Programme: Dublin 2017

Synopses

Below is a brief synopsis of the Clinic Presentations from CDR Dublin 2017:

Day 1

David Nicholas Bearfield (European Commission)

Managing Change In The EU Institutions

From the perspective of ten years as Director of the European Personnel Selection Office, David will speak about transformational change in the EU Institutions, including a major change programme designed to fundamentally overhaul the way in which the EU Institutions select and recruit staff.

The Fifth Element: Understanding Workplace Innovation

Peter Totterdill (Workplace Innovation Europe)

Workplace practices which empower employees to contribute ideas and be heard at the most senior levels of an organisation lead to improved productivity and capacity for innovation, as well as enhanced workforce health and engagement.

The metaphor of The Fifth Element (www.goodworkplaces.net/the-Essential-Fifth-Element) is a useful way of understanding workplace innovation.

  1. Empowering Jobs and Teams
  2. Enabling Organisational Structures, Management and Procedures
  3. Employee-Driven Improvement and Innovation
  4. Co-Created Leadership and Employee Voice.

The Fifth Element describes the transformation that takes place when these four elements combine.

Workplace innovation now occupies an important place in EU innovation and competitiveness policy, and led to the creation of the European Commission’s Workplace Innovation Network (EUWIN) in 2012, jointly led by TNO and Workplace Innovation Europe.

This interactive Clinic will draw on diverse case examples, exploring the ways in which workplace innovation can enrich working life, enhance learning and career development, and help build resilience in the face of growing challenges in the business environment and labour market resulting from automation and globalisation. It will draw on participants’ own experiences of work and provide opportunities for reflection on how individuals, employers, policymakers, educators, trade unions and employers’ organisations can drive positive change in our workplaces.

Developing Robust Careers & Agile Talent for a VUCA World

Dr. Peta-Sue Hellmann (The World Bank)

This session will be an interactive presentation and discussion focused on approaches to agile Career Management designed and delivered by the World Bank Group’s line management in partnership with Human Resources’ Career Management Center of Expertise.  We will show ways in which HR can forge a strategic partnership with Senior Leadership and line management to deliver best-fit career management approaches that support more efficient business delivery and staff career aspirations.  Overall, this work resulted in (1) stronger pipelines of robust “ready now” talent pools for specific roles; (2) reduced time-to-hire staff into key business roles from 6 + months to 6 weeks; (3) greater levelling of the career management opportunities across HQ and global locations; (4) Talent Boards and Talent Councils made up of matrixed line management to review staff by functional unit across the organization,  (5) increase in staff perceptions of career management and staff professional development opportunities (10% increase in one fiscal year), (6) clarity of technical skills and professional mapping of staff to their technical families across global locations; (7) illustrative career paths based on real world trends across the organization to support career conversations between staff and line management.

Dr. Ian Robertson (Trinity College Dublin)

Change, Challenge & Stress: How Pressure Can Make You Stronger and Sharper

The human brain – the most complex entity in the known universe – is a self-programming organ that you can control to a considerable extent. This includes changing brain chemistry at will through relatively simple methods ranging from breathing exercises  to thinking patterns, and goal setting to physical posture. This workshop will draw on the fascinating research and case studies from Ian Robertson most recent books The Winner Effect and The Stress Test. Through practical, interactive exercises interspersed with brief presentations, Ian will show you how it is possible to improve mental and emotional functioning through controlling the ‘Sweet Spot” of brain functioning by manipulating key chemical messengers in the brain through simple and natural practical strategies.

Katarina Hom-DiDio (KHD International)

Building Trust in Culturally Diverse Teams

This interactive workshops dives into the role of trust in successful global leadership and staff engagement. The discussion centers around topics, such as, how we can create trust between staff from different cultures, for example, diffuse and specific / individualistic and group oriented and how creating a culture of trust enhances organizational performance overall and staff engagement in particular.  We will also explore how being an authentic leader and leading with purpose creates a culture of trust and commitment.  At the end of the session participants will understand the role trust plays in collaborative and productive teams and how to be a more authentic leader that motivates staff to perform.

