March 20, 2025
DISCUSSION GUIDE
An action learning companion piece offered to extend the learning of keynote speakers from the 2025 Simmons Leadership Conference.
SLC2O25 WHERE GO-GETTERS GO GET.
This year’s Simmons Leadership Conference was a force for transformation! With a dynamic lineup of keynote and breakout speakers, we explored the bold actions and visionary leadership required to drive meaningful change. Our 2025 theme, Leading Change, resonated throughout every conversation, challenging us to embrace our power, break barriers, and create lasting impact.
This guide is your tool to extend that inspiration beyond the conference. Share these powerful insights with leaders across your organization, sparking discussions that propel action. Host lunch-andlearn sessions to ignite new ideas, foster collaboration, and empower your teams to lead change within your company and beyond.
Together, let’s turn inspiration into action and accelerate the movement for bold, transformative leadership. Enjoy!
Kristen Palson Executive Producer, Simmons Leadership Conference COO, Simmons University Institute for Inclusive Leadership
INSIDE THE GUIDE
PAGE 6 What is a Lunch and Learn?
PAGE 9 Setting Up for Success
PAGE 10-13 2025 Speakers, Honored Guests & Panelists
PAGE 14-15
PAGE 16-17
SUSAN MACKENTY BRADY: Lead from Your Best: Unlock Trust, Talent, and Transformational Results
MAINSTAGE PANEL: Leading through Change
PAGE 18-19
PAGE 20-21
CYNT MARSHALL: You've Been Chosen: Thriving Through the Unexpected
SECOND CITY WORKS: Intentional Networking Action Session
PAGE 22-23
PAGE 26-27
BROOKE SHIELDS & TIFFANY DUFU: Leading Change At Every Age
HEALTHCARE PANEL: Women Driving Change in Healthcare and Life Sciences
PAGE 28-29
PAGE 30-31
JESSICA O. MATTHEWS:
The AI Revolution at Work: Leading Change and Overcoming Fears in a Rapidly Evolving World
PAGE 32-33
DR. NADYA ZHEXEMBAYEVA: How to Lead in Turbulence Without Losing Your Mind
YOLANDA MCLEAN: Courageous Curiosity: Turning Self-Discovery Into Actionable Change
PAGE 36-37
PAGE 38-39
DR. LYNN PERRY WOOTEN: Inspiring a Bold Vision to Ignite Meaningful Change
PAGE 40-41
BUSINESS PANEL: Executives Navigating Change to Lead with Purpose
SOPHIA KIANNI: Women in Leadership: Breaking Barriers & Building Legacies
PAGE 43 Video on Demand Access Details
PAGE 44 Setting the Ground Rules
PAGE 47 SLC2025 Discussion Guide Checklist
WHAT IS A LUNCH AND LEARN?
A Lunch and Learn is a professional event where colleagues or entire departments gather over a company-sponsored meal during the workday for learning and development. These sessions can be one-time events or recurring programs designed to foster collaboration in an informal setting. The goal is to enhance personal, team, and business growth by providing opportunities to learn new skills, refine existing ones, spark creativity, and build relationships across the organization. Whether focused on professional development, personal growth, skill -building, or workplace well -being, Lunch and Learns facilitate knowledge-sharing, boost employee engagement, and contribute to a more enriching and successful work experience.
SETTING UP FOR SUCCESS
STEP 1
MAKE SURE YOU HAVE A SIZZLING PRESENTER. Check this one off! The Simmons Leadership Conference has you set up with our exceptional speaker lineup from 2025.
STEP 2
STEP 3
PROMOTE THE HECK OUT OF THE EVENT. Get your teams excited about the upcoming Lunch and Learn. Posters, email reminders, sign-up sheets, and company calendar updates will keep the event top of mind.
HAVE A STRONG LEARNING OBJECTIVE. With a goal for learning, your attendees will leave with something actionable to add to their leadership toolbox. Bonus: As part of this guide, we have a suggested learning objective for each of the SLC2025 sessions.
STEP 4
RETHINK PIZZA. PLEASE. Get creative with food choices – keeping dietary restrictions in mind.
STEP 5
STEP 6
CREATE A POST-EVENT SPACE. Keep the conversation going in a space where your attendees can continue to talk about a topic.
