The document provides an agenda for a three-day conference on training and development at the Hotel Del Coronado in Coronado, CA from December 7-9, 2014. Day one includes sessions on aligning training with corporate strategy, developing leadership programs during changing times, and building an effective training team. Day two focuses on using learning to position a company as a responsible corporate citizen and engaging employees. Day three covers topics such as learning analytics, driving innovation, and optimizing training to keep it efficient and cost-effective.

1. December 7-9, 2014
Hotel Del Coronado, Coronado, CA
Sunday, December 07, 2014– Day One
11:00 – 12:15 Registration 12:15 – 12:35 Delegate & Solution Provider Brief
12:35 – 12:45 Chairperson’s Opening Remarks , Xerox
12:45 – 1:00
Speed Networking
1:00 – 1:40 OPENING KEYNOTE ADDRESS
The CEO Perspective: Aligning Training & Development to Corporate Strategy
The CLO role is highly impacted by the importance it is given by the CEO. CEOs have the power to not only approve
training and developing budgets, but also determine whether the CLO will be a nice-to-have asset or a strategic
business partner, strongly aligned with the company’s strategic growth planning. During this session we will hear from a
CEO who was tasked with building and transforming an Operational HR function into a Strategic HR function, which
included a Corporate University.
• Review first year expectations
• Hear why talent pipe line development was included inside the CU
• Learn how to link strategy with learning structure
• Discuss the importance of communication
• Learn how to use the CU to create brand and value
Aluisio Fonseca
CEO Americas
TETRA PAK
1:40 – 2:20 A Turnaround story: How to Develop a Full Leadership & Development Program During Changing Times
Being a great company to work for is the goal every enterprise dreams of, but few actually are worth the title. Aspiring to
be a great place to work while going through strategic and structural changes takes this challenge to a whole new, much
more complex level. Dish went from a narrow program training a few dozen senior leaders before 2012 to a structured
talent management program involving more than 2,000 managers and 20,000 employees while going through significant
product and service changes to become a new DISH.
• Implement a broader talent management program to help manage change effectively and seamlessly
• Gain more visible leadership commitment to evolving the way employees are treated and coached to increase
engagement and retention
• Receive new leadership tools to build high performance teams capable of new and different performance levels
• Increase cross-functional collaboration to help build business acumen and teamwork
Eric Wohl
VP Field HR Operations
DISH NETWORK

2. 2:20 – 2:50 Business Meeting 1
2:50 – 3:20 Business Meeting 2
3:20 – 3:40
Networking Break
3:40 – 4:25 Developing a New Training Team – Recruiting, Onboarding and Developing
As learning leaders upscale the talent development function, it’s critical to hire for and develop the skills and practices of
a team to align with the vision of a strategic talent development practice. In this case study, we’ll examine how the
American Cancer Society built a team of highly skilled learning partners and earned the respect and credibility of business
leaders, subject matter experts and learners throughout the organization.
• Examine hiring priorities and attributes for ACS and begin to identify your own
• Identify the “hiring for” competencies and the “train to” competencies and align onboarding framework for your
team
• Receive an overview of training the trainers – priority skills, content and evaluation
• Examine key factors of success for ACS and identify some of your own
Chris Perillo
Director, Training
AMERICAN CANCER SOCIETY
4:25 – 4:55
Business Meeting 3
4:55 – 5:25
Business Meeting 4
5:25 – 6:25 BRAINWAVE A BRAINWEAVE B
Leading Through Change
One of the biggest differentiators of high performing
leaders is their ability to inspire and lead change in
their organizations. As the pace of change
accelerates globally, organizations are challenged to
develop leaders with increased capacity to manage
uncertainty, demonstrate adaptability and lead in an
ever-more complex environment.
• Learn about leading in “VUCA times”, a
term the military coined for these times of
Volatility, Uncertainty, Complexity and
Ambiguity
• Learn and practice a mental model for agile
and adaptive leadership
• Experience the physical shift needed to
align with resistance in your organization
while maintaining positive direction (Verbal
Aikido)
• Discuss the 70/20/10 approach to
Designing eLearning that Works: How to Convert Window
Shoppers into Real Learners
‘tis the season for window shopping. Major retailers spend
countless hours and dollars designing beautiful window displays
for the holidays. But their success is not measured by how many
window shoppers pause on the street. The goal is to inspire those
window shoppers to take action. In the world of eLearning, we
often measure success based on window shoppers—or how many
employees pause long enough to complete a training course. We
look the other way when it comes to action. Our true success is
based on how many of those employees use the knowledge and
skills presented in the course.
Join this session for a lively discussion on designing for
performance and measuring real learning.
We’ll talk about creating eLearning that builds trust and
credibility, improves comprehension and retention, and calls your
learners to action. Bring your ideas, challenges, and success
stories!
Dawn Ferullo, The eLearning Company