Ursula Hillbrand (AoH Salonhosting GmbH)

From Inner Leadership to Co-Creation

The world around us is changing. How do we need to change to attract the staff of the future? Ursula Hillbrand, a participation specialist will talk about how public institutions change because the people within are changing the values on which they base their work.

In this clinic, we will explore together what it takes to create conversation spaces on eye level, so we can learn from each other. We will have a dialogical walk through the different stages of co-creation, starting with ourselves, exploring when we are at our best, and what conditions we need to be good leaders. Then we will move onto how to contribute authentically in conversation, support others and build on each other’s contributions, then we will transit into enabling authentic conversation and innovation spaces into finally entering the stage of true co-creation where we are in dialogue with the full potential of any given context.

Eva Mennel (UNICEF) & Catherine Hughes (SRI Executive)

Sharing the Secrets: Best Practices in Attracting, Onboarding and Success with Private Sector Placements in the International Development Sector

There is a growing hiring trend of employing private sector talent to fill executive positions in the international development sector. In this presentation, we will listen to the Hiring managers insights and uncover the strategic reasons behind the appointment of a person from the private sector. Eva Mennel, the HR Director of UNICEF and Catherine Hughes, from SRI Executive will share their success in engaging hiring managers and private sector placements in this review of hiring strategies and best practices moving forward. We will gain insights from a series of conversations with private sector executive placements – Hear what motivated them towards the position and career transition? How they found the onboarding process and what has/did their cultural transition looked like?

This clinic will provide a better understanding on Why has led us to a position to share some thoughts/best practices on effective hiring strategies for private sector executive talent which is increasingly sought after

Finally, it will open the debate on Onboarding Support: What does this look like specifically for private sector talent onboarding?

John Smythe & Roger Parry (Agenda Consulting)

Developing and Sustaining High Levels of Employee Engagement

This clinic will discuss challenges and identify good practice in achieving and sustaining high levels of employee engagement in international organisations.  The clinic will be highly interactive. It will involve discussion of engagement challenges, some case study presentations from high performing organisations and will provide participants an opportunity for discussion and personal action planning. It will be facilitated by John Smythe of Engage for Change and Roger Parry from Agenda Consulting.

Tim O’Connor (Former Irish Diplomat)

Building Peace and Trust: The Northern Irish  Peace Process and the Power of Negotiation

The Northern Ireland Peace Process brought an end to 30 years of conflict. Tim will describe the negotiating process that led to the Good Friday Agreement and his role as the first Co-Chair of the North South Secretariat supporting the North South Ministerial Council and helping build relationships across the island of Ireland and the lessons learned – in professional and personal terms – for building peace and building trust.”

Sabine Bhanot (UNSCC)

UN Leadership Framework

The UN Leadership Framework, which was recently adopted by CEB, outlines what a UN leadership culture aligned with Agenda 2030 should consist of and how it should look like. As such, it can be used to catalyse the culture change that is required within individual UN entities and the UN system at large to best support Member States in implementing Agenda 2030. Because leadership can and should be exercised not only by formally designated leaders but by all staff, the expectations outlined in the framework apply to all UN staff, at all levels, in all locations. In order for this new leadership culture to become the way we do business in the UN, individual UN entities and the UN system as a whole will have to align their organizational cultures to it. It will be up to UN entities to decide to what extent they will take the framework on board; in addition, a few high-impact system-wide interventions will be launched to jump-start alignment of the UN culture to the framework.

This session explores the areas of the change the UN leadership framework introduces and offers an opportunity for participants to reflect what it means for their organisational leadership programmes. It provides a space to develop and exchange ideas on how to use it in different organisations and will leave participants with concrete actions points for their own context.

Francis Owu (Franklin Covey)

Leading at the Speed of Trust

Trust is an economic driver and significantly impacts two measurable outcomes: speed and cost. Too many of us however, believe we have little or no control over how much trust is in our organizations – either you have it or you don’t. Rather than being some kind of ethereal concept, trust is actually a learnable skill, one we can get better at, based on 13 specific behaviors. Just as water is a vital substance that sustains all life on this planet, trust is the vital substance that improves our cultures, our relationships and our leadership. Where there is no trust, relationships decay, projects fail, customers go to competitors, initiatives under-perform and work grinds to a crawl. Like a ripple in a pond, trust begins with you. Senior Consultant, Francis Owu, brings a unique perspective with background as a mechanical engineer and global experience. He has a passion for and expertise in helping individuals and organizations deliver sustainable results through effective behavioral change. This highly interactive work session will help leaders increase their personal credibility in a way that will make a difference across the organizations they serve.