ASK FOR FEEDBACK.
After each session, send out a follow-up survey asking for candid feedback – allowing you to make continuous improvements as needed.
2O25 SPEAKERS
EXECUTIVE PANELISTS
EMCEES & FACILITATORS
SUSAN MACKENTY BRADY
Lead from Your Best: Unlock Trust, Talent, and Transformational Results
LEARNING OBJECTIVES
By the end of this session, you should be able to:
SESSION SUMMARY
ADDITIONAL RESOURCES
Best Self
TIME 40 minutes KEY THEMES
Empathy
Worthiness
Self-awareness
Leadership
Growth
Resilience
• Recognize the internal voices of self-criticism and blame, and apply strategies to return to your best self through empathy and self-awareness.
• Define the concept of “best self” as it relates to leadership, and identify the conditions that support thriving in yourself and others.
• Explain the relationship between personal worthiness and professional impact, and practice holding yourself in warm regard while continuing to grow and lead effectively.
In this powerful and deeply personal session, Susan MacKenty Brady explores what it means to lead from your “best self.” Through storytelling, humor, and researchbacked insight, she introduces the concept of best self as the alignment of our strengths, contributions, and joy. Participants are guided to recognize the internal critic and imposter voices that disrupt thriving, and to replace harshness with empathy toward both themselves and others. Emphasizing the importance of selfawareness, psychological safety, and worthiness, Susan provides practical tools for returning to a centered, grounded state in moments of stress or shame. The session underscores that leading from your best self is not about perfection it's about presence, connection, and believing you are enough.
Better Understanding Podcast www.inclusiveleadership.com/ research-insights/category/podcast/
DISCUSSION QUESTIONS
The following are key questions to guide discussion about this session.
1. What does “leading from your best self” mean to you, and how have you experienced it in your personal or professional life?
2. Susan describes the inner critic and the imposter voice how do these voices show up for you, and what helps you quiet them?
3. What practices or habits help you return to your best self when you're triggered or thrown off-center?
4. How can empathy both for yourself and for others transform your leadership approach?
5. Susan offers the belief that “you are enough” as foundational. How might embracing this belief shift how you show up at work or in relationships?
LEADING CHANGE THROUGH ACTION
Suggested activities allowing learners to activate the topics discussed.
Best Self Reflection & Share Circle
• Ask participants to write down a moment when they felt they were leading from their best self.
• Encourage them to describe what they were doing, what strengths they were using, and how they felt.
• In small groups (3–5 people), invite each person to share their story and one adjective that captures their best self.
• Debrief as a full group: What common themes did you hear? What surprised you?
“Return to Best Self” Role Play
• In pairs or triads, assign one person a workplace trigger scenario (e.g., getting negative feedback, being interrupted, being left out of a meeting).
• The person role-plays their initial reaction, then pauses and verbally “returns” to their best self using a coaching phrase (e.g., “I notice I’m frustrated. Take a breath. What matters most here?”).
• Others observe and offer supportive feedback.
• Rotate roles and discuss: What helped the most in returning? What was hardest?
BUSINESS PANEL
Leading through Change
TIME 42 minutes
KEY
THEMES
LEARNING OBJECTIVES
Multi-generational Leadership; Adaptability; Communication; Personalized Management; Mentorship and Sponsorship; Employee Engagement; Organizational Culture; Innovation Through Diversity
By the end of this session, you should be able to:
• Recognize the unique needs and strengths of different generations in the workforce and adapt your leadership approach accordingly.
• Apply strategies to foster inclusive communication, collaboration, and engagement across generational lines.
• Identify opportunities to support individual growth and innovation through mentorship, feedback, and relationship-building.
SESSION SUMMARY
This panel explored how leaders can effectively manage and collaborate across a multi-generational workforce in today’s fast-changing business environment. Panelists emphasized the importance of adaptability, personalized leadership, and honest communication to engage and retain diverse talent. They shared strategies for fostering inclusion, supporting individual growth, and leveraging generational strengths to drive innovation. The conversation highlighted that curiosity, over-communication, and relationship-building are key to thriving in multigenerational teams.