3. development: how to realize exceptional
sustainable performance and retain top
talent
Michelle Hollingshead, Axialent
Andrew Cohn, Axialent
6:25 – 6:40
Networking Break
6:40 – 7:20
FLEXPATH: Learning That Fits Your Employees’ Life
You hear it all the time. Your employees need education that leverages what they’ve learned on the job, and focuses on
where they need to go. In addition, this learning must be self-paced so they have a direct path to meet their career goals.
Enter FlexPath. In August 2013, the U.S. Department of Education approved FlexPath, Capella University’s innovative
direct assessment program. This made Capella the first university to offer competency-based bachelor’s and master’s
degree programs that utilize an approved direct-assessment learning model as opposed to the traditional credit-hour
standard. In short, degrees are earned by demonstration of learning, rather than time spent in the classroom.
During this informative session, Capella University President Scott Kinney will take you through the FlexPath model and
how it makes college more affordable and accessible for working adults.
You will leave this session learning more about how FlexPath:
• Builds the career-enhancing skills employees and industry experts seek;
• Offers a self-paced curriculum;
• Has the potential to dramatically reduce the cost and time to complete a degree ; and
• Has provided a direct path to success for more than 100 students already adopting the program
Scott Kinney, President, CAPELLA UNIVERSITY
7:20 – 9:00 Networking Drinks and Dinner Reception
Monday, December 08, 2014– Day Two
7:30 – 8:00 Networking Breakfast
8:00 – 8:10 Chairperson’s Recap
8:10 – 8: 50
Using learning to position a company as a corporate citizen
In this session, learn Starbucks’ breakthrough approach to using its scale for good and creating a breakthrough approach
to learning for its 200,000 “partners.”
Dayna Eberhardt
Vice President, Global Talent Development
STARBUCKS
8:50 – 9:50 ROUNDTABLE DISCUSSIONS

4. A: Running Learning & Training Like a High
Performance Business
In a post-recession environment where many
organizations are rebuilding their L&D capabilities or
rolling out new training tools and software, there has
never been a greater emphasis on ensuring that
investments in learning architecture drives real
commercial impact. The construction of the function,
and selection of the right L&D solutions, is critical to
driving these outcomes and to helping your company
achieve a competitive edge. This roundtable will;
• Receive examples of how leading F500
organizations are rethinking L&D
• Learn how to manage training , and retain
talent with unprecedented efficiency and
scale
• Obtain tips to consider when creating or
augmenting your L&D architecture
• Leverage engagement for your employee L&D
plans
• Drive improved effectiveness and efficiency
of L&D
Edwin Miller, CEO, 9Lenses
B: Your Knowledge Is Walking Out the Door – What Are You
Doing About It?
When employees retire, leave the company, or simply transfer
to a new department, how much knowledge is actually being
retained? Why is it so hard to capture this knowledge and
transfer it to others before it is too late? Providing intuitive
tools that can be utilized as part of an employee’s everyday
workflow, rather than an extra task, is step one to addressing
this serious issue.
John Veit, Executive Director of Global Sales, TechSmith
C: Show Me the Money
Virtually every state plus the federal government along with numerous foreign governments have programs to reimburse
companies, in whole or part, for the cost of training their own employees. This roundtable will give a brief overview of
the history of these programs with a primary focus on what is required to access these funding sources and once funding
has been secured what type of compliance is required."
Terry Hansen, Principal, Hickey & Associates
9:50 – 10:20 Business Meeting 5
10:20 – 10:50 Business Meeting 6
10:50 – 11:10 Networking Break
BRAINWEAVE C BRAINWEAVE D
11:10 – 12:10 The Millennial’s Water Cooler: Embracing Disruptive
Technologies to Improve Collaboration, Knowledge
Sharing & Innovation
Can an outsider learn more about happiness in your
company from Facebook then from your existing HR
Information Systems? Social networking and mobile
devices are the new proverbial water cooler.
Conversations about life, work, ‘you’ are happening
For Sponsorship Details Contact Austin.Stevens@iqpc.com

