Agenda Day 2

7:15 AM - 8:00 AM Networking Breakfast

Morning Keynote

8:00 AM - 8:05 AM Chairperson's Opening Remarks

L&D doesn’t have to be a walled-off experience. It could and should align with the CEO’s overall business strategy. In most cases, that strategy involves cultivating strong, agile and knowledgeable leaders and managers who are well-acquainted with the business’ core functions. In this unique panel, we will hear from two companies on how they accelerate talent through early-intervention learning programs that offer deep training for new and existing employees on a company’s business model, structure and culture.

  • How Sidley Austin LLP onboards new, non-legal talent hires into the legal industry and the firm’s historic values using a mix of coaching and vibrant, multimedia e-learning. The approach has been so successful that it is now in global use and is even used to train new legal hires as well.

  • How energy company Exelon uses learning to drive its corporate strategy through Talent Accelerated — a program for executives that focuses on flipping performance management through an enhanced business talent review process, a new leadership coaching model and an integrated technology solution.


Betsey Frank

Director of Staff Development and Technology Training
Sidley Austin LLP

Lesley Muscarnero

Director, Talent Management and Leadership Development

8:50 AM - 9:20 AM Is your L&D Program making a difference? Using Analytics for Learning + Career Pathing

Lynne Bamford, Chief Learning Officer, NorthShore University Health System
L&D leaders often lack the data insights that would show how their learning program impacts overall business goals. Many of us in the field intuitively know that robust learning programs lead to more productive, high-performing employees who boost revenue and are fully engaged. These insights are only possible when we implement a learning analytics solution that connects the dots between HR systems, learning modules and business systems In this presentation from the Chief Learning Officer of NorthShore University Health System, learn how to:

  • Couple your learning strategy with analytics • Learn which training programs reduce turnover + increase performance
  • Carry out career pathing conversations with employees to map out learning goals and job pathways


Lynne Bamford

Chief Learning Officer
NorthShore University Health System

8:50 AM - 9:20 AM How Video Feedback Powers Peer Coaching Among Sales Teams

Michael Whatley, Senior Manager, Learning Design & Operations, Cox Automotive
Sales coaching is critical for the business and difficult to do well. A new video-based approach by Cox Automotive (Kelley Blue Book, Auto Trader, etc.) allowed the company to drop its reliance on expensive coaches, staid classrooms and costly national meet-ups. In its place, a video platform, allows sales teams, spread across several states, to assess each other sales calls, objection handling and verbal and nonverbal cues through time-stamped video feedback from their peers. Coming on the heels of a recent merger, the video tool also allows sales professionals from different subsidiaries to share their expertise in certain subjects while alerting them to blind spots they may have with other newly added products.

  • Why the social aspect of video critiques makes new sales training stick
  • How video allows sales members to share their expertise and identify their blind spots
  • Visual learners benefit from watching others, and those who like to learn through doing can record their calls for critiques


Michael Whatley

Senior Manager, Learning Design & Operations
Cox Automotive

9:25 AM - 9:55 AM Business Meetings

10:00 AM - 10:30 AM Business Meetings

10:30 AM - 10:45 AM Networking Break

10:45 AM - 11:15 AM DISRUPTORS + CHALLENGERS — How Gamified Learning Trains 30,000 Employees Annually at GameStop

Matt Hirst, Senior Director, OD, Talent Management and Learning, GameStop
Perhaps it was inevitable that a gaming and technology retailer would develop a fully gamified learning platform to train their people. But it didn’t have to be this good; it is an award-winning tool because GME values imaginative, innovative ideas and empowering their people to create authentic, uniquely productive experiences for their guests. In over 5,000 stores across the world, the company relies on the gamified training of Level Up, the quest-like learning platform that uses missions, badges, points and leaderboards to guide the company’s thousands of regular and seasonal hires through the ins and out of running a GameStop and delivering next-level customer service.

• How gamified training is used in conjunction with one-on-one coaching to support employee learning
• Why employee engagement is the real secret at the core of GameStop’s gamified training
• Why all levels of the Level Up are available to all employees, including season, regular and managerial

Matt Hirst

Senior Director, OD, Talent Management and Learning

11:20 AM - 12:05 PM MicroMasters + NanoDegrees — Reskilling Your Workforce in 6 to 12 Months

The rise of emerging technologies requires a new approach to learning and certification The need to find employees skilled in artificial intelligence, machine learning, self-driving automobiles, blockchain, etc. is moving training away from the traditional, broad college degree. As a result, alternative providers like Udacity and Coursera have begun to offer nanodegrees and micromasters that promise a tech education in the span of just a few months. But how many of these programs allow students to become practitioners and not just a nodding head who understands a new wave of tech jargon? Get beyond the surface sheen of nanodegrees and learn how to assess your employees’ current skills gap and their potential to benefit from online micromasters and nanodegrees.

11:20 AM - 12:05 PM Instant AI Feedback for Sales Pros — The Future of Call Coaching

Managers now have a new digital tool to enable the success of their sales reps — AI-enhanced call coaching. A new wave of apps analyze content, tone and message of sales calls, essentially acting as AI-enhanced real-time feedback coaches. As a result, it allows sales reps to get immediate analysis of their strengths and weaknesses. Some apps can even provide deep analysis of call topics, sales behaviors and key call moments to formulate better strategies to reach peak sales and forge stronger relationships with clients. In this session, discover the best practices for using AI as a sales coach. Discover the power of instant AI feedback and what it can do to transform the development of both your sales stars and your newest hires.

