CORPORATE RESEARCH FORUM
WORKBOOK
17th May 2012. Trinity House, Tower Hill, London EC3N 4DH
SPRING SYMPOSIUM: FOR TOMORROW’S HR LEADERS Keynote Speaker: Professor Peter Cappelli of Wharton School, University of Pennsylvania
Sponsored by
Trinity House
We l com e Today’s HR professionals - tomorrow’s HR leaders need a forum which facilitates interactive debate around topical issues and provides opportunities for longer term networking. In collaboration with our Partners we believe this intensive, stimulating and enjoyable day will be demanding, exciting, fun and provide genuine personal development for all delegates. We are delighted that you are here with us and are confident that our interactive presentations and networking opportunities will enable you to share ideas, make new friends and leave the Symposium better prepared to recognise and take advantage of new challenges in your careers. The requirements placed on modern organisations and its leaders are substantial. We are confronted with short term demands, heightened employee expectations and evermore complex and competitive markets. Against a backdrop of mounting political, economic and social uncertainty and the increased internationalisation of our businesses, we all have to know more, work smarter and be prepared to collaborate with colleagues and advisers on more issues. Today will not give you the answers but
hopefully will help you frame the questions you need to ask to be personally more effective. We are confident that today’s ideas and insights will help you develop solutions and approaches which work for you and will be effective in equipping you for success wherever your career takes you. Thank you in advance for your contribution. Have fun and enjoy!
Agenda 08:30
REGISTRATION
09:15
Introduction to the day - Housekeeping comments. - Outline of agenda. - Protocols of the day. - Introduction to other work group members.
Stephen Kelly, Chief People Officer Logica
09:45
Selecting the best - What you need to know about talent assessment for yourself and for your career as a successful professional.
Guy Beaudin, Senior Partner & Orla Leonard, Partner RHR International
10:45
BREAK
11:00
Developing tomorrow’s leaders - What does the research tell us about the changes in leadership?
12:00
BREAK
12:15
Implementing successful change - Focusing on current examples of change implementation in major organisations to illustrate complexities and inspire delegates to creatively intervene in their own organisations.
13:15
REFLECTIONS & NETWORKING
14:00
Developing your career in HR - CPD – what do I need to know? - What are organisations looking for? - Building your network – do you have a plan?
Ian Sturgess, Associate Faculty Center for Creative Leadership (CCL®)
Michael Nolan, Partner & Ally Salisbury, Partner Sheppard Moscow
Mike Haffenden, Director Strategic Dimensions
15:00
BREAK
15:15
What to look for in your lawyers and how to get the best of them - Boardroom bust-ups, the ultimate HR challenge. - Key employment and law trends.
16:15
BREAK
16:30
How we work – the way information technology is changing it - The way people live with technology is filtering into commercial organisations and changing the workplace. Are we ready with the right leadership behaviour and policy?
David Elton, IT & Change Management Specialist PA Consulting Group
17:30
Summary of the day - What we have heard and what we might think about looking ahead.
Chris Clarke, Chief Executive AdviserPlus
17:45
CONCLUSION
Stephen Kelly
Drinks reception - Talent Management for the 21st Century.
Peter Cappelli, Professor of Management, Wharton School, University of Pennsylvania
19:30
END OF FORUM
Ian Hunter, Partner & Alison Dixon, Associate Bird & Bird
Here’s what the symposium is about
CORPORATE RESEARCH FORUM
With over 100 senior HR participants attending, our Symposium aims to provide a series of snappy presentations and discussions around issues which are going to be relevant to successful leadership. It is a day to think about how you approach these concepts on a professional basis and crucially, how you make best use of them personally.
Our Presenters Representing Corporate Research Forum partner organisations, our presenters are all experts in their fields and exemplify what is best in the practical applications of what can often be nebulous or elusive concepts. They are all committed to interactive sessions and will be looking to you for challenging interjections and comments - don’t disappoint them.