5. on-line in our always-connected-world. To a big
degree we owe that transformation to the influx of
Millennials in the workforce, but employees of all
generations have quickly caught up. Isn’t it time for
you, as a Talent Development professional, to actively
participate in that conversation?
You can put disruptive technologies -- like the ones
mentioned above -- to work to:
• Capture formal and informal knowledge,
share it, have it accessible when needed
• Improve employee engagement across
generations, and
• Drive cultural transformations that foster
constant innovation
In this session you will hear about companies that
have successfully done that and will discuss with your
peers the obstacles and challenges you face and
exchange ‘tips & tricks’ that have worked for you.
Amar Dhaliwal, Chief Evangelist, Saba
12:10 – 12:40 Business Meeting 7
12:40 – 1:20
Ignite, Spark the Fire Within Your Employees: An Exercise in Branding
• Define, brand and market your organization’s Learning value proposition
• Increase employee ownership of their own development
• Redefine Learning as a business imperative, not an HR initiative
Pamela Puryear, PhD
Vice President, Organization Development & Chief Talent Officer
Hospira
1:20 – 2:20 Lunch Sponsored By Capella University
MASTERCLASS A MASTERCLASS B
2:20 – 3:05
Learning Analytics: Become the Competitive
Advantage
How learning organizations use the latest science to
turn every employee into a top performer
Today, learning organizations have an opportunity
to become so effective that they become the
competitive advantage for their company.
We are beyond only measuring learning results. We
have entered the era of big data and analytics.
Learning organizations are uniquely positioned to
impact both critical business metrics and
organizational performance with preciseness. What
Using Learning Campaigns to Drive Change and Deliver Results
Let’s remind ourselves why we are in the learning business. We’re
all here to change behavior and improve performance.
Unfortunately, the typical one-off approach to the delivery of
training all too often comes up short. Taking inspiration from
leading brands whose widely-known messages and values are
communicated through ongoing, high-impact, multi-platform
media campaigns, leading organizations are embracing learning
campaigns to drive change and deliver results.
So what is a learning campaign?
• Learning campaigns engage their audience to open them
to the potential for change.

6. are the implications for Learning organizations
globally?
We'll tell you all about the new expectations placed
on Learning and how to not only survive this sea-
change but how to thrive. In this Master Class, we'll
cover the following topics:
• Define the implications of Big Data on
Learning
• Share how we leverage learning analytics to
drive ROI of learning programs at IBM
• Discuss how other organizations use
learning data to drive business results
• Provide an action plan to get started on
your learning analytics journey
Cynthia Gee, Executive, IBM Global Business
Services
Sandra Misiaszek, Learning Analytics Program
Manager, IBM
• Learning campaigns use a range of channels, media and
design models to teach skills and reinforce key
messages.
• Learning campaigns evolve by responding to early
feedback.
• Learning campaign achieve measurable results.
Hear first-hand how AbbVie and Warner Bros. are using learning
campaigns in their organization.
Paula Moses, Ph.D., Director Regulatory Affairs Training, AbbVie
Theresa Barnts, President, Bonavox
Steve Lowenthal, US CEO, Kineo
3:05 – 3:35 Business Meeting 8
3:35 – 3:55 Break
3:55 – 4:25 Business Meeting 9
4:25 – 4:55 Business Meeting 10
4:55 - 5:35 Innovate or Perish
During this presentation you will learn how to define innovation and how to apply the concepts of innovation to the
education/training space. This will be an interactive session where participants will be educated on the 5 keys to
innovation including;
• What is innovation?
• Innovation is not genetic, but rather, can be learned
• Innovation challenges in education/training space
• 5 keys to innovation
Dr. Raj Ramachandran, Vice President, Enterprise Solutions, Apollo Education Group
Track A Track B
5:35 – 6:10 Aligning Learning & Training With Corporate
Goals
Proving & Improving the Value of Employee Engagement &
Culture

