After a full day of networking, sessions and the return of rockstar Billy Idol on the first day of Convergence 2017, we began day two by talking about great experiences. As Dan Heath, co-author of the upcoming book The Power of Moments, shared, we're living in the "age of experience." From vacations to workplaces to conferences like this one, people want to encounter an impactful—and delightful—time wherever they go.
But how do you create a good experience? It's a question explored by Heath and his brother Chip in their book. It's something we consider when designing a new product or feature. And it's the mission of any HR professional, manager or company leader who wants to attract and retain top talent.
Experiences Are Made Up of Moments
As you might have guessed from the title of Dan and Chip Heath's book, they've found that great experiences aren't defined by the collective whole—they're defined by small moments, or what Heath called "peaks." Instead of simply fixing problems, he advised the audience to focus on creating such moments that stand out in a person's mind and elevate the entire experience.
Experience Is Rooted in Culture
During yesterday's analyst keynote, co-founder of Aptitude Research Partners Mollie Lombardi explained that organizations should think about the user experience of a culture just as much as they think about the user experience of a software interface. Today's sessions emphasized her message, highlighting that a strong culture—rooted in development, communication and caring—is a critical part of building meaningful relationships with your employees.
Experience Is Personal
Today's speakers also reiterated the theme of personalization. Experiences are memorable when they speak to people directly as individuals, which means organizations should invest in understanding their employees' needs, challenges and aspirations—both personal and professional.
Client RAVE Awards
Last but not least, here's to the organizations providing standout experiences to their employees and customers. At our RAVE Awards, we honored clients using our software and services in innovative ways to advance their talent management strategies.
Want to keep learning? Explore our products, customer stories, and the latest industry insights.
Countdown to Convergence: Customize Your Conference Experience
Cornerstone Convergence is only six short days away! Since it’s an all-virtual event this year, you have the unique opportunity to personalize your Convergence experience by designing a custom schedule and choosing the sessions that most interest you. Below you’ll find details on the different tracks you can attend this year, along with a video guide for customizing your schedule. This is your Convergence—here’s how to make the most of it! Introducing the Convergence Virtual Event Platform Before you start designing your conference experience, take the time to explore your options and access the full agenda on the Convergence website. In addition to the keynote sessions, there are five different tracks to choose from: Product Training Labs, Product Discussions, Bold Thinkers, Tech Talks and Client Spotlight. And keep in mind—you don’t have to commit to one track. Feel free to mix and match your session options! Maybe you start the day in the Bold Thinkers track, and then shuffle to Product Discussions or Tech Talks tracks later in the day. Here’s a little more information on each track: Product Training Labs: Go beyond "what’s new" to "how to" with guidance from our training experts. Each lab will explore a variety of practical use cases and provide tips and tricks for better administering your current solutions, helping you develop a sharper understanding of your current products and expand your proficiencies in managing them for your organization. Product Discussions: Learn more about the latest capabilities and plans for your current solutions and the new offerings your organization might want to explore. You’ll not only get exclusive looks at our upcoming product roadmap but you'll also get to explore several hidden gems that can help you drive adoption and make the most of your current products. Bold Thinkers: Cornerstone and other industry bold thinkers discuss topics that will help you align your talent strategy to your evolving business strategy. Covering the latest talent research and the bold concepts shaping industries, these talks are designed to inspire you with new ideas about the future of work and your role in shaping it. Tech Talks: These sessions focus on some of the most popular topics your IT experts want to explore — from cloud and products to data and privacy — you’ll hear firsthand from our technology team about our latest platform advancements and technology direction. Client Spotlights: Imagination. Innovation. Inspiration. These sessions bring together industry peers from across our customer community to share ideas and success stories. Hear about lessons learned in using Cornerstone solutions to attract, develop, and retain talent, and how these clients delivered strategic outcomes for their organizations. Choose Your Convergence Adventure! Once you’ve explored the conference agenda and have an idea of which sessions you’d like to attend, it’s time to choose your Convergence adventure! Start by signing into the Convergence platform using your login information, which will be sent Monday, September 14th to all registered attendees via email. If you haven’t received an email by September 14th, try searching your inbox (including your spam folder!) or contact us at email@example.com). Once you’re logged into the event platform, you’ll want to create your profile and make sure that your time zone and region are correct. Then, it’s time to select the sessions you’d like to attend! To add events to your agenda, simply enroll in the sessions you’d like to attend and they will be added to your ’My Agenda’ page. Click here to watch a video explaining how to bookmark a session and explore other Convergence activities via the platform. Network with Speakers and Peers Throughout Convergence Once the conference starts, follow your agenda to attend the sessions you’ve selected. In between