DISCUSSION QUESTIONS
The following are key questions to guide discussion about this session.
1. How have generational differences shown up in your workplace, and how have you navigated them as a leader or team member?
2. What strategies do you use to ensure all voices including quieter or less experienced team members are heard and valued?
3. In what ways can mentorship (including reverse mentorship) strengthen crossgenerational collaboration and innovation?
4. How do you adapt your communication style to meet the needs of individuals from different generations or work styles?
5. What role does organizational culture play in retaining talent across generations, and what practices have you seen work well?
LEADING CHANGE THROUGH ACTION
Suggested activities allowing learners to activate the topics discussed.
Leadership in Action: Multi -Generational Scenarios
SCENARIO GROUPS | 5 MIN |
Divide participants into small groups of 3–5 people. Provide each group with a workplace scenario involving a multi-generational challenge or opportunity (see examples below).
GROUP WORK | 20 MIN |
Each group discusses the scenario and answers the following:
• What are the generational dynamics at play?
• What leadership actions would you take to foster inclusion and collaboration?
• How can you address potential bias or miscommunication?
• What outcome are you aiming for, and how will you measure success?
SHARE BACK | 15 MIN |
Each group presents a quick summary of their scenario and solution to the full group.
GROUP REFLECTION | 5 MIN |
Facilitate a brief discussion on key takeaways. Ask:
• What patterns or leadership behaviors emerged across scenarios?
• How did generational awareness shape your approach?
SAMPLE SCENARIOS:
1. A Gen Z employee expresses frustration with a lack of rapid career growth.
2. A Baby Boomer team member resists using a new digital tool introduced by a Millennial manager.
3. A Gen X leader notices disengagement among younger team members in hybrid meetings.
4. A cross-generational team struggles to collaborate effectively on a high-stakes project.
CYNT MARSHALL
You've
Been Chosen:
Thriving Through the Unexpected
TIME 45 minutes
KEY THEMES Resilience Authenticity Faith Sisterhood Purpose Leadership Transformation
LEARNING OBJECTIVES
SESSION SUMMARY
By the end of this session, you should be able to:
• Reflect on and identify the personal values and life experiences that shape your leadership journey and authentic self.
• Recognize the importance of resilience, faith, and community in overcoming adversity and leading with purpose.
• Apply the "Three Ls of Leadership" Listen, Learn, and Love to foster inclusive, peoplecentered leadership in your personal and professional life.
This powerful and inspiring session highlights the journey of overcoming adversity through faith, resilience, and authenticity. Cynt Marshall shares deeply personal stories from growing up in public housing to becoming a corporate leader emphasizing the importance of values, community, and staying true to oneself. Key lessons center around the “Three Ls of Leadership”: listen, learn, and love. Attendees are encouraged to reflect on their own values, prioritize what matters most, and embrace their role as leaders in every aspect of life.
ADDITIONAL RESOURCES Link to Tiaras
DISCUSSION QUESTIONS
The following are key questions to guide discussion about this session.
1. What are the core values that guide your decisions during times of challenge or change?
2. How do you define your “authentic self,” and what barriers internal or external make it difficult to show up that way at work?
3. Which of the “Three Ls of Leadership” (Listen, Learn, Love) resonates most with you, and how can you apply it more intentionally in your leadership?
4. Can you identify a “crystal ball” in your life something you cannot afford to drop? How do you protect and prioritize it?
5. How has community played a role in your growth as a leader, and how can you pay that forward to others?
LEADING CHANGE THROUGH ACTION
Suggested activities allowing learners to activate the topics discussed.
Defining Your Leadership Anchors
REFLECT | 5 MIN |
On a piece of paper or in a journal, write down:
1. One crystal ball in your life (something too important to drop)
2. One value you refuse to compromise
3. One life experience that has shaped how you lead today
COMMIT TO ACTION | 10 MIN |
Write down one action you will take in the next two weeks to lead more intentionally from your values or protect your crystal ball.
Optional: Exchange contact info with your partner to serve as accountability buddies.
SECOND CITY WORKS Intentional Networking
TIME 27 MINUTES
KEY
THEMES
Connection
Resilience
Teamwork
Collaboration
Presence
LEARNING OBJECTIVES
SESSION SUMMARY
By the end of this session, you should be able to:
• Apply improvisational techniques to build resilience and adaptability in the face of change and uncertainty.
