Strategic L&D: Connecting Workforce Development to Business Outcomes
The Learning & Development Virtual Summit is a gathering of L&D, Leadership, Talent and Organizational Development practitioners that will connect, benchmark, network and focus on key learning initiatives. During these uncertain times, it’s important to create and maintain relationships with like-minded L&D professionals, and the L&D Virtual Summit fosters these relationships with a highly-interactive virtual platform.
Our Summit provides a specialized, strategically-built experience that features unparalleled keynote speaking sessions with thought-leading case studies, conversational and strategic panel discussions, highly-interactive Lunch & Learn breakout sessions, and a virtual experience that includes customized networking opportunities that allow for audience participation and real-time attendee insights.
We believe in creating a memorable, collaborative and effective experience focused on continuous improvement for Chief Learning Officers, Chief Talent Officers and other top executives in Learning & Development, Leadership Development, Talent Management, and Corporate Training.
Join us! Interested in attending, speaking or sponsoring? Contact Bobby Swartout at (212) 532-9898 ext 248 or send your inquiries via email to: firstname.lastname@example.org.
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Opal Group is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP® or SHRM-SCP®.
Molly Nagler, Chief Learning Officer, PepsiCo
Tivonnia (T.J.) Harvey, Chief Learning Officer, Merck & Co,. Inc.
Shawna Erdmann, Senior Vice President, Learning, Comcast
Tracy Dodd, Head of Global Talent, Tiffany & Co.
Lisa Lang, Head of Learning & Education Americas, Siemens
Jennifer Buchanan, Senior Director II, Leadership, Learning and Talent Development, Sam’s Club
Molly Hill, Vice President of Global Talent, Starbucks
Shawn Lewis, Head of Instructional Design Services, Wells Fargo
Nichelle Singleton Williams, Global Director of PACS Capabilities, The Coca-Cola Company
Julie Horner Donahue, Head of Corporate Learning & Training, Nestle USA
All Times in EST
Virtual Welcome and Opening Remarks
Opening Keynote Presentation
Beyond Functional Management: The L&D Executive as a True Strategic Business Partner
The role of today’s Chief Learning Officer is much more complex than that of simply being a functional L&D leader. L&D leaders are now required to step beyond functional management to truly lead the business in the critical areas of talent strategy, learning & leadership development, enterprise change and company culture – to become a trusted advisor to the Board. To do this effectively, it’s critical for L&D leaders to develop and maintain a deep understanding of organizational dynamics and possess the ability to identify the impact of external and internal trends to the business.
Join us in this informative session as we explore the ways in which a strategic L&D leader can provide critical leadership and business value, such as:
Developing Workforce Skills and Engaging L&D Capabilities in the Wake of Disruption
In today’s unprecedented landscape, it’s critical for Learning and Development executives to focus on helping people prepare for the future. When facing continued disruption, successful L&D initiatives are all about agility, quality and resilience, and the challenge will be helping to cultivate workforce skills and capabilities across the entire organization – from marketing to management, all L&D initiatives should have the ability to adapt quickly to changing circumstances. L&D leaders will be faced with a perplexing array of learning decisions and unprecedented pressure from organizational stakeholders going forward.
Join us in the engaging discussion as we review the critical factors to keep in mind when developing adaptable L&D initiatives, such as:
Fueling Agility, Resilience and a Growth Mindset to Develop the Workforce of the Future
To drive business and grow as an organization, the focal point of learning & development initiatives must be geared towards ensuring that your workforce has the skills required for future business needs. To do this effectively, it’s important for L&D leaders to evolve how learning is delivered, and they must accurately predict what soft and hard skills will be required of their future workforce. As such, it’s critical to find new ways to blend old models and innovative tools to train and develop employees to become agile, resilient and develop a growth mindset. In essence – L&D leaders must ready their global workforce for change.
Join us as we discuss ways that L&D leaders can ready their global workforce for change, by:
Lunch & Learn
Select a topic and join us for an informal and interactive group session where we’ll discuss challenges and strategy implementations that are top of mind for today’s learning and development practitioners
Disruption and the “New Normal” have become common themes that have intensified the corporate world’s need for developing new ways of learning. Companies are now forced to determine the best methods to rapidly adapt existing L&D resources.
Join us in this highly interactive session as we discuss what L&D leaders should focus on when adapting new L&D assets:
It’s no secret that strong leaders build high-performing teams, create healthy cultures, and boost employee satisfaction and retention. In addition, it’s critically important to re-examineexecutive development in order to optimally prepare and develop emerging leaders.
In this session we’ll discuss strategies on how to successfully collaborate with senior executives to define the ambitions and objectives for their leadership development initiatives, such as:
The Expanded Role of L&D: Developing the Workforce with a Values-Based Culture
An increasingly competitive business landscape, rising complexity due to sudden change, and the digital revolution are reshaping the development of employees. In addition, the shift to a digital, knowledge-based economy means that a vibrant workforce is more important than ever, and these trends have elevated the importance of the L&D function. To get the most out of investments in training programs and curriculum development, L&D leaders must embrace a broader role within the organization and formulate an ambitious vision for the function.
