Executive from Carlson Wagonlit Travel

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Building and developing talent can be a key differentiator for procurement organizations. As team members develop new capabilities, not only does morale and engagement increase, but the procurement team as a whole is able to generate more value for the organization. This session will cover a case study of how one company’s Indirect Procurement organization has embraced talent development as a key differentiator and enabler for the organization.

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There is a wealth of Millennial talent waiting to be hired by your organization. So, when they come on board, are you ready to train them to negotiate effectively on behalf of your organization? Past generations learned “on the job in a trial by fire approach” to negotiate deals. That approach is no longer good enough for one very important reason: most B2B deals are much more complex than ever before. Therefore, your organization simply cannot afford to allow a generation of workers to sink or swim. It’s time for organizations to re-think negotiation skills training, from design to delivery to content that will leverage Millennials’ natural collaborative work styles. Negotiation expert Jeanette Nyden will outline key considerations for preparing the next generation of negotiators at your organization, including:
• Why context is so important to their learning
• How to use assessments to ensure success
• What to consider when developing a continuous learning environment
• The importance of graduated learning objectives
• How to leverage Millennial’s innate collaborative negotiation style

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Corporate America is in a state of constant disruption, and you may end up stagnating without moving up, or find yourself made redundant and forced to find a new position. During this presentation, you will hear from a former CPO who lost her job 18 times during her career, and how she was able to reposition herself for success each time.
• Making yourself stand out among other candidates
• Interviewing periodically to ensure your skills are in line with market demands
• Overcoming public speaking fears
• Going out of your way to help those who aren’t

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Build, Operate & Transfer (BOT), as an outsourcing model has many examples globally in the infrastructure environment, as well as its use in off-shoring of services, whether call-centers or accounting centers. BOT models are used where companies have a desire to develop new capabilities, build out best practices or reduce operational costs by leveraging the expertise, innovation and investment of service providers. A BOT model allows companies to reduce risk by partnering with a proven provider, while improving speed to value. Applying the BOT model to your MRO supply chain makes sense given the challenges and risks associated with the type of change in operating model – one that has touch points in procurement, finance, operations, maintenance and engineering. Flex your thinking about how a BOT model can deliver value for your company.

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Procurement transformations have resulted in a big turnover of CPOs in recent years. Getting potential CPOs trained to take the reins is crucial to continued success and procurement’s visibility and viability. But what qualities should the CPO of tomorrow possess? And then, what should a new CPO do on the job? This presentation will discuss:
• What are the top 10 traits to develop to become a CPO?
• Identifying and prioritizing future leaders for development
• The playbook for a new CPO: a 100-day game plan
• Determining what you need based on what you’ve had- do you want a change in direction or a continuation of your processes?
• Hiring smarter- what interview questions will allow future CPOs to break through the clutter?

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Today, there can be as many as four generations on one team, as millennials take over from retiring boomers. As the needs of the corporation change, and the role of procurement is consistently under pressure to deliver value, how are new leaders being developed? How is fresh talent brought in without alienating veterans? This panel discusses:
• Adapting your business’ communication styles and processes to what they perceive as indicators of success.
• Developing skillsets so everyone is up to speed: External certification vs internal training programs
• What types of relationship skills do you need to build or change without getting bogged down in the minutia?
• Do mentoring programs work? How about reverse mentoring, or integrated/ interactive mentoring?
• Overcoming compensation concerns (Salary, Stock, Bonus)
• How do you manage a team where work-life balance is important?

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Multinational organizations often don’t have centralized teams, and the challenges of managing a spread-out team today are different than were just 5 years ago. This session will discuss how to effectively manage a global team.
• Finding the right mix of global and local staff
• Bringing a globally dispersed and diverse team together despite the geographical and cultural distances
• Balancing remote vs on-site management
• Dealing with dotted-line reporting and local vs. global decision making in hybrid and global organizations
• Overcoming communication hurdles

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