Virtual Global HR Conference 2023

Virtual Global HR Conference 2023

by Uncategorized

PeopleOps Pulse 2023 is an opportunity for Human Resources (HR) and People Operations professionals to connect and learn about the current trends in the industry. It is happening from October 10-12, and the timing is 9 a.m. to 12 p.m. New York Time (EST). As the time suggests, the conference will take place over three half-days.

Agenda and Speakers

October 10 | Tuesday | 9:00 AM – 12:00 PM EST

On Day 1, speakers Deepa Mahesh, Neptali Martinez, and Dr. Mohamed Rabie Elsheikh will take the stage.

9:00 AM – 9:45 AM EST
Holistic Wellbeing for a Healthy Workforce
Speaker: Deepa Mahesh

Deepa Mahesh is an ICF Life & Leadership Coach and an Arts-based Leadership development facilitator. She is also the founder & CEO of Poorna Wellbeing.

A healthy workforce is a dream of every organization. Yet, at the implementation level, there is a ground to travel. It is a partnership between the employee and the organization to seek wellbeing. Wellbeing is not the absence of illness, it is a pursuit of equanimity at various levels of human existence. It is wellbeing at the level of the physical body, energy, emotions, and thoughts. The HR team, the manager, and the employee’s joint responsibility is to seek, want, and acquire it.

During her session, she will discuss holistic well-being for a healthy workforce. This entails well-being at various levels and how it enhances employee productivity.

10:00 AM – 10:45 AM EST
Managers as Coaches
Speaker: Neptali Martinez

Neptali Martinez is the founder and principal at NJM Career/Leadership Coaching. His company provides career and executive coaching for professionals in areas such as Information Technology and Human Resources.

The popular saying, “Employees don’t leave companies, they leave bad managers,” speaks volumes about the challenges we all face when we manage employees. How many managers hire an employee on a Friday afternoon, and a person shows up on Monday morning? The complexity of dealing with human beings in the work environment is not new, and because of the rapid changes taking place at work, that challenge is getting even more complex.

During his session, he will enlighten us on managers as coaches. He will talk about making the transition from a manager to a coach and present a more effective way of relating with employees.

11:00 AM – 11:45 AM EST
Leading The Journey towards Successful Organizational Transformation
Speaker: Dr. Mohamed Rabie Elsheikh

Dr. Mohamed Rabie Elsheikh is the founder & CEO of Tanmyah for Management Consulting & Training. Their mission is to inspire people and organizations to accelerate growth and achieve excellence.

What is organizational transformation, and why is it important for organizations to undergo transformation? What are some common challenges that organizations face during the transformation process? How can leaders build a transformational culture within their organizations?

If the above questions have been lingering, don’t miss out on this session. Dr. Mohamed will walk us through the journey toward successful organizational transformation. Change leads to transformation; it is inevitable. So this session will touch on why we need to transform and the processes involved in the transformation.

October 11 | Wednesday | 9:00 AM – 12:00 PM EST

On Day 2, our speakers will be Aditya Roy and Cliff Berg.

9:00 AM – 9:45 AM EST
Designing HR Technology Hyperconvergence for the Workforce of the Future
Speaker: Aditya Roy

Aditya Roy is a Senior Manager of Cognizant Technology Solutions. He serves in the HR-Consulting space and has over 17 years of experience in FinTech, Govt., Retail, and high-tech domains.

As organizations navigate the complexities of an evolving digital landscape in Enterprise HR, the role of human resources (HR) is becoming increasingly crucial in driving strategic decision-making and fostering a productive and engaged workforce. The emergence of hyperconverged infrastructure (HCI) technology presents a unique opportunity for HR departments to streamline their operations, enhance employee experience, and support the workforce of the future.

This session is centered on the concept of HR technology hyperconvergence, potential benefits, and the key considerations for designing and implementing such systems, with a special emphasis on how Agile PeopleOps (APO) can facilitate it.

