Tina Robinson
Founder
WorkJoy
My search for self began on my 39th birthday. Sitting in the psychiatrist's waiting room, I completed the intake paperwork, answering questions like "Are you hearing voices?" and "Are you here under court order?" (The answer to both was "no.") My exploration continued through the personal (assessments), the professional (coaching), and the metaphysical (astrology). To be the boldest brightest versions of ourselves, we must find the courage to identify and honor our strengths, preferences, and desires. In this fierce and funny five-minute talk, Tina will share her personal "who am I" journey and share suggestions to guide your own search for self.
About Tina Robinson
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Founder
WorkJoy
Susan Howington
CEO
Power Connections Career Services
Executives who behave badly in the workplace tend to present a complicated issue for the organization. This is the case because 1.) The Executive is in their position typically because they are good at whatever it is that they do or they have key relationships with important customers 2.) The CEO has a relationship with the Executive and doesn't want to rock the boat and therefore, keeps hoping the Executive will change their behavior 3.) The Executive usually has very good reason why the situation "warranted their behavior" and is not easily convinced that their behavior was unjustified. This loop of bad behavior and getting their hand slapped continues, sometimes for years ....... until a victim of the behavior seeks legal retribution. Then, the CEO out of exasperation, wants HR to "fix" the situation by fixing the Executive. Does this scenario sound familiar? This presentation will cover the 3 most prevalent characteristics Executives who behave badly have in common and what to do about them.
About Susan Howington
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CEO
Power Connections Career Services
Lindsay Benitez
Sr Director, Talent Management and Development
Known
How do you retain employees when they are inspired pandemic survivors, rising entrepreneurs, and full of choices to make about not just their careers but their lives?
Especially at a time where attention spans are just as long as a goldfish’s, companies are challenged with retaining, engaging, and building any loyalty with their workforce. My talk provides four key strategies every HR leader needs to embrace and get buy-in from their leaders to engage a cross-generational and cross-cultural workforce.
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Sr Director, Talent Management and Development
Known
Lee Chernotsky
Creative Director
E3rdW
Sign(if)I-can(t) Growth: Dynamic and interactive experience that will encourage attendees to craft their own A.I (Authentic Interactions), professional growth and employee retention tools.
No more small talk - Especially when it’s business time!
Discover invaluABLE tools for jamming and strategies for sharing what we are able or not able to do... How do you spend your Time?
About Lee Chernotsky
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Creative Director
E3rdW
Jodi Wellman
Founder
Four Thousand Mondays
This session provides an inspirational, action-oriented approach to showing up as the kind of leader whose impact resonates and influences even after you’re out of the picture. You’ll get strategic about your values, personal brand, and long-term vision that will outlast you when you have moved on from the business (because of a promotion, merger/ acquisition, retirement, or other exit). You’ll also learn strategies to inspire the leaders around you be more deliberate and impactful with their leadership footprints.
In this interactive talk—rooted in the science of positive psychology—we’ll use your mortality as a motivator to live AND lead with intention. We’ll get you zeroing in on the fact that you won’t live forever—or be a leader in your organization forever—and we’ll use that crucial awareness as the spark plugs to start living and leading even more successfully.
About Jodi Wellman
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Founder
Four Thousand Mondays
Ajit Dodani
Empathy Strategist
EmpathifyU
On Monday May 27th, 2013, if I had taken a cognitive profiling test, it would have classified my brain very close to neuro-typical. The “incident” happened on Tuesday. Wednesday I could not control my brain. Later that week I was diagnosed with PTSD.
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We live in a world where individuals experience and engage with their surroundings in diverse ways bringing unique perspectives, talents, and strengths to society. This concept is known as neurodiversity, which encompasses conditions like Autism, Dyslexia, OCD and PTSD.
Neurodiversity emphasizes that there is no single "right" way of thinking, learning, and behaving. These differences should not be seen as deficits but rather celebrated as valuable contributions to our society.
15-20% of the world's population is neurodiverse. To add to that, cases of individuals showing PTSD symptoms have surged from 3.5% in 2019, to 26% in 2023!
With 1 out of 4 of the US population impacted, understanding and supporting neurodiversity is not only a moral imperative, but it also has a profound impact on the experience of all employees. By equipping our teams with the knowledge and tools to support neurodiverse individuals, we can create an inclusive and empowering environment for every individual on our team.
I worked through my own neurodiversity and in that process built on a framework on top of existing science and research. Today, through our framework “Supporting Neurodiversity at Work : An Empathy Based Approach” we talk about:
1. Embracing Neurodiversity as a Superpower
2. Allyship in a Neurodiverse World. From recruiting, to coaching and growth: how do we create workplaces where everyone feels like they belong.
Through stories, science and strategies the audience understands how embracing neurodiversity at work inspires:
1. Empowered Teams
2. Enhanced Learning
3. Holistic Learning & Development
4. Cultivating a Culture of Empathy & Understanding
5. Future Success and Employability of our teams
"Neurodiversity isn’t something to be "fixed ", it is something to be understood and accommodated." Judy Singer, who coined the word Neurodiversity
When we solve for the outliers we solve for all!
About Ajit Dodani
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Empathy Strategist
EmpathifyU
Rosario Acero
Recruiting Coordinator (Previous)
Currently Searching
Going Beyond Personal Freedom: How Can We Apply the Four Agreements at Work -How I came across Miguel Ruiz's "The Four Agreements"-personal anecdote
-What are the Four agreements:
1. Be impeccable with your word.
2. Don't take anything personally.
3. Don't make assumptions.
4. Always do your best.
-How to apply each one as we recruit, hire, and retain talented and engaged employees
About Rosario Acero
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Recruiting Coordinator (Previous)
Currently Searching
