Employee Engagement Retention Conference by lso20334

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                    The 2007

                    Employee Engagement &
                    Retention Conference
                    Inspiring Loyalty and Commitment

                     May 17 - 18, 2007          June 21 - 22, 2007
                     Hotel del Coronado         Westin New York at Times Square
                     San Diego, CA              New York, NY
                     Pre-Conference Seminar: How Managers Can Better Engage,
                     Retain and Develop the Careers of Employees
                     May 16, 2007, San Diego    June 20, 2007, New York

                   • The Impact on Engagement with a Distributed Workforce
                   • Career Development:
                     A Critical Link to Retention & Engagement
                   • Integrating Employee Engagement and Retention Into
                     the Company Culture
                   • Engaging, Developing and Retaining Next Generation
                   • Conference Board Update on Employee Engagement:
                     The Latest Research
Presented with
assistance from:   • Affinity Matters!: An Interactive Dialogue & Panel Session
                   • Case Studies: How to Strategically Link Career
                     Development into Your Company’s Overarching
                     Engagement Picture
                   • Coaching and Developing Talent . . . Worldwide
                   • Using Health and Wellness Benefits to Engage People
                     In Healthy Lifestyles at Microsoft
                   • Employee Engagement’s Impact on Customer Loyalty
About The Conference Board
The Conference Board is the world’s leading business membership organization,
with a global network of close to 2,000 enterprises in nearly 60 countries.

The Conference Board creates and disseminates knowledge about management
and the marketplace to help businesses strengthen their performance and better
serve society.

Working as a global, independent membership organization in the public interest,
we conduct research, convene conferences, make forecasts, assess trends, publish
information and analysis, and bring executives together to learn from one another.
The Conference Board is a not-for-profit organization and holds 501(c)(3) tax-exempt status in the
United States

How Our Meetings Are Different
The Conference Board provides executives from around the world with opportunities
to share practical business experience. This focus on actual business experience,
rather than theory, primarily from senior executives from major organizations, along
with a superior level of networking with peers are the distinguishing features of
Conference Board meetings.

The Conference Board’s meetings are rated as one of America’s leading speaking
platforms for top management. More than 150 CEOs address the Board’s 12,000
meeting participants each year.

The Conference Board
845 Third Avenue
New York, NY 10022-6600
Tel: 212 759 0900
Fax: 212 980 7014

                                                                                The Conference Board
                                                                                and the torch logo are
                                                                                registered trademarks of
                                                                                The Conference Board, Inc.
 Dear Colleague,
 Since the initial Employee Engagement Conference we convened
 in 2004, this event has grown – last year, we hosted over 200
 attendees from world-class companies. 3M, Amgen, Bank of
 America, Disney, Johnson & Johnson, Kraft Foods, Marriott,
 Procter & Gamble, State Farm, and Wells Fargo are just a few
 of the companies which sent HR executives to learn how to
 implement effective engagement strategies to retain their talent
 and build loyalty among their employees.
 For 2007, we’ll gather corporate executives who’ve done the work
 to talk about their set-backs and successes. With the help of our
 Chairwoman, Beverly Kaye, we’ll facilitate interactive sessions
 where you’ll get to work with – and learn from – your fellow
 attendees. Some of the companies you’ll hear from include:
• Banana Republic
• The Conference Board
• Countrywide
• Devon Energy
• Microsoft Corporation
• Morrison Healthcare
• United Space Alliance
 Please join us in either San Diego or New York for another
 engaging event.

 Gregg Mauro
 Conference Program Director
 The Conference Board
          Employee Engagement & Retention

   Pre-Conference Seminar
   Wednesday, May 16, 2007 – San Diego
   Wednesday, June 20, 2007 – New York

   How Managers Can Better Engage, Retain and Develop
   Employees: An Interactive Seminar
   Seminar: 9 am - 4 pm

   See page 19 for details.