11:00 AM – 11:45 AM EST
What Is Needed From PeopleOps to Support Organizational Agility
Speaker: Cliff Berg

Cliff Berg is the Managing Partner of Agile 2 Academy. In 2020, he co-founded the Agile 2 movement by assembling a global team of 15 people, helping them to reach a consensus on a range of complex issues regarding organizational agility.

What are the core ideas of Agile 2? Why is agility behavioral, and is not achieved by adopting so-called Agile frameworks? His session will be about what is needed from PeopleOps to support organizational agility, with a focus on the core ideas of Agile 2.

October 12 | Thursday | 9:00 AM – 12:00 PM EST

On Day 3, Dr. Amy Narishkin, Brunello Gianella, Tom Thliveris, and Alex Dutch Greene will take the stage.

9:00 AM – 9:45 AM EST
Awkward to Awesome: How Leaders Boost Agility, Diversity and Collaboration with Cultural Intelligence
Speaker: Dr. Amy Narishkin

Dr. Amy Narishkin is a thought leader, strategist, and consultant helping organizations make the shift to cultural intelligence. She has 30 years of experience in teaching, consulting, managing, and researching.

Diverse teams with moderate to high levels of cultural intelligence outperform homogenous teams on a number of outcomes — productivity, cost-savings, innovation, safety, and a lot more. Dr. Amy’s session will discuss how leaders can boost agility, diversity, and collaboration with cultural intelligence. She will highlight the different stages of cultural intelligence and the value of a diverse team that feels seen and heard.

10:00 AM – 10:45 AM EST
Lived Individuality
Speaker: Brunello Gianella

Brunello Gianella is an Independent Consultant with 40 years of experience in the industry. He has consulted for companies like Ford, Shell, and Mazda.

Are you looking for ways to be the best version of yourself in an ever-changing world? We understand that having a strong identity and values is essential for success. That’s why we created this session focused on helping you unleash your full potential in the agile world. You will discover three main areas – Agile Innovator, Agile Personality, and Agile Knowledge – which will help you foster creativity, resilience, and self-awareness as an Agile professional. Achieve greater levels of success while staying true to who YOU are.

11:00 AM – 11:45 AM EST
Living Conscious Culture
Speakers: Alex Dutch Greene and Tom Thliveris

For the third session on Day 3, we have co-speakers Tom Thliveris and Alex Dutch Greene.

Tom Thliveris is a passionate healthcare IT admin with a mission to improve health systems and provide better care to patients. He is currently a Principal Consultant for the University of Miami. Alex Dutch Greene is a passionate cultivator and pioneer of human experience whose mission is to create out-of-the-box solutions that allow people to overcome barriers to change. He is also an Organizational Change Management Lead.

In a post-COVID era, creating a conscious organizational culture is essential. There is a different focus on meeting human needs, and aligning ourselves to a shared experience is a challenging yet necessary task. Empowering individuals at all levels of an organization with the proper tools for living with awareness is an important step forward, but “walking the walk” is an entirely different ballgame. Our own belief systems, assumptions, and expectations often stand in the way of true progress. How do we get out of our own way so that we can create integrated organizational cultures?

In their session, the speakers will address the importance of creating a conscious organizational culture in a post-COVID era. They will also introduce frameworks on how organizations can create an organic environment.

Conclusion

Our esteemed speakers have made a date with us to bring value to the HR and People Operations community. The topics are loaded, and their goal is to enhance the understanding of our conference theme and stir relevant discussions.

Like our speakers, you can make a date with us to be a part of this value-filled opportunity to learn and connect with fellow professionals. Register for the conference and get your tickets via our PeopleOps Pulse 2023 website.

As a reminder, the theme of PeopleOps Pulse 2023 remains ACE (Agility, Coaching, and Experience).

Don’t miss this opportunity. Connect. Learn. Grow.

Metric-and-Graph

One Metric that Matters – Part II

by AgileAgile PeopleOps FrameworkAgile Metrics

Measuring the Progress of Transformation

If you’ve ever seen a Transformers movie, you’re well aware that one of the bots transforms, even if it’s in smooth (if not longer) action. The pieces and features melt away to reveal something new, but there are similar parts involved. Any change happens when organizations change.

