PRELIMINARY PROGRAM
Strategic Onboarding & Sales Enablement
Beyond the First 90 Days: Building a Continuous Onboarding Experience
Onboarding shouldn’t stop at a checklist or the first three months—successful programs extend into an employee’s first year and beyond. This session explores how organizations are evolving their onboarding strategies to provide ongoing development, mentorship, and career pathing that keeps employees engaged and productive long after their start date.
​
Onboarding for Retention: Reducing Early Turnover in Key Roles
Losing employees within the first year is a costly challenge for HR and sales leaders. This session examines common pitfalls that lead to early turnover and offers actionable insights into designing onboarding experiences that foster belonging, engagement, and long-term commitment—especially for high-turnover roles.
​
Accelerating Time to Productivity for New Sales Hires
For sales teams, speed matters—new reps need to ramp up quickly and start closing deals. This session covers best practices in structuring onboarding for maximum efficiency, leveraging coaching, content, and technology to help sales hires master their roles faster and achieve quota sooner.
​
The Neuroscience of Learning: Making Onboarding Stick
How do you ensure that new hires actually retain what they learn during onboarding? This session explores the cognitive science behind learning and memory, offering practical strategies for structuring onboarding programs that enhance retention, engagement, and long-term performance.
Technology, AI & Personalization
Bringing AI into Onboarding: Personalizing the New Hire Journey
AI-driven onboarding is transforming the way companies introduce new employees to their roles. From chatbots that answer FAQs to personalized learning pathways based on role and experience level, this session explores how AI and automation can create more engaging, tailored, and effective onboarding experiences.
​
From LMS to Enablement Platforms: Choosing the Right Tech Stack
With so many learning and enablement tools available, selecting the right technology can be overwhelming. This session breaks down the latest trends in learning management systems (LMS), sales enablement platforms, and digital adoption tools, helping organizations make informed decisions that drive new hire success.
​
Virtual & Hybrid Onboarding: Keeping New Hires Engaged from Anywhere
As remote and hybrid work models become the norm, organizations must rethink onboarding to ensure a seamless and engaging experience for all employees. This session explores innovative approaches to onboarding remote hires, including leveraging digital tools, creating connection points, and balancing asynchronous and live training.
Onboarding for Culture, Compliance & Performance
Becoming One of Us: Cultural Immersion in Onboarding & Sales Training
A strong culture is a competitive advantage—but only if new hires understand and embrace it. This session explores how companies can embed their mission, values, and unique culture into onboarding programs, ensuring that both employees and sales teams align with the organization’s identity from day one.
​
Compliance Without the Snooze Factor: Making Regulations & Policies Engaging
Compliance training is often seen as boring and tedious, yet it’s a critical part of onboarding. This session showcases innovative approaches to making compliance training engaging and interactive, from gamification and storytelling to real-world case studies that bring policies to life.
Manager & Peer Involvement in Onboarding
The Manager’s Role in Onboarding & Sales Enablement
Managers are the most influential factor in a new hire’s success, yet many are not equipped to support onboarding effectively. This session highlights the critical role of managers in onboarding and sales enablement and provides strategies for training and empowering them to drive new hire engagement and productivity.
​
The Buddy System: How Peer Coaching Improves Ramp-Up Time
New hires often learn best from their peers. This session explores how companies can implement structured buddy and mentoring programs to enhance onboarding, boost confidence, and accelerate the learning curve for both employees and sales teams.
Measuring & Proving Impact
Onboarding Metrics That Matter: Measuring Success & Driving ROI
How do you measure the effectiveness of onboarding? This session dives into key metrics such as time to productivity, engagement scores, and retention rates, offering practical strategies for tracking and optimizing onboarding programs to demonstrate real business impact.
7:45 AM - 8:45 AM
Design Thinking Workshop: From Challenge to Prototype in Three Hours
Session Overview:
This hands-on workshop is designed for professionals looking to tackle a critical workplace challenge using design thinking principles. In just three hours, attendees will collaborate to ideate, test, and create a tangible, executable prototype they can take back to their organizations.
Rather than focusing on individual issues, the session will center on a universal challenge—such as improving speed to productivity—to guide participants through the design thinking methodology. This structured approach will enable teams to generate innovative solutions that address real-world business concerns.
Key Takeaways:
​
-
Hands-on experience applying to solve a common workplace issue.
-
​Insights from peers and facilitators on problem-solving strategies.
Participant Requirements:
To maximize impact, attendees should bring relevant data related to workplace challenges, such as:
-
Survey results (e.g., NPS scores, satisfaction scores)
-
Customer problem statements
-
Leadership feedback
-
Qualitative insights (0-6 scale ratings, anecdotal evidence, etc.)
Who Should Attend:
This session is ideal for HR leaders, business strategists, and operational teams looking for actionable solutions to drive meaningful change in their organizations.
Format & Duration:
​
-
Live, in-person only (not suited for virtual audiences)
-
3-hour interactive session on the afternoon of Day 1
Facilitator:
Dwight Davis
Principal, Davis Consulting
​