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Learning Session and Workshop Descriptions
TCSHRM Spring Conference Sessions
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Learning Session and Workshop Descriptions

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Learning Sessions - 9:45 AM | Learning Sessions - 11:00 AM | Workshops


Learning Sessions - 9:45 AM

Embrace Constraints

   Career & Professional Development Track   

Sarah Waite, ABRA Autobody and Glass

Our lives are full of constraints of all shapes and sizes. We are all constantly balancing our limited time, resources, and scope. What if instead of talking about these factors as constraints we think about them as accelerators?

Learning Objective:

  1. Change your perspective about constraints and see how they can make you more productive by improving your time management, integrating your initiatives, and being user focused.

Training that Drives True Change

   Change Management Track   

Leslie Holman, CEO and Janel Holden, Learning Strategist  Pinnacle Performance Group

This session will focus on the role of training in achieving desired results during organizational change. Participants will work with a sample change management issue, focus on the effect of change on the people in an organization and practice identifying training needs and strategies that will prepare individuals and teams to transition successfully. Learn how to build an effective training development team for change management and how to ensure that training created for change management will not simply be training for training's sake, but will drive true change. Work with facilitators and your peers to problem solve change issues facing your organization and identify ways to use training to contribute to successful outcomes for your business.  

Learning Objectives:

  1. Describe how training contributes to successful outcomes during organizational change.

  2. Ensure that training created for change management will drive true change and achieve desired results.

John Maxwell's Five Levels of Leadership

   Organizational Culture Track   

Melissa Albers The Authentic Leader 

Challenge: Several contemporary surveys cite thousands of employees reporting a whopping 70% of their workplace engagement rides on the relationship with their direct supervisor. Engaged employees = Productive employees. According to John C. Maxwell, “Everything rises and falls on LEADERSHIP.” In other words, your bottom line depends on the effectiveness of your leaders. So, what's the best way to increase the effectiveness of your leaders? Solution: The Five Levels of Leadership is a blueprint for developing a leadership culture. Infuse a basic leadership language the entire organization can speak and understand. Quickly shift the culture from positional and title-driven to relational and influence-driven. Develop a framework for consistently reproducing leaders.

Participants will participate in various exercises, and each will receive a Roadmap Action Plan that they can use to work through the learning principles of the workshop. Upon completion, each will have actionable steps to reinforce learning immediately.

Learning Objectives:

  1. Demonstrate the competencies needed to grow as a leader Identify who you are as leader and what your current level is with your boss, peers and direct reports. 

  2. Understand what genuinely motivates you and your people - (values drive decisions; decisions drive behaviors; behaviors drive results)

  3. Compound team production by coaching and mentoring your staff Establish deliberate habits successful leaders use to grow on a daily basis.

Let's Put the FUN in Dysfunction: Managing Conflict & Working With Difficult People

   Organizational Culture Track   

Bruce Miles, Big River Group

Conflict & dealing with difficult people & employees takes up too much valuable leadership time & resources. This session will demonstrate strategies and resources that are currently used to reduce organizational conflict and make working with difficult and resistant people easier. Participants will benefit from a greater understanding of current applied research, macro- and micro-techniques that are quick, effective and easy to use. Actual cases will be presented with an emphasis on the reduction of conflict with difficult & resistant employees. Examples of all research results, assessment tools & management strategies will be handed out to participants.

Learning Objectives:

  1. Learn how to design, develop & administer diagnostic tools to manage & reduce conflict in organizations.

  2. Be able to apply new strategies to get all employees 'on the same page' to reduce conflict.

  3. Be able to design & deliver specific strategies to successfully confront difficult employees.

5 Simple Ways You Can Use Technology to Make Better HR Decisions

   Legal & Compliance Track   

Kate Bischoff, tHRive Law & Consulting LLC & Jessica Hofrichter, Ceridian HCM

These days, everyone from the C-Suite to the line-level widget-maker depends on data-driven decisions, including HR. But the human side of HR doesn't necessarily have data at the ready necessary to meet business needs and the multitude of compliance requirements. That's where technology can help. HR can leverage ever-evolving technology and its data to derive better decisions, even those pesky compliance decisions. This session will provide some practical tips on how HR professionals can effectively use technology and data to advance the business and be complaint - including an overview of some of the opportunities and risks that technology presents.

