What do you know, and how fast do you know it? This is a fast paced contest with our high energy host, music, and TRIVIA of course. Individuals earn points for being correct, but more importantly you earn EXTRA points for being correct faster than your opponents. So join us for this ENERGETIC & FUN start to the conference. Stop by the FUN Enterprises, Inc. Exhibit booth to find out more about this and other programs.

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This thought provoking session introduces vital historical information on race & racism, how racial trauma gets passed down, and how racial conditioning affects us at the levels of mind, body, spirit and emotions. This is an essential primer for understanding the true history of race and how we can begin healing ourselves and transforming our relationships and workplaces. Attendees will leave the session inspired and prepared to lead their HR departments and companies forward.

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It’s often said that change is the only constant, and this could not be truer when it comes to the world of work. Afterall, 2020 brought about immense changes in the way we communicate, collaborate, and interact with managers and peers alike. Maintaining the psychological contract plays a vital role in the success or failure of organizational changes and shifts. In this presentation we will discuss the concept of the psychological contract at work and explore the (often forgotten and misunderstood) exchange relationship that has a myriad of impacts from both the employee and employer viewpoints.

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The highest achievers reach the top with the help of their networks. They know their strengths and they know when to ask for help. The most successful businesses will increasingly be those who create a working culture where everyone feels encouraged to share, to admit that they don’t know the answers and to seek solutions from across the organisation. For his new book Just Ask, Andy Lopata interviewed business owners, senior executives and individuals in a range of fields, including sports, the arts and politics, across the world about how vulnerability and openness has impacted their journey. In his talk, Andy shares some of the powerful stories that came out of this research and explores the impact on individuals and businesses going forward.

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We know that business can’t exist without HR – so why is it so hard for leaders to see that? Human Resources professionals have to take control of the conversation and demonstrate their value every day – and it’s not all that hard to do! They may see you as an administrative person who gets benefits cards and runs payroll, but you know that your daily actions control 60% of their total budget or more! Looking at the future of organizations, the new workplace systems and competencies we will provide tools for HR leadership that will demonstrate why HR MUST be at the decision making table. Join us for practical solutions to issues that will drive value every day!

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Effective managers are the key to any organization succeeding. Strategic leaders are necessary if you are looking to bring a strategic edge to your organization. Transforming successful managers into strategic leaders through training and development is a key component. This presentation will show you how to build the basic skills of your managers and then transform those managers into successful leaders that operate with a strategic, value-added, success-based, and personal and professional growth-minded focus. The outcome will be organizational leaders who are more effective and a workforce that is motivated, educated, and turns over infrequently.

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Paid-leave regulations seem to grow more complicated each year. As support grows for national paid family and medical leave, some states, cities and individual organizations are already adopting measures of their own. This proliferation of new and changing regulations can make compliance a challenge.

This session will get you up to speed on any legal developments regarding paid leave laws in New England and clarify your obligations. You will leave with practical advice on compliance and administration.

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A genuine commitment to diversity, equity and inclusion (DEI) in the workplace is imperative for any organization and critical to organizational survival. As changing U.S. demographics, current events, increasingly diverse workforces and applicant pools, and a nonstop news cycle converge to produce significant business risks, organizations would be well-served to ensure that their DEI efforts are timely, agile, thoughtful, and thorough. Join us for a unique train the trainer presentation to understand DEI action plans, diversity statements, and DEI committees as well as what to think about when planning training for your organization. In this session, we will review the hot topics of which organizations must be aware in conducting their DEI efforts in 2021.

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Henry Ford once reportedly posed this question: “Why is it every time I ask for a pair of hands, it comes with a brain attached?” Contrast this to Taiichi Ohno’s quote, “People don’t go to Toyota to work, they go there to think.”

The important difference is having a highly-engaged versus a disengaged workplace. Consider these facts:

• 3.5 million people in the USA quit their jobs every month

• 67% of employees report feeling disengaged from their jobs on a daily basis

• 76% of employees report “feeling tired” at work (15% have actually fallen asleep!)

Work is hard enough; trying to do so with an unmotivated, tired, overwhelmed and overworked team is impossible.

In this interactive program, we expand upon the real reasons people come to work and what you can take action on immediately to create an organization people can be excited about coming to. We’ll share proven tools and techniques that will help you garner support for your change, giving you the absolute best chance for sustained organizational success.