In this informative session we’ll review some of the key areas L&D must focus on to effectively develop the future workforce, such as:
Utilizing Team Building as a Key Component of Leadership Development
Many organizations continue to place too much emphasis on simply training their managers and sending them back to their respective departments to impart what they’ve learned – rather than developing effective teamwork and collaboration. There is widespread agreement that effective team leaders focus on purpose, goals, relationships and an unwavering commitment to results that benefit the organization and each individual. For leadership development initiatives to be truly successful, it’s critical to analyze the strengths and weaknesses of organizational teams – and to provide the encouragement and proficiency necessary to achieve common goals.
In this engaging panel we’ll discuss the importance and key considerations of utilizing team building to improve performance and leadership, such as:
Increasing the Focus on Upskilling to Close the Proficiency Gaps
With the significant skills gaps and rapid strides in technology that are shaping our world and forcing us to continuously evolve, organizations realize the need to invest in their workforce to stay current – as the dependence on technology and digital solutions has gone up significantly. This has further intensified the need for a digitally skilled workforce, and across most organizations, skilling programs for employees are a key focus area for L&D teams. Employees not only need to be capable of meeting the digital skill demands thrown up by the new reality, they also need to constantly upskill themselves to keep pace with a digitally evolving ecosystem.
In this session we’ll discuss some of the key considerations when increasing the focus on upskilling, such as:
Transforming the L&D Organization from Traditional Training to Digital and Intelligent Learning
Digital technology is transforming workplaces and L&D departments worldwide at an increasingly accelerated pace. In addition, most employees prefer digital methods for learning and working, and most senior executives believe that emerging digital technologies will change the nature of work and human-centric skills moving forward. As such, it’s critical to make the necessary adjustments to stay relevant, support the global digitalization strategy and stay abreast of business needs.
In this engaging session we will examine some of the steps needed for successful digital transformation, such as:
Adapting Learning Initiatives to Improve Engagement of the Remote Workforce
Organizations are currently facing significant challenges when it comes to developing and maintaining a purposeful dialogue with the remote workforce – particularly as it relates to L&D initiatives. This is due to a variety of factors, including difficulties in communicating information effectively across technologies and time zones, tracking employee performance, and creating a cohesive L&D culture. Even with some of the workforce steadily returning to the office, it’s important to establish and cultivate remote L&D initiatives that are robust and challenging enough to improve engagement and retention.
In this informative session we’ll discuss how to adapt remote L&D initiatives to develop and maintain effective engagement, such as:
L&D’s New Role: Creating a Learning Culture that Improves Mental Health and Well-Being
Employee wellbeing became a top priority for most organizations as a result of the pandemic and lockdown, and will continue to be one for the foreseeable future. However, the wellbeing programs for many companies are simply not enough to support the growing need for assistance, and L&D leaders have to take the lead with the resources, tools, and proper training to provide the needed assistance and support.
Join us in the highly interactive panel as we discuss L&D’s role and best practices for creating a culture that improves mental health and well-being, such as:
End of Summit
|Learning & Development, Talent Management, Human Resources Practitioners||Complimentary*|
*Subject to Opal Group’s verification and approval. Practitioners within the following areas qualify for a complimentary pass: Learning & Development, Talent Management, Human Resources, and Leadership and Organizational Development.
*Executives representing solution provider organizations can attend through sponsorship. For sponsorship opportunities, contact email@example.com
One of the biggest challenges that companies face is standing out from the crowd and getting exposure with executives from leading organizations. Your company has the perfect solution to some of the biggest challenges that L&D and talent executives are facing, but how do you grab their attention and present your success stories?
The L&D Virtual Summitis the perfect platform to gain valuable exposure for your brand with exclusive access to key decision makers and like-minded executives. The attendees at the Summit areall facing the same challenges, and this is an outstanding forum to benchmark and share ideas with practitioners from several different industry verticals. The virtual event provides a specialized, strategically-built experience for cutting-edge thought-leaders and solution providers to engage, interact, and build long lasting relationships.
Solution providers at the Summit have the opportunity to showcase their brand as a thought-leader in the Learning & Development industry while developing new business relationships through unparalleled speaking sessions and virtual face-to-facenetworking.For sponsorship opportunities, contact firstname.lastname@example.org
Prescheduled One-to-One Meetings:
Each participating solution provider and attendees will have pre-summit access to our matching software that allows you to completely customize your meeting agenda. The password-protected website provides the information needed to make your selections on who you want to meet with.
Exceptional Networking Opportunities:
We strive to maximize your face-to-face time by providing a multitude of avenues to engage the senior executives in attendance. The agenda incorporates an off-site networking activity, networking luncheons and cocktail reception. Leverage the meeting’s intimate atmosphere to build strong personal relationships with current and future clients.
The Learning & Development Virtual Summit is an exclusive event for L&D, Talent and Leadership Development practitioners from Fortune 1000 and leading organizations across the world.
Chief Learning Officer
SVP/VP/Head of Learning & Development
Directors and Managers of Learning & Development
Chief Talent Officer
SVP/VP/Head of Talent Management
Directors and Managers of Talent Management
SVP/VP/Head of Leadership/Organizational Development
Directors and Managers of Leadership/Organizational Development
SVP/VP/Head of Training/Corporate Training
Directors and Managers of Training/Corporate Training
To request your invitation today, please contact Bobby Swartout at 212-532-9898 ext 248 or email email@example.com.
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