I spent last week at the Brandon Hall Group Excellence Conference, and it was an incredible event. Yes, I’d say that even if I wasn’t working for Brandon Hall Group. :-) I wanted to take time today to share a brief summary so you can get a sense of what was discussed, since most of you couldn’t be there.
I wrote about several sessions from the conference, and you can find notes and links to the full articles below. I’ll be sharing more over the next week–I’m still processing the conversations, sessions, and comments and trying to make sense of it all in the midst of getting over sleep deprivation. :-)
Talent is a Business Area, Not an HR Area
Start talking about competency management in terms of business impacts, not just "HR" terms. #excellence15
— Ben Eubanks (@beneubanks) January 28, 2015
The first session I sat in on was the integrated talent management workshop. Attendees learned how to build a talent management strategy and some of the key pieces to include based on our research. For example, the top two talent concerns for businesses today:
Sustaining employee engagement (30%)
Developing high potential leaders and succession management (27%)
Read more:Â Talent Management is a Business Function
Developing Leaders Requires Effort
My favorite session on day two was a leadership development panel. I liked it because it wasn’t focused on selling me the idea of leadership development–it instead helped to offer insights into how to actually do it. As a practitioner I always had these kinds of questions:
- What does leadership development look like?
- How do we measure it?
- How do we know if itâ€™s working?
- What should a program include?
@Madtarquin "Leadership development doesn't work unless you are measuring and adjusting to find what works for you." #Excellence15
— Ben Eubanks (@beneubanks) January 29, 2015
Read more: Leadership Development Panel Insights
Getting Your Hands Dirty Unconference Session
The last session of the event, and one that I co-led with Trish McFarlane, was an unconference session. It worked out well because we had a group large enough to spur some great discussion but small enough to giveÂ each person an opportunity to share their input. We discussed learning challenges, talent issues, and more. I hope to write a full follow up post just to that session in the next week or two, because I want to highlight the unconference format and how you can use it in your daily work (hint: not your average boring meeting).
One of the Best Things, As Usual
One of the best parts of the event was the level of personal connection with attendees, sponsors, etc. I always love coming away from these events with new friends, and this was certainly no different. I also ran across an idea or two for some new research I hope to carry out in the coming year, and that has me excited as well.