          Thursday, May 17, 2007 – San Diego
          Thursday, June 21, 2007 – New York

          Registration & Continental Breakfast: 7:30 - 8:30 am

12: The Elements of Great Managing
          General Session A: 8:30 - 9:45 am

          How do great managers inspire top performance in employees? How
          do they generate enthusiasm, unite disparate personalities to focus on
          a common mission, and motivate teams to achieve ever-higher goals?
          More than a decade ago, The Gallup Organization combed through its
          database of more than 1 million employee and manager interviews to
          identify the aspects most important in sustaining workplace excellence.
          These 12 elements were revealed in the 1999 bestseller First, Break All
          the Rules. During the intervening years, the database grew to 10 million
          interviews conducted in 41 languages and 114 countries. The business
          case for the 12 Elements further strengthened as they were repeatedly
          analyzed with performance data from every industry. Gallup fielded
          thousands of inquiries from managers eager to understand the psychology
          behind each of the elements and how great managers around the world
          apply these powerful ideas. In their new book, 12: The Elements of Great
          Managing, Gallup Principal Rodd Wagner and Chief Scientist James K.
          Harter, Ph.D., weave the latest Gallup insights with recent discoveries in
          the fields of neuroscience, game theory, psychology, sociology, and
          economics. They tell the stories of 12 managers around the world who
          epitomize these elements in action. And they take on the thorny issue of

          To register today, call Customer Service at

          212 339 0345
        Employee Engagement & Retention
        how pay affects employee engagement. Mr. Wagner will join us for a
        discussion of the science, the practical implications, and the best real-life
        examples of the 12 Elements of Great Managing.
        Rodd Wagner (San Diego)                     James K. Harter, Ph.D. (New York)
        Principal                                   Chief Scientist Workplace
        The Gallup Organization                     Management and Well-Being
        Co-author of                                The Gallup Organization
        12: The Elements of Great Managing          Co-author of
                                                    12: The Elements of Great Managing

How Employee Engagement Drives Dynamic Business Outcomes
        General Session B: 9:45 - 10:45 am

        Managers have the opportunity on a daily basis to engage their work-
        groups, and organizations must prepare their managers to succeed in
        these opportunities. Engagement research shows that disengaged
        employees don’t leave companies – they leave their managers. But
        in order for an organization’s managers to buy into the employee
        engagement strategy, shouldn’t they be engaged employees themselves?
        Learn how global companies International Paper and FedEx Freight
        engage their managers and their workforces, and discover how employee
        engagement drives dynamic business outcomes at these organizations.
        Specifically, we will discuss:
      • How to create an environment for engagement
      • How leadership selection and behavior affects employee engagement
      • The positive power of o-on-one communication
        Larry Norton (San Diego)
        Vice President Manufacturing,
        Printing & Communications Papers
        International Paper

        Denise McLain (San Diego & New York)
        Senior Strategic Consultant and Principal
        The Gallup Organization

        John W. Sherman (New York)
        Managing Director
        People Development/Employee Communications
        FedEx Freight

        Register Online

         Employee Engagement & Retention
         Refreshment Break: 10:45 - 11 am

         Concurrent Sessions C1 & C2: 11 am - 12 noon (choose one)

The Impact on Engagement with a Distributed Workforce
         Concurrent Session C1: 11 am - 12 noon

         Today’s organizations are operating with an increasingly dispersed
         workforce, ranging from telecommuters to branch employees to traveling
         sales and support teams. While this trend is cost effective for an
         organization, it does present challenges when trying to engage and retain
         the talent on your teams. What can an engagement-minded manager do
         to optimize the long-distance reporting relationship? Building solid
         relationships of trust and rapport, of course is the foundation. At the heart of
         building these relationships is communication. Engaging and retaining talent
         requires open and collaborative dialogue; information needs to be shared and
         understood; employees need feedback and coaching. All of this is necessary
         to engage a workforce, but the trick is how do you do it with a dispersed
         workforce, long-distance and with limited face time? Whitney Shelley will
         discuss a range of internal communications challenges and strategies to
         retain and engage a distributed workforce. She will highlight the pros, cons,
         and best practices from her own experience with a variety of companies.
         Whitney Shelley (San Diego & New York)
         Executive Vice President, Full Spectrum Lending