• Demonstrate the "Yes, And" mindset to enhance collaboration, creativity, and opportunity seeking within teams.
• Recognize the value of ensemble thinking by fostering trust, support, and authentic connection in group dynamics.
This interactive session used improvisational techniques to explore how we can build resilience, embrace uncertainty, and collaborate more effectively. Through exercises rooted in the "Yes, And" mindset, participants practiced letting go of self-judgment, staying present, and supporting others. The session emphasized the power of ensemble thinking seeing those around us as allies in navigating change. Participants left with practical tools to foster creativity, connection, and confidence in uncertain environments.
DISCUSSION QUESTIONS
The following are key questions to guide discussion about this session.
LEADING CHANGE THROUGH ACTION
Suggested activities allowing learners to activate the topics discussed.
“Yes, And” in Real Life
1. How did practicing the “Yes, And” mindset shift your approach to collaboration and communication?
2. What personal habits or thought patterns make it difficult for you to stay open and adaptable during change?
3. In what ways can you bring ensemble thinking into your workplace or team dynamic?
4. How might reframing challenges as “gifts” influence your resilience in high-pressure situations?
IDENTIFY A CHALLENGE | 5 MIN |
Individually, think of a current challenge you're facing at work or in life something uncertain, unresolved, or uncomfortable. Write it down in 1–2 sentences.
PARTNER UP & IMPROVISE | 10 MIN |
Pair with someone and take turns describing your challenge. Your partner must respond to your situation using only “Yes, And…” statements, building on your story with empathy, encouragement, or new perspectives. After 3–4 exchanges, switch roles.
DEBRIEF TOGETHER | 5 MIN |
Discuss: How did it feel to hear only “Yes, And” responses? Did it shift how you see your challenge? What insights or next steps emerged?
BROOKE SHIELDS & TIFFANY DUFU
Fireside Chat: Leading Change At Every Age
TIME 60 minutes KEY THEMES
LEARNING OBJECTIVES
SESSION SUMMARY
By the end of this session, you should be able to:
• Recognize the power of vulnerability and storytelling as tools for personal growth and social change.
• Explore how self-advocacy and confidence can be developed and sustained through different life stages, especially in the face of societal expectations.
• Identify ways to build inclusive communities and support systems that empower women to redefine aging and leadership on their own terms.
This session explored the power of authenticity, resilience, and self-advocacy through the lens of personal experience and leadership. Brooke Shields shared her journey of navigating fame, motherhood, entrepreneurship, and aging, emphasizing the importance of reclaiming one’s voice and celebrating life’s evolution. Central themes included challenging societal narratives around women and aging, building supportive communities, and finding confidence through vulnerability. Participants were encouraged to embrace their own stories, advocate for their needs, and uplift others along the way.
https://shopcommence.com/
DISCUSSION QUESTIONS
The following are key questions to guide discussion about this session.
1. How has your perception of aging evolved over time, and what societal messages have influenced that perspective?
2. What does self-advocacy look like in your life, and when have you had to speak up for yourself or your needs?
3. In what ways can we create space personally or professionally for others to show up as their full, authentic selves?
4. How can we better support and celebrate women in midlife and beyond within our communities and workplaces?
LEADING CHANGE THROUGH ACTION
Suggested activities allowing learners to activate the topics discussed.
Reclaim Your Narrative
PERSONAL REFLECTION | 5 MIN |
Take a few quiet minutes to reflect and journal on the following prompts: What is a message you’ve internalized about aging, confidence, or success that you want to let go of? What is a personal experience that helped shape your sense of strength or identity? What do you want to celebrate about who you are today?
PARTNER
SHARE | 10 MIN |
Pair up participants and ask them to share one part of their reflection with a partner using this format:
“One belief I’m letting go of is…”
“One part of my story that makes me strong is…”
“One thing I want to celebrate about myself is…”
Partners are encouraged to listen without interruption and then respond with:
“Thank you. I see you, and I celebrate that with you.”
DEBRIEF TOGETHER | 10 MIN | Prompt with questions like:
• How did it feel to speak your truth and be seen?
