2010 Best of Organizational Development Summit - Chicago, IL (September 22nd – 24th)

1. Resetting OD for the New Normal
September 22–24, 2010 • Chicago Fairmont
Be global Build trust Develop leaders Get results
Best tools Participants Communicate Learning tracks
Alumni network High potential Expert presenters Drive change
Warner Burke Dana Gaines Peter Block Lifetime
Robinson Achievement
Phil Harkins Marshall Elliott Masie Frans
Goldsmith Johansson
www.linkageinc.com | 781.402.5555
Gold sponsors

2. Resetting OD for the
New Normal
September 22–24, 2010
The Chicago Fairmont About the 2010 Summit
With an ever-changing economy and technology market, companies
recognize that it has never been more important to re-evaluate, re-
energize, and innovate on the models, tools, and strategies they are
Table of contents using to improve and stabilize their organization. That is why The 2010
Best of Organizational Development Summit will focus on Resetting OD
Summit details.................. 3 for the New Normal.
Whether you are an experienced OD practitioner or new to organization-
Summit schedule ...........4-5
al development, this program will help you identify ways to reassess,
redesign, reengage, and reconnect your organization.
Keynote speakers...........6-7
Complimentary
coaching .......................... 8
Model for High Impact OD
Pre-Summit
workshops ........................ 9
Assessment,
Measurement,
and Evaluation
schedule (AME) ............... 10
GOLDeN Network ............ 12
Advanced
Practitioners
Think Tank ...................... 13
Learning teams ............... 14
Track overview ................ 15
Concurrent
sessions ....................16-23
Sponsor education
sessions ......................... 24
“
The Marketplace ............. 26 Blew my mind.
Julie Boardman // Senior Manager
Registration
of Operational Development,
information ..................... 28 Nintendo of America
Follow us online:
Twitter.com/LinkageOD Facebook.com/Linkage.OD www.linkageinc.com/YouTube
2 www.linkageinc.com/od

3. Summit details
Why attend? Why register now?
Today’s OD/HR professional must prove their Our Summit has limited seating and a limited
ability to adapt to an ever changing environment. amount of reserved hotel rooms and has been
To do this, they need access to trends, peer filled to capacity year after year. It is important to
networks, benchmarking, and best-in-class tools reserve your Summit seat as soon as possible to
and models, which will enable them, and their take advantage of our early bird 10% registration
company to grow. Participants of The Best of discount and decrease costs for your organiza-
Organizational Development Summit will receive tion.
valuable tools that their company can’t afford to
miss.
Participants will benefit
Who attends? from:
Our Summit attracts 600 participants each year, • World-class keynote presentations from OD
including: thought leaders
• OD/OE Practitioners • Best practices sharing and benchmarking
• Managers, Directors, and VPs of: • Peer networking with top OD professionals
» Organizational Development • Skill development workshops
» Performance Management • Best-in-class tools, case studies, and tech-
» Succession Planning niques
» Training and Development • A network of nearly 7,000 summit alumni
» Organizational Learning
» Leadership Development
The paths to the future are
» Talent Management
» Organizational Change
» Human Resources
“ not found but made and the
act of making them change
both the maker and the
• Internal and External Consultants
• Teams of OD and HR practitioners destination.
• Newly appointed OD professionals Warren Bennis // A world authority
on leadership development
781-402-5555 3

4. Summit schedule
MONDAY, SEPTEMBER 20, 2010: Pre-Summit Workshops
8:30AM–4:30PM The Essential OD Practitioner Program—Day 1 *Held at DePaul University
8:30AM–4:30PM The Essential Coaching Leaders Practitioner Program—Day 1
TUESDAY, SEPTEMBER 21, 2010: Pre-Summit Workshops and Pre-Conference
8:00AM–4:30PM Assessment, Measurement, and Evaluation (AME)
8:30AM–4:30PM The Essential OD Practitioner Program—Day 2
8:30AM–4:30PM The Essential Coaching Leaders Practitioner Program—Day 2
SUMMIT DAY ONE: WEDNESDAY, SEPTEMBER 22, 2010
7:00–8:00AM Continental breakfast and registration
8:30–8:45AM Opening welcome
8:45–9:45AM Keynote address: Phil Harkins—Top 10 Issues Facing OD Today
9:45–10:45AM Break and exhibits
Concurrent Tracks Reassess Reengage Redesign
10:45AM–12:00PM Leadership Development: Focus. Extraordinary Groups: How to Leveraging OD for Sustainable
Believe. Invest. Help Your Team Deliver Amazing Business Excellence
Results
12:00–1:15PM Lunch in the exhibit hall
1:15–2:45PM Increasing Leadership Capacity Maintaining Employee Engage- You Think You Can't Change
at Fortune Brands with Emotional ment Cultures Fast… Think Again
Intelligence
3:00–5:00PM Learning Teams
5:00–6:15PM Keynote address: Elliott Masie—Virtual, Social, Global: Change Happens!
6:15–7:45PM Grand Networking Reception
SUMMIT DAY TWO: THURSDAY, SEPTEMBER 23, 2010
7:30–8:30AM Continental breakfast
7:30–8:20AM Breakfast sessions
8:30–9:00AM Lifetime Achievement Awards Opening Address: Peter Block—The Evolution of Enthusiasm
9:00–9:15AM Break and exhibits
9:15–10:30AM Return on Leadership Develop- Leveraging Talent to Drive Changing the Way We Change:
ment (ROLD) Business Corporate Transformation at
Cisco
10:30–10:45AM Break and exhibits
10:45–11:45AM Keynote address: Marshall Goldsmith—
MOJO—A New Approach to Building New Happiness, Meaning, and Employee Engagement
11:45AM–12:45PM Lunch in the exhibit hall
1:00–3:00PM Learning Teams
3:00–4:15PM Dessert in the exhibit hall
4:15–5:15PM Keynote address: Warner Burke—Organizational Change and Development Today
6:00–7:30PM Lifetime Achievement Awards Dinner*
SUMMIT DAY THREE: FRIDAY, SEPTEMBER 24, 2010
7:30–8:30AM Continental breakfast
7:30–8:20AM Breakfast sessions
8:30–9:45AM Keynote address: Dana Gaines Robinson—Designing Your Function to be Seriously Strategic
9:45–10:00AM Break and exhibits
10:00–11:15AM The New GM The Best Defense Is a Good Of- Organizational Change Doesn't
fense: Thriving in Troubled Times Happen Without Leadership
11:30AM–12:30PM Keynote address: Frans Johansson—
Innovation: Use the Power of Diversity to Build, Change, and Grow Your Business
1:30–5:00PM The Marketplace*
*Separate registration required.
4 www.linkageinc.com/od

