The Importance of Culture in Driving Business Results
More and more companies have a defined culture and it seems to correlate with positive business results. As HR professionals, what can we do to help drive culture and partner with our leaders to see the impact to the bottom line. Does it take having a strong leadership team? A clearly defined culture? Or a little of both to help make an impact.
Donna Brighton from Brighton Leadership Group
A world class expert in organizational culture and change, Donna advises CEO’s, Directors and executive teams throughout the world on the principles of creating flourishing workplaces. She holds a Master’s Degree in Organizational Leadership as well an advanced certification in Organizational Change Management.
Donna is a Million Dollar Speaker. She and her husband are the only couple inducted into the Million Dollar Consultant Hall of Fame. In addition to her consulting work, Donna is the architect of multiple leadership communities including Women in Change, and Leadership: Chicago. These communities are dedicated to leaders and learners who profit from passionately living out their purpose, making the most of their potential while creating workplaces of flourishing. She is also the co-founder of Leadership Uncorked which combines three of her favorites; brilliant leaders, insightful learning and exceptional wine.
Mike Rude, SVP & CHRO at Option Care
Mike Rude has over 30 years of Human Resource leadership experience and has designed and implemented people and organization strategies to attract, engage and grow top talent and to foster dynamic cultures that drive outstanding business performance. He is currently the SVP & Chief Human Resources Officer for Option Care, the nation’s leading home infusion therapy provider, with revenues of $1.5 billion and 5,000 employees across the U.S. Prior to joining Option Care, Mike was the SVP & CHRO for Catamaran, a pharmacy benefit management company that during his tenure grew from $6 billion to $22 billion in revenue, and employed 6,000 people. Mike has his Masters Degree in Organizational Communication and his Undergraduate Degree in Speech Communications from the University of Illinois.
Dave Barnett, Senior Director of Culture at Devry Education Group
Dave Barnett joined DeVry Education Group in July of 2015, and serves as Senior Director of Culture. He is responsible for guiding and driving culture-shaping efforts across institutions. He has over 15 years experience helping organizations to effectively implement large-scale change initiatives during both times of high growth and turnaround. Dave worked as a senior leader at Colorado Technical University, driving a complete redesign of the institution’s student experience strategy. Further, he has led the talent management strategy of organizations in a number of verticals. Dave is passionate about effectively aligning strategy, culture and talent in a manner that maximizes outcomes for all constituents. He has been recognized by numerous national outlets for his work in this arena, including the ASTD, Training Magazine, and the Malcolm Baldridge National Quality Awards. Dave holds a Master of Business Administration degree from the Kellogg School of Management at Northwestern University and a Bachelor of Science degree in Psychology from the University of Illinois. He has also achieved certification as a Senior Professional of Human Resources (SPHR) and as a Registered Corporate Coach (RCC). Dave holds certification in multiple psychometric assessments, is a certified master trainer and is a certified Targeted Selection Administrator. He is currently on the executive board of his local youth baseball organization and is involved with multiple charitable organizations, such as FARE (Food Allergy Research and Education), Ann & Robert H. Lurie Children’s Hospital and the Juvenile Diabetes Research Foundation.
Brad Denny, Principal, Human Capital at Deloitte Consulting LLP, Power & Utilities Practice
Brad is also the Local Service Area Champion for Deloitte’s 400+ strong Chicago Human Capital practice. With over 20 years of leadership, organizational change management and strategy experience, Brad is focused on helping organizations and individuals navigate large-scale transformations in the Power & Utilities industry. His experience is centered mostly around the organizational side of mergers and acquisitions, regulatory driven transformations, culture transformations, organization design, change management, talent management, technology adoption (CIS, Smart Grid, ERP, etc.), and leadership alignment.
Brad holds a MBA from the University of New Brunswick (Canada) and a BSc in Biochemistry from the University of Ottawa (Canada). Brad is a 2014 Fellow of Leadership Greater Chicago.
Trisha Conley, Vice President of Human Resources, BP
Trisha has over 20 years of HR experience that includes roles as a generalist, HR Manager/Director and specialist roles in Compensation, Talent and Resourcing. Industry experience includes gas & oil, trading, insurance and retail/service operations.
Her specific depth of experience includes talent management, employee relations, compensation, specifically for front office commercial trading environments, organizational design, and development and implementation of large-scale severance processes, including leading the Retail restructuring and franchise efforts that impacted over 9,000 BP employees.
She has experience in the following: HRVP, Fuels North America & Head of Country for HR, Downstream, Global Head of Talent Management, Downstream, London, U.K, Global Head of Resourcing, Downstream, and Talent Management leader on tiger team project with BP’s JV partner Reliance, Mumbai, India. Her education: includes an MBA, HR Management from the University of Kansas City, Missouri and a BA, Business/Communications from the University of Northern Iowa. She is SPHR certified. Trisha enjoys traveling, reading, skiing, Scuba diving, playing volleyball & softball, & participating in long distance road cycling events.
The Talent & Organization Effectiveness Interest Group is sponsored by
This program is approved for 1.5 credit hours toward PHR/SPHR/GPHR recertification through the HR Certification Institute (HRCI) as well as 1.5 professional development credits (PDC's) toward SHRM-CP and SHRM-SCP certification.