Your Fellow Delegates You are all attending with the same positive mindset so we are anticipating a stretching day. There are plenty of opportunities for you to meet up with fellow delegates and continue discussions on points raised throughout the day. Everyone will expect and welcome you talking with them and the Symposium will be the poorer if you feel in any way inhibited.
Build on the Day We hope you will prepare for the day by taking a look at this Workbook and the list of delegates. We also hope that you will be a thoughtful participant and contributor. But as importantly, we are structuring the Symposium such that it will naturally lead to you staying in touch with other delegates and so building a number of networks around areas of common interest or people who you particularly like.
Connect Building your network is an important part of developing your career in HR. With plenty of opportunity for you to have discussions with fellow delegates around points raised throughout the day, there are also options for you to continue conversations after the event. Our Corporate Research Forum LinkedIn Group is a great way to connect with those you meet today - and you will also have the opportunity to start and participate in discussions on the member’s page. You may also like to follow CRF on Twitter at @C_R_Forum. The hashtag #crfspring has been specifically set up for the event to capture comments on a Twitter feed throughout the day.
Feedback Do let us know your views on the day - we will be sending you a brief feedback form to complete and it will really help us in our planning of future symposia if you let us know the good, the bad and the ugly!
Stephen Kelly Chief People Officer Logica
Our Chairman Stephen Kelly is Chief People Officer at Logica and a member of the executive committee. He joined the company in 2009 having been Director of People at the BBC for 3 years and Chief HR Officer at BT from 1999 - 2006. Previously he held senior HR positions with National Provident Institution, Balfour Beatty and British Rail. A member of the Institute of Directors, Institute of Personnel & Development and Institute of Payroll & Pensions Management, Stephen is a member of the Editorial Advisory Board of People Management and a Director of Devonshire House. He has made the transition from senior HR professional to HR leader and understands the nature and importance of effective networking.
Peter Cappelli Professor of Management Wharton School, University of Pennsylvania
What we would like from you The Symposium is deliberately a full day which will require stamina, concentration and a willingness to participate. We know that you will be looking forward to the day and here are a few rules and tips to help you get the most out of it.
Relax As well as making the most of the magnificent interior of Trinity House (do take a few minutes to look round) we shall be using the terrace and open spaces outside - spring weather permitting. We shall be businesslike but informal and you might like to dress accordingly.
Where to sit - what to do? We are expecting about 120 delegates and seats will be provided for everyone in the library. Some are at tables and some are theatre style. We should like you to move about the hall, not bagging your place for the day but deliberately taking a different seat for each session, meeting with your colleagues and putting faces to names. You may decide to skip the odd session which is fine and there will be nothing to stop you entering or leaving the hall at any time but please extend the usual courtesies to presenters and delegates in terms of disruption.
Get involved Our Keynote Speaker Peter Cappelli is the George W Taylor Professor of Management at the Wharton School, University of Pennsylvania and Director of Wharton’s Center for Human Resources. Educated at Cornell and Oxford, Professor Cappelli is widely and regularly published in a range of academic and business journals. He consults widely in business, government and international organisations worldwide and his research interests include human resource practices, talent and performance management and public policy related to employment.
We have 7 sessions, each of an hour and all will be interactive, with success dependent not only on our presenters but on your willingness to contribute with questions and comments, agreeing or taking issue with what others have said. You will shape the ambience and spirit of the day.
This is for you - so switch off! Please make sure you switch off your phones in the main hall and we would really like you to resist the need to stay in touch with the office all day. Please don’t spend the many breaks catching up on emails and calls - they will wait, an opportunity missed to meet someone new or discuss a particular point is gone forever. This is for you, a rare day out to be a bit selfish and do something for yourself - make the most of it.
