Congratulations! You got promoted . . . now what?! As an emerging female leader, you're likely looking at your new responsibilities with a mix of excitement and nervousness. You may have more questions than answers. Where can you turn to start your role right, win over your team and lead them to their first big wins, paving the way for a growth-oriented career?

Through her own 15-year personal leadership journey, Colleen Hauk has created a unique "Start Where You Are" Framework for leadership that will help you become the confident, effective leader you were meant to be. You'll discover how to transform yourself, then your team to create a cohesive culture that delivers results, even when the stakes are high.

• Transform from an individual contributor to a leader respected by your direct reports, peers and senior leadership
• Highlight the surprising connection between your humanity and your power to create a tightly knit team that executes on your vision.
• Grasp why you need a personal Board of Directors to keep your career on a consistent upward trajectory

In fast-paced environments it’s important to prepare for shifts in personnel. Team members might retire, get fired, get sick, take leave or quit without notice. Succession planning ensures there’s a strategy in place for someone to step in, get promoted and take over that person’s duties without a loss in productivity and morale. 

Before the pandemic, succession planning was often seen as one of those important but not quite urgent activities that management and team leaders knew they should be doing. However, COVID-19 has altered the workplace in a number of ways and might have impacted staff size or resources. Rebuilding your team whether it be at the department level or organization level will be a task best laid out with the thought and care of the right succession plan. 

• Face the ways COVID-19 could impact your talent pool
• Differentiate between succession planning and replacement planning
• Deploy a basic succession planning template within your department or organization

There is increasing evidence that a healthy and safe workforce can provide a competitive business advantage. How can we create wellness and safety programs to develop a corporate culture of health and well-being? From a comprehensive review of the current state of employee health and culture, to creating an implementation plan, this session will aim to provide a blueprint to gain awareness and to build a culture of health and well-being within your team.

• Combat the unique challenges that COVID-19 represents to your employee population health
• Create a business case for population health and garner support from executives
• Build health into the company culture

Whether your team was always intended to be remote or you are now forced into a remote work environment due to COVID-19, it is crucial to exercise flexibility, trust, guidance, and support to your peers and those you supervise. Although there are advantages to remote work environments, often times, teams might still experience a breakdown in communication, low morale or distraction. So, what are effective ways to manage yourself and others while maintaining high productivity?

• Create guidelines and expectations for yourself and others on the team 
• Establish the right communication channels so that everyone feels connected and present with the team and the work
• Use empathy to lead during trying times 

Male allies are men who associate with, cooperate with, and support women. However, this basic definition does not begin to describe the complexities inherent in the term. What are some of the practical steps you can take to encourage your male peers to be an advocate for you and women in the workplace? Some are simple; others might require more effort. Even incremental changes in individual behavior can contribute to advances for women. This panel of male allies will help shed light on ways they have been active in their allyship and provide insight on engaging others to do the same.

• Focus on the role of men as allies in the workplace
• Spotlight policies and practices, tools and training to foster inclusive organizations
• Shift the culture to lessen the gap between intention and implementation

• Pinpoint the drivers for the biopharmaceutical industry's efforts to improve STEM
  education
• Create STEM programs that are meaningful and effective

Western thought has largely been shaped by an admiration of logic, as opposed to emotion. Stoics like taught that it is best to ignore feelings. Today, however, we have done a complete 180. Business leaders are prized for being multi-faceted and passionate. Qualities once seen as weaknesses, such as empathy and sensitivity, are now viewed as strengths. Emotional intelligence (EQ) has become more than a buzzword. Research from the Journal of Occupational Therapy has proven that EQ has a significant impact on occupational performance. As we move into an era that’s hyper-focused on mindfulness and self-awareness, the outdated notion of an unapproachable, money-driven leader will become far less common. Corporations around the world turn to EQ measurement in hiring, promoting, and developing their employees because they know that to foster a community-oriented environment, leaders must be engaging, compassionate, and morally competent. Those who possess higher social skills and empathetic qualities will drive the companies of our future forward. 

• Make the business case for EQ and an understanding of how EQ contributes to success 
• Rank and seek out the key qualities in potential leaders
• Analyze and improve EQ skills to help high-performers use both emotions and logic for better performance