Sebastian Volkers (MercuriUrval)

Pain and Possibilities in Managing Change

In today’s international public organizations, the request for change is a constant that equally challenges and excites. We experience the pain in the challenge and yet, we can be energized and excited by the possibilities of progress. A fine-line paradox.

  • People need to change in order to survive, to evolve.
  • Change is the new normal
  • Change is constant and nothing to fear
  • Change leads to growth and evolution.
  • Most people want progress, momentum and growth – but how!?
  • Why do so many feel resistance to change? That feeling of wanting to stay put, stay safe and secure.
  • Capabilities enable a behavior
  • Behaviors are critical because they will have a significant impact on organizational performance

Questions that will be answered:

  • What trait and capabilities do you need to be a successful change leader?
  • What do I have to do if I am not succeeding in time of change?
  • How can the capacity for change management be identified and nurtured?

Shyam Sundaram

Building Resilient Leaders in Multilateral Contexts: Designing and Delivering Successful Leadership Development Programs

Across the multilateral system, there has a been a renewed focus in the past few years on defining and designing ways to support and build emerging leaders that can carry the organization forward. From trainings, to assessment centers, to coaching, the investments made have been varied. But what can actually have lasting impact in building leaders and training people in often hard to define “leadership skills”? Dalberg has worked with multilaterals across the system – from the UN to WHO to UNICEF to UNHCR – and has built perspectives on what makes for successful training, coaching and mentoring programs for leadership development. In an interactive clinic, Dalberg’s Head of Talent and Leadership Programs – Shyam Sundaram – will take you through a few best practice design principles, reflect on both successful and unsuccessful examples of leadership development programs, and will walk participants through an interactive exercise to design a leadership development program on the spot using a series of building blocks. Participants will ideally walk away from this clinic with a better understanding of what leads to more successful leadership development programs, as well as concrete ideas they can implement for their organizations.

Brian Gleeson

Dignified Departure From the UN – How to make it work? / How to Revitalise Leadership Teams in Implementing Change

The UN suffers from its share of under-performers, issues of integrity and challenging staff and the formal mechanisms to deal with them are too bureaucratic and time consuming. The session will demonstrate that the UN struggles to cope with the lack of career opportunities and career plateauing, especially in the feeder groups to the Director level and above. Talented and highly motivated women and the aspiring youth cadre are becoming frustrated in witnessing that there are blockages caused by “deadwood” that will not move or can be moved. Reduced staff turnover, a pathway to gender parity, organisational effectiveness and belief that accountability in performance management can work are all achievable if you pursue exit with dignity in the right way. This clinic will share some success stories (win/win) in how to negotiate a dignified exit of “problem staff” using the current UN rules, regulations and policies for the benefit of the organisation and the staff member. The speaker will present a number of case studies to demonstrate how it has been achieved and facilitate an interactive session to provide the tools and advice to participants so that they can do it their own agency.

Alexander Hiedemann and Daniele Alesani (Bocconi)

Transformative Career Development in International Organizations – How Far Are We?

This clinic is the continuation of the 2016 SDA Bocconi survey on change capabilities and development of change actors in International Organizations (IOs); it aims to discuss the results of a new research focused on transformative leadership and organizational resilience, which are fundamental aspects of the ‘micro’ and ‘macro’ level change capability of IOs. Transformative leaders are catalysts to identify needed change, create a vision to guide change through inspiration, and implement change in tandem with committed members of a group. Organizational resilience is the capacity to continuously anticipate environmental factors impacting on organizations and incorporate changes that go beyond ‘restoration’ and intend to create new capabilities and an expanded ability to keep pace and even create new opportunities. This clinic will present the results of a ‘stock taking’ survey among IOs’ professionals and executives and will discuss concrete actions and the role of Strategic HR management in strengthening change capabilities

Gustavo Araujo (UNDP)                  

Webinars: Demystifying the Recruitment Process

In this seminar, Gustavo Araujo, the Career and Capacity Management Specialist at UNDP, will present best practices for the use of webinars to promote an organization as an employer of choice. This approach has been refined by Gustavo based on his experiences in the private sector and the UN System, prior to joining UNDP. As a cost-effective and candidate-friendly alternative to conduct outreach, webinars provide an opportunity to demystify the recruitment process in international organizations; increase visibility of jobs for niche areas; and provide interview and application preparation skills to applicants across Member States.

