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Libby Sartain Human Resources Thought Leader From Southwest Airlines and Yahoo

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Driving a Culture of Inclusion

Driving a Culture of Inclusion

A culture of inclusion is one that welcomes encourages everyone to be themselves and that leads employees to feel like they belong…a part of the organization. That means; actively involving every worker’s ideas, knowledge, perspectives, approaches, and styles to maximize business success. This is imperative in the new global business marketplace because companies with diverse employees will deliver the brand promises to changing tastes and preferences of customers. While diversity and inclusion is often policy; it must become a way of life. This presentation will highlight how businesses can focus on showing workers how diversity is part of the day to day employee experience at each touch point.

Learning points:
• Culture–How work gets done at your company: Participants will explore the underpinnings of corporate culture and how the employee experience brings culture to life.
• Diversity, Harassment, and Inclusion: What has made inclusion the imperative in today’s workplace. The speaker will challenge participants to work within their organizations to crive a dulture of inclusion and to introduce methods to help strengthen culture and mold it to align with the identified mission and values of the organization.
• Case studies: Lessons learned from Southwest Airlines and Yahoo
• How to use HR tools to bring a culture of inclusion to life.
• How to build a sustainable and self-replicating culture: Where all employees feel a sense of belonging and contribute to organizational success.
New Expectations for Corporations: The Greater Focus on ESG and the Opportunity for HR

New Expectations for Corporations: The Greater Focus on ESG and the Opportunity for HR

A seismic shift is underway as Washington gridlock and the lack of trust in government causes the public to increasingly expect corporations to take the lead in solving social problems rather than seek legislative or regulatory relief. During this session, Libby Sartain, a seasoned independent board director and former CHRO, will look at some of the trends behind this shift, the changing expectations that corporate leaders should take a public position on social issues, and the growing focus by investors on environmental, social and governance (“ESG”) issues. Many of these issues implicate HR policies, including diversity, gender and racial pay equity, the impact of technology on employment, employee re-skilling and retirement readiness. Sartain will also address the external and internal implications for companies and the opportunity for the HR function to influence how companies respond to these challenges.
HR with a Purpose

HR with a Purpose

The most successful organizations are those that have a purpose as their anchor — they are in the business of making a difference in the world and improving lives of their consumers, workers and partners. Those great companies that stand for something will be the ones left standing even during the worst economic times. These organizations have made great values a way of life inside a company and offer great value to the consumer. Participants will learn: - How to answer the question “What Do You Stand For?” - The power of employer branding as a tool for HR - Lessons Learned: Southwest Airlines and Yahoo - How to use the tools of HR to bring purpose to life.
Brand from the Inside

Brand from the Inside

Based on the speaker’s book, Brand from the Inside, the presentation will highlight how leaders across an organization can motivate employees to consistently deliver the experience the customer brand promises. By building the employer brand from inside the business—ensuring consistent authenticity, substance, and voice throughout the business—any organization can unleash a powerful tool to emotionally engage employees and recruit and retain the best people. -Understand Employer Branding, what it is and isn’t and why is it important. -Position the employer brand of your organization -See what has worked and not worked at various organizations -Gain ideas and real examples of branded HR product and packaging.
Brand for Talent

Brand for Talent

Based on the speaker’s book, Brand for Talent, this presentation will highlight how organizations must build a talent brand in order to attract their most critical talent segments to come to work. In just the past few years the marketplace for talent has fundamentally changed, partly because the needs of business have changed, partly because the availability of technology has changed how workers and business connect. Today business competes for talent in a free global marketplace in which traditional definitions of job and employee no longer relate. People looking for work have fundamentally changed. Today’s worker, Gen Y to Baby Boomer no longer merely seeks or evaluates a task to complete or a job to do. The workers searches for an overall work experience that will provide a sense of connection and fulfillment beyond the immediate work at hand and outside the traditional definitions of opportunity and security, while building their own personal brand All of this change makes the brand the most essential part of an organization’s strategy to secure talent.The change in the marketplace for talent, and in the consumer of the work experience, demand that business look at brand in a new way. - Create a talent brand that makes your business a magnet for the right people -Build the right platform to attract and retain the talent your organization needs to win -Ensure the Talent Pipeline is there for different segments of talent and work -Shape the expectations of your constituents
Re-imagine HR: How to accelerate HR and Organizations to thrive in the future social and work ecosystem

Re-imagine HR: How to accelerate HR and Organizations to thrive in the future social and work ecosystem

The CHRO role has become one of the most important roles on the executive leadership team. Human Resources has been elevated to the C-Suite and with that increase in status has come increased pressure to perform.. Today’s HR leaders must adapt to and address the demands of an increasingly diverse and demanding workforce, globalization, stricter regulatory requirements, increased accountability to the CEO and Board of Directors, and the complexity of leading the HR function with often limited resources. Based on the recent collaborative work with CHREATE (The Global Consortium to Reimagine HR, Employment Alternatives) and recent books edited by Sartain containing views from over a 100 CHRO's, the speaker will offer her most current thinking on the evolving role of the CHRO. The speaker will explore: -The forces of change driving the evolution work and HR -The role of HR and the CHRO in today’s environment and new roles for the future. -New ways to think about work and how it is performed -The importance of top talent and how to influence your organization to make it a top priority - How to influence and shape expectations of HR's constituents.
The New Consumer of Work