New York: Cultivating Intellectual Capacity: A Case Study
         Concurrent Session C2: 11 am - 12 noon

         Archer Daniels Midland Company’s international presence spans the globe
         and attributes its success to the organization’s ability to be resourceful by
         nature. It’s no wonder that with 26,000 global employees spanning from
         the U.S. to Europe, South America, Asia, Canada and a variety of other
         countries, ADM not only focuses on the needs of the customers, but
         continues to be resourceful in the critical area of Talent Management.
         Since its formation in 1903, ADM’s commitment has been to be the best
         company by working consistently as a team of individuals focused on
         making a positive difference in the world. To truly make such a difference,

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         212 339 0345
         Employee Engagement & Retention
         ADM knows it has to make a difference with their employees as well.
         To this end, ADM continues to cultivate the intellectual capacity and
         creativity of their employees and provide opportunities for employees
         to grow in their careers.
         In addition to providing employees with the tools and resources they
         need to unlock their potential, ADM implemented a proactive retention
         initiative designed to provide their leaders, managers and supervisors
         with the skills and support to further drive employee satisfaction and
         loyalty, and create a talent-focused culture.
         In this session, discover how ADM effectively harnessed the power of
         its leaders to help create and sustain a retention-focused environment
         by implementing a systemic Talent Management Process. You will:
       • Discover how ADM diagnosed the needs and solicited input from
         employees using focus groups and an engagement survey.
       • Learn about the ADM workshop that reinforced managers’ influence
         in retaining and engaging talent.
       • Find out about some of the crucial follow-up offerings designed to
         sustain the initiatives, including a creative coaching component.
       • Understand ADM’s results and future plans for extending the initiative.
         Robert J. Powell
         Vice President
         Human Resources Operations and Workforce Planning
         Archer Daniels Midland

         Luncheon: 12 noon - 1 pm

         Concurrent Sessions D1 & D2: 1 - 2 pm (choose one)

San Diego: Career Development: a Critical Link to
Retention & Engagement
         Concurrent Session D1: 1 - 2 pm

         If you wonder what your employees think about their career development
         – JUST ASK! During this session you will learn how one company used
         a measurement tool as the backbone of their career development strategy.
         This company had minimal career development activities in place and

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         Employee Engagement & Retention
         built a career development strategy from scratch. With a willing pilot
         group, the leaders were taught how to conduct career development
         conversations. After that, it was up to the employees in that group to
         embrace the concepts, attend educational opportunities, and drive the
         development process. By using a measurement tool, it was easy to see
         the positive impact of the activities. Key perceptions changed such as:
       • “I can define the specific training and development needs I must
         address in order to achieve my career goals” increased from 44%
         agreement to 85% agreement.
       • “I feel comfortable discussing career plans with my manager”
         increased from 30% agreement to 80% agreement.
       • “I can initiate and lead a career discussion with my manager”
         increased from 33% agreement to 81% agreement.
       • “I can name the most important personal values that I need to take
         into account when making a career decision” increased from 33%
         agreement to 81% agreement.
         During this presentation you will learn about the career development
         strategy that was deployed, the activities that supported the strategy,
         and how the measurement tool communicated the success of the efforts
         from an unbiased perspective.
         Tana Cashion
         HR Advisor
         Devon Energy

New York: Conference Board Update on Employee Engagement:
The Latest Research
         Concurrent Session D1: 1 – 2 pm

         John Gibbons (New York)
         Senior Research Advisor
         The Conference Board

         To register today, call Customer Service at

        212 339 0345
         Employee Engagement & Retention

San Diego: Engaging a Changing Workforce:
New Game, New Roles, New Rules
         Concurrent Session D2: 1 - 2 pm

