WEDNESDAY, MARCH 17, 20204:00 - 5:30 p.m. PT
Virtual HR Round Table
Over the past decade, the emergence of digital technologies along with broader societal transformation—as now exacerbated by the COVID-19 pandemic through the effects of social isolation—has led to a sea of complexity for individuals and organizations. Among the opportunities, there is now a transcendental shift between fitting ourselves and our careers into older, more-established orders of industry, and being entrepreneurial agents of impact and change. Part of this dynamic is facilitated by what is called the Industry 4.0 economy, which is defined by higher levels of uncertainty, innovation, and digital technologies such as platforms, “big data,” artificial intelligence and robotics. These new developments are altering and accelerating rates of change, leading to rapid transformation and shifts in industries and societies.
At the same time, acceleration of such changes has led to deeper questions around the role of professional and personal meaning and purpose in work. While there is a greater emphasis on understanding how to become more agile and flexible in this newer economy, along with popularization of mindfulness practices, there is also a need to discover one’s own identity and to engage in newer career and professional self-exploration as an ongoing narrative in the Industry 4.0 economy. This is not just a question of general “mindful” awareness or going to an executive coach, but understanding how our professional identities are continuously shaped by the geographical and sociological placement in institutions, time and context, even in social media.
Where might there be opportunities to engage and express one’s professional identity and career path more freely and artistically, but with better “data” and experiences, on this ongoing basis?
Receive guidance on where and how newer developments in career and HR practices need to consider identity-hacking. The content presented will precede a workshop offered by Nicole Jackson through her i4xLearning program.
PDCs: 1.25Member: $15
- Identify how and why evaluation of professional and career identity are instrumental for organizational and industry success in today's digital transformation and economy.
- Differentiate between professional vs. career identity, and learn how it may relate to workforce engagement, as well as diversity and inclusion.
- Understand the differences between image and identity, and know when alignment of both is necessary for today's economy.
Non-member: $25SPEAKER BIO
Nicole Jackson, Ph.D., is a management educator, published author and thought leader on the effects of digital transformation, innovation and change on individuals, organizations and societies. Prior to academia, she worked as a business process improvement and change management consultant for Accenture, as well as a product and HR training manager for a small startup, industry2industry, in Silicon Valley. She studied and observed the need to build "dynamic capabilities" in firm behavior as well as the increasing need to build agile organizations and careers that can renew and reinvent themselves in light of ever-changing markets. Over the past decade, she has worked as a professor of HR and strategic management at universities on the East and West Coasts, including Menlo College, the University of San Francisco and the University of Connecticut. She has been repeatedly looked upon as a thought leader on digital disruption, HR and career alignment for the innovation ecosystem economy.
Nicole’s research and teaching are repeatedly recognized by academics and practitioners for their relevance and currency. Nicole has been a guest speaker and presenter for SHRM NorCal and most recently in September as a keynote speaker for the Innovation Summit for the Government of Pakistan. Nicole holds an MBA from the University of San Francisco, a M.S. in organization studies and human resource management from Boston College, and a Ph.D. in policy, organization, measurement and evaluation from the University of California, Berkeley. She is also the founder of the i4xLearning program, a training program that is dedicated to HR and organizational alignment in the innovation economy.
Terri Lynn Cardona is a strategic and innovative business partner whose trademark is her passion for maximizing the employee experience in growing businesses. With deep experience and skills transferable across multiple industries, Terri Lynn takes a holistic look at the work environment, aligning the people, processes and performance. She loves to train and mentor others.
As a knowledgeable and accomplished business consultant with extensive operations experience, she is a catalyst in driving and delivering results for both short-term and long-term strategic planning and tactical implementation. Terri Lynn has managed teams of two to 18 people serving employees ranging from 10 to 1,000. She has collaborated with C-suite teams, boards and business owners, across leadership levels within organizations.
Before starting her own firm, Stone Soup Performance, Terri Lynn led HR at Prometheus Real Estate Group. During her tenure, the company received multiple local and national recognitions. These included landing on Fortune’s “100 Best Small and Medium Companies to Work For” list, receiving a No. 1 ranking on “Best and Brightest Companies to Work for in the Nation – 2016,” and achieving a “Top 10” spot on the San Francisco Business Times’ and Silicon Valley Business Journal’s “Best Places to Work” list since 2014.
When partnering with clients, Terri Lynn’s approach is to integrate the overall human resources role as a clear factor in the company’s growth, with direct impact to the bottom line. She clarifies the vision to build a culture that cultivates motivated employees who are engaged and productive. She then creates a strategic plan, business development and operations infrastructure to make it happen.
Terri Lynn is an industry thought leader in all aspects of HR, including the use of technology to improve processes and systems. She has spearheaded significant changes to operating practices that have produced cost savings, improved efficiencies and mitigated risks.