January 31 - February 3, 2010 - Register by January 8 to save $300

We're looking forward to seeing you at our highly acclaimed Annual Conference, now in its 38th year. Join i4cp members and employees at the beautiful Don Cesar Beach Resort in sunny St. Pete Beach, Florida, for four days of top-level networking and information-sharing on the critical workforce issues of our day.

Last year's conference, despite the economy, was our highest-ranked and best-attended event in years, and we plan to up the ante once again. We hope you'll join your peers at this exclusive, vendor-free event.

Key takeaways

At the 38th Annual Conference, you will be able to:

• Network with senior leaders from many of the highest-performing organizations in the world
• Learn effective workforce strategies and next practices from our lineup of speakers
• Identify ways to make a meaningful impact on your business' bottom line
• Collaborate with your peers via interactive discussions, roundtable luncheons and more

Who should attend

The conference is designed for human resource executives and other senior leaders who want to gain a competitive advantage through improved productivity and workforce strategies. Many attendees are from some of the largest and most respected organizations in the world, though we do get representatives from all sizes of organizations. Attendees come from all industries, including government and non-profits.

Sign up now to save $300

You can sign up now online using the form in the right-hand column, or contact us to sign up through other methods. Consultants and vendors in the human capital industry are not permitted to attend.

	Before Jan. 8, 2009	After Jan. 8, 2009
Members	$995/person	$1,295/person
Non-members	$1,295/person	$1,595/person

Add the autographed book package: Receive copies of the speakers' books and get them autographed at the conference. The package includes three books and offers considerable savings off face value!

Presentations & speakers

We have a great lineup of speakers at this year's conference. Presentations will be followed by Q&A and book signings when available. Presentations include:

• Achieving Success with a Non-U.S.-Owned Company
  Sadie Stern - Director, Human Resources, LG Electronics
• The Adaptive Leader: Creating Organizational Capability to Flourish in the Face of High Levels of Environmental Turbulence and Uncertainty
  Barry Gruenberg - Director of Organization Development, Microsoft Entertainment and Devices Division
• Back to the Future of Human Resources - Employee Advocacy
  Clint Childress - SVP, Corporate Services, and CHRO, TECO Energy
• The Development Ladder
  Janice Fenn - President, The Fenn Learning Resource Group
• Driving Strategy with Human Capital Analytics
  Heather Torres - Director, Global Workforce Analytics, AOL
• Engagement: A Multiyear Affair
  Karen B. Paul, Ph.D. - Leader of Global Measurement, 3M
• Integrated Talent Management in High-Performance Organizations
  Ranjani Iyengar - Sr. Director of Learning & Development, Kraft Foods
• The Music Paradigm - NEW!
  Roger Nierenberg - Author of Maestro
• Sparking Innovation with Social Networking, Knowledge Retention and E-Learning
  Michael Frank, Ph.D. - Vice Provost and Dean, University of Maryland University College, Graduate School of Management & Technology
  Jay Liebowitz, D.Sc. - Orkand Endowed Chair of Management and Technology, University of Maryland University College
• Talent Management Practices That Work - Really!
  Leslie Joyce - Former Chief Learning Officer, The Home Depot
• Why Employee Satisfaction and Engagement Might Be Hurting Your Company
  Mark Murphy - CEO, Leadership IQ

Achieving Success with a Non-U.S.-Owned Company

Have you recently found yourself in a situation where you were unable to communicate - yet you were all speaking the same language?

It's possible that you were dealing with colleagues from other cultures while experiencing this frustration. Now more than ever before, the need to understand global perspectives from the inside out is emerging as a critical skill for leaders around the world. For HR professionals, developing this skill set is imperative for success. This session will provide:

• A better understanding of what it means to be a truly global HR business partner.
• A unique perspective on the importance of adding cultural filters to your leadership toolkit.
• Strategies to bolster success in global operations.
• Tips and tricks to motivate and engage U.S.-based employees.
• A vision of the benefits to be found by incorporating humor and patience in this new global paradigm.

