Complex changes with a wicked nature often have many aspects and many roles involved. In many cases, we do not know exactly what the problem is, and we may end up answering the wrong question. This often happens because historical data and current knowledge are insufficient for change assessments such as readiness, impact, risk, resistance assessments, etc. Design thinking provides robust methodologies and strategies for innovation in more creative, effective, and human-centered ways. In this highly interactive and engaging breakout session, Professional Speaker and Human Capital Strategist, Dethorn Young, will showcase how these two tools come together in the emerging space of change management and how this methodology can help support organizational strategy, social innovation, and collaborative relationships.

Many decisions made throughout an organization involve subsequent changes that impact people, processes, and technology. Unfortunately, consideration for the impact these changes will have throughout the organization is often an afterthought or forgotten about altogether by those who originated the change. Regardless, the treadmill of change within organizations continues without relent. Not because change is fun in these environments, but because organizations are stuck reacting to competitors in their industry inherently built to disrupt and quickly respond to change. Join me in this interactive session to discuss how organizations can reverse the treadmill of change failure and instead build a resilient approach to change that unlocks change purpose and alignment through meaningful dialogue and intrinsic motivation.

This session will touch on overcoming imposter syndrome and defying limitations as an underrepresented individual in society. As a young Black male, growing up on the South side of Chicago, it was not common for me to see successful people that look like me and relate to me. This resulted in me doubting my ability to achieve my goals of pursuing a career in Mechanical Engineering. Even after realizing my potential and achieving major milestones along the way, I still felt like I didn’t belong. In this session I will break down how I work to overcome this and what can be achieved when you challenge yourself to achieve your wildest dreams.

Work will never be the same - and maybe that’s good news. The pandemic forced dramatic and rapid change on everyone. When pushed, many businesses and organizations showed remarkable flexibility while maintaining profits. Some even flourished. COVID is testing us again. The question isn't whether to 'go hybrid' but which model works best for the majority of stakeholders you rely on. There is no “one size fits all solution”, but the process begins at the top- with curiosity and conversations. This session will explore domestic and global examples of innovative and employee-friendlier “New Abnormal” responses and invite the audience to share best practices. We’ll provide a tool kit that includes using a cultural framework to inform and lead discussions that reduce misunderstanding and conflict.

The 8 levers of Leverage Change can be applied to any change, any time, any place. Use the Levers and you’ll be on your way to getting more done with less – less headaches, hassles and problems. Session Outline: 1. Introduction to the Levers followed by a turbo-charged 5-minute consultation using the levers and advancing an audience member’s live change situation. 2. Pairs identify where they saw the Levers used during the consultation followed by a whole group conversation. 3. Attendees apply one lever to their own situation, coming up with one key action they will take based on the Levers. 4. Reconvene as one large group for questions and insights and how to carry the Levers back to your day jobs.

Measuring change saturation can be significantly beneficial for the organisation. Understanding the tipping point means that PMO and change teams can work to avoid this from a planning perspective. Finding out during or after the releases that there is too much change saturation is an expensive exercise that diminishes the planned initiative benefits. It also leads to loss of productivity and operational disruptions. Moreover, employees lose faith in the ability of the organisation to manage change. With greater clarity of the change saturation points organisations can work to monitor, track and manage the risk of over saturation. Measures can then be put in place to ensure minimal business disruption and protection of initiative benefits.

Albert Bandura wrote, "... the attainments of social systems analyzed at the point at which they are undergoing major change" (1996, p. 469). To properly assess social systems requires a framework. Organizational Engagement provides executives with a means to prioritize change actions by gathering employee evaluation of organizational performance around six vectors.

In this session we will examine how Northwestern Mutual leverages a database of enterprise-wide change data to uncover insights on their capacity to lead competing transformational changes, and the capacity of their sales force to absorb competing transformational changes. These efforts are ultimately changing how Northwestern Mutual sequences and prioritizes as a company. Courageously asking senior leaders and project leaders to pause or re-sequence their work in conflict with existing incentives. We will discuss specifics involving: 1.The grit required to build and continuously refine a database of enterprise changes 2. Driving data to insights … Finding the “Win-Win” 3. The courage to remain objective and advise senior leaders while also building reinforcing system

Based on 20 years of research with victims of violence and trauma, Julie H. Lawson will lead participants through an interactive session to identify which emotional responses are helpful in ensuring flexibility and agile adaptation to change. Based on current research in neurodiversity and resilience, Julie will help participants identify targeted emotional interventions and practices to move gracefully through future change and optimize growth from recent changes in our lives. The goal of this session is for participants to harness the power of their emotional responses to better respond to life’s ever-changing stimuli.

