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2015 Annual Conference Session Descriptions

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Session Descriptions

Jump to:

CRP II | CRP III | CRP IV | Recognition Fundamentals

Breakouts A | Breakouts B | Keynote | Breakouts C | Breakouts D | Breakouts E



Recognition Fundamentals

With Barbara Ruddy, CRP, STARS

Recognition Fundamentals, an introduction to recognition strategy and best practices, was designed by Recognition Professionals International (RPI) to provide a roadmap to organizations so that they can design, implement and evaluate an effective and measurable employee recognition strategy. The course objectives include:

  • Understanding the science behind recognition.
  • Reviewing the FOUR critical planning phases to ensure success:
    • Assessing current issues within the organization, establishing the important areas of measurement.
    • Aligning the recognition strategy to support the business vision, objectives and goals. Exploring recognition options, opportunities and the benefits of a 3 Dimensional Model.
    • Implementing the recognition with Training, Communications and Event Planning.
    • Reviewing recognition initiatives to ensure alignment, using measurement tools and indicators.

Everyone who works in the field of employee recognition will benefit from attending this session. It is a great refresher course for CRP Graduates and experienced recognition professionals and provides tremendous help for people who have just been assigned the task of designing a recognition strategy. This course is very interactive. At the conclusion of the class, each attendee will have actual work documents that can be used to proceed with implementation within his or her own organization. Please note: This special Preconference Session is not included in the conference fees; it costs $150 extra.

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CRP II - Strategic Planning & Measurement (SPM)

With Dee Hansford, CRP, Dee Hansford Consulting

This course will cover targeted skills and tools needed by Certified Recognition Professionals® (CRP) to set strategy, develop budgets, and create meaningful measurements. Participants in this course will be able to align recognition directly to corporate strategic initiatives. In addition, they will learn the importance of ensuring that realistic budget measurements are in place to support their plans.

Participants will learn techniques to perform baseline measurements and interim measurements. They will also learn how to use tools that track potential return on investment. In addition, this course covers program budgeting and goal setting. This course includes pre-work: reading materials.

By the end of this course, participants will be able to:

  • Assess their organization's current recognition initiatives.
  • Align recognition strategies to business objectives and culture.
  • Identify goals to support a strategic recognition plan.
  • Create baseline measurements.
  • Link Best Practice Standards to their own plans.
  • Establish key recognition criteria.
  • Define the desired state of recognition.

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CRP III - Recognition Management & Maintenance (RMM)

With Vicki Hargrove, Sr. Consultant, Cargill Incorporated

This course covers the fundamentals of the RPI Best Practice Standard: Measurement, and Program Change and Flexibility. Using actual case studies and member survey input, participants will gain exposure to actual recognition-related job responsibilities, the challenges of multi-site recognition implementation, outsourcing considerations, and change strategies and how to apply them. They will also learn tax implications and how to consider them in their budgeting decisions. Once sound measurement systems are in place, recognition programs need to be analyzed to determine the likely outcomes and next course of action. Participants will become familiar with the natural lifecycle stages of recognition programs and logical outcome considerations. This course includes pre-work: survey in advance.

By the end of this course, participants will be able to:

  • Define management components based on current needs.
  • Identify key roles and responsibilities.
  • Define a framework for a formal nomination and selection process.
  • Link industry budgeting standards to current organizational practices.
  • Implement the three key aspects of a successful recognition budget.
  • Assemble current tax data.
  • Identify current and desired tracking/reporting capabilities based on successes.
  • Determine program maintenance, change, or exit strategies.

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CRP IV

With Theresa Harkins, RPI Past President, CRP, CCP, SPHR, Inspirus

This course outlines the cultural and motivational aspects of behavioral theory. Using real world examples, participants in this program will learn how organizational culture defines recognition and how recognition supports culture; the impact of values and behaviors on recognition design; the components of a recognition system; and how motivational theories can be used to diagnose current recognition offerings and enhance recognition design. Generational considerations are also presented as a way to further customize and personalize recognition in accordance with RPI's Best Practice Standards. This course includes pre-work: reading materials.

