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CONFERENCE OVERVIEW
The executive search industry continues to show strong growth in 2007, without any end in sight. The strong demand for executive search services is just one of many economic indicators demonstrating that the U.S. economy continues to grow and companies are investing again to strengthen organizational capabilities in order to best position them to execute tomorrow's business strategies.
In this environment, talent is the one true area where companies can gain competitive advantage. But to derive the full value of top talent requires an organization aligned around attracting, developing and retaining the right people and providing them with the tools to execute. No leader can dismiss their responsibility in this area and expect to maintain a high performance culture over the long-term.
In this special event in New York, we are assembling distinguished business leaders from some of the world's most successful organizations to share a wide-spectrum of views on what it takes to create a talent-minded organization. We will examine important factors including communicating an articulate corporate vision, improving employee engagement, measuring candidate fit, leadership development, and HR's role in driving a talent mindset.
DAY ONE - Wednesday, September 26, 2007
6:00 - 7:00 p.m. - Cocktail Reception
7:00-7:30pm - The Search Partner as Consultant
To be an outstanding search partner, one must be more than just a recruiter. The search partner must be a consultant. What is the difference?
And in what ways is the relationship with the client different? What does it mean to be a consultant when interfacing with a candidate?
A leading recruiter will explore the many professional, intellectual and personal traits that make a search partner a true consultant.
David Nosal
Chief Executive Officer
Nosal Partners
7:30 - 8:15 p.m. - Dinner
8:15 - 9:00 p.m. - Hunt-Scanlon Human Capital Advantage
Award Presentation
Since being named chairman and CEO in 2004, after having served as president and COO since 1999, Jeff Fettig has successfully continued the growth of Whirlpool through various acquisitions, consolidations, innovations and expansion into the global economy.
The company's sustained performance under the tenure of Mr. Fettig has been evident by a 62 percent increase in stock price since his appointment as CEO, and by Whirlpool's presence on Business Week's Top 100 Most Innovative Companies and Dow Jones Sustainability World Indexes. Despite the economic pressures to grow, Mr. Fettig has not sacrificed the livelihood or integrity of his employees, or overlooked the rights of the consumer; he has maintained Whirlpool's status as a leader in the community. Consequentially, Whirlpool has been recognized as one of the 100 Best Corporate Citizens by Business Ethics and by numerous other sources for its proactive approach to protect the environment. Under Mr. Fettig's direction and through regular interface with its human resource management team,
Whirlpool has created a dynamic and open work environment for 73,000 employees, leading to acknowledgements by numerous sources for promoting diversity and achieving a perfect score on Human Rights Campaign's Corporate Equality Index. Mr. Fettig's ability to combine strong financial performance, talent recruitment, and a healthy work environment is clearest in Whirlpool's inclusion by global human resources services firm Hewitt Associates in its "List of Top 20 U.S. Companies for Leaders," which recognizes developing leaders.
Jeff Fettig
Chairman and CEO
Whirlpool Corporation
Award Presentation By:
Jason Hanold
Executive Director
Russell Reynolds Associates
DAY TWO - Thursday, September 27, 2007
7:30 - 8:45 a.m. - Registration and Continental Breakfast
8:45 - 9:00 a.m. - Welcoming Comments by Moderator
9:00 - 9:45 a.m. - The Human Capital Advantage: How Every
Organization Can Build an Enduring Edge
Bottom line, every organization wants the same thing: a sustainable competitive advantage. Yet that seems increasingly impossible in a world of widespread overcapacity, rising customer power, and lightning change. So how do some organizations achieve a sustainable edge?
Mr. Colvin shows that in today's world, the only source of such an advantage is the human factor: people, culture, and relationships. Mr. Colvin will discuss how some of today's most successful companies are masters of not only identifying key talent, but how they are able to retain and foster
a workforce in our present fast-paced and highly competitive global marketplace.