Our Hosts
Meet with our speakers
The safety of shipping and wellbeing of seafarers have been the prime concern of Trinity House since it was granted its Royal Charter by Henry VIII in 1514. The Corporation of Trinity House of Deptford Strond remains the official general lighthouse authority for England and Wales and British waters, responsible for the provision and maintenance of lighthouses, light vessels, buoys and satellite navigation equipment. Trinity House also provides deep sea pilotage. Located in Trinity Square overlooking the Tower of London, Trinity House, with its neo-classical façade and elegant interior, was designed by the architect Samuel Wyatt in 1794. It is the venue used for many Corporate Research Forum events and we are once again grateful to the management and staff for their assistance in making our Symposium a success.
In addition to meeting and questioning our presenters during their sessions, do take the opportunity of introducing yourself to them during the many breaks in the day. All our Partners will be in the luncheon room and will be looking forward to you picking up issues with them from their sessions or just saying hello.
See the day through We have a long day in front of us but do stay with us - you will be rewarded with a drink or two and an informal address from Peter Cappelli, our keynote speaker, a widely acclaimed and respected business academic. It is also your last chance to nail down those final introductions or go back to the interesting people you met this morning. It is surprising how enjoyable this is with a drink in hand!
Stay in touch An important part of the day is networking and we hope many of the connections you make will be long term - this won’t happen unless you work at it but one thing is certain, successful leaders are well networked.
09:45
Selecting the best - what you need to know about talent assessment for yourself and for your career as an HR professional. There are few decisions more important than deciding who gets hired and who gets promoted inside a company. HR professionals have a unique role to play in this crucial aspect of organisational life, yet relatively little is done to prepare you adequately, other than a frustrating series of trial and error experiences. In this session, we will share with you a combination of best practices, research, and case examples to give you an overview of the key skills and concepts you need to master to be able to assist your business in selecting and promoting the very best talent. The sessions will address such questions as: - How do you develop the right profile so you know what good looks like when you see it? - What are the best ways to determine a candidate’s fit with the culture and the team already in place? - What assessment tools are recommended and when should you use them? - How to choose an external partner in assessing talent? - How do I manage the internal stakeholders when disagreements occur on the right candidate? - How can one assess ‘potential’? These ideas will also translate to the personal level in helping you manage your own career.
How selectable are you?
Guy Beaudin Senior Partner RHR International
Orla Leonard Partner RHR International
NOTES
SPRING SYMPOSIUM: FOR TOMORROW’S HR LEADERS
11:00
Developing Tomorrow’s Leaders Today's global business environment is unpredictable, volatile, and fiercely competitive, demanding that each organisation develop a sustainable pipeline of talented leaders for its future. Managers and executives around the globe fear that the talent they have is not the talent they need. In this fast-tracked, challenging landscape, you and other HR professionals play a crucial role: preparing high potentials to step into more demanding roles when needed, by connecting development initiatives to the organisational talent pipeline. The Center for Creative Leadership (CCL®) takes leadership development beyond academia, and blends 40 years of research into resolving business challenges effectively. In this session CCL EMEA Associate Faculty Ian Sturgess will review critical trends in individual leadership development. Going beyond a trend review, Ian will present our award-winning Boundary Spanning Leadership toolkit which will empower you to bridge organisational boundaries, break down organisational silos and enhance team collaboration. At the end of this session you will have acquired practical knowledge on how to bridge leadership development and talent strategies, as well as to foster better collaboration within your organisations.
How is your leadership developing?