5. Reconnect The New OD Professional Advanced Practitioners Think
Tank
Social Networking—Create an The Transformation Decade: Building and Rebuilding Trust in
Opportunity for People to Learn Trends 2010–2020 Organizations
from Each Other
Challenges of Rolling Out OD The Neuroscience of Organiza- Assessing, Measuring, and
Initiatives Globally tional Change Evaluating Leadership Develop-
ment Efforts
Enterprise 2.0—Creating New Does Learning Really Change Creating Global Teams that Work
Connections and Collaboration Anything?… Creating Trans-
Channels formational Development
Experiences
Understanding LinkedIn as an STRETCHING Ourselves as OD Developing Leaders Who are
Organizational Development Tool Professionals Ready at All Levels
781-402-5555 5

6. Keynote speakers
Phil Harkins Frans Johansson Marshall Goldsmith
Top 10 Issues Facing OD Innovation: Use the Power of MOJO—A New Approach to
Today Diversity to Build, Change, Building Happiness, Meaning,
and Grow Your Business and Employee Engagement
Today we have a crisis of confi- Whether you’re facing a challenge, Mojo can be defined as that positive
dence since so many organizations threat or opportunity, it takes new spirit toward what we are doing,
worldwide have been assaulted thinking, creative ideas and col- now, that starts from the inside and
by the two year global recession, laboration if you want to survive, radiates to the outside. Marshall
leaving a depleted and disappointed thrive or compete in today’s busi- Goldsmith will discuss the building
workforce. This is forcing OD ness world. It takes innovation, and blocks of Mojo—identity, achieve-
professionals to discover innovative innovation is powered by diversity. ment, reputation, and acceptance.
practices and programs to reen- It doesn’t take a new budget, space He will provide practical tools that
gage and inspire a broken and often age thinkers or wildly creative can help participants increase their
confused employee base. In this types. You already have what you experience of happiness and mean-
general session, Phil Harkins will need hidden in your organization— ing—both at work and at home.
review the top ten major challenges hidden in the diverse experiences,
facing organizations as they move cultures, backgrounds, opinions, In this session, you will:
into recovery. He will then present and interests of your employees.
the researched best practice solu- • learn practical tools aimed at
tions noting successful examples of increasing your personal experi-
Frans will discuss:
companies that have done it. ence of happiness and meaning
• how to gain a fresh perspective
• be better able to coach others
on what innovation is and isn’t
Participants will leave this session and help them find happiness
with: • what is needed to make innova- and meaning
tion happen
• solutions that they can imple- • increase employee engage-
ment immediately • the discovery and development ment without another expensive
of one’s own creative and in- ‘program’
• a step-by-step guidebook for
novative abilities
selling these practices to their
Dr. Marshall Goldsmith is a world
organization • how to meet any challenge and authority in helping successful leaders
make a difference to achieve positive, lasting behavior:
Phil Harkins, Ph.D., is CEO and Founder for themselves, their people, and their
of Linkage and an internationally known Frans Johansson is author of the best-
seller, The Medici Effect. Frans is also teams.
expert in the fields of OD, leadership,
communication, and executive coaching. an entrepreneur and thought leader.
Frans co-founded and managed a
Boston-based software company and a
medical device company operating out
of Baltimore, Maryland and Stockholm,
Sweden.
All Summit participants will
receive a free signed copy
of Marshall’s new book.
6 www.linkageinc.com/od

7. Warner Burke Dana Gaines Robinson Elliott Masie
Organization Change and Designing Your Function to Virtual, Social, Global:
Development Today: What be Seriously Strategic Change Happens!
We Know and What We Need
to Know Going Forward
A clear statement of what we know How often we read about the need 2010 is a year of unique opportu-
regarding the practice of OD, what for OD, HR, and learning functions nity for OD and HR professionals.
we can count on, what we need to to be strategic and business linked. Changing economies, shifting talent
know, and what new skills are likely To become strategically integrated requirements, distributed global
to be required, will be presented. into the organization is an aspira- workplaces, and a sense of uncer-
The seven domains that Warner tional goal for most practitioners. tainty create a powerful and chal-
Burke will focus on include the But what is a strategic function? lenging moment for our field. Elliott
process and content of OD, change What characteristics separate it Masie will frame these challenges
leadership, organizational structure, from a function that is tactical? around three key initiatives:
rewards systems, training and Designing a function to be strategic
• Reskilling—scalable approach-
development, teams and teamwork, requires four key elements. Dana
es to updating and changing
and organizational performance. Gaines Robinson will discuss these
skill sets
elements and provide examples of
Warner will explore: successes and land mines to avoid. • Virtual Leadership—skills
for leading distributed teams
• a self assessment about what
In this session, you will learn: through new techniques and
one feels confident about in the
technologies
practice of OD • four key requirements of a
strategic function • Social Knowledge—tapping the
• how to measure and understand
“wisdom of the crowds” in a
organizational best practices • how to assess the ‘current
strategic and authentic fashion
state’ of your function as it
• how to assess where growth
compares to four key require-
and development is needed Elliott Masie is the Chair of the Learning
ments CONSORTIUM and a pioneer in the world
• what skills and knowledge are of learning technology and workplace
• what actions are needed to en-
needed to feel confident about performance. Credited with introducing
sure your function is positioned
the practice of OD the term “e-learning,” Elliott combines
to be seriously strategic the worlds of corporate learning, emerg-
W. Warner Burke, Ph.D., is Profes- ing technology, and OD in his work with
Dana Gaines Robinson is a recognized global corporations.
sor of Psychology and Education and
leader in the area of performance
Coordinator for the Graduate Programs
technology and strategic HR design.
in Social-Organizational Psychology at
Together with her husband, Jim Rob-
Teachers College, Columbia University,
inson, Dana has co-authored six books
and is the Associate Editor for the Jour-
including Strategic Business Partner and
nal of Applied Behavioral Science.
Performance Consulting.
Lifetime Achievement Awards Opening Address
Lifetime
Achievement
September 23 • 8:30–9:00AM
Award This award is presented to legends of organizational development to honor
them for their commitment to the profession and its practitioners.
The Evolution of Enthusiasm—Sustaining ourselves requires us to perch on the inter-
section of what is most personal and what the world is asking for. We must keep a certain
clinical distance from the work in order to avoid losing our humanity. In this session, Peter
Block will discuss these hugely important issues as well as how to maintain a healthy
relationship with money, which is the root of all possibility. Peter Block, author
781-402-5555 7

