• How have evolving understandings of equity, diversity and inclusion changed the business landscape?
• Understand the importance of disaggregation in your D&I data
• Use workforce analytics and lived experience to drive business performance

In our times of uncertainty, organizations need to have psychological safety in the workplace and on their teams. Psychological safety refers to the belief that one can speak up and challenge ideas without fear of being ignored, reprimanded, or humiliated by authority or others in the organization. The pandemic has accentuated the need for workplace psychological safety. Many professionals ask: How can I lead an organization and team where people speak up and share their ideas? Where do I start?

This session, based on the leadership books by Dr. David Weiss and his subsequent work, provides the insights and techniques to enhance psychological safety in the workplace. This insightful and entertaining interactive session will answer the following questions:

• What is psychological safety and why is it important?
• What can leaders do to enhance the psychological safety of their teams?
• How can you apply the ideas about psychological safety to your work in people analytics?

This presentation will help you develop the skills you need to become a more relational leader. You’ll learn how to harness 7 leadership practices that will help you:

• Overcome the 7 deadly derailers that sabotage leaders
• Become more self-aware and compassionate
• Appreciate others’ perspectives to make more informed decisions
• Empower the team to accelerate performance
• Become the “guide on the side” who coaches and mentors
• Navigate complexity to avoid costly missteps
• Inspire the team to innovate and transform

Re-ignite your leadership to move from being negatively disrupted to becoming positively daring

While the future is never certain, HR executives and practitioners recognize that analytics will play an increasingly important role in decision making of their organizations. From the ability to clearly understand what has happened, to the capability to provide prescriptive action to managers regarding what should happen, analytics is a key resource to any HR organization. This session will help you gain insight into the power of analytics and the contribution it can make to the organization even if you are starting with minimal resources and people.

• Build an HR analytics function when resources are limited
• Learn how to gather data and ensure that it’s uniform, accurate and consistent
• Set goals and KPIs to ensure HR processes are completely fact-based and aligned to your organization’s way of thinking
• Explore what makes people analytics different from other analytic fields