Corporate Culture

IPMI Announces Major Speaking Partnerships for Upcoming HR Management Institute

 B2B conference company, International Performance Management Institute (IPMI), announced a number of valuable speaking partnerships today for the upcoming HR Management Institute. These partnerships include Paula Baker, CHRO at Best Buy Co.; Wendy Crudele, VP Global HR Operations at The Walt Disney Company; Michael Messier, CHRO at Excelitas Technologies Corp.; and Greg Hicks, SVP HR at Cigna Corporation.

All speakers contribute significant knowledge and experience in leadership development, talent development and leveraging human capital metrics to IPMI’s semi-annual HR Management Institute, taking place February 26th – 28th 2017 at the JW Marriott in Miami, FL.

The HR Management Institute is an invite-only conference catering to C-Suite HR executives of Fortune 500 and 1000 companies across the country. In addition to a robust agenda, IPMI also invites only the most cutting-edge solution providers to the Institute to deliver contemporary and relevant information exchange to attendees. What sets IPMI conferences apart from other conferences are the pre-scheduled, pre-selected one-on-one business meetings with relevant solution providers.

Don’t miss out on the opportunity to join the esteemed group of CHROs ready to drive employee engagement, improve corporate culture, and inspire creativity. Please call the director of the program, Mark Arruda, at 416-628-4058 ext 101 or send him an email at for more information and to secure your seat.

IPMI is one of the world’s fastest growing providers of B2B information. IPMI develops and disseminates critical and timely business events exclusively for senior corporate executives. Bringing product providers and purchaser business communities together in print, in person and online, we have a reputation for delivering high quality and relevant information to our clients, empowering them to make educated business decisions to drive corporate performance objectives.

Leadership Self-Development Matters

In recent years, L&D leaders have increasingly emphasized the importance of employee engagement and corporate learning. However, while senior executives have agreed that corporate learning and actively engaged employees are crucial to the success of a business, they are not including themselves in the re-engagement strategies designed for both personal and professional growth. If your senior executives are not engaged or are uninterested in their own self-development, how can they expect to improve their leadership capabilities and drive their teams to success?

As a Chief Learning Officer, convincing your fellow senior executive peers to take a step back and realize that their engagement in self-development benefits both them and the company is a difficult task. While there is no denying leaders are busy, the company can’t grow if they don’t – or worse, the company will grow and leave them behind. Invite your team to a Lunch n Learn and share these top 3 reasons why self-development is important to everyone, including the executives.

Communication, Communication, Results

Leaders know that having effective communication skills is necessary to getting work done; great leaders know this too, but they also know that communication is a two-way street and is something that can always be worked on to build relationships and strengthen teams. When a senior executive makes the time to develop their communication skills, their entire team appreciates it. Executives that are open to receiving feedback from their employees and ones who listen rather than just delegating orders, create an open and collaborative environment for their employees to feel valued and appreciated. As a leader develops their personal communication skills, their team members’ do too – collectively they can work together to produce successful results.

Congratulations, You are the New Face of…Learning!

The ability to mentor and lead by example are must-have traits of senior leaders. If your executive team does not care about corporate learning or enhancing their personal or professional development, their team members will stop to care as well. The team members that do care will begin to feel as though their values are unaligned with their leaders and in return, leaders risk losing passionate employees. By having a senior executive that is an advocate for learning, the team will continue to grow together, help each other, and offer support to drive success. On the personal side, when leaders show that they enjoy learning new skills out of the office, they show the value of work-life balance and encourage their employees to do the same. With outside learning, leaders can even set up out of office excursions and enhance the team building experience.

Creating a More Well-Rounded You

Senior executives miss out when they do not engage with their self-development. Doing the same thing every day expecting different results (or worse, not caring about getting different results) will harm both the executive and the team. However, once a senior executive opens up his/her mind to re-engagement and learning more about themselves, their possibilities are endless. To start, a leader may realize they are an excellent communicator but may not be flexible with their methods – by zeroing in on their qualities and taking time to know themselves will help them succeed professionally. Further, for a senior executive, going to networking conferences might seem impossible to fit in their schedule, however, by attending, they get to meet like-minded individuals, strengthen their interpersonal skills, collaborate, and learn new ideas to implement into their strategies. Finally, by embracing self-development, senior executives learn to embrace change, value mistakes and rely on their internal drive to achieve success.

Are you a Chief Learning Officer or VP of L&D? Join the Corporate Learning and Development Institute group here on LinkedIn to share your expertise with your peers who, like you, value learning and are looking for creative ways to encourage learning in the workplace.

2016 Human Capital Trends for Continued Corporate Success

How do you ensure continued corporate success?

Human Resources teams are finally getting the recognition they deserve. While the common misconception is that HR only exists to hire new talent and reprimand bad behavior, it’s clear that their roles are much more complex.

With three generations in the workforce and new HR software solutions readily available, HR leaders are tasked with constantly analyzing data to understand employee satisfaction, to implement best practices for candidate and employee retention, and to take action in areas that are no longer working.

To drive corporate success in 2016, CHROs are thinking like CEOs and aligning their goals and strategies with emerging trends designed to improve the employee experience.

  • It’s all in the Design…Thinking

Design thinking is a trend that cannot be ignored. This new way of thinking requires HR leaders to forget about general HR processes that could “somewhat work” for “most organizations”, and instead zero in on their employees and create customized plans that will ensure a positive employee experience. With design thinking, HR executives must learn how their employees interact with each other and with technology, and then utilize the data to decide the most effective way to deliver information and obtain feedback, as well as choose the types of wellness perks and learning programs to offer. When it comes to recruiting, HR teams can test out different candidate experience processes to see which attracts and retains top talent.

  • HR 2.0 – HR has gone Digital

Integrating digital HR solutions into your strategy is invaluable for the success of your company as it ties in learning and engagement tactics as well. As technology is already a major component of people’s lives for both work and play, Digital HR will create more accessible opportunities for recruiting, employee engagement, employee management and training. Digital HR starts from recruiting, as teams can leverage social media for job postings and offer video recruiting and interview options to new candidates.

For current employees, digital HR will amplify the employee experience. Having an app or an online platform employees can easily access is extremely helpful. To start, employees can access video and quick training materials on their own time and learn at their own pace. Second, digital HR platforms can offer employee feedback surveys or quizzes online and offer incentives on completion. Additionally, HR teams can even implement a work-life balance component to increase productivity and offer wellness tips or reminder notifications to take breaks. Finally, “going digital” makes collecting analytics and analyzing results more accurate and efficient.

  • It’s Time to Get Organized

Companies are seeing major changes in their organizational design – instead of a hierarchy or silos, organizations understand the value of working as a team and encouraging one another to collaborate on winning solutions. Ditching the traditional organizational design of a company creates a more open and inclusive environment, increasing employee morale and engagement. Further, by eliminating silos, employees can offer their expertise to colleagues, enhance their skills by learning other areas of the business, and feel empowered to be a part of the future success of the business. Deciding to change a company’s organizational design is a hard task, but it encourages CHROs and CEOs to work together with their employees to align their initiatives and ultimately strengthen the team and improve the corporate culture.

Do you have a good story to tell? Share your expertise at the HR Management Institute. We’re on the lookout for speakers to dive into the challenges and solutions that are associated with design thinking, digital HR, organizational design, and much more.