Welcome to New Orleans! Please stop by the registration desk starting at 12:00 p.m. to check in and pick up your conference materials.
1:00 –2:30
Welcome, Faculty Introductions and Conference Overview and Opening Activity
We will kick off this year’s Strategic Talent Management conference with a collaborative session designed to help you connect with other participants while exploring talent management trends. Using interactive discussion techniques, we hope you leave this session feeling plugged into the network, brimming with new ideas, and excited for the breakouts to come!
2:30 – 2:45
Refreshment Break
2:45 – 3:45
Elective Sessions (Select One):
Building a Better Workplace
Deanna Bennett, Executive Director – Advancement Office, Queen’s University
In November 2020, Queen’s Advancement partnered with Queen’s Organizational Development to undertake an inclusive, appreciative inquiry change management framework to engage staff and other key stakeholders in reimagining Advancement’s post-COVID hybrid working environment and footprint on campus. The framework consisted of 5 phases - Define, Discover, Dream, Design, Deliver. The process allowed us to break down silos, understand the best of what is and how to build on it, understand drivers of employee engagement and determine our on-campus footprint and physical space for our new hybrid model.
The First 90 Days: Optimizing Talent Acquisition, Accountability and Org Design
Justin Fincher, Vice President for Advancement and Executive Director, Stony Brook Foundation
By attending this session, attendees will learn how to manage wide-scale, rapid change in the areas of talent recruitment, performance management, and organizational design. While the focus of the session is on the first 90 days of a new vice president’s tenure, its principles apply to all advancement shops regardless of leadership tenure stage. In August 2021, Justin Fincher, PhD joined Stony Brook University as its new Vice President for Advancement. Join us and learn how he developed and executed on a plan to address three critical areas of talent management within the first 90 days.
3:45 – 4:00
Stretch Break
4:00 – 5:00
Got Talent? Growing and Keeping Good People in a Post-Pandemic World
Moderator: Lauri Lumm, Vice President and Senior Facilitator, Advancement Resources, Panelists: Bukky Gray, Talent Management and HR Manager, University of Cambridge; Yvette Marsh, Assistant Vice President of Talent Management, LSU Foundation; Josh Wyatt, Director of Talent Development, University of Arizona
In the wake of the Great Resignation of 2021, everyone’s looking for the answer to one critical question, “How do we keep good people from leaving?” This session explores three essential retention strategies for a post-pandemic world. Topics include onboarding for new employees and new positions; supporting professional development through training, coaching, and mentoring; and offering the benefits and rewards that really matter to today’s workforce. Additionally, participants will be encouraged to consider how their organization supports a sense of well-being and belonging for all its team members. Lauri Lumm, VP and Senior Facilitator at Advancement Resources is joined by Bukky Gray, Talent Management and HR Manager at University of Cambridge, Josh Wyatt, Director of Talent Development at University of Arizona, and Yvette Marsh, Assistant Vice President of Talent Management at LSU Foundation for an interactive session that offers practical solutions for building a diverse team that is both capable and committed long-term.
5:00 – 6:00
Networking Reception
Join conference faculty and your colleagues to network and unwind after Day 1. Complimentary hors d'oeuvres and drink tickets will be provided. Don't forget your business cards!
Inspired by her TEDx Talk, Dima uses her personal story of transformation as a powerful tool to encourage individuals to face and conquer their internal limitations. This talk recounts the struggles and triumphs of her personal journey with vulnerability and insight that will resonate with each audience member and spark a guiding light for their individual journey of self-discovery and leadership growth. By addressing internal limitations, such as the fear of failure, worries about being judged, and the pursuit of perfection, Dima dares each individual to look deeper into their own internal limitations and equips them with the tools and inspiration it takes to shatter those limitations and emerge as empowered individuals and leaders.
10:30 – 10:45
Coffee Break
10:45 – 11:45
Elective Sessions (Select One):
The Formula for High Employee Engagement
Katrina Onderdonk, Senior Director of Talent Management for Advancement and Alumni Relations, California Institute of Technology
As we emerge from our work-from-home status, we continue to navigate the ever-changing landscape of our workforce. The Great Resignation, combined with campaign endings, brings us to a space we have never been before. We all know that the manager has the greatest influence on an employee’s engagement. But what are the other factors which can take engagement to the next level? Come learn how Caltech Advancement skyrocketed their employee engagement during the challenging “pre-vaccine era” of Covid-19. And, what can we take with us as we continue to evolve? This session will focus on three key factors which contributed to high employee engagement, through Caltech’s journey, working from home.
Building Culture and Community +
Clear and Consistent Communication +
Management Training and Support =
Skyrocketed Employee Engagement
Making the Most Out of Professional Development
Yvette Marsh, Assistant Vice President, Talent Management, LSU Foundation and Kathy Drucquer Duff, Fundraising Coach and Consultant, KDD Philanthropy
Following a deep staff restructure combined with the uncertainty of fundraising in a COVID environment, LSU leadership was looking to recharge their team, while also providing expanded opportunities for skill development. Their solution was a six-month program with three customized cohorts, tailored to each group's opportunities and strengths.
By enabling group members to share with and learn from each other, LSU was able to build competencies that support LSU’s “high culture”. A culture that supports transparency, accountability, collaboration, risk taking and a variety of styles.
In this session, we will share how the LSU partnership with KDD Philanthropy led to customized curricula, provided anchoring on key LSU values, created enhanced performance outcomes, and led to an energized training approach that brought colleagues, management and our consulting partner together.