8. Complimentary One-On-One Executive Coaching Is Back!
The ROI is clear, Break Through Consulting’s “laser coaching” approach helps
individuals achieve clear, actionable, and high impact goals.
“The session far exceeded Sign up for a 60-minute “laser coaching” session with Break
my expectations…” Through Consulting and you too can come away with clear and
actionable high-impact goals to improve your strategic direction
“…an excellent and well-being. Only 100 spaces available!
experience….”
Don’t miss this chance to focus on you and
“…a very valuable your goals
session…”
Give yourself 60 minutes of executive coaching with Break
“It was an hour well spent.” Through Consulting and you’ll be amazed at the possibilities.
The first 100 people to sign-up will benefit from a one-on-one
“…meaningful, thought 60-minute executive coaching session with a business coach
provoking…” from Break Through Consulting. You may schedule your phone
coaching session to occur at your convenience—either before
or after the Summit. Prior participants are welcome to sign-up
again.
Dare to Invest in Just 60 minutes could be the start of
Yourself! something powerful
• Complimentary
60-minute coaching
• Enjoy the support of a strategic thinking partner
sessions • Gain clarity as you hear yourself think out loud
• One-on-one sessions • Develop breakthrough perspectives
conducted by phone
• Discuss tough issues in a safe and confidential environment
• Schedule at your
convenience—before • Brainstorm with a coach whose only agenda is to support you
the Summit or after in reaching your goals
• Highly-accomplished
business coaches
Sign up for complimentary executive coaching when you
• Only 100 spaces
available!
register for the Summit!
Break Through Consulting is a results-driven executive coaching company dedicated to coaching
entrepreneurs, executives, and teams in the Global 500. For more information about Break Through
Consulting visit www.breakthroughconsulting.com.
8 www.linkageinc.com/od

9. Pre-Summit workshops September 20 & 21
The Essential OD The Essential Coaching Organizational Culture
Practitioner Program Leaders Practitioner and Change
Program
Organizations must design and Offered in exclusive partnership
implement the structures, pro- Participants will learn the four with Denison Consulting
cesses, and systems that will allow stages of Linkage’s proven Coach-
their people to flourish—and that ing Leaders Model™, including how To deliver business results through
will spur change and growth. To to use tools to expedite and sustain periods of change and transition,
help newer OD professionals with the coaching process. In addition, competent change agents need ac-
this charge, Linkage is offering The participants will attend tracks cess to reliable measurement tools.
Essential OD Practitioner Program, focused on specific development This program, featuring the Denison
a targeted curriculum that lever- techniques implemented success- Organizational Culture Survey™,
ages a pre-Summit workshop and fully at leading organizations. will help participants expand their
key tracks from The Best of OD capabilities to meet the challenge
Summit. Who should attend of driving bottom-line performance
Internal HR, OD, and LD profession- metrics such as sales growth,
Who should attend als and business coaches return on investment, customer
New OD practitioners and anyone satisfaction, innovation, quality, and
with little or no background in OD employee satisfaction through the
Benefits & outcomes
analysis of cultural indicators.
• Exposure to Linkage’s Coaching
Benefits & outcomes Leaders Model™
• Receive an in-depth overview of Who should attend
the field of OD and key models • Learn how to use key tools to HR professionals, OD internal/exter-
sustain the coaching process nal practitioners, and business line
• Define critical success factors managers
and target specific interventions • Share best practices and net-
for hard-hitting, bottom-line OD work with other coaches
Benefits & outcomes
• Learn how to articulate your role Curriculum • Expand your knowledge of
as an internal OD consultant • Attendance at Linkage’s Pre- organizational factors that affect
Summit workshop: Essential performance, and learn how to
Curriculum Coaching Leaders Practitioner diagnose your organization’s
• Attendance at Linkage’s Pre- Program (co-located at The Best culture using the Denison Orga-
Summit workshop: Introduction of OD Summit on 9/20-21) nizational Culture Survey™
to Organizational Development
(co-located at DePaul University • Attendance at two of the fol- • Leverage your organization’s
on 9/20-21) lowing three key tracks taking strengths to maximize organiza-
place during The Best of OD tional performance
• Attendance at two of the fol- Summit:
lowing three key tracks taking • Recognize your organization’s
place during The Best of OD » Increasing Leadership areas for improvement and pri-
Summit: Capacity at Fortune Brands oritize potential change efforts
with Emotional Intelligence to affect performance
» Levering OD for Sustainable (p. 18)
Business Excellence (p. 16) • After the program concludes,
» Does Learning Really you will receive a complimenta-
» The Transformation Decade: Change Anything? (p. 21) ry opportunity to administer the
Trends 2010-2020 (p. 17) online Denison Organizational
» Developing & Retaining New
» STRETCHING Ourselves as Culture Survey™ to up to 20
Leaders at Tyco: Through
OD Professionals (p. 23) people in your organization
Onboarding Coaching (p. 24)
Attention Summit attendees: Did you know that The Essential OD
Practitioner Program or Organizational Culture and Change can be
rolled into Linkage’s OD Certificate along with the completion of two
additional programs during 2010–2011? Call 781-402-5555 for details.
Linkage’s Organizational Development Certificate Program
offers you:
• proven OD tools and resources
• research on OD best practices
• best-in-class facilitation by expert consultants
781-402-5555 9