By the end of this course, participants will be able to:

  • Assess their organization's current recognition systems.
  • Identify potential alignment system gaps.
  • Define key recognition system components.
  • Incorporate additional tactics for leader involvement and skill-building.
  • Name at least four motivational theories.
  • Identify the components of the ABC model.
  • Link RPI's Best Practice Standards to their future plans.

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Monday, January 12, 2015
Breakouts Session Series A | 10:30am - 11:30am

A1. Recognizing Hidden Behavior Can Change Your Culture
With Jenna Conway, Salesforce

Is there a behavior not currently optimized in your organization? Most likely, it is already happening right under your nose, but it’s undervalued and unrecognized. Good talent could be walking right out the door because of it and your organizational culture could be at risk. Defining, building awareness of, and recognizing the behaviors that contribute to your organization’s culture has a huge impact on the overall health of your business.

In this presentation, we will walk through a case study that illustrates how to build an effective behavioral recognition program by following three steps: Identify the behavior, build a model, and develop a toolkit. The case study details how the Technology Learning & Development team at Salesforce.com built a program to encourage and recognize knowledge sharing in their technical organization. Through extensive research, the team identified the motivating factors of those who exemplify the behavior, built a model to bucket the key attributes of the behavior, rolled out an awareness program to raise visibility of the value of knowledge sharing, and implemented a peer-to-peer recognition program to identify the knowledge sharing all-stars, inspiring others to emulate. Because the organization is data-driven at its core, the team devised a unique bottom-up approach to build awareness and prove the groundswell first before getting the Executive stakeholders on board. Hear about their challenges, setbacks, and success and learn how you can bring this back to your organization, in any industry.

Following this session you will be able to:

  • Acquire best practices for step 1, identify the behavior, and brainstorm hidden behaviors in your own organization.
  • Describe how you can translate organization research in order to execute step 2, and build a model.
  • Summarize your own ideas for step 3, and develop a toolkit that you can bring back to your own organization.

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A2. Leveraging Data to Design Enterprise-wide Recognition Programs
With Tina Weede, US Motivation

There are many opportunities to engage and reward employees with programs that align with your business objectives and positively impact your bottom line. To better leverage these opportunities, it’s important to know how to use existing data about your workforce and how to attain valuable data to design effective programs that result in increased engagement and performance.

In this session you will:

  • Learn methods of attaining and applying the right kind of information to design effective recognition programs.
  • Discover the various types of programs you may not have considered for which you can recognize and reward employees.
  • Learn how different programs can impact your bottom line and improve employee engagement.

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A3. Making Recognition Memorable
With R. Scott Russell, Verizon

This is a practical session in which the attendees will review and discuss how to create a memorable moment and bring recognition up to new heights. Examples will be given and roundtable discussion will be held to share ideas. You'll find new ways to make your employees or others excited about the recognition that they receive. This session is for anyone who wants to create the best and most exciting recognition moment for the person(s) they are recognizing.

The session takeaways include:

  • You need to know something about the person/group you are recognizing in advance in order to make a memorable moment.
  • Don't be afraid to step outside of your comfort zone (remember, recognition isn't about you — it's about the person/group you are recognizing).
  • Record the moment for the receiving person/group to help make the memorable moment last long into the future for residual gains.

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A4. Multigenerational Chatter and What Really Matters
With Rhonda Sunnarborg, MotivAction and Matt Robb, MotivAction

Does your recognition program resonate with Millennials as well as your Baby Boomers? How can you best engage your employees, no matter where they are in their careers? Rhonda Sunnarborg and Matt Robb of MotivAction will take you through the latest findings on the generational makeup of our workplaces — and what this means for your recognition program. This session will review workplace demographics, generational attributes, and will provide recommendations on how to create a recognition program that will be effective and meaningful for everyone.

In this session you will learn:

  • Fact or fiction: reported characteristics of Millennials.
  • The demographic profile of the workforce today — and in the future.
  • How to make your program relevant to a multigenerational workforce.

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Monday, January 12, 2015
Breakouts Session Series B | 1:45pm - 2:45pm

B1. Slicing and Dicing: Segmentation Enables Real Impact in Sales Recognition
With Chris Galloway, Fusion Marketing

Could your company benefit from being able to predict the winners of a top performer travel program before qualification even begins?

How could understanding the key drivers of this performance help you segment the audience and design program elements that improve results?