         Separate your workforce reality from media hype. Join us to learn how
         employee demographics influence your workforce dynamics. You
         probably know that the talent game has changed; do you know how
         deeply it will affect your organization and what to do about it?
         You probably notice subtle shifts every day – differences in work ethic,
         communication, career outlook, expectations of bosses, retention factors,
         what keeps people engaged in their work – and on and on. Today’s talent
         game is about flexibility and adaptability – but organizations, leaders and
         employees are often locked in roles and rules that made more sense a
         decade ago – before the dramatic impact of the four generation
         If you are working today, you are part of the New Game – the dramatic
         change to four generations working side by side, cubicle to cubicle,
         network to network. The New Game looks at talent through a generational
         lens. We will focus on the changing workforce and what you need to
         know about critical differences in engagement and retention across your
         workforce – what you need to do to stay in the game.
         Based on the speakers’ experience with multiple Fortune 100 companies
         across four industries, they will provide actionable insights about the:
       • New Game – population trends that created the issue and why every
         organization needs to protect its talent pipeline NOW
       • New Roles – Talent touch points; where generational preferences matter –
         and where they don’t
       • New Rules – Practical ideas for engaging and retaining age diverse talent
         Diane Thielfoldt
         The Learning Café

         Devon Scheef
         The Learning Café

         Register Online

         Employee Engagement & Retention

New York: Coaching and Developing Talent . . . Worldwide:
UNICEF Case Study
         Concurrent Session D2: 1 - 2 pm

         Rudolf Messinger
         Chief, Talent Management

         Betel Tassew
         HR Advisor
         United Nations Development Programme

         Concurrent Sessions E1 & E2: 2:15 - 3 pm (choose one)

San Diego: Using Health and Wellness Benefits to Engage People
In Healthy Lifestyles at Microsoft
         Concurrent Session E1: 2:15 - 3 pm

         Health benefit programs in American companies have often become a
         reason for employees NOT to be engaged. With increasing cost sharing,
         constantly changing and confusing plans, employees are frustrated with
         a benefit second in importance to salary and wages. There exist, however,
         exceptions to the rule. Some companies have been able to foster a culture
         of engagement by deploying a benefits and wellness program that is
         highly integrated and accessible to all employees and dependents.
         Successful recruitment and retention are based on how well employees
         receive the program offerings and their associated level of engagement.
         Savvy companies are well aware that health and productivity are
         inextricably linked. During this session, you will learn:
       • How wellness benefits and medical benefits are integrated
       • The necessary access points for people to learn about the
         unique offerings
       • The deployment of feedback systems to gauge satisfaction
       • What it means to manage benefit and wellness contract vendors
       • Measurements of how recruitment and retention are bolstered by
         the benefit and wellness program offerings

         To register today, call Customer Service at

         212 339 0345
         Employee Engagement & Retention
         Phil Micali
         Founder and Chief Executive Officer
         bWell International, Inc.
         Principal Researcher
         Working Group on Building a
         Culture of Wellness
         The Conference Board

New York: Creating gLife: Genentech’s Internal Brand Strategy
         Concurrent Session E1: 2:15 - 3 pm

         Few companies have implemented a more effective internal brand
         strategy than gLife, Genentech’s internal brand for employee benefits and
         services. As one of the world’s leading biotech companies, Genentech is
         strongly committed to its employees’ well being, and has the accolades
         to prove it. Having been awarded the number one spot on Fortune
         Magazine’s list of 100 Best Companies to Work for in 2006, and the
         number two spot in 2007, Genentech clearly walks its talk when it comes
         to caring about its employees. During this session you will learn how they
         designed an effective and sustainable framework to organize, promote
         awareness of, and increase participation in the company’s benefits and
         service offerings, all while fostering employee loyalty and commitment.
         You will:
       • Learn about the unique methodology and process that lead to
         the creation of gLife.
       • Understand how the gLife brand and all its components enable
         employees to create life and work styles that bring out their best.
       • Hear how gLife infuses messages for employees in the form of
         presentations, websites, internal brand experiences, collateral
         and more.
       • Discuss the program’s latest success metrics and employee testimonials.
         David Arington
         Associate Director of Corporate Relations
         Gordon Rudow
         Chief Executive Officer
         Bonfire Communications