• What would it look like to carry this narrative forward in your life or work?
“Attending the 2O25 Simmons Leadership Conference was an unforgettable experience that left me feeling inspired, empowered and ready to take on new challenges.”
Ai
Quyen Le, Technology Engagement Associate, John Hancock
TRACK PANEL Women Driving Change in Healthcare and Life Sciences
LEARNING OBJECTIVES
Wellbeing
SESSION SUMMARY
By the end of this session, you should be able to:
• Identify effective strategies for overcoming gender bias and advocating for equity in healthcare and life sciences leadership.
• Apply techniques for leading with resilience and clarity during times of uncertainty and systemic change.
• Implement actionable practices to support workforce wellbeing and prevent burnout while modeling sustainable leadership behaviors.
This session featured a dynamic panel of healthcare and life sciences leaders who shared their strategies for navigating gender bias, preventing workforce burnout, and driving systemic change. Panelists emphasized the importance of resilience, preparation, and visibility in leadership, particularly for women in male-dominated spaces. They discussed the need for inclusive decision-making, equitable patient care, and organizational cultures that support wellbeing. Through personal stories and practical insights, the session empowered attendees to lead with purpose, courage, and compassion.
DISCUSSION QUESTIONS
The following are key questions to guide discussion about this session.
1. What strategies have you found effective in navigating or addressing gender bias in your professional environment?
2. How can leaders create workplace structures that support both professional excellence and personal wellbeing?
3. In what ways can we expand representation and equity in leadership, clinical research, and patient care?
4. How do you balance authenticity and assertiveness in high-stakes leadership settings?
5. What small, immediate changes could your organization make to better support diversity, inclusion, and workforce sustainability?
LEADING CHANGE THROUGH ACTION
Suggested activities allowing learners to activate the topics discussed.
Designing Workplaces for Equity
SMALL GROUP BRAINSTORM | 10 MINUTES |
In groups of 3–4, choose a common workplace structure (e.g., meeting schedules, hiring practices, shift assignments, access to professional development).
Discuss:
• Who benefits from this structure as it exists now?
• Who might be unintentionally excluded or disadvantaged?
REIMAGE THE SYSTEM | 1 0 MINUTES
|
Redesign the chosen structure using the lens of equity and wellbeing.
Consider:
• Flexibility and inclusion
• Representation at decision-making levels
• Support for mental health and work -life balance
QUICK SHARE BACK | 5-10 MINUTES
|
Each group shares a brief summary of their redesigned solution and the equity challenge it addresses.
JESSICA O. MATTHEWS
The AI Revolution at Work: Leading Change and Overcoming Fears in a Rapidly Evolving World
THEMES
LEARNING
OBJECTIVES
SESSION
SUMMARY
DISCUSSION QUESTIONS
Suggested activities allowing learners to activate the topics discussed.
Ask participants to silently jot down one everyday challenge they’ve experienced at work, at home, or in their community
Pair participants up. Each person briefly shares their challenge and why it matters to them.
Partners brainstorm at least one possible solution for each other’s challenge no matter box. The focus is on
Invite a few pairs to share their favorite idea
DR. NADYA ZHEXEMBAYEVA
How to Lead in Turbulence Without Losing Your Mind
LEARNING OBJECTIVES
SESSION SUMMARY
By the end of this session, you should be able to:
• Understand why reinvention is essential in a world of constant disruption and identify early signals of change.
• Apply practical strategies for leading teams through continuous transformation while preventing burnout and disengagement.
• Implement regular practices such as "kill sessions" and portfolio thinking to sustain innovation and long-term resilience.
In this energizing and eye-opening session, Dr. Nadya Zhexembayeva challenged the audience to embrace continuous reinvention as a leadership necessity in an era of constant disruption. Drawing on global research and personal history, she emphasized that turbulence is no longer temporary it's the new normal and outdated tools and mindsets are no longer sufficient. She offered a practical framework for building reinvention into everyday leadership, including anticipating change, implementing "kill sessions" to let go of what no longer serves us, and rewriting organizational norms to support agility. The session inspired leaders to rethink resilience as an ongoing, proactive discipline rather than a reactive response.
