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Abbott’s growing business and expansion into emerging markets has resulted in a greater emphasis on developing our leaders. Abbott’s business leaders expect that ALD, Abbott’s Learning, and Development, will provide the same learning experience to all managers across different geographies.
Our challenge has been to ensure that we design content to meet global needs and, at the same time, can accommodate cultural/local requirements in each of our markets. Also, we have had to develop cost-effective and efficient processes around implementation.
Michael and Rich will share their experience in designing and delivering global courses. You will learn how Abbott’s Learning and Development team has used worldwide design and implementation planning processes to provide classes in 55 countries across the globe.
The session will cover:

<ul>
 	<li>Initial Challenges</li>
 	<li>Global Design and Implementation Process</li>
 	<li>Insights from Global Design Process</li>
 	<li>Insights from Executing Implementation</li>
 	<li>Results</li>
</ul>

Practical Approaches for Global Design and Delivery

Engagement &amp; Culture

operations

learning design

global

multicultural

global design

Global Design Process

impact

mike.rockelmann

There’s a lot of information out there about how to be successful in engaging Millennials in the workforce, specifically regarding the use of social media. In what ways, however, has the increased use of social media platforms impacted the way we interact with, motivate, and manage the millennial generation? How have their expectations changed? What are some specific, actionable facts that will lead to success? This session seeks to explore those expectations, the role of social media, and the new rules of engagement those relationships demand. Panelists will share their research and viewpoints, and then engage participants to share their experiences.
To help guide this interactive discussion, we’ll encourage participants to share the following:
<ul>
 	<li>What practices are you currently using to attract, manage, develop, and retain millennial employees?</li>
 	<li>What frightens you most about the rise of social media platforms? How has their rise impacted your daily routine?</li>
 	<li>In what ways have your interactions with Millennials changed your expectations or daily routine?</li>
 	<li>What are some specific challenges you have faced in communicating with and managing Millennials?</li>
 	<li>What trends do you see in the use of social media, and how may they impact future communication strategies?</li>
</ul>
This session is a panel discussion of practitioners, moderated by Amy Dordek Dolinsky. Hear about learning strategies that have worked with Millennials, which ones have not, and why.

The New Rules of Engagement: The Rise of Social Media's Influence on the Expectations of Millennials

retention

amy.dordek

social media tools

Millennials

al.hazle

employee engagement

Johnson Controls

Watch Kimberly Bors share Johnson Controls insight on the next generational global workforce.

Trends with GenY for a Global Workforce

onboarding

mentoring

communication

high potential

kimberly.bors

ELE Group, LLC

7th Annual Leadership Development Conference (Hispanic Professionals of Greater Milwaukee)
Nuestras Voces: Understanding a Multi-Generational Workforce
There are four generations of professionals in today's workforce. Each generation engages in a different leadership, communication, and interactive style influenced by age, technology, and cultural experiences. Conference participants will learn how to bridge generational gaps, resolve conflict, and value the impact of Hispanics within our diverse community.

Diversity 1.0 has spent itself. It has taken us as far as possible and will not lead to the inclusion breakthroughs we all desire to see and experience. In an upside-down world, where everything we have known about how things work (globalization, healthcare, retirement savings, professional advancement, geopolitics) have been up-ended, what new and relevant insights and solutions can next-gen diversity and inclusion provide? In this opening message, not only will Andres offer the big picture of why things must change but also how. He will also discuss the role of the Latino population boom in the US and global economy and why diversity efforts that don't take this into account risk becoming so ayer.

Andrés is a preeminent diversity and inclusion think-tank and consultant. He previously served as Hewitt's Chief Diversity Officer and Emerging Workforce Solutions Leader. Andrés' innovative approaches in fostering inclusive work environments have led to a body of work that moves into the next generation of global, profitable, and sustainable diversity work. A copy of Andrés' book, "The Inclusion Paradox," be provided to each conference registrant -- visit www.InclusionParadox.com to learn more.

Next Generation Diversity - What it Means for Latino Talent and the Overall Diversity Movement

diversity &amp; inclusion

andres.tapia

7th Annual Leadership Development Conference (Hispanic Professionals of Greater Milwaukee)
Nuestras Voces: Understanding a Multi-Generational Workforce
There are four generations of professionals in today's workforce. Each generation engages in a different leadership, communication, and interactive style influenced by age, technology, and cultural experiences. Conference participants will learn how to bridge generational gaps, resolve conflict, and value the impact of Hispanics within our diverse community.