In this session, we will illustrate how Orkin is already doing these things to improve the impact of their President’s Club program. The result of the primary research that we implemented is a renewed focus on incentives and recognition for all front-line employees based on key drivers of performance; and that performance is benchmarked against the most key driver of them all – Commitment to selling the Orkin brand.

Key take-aways:
1. Illustrate the power of an integrated Brand Selling Commitment research model.
2. Learn how to create segments that are relevant to your business.
3. View our client’s results as a real-world case study that may be applied to your business tomorrow.

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B2. Assessments 101 — The Ins and Outs of Conducting a Recognition Assessment
With Jason Thomson, Creative Mercenary

What should a survey look like? How do you build a better questionnaire? What are the secrets of running a winning focus group session? Join Creative Director Jason Thomson for the inside look at the best options and approaches to build a successful recognition assessment. This sessions considers:

Session Objectives Include:

· How to determine objectives for your assessment
· The merits and disadvantages of different types of assessment tools
· How to present and sell your assessment in a way that funds your program

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B3. Creating a Global Recognition Culture
With DiJeana Wilks, F. Hoffmann-La Roche

With over 80,000 employees in 140 countries , Roche is the fifth-largest pharma company worldwide. Roche is consistently ranked as an employer of choice by employees and by external institutions. In 2013, the company launched a global recognition program with all employees participating on one common platform. Based on a P2P (People to People) concept, it enables every participant to nominate any other participant for a recognition award based on core Roche values.

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B4. Recognizing Hidden Behavior Can Change Your Culture
With Jenna Conway, Salesforce

Is there a behavior not currently optimized in your organization? Most likely, it is already happening right under your nose, but it’s undervalued and unrecognized. Good talent could be walking right out the door because of it and your organizational culture could be at risk. Defining, building awareness of, and recognizing the behaviors that contribute to your organization’s culture has a huge impact on the overall health of your business.

In this presentation, we will walk through a case study that illustrates how to build an effective behavioral recognition program by following three steps: Identify the behavior, build a model, and develop a toolkit. The case study details how the Technology Learning & Development team at Salesforce.com built a program to encourage and recognize knowledge sharing in their technical organization. Through extensive research, the team identified the motivating factors of those who exemplify the behavior, built a model to bucket the key attributes of the behavior, rolled out an awareness program to raise visibility of the value of knowledge sharing, and implemented a peer-to-peer recognition program to identify the knowledge sharing all-stars, inspiring others to emulate. Because the organization is data-driven at its core, the team devised a unique bottom-up approach to build awareness and prove the groundswell first before getting the Executive stakeholders on board. Hear about their challenges, setbacks, and success and learn how you can bring this back to your organization, in any industry.

Following this session you will be able to:

  • Acquire best practices for step 1, identify the behavior, and brainstorm hidden behaviors in your own organization.
  • Describe how you can translate organization research in order to execute step 2, and build a model.
  • Summarize your own ideas for step 3, and develop a toolkit that you can bring back to your own organization.

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Monday Keynote: Jeremy Gutsche, Founder of Trendhunter.com

BETTER & FASTER - The Proven Path To Unstoppable Ideas
With Jeremy Gutsche, Founder of Trendhunter.com

Jeremy will make you Better & Faster by teaching you a proven path to unstoppable ideas; tactics he's developed by studying 250,000 ideas with his 100,000,000 person audience, and frameworks he's battle-tested while helping to solve some of the world's toughest innovation problems with his 300 brand, billionaire and CEO clients, ranging from Victoria’s Secret, Coca-Cola and Sony to IBM, Walmart, Wells Fargo and Hughes Aerospace.

He will make you BETTER because he will teach you the how to overcome the psychological traps that consistently block successful people from realizing their potential. Connecting 10,000 years of evolution to our ability to adapt to rapid change, he will show you why smart people miss great ideas and what to do about it.

He will make you FASTER by teaching you six patterns of opportunity; the proven paths to unstoppable ideas.

As the guy referred to as the "Intellectual Can of Red Bull," all of Jeremy's examples will stem from highly engaging, humorous and educational lessons from the untold tales of reclusive billionaires, unexpected stories of success, ex-criminals who made it big, and ordinary people who achieved the unthinkable by simply seeing the opportunities that others overlooked.

