The 2010

Talent Management Strategies Conference:Leveraging Your Talent to Drive Business Outcomes

Trusted Insights for Business Worldwide

Save $200register by 1.4.10!

February 24–25, 2010 InterContinental The Barclay, New YorkMarch 17–18, 2010 Coronado Island Marriott, San DiegoPre-Conference Seminar: February 23, New York and March 16, San Diego

Presented with assistance from:

Talent Management Strategies Conference

• What Business Leaders Expect: Managing Talent in a Way that Drives Business Success

• Integrating and Leveraging Talent ManagementProcesses Across a Global Enterprise

• Leveraging Change Management and Systems Thinking Approaches to Shift Your Organization to a Talent Management Mindset

• The Role of Succession Planning In Ensuring a Sustainable, Competitive Organization

• Using Measurement to Drive Talent Management Action

No matter where you are in your Talent Management efforts, this conference will provide you with best-in-class insights, knowledge and tools that will help you build, implement and improve the effectiveness and integration of Talent Management processes in your organization. And don’t forget to join us for our Pre-Conference Seminar: From Pipedream to Pipeline. Join other leaders from HR, Talent Management andStaffing for a valuable learning experience on thesetimely issues. We look forward to seeing you in New York or San Diego.

Call Customer Service at 212 339 0345

www.conference-board.org/talent

Pre-Conference SeminarTuesday, February 23, 2010 — New YorkTuesday, March 16, 2010 — San DiegoRegistration and Continental Breakfast 8–9 am

From Pipedream to Pipeline: Strategies for Building aStrong Leadership Pipeline at ALL Levels Seminar 9 am–3 pm

One of the biggest challenges for talent managers in today’s complex, dynamic,global organizations is how to build a strong leadership pipeline at ALL levels ofleadership across the enterprise. Many organizations have focused on one or two levels of leadership, but struggle to develop and deploy systems that deliverready now leaders at every level. Yet, a weak point in any part of the pipeline re-stricts strategy execution and operational efficiency. While the core concepts ofleadership development are the same across levels, unfortunately the processesand tools are not.

This session will focus on developing and executing a leadership pipeline strategyat the front, middle and executive levels. We will examine research on key transi-tional issues leaders face, and explore best practices, tools, and processes foridentifying leadership potential, accelerating development, and deploying leadersat all levels who are ready to execute your organization’s business strategy.

By attending this pre-conference session, you will learn a 3-prong approach to operationalizing your leadership pipeline:

• Talent Strategy: Linking your pipeline strategy to your overall talent strategy

• Development Strategy: Creating a high-impact development at all levels

• Execution Strategy: Executing systems and processes across the enterprise

Attend this pre-conference session on turning your leadership pipedream into apipeline and learn how to create and execute a high-impact leadership pipelinestrategy. Hear what other world-class organizations are doing to meet this chal-lenge, and network and share best practices with other attendees. This hands-onworkshop will feature case studies and real-world exercises.

New York and San DiegoTacy Byham, Manager, Executive Solutions, DDI (Development Dimensions International)Jim Concelman, Vice President, Leadership Development, DDI (Development Dimensions International)

Call Customer Service at 212 339 0345

Wednesday, February 24, 2010 — New YorkWednesday, March 17, 2010 — San Diego

Registration and Continental Breakfast 8–8:45 am

Welcome and Introduction 8:45–9 am

Jean McNulty, Conference Program Director, The Conference Board

What Business Leaders Expect: Managing Talent in a Way that Drives Business Success A 9–10:30 am

With the complex and growing number of demands on business leaders today, it has be-come even more important to align Talent Management priorities with business results aswell as simplify Talent Management processes to make them easier to understand andapply. Hear how:

• Business leaders maintain their focus on top Talent Management priorities, even during tumultuous times

• Talent Management professionals partner with business leaders to efficiently get the right talent in the right place at the right time

• Organizations have shifted their efforts toward focused action planning for future success of high potential talent

New York OnlyModeratorMarc Effron, Vice President, Talent Management, Avon Products Inc.PanelistsCorey Seitz, Vice President, Global Talent Management, Johnson & JohnsonMichael Sneed, Company Group Chairman, Vision Care, Johnson & JohnsonPaul Groth, Workforce Management & Planning Director, 3M CompanyRicardo Marchiani, General Manager & Vice President, Personal Care Division, 3M CompanySan Diego OnlyAnnmarie Neal, Vice President of Talent Management and Development, Cisco Systems Inc. Inder Singh, Vice President, Finance, Cisco Systems Inc.