David Nicolas Bearfield & Fernando de Benavides (European Commission)

Driving applications – building trust from target audiences by rethinking  communications approach

When traditional attraction approaches are increasingly failing to equate advertising budgets into the right applicants, the time is perhaps right to consider new approaches. In today’s fast changing digital world, a tweet or a post with the right exposure can shift the public perception of your employer brand, undoing months or sometimes years of painful efforts to position you as an employer of choice. Join us to hear how we managed to target, engage and convert a specific audience from potential to actual applicants. Hear about the steps we took to shift our approach from pushing recruitment messages to targeting their delivery, engaging audiences and helping them understand how we were no longer just offering a job for life but a lifetime of jobs.

Yvo De Boer (SRI)

Engaging Young Talent Outside Assigned Tasks Through Sustainability

Research shows that young top talent today judges potential employers very seriously. The social/sustainability element is a key component of this. For young people to be excited about their work, they need opportunities to engage on meaningful issues beyond their job description. Debating, determining and deciding the sustainability opportunities of an organization can be a great way to engage young people beyond their hierarchically assigned tasks. This is not about occupational therapy or window-dressing.

Day 2

Manuela Morelli (ITU), Jesús Guerrero & Claudia Purpura

Executive Coaching: Streamlining Resources, Maximizing Impact

This interactive clinic aims to build on existing initiatives and streamline resources in the area of executive coaching. Presented by Manuela Morelli, the Head of HR Planning and Development at The International Telecommunication Union (ITU), it will include a short presentation and a panel discussion followed by focus groups and the design of an action plan. With the aim of committing to a SMART “Action Plan” at the level of key stakeholders present in the clinic to move forward with the constitution of a pool of UN/International Organizations Executive Coaches supporting our UN leaders and Managers through different means. A key take away is the possibility to contribute to the action plan, through different means (i.e., resources, network etc.) for new ideas and/or benefit of existing initiatives in executive coaching.

Sabine Bhanot (UNSCC)

UNLOCK – Changing organizations and understanding the domino effect

This session provides a systems view of change management and enables participants to understand the domino effect of change management initiatives. It helps to identify organizational bias and blind spots in the participants organizations. At the end of the session participants have reflected on the automatisms of change management in their recent change initiatives and identified areas for development as they move forward. They would be familiar with the approaches to change management and subsystems of an organisation. The one-hour session introduces concepts but will be mainly experiential in nature.

Magdalena Bak-Maier (Make Time Count)

Integrated communication for results and career success

In a world that is increasingly faster, more dispersed, agile and IT driven, one skill is becoming quickly extinct: how to say what needs to be said in a way that ensures one is heard and aided. My coaching work pinpoints effective communication as a key skill for getting the job done and building the trust needed for growing a healthy career. In this workshop I will share three practical tools to help attendees strengthen their communication skills based on heart and mind connection that can be used for: (1) finding your next job, (2) deepening trust and healing conflict and (3) learning to trust yourself so you stop putting things off. Putting these simple techniques to work saves time, energy and helps create what is needed sooner. Most of all by putting into practice what you learn, you will feel proud and happy with how you show up in the world. Benefits • Motivating, fun and practical way to dive deep into what effective communication is meant to accomplish and learn how to do it. • Feeling empowered and motivated to connect with your work colleagues over critical issues so you save time and get more done.

Fernando de Benavides (Terra Firma Associates)

Driving applications – building trust from target audiences by rethinking  communications approach

When traditional attraction approaches are increasingly failing to equate advertising budgets into the right applicants, the time is perhaps right to consider new approaches. In today’s fast changing digital world, a tweet or a post with the right exposure can shift the public perception of your employer brand, undoing months or sometimes years of painful efforts to position you as an employer of choice. Join us to hear how we managed to target, engage and convert a specific audience from potential to actual applicants. Hear about the steps we took to shift our approach from pushing recruitment messages to targeting their delivery, engaging audiences and helping them understand how we were no longer just offering a job for life but a lifetime of jobs.