Put it all together and you will know the smarter, quicker, easier path to breakthrough ideas. You will better understand what aspects of your own success hold you back, and you will learn to see patterns and clues that will lead you to be a better investor, better innovator, better creator and better at adapting. You will realize all the great ideas that you're already so close to realizing. You will be BETTER & FASTER.


Tuesday Keynote: Jeffrey Tambor

"Performing Your Life"
With Jeffrey Tambor

Veteran actor Jeffrey Tambor’s hilarious and inspiring presentation, Performing Your Life, will motivate attendees to discover the artist within themselves. Part one-man show, part seminar, part question-and-answer session and endlessly entertaining, Tambor’s empowering lessons are catalysts for change, promoting introspection among attendees.

His career as a Master Teacher of actors has given him insight into human behavior that translates into helping all people. He draws from his own experiences within his long career to advise his audiences. Tambor’s captivating session is a performance in itself as he helps attendees realize and dismiss some of the great fears that hold them back from their potential.


Tuesday, January 13, 2015
Breakouts Session Series C | 10:15am - 11:15am

C1. Moving from Buy-in to Commitment: How to Get Senior Leader Commitment for Recognition and Reward Programs
With Roy Saunderson, Rideau’s Recognition Management Institute

Here’s the focus of this presentation: Learning how to get your senior leaders’ commitment for implementing recognition and reward programs. Remember, commitment is personal. Buy-in is strictly financial. We’ll share with you what we’ve learned from speaking with a variety of corporate leaders on what it takes to earn a senior leader’s commitment for recognition and rewards. And while we all know we want them to sign on the dotted line for budget approval, we will take you behind the scenes on how to get their total commitment first.

Following this session you will be able to:

  • Identify the essential steps needed to earn any senior leaders’ commitment for your recognition and rewards initiatives.
  • List 3 major things to avoid if you really want to get a corporate leader’s support for any new or ongoing financial commitment.
  • Select one principle and a corresponding action you will commit to doing the next time you need to gain a senior leader’s commitment.

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C2. Meaningful Recognition in the New Virtual Environment
With Andy Bailey, DirecTV; Kevin Cronin, O.C. Tanner; Lisa Massiello, Wells Fargo

Regardless of the size of your current organization, in today’s ever-changing work environment we are all faced with the challenge of ensuring that we deliver meaningful recognition to all team members regardless of type of work environment. Many organizations have team members working from home, working with diverse abilities, working across time zones or even around the world! Today’s technology tools are great enablers for recognition, but certainly the personal touch and impactful delivery of recognition are everlasting. As our workforce becomes more and more diverse in all aspects, we need to ensure that our recognition strategy is meaningful to all, and as a result engagement will be maximized. In this session, we will share industry best practices that enable managers to ensure they are recognizing team members effectively and building their team member engagement.

In this session you will:

  • Be able to understand the role of the today’s virtual workplace and how to be more effective in driving engagement.
  • Learn the virtual best practices for meaningful recognition.
  • Learn how to creatively leverage technology and other resources to enhance virtual recognition.

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C3. The Power of the Ideal for Creating Workplace Improvement: Neuroscientific and Psychodynamic Considerations
With Steve Curtis, Sherpa Insight and Bill Karwoski, Sherpa Insight

This presentation will begin with a documentation of the profound resistance to change that exists in the workplace, e.g., 93% of corporate initiatives fail to change workplace behaviors. The presenter will then 1) describe the value of understanding and appealing to the “Ideal Expectations” of employees for motivating change, and 2) will offer neuroscientific and psychodynamic explanations for the distinctive motivational power of the Ideal. Finally, the presenters will describe case examples where the online Clarity survey of emotions and cognitions has been used to determine both Ideal Expectations and Current Job assessments that were then used to successfully improve employee engagement and performance, as well as corporate climate.

In this session you will:

  • Get an understanding of why creating and sustaining new behaviors in the workplace is so difficult.
  • Learn how and why appealing to employee “Ideal Expectations” is so powerful for creating change.
  • Learn how and why the Clarity survey is so effective at providing direction for corporate change and growth.