Leveraging Change Management and Systems Thinking Approaches to Shift Your Organization to a Talent Management Mindset B 10:45–11:45 am

Implementing Talent Management processes in an organization can be a challenge whenfaced with the other pressing business priorities. Using a change management/systemsthinking approach greatly increases the likelihood that you will be able to shift the organi-zation’s mindset and sustain it. In this session you will:

• Learn how to create and sustain a Talent Management mindset in your organizationthrough a change management approach

• Understand the key success factors to effectively implement and sustain Talent Management as a core business process

• Create a governance structure ensuring business leaders and the Board that the right Talent Management priorities are being addressed across the organization

New York Only Rachel A. Lee, Vice President, Talent Development and Organizational Capabilities, American Express

Luncheon 11:45 am–12:45 pm

Complete Talent Management Integration C 12:45–2 pm

Any successful company acknowledges that its people are the catalyst to being trulycompetitive in their industry. Aligning and leveraging the full power of human capital canbe obtained through the complete integration of a sound talent management strategy;leadership, infrastructure, systems and processes. In this interactive session, we will explore solutions to these critical challenges to maximizing the power of your talent;

• What is required of your organization to align your talent strategy with business outcomes?

• How to identify and prepare your future and current leaders to drive an integrated talent strategy?

• What systems, infrastructure, metrics and processes are required to execute a successful integrated talent strategy?

New York and San DiegoSpeakersStuart Kaplan, Global Chief Operating Officer, Korn/Ferry Leadership and Talent ConsultingKathy Woods, Senior Partner, Industry Leader, Healthcare and Life Sciences,Korn/Ferry Leadership and Talent ConsultingDee Gaeddert, Managing Director, North America, Global Leader, Onboarding,Korn/Ferry Leadership and Talent Consulting

Choose D1, D2 or D3 2:15–3:30 pm

Talent Management Leader: Head of Player PersonnelD1 2:15–3:30 pm

In the competition for global talent, organizations need to effectively source talent exter-nally and develop talent from within. World-class sports teams have Heads of Player Personnel, charged with assessing their own players as well as players on other teamsconstantly scouting to make the team better. Dow Corning is doing something similar,scanning both the marketplace and developing their own workforce in order to raise thebar. Learn how they:

• Integrated staffing, internal talent identification and development

• Created the play book which drives talent attraction and retention

• Determined the critical technology leverage points

www.conference-board.org/talent

Call Customer Service at 212 339 0345

New York and San DiegoEd Colbert, Global Director of Talent, Dow Corning

Making Sure Your Talent Management Results in Business OutcomesD2 2:15–3:30 pm

Companies with integrated Talent Management strategies are almost twice as likely to view their HR organization as a strategic business partner. The key is to link Talent Management with business objectives and create the appropriate conditions for TalentManagement to become a core business process. This leading healthcare provider willdemonstrate how building a robust integrated Talent Management strategy really doespositively impact financial performance, employee engagement and ultimately the patient experience.

New York and San DiegoLisa Hartley, Senior Director, Customer Marketing, Taleo CorporationJoseph Cabral, Senior Vice President and Chief Human Resources Officer, North Shore—LIJ Health System

Strategic Workforce Planning: Allocating and Retooling Resources as the Business Landscape ShiftsD3 2:15–3:30 pm

In many companies, the Talent Management strategy is disconnected from business strat-egy. Strategic Workforce Planning (SWP) provides the missing link. Hear the highlightsfrom The Conference Board’s latest research. Learn how Aetna leveraged SWP to align Talent Management and business plans and the difference this alignment has made. Inthis session you will hear how:

• SWP can forge a tamper-resistant link between business and talent management planning to drive HR priorities

• Executives measure the benefits, costs, and risks of various talent management options and make decisions based on sound data and insightful analysis

• A company can achieve big pay-offs once SWP has been fully implemented

New York and San DiegoMary Young, Senior Researcher, The Conference Board

New York OnlyMelissa B. Cummins, Head, Executive Acquisition and Development, Aetna

San Diego OnlyCaroline Emmons, Workforce Planning Consultant, Aetna

Choose E1, E2 or E3 3:45–5 pm

Identifying, Evaluating and Assessing High Potential TalentE1 3:45–5 pm

Organizations need to identify high potential talent and quickly put them on track to develop into future leaders. Learn how this organization used its value and competencymodels to identify high potential talent and future leaders across functions, levels and

regions globally. Leveraging all inputs of data on performance and potential, hear how this organization was able to:

• Conduct assessments to identify strengths and development needs which enable top talent and managers to target developmental assignments

• Evaluate high potential performance and their capacity to take on bigger roles throughout their careers

• Identify differences in how to assess and evaluate global High Potentials

New York OnlySusan Johnson, Vice President Strategic Talent Management & Diversity Leadership, Pitney Bowes Inc.