10. Assessment, Measurement, & Evaluation (AME)
Assessment, Measurement, & Evaluation (AME), is a special one-day pre-conference. AME is crucial
to the success of any OD initiative. It is easy for companies to dismiss initiatives that are not actively
demonstrating ROI. If you are charged with increasing learning and performance in your organization
and you must demonstrate the business impact of your initiatives, you can’t afford to miss this event.
Keynote AME of Human Performance
Designing, Developing, and
Conversations that Count: Taking a Story-Based
Implementing AME
Approach to ROI
Organizations struggle with determining the
ROI—return on investment—has taken on a negative
ROI of OD, HR, and LD departments. This ses-
connotation for many practitioners in the field of LD and
sion will focus on building practical executive
OD. Taking a story-based approach to ROI evaluation
development programs by creating assessment,
offers an alternative approach to the “science experi-
measurement, and evaluation tools on the front
ment” and has proven to provide better data and to be
end of programs. Learn how to get buy-in and
faster, cheaper, and easier.
commitment while increasing outcomes.
In this session, you will:
In this session, you will explore:
• build skills in conducting story-based ROI evalua-
• how to recognize operational indicators dur-
tions
ing the design phase
• gain tips for application from a case study example
• how programs can be developed using
scorecards to create the desired results • create a compelling business case for leadership
and organization development initiatives
• how using a leaders teaching leaders for-
mula can accelerate tools and methods Merrill Anderson, Ph.D., is the Principal and
Chief Business Architect of Cylient, a profes-
Scott Boston is the Senior Vice sional services firm that offers coaching-based
President of Talent Management at LD, culture change, and MetrixGlobal evaluation
McKesson Corporation. He is respon- services.
sible for the talent management and HR
transformation efforts.
AME of Training and Development
AME of Human Performance
It’s All About Performance
Getting Results from Balanced Scorecards: A Case
Study of the National Education Association Analyzing needs is the most important step of any train-
ing or development project. The design, development,
The challenge of a balanced scorecard is not building implementation, and evaluation of the event are all
them but getting the organization to learn from the re- predicated on what brought the learner there in the first
sults. Through its use of balanced scorecards, the NEA place—their need to improve performance. Using the
has had successful conversations about strategy and National YMCA as a case example, participants will fol-
identified measures and targets to achieve this mission. low a needs analysis process from start to finish. They
will receive the knowledge and tools that they need to
In this session, you will: perform a similar analysis back in their organizations.
• discover the lessons learned from scorecard mea- In this session, you will learn how to:
surement systems with emphasis on cultural factors
• conduct a performance and training needs analysis
• learn practical methods for increasing accountability
• determine the target audience
• understand how strategy maps and scorecards can
be used in innovative ways • evaluate the effectiveness of training
Dr. Charley Morrow is president of Sage As- Dr. Philip Anderson is the Director of Leadership
sessments and is an expert in using focused Development for the YMCA of the USA. He is
assessment methodologies to drive individual recognized as an expert in his field.
and organizational performance.
Andrea Walker is the Manager of Strategy at Keisha Sitney is the Leadership Development
the National Education Association, a 3.2 million Manager for the YMCA of the USA. She is re-
member organization dedicated to creating a sponsible for executive development across the
great public school for every student. country—a scope of over 3,000 executives.
10 www.linkageinc.com/od

11. Tuesday, September 21 • 8:00AM–4:30PM
AME of Training and Development
World Café
Leveraging 360-Degree Feedback to Facilitate
Successful Behavior Change The World Café is an innovative yet simple
methodology for hosting conversations about
One of the most popular tools for talent development questions that matter. These conversations
is 360-degree feedback. Yet research shows that one link and build on each other as people move
third of those interventions result in decreased perfor- between groups, cross-pollinate ideas, and dis-
mance. In this case study session, participants will hear cover new insights into the questions or issues
how a medical center completed a talent development most important in their life, work, or community.
intervention which changed leadership behaviors, During this interactive session, participants will
improved coaching abilities, engaged employees, and have a rich conversation about the importance
enhanced retention. of assessing, measuring, and evaluating OD/HR/
LD initiatives. Explore and learn from the collec-
In this session, you will: tive experience of this high level group of peers
• explore the limitation and challenges of using and leave with an actionable plan for success
360-degree feedback in assessing, measuring, and evaluating human
performance.
• examine participant, organizational factors, and
conditions for successful interventions Mari Pat Varga is a communication
consultant and organizational thinking
• apply research-based best practices to maximize partner. She consults with leaders to
individual and team effectiveness using 360-degree develop communication practices that
performance feedback interventions connect customers, colleagues, and
communities.
Andrea L. Espy is a senior training and OD
consultant within the HR department at the UC,
Irvine Medical Center. Andrea specializes in tal-
ent, LD, management training, and OD.
Schedule
Dr. Kenneth M. Nowack is a licensed psycholo-
gist and President and Chief Research Officer 7:00–8:00AM Continental breakfast & registration
of Envisia Learning, a leading provider of
8:00–8:15AM Opening welcome
assessment, training, and development tools to
coaches and consultants. 8:15–9:30AM Keynote address: Scott Boston—
Designing, Developing, and
Implementing AME
Return on Leadership Development 9:30–9:45AM Break
Measuring Impact (day-long track) 9:45–11:30AM Concurrent sessions
AME of Human Performance:
Measuring the impact of LD provides organizations with Getting Results from Balanced
benefits such as pipeline/bench strength analysis. This Scorecards
session will outline these organizational benefits, why
AME of Training and
Kirkpatrick’s four levels, Phillips ROI, and Birkenhof’s Development: It’s All About
impact mapping are still so important to the future Performance
of LD, and what to do with your findings once you’ve
conducted an assessment. Return on Leadership
Development (Part 1)
In this session, you will explore: 11:30AM–12:30PM Lunch
• tools and questions to take back with you to your 12:30–2:15PM Concurrent sessions
organization that will help you start measuring AME of Human Performance:
Conversations that Count
• key learnings and insights from leading companies
that have measured their return on LD AME of Training and
Development: Leveraging
• how LD can become a profit generating unit 360-Degree Feedback to Facilitate
Rich Rosier is Senior Vice President and a Prin- Successful Behavioral Change
cipal Consultant at Linkage. He is responsible for Return on Leadership
leading Linkage’s LD practice area and aligning Development (Part 2)
strategic partner acquisitions.
2:15–2:30PM Break
2:30–4:15PM World Café
4:15–4:30PM Closing remarks
781-402-5555 11