ADDITIONAL RESOURCES Reinvention Academy
The Future-Fit Framework
DISCUSSION QUESTIONS
The following are key questions to guide discussion about this session.
1. What does “reinvention as a lifestyle” mean to you, and how could it shift the way you lead or work?
2. Which old tools, systems, or mindsets might be holding your team or organization back in today’s turbulent environment?
3. How can you build a culture where letting go of outdated projects or processes is seen as progress, not failure?
4. What practices could you implement to help your team anticipate and adapt to change more effectively?
5. What’s one personal or professional area where you could apply the concept of a “kill session” to make room for growth?
LEADING CHANGE THROUGH ACTION
Reinvention Radar
Suggested activities allowing learners to activate the topics discussed.
SMALL GROUP REFLECTION | 10 MINUTES |
In groups of 3–4, ask participants to identify one area in their organization, team, or role that may be ready for reinvention. Encourage them to reflect on what’s no longer working, what feels outdated, or where there’s growing friction or resistance.
REINVENTION BRAINSTORM | 10 MINUTES |
Using the “S-curve” idea from the session, in groups discuss: Where is this project/practice/team on the curve (start, peak, or decline)? What one small step could signal a fresh S-curve or reinvention? What would they stop, start, or tweak?
QUICK SHARE-OUT | 5 MINUTES |
Each group shares one reinvention opportunity and one proposed action with the larger room.
YOLANDA MCLEAN
Courageous Curiosity: Turning Self-Discovery Into Actionable Change
TIME 57 MINUTES
KEY THEMES Curiosity
Intentionality
Alignment
Self-Discovery
Mentorship
LEARNING OBJECTIVES
By the end of this session, you should be able to:
• Identify personal energizers and stressors by reflecting on daily tasks, responsibilities, and workplace dynamics in order to clarify what fuels or depletes individual motivation.
• Apply a self-discovery framework to assess career alignment and guide small, intentional steps toward purposeful leadership and professional fulfillment.
• Develop a strategy for personal advocacy by using tools such as a "personal board of directors" and curiosity-driven inquiry to support decision-making and career growth.
SESSION SUMMARY
In this engaging and reflective session, Yolanda McLean explored how curiosity and self-awareness can fuel purposeful leadership and career growth. Drawing on her experience in the biopharmaceutical industry, she introduced a practical framework for identifying what energizes, drains, or simply sustains us at work. Yolanda emphasized the importance of small, intentional actions and the power of building a “personal board of directors” to navigate career decisions with confidence. Attendees left with actionable tools to align their work with what matters most to them.
ADDITIONAL RESOURCES What You Want / What You Need: Reflection Tool
This worksheet is linked in the video on demand session channel
DISCUSSION QUESTIONS
The following are key questions to guide discussion about this session.
1. What energizes you most in your current role, and how can you intentionally make more space for those tasks or experiences?
2. How do you recognize when you're out of alignment with your values or career goals, and what steps have you taken (or could take) to realign?
3. Who is on your personal board of directors, and how have they helped shape your leadership or career decisions?
4. What role does fear or imposter syndrome play in your decisionmaking process, and how do you manage it?
5. How might you apply the “fueling, depleting, just is” framework in your current team or leadership practice to better support others?
“Attending the Simmons Leadership Conference w an eye-opening experienc filled with powerful lesso on leading through chang embracing resilience, and navigating the AI revoluti
Jennifer Ferreyra, Enterprise Custome Delivery Manager, Cisco
DR. LYNN PERRY WOOTEN
Inspiring a Bold Vision to Ignite Meaningful Change
TIME 46 MINUTES
KEY THEMES Visionary Leadership Purpose-Driven Change Women in Leadership Systemic Transformation Courage Activation
LEARNING OBJECTIVES
SESSION SUMMARY
By the end of this session, you should be able to:
• Identify the core components of a compelling and purpose-driven vision for change.
• Recognize and challenge biases that may limit perceptions of visionary leadership, particularly for women.
• Apply practical tools to contextualize, communicate, and activate a bold vision within your organization or community.