         Register Online

         Employee Engagement & Retention

Making It Stick: Integrating Employee Engagement and Retention
Into the Company Culture
         Concurrent Session E2: 2:15 - 3 pm

         For many in the corporate arena, talent retention and employee engagement
         are the latest buzzwords in the growing market for leadership, management,
         or human resource training and services. For some, however, it’s a matter of
         survival. During this session, you will learn how a large, aerospace company
         is making strides integrating employee engagement and retention into its
         culture to assure the sustainability of an evolving workforce. Realizing that
         new programs and initiatives often come in with a bang and leave with a
         whimper, this company has found creative ways to keep the momentum
         going and put into practice accountability measures that are driving
         substantial changes in the way company leaders and employees view
         engagement and retention.
         Beverly Crowell (San Diego & New York)
         Manager, Professional Development
         United Space Alliance

         Refreshment Break: 3 - 3:15 pm

         General Session F: 3:30 – 4:15 pm

         Sponsored by:

San Diego: Building an Internal Foundation for Development – How
Gap Inc. Engaged Employees Through a Powerful Cross-Brand
Career Development Framework
         Each iconic brand within retail giant Gap Inc. had found success in
         engaging its employees, creating distinct cultures within a number of
         diverse organizations. But they wondered: how could the overall
         enterprise forge a deeper connection among all employees?
         In this interactive session, Gap Inc.’s Career Development Director, Jenna
         Whitney, will join Vivien Dai, Director of Campaign Services for Bonfire
         Communications, in describing this remarkable case study. You will learn
         how they created a compelling internal brand framework for Gap Inc.

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         Employee Engagement & Retention
         that resonated with employees across its brands. By combining high-end
         design with strategic communications, these partners implemented a
         world-class career development system to create a culture of engagement
         and development using a mosaic of what connected them all: the energetic
         and talented people of Gap Inc.
         This session will demonstrate how an audience-centric approach can be
         used to build and support internal brands across enterprises, even within
         dynamic, fast-paced, customer-driven environments.
         You will:
       • Hear how Gap Inc. introduced an effective communications strategy to
         foster a sustainable development-focused culture across a variety of
         audiences and environments.
       • Learn about the retail giant’s innovative employee-centered career
         development tools and systems.
       • Review the initiative’s progress and results to date.
         Jenna Whitney (San Diego)
         Career Development Director
         Gap Inc.
         Vivien Dai (San Diego)
         Director of Campaign Services
         Bonfire Communications

New York: Case Study: How to Strategically Link Career Development
into Your Company’s Overarching Engagement Picture
         Retail can be an entirely different beast, and few companies have imple-
         mented a more effective strategy for addressing employee engagement
         and retention than fashion giant Banana Republic. In this interactive
         session, Banana Republic’s Director of Learning, Ben Putterman, will
         detail the company’s remarkable case study, along with their partners,
         Bonfire Communications. You will learn how they designed a strategic
         communication strategy with a career development initiative to create
         and sustain a culture of engagement with shared responsibility among
         the company’s plethora of store-based employees. This session will
         demonstrate how you can implement meaningful changes within a fast-
         paced, customer-driven retail environment through a successful
         partnership and practical action steps.

         Register Online

         Employee Engagement & Retention
         You will:
       • Understand how the retail giant’s talent engagement and career
         development strategy created a path for organizational change.
       • Hear how Banana Republic introduced several effective
         communication tactics to reinvigorate internal dialogue and
         foster a sustainable development-focused culture.
       • Learn about Banana Republic’s innovative employee-centered
         career development tools and systems.
       • Review the initiative’s progress and results to date.
         Ben Putterman (San Diego & New York)
         Director of Learning
         Banana Republic, Inc.