Ian Sturgess Associate Faculty, Center for Creative Leadership (CCL®)
NOTES
SPRING SYMPOSIUM: FOR TOMORROW’S HR LEADERS
12:15
Implementing Successful Sustainable Change why is it so elusive and what does it really take? In the demanding world of business today the only certainty is more and more change, so why is it that leaders find it hard to implement change effectively and why do so many change initiatives fail to deliver their espoused benefits? We’ll take a look at why we think change falters, (a commonly used McKinsey statistic is that 70% of change projects fail) and share what we think goes wrong, with business leaders often not appreciating or attending to the culture change necessary to imbed successful change. We’ll give you our thoughts on what we believe it really takes to implement sustainable change, getting beyond the short-term fix. All too often achieving successful change implementation does not hinge primarily on technology, instead largely depending on people, whether they are engaged with the change and ‘choose’ to give their emotional and discretionary effort. Leaders play a key role in how they create a vision and the environment and how they role model and engage their teams. We’ll talk through what needs leading and what the key elements are in terms of creating the conditions for maximum engagement including: - Working with the human change processes at play in implementing processes and technical system changes. - Actively managing networks and paying attention to quality of relationships. - Modelling and inspiring the behavioural changes needed at an individual and collective level. Expect an interactive session that allows you to explore your own organisation’s approach to change and the limiting patterns that may be keeping your function or team stuck in habits that result in a ‘vicious’ rather than ‘virtuous’ cycle of change. Are you change embrace or change averse?
Ally Salisbury Partner Sheppard Moscow
Michael Nolan Partner Sheppard Moscow
NOTES
SPRING SYMPOSIUM: FOR TOMORROW’S HR LEADERS
14:00
Developing your career in HR There are at least two schools of thought about how to develop a career in HR. One is that the cream rises to the top and your natural brilliance will see you through. The other is that career management is a structured process which requires analysis, thought application and hard work. I prefer the latter category and whilst senior HR professionals need to possess the personal characteristics and attributes of someone who champions the organisation’s people values, they additionally and crucially require a clear appreciation of the business world. From this perspective it is more than just finance: a good HR Director needs to understand how strategy is formulated, the competition and sector environment and the context in which the organisation operates. Having good peripheral vision is a critical element. A good HR professional will also need to understand what makes money, where the value is and where the most benefit can be obtained, especially from the people management contribution. In addition to having a broad business appreciation, the question is ‘what do you know about your own topic’? You need to become expert in any or all of reward and benefits, development, selection, change, employee relations or legislation. The day of the gifted amateur who knows not much about a lot is over. Senior people in organisations require analysis and expertise rather than unsubstantiated opinion. It is difficult to develop business acumen and awareness and it is also difficult to get depth and knowledge of HR. To check your progress you might ask yourself: - What networks am I in? - What do I read? - What events do I go to? - What are my benchmarking activities?
Can you do better?
Mike Haffenden Director Strategic Dimensions
NOTES
SPRING SYMPOSIUM: FOR TOMORROW’S HR LEADERS
15:15
What to Look for in Your Lawyers Board Room Bust-Ups Key Employment Law Trends Necessary evil or trusted confidante employment lawyers are one of the tools of the HR trade. Ian Hunter, Head of Employment at Bird & Bird, will share his thoughts on what makes a good employment lawyer, following this up with a look at boardroom bust ups. These departures can often be the most challenging situations an HR professional will encounter. The combination of strong personalities, large remuneration packages and risk of adverse publicity all combine to create potentially significant and unwelcome exposure for an organisation. The Board will look to HR to keep a cool head and steer the company through this minefield. Are you prepared? Of course keeping up with the frenetic pace of legal developments in the employment field continues to challenge HR professionals and there won’t be any let-up over the next couple of years. The coalition government is planning a wide-ranging review of employment law in an attempt to boost economic growth and increase flexibility for businesses. In particular, current methods of employment dispute resolution are coming under heavy scrutiny. Alison Dixon will look at the key changes in employment law coming up over the next 12 - 18 months, examining how they are likely to affect the work of HR professionals and whether they will have the desired effect of encouraging early dispute resolution in the workplace, deterring claimants with weak or vexatious claims and reducing red tape for businesses.
How much do you know?