About Sadie Stern
Sadie Stern is the head of Human Resources for the Mobile Communications USA subsidiary of LG Electronics. That subsidiary represents $6 billion in business and has the #2 market share in the U.S. LG Electronics is a Korean-owned company headquartered in Seoul. Prior to joining LG, Sadie worked in HR leadership roles with The Walt Disney Company. During that time she spent a year working abroad in the UK. Sadie's experiences include living abroad in both high school and university and extensive international travel.

The Adaptive Leader: Creating Organizational Capability to Flourish in the Face of High Levels of Environmental Turbulence and Uncertainty

As the rate of change in organizations accelerates, adaptive capacity becomes increasingly critical to survival. "Adaptive leadership" is the umbrella term for the skills and understanding required to maintain the organization in a state of productive disequilibrium - a state in which there is great discomfort and uncertainty but also a capacity to remain creative and productive. This presentation will:

• Provide an understanding of how leaders can add value in times of high complexity and uncertainty.
• Explain the personal challenges associated with exercising effective adaptive leadership.
• Describe the key skills that contribute to effective adaptive leadership.
• Provide a tool to help illustrate the challenges associated with adaptive change.
• Describe our experience in using adaptive leadership at Microsoft.

About Barry Gruenberg
Barry has spent more than 20 years consulting, coaching and training in the areas of organization and leadership development. He is trained in Gestalt approaches to individual and organizational change. Barry has extensive experience in both the private and public sectors. He is currently Director of Organization Development for Microsoft's Entertainment & Devices Division, following a three-year stint as a Director of Leadership Development in Microsoft's corporate Person and Organizational Capability organization. Prior to joining Microsoft, he was an Organization Development Director for Hewlett-Packard's Storage Organization and an Organization Development consultant in the U.S. federal government.

Back to the Future of Human Resources - Employee Advocacy

HR has fought hard for a "seat at the table" yet often struggles to keep it while demonstrating real value in management meetings that focus on the bottom line.

Especially in turbulent times, HR must remember its core mission of employee advocacy. Significant business decisions often (if not always) involve dramatic changes in the workforce and have an impact on employees and their families. HR's role in these decisions is not only to participate in evaluating the business realities of the situation, but also to be the voice of the employee. In this session:

• You'll learn how to keep the "human" in human resources.
• You'll learn when to use the Art versus the Science of HR.
• You'll learn how to work behind the scenes to be the glue that holds an organization together and the "lube" that helps things work smoothly.
• You'll learn how to balance keeping your job while doing your job.

About Clint Childress
Childress was promoted to Vice President-Human Resources in July 2000 and in September 2003 was promoted to Senior Vice President-Human Resources and Services. In October 2004 he became Senior Vice President of Corporate Services and Chief Human Resources Officer. In 2009 Clint was appointed to the additional role of Chief Transition Officer of TECO Energy.

The Development Ladder

The PRO Development Ladder Game is an interactive, competitive and exciting developmental simulation that incorporates realistic elements of organizational dynamics. Players must choose an opportunity card and a barrier card, then play the game based on the unique "cards they are dealt." There are rewards, consequences and exhilarating moments as participants race to get to the top.

• Experience the opportunities and barriers that exist in organizations, and examine strategies to manage each in pursuing their development.
• Draw parallels between the game and actual workplace experiences. Discuss strategies for taking advantage of opportunities while avoiding the barriers.
• Determine "Whose accountability is it to provide individual development in organizations?"
• Acknowledge that in challenging economic times there is enhanced accountability that all employees must place on pursuing personal development.

About Janice Fenn
Janice Fenn has over 20 years of human resources and diversity experience. She is the founder and president of the Professional Resources Organization, Inc., a consulting firm specializing in diversity strategy and diversity training seminars. Her corporate experience includes serving as Senior Director of Global Diversity for Kraft Foods and various positions in human resources at Quaker Oats Company and Sara Lee Corporation.

Driving Strategy with Human Capital Analytics

It's difficult to get your story heard in the corporate world if you're not talking about traditional lagging business measures such as revenue. But that doesn't mean your story and data shouldn't get attention and drive executive decision-making. By applying data visualization techniques to simple and complex data sets, it's possible to create that "aha! moment" during executive presentations or to build an elegant story that's easy for leaders to understand. Analytic design principles highlight the importance of the data, earning you a "seat at the table." Learn how to:

• Understand the business case for human capital analytics.
• Gain immediate insights into organizational design and effectiveness.
• Design an employee opinion survey process that drives real organizational change.
• Fully leverage the latest technology to stage and display workforce data.