What are the keys to professional success for today's Latino? It all starts with making sure our voice is heard. This requires us to paradoxically to adapt to the acoustics of the cultural room we are in a while opening up new, unused frequencies that carry our authentic Latino perspective and Vida. An inspirational and practical message for Latinos who want to succeed without losing who they are. Adelante!

Andrés is a preeminent diversity and inclusion think-tank and consultant. He previously served as Hewitt's Chief Diversity Officer and Emerging Workforce Solutions Leader. Andrés' innovative approaches in fostering inclusive work environments have led to a body of work that moves into the next generation of global, profitable, and sustainable diversity work. A copy of Andrés' book, "The Inclusion Paradox," be provided to each conference registrant -- visit www.InclusionParadox.com to learn more.

Nuestras Generaciones - Present & Future

Millennials grew up with cell phones, video games, and laptops, while the Baby Boomers were just happy to have color televisions during their childhood. Due to these vast differences in childhood experiences, learning, and development for millennial employees requires a new and innovative approach. To retain millennials, they must be engaged. For their generation, engagement requires strategic use of the latest technology and engaging media to help them learn and expand their skills. This informative session will provide real-world examples of how technology and media are effectively used to train and hire millennials in the workplace.

Two subject-matter experts Ed Prentice III, Founder &amp; President of Centrax (www.centrax.com ), an e-Learning &amp; Second life development firm (www.centraxsl.com), and PJ McGuire, Founder &amp; President of Modet Inc. (www.modetinc.com ), a business etiquette, international protocol, and soft skills training firm have teamed up to show how technology and training can be seamlessly merged to help young professionals.

To help you visualize SecondLife, Ed is sharing a video clip above which you can see a simulation of Children’s Memorial Hospital. There is no sound, but the video will let you know what learners would see in a virtual world for an orientation.

Participants will:
<ul>
 	<li>Gain a basic understanding of the differences in how millennials, gen x, and baby boomers relate to technology and media</li>
 	<li>Leave the session with a clear understanding of how technology, L&amp;D content, and rich media can be blended to engage best millennial</li>
 	<li>Identify a current millennial challenge and identify potential technology-based solutions</li>
</ul>

Engaging Your Millennium Workforce Using New Learning Technologies

digital

Digital &amp; AI

learning technology

ed.prentice

Accenture

Globalization has contributed significantly to its success; Accenture operates in 50 countries worldwide, 58% of its revenues come from outside the United States. Accenture’s strongest revenue growth comes from the BRIC countries. In the last three years, employee headcount has increased by almost 40% in emerging markets.
Functioning at peak efficiency in a globally integrated enterprise requires employees to be proficient in their standard common language: English. To be successful, employees need to understand complex business situations, work together efficiently, and communicate confidently and accurately. With a workforce spanning the globe, business at Accenture is often conducted virtually; without a common language, employees and teams can't collaborate, innovate, and serve customers effectively.

Early efforts to address this skills gap were local and fragmented, resulting in inconsistencies and cost inefficiencies. Accenture had multiple classroom providers for this critical skill area without uniform measurement, cost analysis, or benchmarking. Additionally, classroom training didn’t deliver an ongoing, long-term benefit, with just-in-time performance support, and could not scale to the organization's growing needs. Accenture needed a flexible solution to meet a broad spectrum of needs and could scale to address the tremendous growth projected in the very markets where English language skills are short supply.

Through a strong partnership between Accenture and GlobalEnglish at the strategic level and at the local level, the program has achieved great success. User survey results show that 82% of Accenture learners have used what they’ve learned from the service in their jobs. And participants like GlobalEnglish—91% of learners rate GlobalEnglish positively.

As a result of Accenture’s investment in the GlobalEnglish service, Accenture learners report saving an average of 2 hours per week because of their improved English skills, translating to $34 MM+ in annual productivity gains. Improved communication accuracy means less rework and waste; employees are also driving greater revenues through increased efficiency and an improved ability to meet customers’ needs. Further, key employees can now be considered in the succession-planning process, as future leaders are developing the English proficiency required to accept new responsibilities.

