Interviews with Kevin Wilde, Dan Cousins and Kee Meng Yeo, speakers at the marcus evans Corporate Learning & Talent Development Summit 2014, taking place in Amelia Island, Florida, April 6-8, 2014.

1. Corporate Learning & Talent Development Summit 2014
6 - 8 April 2014
executive perspectives
speakers from the CLTD Summit 2014 discuss…
How Could Organizations Get Superior
Performance from Employees?
Kevin Wilde, CLO and VP Organizational Effectiveness, General Mills
Experience has taught me that great performance from employees starts with their immediate
manager. In the hands of a great boss, people get inspired, talents come out, problems get
solved and the organization heads in the right direction.
Developing great managers starts with expectations. We are all here to do great work, but the
role of the manager is to inspire and grow employees for that performance. Expectations should
be reinforced with quality training, coaching and role modeling from the next level up; a multilevel engagement. Employees also need feedback to know how they can improve. Olympic
athletes watch videos of their performance and get feedback from their coaches to have an
accurate picture of how they are doing.
Dan Cousins, Vice President of Learning and Leadership Development, Safeway
Employees thrive in environments where they feel they are valued for who they are and know
that their work is important. Some organizations exist to deliver products or services that feel
“meaningful” in themselves; I know some people who really feel like they are changing the world
every day. Every leader has the opportunity to create that sense of individual purpose.
I know I have worked harder and smarter for bosses who took the time to notice what makes me
tick, and who always respected my need to understand how my assignments and extra effort
contributed to team or company goals. This effect does not diminish as you rise in an
organization. We all respond to being recognized as individuals, while feeling part of something
bigger.
This is why we emphasize seemingly simple skills like Feedback in even our most senior
Leadership Development programs. Real engagement is a choice every employee makes, and
focused attention and sincere recognition (or redirection) from a leader can make all the
difference.
Kee Meng Yeo, Head Global Talent Development, Amway
A key area demonstrated by research that enables high organizational performance is employee
engagement. Organizations generally look at whether employees are thinking, feeling and acting
positively about the company. At Amway, we don’t just worry about engagement but also how to
ensure it is sustainable. Are employees burning out as we drive towards a high performing
organization? Is it having a negative impact on their health? To ensure a sustainable
engagement environment, we want to ensure that employees have the right tools and access to
development opportunities that enable them to do their jobs. The other factor is whether
employees are energized. In addition to having a safe and pleasant physical environment, it is
also about being surrounded by diverse people who can challenge their development and growth.
These three factors working together result in an engagement environment that is sustainable
within a high performing organization.

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About the Corporate Learning & Talent Development Summit 2014
This unique forum will take place at the Ritz-Carlton, Amelia Island, Florida, April
6-8, 2014. Offering much more than any conference, exhibition or trade show, this
exclusive meeting will bring together esteemed industry thought leaders and
solution providers to a highly focused and interactive networking event. Among
others the Summit includes presentations on leadership training and development,
succession planning, corporate culture and onboarding.
www.cltdsummit.com
Please note that the Summit is a
closed
number
business
of
event
participants
and
the
strictly
limited.
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To view the web version of this interview, please click here: www.cltdsummit.com/KevinWilde-DanCousins-KeeMengYeo