12. GOLDeN Network
Tuesday, September 21
8:30AM–5:30PM
The Global Organizational
and Leadership Development
e-Network
GOLDeN is your chance to connect with
an exclusive group of experienced OD/
LD professionals who, like you, strive for
organizational excellence through the
advancement of leadership development,
talent management, change management,
and team building.
Teams from high performing organizations and world renowned
experts will come together to position you for success by exchanging Interested in
the ideas, discussing the innovation, and sharing the information that
matters most to you. learning more?
And, because Linkage’s ongoing research is the driving force behind Call 781-402-5555
GOLDeN, you will get data verified answers to your most critical ques- to find out how to
tions. You will go back to your organization with solutions in hand. become a member
Solutions that work.
of this exclusive
Network network.
The whole is greater than the sum of its parts when it comes to creat-
ing impactful change at your organization. This is why we invite you to join GOLDeN as a team of up to
three OD/LD leaders and up to one line executive (max of four members per team).
Together, you and your team will take advantage of the insights and ideas of other high performing
teams recognized for their leadership within the industry, their growth potential, and/or their global
reach.
Unique content
Linkage has collected thousands of data points from executives, line leaders, and everyone in between
in order to bring industry leading best practices to you. You will receive access to bi-monthly research
findings from Linkage’s analysis of thousands of top leaders. In addition, you will have the opportunity
to participate in research examining the critical topics that are sure to affect your bottom line.
We are confident that the best practices that we share will work, and not just because we say so, but
because our data supports this fact.
On Demand Access to Thought Leaders
Receive unprecedented access to Phil Harkins and Warren Bennis, two experts in the areas of OD and
leadership, and countless other Linkage experts.
Dr. Harkins and Dr. Bennis will facilitate the GOLDeN in-person meetings and will continually add their
expertise to the virtual network through blogs, discussion board comments, and ongoing question and
answer sessions.
12 www.linkageinc.com/od

13. Advanced Practitioners Think Tank
In this unique and exclusive track, senior
OD/HR/LD professionals will have the
opportunity to work with and learn from
each other, while advancing the field by
sharing best practices and research. With
the guidance of OD/HR/LD thought leaders,
participants will focus on benchmarks and
research projects in four areas: building
and rebuilding trust in organizations,
creating global teams that really work,
developing leaders who are ready at all
levels, and assessing, measuring, and
evaluating leadership development efforts.*
Building and Rebuilding Trust in Organizations Creating Global Teams that Work
With the collapse of major institutions, many organi- As the need to be a global organization grows, so
zations have had to focus on building and rebuilding does the need to create global teams that work. When
trust in organizations. Participants will explore the best creating and implementing global initiatives, there are
practices that have allowed them to successfully gain many pieces that the senior level practitioner needs to
back trust, benchmark with other best practices, and be aware of to be successful. Participants will discuss
set up benchmarking projects which will guide future the opportunities that exist in the emerging markets of
practitioners through tough times. China and India, how to navigate the cultural differenc-
es, how to use technology to build virtual global teams,
Mac Van Wielingen is the Founder, Co-Chairman, and how to benchmark with other best practices.
and Director of ARC. He is one of Canada’s lead-
ing financial experts. Mac provides leadership Samuel M. Lam is President and Managing Part-
support for the executive team in the areas of ner of Linkage Asia. He has led major OD and
internal governance, corporate development, LD initiatives for both global multinational firms
and investment decision-making. and Asian conglomerates in Australia, Singapore,
Malaysia, China, and Indonesia.
David Rock coined the term ‘NeuroLeadership’
Assessing, Measuring, and Evaluating Leadership and co-founded the NeuroLeadership Institute.
Development Efforts He has authored the books Personal Best, Quiet
Leadership, and the textbook Coaching with the
Assessing, measuring, and evaluating leadership Brain in Mind.
development efforts is an integral part of surviving in
today’s economy—especially when succession is being
accelerated at a pace we’ve not seen before. Partici- Develop Leaders Who are Ready at All Levels
pants will be privy to research surrounding proven LD
Boards and senior leadership teams are bottom line
and OD best practices that yield measurable business
driven, and are typically interested in knowing their
results. They will also work together to set up future
organization’s pipeline and bench strength. This is
benchmarking projects surrounding leadership and OD.
harder to predict in a volatile market. So, organizations
must develop leaders who are ready at all levels, and
Phil Harkins, Ph.D., is CEO and Founder of Link-
age and an internationally known expert in the can be strategic even when strategy has to continually
fields of OD, leadership, communication, and change. Participants in this session will explore the
executive coaching. best practices in navigating “the new normal,” what it
means to do more with less, and what best practices
are still useful in today’s economy.
Mark Servodidio is Executive Vice President
and Chief Human Resource Officer for Avis
Budget Group. He has responsibility for more
than 22,000 employees and oversees human
*Participants must apply and be accepted to be part resources activities worldwide.
of this track.
781-402-5555 13

14. Learning teams
Reflect upon, process, WEDNESDAY, September 22 • 3:00–5:00PM
THURSDAY, September 23 • 1:00–3:00PM
and share key
learnings
What is a learning team?
A learning team is a time when our Summit participants have
Get to know fellow the opportunity to network more deeply with their peers. This
Summit participants valuable opportunity has been an integral part of Linkage Sum-
mits for the past five years.
Create a plan to How it works:
transform participant Summit participants will be grouped based on a pre-Summit
assessment designed to determine their level of experience, key
learnings into action
challenges, and learning objectives.
Engage in deep Participants will be placed in teams of 15–20 peers, who they
will meet with for a total of 4 hours during the event. During this
dialogue with peers time, they will form a strong support network and develop an
who are interested in action plan for implementing key learnings from the Summit to
a similar topic/theme their day-to-day job and OD initiatives.
14 www.linkageinc.com/od