Learning Objectives:

  1. Identify common technology and data used by HR professionals.

  2. Review options and strategies for using technology and data to make better decisions as HR professionals.

  3. Identify opportunities and risks associated with using technology and data to make decisions.

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Learning Sessions - 11:00 AM


   Career & Professional Development Track   

Jennie Antolak, MA, MCC, Learning Journeys, The International Center of Coaching

Most of us will spend over 90,000 hours of our lives working. We enter the workforce eager to make our mark in the world. We commit ourselves to our work, meet everyone's expectations and satisfy our required responsibilities. We are rewarded by promotions and/or pay and yet, somehow, we still feel unfulfilled. Somewhere along the way, we fall asleep to what is truly possible for us. Instead, we subscribe to what the world defines as success, limiting possibility for ourselves and the organizations in which we work. It's time to wake up and reconnect who we have the power to be. All that is needed is an interruption. Awake@Work is just that. Jennie Antolak invites you to a conversation unlike any other. This dialogue is one of a kind and sets out to trigger your mind to think deeper about to challenge the status quo and revive people's relationships with self and work.

Learning Objectives:

  1. Discover how to disrupt the status quo.
  2. Uncover multiple options hidden inside of obstacles.
  3. Create a contagious environment for people to thrive.

Culture Tales & Ales

   Change Management Track   

J. Forrest, Employee Strategies
This breakout session will focus on two case studies of Culture Change in two wildly different Minnesota organizations.  We will highlight our partnership and culture work with Surly Brewing Company and a 200 employee department within the City of Minneapolis.  

Learning Objectives:

  1. Familiarize participants with the Culture Model, the essential components of any organizational culture.

  2. Introduce participants to a pragmatic approach to change culture.

  3. Identify one Culture Hack participants can implement in the next week. 

Cultivating a Culture You Can Be Proud Of

   Organizational Culture Track   

Betsy Baker, Callie Taralson and Clare Pitera, Solution Design Group (sdg)
Is your company's culture in a rut? Is it hurting or helping your organization? You're not alone! It is becoming more important than ever for organizations to attract quality employees. It's even more important to retain those great employees and company culture is key. Creating a culture where employees thrive is definitely not a one size fits all solution (Spoiler: it's not about donuts and ping pong tables!). In this presentation, we will discuss why focusing on culture is so important, challenges we face as HR professionals and ways you can help cultivate a culture you can be proud of.  

Learning Objectives:

  1. Company Culture: what is it and why is it important?

  2. Challenges: What are the challenges companies face with culture today?

  3. What are the Cornerstones for impacting your company culture?

  4. How to actively create opportunities to connect your employees.

  5. Understanding the importance of open communication and transparency.

  6. Strategies around your company's evolving culture.

The Performance Review Debate: Carnegie's Strategic Point of View

   Organizational Culture Track   

Mike Scott and Jennifer Huber, Dale Carnegie Training North Central US

Regardless if your organizations offers formal performance reviews or ongoing cadences, it is critical to create opportunity for honest, open conversation about positive and negative results. Good coaching can inspire and engage people when it is focused on plans for the future. After all, people support what they help to create. By setting clear strategy, expectations and helping your organization elevate the process, then coaching and providing helpful feedback throughout the year, performance management becomes part of the culture rather than a dreaded annual event. In this fast-paced session, we explore ways to conduct coaching conversations so that team members feel encouraged, inspired and ready to exceed expectations.

Learning Objectives:

  1. Hear pros /cons of performance reviews.

  2. Elevate your strategic process- how do performance reviews fit in to your overall talent operating system?

  3. Drive the performance process through the through real-time intentional coaching.

Religion in the Workplace

   Legal & Compliance Track   

Shirley Lerner, Littler Mendelson

Shirley will discuss religion in the workplace and the employer’s duty to provide a reasonable accommodation for a religious belief or practice that conflicts with a workplace requirement. She will review the law defining religion, and recent developments that explore how employers can balance the needs of the business with the requirements of the law protecting religious practices, including requests for prayer time, to observe Sabbath and holidays, dress code and grooming exceptions, as well as exceptions for expressing religious beliefs. She will also provide practical guidance for developing policies and practices to assist management and HR professionals for legal compliance.