About Heather Torres
Heather Torres has 15 years of experience in human capital analysis and financial analysis and is the Director of Global Workforce Analytics at AOL. The analytics team is responsible for designing the full suite of workforce reports and scorecards for the executive leadership team, as well as preparing the advanced analyses of such things as the monthly employee survey statistics and the ROI of training and development programs.

Engagement: A Multiyear Affair

How does 3M achieve a balance between creativity and efficiency? By leveraging its existing high levels of employee engagement and using engagement as a tool to improve organizational performance. In taking a different and more consistent approach to employee engagement, 3M has capitalized on past successes and improved business performance. The firm's focus on employee engagement has allowed 3M to boost innovation without losing momentum in its drive to efficiency, and to unleash the magic without losing the metrics.

• Learn 3M's definition of employee engagement and the business case supporting it.
• Find out 3M's long-term strategy on employee engagement.
• Discover lessons learned, both good and not so good, in this multiyear journey.
• Pick up a few quick ideas on how to engage your own employees.

About Karen B. Paul, Ph.D.
Karen B. Paul currently leads Global Measurement for 3M. In this role she leads the Measurement Center of Expertise in support of global, regional and local business needs. She is responsible for the creation and execution of global strategy for assessment and testing, 360s, organizational survey research and executive assessment. In addition, Karen has business HR generalist responsibilities for 3M tax, real estate, treasury, credit, and mergers and acquisitions.

Integrated Talent Management in High-Performance Organizations

Integrated talent management - the concept of intermingling components across organizational silos to share meaningful data, coordinate resources and reap positive outcomes - is a relatively new practice. Among organizations that have implemented integrated TM, there is clearly room for refinement and improvement; a recent i4cp study found that about one in five respondents reported that their organizations manage talent effectively. Join Ranjani Iyengar, who leads corporate learning and development at Kraft Foods, as she discusses how Kraft will use TM to build a high-performing organization, addressing the challenges of integration along the way.

About Ranjani Iyengar
Ranjani is currently the Sr. Director Learning and Development at Kraft Foods leading the corporate training function. She is recognized as a thought leader and high-impact executive who integrates learning, leadership development, performance management and succession planning to build a high-performing workforce. Ranjani has experience in the Consulting, outsourcing and academic domains. Prior to joining Kraft, she was with Hewitt Associates and was the Global Practice Lead for Learning & Development outsourcing services. She spent eight years at Accenture and was a member of the senior leadership team for training. She has also run her own consultancy focused on the India-US market, to provide services in the areas of performance consulting, executive and leadership development.

The Music Paradigm

The Music Paradigm uses a symphony orchestra as a metaphor for any dynamic organization, particularly one dealing with a period of exceptional challenge or change: a merger, a restructuring, new leadership, change initiatives, stretch performance goals, and many more. During a Music Paradigm session, the executives are seated among members of a live, professional orchestra. From the first moments, it is clear that something has changed - that the meeting paradigm has shifted in an important and interesting way. The conductor leads the musicians through a series of carefully crafted exercises that help illustrate key qualities, reactions, and practices of high performing business teams - strategically designed to be in line with the needs and challenges of the executives and their organizations. The session is a high-impact learning experience, a powerful personal and team journey, and exciting instructional entertainment.

Among the many valuable benefits, the sponsoring organization is able to achieve the reinforcement of key strategic messages, build momentum for addressing critical issues through a shared experience, clarify strategies that may seem too vague or complex, and provide executives with a safe environment for rethinking their assumptions and behaviors. The session provides a highly memorable group experience that generates fresh insights long after the meeting is over, and lessons that become part of the organization's dialogue and culture.

About Roger Nierenberg
Roger Nierenberg is the creator of The Music Paradigm. He has led presentations with more than sixty different orchestras throughout North and South America, Europe, Asia and Oceana. For 14 years, Nierenberg directed the Jacksonville Symphony Orchestra in Florida, where he established a special reputation for his highly successful collaborations with many of today's outstanding soloists and composers. For 23 years he was Music Director of the Stamford Symphony Orchestra in Connecticut. Nierenberg has served as guest conductor for many of America's most distinguished orchestras and opera companies, has performed at some of the world's most prestigious music festivals, and has recorded with the London Philharmonic Orchestra on Sony Classical Records.