ADDITIONAL RESOURCES
In this dynamic session, Dr. Lynn Perry Wooten explored what it means to lead with visionary purpose, particularly as women in leadership. She challenged the bias that women aren’t seen as visionary and encouraged attendees to boldly imagine and activate change rooted in personal and organizational purpose. Drawing from research and real-world examples, she emphasized the importance of contextual awareness, courageous action, and clear communication. Participants left with practical tools and inspiration to craft and champion bold visions in their workplaces and communities.
https://brenebrown.com/podcast/the-prepared-leader-part-1 -of-2
https://brenebrown.com/podcast/the-prepared-leader-part-2-of-2
DISCUSSION QUESTIONS
The following are key questions to guide discussion about this session.
1. What aspects of your current leadership practice align with visionary behaviors, and where do you see opportunities to grow?
2. How have societal or organizational biases impacted your ability or willingness to present yourself as a visionary leader?
3. What is one bold, purpose-driven vision you hold for your team or organization, and what first step could you take to activate it?
4. How can you create a culture that supports and sustains visionary thinking across all levels of your organization?
LEADING CHANGE THROUGH ACTION
Suggested activities allowing learners to activate the topics discussed.
Vision to Action: Your Next Bold Step
REFLECT | 5 MIN | Individually, write down a bold vision you have for your team, organization, or community. Be specific and link it to a purpose or value you care deeply about.
MAP THE CONTEXT | 5 MIN | Identify 3–5 current trends, challenges, or opportunities that make this vision timely or necessary. Consider internal and external factors (e.g., technology, social change, organizational shifts).
DEFINE THE FIRST STEP | 5 MIN | What is one small but meaningful action you can take within the next week to move this vision forward? Who needs to be involved?
PAIR & SHARE | 5-10 MIN | Partner with someone and briefly share your vision, context, and first step. Ask each other: What excites you about this vision? What might get in the way? What support do you need to take action?
COMMIT | OPTIONAL WRAP-UP | Write a short statement of commitment to your first step and exchange contact info with your partner to check in after one week.
EXECUTIVE DISCUSSION Navigating Change to Lead with Purpose
LEARNING OBJECTIVES
TIME 60 minutes
KEY THEMES
Resilience
Authenticity
Agility
Self-reflection
Empathy
Navigating Change
SESSION SUMMARY
By the end of this session, you should be able to:
• Reflect on and articulate key personal and professional experiences that have shaped your leadership journey.
• Recognize how resilience, agility, and authenticity contribute to effective leadership during times of change.
• Identify strategies to cultivate human-centered leadership practices that support others through personal and professional challenges.
This panel discussion explored how personal and professional experiences both high and low shape leadership development. Speakers emphasized the importance of self-reflection, resilience, and agility when navigating change. They highlighted how embracing vulnerability, trusting intuition, and aligning with personal values can foster growth and lead to unexpected opportunities. A recurring theme was the power of human-centered leadership and the lasting impact of empathy and support within organizations.
DISCUSSION QUESTIONS
The following are key questions to guide discussion about this session.
1. Which personal or professional experience has most influenced your leadership style, and how did it shape you?
2. How do you currently respond to setbacks or unexpected changes, and what might you do differently after this session?
3. In what ways can organizations create space for leaders to bring their whole selves to work, especially during challenging times?
4. How do you balance vulnerability and professionalism when sharing personal challenges at work?
5. What strategies can you use to support others on your team who may be navigating difficult transitions or low points?
LEADING CHANGE THROUGH ACTION
Suggested activities allowing learners to activate the topics discussed.
Leadership Timeline Mapping
INDIVIDUAL REFLECTION | 10-15 MIN |
• Draw a horizontal timeline across a sheet of paper.
• Mark high points (e.g., promotions, accomplishments, positive life changes) above the line.
• Mark low points (e.g., setbacks, failures, personal challenges) below the line.
• Include both personal and professional milestones.
IDENTIFY THEMES | 5 MIN |
• Circle or highlight key moments where growth occurred.
• Reflect on what helped you move forward during low points (e.g., people, mindsets, actions).
SMALL
GROUP DISCUSSION | 15-20 MIN |
In groups of 3–4, share 1 –2 milestones and discuss:
• What did you learn about yourself in that moment?
• How has it shaped the way you lead today?
• What support or mindset helped you navigate the experience?