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Tuesday, January 13, 2015
Breakouts Session Series D | 1:30pm - 2:30pm

D1. Driving Performance Using Operational Metrics, Recognition and Incentives
With Theresa Harkins, Inspirus

Sharing the journey of Cash America and how it is transforming the performance of its workforce using operational metrics, recognition and incentives.

Following this session, participants will be able to:

  • Understand how sharing operational data can drive production.
  • Understand the strategic picture of linking incentives and recognition.

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D2. Total Rewards, Recognition and Engagement: A Caregiver (Employee) Recognition Success Story at Cleveland Clinic
With Matthew Majernik, Cleveland Clinic; and David Chittock, Incentra Inc.

When a total rewards and recognition strategy is effectively integrated and aligned with an organization’s mission and values, the results can be dramatic. This is what happened at Cleveland Clinic when the company implemented a “Total Rewards” program that included “Caregiver Celebration”, the Clinic’s innovative caregiver (employee) recognition program. This program has dramatically increased patient satisfaction and employee engagement — key Cleveland Clinic goals. Being a “Caregiver” has become a core value for every Cleveland Clinic employee and generated a new culture of appreciation and engagement throughout the organization.

In this presentation, you will learn how to align and recognize the key values and behaviors that will successfully drive results and support your organization’s mission and objectives.

You’ll see how to analyze the type of total recognition program that will have the biggest impact on your employees. You’ll understand how to apply best practices to effectively attract, engage and retain talent. You’ll discover how to design and integrate a program that combines the engagement, health, productivity, work-life balance and overall wellbeing of your employees. You’ll see how to assess the tools, resources and programs you can leverage and integrate into your recognition program to have an impact on your organization’s mission. Finally, you will get creative ideas on how to effectively communicate your recognition and rewards program for maximum participation and employee buy-in.

If you’re considering implementing a total rewards or total recognition strategy, don’t miss this enlightening presentation given by the architects of Cleveland Clinic’s “Caregiver Celebration” program.

Participants in this session will:

  • Learn how to apply best practices in the design of a total rewards and total recognition program.
  • Discover how the total recognition approach has a measurable and meaningful impact on employee engagement and organizational objectives.
  • Recognize the importance of an integrated (“Total Rewards”) approach to your total recognition program that drives employee behaviors.

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D3. Amplifying Culture Change through Strategic Recognition
With John O'Brien, BI WORLDWIDE; Trent Akagi, Hewlett-Packard Company

Hewlett-Packard had undergone substantial changes in recent years, including senior leadership. These shifts led to a dramatic decrease in employee morale and confidence in the company’s direction and outlook. Hewlett-Packard realized that renewed focus on its employees and culture was critical to successfully executing its turnaround strategy. But how do you reinvigorate and refocus a global workforce of more than 250,000 employees towards achieving the company’s new vision?

In this session you will learn about:

  • Recognition as a Change Agent. Understand the crucial role strategic recognition initiatives play in driving organizational change and business performance. Although most companies understand the important role recognition plays in driving employee engagement, few companies understand or realize the full potential strategic recognition initiatives provide organizations as a tool to drive change.
  • Employee Engagement Framework. What is the Employee Engagement Framework and why is it important to recognize behaviors, accomplishments and results?
  • Best Practices of Successful Recognition Initiatives. As simple as they may sound, there are seven best practices critical to successfully launching and sustaining strategic recognition initiatives. Too often, companies dismiss or overlook one or more of these practices, thereby undermining the overall effectiveness and impact of their strategic recognition initiative.

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D4. Humanize Your Employee Engagement Efforts
With Paul Hebert, Symbolist

The past few years has seen a major increase in the number of companies that offer technology solutions to HR that are focused on rewards and recognition. While these new SaaS products have reduced the cost and the set up effort required within HR, they inadvertently have reduced the effectiveness of recognition within the organization.

Today’s programs allow for more people to recognize more people, expanding the footprint of recognition and rewards. Unfortunately we now have larger programs, connecting with more people but providing less REAL recognition. Today’s technology-driven programs have created recognition robots and reduced the impact of recognition within the company. While the immediate impact is positive, over time these programs will require companies to pour more and more money into the reward element in order to compensate for the lack of true emotional connection with the company.