A Global Company, A Global Language

Integrated Talent Management

experiential learning

virtual classroom

kurt.olson

Northern Trust

In this case study, we will use a facilitated question and answer format to reveal the tactical approaches to global onboarding and the overriding and strategic framework driving the implementation of Northern Trust’s new Employee Orientation program.
Over the past several years, Northern Trust had grown to over 100 offices in 12 countries worldwide. This includes many different cultures in multiple time zones. As a result of continuous expansion in EMEA, Northern Trust had new hires in existing offices, new offices in new countries, and new employees due to acquisitions. In each case, but with the acquisitions, Northern Trust needed to orient these new employees to the company. This orientation had to include information about their job, systems, benefits, etc. and had to instill a feeling for the company culture.

Northern Trust is an old company with a rich history and culture. The foundation of this culture is “The Principles that Endure,” which drives how they conduct business and how they treat clients and employees.

Although nothing was necessarily predetermined, they knew 2 things:
<ul>
 	<li>They would have to utilize the web because of the geographically dispersed audience; and</li>
 	<li>It had to have a personal touch/human side, which led the team to prefer an Instructor-led component.</li>
</ul>
As a result, the learning solution incorporated a mixed-media approach, and it was just a matter of determining which medium for what information.

The design team needed to stay conscious of wording and phrasing in job aids for several reasons:
<ul>
 	<li>Regions use slightly different words or phrases to mean the same thing. For example, in the US, they used the term new hire. However, in the UK and India, they call them new joiners. So they wanted to make sure to use the same terms used in the regional offices.</li>
 	<li>Due to region and country-specific laws that drive local processes and organizational structure and systems issues, the team needed to customize some things at the region level. For example, while all regions use a new hire checklist and other job aids posted on an intranet portal, they have slightly different content.</li>
</ul>

Preserving Culture During Global Onboarding

blended learning

new hire orientation

Culture Change

christine.moffett

laura.bunte

employee experience

motorola

As our workforce talent changes, leaders today are challenged on many fronts; Multi-cultural Perspectives in Global Learning will focus on the following essential topics:

<ul>
 	<li>Key Areas/Professional Competencies of Talent Shortage</li>
 	<li>Sources of Talent -- the Traditional and the New Sources</li>
 	<li>Development Scenarios that Work in Developing Talent in a Compressed Time</li>
 	<li>Benchmark Organizations in Developing Talent for These Emerging Markets</li>
 	<li>Local Resources that Can Assist in Developing Talent</li>
 	<li>References for Developing Your Plan for Developing the Talent Needed in These Markets</li>
</ul>

Multi-Cultural Perspectives in Global Learning

career development

career path

competency model

accelerated leadership development

bill.wiggenhorn

benchmarking

An international business expert helps you understand and navigate cultural differences in this insightful and practical guide, perfect for your work and personal life.

Americans precede anything negative with three nice comments; French, Dutch, Israelis, and Germans get straight to the point; Latin Americans and Asians are steeped in a hierarchy; Scandinavians think the best boss is just one of the crowd. It's no surprise that when they try and talk to each other, chaos breaks out.

In The Culture Map, INSEAD professor Erin Meyer guides you through this subtle, sometimes treacherous terrain in which people from starkly different backgrounds are expected to work harmoniously together. She provides a field-tested model for decoding how cultural differences impact international business and combines a smart analytical framework with practical, actionable advice.

The Culture Map: Breaking Through the Invisible Boundaries of Global Business

dirk.tussing

culture

keri.kersten

kelly.wojda

international

ann.klaus

For fifteen years, Mike Rognlien has learned from some of the best (and some of the . . . not best) people in the corporate world. His tenure at Facebook, as a consultant to Microsoft, and at numerous other companies--from insurance to banking to Silicon Valley--taught him valuable lessons in responsibility, ownership and accountability, and the fine art of T-shirt printing. And now, with a mix of wisdom and rueful humor, he's sharing his accumulated work and life lessons with you. Yes, you.

Because if you want your career, and therefore your company, to be the best they can be, that's how you have to start thinking of them: as yours. You have to fully understand the role you play, the good and the bad impact your behavior has on all of the people around you, and the unconscious biases that can control your thoughts and decisions if left unchecked. You have to be sure that this is what brings you real fulfillment. You have to be prepared to fail spectacularly badly and recover with a flourish.

And you have to be ready to control your wrath when you're served duck twice in one week. (Trust us--the story does apply to you.)

This Is Now Your Company: A Culture Carrier's Manifesto

mike.rognlien

Unconscious Bias

inclusion

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