         Jonathan Willard (New York)
         Campaign Director
         Bonfire Communications

Leveraging Your Corporate Mission to Drive Employee Engagement
         General Session G: 4:15 - 5 pm

         How does a company craft its talent strategy, roll out high value pro-
         grams, and ensure success for both its people and the bottom line? This
         presentation will fours on how to successfully achieve corporate mission
         by engaging employees at every level, including programs such as:
       • Pay programs that incent employees to engage in the company mission.
       • Retention strategies for a high turnover industry
       • Focus on diversity, particularly in developing leaders.
       • Metrics and ways to track that programs are working by tying
         compensation, retention, and performance together through an
         integrated system

         Cocktail Reception: 5:15 - 6:45 pm

         Hosted by:

         To register today, call Customer Service at

         212 339 0345
         Employee Engagement & Retention

         Friday, May 18, 2007 – San Diego
         Friday, June 22, 2007 – New York

         Continental Breakfast: 8 - 8:30 am

Building and Sustaining an Engagement Culture: 5 Critical Steps
         General Session H: 8:30 – 9:30 am

         Losing quality people hurts, and organizations that build effective
         processes into their talent management strategies cultivate environments
         that attract and develop talent, foster satisfaction, increase loyalty,
         improve productivity and drive bottom-line revenues.
         Combining years of research and experience, this session will detail the
         roles of three critical stakeholders and present the five essential phases
         for truly successful talent initiatives. This proven five-step process
         strengthens organizational capabilities, maximizes internal practices and
         impacts talent results for the greatest ROI.
         The presenter will illuminate how to create and sustain an engagement
         or retention initiative through specific recommendations that can be
         applied immediately.
         You will:
       • Learn the vital messages and defined roles that must be shared with
         managers, employees and senior leaders.
       • Understand the crucial questions that must be considered in order to
         effectively diagnose organizational needs.
       • Grasp how to choose where to begin designing, delivering, tracking
         and sustaining practical, yet innovative solutions.
       • Gain several specific ideas for improving existing initiatives.
         Beverly Kaye (San Diego & New York)
         Founder/Chief Executive Officer
         Career Systems International

         Stacey C. Cunningham (San Diego & New York)
         Director of Engagement Solutions
         Career Systems International

         Register Online

         Employee Engagement & Retention

Customer Service is Easy. Making it Pervasive is Hard! A Case Study
on Employee Engagement and Its Impact on Customer Loyalty
         General Session I: 9:30 - 10:30 am

         As the nation’s only specialist dedicated exclusively to providing food,
         nutrition and dining services to the healthcare and senior living markets,
         Morrison firmly believes “an investment in our people is an investment in
         the success of our company”. Is it possible to gain return on an investment
         in an unskilled and semi-skilled labor force? What are the common elements
         of all great service organizations? Learn about Morrison’s employee
         engagement programs and offerings which are designed as a key element on
         their journey to “Customer Service through Operational Excellence.” With
         the philosophy that “Great Service Starts with Me” you’ll hear about some
         unique engagement initiatives that touch the 14,000 team members, and its
         direct affect on customer service and satisfaction. You will:
       • Experience how one hospitality organization is tackling (and winning)
         the challenge of ensuring associate engagement is prevalent at the line
         level in over 450 remote locations
       • Learn about the deliberate design and plan created to enhance its
         culture without adding an army of overhead to support the change
       • Hear lessons learned and lessons “borrowed” from others that are
         making a difference in their journey
         Michael Svagdis (San Diego & New York)
         Morrison Healthcare

         Andrea Seidl (San Diego & New York)
         Senior Vice President Customer Service
         Morrison Healthcare Food Services

         Refreshment Break: 10:30 - 11 am

         To register today, call Customer Service at

         212 339 0345
         Employee Engagement & Retention

San Diego: Transforming the Mentoring Process:
A Panel Session on Innovative Ideas
         General Session J: 11 am - 12 noon

         Your succession plan in the managerial and technical areas may be
         outdated due to the changing demographics in today’s workforce.
         Companies need to seriously develop their “bench strength.” A culture
         that focuses on continuous learning and leaders who see themselves as
         stewards and learning agents – a mentoring framework – has the power to
         transform a company’s workforce and ensure a pipeline of high potential
         talent. In all mentoring relationships, both the mentor and the learning
         partners have critical roles that can be easily mastered. There are practical
         and straightforward processes to guide these partners in understanding
         their roles and collaboratively contribute to accelerated learning
         relationships. During this session, you will learn various innovative
         models for effective mentoring processes, gain insights into the selection
         of mentors and mentees, and create a template you can use to apply an
         effective learning architecture in your organization.
         Rosalind Sago
         Director of Development Solutions
         Career Systems International
         Meisha Sherman
         Manager, Leader Development