Pamela Fuller (Franklin Covey)

Unconscious Bias: Usher in New Thinking

Pamela Fuller serves as Senior Client Partner at FranklinCovey, a global leader in leadership development solutions. In her role, she is responsible for curriculum design and implementation across the multinational sector with a focus on building solutions that exactly meet the needs and complexities of the multinational space. Over the past two decades, diversity training has transformed from a discussion of numbers, quotas, and parity, to a robust dialogue around the business case for diversity and proactive approaches to creating an inclusive work environment. Successful diversity and inclusion efforts are not just about getting a seat at the table, but about having a voice in the conversation. In order to recruit, retain, and engage a diverse workforce—and leverage all of the innovation and potential that talent brings—organizations must dive deeper into the research. Organizations must confront the reality of unconscious bias and equip their people with tools to understand what it is, recognize when it impacts decision making, see the benefits that can exist in bias and combat the negative effects of bias. Join us for this introspective and informative session and discover where bias might be showing up in your work.

Henrik Ryden, Anna Bystrom & Magnus Bucht (Impact Pool)

Achieving Gender Parity faster through technology and innovation

The UN Secretary General has launched the System-Wide strategy on Gender Parity, a roadmap to reach parity at all levels by 2028. The launch of the strategy has made Gender parity a priority and UN organizations are now paying careful attention to the gender parity of all staff categories. In this session, we use new data to show that the strategy may fail in the shape it is released, but also provide ideas how strategic use of modern Technology can make it fulfill. Key take outs from this session:

  • Data to show why the current strategy may be unsuccessful;
  • Key barriers that protects the status quo and;
  • How new technology can improve the chances to fulfill the strategy goal and;
  • a checklist of Key Performance Indicators (KPI’s)

Networked Learning: Building New Skills and Enhancing Career in time of Constant Changes

Matanat Rahimova (The Talent-Tech)

Rapid technological advancement, automation of business processes and a shorter tenure put a huge pressure on our career development and on the way how organizations perform. Organizations can make it easier for employees when they need to learn a new way of doing something, to change skills and ingrained practices by embedding alternative learning technologies – from coaching and mentoring, to expert advice to performance aids, to crowd-source problem solving. This presentation demonstrates a successful implementation of the Networked Learning – a modern mentoring approach implemented in a learning project management framework. You will learn about a structure, process, and key features of this learning solution – coordination, vision, volunteer learners and advisors, accountability and the optimised use of the IT and internal resources at no additional cost. The presentation will walk participants through the key phases and decisions that make for a successful and sustainable Networking Learning experience; how goals and metrics are developed; how to choose format, focus, and processes; and how to “cultivate” continues learning and knowledge sharing to achieve defined expectations. And more!

PANEL: Barry Smith (AHECS), Brendan Baker (AI), Claire McGee (IBEC)

Technology and The Future of Work & Recruitment

The future of work is already here, so how can we start to manage an ever-changing workplace? For today’s aspiring professionals, workplace culture and technology are increasingly important when considering career opportunities. Since a traditional nine-to-five job accounts for one-third of the total day, being happy with the tools and people you spend time with is important, especially for millennials. To attract the best employees, organisations that are hiring will have to compete for candidates by using more than just attractive salary packages or strong brand recognition.

By 2025, roughly 75% of the global workforce will be millennials. The corporate cultures of most large organisations will be directly shaped by this generation’s habits and expectations. Providing an environment where people feel valued, independent and part of a team will be more important than ever. This clinic will explore the impact that AI will have on society and job automation for the workplace of the future, what can be done to support the development of employability skills and what graduates really expect from the workplace.