Ian Hunter Partner Bird & Bird
Alison Dixon Associate Bird & Bird
NOTES
SPRING SYMPOSIUM: FOR TOMORROW’S HR LEADERS
16:30
How we work - the way information technology is changing it? The summer of 2011 witnessed the biggest riots our cities had seen for decades. Social networking – Facebook and twitter – were implicated. This finger of blame was interesting enough in itself. But behind the scenes was something even more fascinating – a live experiment in social networking between the police and a riot. Riots happen on the streets, not in our businesses. But replace “riot” with “multi polar debate” and you have the basis for some interesting parallels: - How did the police listen to the riot? - How did they influence it? - How can the lessons apply in industry? This session will explain how the influence of technology has moved from automation to collaboration and how this changes the way people work in business. It will explore the consequences of social media for HR policy, as networks replace hierarchies and traditional organisational boundaries are eroded. No previous knowledge of technology is needed to participate in this session. Its focus is on people not technology, and how the technology changes the way we work. David Elton and Graham Connolly from PA will be joined by Deputy Chief Constable Gordon Scobbie for a fascinating blend of social network learning.
It should be a riot!
David Elton IT & Change Management Specialist PA Consulting Group
Graham Connolly Principal Consultant - specialising in Security & Counter-Terrorism PA Consulting Group
Gordon Scobbie Deputy Chief Constable
NOTES
SPRING SYMPOSIUM: FOR TOMORROW’S HR LEADERS
17:30
Summary actions from today - what we heard and what we might think about looking ahead? A day well spent or a day wasted?
Chris Clarke Chief Executive AdviserPlus
NOTES
SPRING SYMPOSIUM: FOR TOMORROW’S HR LEADERS
Participating Partners Logica is a business and technology service company, employing 39,000 people. It provides business consulting, systems integration and outsourcing to clients around the world, including many of Europe's largest businesses. Logica creates value for clients by successfully integrating people, business and technology. It is committed to long term collaboration, applying insight to create innovative answers to clients’ business needs. RHR International merges art and science to make a significant, positive impact on executive effectiveness and business outcomes for their clients. Their unique perspective comes from their focus on the executive suite, business acumen and experience, and expertise in individual, group and organisational psychology. Center for Creative Leadership (CCL®) has for over more than four decades offered what no one else can: an exclusive focus on leadership education and research and unparalleled expertise in solving the leadership challenges of individuals and organisations globally. Sheppard Moscow understand organisations don’t change... people do. Working with this reality, and guiding clients through the complex journey of change, is what has kept Sheppard Moscow at the forefront of Organisational Development and Change Consulting for over 40 years. If you have questions about transforming your organisation and coping with change, about building your organisation's leadership capability, aligning your culture to your strategy, helping teams to be more effective or developing your people - then talk to Sheppard Moscow's global Organisational Consultants. Bird & Bird LLP operates out of 24 offices in 16 countries. The firm’s international HR Services team provides a full service across employment, incentives and business immigration advice to its clients as part of its global offering. The group acts for a wide range of clients from large multi-nationals to niche players, across a wide range of industry sectors, including IT, Communication, Financial Services, Aviation and Aerospace, Sports, Media, Energy and Life Sciences. Solutions don’t come off the legal shelf but are tailored to a client’s specific requirements. PA Consulting Group is a leading management and IT consulting and technology firm. Independent and employee owned, we operate globally in more than 30 countries and transform the performance of major organisations in both the private and public sectors. AdviserPlus enables the transformation of HR into an activity that transcends functional silos; placing the manager (fully supported) at centre stage in dealing with their people issues. Our tried-and-tested model delivers proactive performance-orientated guidance and support from the start of an issue through to legal representation, if required, all supported by leading edge technology. Strategic Dimensions is a specialist executive resourcing consultancy which focuses on the recruitment of high quality professionals in HR. Our ‘understanding through doing’ philosophy ensures all our professionals can apply their personal experience combined with the latest and proven assessment, interview and selection techniques to ensure the right fit of candidate to role, within the optimum timeframe, for the right financial package.
CORPORATE RESEARCH FORUM
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