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After a decade of historic growth, America’s aging workforce has been blindsided by the unprecedented disruption caused by the Covid-19 pandemic. Many older employees have had to rethink their retirement plans- including the Social Security & Medicare filing decisions upon which they are often built.

This fast-paced, engaging presentation looks at the Social Security & Medicare basics that are in play for older employees, then explores some of the specific challenges that have emerged as this group attempts to navigate the complex eligibility and enrollment landscape where retirement & healthcare benefits intersect with Social Security & Medicare.

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Any team, whether it’s in healthcare, sales, customer service, operations or administration, is only as strong as its weakest link. If any member of the team is not accountable and fails to follow through on commitments, the entire team suffers. Accountability is not just a popular buzz-word. It’s a mind-set and a skill-set that can be learned and practiced until it becomes a discipline and then a character trait.

This program gives you the tools you need to create an environment wherein everyone on the team trusts when a commitment is made, there will be follow through.

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What is the key to obtaining sound and fair findings at the conclusion of a workplace investigation? The information learned during the witness interviews. HR professionals who are conducting investigations quickly learn that obtaining information from employees and others requires training and a unique skillset to ensure that participants have faith in the process and fairness and impartiality of the outcome. Investigators must understand how to interview witnesses, including how best to structure an interview to obtain the most information possible through careful and thoughtful questioning and analysis of the available evidence.

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With the Big Reset, every company is having to navigate this uncharted terrain by completely re-imagining and re-engineering the employee experience, including the future of work.

Maximizing employee experience is a major strategic and competitive advantage, making them unstoppable and irresistible.

However, most companies are doing a poor job. Gartner research found that only 13% of employees reported being fully satisfied with their experience.

It comes down to understanding the human performance equation and how to quickly maximize it in this ever-changing and unpredictable landscape.

Attendees will also gain tools to lead, support, and inspire employees, managers, and leaders.

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This session digs deep into the brain science of unconscious bias and unintentional organizational discrimination (policy and practice). We’ll debunk common misconceptions about bias in a way that welcomes everyone into the conversation. We’ll explore how bias and discrimination show up in the workplace and focus on equipping participants with tools and tactics to navigate challenging situations and difficult dialogues around these topics. We’ll build awareness of the impacts of judgments in the workplace and develop skills to improve how we make judgments in order to prevent issues that negatively impact diversity and inclusion efforts.

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Never before has leadership clarity and influence been so critical to so many. In these rapidly changing times, they are essential factors in mobilizing and motivating teams everywhere. Despite the progress many leaders have made since the onset of the pandemic, most leaders would agree that this period of great uncertainty demands true leadership at its highest level. It also requires us to create a “new normal” context that inspires hope among those we lead. In order for leaders to fully align their capacity with the evolving tides of leadership, they must first examine their own leadership formula and its impact on team morale.
 

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In Real Estate, we think about Location, Location, Location. When it comes to managing your global HR operation the mantra is Different, Different, Different; as in everything is different based on the countries in which you are operating and the regulatory changes that seem to happen every day. In this session, Mike Butler will share some trends in global expansion; help you anticipate global HR complexities and avoid nasty surprises. Don’t assume you will have a talent pool on your doorstep when you head overseas. Important therefore to retain the dreams of those important overseas employees.

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Stress, burnout, turnover, and interpersonal conflict are occurring at epidemic levels within the workplace. As organizations manage the new demands and uncertainty of business in a COVID-19 reality (and beyond) it is more important than ever to infuse meaning, gratitude, and support into your work culture. In this virtual) presentation, burnout & meaningful work expert, David Shar uses the power of story, humor & interactivity highlighting the latest research in Industrial / Organizational Psychology to explore tactics and benefits of creating a supportive and mission-driven workplace culture.

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Let’s Talk Strategy – Developing Your HR Plan!

Are you tired of always reacting to the next HR issue?

Interested in plotting your 1-3 year HR strategy?

Regardless of the size of your HR department, we provide you with the approach and best practices for developing your HR strategy.

It is easy to get caught up in day-to-day priorities, making it challenging to identify and execute on the strategic priorities of the organization. This session will outline best practices in developing and executing your HR strategy, taking into account resource constraints.