Creating an Employer Brand to Attract and Retain the Right Talent E2 3:45–5 pm

Creating an Employee Value Proposition and Employer Brand to better target those whowill best align with your culture, will help you select talent that will connect and staylonger, create a consistent recruiting and hiring experience and ultimately engage employees. Learn how this organization:

• Used the employee’s perspective to better understand their internal and external story

• Used blogging as an innovative way to engage current employees and prospective hires

• Demonstrated Return on Investment through measurement of engagement and retention

New York and San DiegoDeborah Knauff, Client Executive, Taleo CorporationMegan Graham, Vice President, Workforce Strategy & Planning, Children’s Healthcare of Atlanta

Accelerating Leadership Development: A Business ImperativeE3 3:45–5 pm

As the competitive landscape becomes more complex and the speed of change in-creases, accelerating the development of high potential talent is a business imperative.Hear how this organization was able to:

• Use focused identification, customized experiences/assignments, and action learningfor high visibility

• Accelerate leadership and technical development through unique developmental experiences, mentoring and knowledge transfer

• Move a high percentage of their talent, demonstrate a measureable impact on the business and then scale for an enterprise solution

New York and San DiegoGreg Till, Senior Director, Organizational Effectiveness Talent Management, Raytheon Company

Networking Reception 5–6:30 pm

Hosted by:

Call Customer Service at 212 339 0345

Thursday, February 25, 2010 — New YorkThursday, March 18, 2010 — San Diego

Continental Breakfast 7:30–8:15 am

Optional Breakfast Session: The 2010 State of Talent Management SurveyF 7:30–8:15 am

Hear the exclusive announcement of the 2010 State of Talent Management survey results.Learn how Talent Management groups are structured, what they do, how effective theyare and even how much they are paid! In its third year, this survey by the New Talent Management Network (NTMN) includes global data from 150 plus companies. Join us for a lively discussion on how we can improve the effectiveness of Talent Management in ourorganizations.

Marc Effron, Vice President, Talent Management, Avon Products, Inc.

Welcome and Introductions 8:15–8:30 am

Jean McNulty, Conference Program Director, The Conference Board

The Role of Succession Management in Ensuring a Sustainable,Competitive OrganizationG 8:30–9:45 am

In this rapidly shifting, complex world, successful organizations are developing a strategyto ensure there is sufficient talent in place to meet future leadership challenges. In thissession we will look at how organizations have leveraged assessment to determine theirreadiness to drive change, build leadership capability and establish the performance cul-ture needed to ensure business success. Highlights include:

• The evolution of succession management in your business, your talent strategy and the new economy

• How to increase leadership accountability in identifying individuals and developing talent across the enterprise

• Using data to drive strategic decisions about succession planning

New York and San DiegoBarry Stern, Vice President, DDI (Development Dimensions International)

Choose H1 or H2 10–11:15 am

How Social Networks Boost Collaboration, Productivity and EngagementH1 10–11:15 am

Social Networking tools can create virtual connections between individuals when an organization is large, global and distributed. But more importantly, these tools can enhance “normal” kinds of communication, collaboration and engagement. Hear how applications are:

• Enhancing collaboration and the ability to connect the dots on related projects

• Enabling better understanding of employees and how to interact with them for higher engagement

• Facilitating the building of relationships, movement of individuals and productivity within teams

Using Measurement to Drive Talent Management ActionH2 10–11:15 am

In a world with limited resources, Return on Investment (ROI) is a critical measure leadersuse to determine where to invest capital. In this session, you will learn how to:

• Create a quantitative and qualitative measurement framework that demonstrates the value of your efforts and gains buy-in from senior leadership

• Use data and measurements to drive or modify activities based on actual results to the business

• Communicate progress effectively to senior leadership

Add to Your Toolkit from Leading TM PractitionersI 11:15 am–12:45 pm

Our three leading practitioners will share a tool that they have found useful in their organi-zation and tips for making the most of your Talent Management resources. Participantswill then work in facilitated table discussions to choose a tool and application methodthat they would like to implement in their organization. A prize will be awarded to the“Best Application” as determined by votes from fellow participants. This is a great way toshow accountability for your attendance at the conference—taking back an applicationthat you can share with your team.

