GE HealthCare

ELE Group, LLC

The GE Healthcare Talent Development Conference kickstarted with a resounding call for sustainable change readiness and workplace agility. Embracing a hybrid format, the conference aims to empower HR leaders with strategies to build skills-centric talent ecosystems within their organizations.
The opening sessions set the stage, with welcoming remarks emphasizing professional development and the conference's collaborative spirit. Research presentations and keynotes will explore the balance between human and technological factors, while interactive sessions delve into experience design, team dynamics, and change readiness insights.
By fostering a resilient, adaptable workforce, organizations can position themselves for success amidst rapidly evolving business landscapes. This conference promises practical tools to cultivate sustainable growth and thrive in an era of unprecedented change.

Welcome Address & Conference Objectives | Sustainable Change Readiness and Workplace Agility

analytics

curation

digital

future of work

integrated talent management

leadership

learning strategy

Engagement &amp; Culture

Integrated Talent Management

Strategy

Future of Work

Digital &amp; AI

Leadership

Analytics

digital transformation

dirk.tussing

Operations

organizational readiness

Change Management

upskilling

bonnie.hemingway

talent development

Coaching

employee engagement

intergrated talent development

durable skills

workplace agility

DEIB

HR Innovation

wise2024

annual-conference

sustainable change

Charter Manufacturing

Session Focus:  Engaging Employees with a simple framework moving beyond 9-box assessments


Case Study: Talent Builder (Charter Manufacturing)

<img class="lazyautosizes lazyloaded aligncenter wp-image-36904 size-full" src="https://wp.ele.llc/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box.jpg" alt="9-box Grids for Succession Planning" width="745" height="449" data-src="https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box.jpg" data-srcset="https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box.jpg 745w, https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box-300x181.jpg 300w, https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box-234x141.jpg 234w" data-sizes="auto" />

Source for graphic: AIHR (The Netherlands)

In this insightful presentation, Megan Joecks, VP of Talent Management at Charter Manufacturing, shared how her organization revolutionized their talent management approach by moving beyond traditional 9-box grids. The new "Talent Builder" framework focuses on engaging employees at all levels while providing a more nuanced and actionable talent assessment process.
<blockquote>Megan emphasized, "We are taking the stance that development is for everyone and there might be additional engagement or retention tactics that may need to be deployed for your top talent."</blockquote>
This philosophy underpins their innovative approach to talent management and development.

Key Takeaways:
1. Rethinking Talent Assessment: By transitioning from the traditional nine-box grid to a "Development Paths" approach, organizations can foster more meaningful talent conversations and generate actionable insights for employee growth and succession planning.
2. Transparency and Engagement: Implementing a transparent talent management process that actively involves employees in their own development journey can significantly boost engagement levels and improve the effectiveness of succession planning efforts.
3. Facilitating Meaningful Conversations: Equipping both managers and employees with tools like conversation starters can help initiate and maintain productive discussions about career development and potential, leading to more engaged and motivated workforce.
This session provided valuable insights for HR professionals and leaders looking to modernize their talent management practices and create a more engaging, transparent, and development-focused organizational culture.

Moving Beyond 9 Box Grids | Talent Builder Engaging Employees

richard.busby

coaching

azizeh.constantinescu

edward.desrosiers

performance assessment

succession planning

hipo

Coaching Conversations

ana.bedard

megan.joecks

talent performance

jenny.heitman

jb.mckoy

ann.brownell

shailesh.kamath

9 box assessments

talent review

meaningful conversations

talent management planning

Only 29% of organizations are highly effective at innovation, according to recent research by i4cp and ATD, and in the age of disruption, that puts many companies at risk of obsolesce. Talent development functions play a critical role in encouraging and fostering innovation throughout the organization and culture, and in turn are innovating new ways to help employees learn and deliver knowledge faster and more effectively than ever before. This panel will discuss innovative talent development strategies that work. 



To help guide this panel discussion, here are a few questions we will try to explore:
✅ What actions are you taking to retain and develop talent?
✅ How do companies leverage successful programs in the Milwaukee area across global locations? 
✅ How do you source &amp; attract talent into hard to fill Trades and technical jobs in Milwaukee?
✅ How are you collaborating to attract

Innovative Talent Development: What’s needed to support Trends in WisConomy

engagement &amp; culture

post-format-video

alison.cowan

marysue.handel

john.pandl

luther.willems

suzanne.sherry

Talent Strategy

strategy

development

The learning circle participants overwhelmingly voiced that Curation will likely be a Strategic, Integrated Talent Development Capability (and NOT A FAD). There is so much (internal and external) content available, it seems unlikely the more efficient learning solution needs to be built in-house or purchased from expensive 3rd-party vendors.
<ul>
 	<li>When curating L&amp;D content, next practice is to identify trusted, curated content libraries (vs. random sites found on the internet where URL links likely will be unreliable).</li>
 	<li>Our value-add in L&amp;D and HR functions is to augment curated content with organizational specific content(i.e., a curated micro-learning might be 80% - 95% curated content and augmented with 5% - 20% company specific content).</li>
 	<li>A new L&amp;D role likely will emerge: a Content Curator – Newton Moore is sharing a job description UL.com used to recruit project team members.</li>
 	<li>“Lean Learning” – discussing increases in learning efficiency…
Amy Cooper shared a new business article abstract she thought we would find valuable.</li>
</ul>
The Learning Circle Model: Collaborative Knowledge Building
<ul>
 	<li>https://sites.google.com/site/onlinelearningcircles/Home/learning-circles-defined</li>
 	<li>YouTube Overview: <a title="Learning Circles For Online Teaching" href="https://youtu.be/bWebUO-5p_s" target="_blank" rel="noopener">https://youtu.be/bWebUO-5p_s</a></li>
</ul>

Welcome Address & Conference Objectives | Sustainable Change Readiness and Workplace Agility

Moving Beyond 9 Box Grids | Talent Builder Engaging Employees

Innovative Talent Development: What’s needed to support Trends in WisConomy

Curation Learning Circle: A Strategic, Integrated Talent Development Capability

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