Leading change is one of the most noble, difficult, and rewarding things a person can do; and relationships are the key to everything. Psychologist John Bowlby’s attachment theory states humans fail to thrive without a secure relationship. More recently, neurobiologists like James Coan have demonstrated we have a higher tolerance for pain and stress in the presence of a trusted partner. The implications of these findings are immense, and the skills related to creating security in others are teachable. These findings need to be brought to the forefront of discussions around how organizations lead change. In this session, Brandee Abel and Dustin Shell from TiER1 Performance will share insights and tactical moves for sponsors and change leaders to achieve desired outcomes through secure relationships.

In this interactive virtual presentation with F.E.A.R.S. Advantage™ CEO Kemy Joseph MS, EdS, you will: Get clear on the one misunderstood yet fast-growing discipline that’s helping organization leaders design crisis-proof company cultures of trust that thrive in uncertain times. / Learn how to measure trust in your company culture so you’ll know how to advance equity without offending people and making things worse. / Understand how to make the most of your DEI initiatives by planning an ongoing, rapid-response approach to feedback so your teams can stay motivated and develop the right strategies for the right solutions at the right time, even if you have limited resources

The saying. "adversity doesn't change you, it reveals who you are" was never truer than after the events of 2020. Our world has never been more volatile and yet you are charged with delivering positive business results and leading change. In this session, we will explore how to lead initiatives, teams and business through uncertainty by leveraging the principles of inclusive leadership. You will leave knowing how to engage others, bring the best thinking forward, while driving extraordinary business outcomes.

Founder and CEO:My Block My Hood My City

A champion of social justice, Jahmal Cole’s mission is to build a more interconnected Chicago on the pillars of service and education.
As the founder and CEO of the city’s fastest growing social impact organization, My Block My Hood My City, Jahmal is the creator of an exposure-based education program for teens and a network of volunteer initiatives that serve Chicago communities year-round.
Traveling, youth mentorship and community organizing are the subjects of Jahmal’s highly acclaimed books and speeches. He has spoken to audiences ranging from high school students to the Mayor of Chicago.
In 2019, Jahmal Cole was named to Crain’s 40 under 40, he’s also the recipient of the 2019 Champion of Freedom Award, the 2018 Chicago Defender Men of Excellence Honoree, and the 2018 Chicago City Council Resolution Award. In 2018, he was also named one of the “20 Most Inspiring Chicagoans” by Streetwise Magazine and a Chicagoan of the Year by Chicago Magazine. In 2020, he was awarded the 2020 American Red Cross Community Impact Hero Award. Most recently, he was named to Crain’s List of the 25 Most Powerful Chicagoans.

Executive Director: Power + Systems, Inc

Jeff Boudro is the Executive Director of Power + Systems, Inc.
Power + Systems is a successful, 40+ year old company founded by Dr. Barry Oshry. Power + Systems helps organizations accelerate their key initiatives and maximize their success through people. Key areas of focus include: leadership development, diversity & inclusion, employee engagement, partnership, and customer-focused cultures. Jeff has been an expert practitioner of Oshry’s work for over 20 years. He is a graduate of the legendary Power Lab and is Master Certified in all of Power + Systems workshops. Jeff has worked with a wide variety of organizations to leverage systems thinking and experiential workshops to strengthen leadership at all levels.
Jeff is a results-oriented leader who has worked with a wide variety of organizations from Fortune 100 companies to nonprofits, and from governmental agencies to school systems. He is a dynamic facilitator and a highly energetic leader with a proven track record of developing and leading high performing teams.
Previous to Power + Systems, Jeff held a number of leadership roles in the HR functions of companies including: Hanover Insurance Group, Staples, BankBoston, Putnam Investments, and Macy’s.