12:10 PM - 1:00 PM Networking Lunch

1:05 PM - 1:45 PM ROUNDTABLE: L&D CHALLENGES OF THE MODERN WORKFORCE — Join the appropriate roundtable during these interactive sessions

1. Identifying Subject Matter Experts in your workforce: Best Practices
2. Encouraging Employee Collaboration in Learning
3. Using Social Media to Reinforce Learning: The Dos + Don’ts
4. Tying Learning to Your Business Strategy + CEO Mission

1:50 PM - 2:35 PM Make Training Stick — Weaving Learning Into Everyday Work

It’s a truth we like to ignore. Up to 90 percent of what we learn we forget within a week. However, if we make a conscious effort to design strategies to reinforce learning, we can retain 90 percent of what we learn. By moving away from traditional learning and embracing a digital-first, learn anytime, just-in-time mindset, that is reinforced by social media and daily interactions with other employees, we can become adept learners who retain needed processes and information. By “learning how to learn” and weaving these strategies into daily work, employees will become used to pulling useful information out of the day’s interactions. Learn more about this new model of corporate training that builds a culture of learning as workers share their skills both in-person and online, seek out feedback from colleagues and transform themselves into continuous learners.

4:50 PM - 5:35 PM Digitally Tracking Your Employees’ Learning — The Transformation of Credentialing

With the wealth of self-directed learning opportunities out there these days for employees to train themselves, many workers, managers and businesses would justifiably want a way to certify and recognize this training. One current process underway is digitally credentialing your employees for their skills learned on the job, through viewing content, attending a conference or from learning through their colleagues. These digital badges area a low-cost way to support learning and also encourage the employee to pursue learning throughout his or her tenure at the company. But where to get started? Some companies roll out their own in-house solutions while others turn to a growing number of third-party online providers that provide skill certification and content verification with credentials that are transportable across jobs. Come learn which solutions are appropriate for you in this interactive workshop.

2:40 PM - 3:10 PM Business Meetings

3:15 PM - 3:45 PM Business Meetings

3:45 PM - 4:00 PM Afternoon Networking Break

Plenary Session

4:05 PM - 4:45 PM DISRUPTORS + CHALLENGERS — Building a Talent Pipeline Through College Partners

Ken Stuckey, Director of Talent Acquisition and Development, Pace Industries
Pace Industries responded to the current manufacturing skills shortage by building its future workforce through partnering with local colleges to build a curriculum, share instructors and even equipment. The process wasn’t easy, or even efficient in the beginning. But now that the dust has settled and the college-to-career pipeline is firmly in place, the company has a constant source of new, trained employees for years to come. Hear the story of this unlikely partnership from Ken Stuckey, Pace’s Talent Acquisition director turned Talent Development director. In this session, participants will hear how to:

  • Build a win-win curriculum partnership with local colleges, vocational schools and training academies
  • Establish an employer brand with future employees that begins in high school and college
  • Overcome the skills gap with a local workforce whose skills are relevant beginning on Day One of their job


Ken Stuckey

Director of Talent Acquisition and Development
Pace Industries

Masterclass A

4:50 PM - 5:35 PM Making Coaching The Centerpiece of Your Learning Strategy

Despite all the hype for tech-enabled learning, coaching is making a corporate comeback, with over 60 percent of Fortune 1000 companies saying coaching remains their top strategy to train and improve employees. But what type of coach do you need? Mentor coaches support long-term growth while trainers work to rapidly improve performance. Experts can provide deep knowledge in critical support area while motivators can help employees identify goals or boost employee morale through a charismatic focus on the big picture. The best coaches will explain their strategy. And the best L&D pros will match a coach’s style with an employee’s learning needs. In this session, learn how to identify great-fit coaches and make coaching a crucial part of your business strategy.

Masterclass B

4:50 PM - 5:35 PM Getting Employees To Adopt and Use Learning Technology

Let’s face it. Training can get a bad rep among employees. Many see learning as irrelevant to their busy work schedules. They often don’t see the long-term benefits — doing their job better and developing skills that will aid their career development. They need someone to show them, “What’s in it for me?” In this session, learn the strategies and techniques of L&D pros who are masters at driving adoption of new learning technologies. They use social media to drive learning. They partner with corporate communications departments and they utilize employee ambassadors, who have already adopted the new tech, to show others how to use the technology and drive their personal learning. Don’t waste your investment with slow adoption. Learn the social techniques that forge a new consensus around new learning tech.

5:35 PM - 6:05 PM Business Meetings

6:05 PM - 6:35 PM Business Meetings

The goal of just-in-time training is to provide employees with vital training and learning when they need it most. Instead of relegating training to online courses and scheduled training, a just-in-time training mindset delivers relevant information and skills brush-ups when they are needed most. While the process looks spontaneous, it requires learning leaders to create a detailed road map of what topics to cover and to coordinate their training extensively with managers who can sense when employees need spurts of just-in-time training: In this happy hour debate, learn the importance of:

  • Creating a microlearning library of skills that can be deployed just when needed
  • Incorporate real world training opportunities that allow employees to put their knowledge into practice
  • The “High Adaption for High Adoption” strategy that allows individuals to own their expertise with relevant learning


Kate DiLeo

Leader of Learning and Development
McGough Construction

David McLaughlin

Assistant Vice-President, Corporate Training
American Fidelity Assurance

Joe Ilvento

Chief Learning Officer

7:15 PM - 7:20 PM Chairperson's Closing Remarks

7:20 PM - 7:50 PM Networking Cocktail Reception

7:55 PM - 9:00 PM Networking Dinner