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Burnout: Everyone Knows Someone

   Career & Professional Development Track   

Teresa Hopke, Life Meets Work Inc

I'm willing to bet you know someone who's experienced burnout at work. Yes, many organizations are far too demanding but we can take a look at ourselves and shoulder some of the blame too. Too often, we let our ego get in the way, give in to a sense of one-upmanship, staying at work a little later, or answering one more after-hours email. Join me to explore how you, and people in your organization, can experience this transformation--from stressed out manager who wrestles with keeping employees engaged, sacrificing health for the sake of staying ahead and wondering if it's all worth--to reconnected leader who values well-being of self and team, brings energy and vitality to work, and grows business in a sustainable way.

Learning Objectives:

  1. Examine six key areas to assess the current quality of their lives and identify areas of improvement for work/life integration.

  2. Learn to manage their energy and intentions and then translate those skills to the workplace.

  3. Learn how to prioritize well-being (for themselves and their team) as the path to productivity. 

Creating Alignment During Organizational Change

   Change Management Track   

Christine Pouliot, Evocent Coaching Inc

We live in a changing world where globalization, restructuring, outsourcing, downsizing and mergers and acquisitions are common. Changes such as these can be disruptive at a personal and organizational level. This session will explore the human impact and share ideas and tools to increase personal and organizational engagement and performance during times of change.

Learning Objectives:

  1. Tool to gain understanding of stakeholder perspectives.

  2. Tool to transform conflict into productive conversations.

Bridging the Generational Gap in HR Programming

   Organizational Culture Track   

Lanet Hane, Workforce Satisfaction Solutions

Addressing the needs of all staff members is increasingly challenging, especially for those companies than now employ 5 different generations simultaneously. By identifying significant generational differences in workplace values, HR practitioners can better adapt to meet the needs of a growing number of young employees. In this session, we will work together to understand changing values, evaluate current practices, and apply this knowledge to improve our practices.

Learning Objectives:

  1. Identify key areas of value to younger employees, particularly relating to workplace culture.

  2. Evaluate current company efforts towards engagement within the context of younger employees and their priorities.

  3. Apply understandings of changing workplace values to current HR practices, with a specific focus on professional development and collaboration needs.

Conflict Competency: Moving from Avoidance to Opportunity

   Organizational Culture Track   

Julie Showers, University of Minnesota  

Most of us think of conflict like a root canal - something to be avoided to the greatest extent possible. Faced with conflict, our well-being suffers. We lose sleep, stress levels increase and productivity decreases. These consequences play out in the workplace in the forms of absenteeism, turnover and decreased performance. In this workshop, Julie discusses how we can each demystify conflict, and the positive role conflict can play in our growth as individuals, leaders and a community. By enhancing competency around conflict, organizations can promote a healthy culture where all can do their best work. This session will involve about 45 minutes of curriculum that creates a foundation for about 45 minutes of work in small groups discussing workplace scenarios.  

Learning Objectives:

  1. Increased understanding of why conflict occurs and how it arises in both individual and group contexts.

  2. Heightened awareness of both the overt and hidden destructive consequences of unaddressed conflict.

  3. Identification of conflict resolution strategies to avoid or minimize the impact of conflict in both individual and group contexts. 

Where Do We Go From Here? Improving Training and Facilitating Conversations about Harassment

   Legal & Compliance Track   

Leondra Hansen, Hamline University  

Sexual harassment training programs exploded onto the workplace scene in the late 90s when the Supreme Court made them a requirement for avoiding liability. 20 years later, despite the proliferation of those programs and the dedication of trainers and HR professionals to educating employees, harassment continues. Each office or workplace audience brings unique challenges to those charged with training and inclusion. Learn how academic models can improve traditional training approaches. Attendees will participate in an interactive workshop about how to facilitate difficult discussions about harassment in their own contexts. We can improve office culture by increasing training buy-in and engaging employees.  

Learning Objectives:

  1. Understand different ways in which historical training methods may not be effective.

  2. Identify barriers to training that are specific to each professional's own context.

  3. Strategize methods to improve employee competence with bullying, harassment, and diversity through conversation and education.

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