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Since I have been doing this work, when was the last time I spent time walking in the roles of those served by our efforts — who did not look like me?

Have I recently entrusted someone else of a different background / ethnicity / orientation with something very important, knowing that they may not have the tools / network / access to complete it as well as I; yet I entrusted them anyway knowing that the process would be good for their personal/professional growth, as well as my own?

If I am being honest, have I taken measures to be aware of my own internal biases?

As professionals, we must be intentional about our individual efforts towards growth and development.

That’s because those who are improving, help others to improve also —or in other words, “Better people, better People.

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While getting people back to work is crucial for a devastated economy, initiatives that incentivize employers to hire ex-offenders, in addition to regulations that limit applicant information present their own unique challenges for employers in providing safe workplaces. In this session, we will review various laws and regulations, including Ban the Box and Bans on Pre-Employment Marijuana Testing, and how to best ensure compliance. We will also discuss best practices and actionable steps to minimize the risks associated with negligent hiring claims.

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As HR leaders in the ever changing workplace, we are often tasked with engaging with the organizational workforce.It is beneficial to have training targeted for the most vulnerable employees, those in mental health crisis. In this session, attendees will learn QPR techniques in identifying someone in crisis, nurture a peer or colleague who is in mental health crisis, and respond to cues which could lead to death by suicide. Observe techniques on how to save a life when persuading a peer, colleague to seek assistance from a trained mental health professional. Learn how to implement such training in your workforce on a limited budget.

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You are stretched. Your teams are stretched. But what are your next steps to ensure that you stay resilient, engaged, and productive through this big disruption?

The global pandemic has created situations and scenarios that we have not confronted both professionally and personally. But the ability to apply a disruption-friendly mindset to these shifts will be necessary to engage teams and retain personnel . TriState SHRM professionals will learn a resilience skill set to move through transitions while continuing to produce.

While sharing her 3-R method for resilient behaviors (React, Reframe, Re-energize), Ms. Parry will reframe how we look towards the future in a post-pandemic world. Participants engage in the topic with interactive exercises and will leave with their own plan to build resilient behaviors.

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The HR Guide to U.S. Immigration Visas and Green Cards post COVID-19. A comprehensive overview of seven U.S. work visa types, as well as employment-based green cards. The important details of each visa and green card category are covered in this guide, which is divided into two sections: visas meant for temporary stays in the U.S., and green cards intended for permanent residency. Session also covers new changes being implemented due to COVId-19 and its impact on the immigration law practice.

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Workforce statistics regarding the lack of management training in the workplace and their result on employee engagement continue to go unaddressed and therefore unchanged. There is a critical need for consistent, effective management training particularly related to soft-skills and managing the HUMAN element. Lessons From The Butterfly highlights essential soft-skills required to improve the Human connection and ensure “no matter how tough the conversation, every employee walks out of your office with their dignity intact.”

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While job descriptions may not be everyone’s favorite topic, for HR professionals they are the bedrock of the recruitment process and play a critical role in the evaluation of ADA reasonable accommodation requests. Additionally, as HR professionals consider their workforces and job responsibilities and duties post-pandemic, job descriptions will likely surface as employees weigh in about how (and where) they want to work.

Join us for a special craft cocktail making experience. We'll craft two cocktails under the direction of professional virtual mixologist David Bell of Bar Spoon & Beaker. Attendees will receive a detailed list of ingredients and supplies to prepare these amazing cocktails. Invite your spouse, partner, friend, or neighbor to join you! This is a fun, interactive event you won't want to miss! Pre-registration is required. A special thank you to our sponsor, Hooker & Holcombe.

Yes, there’s something you can do about it! Learn simple techniques to soothe “brain frazzles," relieve muscle strain (especially in the eyes, neck and shoulders), and bring greater calm and clarity into your work day. This brief session will be followed by open discussion with fellow conference attendees. Stop by the FUN Enterprises, Inc. exhibit booth to find out more about this and other programs.

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There are dangers lurking everywhere in the hiring process. Your employees need to be safe. Therefore, who you bring on board cannot pose a danger to anyone. While thorough background investigations can assist with avoiding a negligent hiring lawsuit there are mine fields to navigate on the applicant side pertaining to HR compliance and avoiding lawsuits. This presentation teaches how to maintain a healthy, happy workforce while avoiding the HR occupational hazard of employment litigation. . How to mitigate risk, avoid discrimination lawsuits and remain in compliance through all aspects of hiring and human resource management will be reviewed.

