If you are an experienced voice in the learning and development or talent industry, Chief Learning Officer and Talent Management want to hear from you!

In 2023, the Breakfast Club Series returns as a monthly, virtual mini-event hosted by CLO and TM and will feature top CLOs and learning and talent leaders. Each month’s mini-event will last about 90 to 120 minutes and will consist of: a 60-minute panel discussion with L&D and talent practitioners and one sponsor speaker; a 20-minute FASTtalk presented by our sponsor; and a 20-minute audience polling segment.

Our ideal speakers are executive-level learning and talent practitioners who have firsthand insights into any of our 2023 themes below. You must be an internal-facing practitioner to be considered.

At CLO, we define an internal-facing learning practitioner as someone who is currently in a leadership role that focuses on curating programs/materials, leading a team, or overseeing the operations of a learning or professional development program at their organization.

At TM, we define an internal-facing talent practitioner as someone who is currently in a leadership role that focuses on driving the design, development and execution of talent management programs and/or who leads organizational culture efforts at their organization.

Vendors may learn more about Breakfast Club sponsorship and presentation opportunities here.

Available Breakfast Club Themes

Q3

Tapping Into Untapped Talent

Wednesday, August 30, 2023, 11 a.m. - 1 p.m. ET

2020 research from Accenture and Harvard Business School explores the phenomenon of “hidden workers,” or the millions of people who want to work and are actively seeking work, but who remain "hidden" from most businesses that would benefit from hiring them by the very processes those companies use to find talent. The research estimates there are more than 27 million hidden workers in the U.S. alone. They include caregivers, veterans, immigrants and refugees, people with physical disabilities, relocating partners and spouses, those with mental health or developmental/neurodiversity challenges, those from disadvantaged backgrounds or populations, people who were previously incarcerated and those lacking traditional qualifications.

As record lows in unemployment, coupled with the Great Resignation, continue to limit workforce growth, how can organizations connect with this hidden talent, and what needs to change in existing hiring and recruitment practices?

Q4

Differentiated Development: Rethinking Inclusion in Learning

Thursday, October 26, 2023, 11 a.m. - 1 p.m. ET

We often think too small when it comes to our development offerings. We think, as leaders, we are the ones best positioned to choose the people who have the potential to become great leaders. But many of the traditional methodologies used to select leaders are very subjective.

In an increasingly diverse environment, leadership looks different depending on who you are, and there are many different styles of leadership, which can be very impactful when tapped into. As we look to develop new methodologies to help identify next leaders and who is in the pipeline for succession planning, we might consider looking to industries outside L&D for inspiration (e.g., open enrollment for health benefits). Ultimately, organizations will benefit from having as many people as possible who are truly invested in developing themselves.

Democratization of development is important. How can organizations move away from the concept of one-size-fits-all development and rethink inclusion in learning and talent approaches?

Metrics Matter … Now, More Than Ever

Wednesday, December 13, 2023, 11 a.m. - 1 p.m. ET

In today’s remote and hybrid workplaces, measuring the effectiveness of your learning strategy and solutions has never been more important. Today's landscape requires measurement efforts that allow analysis of peak performance, effective delivery modes and what programs are having the biggest impact.

Join CLO for this deep dive into how learning measurement strategy can provide key input to leadership decisions on learning and development, and what metrics we should be using to assess the effectiveness of learning strategy and solutions.