leads to positive results for your organization.

General HR Knowledge, Intermediate/Specialist, Senior/Executive Level

03:00 PM - 04:00 PM

Managers are the Linchpins to Employee Well-Being and Talent Retention

Speaker: Steve Dion Credits:

The pandemic has heightened our awareness of how difficult it can be to juggle work, family, and personal responsibilities. Today’s emboldened worker is expecting flexibility, hybrid work arrangements, and leaders who show compassion for their personal situation. When these expectations are not met, valuable talent is actively seeking alternative employment.  In response, many organizations are creating well-being initiatives to help retain talent and avoid the fallout of The Great Resignation, but they are overlooking a critical component: managers. 

Research points to the direct manager as the most influential factor effecting an employee’s well-being. It also reveals that there is a 50% gap between managers’ views of their support of work-life alignment and their employees’ perception.  We will unpack the four specific "supervisor supportive behaviors" that are key to improving work-life conflicts and obtaining stronger organizational outcomes.  This session will also help you address the challenges in implementing flexibility in your workforce by sharing a model for true flexibility and how to best align work around five different work-life behavioral styles.   

Steve’s talk will discuss how a simple, yet disruptive, strategy and approach to well-being initiatives will help HR equip managers to address the Big Quit crisis.

Intermediate/Specialist, Senior/Executive Level

08:30 AM - 09:30 AM

Executive Confessions | Redesigning the workplaces, teams and cultures of the future: A panel conversation

Speakers:   Lisa Cooper Mark Peters Zach Verhulst Shelly VandeWege Brian Pageau Credits:

The world of work flipped on its axis. Shareholder profits, top-down management styles, 55+ hour in-office work policies, and business growth at-all-costs are no longer the key goals and attributes for the future's most successful organizations. This group of  innovative, agile and incredibly successful local entrepreneurs and executives share their unique future of work philosophies, structures, policies and practices with HR practitioners looking to kill the HR practices of yesteryears. No managers? Sure! No formal organizational hierarchy? Why not? 100% remote work?  Probably! A true pay-equity program? Yes, please! Sending your talent over to a competitor? That's crazy! In this executive panel conversation, facilitated by past SHRM-chapter President and HR Advisor, Lisa Cooper, you'll learn all about some of these jaw-dropping cultural transformations that are shaping these successful organizations as well as tips and tricks for how to make meaningful change work for your people and stick in your company.

Senior/Executive Level

08:30 AM - 09:30 AM

Ways to Combat the "Great Resignation" and Building a Thriving Team

Speakers:   Don Kallil Mary Dale Credits:

With all the magnified stresses that our team members have faced over the last two years many are looking to their workplaces to provide them with meaning and purpose. This provides companies with the opportunity to build cultures where the vision and core values are clearly defined, and team members can see themselves making a meaningful contribution. Today's discussion will focus on the following:
1) Creating Organizational Clarity 
2) Team and Core Value Alignment
3) Creating a Culture of Inclusion
4) How HR can partner with the C-Suite or Shareholders to drive the culture
 

General HR Knowledge, Intermediate/Specialist, Senior/Executive Level

08:30 AM - 09:30 AM

Leadership - Becoming a best in class strategic leader

Speaker: Shawn Premer Credits:

Harvard Business Review has defined the six key skills that can make or break a leader's company or career.  The 6 skills are Anticipate, Challenge, Interpret, Decide, Align and Learn.   HBR also outlines the reasons leaders fail.  This session will provide participants with an in depth look at what helps and individual succeed (or fail) in their career or organizations.  In this session participants will assess where they stand today as a leader, explore areas to grow, and walk away with an action plan of how to become a strong strategic leader for their organization.  

Intermediate/Specialist, Senior/Executive Level

Recruiting
08:00 AM - 09:00 AM

An Apprenticeship for Human Resources???

Speaker: Mary Wright Credits:

The HR Registered Apprenticeship Program (HR RAP) is an exciting NEW program from the SHRM Foundation that will help HR managers develop HR professionals and leaders of tomorrow, today. HR RAP is a learn-and-earn program designed to help to close the skills gap by inspiring, preparing and diversifying the next generation of HR professionals. A competency-based?program, it focuses on developing human resource management skills and prepares apprentices to take the SHRM-CP Certification Exam. Surveys show that new entrants to the field need significant training in HR; HR professionals recognize that they need to lead the way in diversifying their organization’s workforce; and employers want a proven talent development program that has a positive return on investment. Apprenticeship does all of this.

Senior/Executive Level

09:30 AM - 10:30 AM

Rebuilding Culture for a More Diverse Work Environment

Speaker: Jamar Jones Credits:

Join author and MBE Certified business owner Jamar Jones for honest and open communication about diversity, equity, and inclusion business practices. As business owners and HR professionals continue to transform their DEI practices, learn how your company can better respond to the call to upgrade DEI initiatives while considering the implications of your initiatives on business culture.

Senior/Executive Level

11:00 AM - 12:00 PM

Tackle Your Recruiting Challenges with the Right Solution

Speaker: Nancy Wood Credits:

Recruiting great employees is one of the hardest challenges an employer faces. Recently, recruiting has become even more difficult and like most things, there is more than one possible solution to a problem. But how do you know what solution is best for you? And how do you select the right recruiting partner?

In this session, we’ll talk about the pros and cons of different recruiting solutions - building an internal recruiting, engaging external recruiting agencies, or partnering with an RPO (Recruitment Process Outsourcing) provider. Each of these can be the absolute right solution under different circumstances. We’ll discuss the recruiting challenges you may be facing and how to identify the right solutions for those scenarios. And when you’ve got the right solution in mind, we’ll go through how to evaluate different vendors to find the one that best meets your needs.

General HR Knowledge, Intermediate/Specialist

01:00 PM - 02:30 PM

On-Boarding Your Employees for Success

Speaker: Matt Stephens Credits:

Avoid the common mistakes made when onboarding new employees and instead create a well-documented plan which makes a strong first impression with your incoming employees.   We will help create expectations for new hires and the onboarding team to ensure a smooth and quick ramp up.  Which will get them engaged and delivering a ROI to the organization quickly.

 

 

General HR Knowledge, Intermediate/Specialist, Senior/Executive Level

03:00 PM - 04:00 PM

Tales from the talent trenches: Tips and tools that will help you find and attract top talent

Speaker: Amy Cell Credits:

Recruiting like a rockstar: How to find and attract top talent

Amy Cell has recruited for over 1000 positions, and has launched many regional and statewide talent attraction programs including Pure Michigan Talent Connect. This session will help participants understand the recruiting process, effectiveness of different tools and tactics, and how to put together a successful and cost effective recruiting plan for your organization.

We will cover the following topics:

  • Overview of the recruiting lifecycle

  • What is an employer brand and why is it important?

  • What you need to do before launching a search.

  • What are the best tools and resources to use for different positions/situations.

  • Creative tips and tricks for “high degree of difficulty” positions.

  • How to create a candidate experience that will enhance your brand and develop a talent pipeline

General HR Knowledge

MISHRM's mission is to support the State SHRM chapters and serve the HR professionals (networking, development opportunities, best practice sharing) and serve as a conduit from our great state to SHRM.

Michigan Council of the Society for Human Resource Management

310 West Front Street Suite 408
Traverse City, MI 49684
(844) 4MI-SHRM
info@mishrm.org

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