Employees are not looking for electronic recognition with “suggested” copy and “easy to click buttons” – they are looking for real, authentic, personal and human connections. This presentation will show why humans need emotional connections, how technology is is failing us, and discuss the best way to create emotional connections with employees. The presentation will also provide concrete examples of companies that are creating emotional connections.

Following this session, participants will be able to:

  • Understand the psychology of humans as it relates to building relationships and the shortcomings of a "technology solution."
  • Identify ways to "humanize" and create better emotional connections using technology as an enabler vs. a substitute for recognition activity.
  • See how other companies have leveraged non-technology solutions to drive up employee engagement.

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Tuesday, January 13, 2015
Breakouts Session Series E | 2:45pm - 3:45pm

E1. The Principles of Great Work: How to Make a Difference People Love
With David Sturt, O.C. Tanner

In today's competitive marketplace, organizations must draw differentiating ideas and solutions from every employee. Yet the same question persists: How do organizations support an environment where innovation and great work thrive? During this engaging session, David will reveal insights from the largest-ever study of award-winning work. He'll share 5 personal practices that anyone in any role can use immediately to make improvements.

In this session, participants will:

  • Gain a clear understanding of how anyone can be a “difference maker” within the constraints of their current job.
  • Learn 5 practical skills that can be used to ideate, innovate, and deliver work that drives results and gets noticed.
  • Learn effective ways to engage individuals and teams toward achieving the highest levels of creativity, innovation, and performance.

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E2. From Simple-to-Sophisticated: Motivation Measurements that Matter
With Kimberly Abel/Lanier and Greg Berger, Maritz Motivation Solutions

This interactive workshop will cover topics ranging from a simple recognition scorecard for those just getting started with a measurement plan to understanding how to leverage ROI methodologies, social intelligence and big data to gain deeper insights into engagement, performance and recognition program activity. At the end of the workshop, participants will leave with a defined measurement plan and action steps for their business.

This session will teach participants to:

  • BUILD a culture of recognition within an organization confidently, with metrics to prove it.
  • MEASURE recognition across the organization.
  • UNDERSTAND how to leverage social intelligence and big data to discern impact, tell powerful stories and pinpoint opportunities for improvement or intervention.
  • PROVIDE managers with a measurement framework founded in best practices.
  • IMPROVE and OPTIMIZE existing recognition programs to drive improved results and returns.

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E3. Social Recognition: Looking Beyond the Trend
With Tom Short, Kudos Inc.

Companies of all sizes are racing to implement tools and processes that foster recognition in the workplace – making it apparent that ‘recognition’ is the next big thing in Human Capital Management. Recognition definitely matters, but it’s not what you think. It’s much bigger.

All aspects of Human Capital Management programming are becoming increasingly focused on what will bring each individual employee more ‘wellness’, ‘satisfaction’ or ‘happiness’ to engage them. This new focus on the individual has made it clear that the key to truly inspiring intrinsic motivation is getting personal. Recognition programs do highlight the individual, but the ability to understand the effect of social recognition outside the office is essential.

This session will explore the differences between social recognition and rewards and the surprising factors driving the recognition movement beyond employee engagement. It will also look at the varying peer-to-peer and manager-to-peer recognition methodologies that are being used by different cultures across the globe, while exploring whether or not a universal recognition archetype exists. Emerging mobile and virtual technologies are playing a huge role in how recognition is experienced, and an exploration of these new approaches will also be discussed.

Following this session, participants will be able to:

  • Understand why creating a deep connection to the individual via recognition is critical for all companies.
  • Understand the different value propositions presented by rewards and recognition, and look at which is more effective.
  • Understand the global and cultural similarities and differences that exist within recognition.
  • Understand the means, processes and best practices currently available to deliver this new type of social recognition.

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Conference Quicklinks

 



Each conference breakout and keynote address is approved for .1 CEUs as approved by IACET. Recognition Professionals International (RPI) has been approved as an Authorized Provider by the International Association for Continuing Education and Training (IACET), 8405 Greensboro Drive, Suite 800, McLean, VA 22102.

Thank You, Business Partners

2016 Recognition Professionals International

1000 Westgate Drive, Suite 252
St. Paul, Minnesota 55114
Phone: 651-290-7490 | Fax: 651-290-2266 | info@recognition.org