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n the workshop How to Have Candid Conversation: Diversity, Equity, and Inclusion…”Are you ready to talk?”, the audience will participate in an interactive training, that will help them think differently about Diversity, Equity, and Inclusion. We will remove misconceptions, and stereotypes and engage in thought provoking dialog that will be the catalyst for change and acceptance of everyone in this high-octane social unrest environment. I guarantee that the audience will leave with at least 5 to 10 practices and principles they can activate in their personal and professional lives immediately.

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As humans, we all crave connection: to be seen, heard, and understood. Creating cultures of connection takes intention and awareness. In this presentation, participants will hear and experience practical and tactical ways to foster connection in their teams. They’ll also discover the mayhem that results when connection crashers come into play: those words, phrases, and behaviors we say and do that slowly chip away at connection, and learn what to do instead.

The result? Relevant and actionable concepts that participants can implement immediately to foster trusted relationships, take ownership of their impact, and create a collaborative culture. The result? Practical, relevant, and actionable concepts that participants can implement immediately to foster trusted relationships, take ownership of their impact, and create a culture they can be proud of that engages their team.

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The Five Behaviors EVERY Team Needs To Be A High Performing Team. This fast paced, lively session introduces the five key components for any team that wants to achieve outstanding outcomes. This simple framework, based on the international best-selling work of Patrick Lencioni, when implemented consistently.

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Join us for this Employment Law Update highlighting hot issues for each of the three states (CT, RI, MA) and how the states compare with each other!

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One of the most misrepresented topics in the talent acquisition space is the use of culture fit as a criterion for selection. During this session we will discuss why culture and hiring for culture fit matters for organizations; common, but misleading criticisms of hiring for culture fit; and proven steps participants can easily apply to address these common criticisms. By applying these steps to your hiring processes, organizations can increase candidate engagement and diversity, improve the quality of new hires and significantly reduce employee turnover.

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Change, uncertainty and disruption are guaranteed – especially now. But growth and progress are not. How you deal with this ever-changing high stress pandemic and post-pandemic world is completely up to you. You have a choice. Your people have a choice. Your organization has a choice. You can stay stuck or develop a Momentum Mindset® so that you can boost the resilience of yourself, your team and your organization.

In this session, Kim shares her own stories of resilience in life and business with healthy doses of vulnerability, humor, and motivation. She will share strategies to boost team resilience so that your teams are ready to push past limited thinking and use their challenges as the fuel needed to propel them forward – stronger and better than before.

Leave this program equipped with the tools you need to help others think differently, conquer and adapt to change and challenges and create the everyday resilience required in this ever-changing complex pandemic world to build momentum no matter what.

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Our workforce has entered the Experience Age. Our employees now expect work to help them grow as people and they are no longer focused on information anymore. The lines between work, play and personal growth are blurred.

In the Experience Age, Organizations must know how to attract, motivate and retain talent that helps people grow and experience more of who they are. Successful Organizations in this age build People Strategies that are compatible with Growth Strategies, making rapid growth smooth and sustainable.

Organizations still using “churn and burn” Information Age tactics to hire and motivate employees will experience a talent shortage, and the hallmark “people problems” that prevent them from breaking through their revenue ceiling, causing negative growth.

This seminar will help you begin to discover the wealth of talent right before your eyes, when you move your People Strategy into the Experience Age.

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With the increased adoption of new technologies, the Covid-19 pandemic, automation, and an ever-disruptive global economy, the modern workplace is in a state of flux. As a result, today’s companies are facing major challenges that will affect how they do business and compete for the best talent. In this presentation, you will hear the top workplace trends that will change the way you view your corporation, help you better prepare for the future, and improve your talent management strategy. You will learn what each trend means for your business, case studies from companies who are already implementing programs to take advantage of these changes, and tips on how your organization can be at the forefront of this new movement. For the past eight years, Schawbel has published an annual list of workplace trends. The trends are selected based on primary research from Schawbel’s firm, secondary research from hundreds of different sources, and conversations with his network of HR executives.

Live Conference Close (prize drawings, wrap-up, and important announcement for 2022)!