         Karen Minor
         Senior Manager, Human Resources,
         Learning and Career Development
         DaimlerChrysler Financial Services

New York: Affinity Matters!: An Interactive Dialogue & Panel Session
         General Session J: 11 am – 12 noon

         Many companies are supporting retention, engagement and development
         efforts through the affinity groups that have formed in their organizations.
         These groups are seeking more than just opportunities, networking and
         development advice – they want real, practical tools and resources that

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         Employee Engagement & Retention
         are usually not offered in formal organizational settings. They want to
         talk about common challenges in the workplace and use one another’s
         expertise and experience to overcome these challenges. They want to be
         successful in the organization and many are willing to make a long term
         commitment if their needs are met. This panel will respond to questions
         from a facilitator who has a lot of experience with these groups in a
         variety of industries. Panelists will share the lessons learned in forming
         and managing the affinity groups in their own organizations. They will
         also be challenged in their own thinking about the effects of these efforts
         in extending the tenure of the minority members of these affinity groups,
         thus reducing turnover and moving the engagement needle.
         Sweet Joy Hachuela
         Chief Executive Officer
         The Medici Effect
         Rudolf Messinger (New York)
         Chief, Talent Management

         Sam Rubino (New York)
         Director, Employee Engagement
         Network Programs & Worklife

Overview of Key Take-Aways & Action Items
         General Session K: 12 noon - 12:30 pm

         Courtesy of publisher Berrett-Koehler, at the
         close of each conference, each attendee will
         receive a complimentary copy of Beverly Kaye’s
         and Sharon Jordan-Evans’ books: Love It, Don’t
         Leave It…26 Ways to Get What You Want at Work
         and Love ‘Em or Lose ‘Em.

         To register today, call Customer Service at

        212 339 0345
    Employee Engagement & Retention

Pre-Conference Seminar
    Wednesday, May 16, 2007 – San Diego
    Wednesday, June 20, 2007 – New York

    Registration and Continental Breakfast: 8 - 9 am

How Managers Can Better Engage, Retain and Develop
Employees: An Interactive Seminar
    Seminar: 9 am - 4 pm*

    During the morning session, we’ll discuss how every manager’s contribution
    to the organization’s mission and strategic goals is highly correlated to his or
    her ability to retain and engage talented, highly skilled, knowledgeable people.

    Today’s managers are expected to build a work environment in which their
    key employees thrive, constantly learn and give their discretionary effort
    to their organization. Talent-minded managers know that if their organization
    is to be productive and competitive, they must not only “hang on” to good
    people, but also continually develop them in order to meet constantly
    changing business needs.

    Finding and keeping talent are critical elements of an organization’s ability
    to improve profitability, manage costs, grow by acquisition, innovate, develop
    new products and services, and uncover new markets.

    In the morning session, we will discuss the compelling facts and teach you
    some actions you can take now to engage and retain employees. You will:

  • Understand the significance of key (research-based) engagement
    and retention factors, other than pay.
  • Identify the roles and responsibilities of the manager in the retention
    and engagement equation.
  • Learn several practical, low-to-no-cost and hands-on strategies
    that leaders at all levels can apply immediately.

    Register Online

      Employee Engagement & Retention

Pre-Conference Seminar
      Great leaders know that they can’t take the development of new talent for
      granted. Emerging leaders want their managers to understand their talents,
      challenge them, open channels for their development and link them to
      resources. They want someone to take an interest in their growth.

      During the afternoon session, we’ll dig deeply into the ways in which
      leaders pay attention to and talk with the members of their teams about
      career development. We’ll show how this is critical in the perception,
      feeling, and reality of whether the organization is concerned and interested
      in an individual’s growth and career success. Leaders who want to
      effectively and successfully manage the talent on their teams need tools
      for these conversations.