Geoffrey Colvin
Senior Editor-at-Large
Fortune Magazine
9:45 - 10:30 a.m. - The New Vision for HR
HR's position within an organization has always given it a unique and powerful perspective but until recently the expectation of most HR departments has been limited to delivering necessary services and rarely acknowledged for creating value. Fierce market conditions, the scarcity of skilled talent and the continual search for differentiation are just a few of the factors changing that view. Today, companies are looking to leverage their HR department as a strategic asset, creating a crucial link between organizational capabilities, business objectives and shareholder value. In turn, they use the same high standards in hiring their top HR executives as they do in hiring any other high impact senior level executive. This new vision of HR represents a golden opportunity for professionals in the field of HR to become crucial contributors to the success of a business. American Express' Executive Vice President of Human Resources, L. Kevin Cox, believes that making this aspiration a reality begins with HR professionals themselves. Mr. Cox will discuss his perspectives on the new vision of HR, the skills professionals need to develop and the critical drivers he believes HR can contribute to an organization to create value.
L. Kevin Cox
Executive Vice President, Human Resources
American Express Company
Introduction by:
Claudia Kelly
Leader Human Resources Practice
Spencer Stuart
10:30 - 11:00 a.m. - Networking Break
11:00 - 12:15 p.m. - Measuring Executive Performance
Shareholder returns are considered the best way to measure the performance of many officer level executives. But what other factors do world class companies look at when they measure the performance of their top leadership. A panel of top leadership assessment professionals will discuss the universal and/or industry specific qualities/personality traits/results of top performing executives, the methodologies they use and the key metrics they look for when assessing candidates and current executives.
Moderator:
Thomas J. Fuller
General Managing Partner
Epsen Fuller/IMD International Search Firm
Panelists:
Lorraine Murphy
VP, Human Resources
Campbell Soup Company
Ron Williams
Senior Director, Recruitment
AstraZeneca Pharmaceuticals LP
Karyn Detje
EVP, Global Human Resource Director
Publicis Groupe Media
Troy Vincent
VP, Global Recruitment and Staffing
W.R. Grace
12:15 - 1:30 p.m. - Luncheon/Retained Executive Search: Numbers Remain Healthy
Until the recent shock of the credit crunch, fee revenue for the executive search industry has been extremely robust.
The president of the worldwide Association of Executive Search Consultants will discuss why the majority of firms have continued to move forward with double digit growth.
He will provide his analysis of the marketplace, from an uptick in certain functional and industry disciplines to a surge in the regional activity in such markets as Asia and Central Europe.
Peter M. Felix
President
The Association of Executive Search Consultants (AESC)
1:30 - 2:30 p.m. - Sea Change In the Hunt for Global Talent
The executive search industry has enjoyed a five year period of substantial growth with overall revenues and profits at record levels. Unlike other times of significant growth, however, the activity and profit centers are surging in new geographical arenas which may substantially alter the balance of search activity on a global scale. The CEO of one of the world's largest and most recognizable search firms will discuss these shifting markets: why has London become the new center of financial services activity? How large and significant a role will China play in the years to come? Will emerging markets in India and South America overtake the traditional business centers of the U.S.? With these paradigm changes, how will the hunt for global talent change and how are search firms positioning for this dynamic sea-change?
L. Kevin Kelly
Chief Executive Officer
Heidrick and Struggles
2:30 - 3:15 p.m. - Employee Engagement
Sustaining growth requires a workforce that remains focused on the business objectives though research shows that employees operate, at best, at about 60 percent efficiency. Pay raises and other programs often work as only short-term motivators. Ultimately there is no single strategy to keep employees engaged in their work - it requires a multi-faceted approach. Panelists representing both corporate HR and executive search firms will discuss and debate the strategies and workplace dynamics that have proven to keep employees focused on achieving better results.
Moderator:
Kevin Sheridan
CEO
HR Solutions
Panelists:
Todd Frady
Internal Organization Development Consultant
Johns Hopkins Health System
Barbara Elsberg
Principal
Jackson Hole Group
Jeff Kaye
CEO
Kaye/Bassman International
Judy Homer
President
J.B. Homer Associates
3:15 - 3:30 p.m. - Wrap Up & Closing
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