11:45 AM – 1:15 PM
Lunch on your own
1:15 – 2:15
The Road to DEIB in the Advancement Space: The CASE Opportunity & Inclusion Center
Jessica Elmore, Sr. Director of DEIB Training and Ben Fiore-Walker, Sr. Director, OIC, Council for Advancement and Support of Education
Established in 2021, the Opportunity and Inclusion Center (OIC) exists to provide a body of work and services to assist advancement professionals enhance their proficiencies in serving more diverse university communities. In this session, attendees will briefly learn about the Diversity, Equity, Inclusion and Belonging (DEIB) tools and resources that CASE and the OIC can offer. Closing out this session is an interactive experience for participants to process the connections and values they are providing and offering their advancement teams in DEIB.
2:15 – 2:45
Refreshment Break
2:45 – 3:45
Elective Sessions (Select One):
Welcome to the Jungle (Gym)! Navigating your Advancement Career
Brittany Wilhelm, Managing Director, Talent Management, Harvard University, Office of Alumni Affairs and Development
The Career Jungle Gym is an introduction to a new way of thinking about career trajectories in your organization and in the field of advancement. In this session, we will surface a few career development myths, empower staff to take careers into their own hands, and offer strategies and tools to support career development in your organization. You will leave this session thinking about professional pathways, learning & development, succession planning, and internal mobility in a new, more agile and more sustainable way.
Culture Eats Strategy for Lunch: Building Organizational IQ and EQ
Chris Mominey, CEO, West Chester University Foundation
Organizational culture has a direct impact on results. While many organizations have designed strategic plans, organizational priorities, performance goals, and the like, have you considered the impact your culture has on those important initiatives? This workshop aims to demonstrate how one organization has been intentional about culture, mission, and values so as to impact the results of their fundraising. Come and learn how to keep your organization both intelligent (smart) and values-based (healthy)!
3:45 – 4:00
Stretch Break
4:00 – 5:00
Elective Sessions (Select One):
Developing Greater Organizational Influence as a Talent Manager
Faith Bachus, Senior Talent Management Analyst, Rice University
The path to becoming an effective talent manager is often based on one’s ability to strategically think, navigate an organization, develop the talent pool, enhance its culture, and keep the organization in alignment with its goals, vision, and mission. Our organizations are becoming more diverse and we must rely even more on our interdependence and our ability to build healthy relationships within our organization.
In this session, attendees will explore ways to establish themselves as a strategic talent manager and garner the trust of key stakeholders at different levels of the organization. Whether you are onboarding a new hire, coaching or advising managers, developing long-range talent management strategies, this session will provide you with tools to help you position yourself as a business partner and an effective change agent.
DEI – Distributed Leadership – From Zero to 125 Touch Points a Month
Jay Budner, Chief Talent Officer, University of California, San Francisco and Stephanie Brown, Director of Diversity, Culture and Administration, University of California, San Francisco
UCSF's office of university development and alumni relations consists of 193 people. In the past 2 years, 38 people have voluntarily led an effort to engage the organization in conversations and learning on topics related to diversity, equity, and inclusion. As a result, 80% of the overall population of 193 people have participated in 10 hours of professional development in various DEI topics.
The core group of 38 volunteers established a vision for diversity, equity, and inclusion for the department by engaging in various brainstorming activities related to learnings in the above mentioned programming, and have established a set of pillars of success which has resulted in the development of the following sub-groups and initiatives:
· Allyship
· BIPOC
· Addressing microaggression from external constituents
· Fundraising for diversity and health equity
Join this session to learn about our DEI journey, including our challenges, wins, and work yet to be done.
5:00
Conference Adjourns for the Day
Dinner on your own or limited dine-arounds
8:30 – 9:30 AM
Continental Breakfast / Roundtable Topics
9:30 – 10:30
Elective Sessions (Select One):
Building a Thriving Team Culture
Josh Wyatt, Director, Talent & Development, University of Arizona
Your performance as a manager is the reflection of your team’s performance. As a manager, you need your team more than they need you, but together you can accomplish far more. Learn the pillars of a flourishing culture and explore best practices to cultivate more positive emotions and build deeper, more trusting relationships. During this session we’ll focus on key factors associated with a thriving team culture, assess your team's strengths and key areas for growth, list of best practices that you can utilize with your team.
Retention in Times of Cultural Change
Patricia Gil-Casares, Director, Learning and Engagement, Avery Walker, Director, Strategic Talent Management, and Michael Donnelly, Assistant Director, Strategic Talent Management, Boston University
These last two years have been a significant challenge for all of us, whatever size shop you are in, as our teams navigate change and uncertainty. The talent market is unpredictable, the Great Attrition is underway – and what about hybrid and remote work! Many managers and teams are struggling with these issues which have been relentless.
Please join Boston University's Strategic Talent Management team in an interactive discussion where we share new and different initiatives designed to help you retain a high-performing team amid very uncertain and changing times and evolving employee expectations, but that do not require significant budget resources. During the session, we will discuss building career paths using individual development plans, why engagement is important, the big impact of staff resource groups, how to build strategic on-boarding and, importantly, how to better foster a sense of community and belonging with all staff, especially marginalized groups and those really struggling during these last two years. This session will be especially helpful for managers in retaining and growing staff and navigating change, but we encourage staff at all levels to attend and bring some of these ideas back to your leadership.
10:30 – 10:45
Coffee Break
10:45 AM – 12:00 PM
CASE STM 2032
What will talent management look like a decade from now? Participants will work at their tables in mini-think tanks to imagine how the profession will look like over the next ten years and brainstorm future trends that they see on the horizon.