      This highly interactive afternoon session will provide a set of five distinct
      skill sets that you can use to hold effective development conversations.
      Some of the topics we’ll cover are:

    • Developing and using a “business case” for talent development.

    • Applying a career development model to talent development.

    • Incorporating the answers to five key questions in your own
      development coaching.

      Stacey C. Cunningham (San Diego & New York)
      Director of Engagement Solutions
      Career Systems International

      Rosalind Sago (San Diego & New York)
      Director of Development Solutions
      Career Systems International

      * Seminar includes two refreshment breaks and luncheon.

      To register today, call Customer Service at

      212 339 0345
Registration Information
Employee Engagement & Retention Conference
Online        www.conference-board.org/retention.htm

By Phone      Call Customer Service at 212 339 0345
              8:30 am to 6 pm ET Monday through Friday

By Fax        Complete the registration form on the back and fax to:
              212 836 9740

By Mail       Complete the registration form on the back and mail to:
              The Conference Board, Inc.
              P.O. Box 4026, Church Street Station
              New York, NY 10261-4026

Cancellation Policy
Full refund until three weeks before the meeting. $500 administration fee thereafter.
Confirmed registrants who fail to attend and do not cancel prior to the meeting will
be charged the entire registration fee.

Team Discounts per person
For a team of two or more registering from the same company at the same time, take
$100 off each person’s registration.

Hotel Accommodations
Fees do not include hotel accommodations. For reservations, contact the hotel directly
no later than the cut-off date and mention The Conference Board’s Employee
Engagement & Retention Conference.
San Diego                                     New York
Hotel del Coronado                            Westin New York at Times Square
1500 Orange Avenue                            270 West 43rd Street
Coronado, CA 92118                            New York, NY 10036
Tel: 800 HOTELDEL (468 3533)                  Tel: 212 201 2700
Fax: 619 522 8283                             Fax: 212 201 2701
Hotel Reservations Cut-off Date:              Hotel Reservations Cut-off Date:
Tuesday, April 24, 2007                       Wednesday, May, 30, 2007

Unconditional Guarantee
 For 90 years, The Conference Board has been providing senior executives worldwide
 with opportunities to share practical business experience. If for any reason you are
 not satisfied with this conference, please let us know. We will immediately credit your
 attendance to another conference of your choice, or, if you prefer, promptly refund
 100% of your registration fee.
Registration Form
Employee Engagement & Retention Conference
     May 17 - 18, 2007                                              June 21 - 22, 2007
     Hotel del Coronado                                             Westin New York at Times Square
     San Diego, CA #962007-4                                        New York, NY #994007-4
Pre-Conference Seminar
     May 16, 2007                                                   June 20, 2007
     San Diego, CA #B92007-4                                        New York, NY #995007-4

Please print or attach a business card; for additional registrants, duplicate this form.

Name ____________________________________________________________________
Title ______________________________________________________________________
Functional Area ____________________________________________________________
Company _________________________________________________________________
Address ___________________________________________________________________
City _______________________________________ State ___________ Zip ___________
Telephone (            ) ________________________ Fax (                        ) __________________________
E-mail ____________________________________________________________________

Please select your preferred Concurrent Sessions.
Thursday, May 17, 2007 / Thursday, June 21, 2007
  C1       or         C2        choose one
  D1       or         D2        choose one
  E1       or         E2        choose one
Pre-Conference Seminar
Conference Board Associates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$1,395
Non-Associates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$1,595
Conference Board Associates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$2,095
Non-Associates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$2,395
  Check payable to The Conference Board for $_________________________________.
  Charge to my:      American Express        Discover      MasterCard     Visa

Acct. No. ______________________________________________ Exp. Date ___________
Signature _________________________________________________ Date ___________

    Please send me more information on Conference Board events.
(Do not send this form to confirm telephone registration.)
How do you wish to receive future conference promotions?
  Mail                 Fax                E-mail

Agenda Code PDF                                                                            Program subject to change.
                                                                                                            May 2007

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