sessions, use the chat bubble icon at the top of the homepage to chat with peers and Cornerstars. Each session will also have a chatroom where you can engage in discussions with fellow attendees. Some sessions will also have live Q&A to engage speakers too! Announcing a Cook-Along with Curtis Stone! You’ll want to get shopping for the latest addition to the agenda: an exclusive LIVE cook-along with celebrity chef Curtis Stone on September 16 from 1:30–2:30 pm PT / 4:30–5:30 pm ET / 12:30-13:30 pm BST. Chef Curtis is a master when it comes to rolling pasta dough, and he’ll share his tips and tricks while teaching you how to make handmade ricotta cavatelli with sage brown butter and parmesan. Yum. No need to sign up for the live cook-along in advance. You already have free access to the session because you registered to attend Convergence; simply enroll in the activity when you access the platform—along with the 40+ other sessions you won’t want to miss. ;) Here are the ingredients you need to cook along with Chef Curtis: Cavatelli 115 g (4 oz) fresh, very soft ricotta cheese 5 g (≈1 1/2 tbsp) beaten egg 15 g (≈1 1/8 tbsp) parmesan cheese, microplane 100 g (≈3/4 cups) plain flour Sauce 13 oz broccoli florets with 1-inch stems 8 tbsp unsalted butter 1/2 cup coarsely chopped basil 1/2 cup pine nuts, toasted 2 tbsp fresh lemon juice Salt and pepper Extra virgin olive oil for serving Parmesan Tuile 3 oz grated parmesan cheese Don’t fancy getting your hands dirty? Then join the session to pick up tips and tricks, save a new recipe for later and have a good time! Join in on the Fun and Games! While Convergence is virtual this year there is still tons of opportunity to network and engage in fun experiences throughout the conference. From the Convergence platform select the "Fun and Games" icon to join a yoga or meditation session, check out what people are saying on social, or as mentioned earlier, cook along with Curtis Stone! Every action you take during the conference, whether it's participating in Fun & Games, completing your profile, attending sessions, participating in chats or visiting our sponsor booths, will help you earn points. And you’ll want to collect as many points as you can because they will put you in the running for some amazing prizes—like a Peloton bike package, a Breville Express machine, Apple Airpods and more! Join the Convergence Experience From Anywhere, At Any Time We’re excited to offer you a global conference this year, enabling attendees to watch from anywhere in the world. And if you can’t make all of the live sessions, that’s okay! They will all be made available on-demand, so you can watch them at a later time. Will we see you at #CSODConf20? If you haven’t registered for Convergence yet, then what are you waiting for? It’s all-virtual, all free and offers plenty of learning, connection, and fun! To register and build your personalized session schedule, visit: www.cornerstoneconvergence.com. If you’ve already registered, be on the lookout for your registration email. See you September 16th and 17th! Click here for a video on how to navigate the virtual Convergence platform and create your own conference agenda. And to follow Cornerstone Convergence 2020 on social media, visit our Twitter @CSODConvergence, Instagram @CornerstoneOnDemand and Facebook @Cornerstoneconvergence. You can engage with the conversation using #CSODConf20.
ICYMI: Exploring the Future of Talent Management at Convergence 2016
To kick off Cornerstone's 14th annual conference, Convergence, our CEO Adam Miller took a cue from Marty McFly and went back in time. After all, before diving in to our favorite topic—the future of talent management—it's important to think about the history of talent management. How far have we come, and where do we go from here? Our time traveling showed that the traditional approach to human capital management—from learning to recruiting to performance and more—has changed significantly. Social, mobile, and big data technologies have enabled us to reach more people, make smarter decisions and act proactively. Throughout yesterday's sessions, we heard from customers, clients and partners on how they're taking advantage of the latest innovations to not only improve core HR services, but impact their organization's success as a whole. Keep reading to learn about the innovative ideas shared at Convergence so far, follow @CSODConvergence on Twitter and join the conversation with #CSODConf16! Predicting the Future with Data Big data has changed the human capital management game, but as Miller shared in his keynote, the challenge is no longer just to understand the past, but to predict the future. This year, we announced an expanded suite of people analytics products, and throughout the day, analysts, partners and clients commented on the growing importance of data when it comes to strategic human capital management. Fulfilling Potential with Modern Learning Cornerstone began with a bold idea to change the world through online learning. Seventeen years later, we've expanded to encompass people development in its entirety, but our core belief remains steadfast: Learning is key to empowering people to reach their potential. Our new project, CyberU, embodies both this foundational belief and our dedication to innovation. As attendees noted during the keynote and throughout the day's sessions, modern learning needs to be mobile, visual and embedded in company culture to get through to the learner and impact your business. Acknowledging the Innovators What would a discussion on the future of talent management be without recognizing the companies leading the way? Our annual Client RAVE Awards acknowledged this year's most innovative talent strategies and the teams driving those initiatives—from redesigning learning to improving user adoption to reinventing "work" entirely. Congratulations to our winners! Turning It Up with Mr. Worldwide Capping off a great first day at Convergence was none other than Pitbull. The "Mr. Woldwide" rapper and two-time Grammy winner performed at our Client and Partner Appreciation Party to a full dance floor of more than 1800 attendees from nearly 30 countries.