7. Mandatory Training: How Hard is it to be
Compliant?
As requirements from the regulators constantly
change and demand increases, training &
development executives face the challenge of being
fully compliant while keeping costs low and making
sure they know which employees need to be trained
on what. To top those challenges, they face
resistance from employees who don't see the
training as useful and therefore have a harder time
engaging them.
• Learn how to control costs with regulatory
trainings when it changes often and
requires constant updating
• Minimize the impact of increases in
training requirements
• Determine who to train and for what tasks
• Learn how to engage employees in
trainings that don't relate to their day-to-
day jobs
Samantha Hammock
Vice President, CLO
AMERICAN EXPRESS BANK
Evolving Performance Management
Competitive differentiation and strategy execution depend on
performance management and talent development. An
integrated approach ensures feedback culture and readiness for
change.
• Increase your understanding of performance
management concepts
• Align performance management with business needs and
employee engagement
• Integrate development planning and performance
management to address organizational capabilities
Anika Gakovic
Vice President Organizational Effectiveness
Oppenheimer Funds
6:10 – 6:50
Scenario Sessions
6:50 Cocktail Reception Followed By Dinner
Tuesday, December 09, 2014 – Day Three
7:30 – 8:30
Networking Breakfast
8:30 – 8:35 Chairperson’s Recap
8:35 – 9:15
Driving Impact in L&D: Critical Success Elements
What does it take in today's changing business to make an impact for your organization? How does one stay pace with a
rapidly changing L&D landscape? What are the structural implications for this changing world? What is the most
effective way to promote business alignment? How to craft metrics that matter? What are the new technologies
available and what can they do for us? We will discuss these and other questions in this wrap up session that will get
CLOs ready for the next step in developing their areas.

8. • The changing L&D landscape
• L&D structure
• Metrics and evaluation
• Business alignment
• Tomorrow's technologies
Annette K. Thompson
SVP & Chief Learning Officer
FARMERS INSURANCE
9:20 – 10:00
Fireside Chat with MetLife Leader
Join us for an intimate discussion on how culture and learning support business transformation.
Kate Day
Vice President, Workforce Enablement Global Technology & Operations
MetLife, Inc.
10:00 – 10:30
Business Meeting 11
10:30 – 11:00
Business Meeting 12
11:00 – 11:30
Business Meeting 13
11:30 – 12:10
Optimizing Training: Keeping Learning & Development Efficient & Cost Effective
Most training programs unintentionally over-complicate and under-deliver. Enhance your organization’s ability to out-
teach its competition! Learn in this session how to optimize training, saving both time & money while ensuring people
are properly developed to promote growth and foster innovation for the future.
• Less is More – Making the Complex Simple
• Transforming the archetype of a “training event” to a Learning Process
• Providing “Just in time Learning”
• Knowing where and when to spend your training dollars on Outsourcing vs Internal Development
• Critical components to maximizing & leveraging any outsourced project
• Ensuring Alignment of all Learning & Development Practices to the Company’s Strategic Objectives
• Reporting results – Delivering a greater ROI
Gina Marcoff
VP, Training & Development
PEI WEI ASIAN DINER
12:10 – 12:50
A Remote Workforce: How to Engage and Influence People You may Never Meet
As an employer of 50,000 people, most of them working remotely, learning & development challenges for ResCare can
be a challenge! Nonetheless, the company has come up with a strategy to not only make sure they hire people who share
the company’s vision and mission, but also to train and develop these remote, care giving employees.
• Training vision – enhancing lives
• So you want to be a care giver?
• Transforming our approach
• Mobile training as a sine qua non tool
Tom Heetderks

9. Vice President HR / Talent Management
RESCARE
12:50 Closing Remarks from the Chairperson & End of the 2nd
Annual CLO Exchange

10. Vice President HR / Talent Management
RESCARE
12:50 Closing Remarks from the Chairperson & End of the 2nd
Annual CLO Exchange