15. Track overview
Track 1: Reassess
With the collapse of major industry leaders, even the smallest companies are reassessing where they
are in the market. Presentations in this track will focus on the themes of assessment, measurement,
and evaluation, and how they are applicable to human performance, training and development, orga-
nizational performance, benchmarking against other best practice organizations, and problem solving.
Trends surrounding reassessment and the impact on the bottom line will also be explored.
Track 2: Reengage
Recent change and disruption has had an impact on employee engagement and effectiveness. A new
and real risk is that people disengage and burn out, which can derail critical initiatives and productiv-
ity. Can you reengage those employees that have come to know the words “layoff”, “change”, and
“overworked” all too well? How do companies, from a people perspective, move from crisis mode back
into growth mode? Presenters in this track will explore the key business drivers and priorities of the OD
professional including best practice case studies on LD, talent management, employee engagement,
and future trends surrounding reengagement.
Track 3: Redesign
Mergers and acquisitions, process improvement, corporate re-structuring, culture change, and the
absolute necessity for OD initiatives to be linked to financial performance have all pushed OD profes-
sionals to focus on redesign. This track will provide participants with the skills to navigate through this
time of increasing competition and speed, and will define best practices that enable OD professionals to
redesign initiatives that drive results.
Track 4: Reconnect
Innovations in technology are changing the
way that employees learn and connect
with each other and their organization.
Growing global and cross-cultural virtual Reassess Reengage
teams, advances in social online media,
and new, exciting simulations and
learning systems are just some ex-
amples of these developments. In this RESET
track, presenters will share best prac-
tices for how OD and HR professionals
can use technological innovations to
improve the effectiveness, integration, Reconnect Redesign
global capability and ROI of their OD and
HR initiatives.
Track 5: The New OD
Professional
As organizations around the world continue to struggle for survival
in the midst of a global financial crisis, those that survive and thrive will do so by quickly adapting to—
or reshaping—the future. In this track, participants will explore the impact of emerging global trends
and the impact those trends will have on the future of organizations and ultimately on the skills OD and
HR professionals will need to be successful in a new global reality.
Track 6: Advanced Practitioners Think Tank (see p. 13)
781-402-5555 15

16. Concurrent sessions
REASSESS REENGAGE REDESIGN
Leadership Development: Extraordinary Groups: How Levering OD for Sustainable
Focus. Believe. Invest. to Help Your Team Deliver Business Excellence
Amazing Results
Many times organizations are un- OD’s success depends on its direct
able to effectively have their initia- As a result of over three years of and specific contribution to the
tives cross departments. Lockheed field research surrounding the ex- business. However, like other staff
Martin has successfully executed periences of people involved in sixty groups, OD is often stuck in an
cross departmental initiatives by fo- extraordinary groups, Geoff Bellman antiquated and counterproductive
cusing on, believing in, and invest- and his co-author, Kathleen Ryan, relationship with its customers. OD
ing in their leadership development. identified six human needs key to now has momentum to reposi-
In this session, participants will team effectiveness, eight perfor- tion itself, and this session will
hear how a Fortune 500 company mance indicators that differentiate address the “why” and “how.” It
integrated a comprehensive LD extraordinary groups from the rest, will particularly focus on the tough
and OD system across multiple four feelings at the core of trans- economic reality that has taught
platforms of the organization and formative team experiences, and many businesses and not-for-profit
aligned it with the company goals actions that lead toward creating organizations that “good” is no lon-
and culture. the ideal team. ger enough. OD could play a pivotal
role in migrating towards greatness,
Key session takeaways will include: Noting this research, Geoff will but it requires deep understanding
offer an alternative to traditional of business excellence and OD’s
• how to put together a success-
team development, an approach leverage potential. This is especially
ful action learning project that
that looks deeper than tools and true when budgets remain tight
focuses on assessment
techniques, and new possibilities. and managers remain focused on
• what does impactful measure- short-term profit improvements and
ment look like In this session, you will explore: cost reductions.
• how to take an action learning • what allows some teams to
perform in ways that exceed In this session, you will learn:
project and turn it into a practi-
cal action plan their own expectations • what separates a great
• how these teams differ from organization from its peers and
most others determines business excellence
Marilyn Figlar is the Vice
President of Leadership
• what you can do to increase the • why OD should reposition itself,
and OD for Lockheed how to execute this, and how
Martin Corporation. She
possibility that your next team
will be extraordinary OD can contribute to sustain-
oversees all learning, tal- able business excellence
ent, and LD strategies and programs.
Geoff Bellman has been a
• how to link the annual plan-
Cheryl Monachino is
the Director of Platform consultant to organiza- ning and budgeting process to
Systems Engineering at tions for forty years. He is strategic needs, evaluation, and
Lockheed Martin Systems the author of six books, prioritization of OD initiatives
Integration. She is including The Consultant’s
responsible for the system engineering Calling, Getting Things Done When You • how OD can help business lead-
function in support of the A-10 Prime Are Not in Charge, and his new book, ers understand and deal with
Programs, the Distribution Technologies Extraordinary Groups. chaos, black swans, uncertain
Programs, Special Operations Programs, markets, and change
Unmanned Vehicle (UAV) Programs, and
Naval Helicopter Programs.
Peter Nievaart is the
Founder and CEO at
Effecs. He is passionate
about leadership, busi-
ness excellence, innova-
tion, change management, and IT. He
has worked for profit and not-for-profit
organizations. He is a life-long student
of business excellence and leadership.
16 www.linkageinc.com/od

17. Wednesday, September 22 • 10:45AM–12:00PM
THE NEW OD
RECONNECT PROFESSIONAL
Social Networking—Create The Transformation
Incredible
an Opportunity for People
to Learn from Each Other
Social networking in the enterprise?
Social networking creates op-
Decade: Trends 2010-2020
We have left the Information Age
and are moving into the Shift Age.
Everything is in a state of shift.
“ information that
could really
portunities for connections between Companies, managers, and leaders change the way
people and groups—challenging need to be able to transform the
each of us to grow our network companies and organizations they
our leaders view
and learn from each other. A social run to succeed in the next 10 years. thinking and
networking strategy must start with This session will be a big picture
defining collaboration outcomes look into the future by the “emerg- leadership.
and leadership engagements. The ing futurist of today”.
technology is the easy part. In this Mary Marshall Sharpe
session, Accenture will share how In this session, you will learn: // Human Capital
social networking approaches have Analyst, Humana
• the forces shaping this new
been integrated into their learn- decade
ing programs (training, knowledge
sharing) to create opportunities for • changes in the workplace and
Accenture’s people to build their leadership
capability by learning from each
• what companies will need to
other.
do to survive and thrive in the
In this session, you will learn: years ahead
• the drivers for focusing on
social networking David Houle is a futurist,
speaker, and author. He
• the value of social networking has been called the “CEOs
in enabling your people to learn futurist” having spoken
from each other (social learning) to or advised some 1,000
CEOs in the last three years. His book,
in the enterprise
The Shift Age was published in 2008
• the key building blocks to a and his semi-annual Shift Age Trend
successful social networking Report was launched in 2009.
program
Tom Barfield is the
Director of Knowledge
Management for
Accenture. Tom has lead
initiatives to build the
learning and knowledge sharing culture
at Accenture including the development
and implementation of Accenture’s
collaboration strategy.
781-402-5555 17