The Future of Work: An ’Un-Panel’ Discussion at Convergence
What does the future of work look like, exactly, in the view of some leading HR and talent management experts? Instead of tossing such questions to his three panelists Tuesday at Cornerstone Convergence 2013, Cornerstone OnDemand marketing VP Jason Corsello polled Convergence audience members for their thoughts and then had the panel dissect the results. The lively "Un-Panel" session covered a lot of ground in quick fashion -- touching on the future of recruitment, collaboration, learning, and performance -- with Elaine Orler (founder and president of Talent Function Group), Josh Bersin (principal and founder of Bersin by Deloitte) and HRE columnist and radio host Bill Kutik all weighing in -- and not necessarily in unison. Here are a few highlights from the polled questions and the discussions that ensued: Recruiting sources vs. recruiting channels. Nearly 40 percent of attendees said that their organizations find job candidates through corporate career sites. Orler challenged respondents to think a little differently. "I don't believe a corporate career site is actually a source -- it's a channel," Orler said. "The candidates found you through something else, whether it be through social media or advertising relationships." In order to understand where your candidates come from, Orler added, recruiters have to pinpoint these sources. Questionable value of applicant tracking systems. Applicant tracking systems typically don’t live up to billing, according to the panelists. Bersin suggested that these systems have little or no net impact on the overall success or efficiency of recruiting, short of automating the basic process. Bersin cited research that found that the most impact on recruiting derives from candidate relationship management, employee assessment, and, perhaps most importantly, continuous training and retraining of recruiters themselves. "Companies that are training and retraining their own recruiters are out-performing companies that don't," he said. Challenges and opportunities in social collaboration. An overwhelming majority, 84 percent of the crowd reported that it uses (or plans to use) social collaboration tools in the workplace. Kutik wasn't buying that level of buy-in, but he did fervently echo the importance of being an early adopter. "Social collaboration in the enterprise is not for organizing volleyball games after work anymore," Kutik said. Social collaboration, Orler added, must be integrated into the way people work, and HR managers need to accept this integration by letting go of old specifications focused on compliance rather than on what matters more – creating new ways to get work done more efficiently and collaboratively. "One of the greatest challenges in adopting social collaboration for HR professionals is that it's a two way street," Orler explained. "HR has generally been a one-way conversation. We need to break some of those old school silos in order for the collaboration to work. We will see that we can trust our employees again." Where we're headed with performance feedback. Are annual performance reviews effective? Seventy-percent of the HR-oriented audience quickly said no -- and the panel generally agreed that the practice is nearing retirement status. Bersin argued that large companies especially need to move towards a new form of continuous performance feedback, with peer reviews assuming a larger role in an ongoing (and collective) conversation about individual performance. An array of new tools has emerged to speed the transition -- assigning badges and other types of rewards through social platforms, for instance, and other ways of "game-ifying" the feedback loop. Kutik, however, advised a word of caution: All the social badges and rewards, he explained, need to have real economic value for employees to make them stick as effective performance motivators. He cited a cultural reference to back up his point. "Shame on baby boomers," Kutik said to the delight of the crowd, "for giving their children awards for simply participating in a soccer game instead of winning." Orler offered some thoughtful counterpoint: All these new social forms of acknowledgement are truly important in an era where continuous and meaningful feedback are key expectations of new employees, especially Millennials. They simply need to be delivered and communicated in a smart way. Aligning the culture with what employees truly want. What matters most to employees these days when it comes to managing their careers? Audience members reported that their own career progression and work-life balance ranked as the top two. Orler suggested that the obsession with work-life balance is misleading in the modern workplace. Today, says Orler, "work is life. It's important for companies to simplify this balance by trusting their employees and the work they do. Bersin took that notion a step further -- suggesting that the explosion of mobile technology and other factors have ratcheted up the stress factor on employees, who often feel anchored to work responsibilities 24/7. Bersin added: "Companies need to think more deeply about the impact of all this." What’s your take on the future of work? Let us know in the comments.