In Part 1 of this two-part post, we discussed measuring specific metrics at each stage of a product’s lifecycle. We introduced the One Metric That Matters (OMTM) framework that helps identify a single measurement to gauge a product’s success in a given stage of development, cutting noise from the signal. Useful, right?

So how can we take this approach to enterprise transformation, especially in the HR space where metrics are everywhere but don’t always exemplify the success of a team of people? If leveraging the Agile PeopleOps Framework, there is a charter that captures the change to be made. We recommend using this approach to identify OMTM metrics and specify them in stages.
For starters, let’s revisit Steve Glaveski’s table, with People Team-transformation additions:

Taking these metrics, and documenting and tracking your use of the charter, will help your APF change stay the course. It’s a great coaching tool for leadership (example: “What can we do better here?”), but it’s also a great live document for the people you’re working directly with (it tracks progress). Can do). A great way to do it). A great way to track and track your progress). Helps to show.)

Give it a try and let us know what you think!

Author: Christopher Goscinski

Graph-and-Samsung

One Metric that Matters – Part 1

by AgileAgile HRAgile Metrics

What Really Counts?

(Editor’s note: This is a two-part post. Part 1, below, introduces the One Metric That Matters’ approach to metric measurement. For more on this and taking a lean approach to analytics, we recommend you read Lean Analytics, by Alistair Croll and Benjamin Yoskovitz. Part 2, to come, will take this approach and overlay it with enterprise transformation, particularly that of the Agile HR variety. Enjoy!)

We live in a data-rich world, filled with trackable, measurable interactions that can help us iterate on products and processes in nearly real-time. We have a wealth of information at our fingertips about user behavior, and we have a number of ways to validate just how successful we’ve been in a given initiative.

This is, of course, good news: Generations before us couldn’t imagine the user-level data we have today, nor the tools we have available to churn it all into meaningful insight.

So we have a lot of data. But do we know what matters in this mess of numbers and metrics? What really matters when we talk about whether we are increasing user engagement with a given product or service? Are click-through rates or downloads really indicative of how likely your service is to appear next year? Let’s assume you have a mature product: how do you know what customers want in the next iteration? What measurements will you use to help take your solution to the next level (whatever it is – it’s all relative.)

Data is dangerous when we abuse it – and it’s very easy to do: When a product is in beta the metrics may not be relevant to a year-old solution with a solid customer base. In fact, we need to identify which metrics to shortlist and which will be the single metric that defines the success of a solution in the wild.

What is that One Metric That Matters (OMTM)?

The OMTM is less a concrete thing, and more of a guideline that helps you, the solution owner, identify how a product is doing. The concept comes from Ben Yoskovitz’s “Lean Analytics”, a book primarily for startups, focusing on deriving meaning from data.

When it comes to OMTM, different stages demand different metrics, and of those metrics, there should really only be one that you rely on to tell you how things are going. This sole focus helps cut noise from the signal and allows you to make very specific decisions for very specific reasons.

Steve Glosky, entrepreneur and founder, has put together a nice table of metrics describing which metrics can be used at what stage of the hypothetical innovation program in a corporation. Out of the many steps listed in each step, the OMTM framework demands that you obsessively pick just one to track and decide on it.

OMTM Framework

What happens once you’ve identified your One Metric? You measure it! You’re free to track other metrics too, but the One Metric becomes your North Star. As things mature (or reverse course), change what that metric should be for the various stage. Glaveski summarizes, and suggests themes for each stage of growth (again, for that hypothetical Innovation Program):

Hypothetical innovation program difference table

Since your initiative or product may be different, the above tables may not apply to you. Nevertheless, the concepts remain the same: cutting data noise from signals, and investing in that sensing and responding to that signal, will empower you to make impactful decisions for product development. Reduce the search for non-significant numbers, and see real progress where it matters.

Author: Christopher Goscinski