The New Consumer of Work

Business competes for talent today in a free global marketplace in which traditional definitions of job and employee are increasingly outmoded. As a direct result, HR leaders must also change traditional ways of working in order to maintain their central role in the organization of the future. While many influences are bringing about this change, perhaps the most important is the way in which the worker now approaches and engages with work. Workers today use the sensibilities of consumers to search for overall work experiences that not only provide a sense of connection and fulfillment, but also a part of their personal brands. Libby’s keynote has an essential message for all HR leaders: You can guide your organization through this competitive marketplace by treating your worker pool more like consumers and less like employees. Think of each phase in the worker life cycle as a branded experience and design your HR programming to deliver this experience. Workers will become more engaged and your organization will be prepared for the impending brain drain likely to occur when as baby boomers retire and disengaged workers head for more meaningful work. This talk will challenge audience members to: •Establish a team at the top with Marketing, Communications and Business operations to create the right worker experience at each stage of the employment life cycle •Consider the both needs of the business and sensibilities of workers to meet changing business requirements •Become an organization that creates strong connections with its prospective talent pool and a reputation for providing a great worker experience.
Cracking the Culture Code

Cracking the Culture Code

Companies and the business media tout corporate culture as the underpinning of corporate success. In turn, culture is often seen as the reason for corporate failure. The difficulty with attributing business success or failure to culture is that sweeping statements about the workplace experience are traditionally based solely on anecdotal evidence. Most CEO’s talk to employees and investors about culture and, although motivational, it is rarely one of the top priorities for the organization. So, it is not surprising that discussions around culture fade into the background along with other “soft” concerns; however, these are precisely the critical issues that determine the organization’s destiny; like selecting a senior executive, considering a merger or acquisition, or implementation of a major change initiative. The good news is that culture doesn’t have to be anecdotal.This presentation will challenge the audience and introduce methods to strengthen culture and mold it to align with the identified mission and values on company’s lobby walls as follows: • Redefining the Culture Initiative • Ten steps to align Culture • Establishing a Culture Baseline • Guiding senior leadership to aspirational culture • Overcoming obstacles • Getting Started

Select Book Titles

2016 View from the Top: Leveraging Human and Organization Capital to Create Value
2015 The Rise of HR: Wisdom from 73 Thought Leaders
2013 Cracking the Culture Code
2011 The Chief HR Officer: Defining the New Role of Human Resource Leaders.
2009 Brand for Talent
2006 Brand from the Inside: Eight Essentials to Connect Your Employees to Your Business
2003 HR from the Heart: Inspiring Stories and Strategies for Building the People Side of Great Business

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Libby Sartain, SHRM-SCP, SPHR is now an active business advisor and Independent Board Director after a distinguished 40-year career in human resources.

As CHRO of both Yahoo! Inc. and Southwest Airlines, Sartain led significant business transformation initiatives as a member of executive leadership teams and guided global human resources efforts focusing on attracting, retaining, and developing employees. Her focus has been growth companies where she developed employment brand strategies that helped grow the workforce exponentially while establishing company reputation as a leading employer of choice. Both Yahoo and Southwest were listed on the Fortune 100 Best Companies To Work For in America and the Fortune 500 during her tenure.

Sartain serves on the Boards of Directors of ManpowerGroup (NYSE: MAN) and AARP. She was a director of Peet's Coffee & Tea, Inc., (NASDQ: PEET) from 2005 to 2012, and Shutterfly Inc.(NASDAQ:SFLY) from 2016 to 2019. She is Chairman of the Board of the AARP Foundation and Immediate past Chairman of the SHRM Foundation. She advises several start-ups and Fortune 500 organizations on HR, Employer Branding, Talent Management, product and go-to market strategies.

Sartain served as Chairman of the Board of the Society for Human Resource Management in 2001 and was named fellow of the National Academy of Human Resources in 1998, and served as a Trustee for 19 years. Human Resources Executive named her as one of the 25 most powerful women in HR in 2005.

In 2020, she was honored by the National Association of Corporate Directors (NACD) in the Directorship 100 and is an NACD Governance Fellow.

She holds an MBA from the University of North Texas and a BBA from Southern Methodist University.

Sartain co-authored: HR from the Heart: Inspiring Stories and Strategies for Building the People Side of Great Business, AMACOM, Brand from the Inside: Eight Essentials to Connect Your Employees to Your Business, Jossey-Bass, and Brand for Talent: Eight Essentials to Make Your Talent as Famous as Your Brand, Jossey-Bass. She contributed to and edited The Chief HR Officer: Defining the New Role of Human Resource Leaders. Recent e-Books include Cracking the Culture Code with Brent Daily and The Rise of HR: Wisdom from 73 Thought Leaders with Dave Ulrich and Bill Schiemann. She is a frequent speaker and is often quoted as a thought leader in human resources in the business Media.

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Topics

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Libby Sartain Human Resources Thought Leader From Southwest Airlines and Yahoo

Select Keynotes

Select Book Titles

Similar Speakers you might consider

Business Topics

Culture & Society Topics

Healthcare

Motivation & Achievement

Topics

Photos

Libby Sartain Human Resources Thought Leader From Southwest Airlines and Yahoo

Select Keynotes

Driving a Culture of Inclusion

New Expectations for Corporations: The Greater Focus on ESG and the Opportunity for HR

HR with a Purpose

Brand from the Inside

Brand for Talent

Re-imagine HR: How to accelerate HR and Organizations to thrive in the future social and work ecosystem

The New Consumer of Work

Cracking the Culture Code

Select Book Titles

Similar Speakers you might consider

Business Topics

Culture & Society Topics

Healthcare

Motivation & Achievement