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Human Resources – HR Leadership Summit

HR Leadership Summit


The HR Leadership Summit will be on Friday, October 21, 2016. More information will follow soon.

8:30 - 9am | Registration & Continental Breakfast

9- 9:05am | Welcoming Remarks
Nancy McNelis, Managing Director for External Relations,
Queens University of Charlotte

9:10 - 10:10am
Engaging the 21st Century Workforce: An overview of Deloitte's 2014 Human Capital Trends
Bradd Craver, Director, Human Capital, Deloitte Consulting LLP

As the world comes out of the recession, organizations see a new workforce, one that's younger, more demanding, and more dynamic than ever. Deloitte research identified 12 critical trends that are helping drive the human capital agenda for the coming year.  These trends can be categorized into three major focus areas: Lead and Develop, Attract and Engage, and Transform and Reinvent.   While this session will provide an overview of all the 2014 Human Capital Trends primary discussion will be on; the overwhelmed employee, leaders at all levels, beyond retention, talent analytics in practice and performance management is broken, as the days remaining sessions will take a deeper dive into these trends.

Lead and Develop: The need to broaden, deepen, and accelerate leadership development at all levels; build global workforce capabilities; re-energize corporate learning by putting employees in charge; and fix performance management.

Attract and Engage: The need to develop innovative ways to attract, source, recruit, and access talent; drive passion and engagement in the workforce; use diversity and inclusion as a business strategy; and find ways to help the overwhelmed employee deal with the flood of information and distractions in the workplace

Transform and Reinvent: The need to create a global HR platform that is robust and flexible enough to adapt to local needs; reskill HR teams; take advantage of cloud-based HR technology; and implement HR data analytics to achieve business goals.

For a complete listing of the 2014 trends and to read the study please visit Deloitte's website here.

10:10 - 10:20am |Networking Break

10:20 - 11:20am
The Strategic Implications of the Overwhelmed Employee
Carson Tate, MSOD, Managing Partner, Working Simply

 Information overload and the always-connected 24/7 work environment are overwhelming workers, undermining productivity and contributing to low employee engagement. The overwhelmed employee has significant strategic implications for organizations today. What's at stake? Millions of dollars wasted as employees struggle to find information, minimal break-through products and ideas, as well as, the retention and recruitment of top talent. This session will explore:

  • Scarcity - why having too little means so much and what we can learn from studies on poverty.      
  • Why complexity is the enemy of execution.
  • What Amazon, Menlo, the Pentagon and AbbVie can teach us about simplifying the work environment, creating more flexible work standards and how to prioritize efforts.

11:20am - 12:20pm
Linking the Vision to the Bottom Line: How EQ concepts close the gap between hype and readiness
Adele B. Lynn, Founder and Owner, The Adele Lynn Leadership Group

What does a company culture inclusive of emotional intelligence (EQ) look like, and why does it matter to the bottom line business results? We will look at a few of the key factors that are identified in the Deloitte study as being critical for leadership development and how each has a strong EQ component.  Through examples, see how EQ has been used to deliver real results by measuring, coaching and measuring again against key business metrics.  Also, examine why EQ is a critical mindset and skill set for the HR leader who must use it to govern HOW to design overall strategy to improve the challenge of "Lead and Develop."

12:15 - 1:15pm |Lunch & Certifications and Career Development
12:15-12:45pm | Lunch Buffet
Certifications and Career Development
Laura Hampton, Vice President, The Employers Association

Over lunch learn how credentials can align with your current career and future career path.  We will also review updates on SHRM certification and credentials in addition to other certifications to consider.

1:15 - 2:15pm
The Relationship between the Emotional Intelligence of Leaders and Employee Engagement
Shelley Young Thompkins, Program Manager for the Accelerated Advisory Development Program, Talent Management, TIAA-CREF

Emotional intelligence is significant in influencing the effectiveness of an individual and their relationship with their manager, in their ability to make decisions, ability to deal with uncertainty, retention of talented employees, quality of work, and job satisfaction.  Additionally, employee engagement has been determined to be an important predictor to organizational success as it is tied to employee satisfaction, purpose, and a sense of self-worth (Woodruffe, 2006). Little and Little (2006) discovered that many organizations measure employee engagement and have determined that it has the ability to improve productivity, profitability, turnover, and safety.  In today's competitive landscape, it is important for organizations to differentiate themselves in order to be competitive and set apart. This presentation will review the results of a case study examining a financial services organization where an employee's level of engagement is examined against a leaders' level of emotional intelligence.

2:15 - 3:15pm
Converting Talent Analytics into Action
Geoff D'Amico, AVP Human Resources, Workforce Strategy and Informatics, Carolinas HealthCare System
Sheri Sparks, Region Human Resource Manager, International Paper
Heather Charlton, Operations Recruiting Team Lead, Wells Fargo

HR is evolving into a data-driven function, with the focus shifting from simply reporting data to enabling the business to make informed talent decisions, predict employee performance and conduct advanced workforce planning.  Yet only 8% of Deloitte study respondents define their analytics capabilities as strong and in comparison to other business functions whose use of analytics is mainstream, HR is playing catch-up.  Learn how companies in the Charlotte region are using analytics to support and strengthen the HR function enabling meaningful data-driven decisions. 

3:15 - 3:25pm | Networking Break

3:25 - 4:25pm
Grading on the Curve has Flatlined: Why coaching and feedback are the keys to high ​performance
Dr. Dawn Chandler, Associate Professor of Management, McColl School of Business

This presentation will expand upon Deloitte Global Human Capital Trend report's rebuke of traditional performance management systems and assertion that coaching and feedback are more conducive to engagement and high performance. Included will be a brief overview of the pitfalls of "yank- and-rank" systems and one-sided performance appraisals; a discussion of research on the value of coaching and associated programs; and insights into how to develop such programs and managerial coaching skills, as well as how to describe their value to senior management

4:25pm | Closing Remarks

4:30pm | Conclude 

This program will be submitted for review by HRCI and ICF with requests for 
strategic and resource development CE credit. 



  • Managers and Directors of Human Resources, Strategy and Workforce Planning, Organizational Development, Talent Development and Organizational Effectiveness
  • Organizational Change Agents
  • Consultants
  • Executive Coaches
  • Small Business Owners and Entrepreneurs
  • Graduate students in the disciplines of Human Resource Management, Organization Development, Executive Coaching, Business Administration and other related programs

2015 HR Leadership Summit Steering Committee:
Diane Marsilio, Marsilio Business Solutions
Georgia Meyer, CPI
Bradd Craver, Deloitte Consulting LLP
Amy Noland Pack, Accrue Partners
Laura Hampton, The Employers Association
Mary Grignon, UTC Aerospace Systems
Sara LeBaron, The Frontier Group
Nancy McNelis, Queens University of Charlotte
Dawn Chandler, Queens University of Charlotte


 Cancellation and Refund Policy: There is a $50 cancellation fee. Cancellations that are received at least 10 business days prior to the first day of class will receive a refund, minus the $50 cancellation fee. No refunds or make-up classes will be given after that time. If you do not officially withdraw from or attend a course, you are still responsible for the payment. If the course is canceled for any reason, you will be notified and your entire tuition fee will be refunded.

Upcoming Event: 

We are excited to announce that the next HR Leadership Summit will be on Friday, October 21, 2016. More information to come.

Summit Contact:
Suzy Plott




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