Matthias Will (European Commission)

Creating a Culture of Collaboration and Knowledge Sharing at the European Commission

Europe is facing major challenges: increased migration, climate change, terrorism, youth unemployment, financial oversight or Brexit are only few examples of cross-thematic and cross-country challenges. The European Commission is expected more than ever to deliver well-founded and coherent proposals to address these challenges. But how are we making our organisational structures and organisational culture fit for this purpose? How can we embrace change more pro-actively to adapt to the complex and fast-paced challenges of the 21st century? Matthias Will will present and discuss some of the Commission’s proposed answers to the challenges, like the approach to Organisational Development and its Strategy on Data, Information and Knowledge Management.

Nanayaa Kumi & Benjamin Salignat (Young UN / Agenda Consulting)

Young UN: Serving as Change Agents in the UN Reform

Change must be led, and embraced, by all parts of the UN system and by employees at all levels. We believe that the young generation of UN employees has a pivotal role to play. In this clinic, representatives from the Young UN network will share results from the first ever Young UN Global Ideas Survey as they relate to HR and open up an action-oriented debate. Young UN: Agents for Change is a growing network of over 700 young people working in more than 60 duty stations across the UN system. Our shared aim is to identify, promote and implement innovative ideas to enable the UN to fully embody the principles it stands for. Following the connection made at last year’s Career Development Roundtable, Young UN was excited to receive pro bono support from Agenda Consulting to develop the Global Ideas Survey. The survey called on young employees in all parts of the UN system (with no limit by age or contract type) to bring their creativity and energy to provide fresh ideas on how the UN can do things differently. After presenting key results from the Global Ideas Survey, Young UN will convene a discussion on the ideas brought forth and how Young UN can serve as positive and constructive change agents in UN reform efforts.

Catherine Nelson (Franklin Covey)

The 4 Essential Roles of Leadership

Catherine Nelson is the Vice President of Leadership Solutions at FranklinCovey, a global leader in leadership development. and keynote speaker for the conference. In this session she will introduce the 4 Essential Roles every leader must fulfill to be effective with people and achieve sustainable results. She will share the results of global research conducted by FranklinCovey to identify the top Leadership gaps in organizations across the public and private sector and to identify the leadership skills we need to build for tomorrow. She will share the need for more “ready-now” leaders who can:

  1. Think big and adapt quickly.
  2. Translate strategy into meaningful work.
  3. Coach their people to higher performance.
  4. Create high-trust cultures.

During this interactive 90-minute session, participants will learn a framework for building leaders who can consistently achieve sustainable results by engaging people holistically.

Niels Lohmann (UNV & UNDP)

Walking The Talk For Persons With Disabilities: Overcoming Barriers and Becoming an Inclusive Employer

Agenda 2030 calls for leaving no one behind. To be up to the challenge in a sea of change, the UN must explore new talent sources and attract people wanting to make a difference in this world. UNV and UNDP are joining efforts to become truly inclusive organizations that attract young professionals with disabilities to work for the UN and contribute their skills and expertise for peace and development. In this interactive session UNV and UNDP will share the vision, initiatives, lessons learnt and practical steps taken in 2017 to raise awareness, overcome barriers and integrate persons with disabilities into our work. We will also introduce a new Talent Programme for Young Professionals with Disabilities that we are launching in Q4 2017.Participants can expect to be challenged, question their own beliefs and realize that being inclusive is not only possible but a required change that benefits all of us and our organizations.

The session will be led by members of a group focused on building a UNDP/UNV talent pipeline for professionals with disabilities (Naoual Driouich, Chief HR, UNV; Niels Lohmann, Team Lead Capacity Development, Christoph Beck, Chief Volunteer Recruitment; UNV; Jean Luc Marcelin, Programme Specialist, JPOSC)

Jonathan Black (Careers Service, University of Oxford)

Stop Postponing, Start Exploring & Get Focused: Providing Personalised and Relevant Careers Help to Every Single Student

This session will introduce the concepts behind the Oxford careers registration framework, demonstrate the power of the data collected and report interesting and important correlations with initial career outcomes – leading to ways the careers team is using the data to target specific groups of students, or working with faculties to improve outcomes. With the rise of the Teaching Excellence Framework in England and Wales, destination outcome is of increasing importance throughout the institution. Recently piloted in some senior schools in London, the session will describe how the concepts can also be used at school level. Participants will be encouraged to discuss how they might use this approach in their own institutions, and how they would select sub-sets of students to target when recruiting.

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