GROUP DEBRIEF | Optional 10 MIN |
Come together as a full group and invite a few participants to share insights or themes that emerged.
SOPHIA KIANNI Women in Leadership: Breaking Barriers & Building Legacies
TIME 48 MINUTES
LEARNING OBJECTIVES
SESSION SUMMARY
By the end of this session, you should be able to:
• Identify the core leadership traits and strategies that empower young people to drive global change, especially in the context of climate advocacy.
• Understand the importance of accessible, multilingual education in advancing inclusive and equitable solutions to global challenges.
• Apply purpose-driven leadership principles to create impact through grassroots organizing, digital mobilization, and cross-sector collaboration.
In this inspiring session, Sophia Kianni shared her journey from a passionate middle school student to an influential youth climate leader and founder of Climate Cardinals. She highlighted the power of translating awareness into action by mobilizing thousands of young volunteers to make climate education accessible in over 100 languages. Sophia emphasized purpose-driven leadership, grassroots organizing, and the value of empowering others to lead. Her story demonstrated how passion, persistence, and humility can create meaningful global change.
https://www.sophiakianni.com/
DISCUSSION QUESTIONS
The following are key questions to guide discussion about this session.
1. How can organizations and institutions better support young leaders in turning their passion into impact, particularly in the climate space?
2. Sophia emphasized empowering others to lead what does that look like in your own leadership or mentorship experiences?
3. Climate Cardinals began as a simple idea and grew into a global initiative. What lessons can we take from Sophia’s approach to scaling grassroots impact?
4. How do you currently use your skills to contribute to causes you care about, and how might you realign your work to focus on something the world needs?
“I walked away feeling empowered, energized, and deeply inspired — and I can’t wait to put these lessons into action.”
Alice Gold, Project-Based Learning Coach and Designer, MIT
VIDEO ON DEMAND DETAILS & ACCESS
ACCESS VIDEO ON DEMAND
ACCESS DATES
APRIL 3 – JULY 2, 2025
All sessions from the event are available for 90 days.
HOW TO ACCESS & WATCH SESSIONS
Click the Access button above to enter the virtual platform.
1. Click Login.
2. Enter the email address you used to register for the event.
NOTE: If you have not yet registered, you will be prompted to enter your name and company information.
3. From the navigation menu, select On-Demand.
4. In the agenda, click the Play button next to a session to watch the recording.
Use the tabs General Session, Morning Session, and Afternoon Session to explore the full program. After watching, don’t forget to rate the session!
https://simmonsleadershipconference.vfairs.com/ USE THIS URL IF YOU ARE HAVING TROUBLE WITH THE BUTTOM ABOVE
SETTING THE STAGE FOR A SUCCESSFUL SESSION
Before presenting your material, it’s essential to establish a few clear ground rules. Doing so sets the tone, outlines expectations, and fosters a respectful, productive environment. These guidelines should address learning, behavior, and communication, and they should be shared before your presentation begins.
While preparation is key, so is flexibility the ability to adapt in real time can be the difference between a good session and a great one.
COMMON GROUND RULES FOR FACILITATED SESSIONS
• Be present and engaged – Limit distractions and actively participate.
• Listen respectfully – Allow others to speak without interruption.
• Assume positive intent – Approach the conversation with curiosity, not judgment.
• Stay on topic – Keep contributions relevant to the discussion.
• One mic, one voice – Speak one at a time; avoid side conversations.
• Honor time – Be mindful of the agenda and time limits.
• Confidentiality matters – What’s shared in the room stays in the room, unless agreed otherwise.
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“The Simmons Leadership Conference was a day grounded in honest reflections from leaders who are navigating real complexity with authenticity and conviction.”
Julie Crowley, VP, Talent, Point32Health
PREP CHECKLIST
☐ Pick a clear agenda with learning goals
☐ Book a location and schedule appropriately
Offer an outstanding presenter
Define clear discussion prompts & activities
☐ Order food and drinks (heeding dietary needs)
☐ Test your VOD access ahead of time
☐ Keep the session under 90 minutes
☐ Leave time for informal & open discussion
☐ Provide a way to keep the conversation going
☐ Deliver actionable takeaways
☐ Ask for feedback after the session