Closing Remarks 12:45 pm

Jean McNulty, Conference Program Director, The Conference Board

Media Partner:

www.conference-board.org/talent

The Conference Board and the torchlogo are registered trademarks of

The Conference Board, Inc. Programsubject to change. October 2009

Printed and bound by Sheridan Printing Co., Inc., Alpha, New Jersey, an FSC-certifiedprinter. This brochure is printed on Mohawk Via paper, which is 100% post-consumerwaste fiber, manufactured with wind power, and is process chlorine free. The paper iscertified by Green Seal and SmartWood for Forest Stewardship Council standards.No films or film-processing chemicals were used in the printing of this brochure.

Registration Information

The 2010 Talent Management Strategies Conference

Online www.conference-board.org/talent

Email customer.service@conference-board.org

Phone 212 339 03458:30 am to 5:30 pm ET Monday through Friday

Cancellation PolicyFull refund until three weeks before the meeting. $500 administration fee up to two weeks beforethe meeting. No refund after two weeks before the meeting. Confirmed registrants who fail to attend and do not cancel prior to the meeting will be charged the entire registration fee.

Team Discounts per personFor a team of three or more registering from the same company at the same time, take $200 offeach person’s registration.

Hotel AccommodationsFees do not include hotel accommodations. For discounted reservations, contact the hotel directlyno later than the cut-off date and mention The Conference Board Talent Management StrategiesConference.

InterContinental The Barclay New York111 East 48th StreetNew York, NY 10017Tel 212 755 5900

Hotel Discount Cut-off Date: Tuesday, February 2, 2010

Coronado Island Marriott2000 2nd StreetSan Diego (Coronado), CA 92118Tel 619 435 4000

Hotel Discount Cut-off Date: Monday, February 22, 2010

The 2010 Talent Management Strategies ConferencePre-Conference Seminar (choose one)

February 23, 2010 March 16, 2010New York, NY (961010-1) San Diego, CA (B58010-1)

Conference (choose one)February 24-25, 2010 March 17-18, 2010InterContinental The Barclay New York Coronado Island Marriott New York, NY San Diego, CA(998010-1) (956010-1)

Please print or attach a business card; for additional registrants, duplicate this form.

Name _____________________________________________________________________________

Title _______________________________________________________________________________

Functional Area _____________________________________________________________________

Company __________________________________________________________________________

Address ____________________________________________________________________________

City _______________________________________ State ___________ Zip ____________________

Telephone ( ) _______________________ Fax ( ) ___________________________________

E-mail _____________________________________________________________________________

PaymentCheck payable to The Conference Board for $_________________________________.Charge to my: American Express Discover MasterCard Visa

Acct. No. ______________________________________________ Exp. Date ____________________

Signature _________________________________________________ Date ____________________

Please send me more information on Conference Board events.

(Do not send this form to confirm telephone registration.)

How do you wish to receive future conference promotions?Mail Fax E-mail

Please choose your preferred Concurrent Sessions.

February 24, 2010 – New York / March 17, 2010 – San Diego

D1 or D2 or D3 choose one

E1 or E2 or E3 choose one

February 25, 2010 – New York / March 18, 2010 – San Diego

H1 or H2 choose one

Registration Fees payable in advance in U.S. currency.

Pre-Conference SeminarConference Board Associates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$1,445Non-Associates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$1,645Conference Register by January 4, 2010 and save $200!Conference Board Associates . . . . . . . . . . . . . . . . . . . . . . $1,995 ($2,195 after 1/4/10)Non-Associates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$2,295 ($2,495 after 1/4/10)

Registration Form

The

Con

fere

nce

Boar

d84

5 Th

ird A

venu

e, N

ew Y

ork,

NY

1002

2-66

00

Con

fere

nce:

Feb

ruar

y 24

–25,

201

0 In

terC

ontin

enta

l The

Bar

clay

, New

Yor

kM

arch

17–

18, 2

010

Cor

onad

o Is

land

Mar

riott

, San

Die

goPr

e-C

onfe

renc

e Se

min

ar:

Febr

uary

23,

New

Yor

k an

d M

arch

16,

San

Die

go

Tru

ste

d I

nsi

gh

ts f

or

Bu

sin

ess

Wo

rld

wid

e

The

2010

Ta

lent

Man

agem

ent S

trat

egie

s C

onfe

renc

e

Prom

otio

n C

ode