Sparking Innovation with Social Networking, Knowledge Retention and E-Learning

Organizations must continue to be adaptive and agile in order to cope with the internal and external challenges facing them in the years ahead. Some of the interesting areas that are affecting many organizations include knowledge retention issues, social networking, cross-generational knowledge flows, and e-learning advances. This presentation will highlight some of the emerging research being conducted in these areas.

• Learn about leading academic research on timely topics affecting organizations.
• Gain hints on how to deal with knowledge retention strategies and solutions.
• Learn how HR can play an even stronger role in your organization in terms of intergenerational issues, e-learning, social networking, and strategic human capital.

About Michael Frank, Ph.D.
Michael Frank held executive-level positions in the private and public sectors for many years prior to his present position. As an executive VP for a large Maryland financial institution and president of its retail services division, he supervised several hundred people, drafted strategic and business plans, oversaw reorganization and staffing, and controlled approximately one billion dollars in investment assets. Prior to that, he was the HR director of one of Maryland's largest jurisdictions. His Ph.D. is in Organizational Theory from the University of Maryland, College Park.

About Jay Liebowitz
Dr. Jay Liebowitz is the Orkand Endowed Chair of Management and Technology in the Graduate School of Management and Technology at the University of Maryland University College and was recently ranked one of the top 10 knowledge management researchers/practitioners out of 11,000 worldwide. He previously served as a professor in the Carey Business School at Johns Hopkins University.

Talent Management Practices That Work - Really!

The world of talent management is a crowded place. New terms, practices and approaches appear every day. This proliferation is fueled by the constant search for "truly innovative" solutions by HR and talent professionals. This session will not only answer the question of "what really works" but will also provide attendees with multiple practices and processes that have proven themselves in some of the world's best companies. These practices are high-impact, easily implemented and fiscally responsible - they can work anywhere.

• Find out what some of the world's best companies are doing in TM.
• Learn simple and highly effective TM practices that are easy to implement and don't cost a fortune.
• Engage in a provocative discussion about the cost/benefit of current talent practices.
• Take the information back to your company and make better decisions.

About Leslie Joyce
Leslie W. Joyce, Ph.D., is the former vice president and chief learning officer for The Home Depot. Leslie led The Home Depot learning function for five of her almost seven years with the company. In her role as CLO she was responsible for delivering full-service learning solutions to The Home Depot's 300,000+ employees. Under her leadership, The Home Depot established itself as a leader in innovative approaches to large-scale learning and change management, receiving multiple awards, including the "Training Top 100" and CLO magazine's Award for Strategic Alignment.

Why Employee Satisfaction and Engagement Might Be Hurting Your Company

We've all heard the saying that a happy employee is a motivated employee. But new research reveals that the "happy employee" philosophy doesn't work.

The truth is finally out: Employees cannot be bribed or coddled into giving 100%. People become "Hundred Percenters" because a leader pushes them to new heights. In this session, you'll see the new research and techniques that inspire employees to give 100% every day.

• Discover four reasons why employees aren't giving 100% (despite billions spent on employee engagement and satisfaction efforts).
• Learn two questions that will reveal how much discretionary effort employees are giving you (and why you should never ask employees if they're satisfied).
• See a disturbing trend emerging from the latest employee survey data (and learn how to proactively reduce this risk).

About Mark Murphy
Mark Murphy is the founder and CEO of Leadership IQ. As the force behind some of the largest leadership studies ever conducted, his cutting-edge research has been featured in Fortune, Forbes, BusinessWeek, U.S. News & World Report, the Washington Post, and hundreds more. He's also been featured on CBS News, ABC's 20/20 and Fox Business News. Mark's clients include the Harvard Business School, Microsoft, IBM, MasterCard, Merck, Volkswagen, and Johns Hopkins, among others. Mark's latest book is Hundred Percenters: Challenge Your Employees to Give It Their All, and They'll Give You Even More (McGraw-Hill, 2009).