High Potentials and the War for Talent Special Awards Event Agenda

Goals for Event:

  • Learn from companies that excel at succession planning how to identify the best talent as “high potentials” (future leaders of company)
  • Review case studies of methods of engaging, retaining and developing these leaders effectively, with demonstrated results
  • Benchmark your high potential data against national standards and DiversityInc Top 50 leaders — for example, in the U.S., 4% of managers on average are considered “high potential” (SHRM). For Top 50 companies, that percentage is 16% and for Top 10 companies, it is 25%


8:30-9:30 a.m.Networking Breakfast

9:30-9:45a.m. Opening Remarks, Luke Visconti, CEO, DiversityInc

9:45-10:15 Why You Need High Potentials and Where to Find Them

Speaker: David Rodriguez, Executive Vice President and Chief Human Resources Officer, Marriott International

Session Content:

*Demonstrate increasing need for workers in U.S. and globally. (Marriott plans to add 25,000-30,000 jobs globally in the next year and 150,000 in the next five years, with a significant number in U.S.)

*Analyze how Marriott is recruiting, engaging and retaining high potentials i.e. emphasis on cross-generational mentoring; repositioning of employee resource groups as talent network groups; Emerging Leaders program focusing on younger Blacks, Latinos, Asian, women with emphasis on sponsorship.

*Show results: Recent efforts have increased Millennial engagement by 10-15%

10:15-10:45 a.m. How to Ensure Your High Potentials are Diverse

Speaker: Caryn Parlavecchio, Vice President and Head of HR and US Country Head HR, Novartis Pharmaceuticals Corporation

Session Content:

*Case study of how the No. 1 company on the DiversityInc Top 50 dramatically improved diversity in talent pipeline to top, especially with women

*Show results: Since 2010, the percentage of women at the top level (CEO and direct reports) has tripled, while the percentage of women at levels 2 and 3 has increased by 42 and 31%, respectively.Asians also have strong representation, especially in management, where NPC has 45% more than the DiversityInc Top 50 average.

*Show exactly how senior leadership was involved in setting goals and whichspecific leadership-development programs yielded the best results

10:45-11:00 a.m.Break

11 a.m.-12:00 p.m.Panel High Potentials: Why I Stayed at My Company

Panelists: Dontae Newell, Chief of Staff to VP, Hauling & Extraction, Caterpillar; Porsche Pettiford, Regional Senior Director Modern Essentials and Extended Stay Lodging, Marriott International; and Lisa Hutter, SVP, Wealth Brokerage and Retirement Regional Planning Manager, Wells Fargo

Session Content:

*3 case studies of high potentials from under-represented groups who had opportunity to leave but stayed

*Demonstrate why their corporate culture was important and how values/culture were communicated

*Discuss how they knew they were high potentials

*Analyze their personal experiences in leadership development and what worked and what could have been improved

12-1:20 p.m. Why We Have A Global Shortage of Skilled Workers

Lunch Speaker: Dr. Bill Castellano, Rutgers University

Session Content:

*Global shortage of 95 million skilled workers predicted in the next five years

*US labor-force participation now at 62.9%, lowest rate since 1978

*Dr. Castellano, author ofPractices for Engaging the 21stCentury Workforce: Challenges of Talent Managementand Associate Dean, Executive and Professional Education, will explain today’s “new normal”and how companies can use new methods to recruit and engage a shrinking workforce.

1:20-1:50 p.m. Assessing High Potential Success

Speaker: Brian Fishel, SVP, Chief Talent Officer, KeyCorp

Session Content:

*Explain why the nine-box method of evaluating “high potentials” is outdated

*Discuss the most effective metrics to find high potentials (and why) and how you can accurately factor runway (time to get up to speed) and executive presence potential

*Analyze how to monitor high potentials’ success and how to evaluate how well your high potential program is creating a succession pipeline

2-2:45 p.m. Panel: Transparency & High Potentials

Panelists: Patricia Rossman,Chief Diversity Officer, BASF; Peter Lease, Partner/ Northeast Regional Talent Team leader, EY; Chris Louie, SVP of Talent Acquisition, Nielsen

Session Content:

*Panel of three HR leaders will address growing controversy over whether you tell people (and their managers and peers) they are high potentials and how their companies evolved

*Will explore traditional reasons for keeping employees in the dark about status (they can fall off the list; others will be demoralized)

*Companies will showcase why and how they chose transparency in identifying high potentials and how that has improved engagement and retention

2:45-3:00 p.m.Break

3-3:30 p.m. Experiential Development for High Potentials

Speaker:Cara Peck, Head of Enterprise Talent Planning and Development, Wells Fargo

Session Content:

*Show companies how to get high potentials out of their comfort zone and what impact new assignments have on engagement and retention

*Demonstrate through personal stories and case studies from Wells Fargo why it’s important for high potentials to have diverse business experiences and how Wells Fargo has made a concerted effort to do that

*Show results of stretch assignments (promotion rates)

3:30-4:00 p.m. Best Practices for High Potentials With an Enhanced Focus on Under-Represented Groups

Speaker: Michael Fenlon, Principal US and Global Talent,PricewaterhouseCoopers

Session Content:

*Analyze how the war for talent impacts PwC’s workforce and how the firm is addressing it.

*Showcase the real-world solutions to hiring more Millennials and skilled workers

4:00 pmClosing Remarks, Luke Visconti, CEO, DiversityInc


Dinner Agenda

Attire: Business

5:30-6:30 p.m. Cocktail Reception

6:30 p.m.Dinner in the Ballroom

6:40-6:45 p.m. Opening Remarks, Luke Visconti, CEO, DiversityInc

6:45-6:55 p.m. First award, Community Service Excellence Award,Kevin Hourican, SVP, CVS Pharmacy, CVS Health

6:55-7:05 p.m. Second award, Corporate Heroes Award,Stephen Fry, SVP, Human Resources, Eli Lilly

7:05-8:05 p.m. Dinner Service & Networking

8:05-8:15 p.m. Third award, Corporate Heroes Award,Deepti Jain, Vice President & COO, Anthem Pharmacy Solutions, Anthem

8:15-8:25 p.m. Fourth award – Corporate Heroes Award,Thad B. Ewald, VP, Corporate Strategy – Cummins

8:25-8:45 p.m. Dessert & Networking

8:45-8:50 p.m. Closing Remarks, Luke Visconti, CEO, DiversityInc

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DiversityInc’s primary event focus is on our corporate customers, who are in attendance to network and enjoy the event. Soliciting business is not permitted. Consultants are welcome at our event dinners but are not permitted at the learning sessions.

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