18. Concurrent sessions
REASSESS REENGAGE REDESIGN
Increasing Leadership Maintaining Employee You Think You Can’t
Capacity at Fortune Brands Engagement Change Cultures Fast…
with Emotional Intelligence Think Again
According to the Harvard Business
Understanding the emotional intelli- Review, nearly “55% of employees When an organization is going
gence of your organization can ben- are dissatisfied.” John Deere is through many changes very quickly,
efit your company in many ways. not part of this percentile. In this it can affect the entire organiza-
This session will highlight best session, we will discuss why it tional structure. This best practice
practices and lessons learned from was that even during an economic case study session will show how
a multi-year LD initiative at Fortune downturn that they success- BP went from spending money un-
Brands (a Fortune 500 company fully retained employees who were necessarily and inefficiently on OD
that owns marquis brands such highly committed, satisfied, and initiatives, to undertaking a large
as Titleist, Moen, and Jim Beam). recognized for being high-potential scale systems change strategy.
When Fortune Brands sought to leaders. Participants will hear a This resulted in financial, opera-
double the revenue of a key division best practice case study from one tional, and employee successes and
in five short years, they called on of the highest ranking manufactur- accelerated momentum towards
OD to develop a LD strategy that ing companies around employee change.
could take their current talent to the engagement.
next level. In this session, you will learn:
In this session, you will learn:
• strategies for teaming up to ex-
In this session, you will learn:
• how John Deere retained a ecute on an accelerated cultural
• how Fortune used the develop- workforce that is satisfied and change strategy
ment of leaders’ emotional engaged
• different business strategies,
intelligence skills as the vehicle
• what you need to create a LD which when aligned, can create
for realizing the company’s core
system that supports employee superior performance both
competency model
engagement operationally and financially
• best practices for increasing
• what the future may look like for • the value of using problems to
emotional intelligence skills
manufacturing companies find solutions that can provoke
through self- and 360-degree
large system change, which
assessment, face-to-face train-
include multiple silos within an
ing, e-learning, and executive Dave Whan, Director of
organization
coaching Talent Management Strat-
egy and Policy Design for • why implementing program-
• a method for measuring the ROI John Deere has gover- matic solutions does not always
of your LD efforts via metrics nance oversight for talent
work and suggestions for think-
that unequivocally demonstrate management processes to ensure those
processes result in meeting the needs of ing outside of the box
the value of your work
the business. Dave works with HR and
other senior leadership to ensure that
Kevin Harris is the General
Tom Sherrier, M.Ed. is the the HR process design and deployment
Manager of Facilities at
organizational develop- is aligned with the enterprise Talent
BP.
ment leader for the Management Strategy.
Therma-Tru division of
Fortune Brands. He has
had experience developing people and Cherie Duddridge is the
growing businesses over his 34-year Facility Manager at BP.
career. While leading the OD and LD
efforts at Therma-Tru, he partnered
with TalentSmart to create an EQ based
competency development program for
all company leaders. Christy Sahler is the
Senior Facility Manager at
Dr. Travis Bradberry is an CB Richard Ellis.
award-winning author and
President and cofounder
of TalentSmart®, a think
tank and consultancy that Tony Dadante is the CEO
serves more than 75% of Fortune 500 of the Change Execution
companies and is the world’s leading Group.
provider of emotional intelligence tests
and training.
18 www.linkageinc.com/od

19. Wednesday, September 22 • 1:15–2:45PM
THE NEW OD
RECONNECT PROFESSIONAL
Challenges of Rolling Out The Neuroscience of
Once again,
OD Initiatives Globally
Global multinational firms struggle
with rolling out OD initiatives across
multiple geographies. Despite
Organizational Change
Change is a constant for today’s
organizations. Those that develop
a greater capacity to adapt and
“ a complete
success! Lots of
innovative IT solutions to connect change will find themselves with a practical tools
the globe, roll out initiatives and strategic advantage. OD practitio-
efficient systems to support, many ners can play a key role in helping
and knowledge
attempts end up with lackluster their organizations ready them- to take back and
results. Cultural differences are selves for change, especially by
generally regarded as the culprit. understanding the change process use.
However, our research and findings further. Until recently we have
have linked the lack of success only had ‘descriptive’ models of Julie A. Socorro //
to several major factors including change—models that explained Regional Manager
culture plus, competency and skills the stages that occur when change for Leadership and
gaps, process gaps, communica- happens. New research is pointing Development, Boston
Scientific Corporation
tions gaps, cognitive and emotive in the direction of more ‘active’
traps, technological traps, and models that OD practitioners
efficiency traps. can use to actually better en-
able change to occur. Research
In this session, you will learn: especially from neuroscience is
• the critical pathway to success uncovering how change happens
in rolling out global OD initia- in the brain, the conditions that
tives make change more likely, and
how change can be brought about
• how to identify and address more easily. Join David Rock for
the gaps, traps, and maps of an inspiring and insightful session
implementing OD initiatives about the emerging science of
NeuroLeadership, and discover how
you can better help your organiza-
Samuel M. Lam is
President and Managing
tion adapt to changing times.
Partner of Linkage Asia.
He has led major OD and In this session, you will learn:
LD initiatives for both • how organizational change is
global multinational firms and Asian
tied to neural-change
conglomerates in Australia, Singapore,
Malaysia, China, and Indonesia. • how the brain changes
• the conditions for change in the
brain
• how to effectively implement
systemic changes across an
organization
David Rock coined the
term ‘NeuroLeadership’
and co-founded the Neu-
roLeadership Institute. He
has authored the books
Personal Best, Quiet Leadership, and
the textbook Coaching with the Brain
in Mind.
781-402-5555 19

20. Concurrent sessions
REASSESS REENGAGE REDESIGN
Return on Leadership Leveraging Talent to Drive Changing the Way We
Development (ROLD) Business Change: Corporate
Transformation at Cisco
Measuring leadership develop- To sustain a high level of business
ment provides organizations with performance, organizations must Different types of organizational
advantages that can outweigh continually refine and innovate. change require different Change
the standard benefits received They must be in position to execute Management (CM) approaches.
from measuring the impact of LD, evolving business strategies and While this simple truth is easy to
such as pipeline/bench strength take advantage of market changes. understand, organizations struggle
analysis. This session will outline While organizations cannot control to execute against it. Most CM ap-
the organizational benefits to the external factors impacting them, proaches are ‘cookie cutter’ and are
measuring leadership development, they can, to a reasonable extent, built on what worked in the past.
and why Kirkpatrick’s four levels, control the internal dynamics of However, driving a strategic, cross
Phillips ROI, and Birkenhof’s impact their organization, culture, and tal- functional, multi-year transforma-
mapping are still so important to ent. Because talent drives business, tion is much different than, say,
the future of LD and what to do employee engagement and succes- rolling out a new quoting tool.
with your findings once you’ve sion planning are some of the most
conducted a LD assessment. powerful levers an organization can Cisco came to this realization two
pull to impact organizational per- years into a major transformation.
In this session, you will explore: This session will demonstrate a
formance. At Aviva, they have used
• practical tools and questions the succession architect framework new CM framework, how it was
to take back to your organiza- performance potential matrix, learn- adopted at Cisco, and why CM
tion that will help you start ing agility, 70/20/10 differentiated practitioners themselves served
measuring development talking talent sessions as an obstacle to altering the way
on 55,000 employees—their com- change happened at Cisco.
• key learnings and insights from plete leadership pipeline to answer
leading companies that have the following questions: In this session, you will explore:
measured their return on LD
• the CM maturity model and
• how LD can become a profit • What is “talent”? what type of CM is needed for
generating unit by fully taking • How do you differentiate talent a certain type of organizational
advantage of the conclusions using learning agility? change
from the process
• How deep should you go? • leadership alignment and how
to drive acceptance for a new
Rich Rosier is Senior Vice CM model
President and Principal Jim Peters is a Senior
Consultant at Linkage. He Partner at Korn/Ferry • how to create an engagement
is responsible for leading where he is responsible model for a global transforma-
Linkage’s LD practice for the development and tion
area and strategic partner acquisitions. implementation of talent
management initiatives incorporating
the intellectual property of Lominger Chris von Bogdandy is
International. the Strategic Demand
Management Director of
Arvinder Dhesi is the
IT at Symantec. He is re-
Group Talent Management
sponsible for large-scale
Director at Aviva. He is
change initiatives, acquisition integra-
responsible for the Aviva
tion, and restructuring. At Cisco, Chris
Leadership Academy and
led, transformed, and guided a group of
for shaping the overall talent strategy
40 CM professionals.
for Aviva.
Kelley Rainwater is an
Annette Reid is Senior
organizational change
Vice President, HR Center
consultant and senior
of Expertise, where she
OD manager. At Cisco,
is responsible for talent,
as well as other leading
leadership, culture, and
organizations, Kelly has held senior level
reward for Aviva North America.
positions in organizational change and
development.
20 www.linkageinc.com/od

21. Thursday, September 23 • 9:15–10:30AM
THE NEW OD
RECONNECT PROFESSIONAL
Enterprise 2.0—Creating Does Learning Really
I was
new Connections and
Collaboration Channels
Tweets, texts, friend requests,
“followers”, link requests, and blog
Change Anything?…
Creating Transformational
Development Experiences
A significant element of the 21st
“ challenged,
up-lifted, and
comments are not just for Gen Century focus on learning and OD educated. It was
Y-ers, niche marketers, and social will be designing and delivering
media-savvy techies. Social net- transformational development
a broadening
working tools are and increasingly experiences for employees and experience that
will be reshaping the ways we work customers. The key word to note
within organizations. is “experiences”. It’s time for busi- rang true with
ness and talent leaders to make the
Emerging empirical data demon- paradigm shift from workshops and
each attendee.
strates the power of these tools events lasting hours and days to
in team building and support of William Favier //
extended development experiences
organizational strategy and change Associate Director
that integrate formal and informal
of Organizational
initiatives. This session will explore development to deliver personal Development,
the latest trends in social network- and organizational change. Bristol-Myers Squibb
ing and collaboration tools. Find Company
out how top social networking sites In this interactive presentation, you
such as Facebook, LinkedIn, and will reflect on your own “life chang-
Twitter are morphing into internal ing” learning experiences.
Business Social Software tools.
Presenters will share case studies In this session, you will learn:
demonstrating how large global en- • how to apply the models and
terprises are leveraging these tools frameworks of The Experience
to reach out and make connec- Economy as a part of a six-step
tions, break down corporate silos, process that converges learning
and enable employees to share and change to produce transfor-
their expertise. Resource links and mational business results
references will be provided for
participants to further explore the • the Pecha Kucha presentation,
concepts presented. which introduces the Progres-
sion of Learning Value and the
In this session, you will learn: high level process for designing
and delivering transformational
• success factors for use of Col-
development experiences
laboration software
• how to care for weak ties and
Bob Dean is a senior
leverage corporate organiza-
executive in learning, LD,
tional innovations and talent management,
• how Social Software tools and is the Director of
Americas for Profiling On-
enable a global team to be
line. He has been a catalyst for learning
“connected colleagues” innovation driving business impact in
• current research findings on use three major professional services firms.
of Enterprise-based Business
Social Software tools Richard Flanagan is a
business consultant
whose practice focuses
Jennifer Janik is the En- on helping people and
terprise Community Man- organizations to change
ager for Alcatel-Lucent, and improve the ways that deliver
Bell Laboratories CTO. measurable business and personal
results. Richard is a co-author of The Six
Disciplines of Breakthrough Learning:
Jerilyn Wagner, SPHR, is
How to Turn Training and Development
a Senior Learning Con-
into Business Results.
sultant for Alcatel-Lucent,
Alcatel-Lucent University.
781-402-5555 21