Free virtual roundtable · Invitation Only

Talent Development Executive Roundtable

Wednesday, November 18 · 10 AM - 1PM ET · Virtual

You develop everyone else’s career. Yours deserves the same investment. Join directors and heads of talent development for three hours: a candid panel, fast peer networking, and small-group coaching with an ICF-certified executive coach. Built around your career, not your programs.

Free to attend 3 SHRM PDCs

Peer group coaching · Group 3 ● Live

Neil Khaund

Neil Khaund

Tréasa Fitzgibbon

Tréasa Fitzgibbon

Director, L&D

Head of Talent

VP, Learning

Talent Director

Your catch question

“Am I doing this for them, or for me?”

TNS is trusted by leaders at

Apple · Google · Microsoft · JPMorgan Chase & Co. · Morgan Stanley · Bank of America · Nestlé · S&P Global · Société Générale · Jefferies · Boehringer Ingelheim · Almirall · Evolve Immune · Keenova · U.S. House of Representatives

THE THREE HOURS

Exactly how the morning runs.

Three hours is a real commitment, so here is every minute. Most of it is you talking, not you listening.

110 min

talking with peers and your coach

0

sales pitches. Minimal slides.

10:00 AM ET1:00 PM ET

10:00

10 min

Welcome

How the morning works, and the one ground rule: what's shared in your group stays there.

10:10

50 min

A candid panel

Leaders who've sat in your seat each share a real pressure moment: what happened, what they did, and the question they ask themselves now. Including what they got wrong.

11:00

40 min

Speed networking

Short, structured rounds with peers who do what you do, designed so you leave with five or more real connections.

11:40

5 min

Break

Stretch, refill, camera off.

11:45

70 min

Peer group coaching

Your small group and executive coach work from the moment you wrote about in advance. You name your trigger, hear the pattern your peers see, and leave with one catch question.

12:55

5 min

Close

What happens next, and when your Leadership Identity Map arrives.

INSIDE THE PEER GROUP

You work on a real moment from your own career.

Not a case study. Not a framework on a slide. The breakout is built on the Leadership Identity Map, the same tool TNS uses with executives.

1

Before

You write three or four sentences about a recent moment when the pressure was on. Only your coach sees it.

2

In your group

You name your trigger, your default move and the story you told yourself. Your peers reflect back the pattern they hear.

3

You leave with

One catch question you'll actually use, and the start of your Leadership Identity Map.

A pressure momentSample

1 · The trigger

What was happening?

My budget was cut by a third, two weeks before planning.

2 · My default move

Push in · Pull back · Give in

Pushed in. Rebuilt the whole plan overnight, alone.

3 · The story

What was I telling myself?

“If I don't fix this now, they'll decide we're optional.”

4 · My catch question

The question that stops the default move

Am I doing this for them, or for me?

The Leadership Identity Map

Values & BeliefsBehavioral AnchorsWatch OutsPressure Test

What you'll walk away with

Something you made, not just a conversation.

Three hours that are entirely about your next move, not your next program launch.

Your Leadership Identity Map

The full Map, a guide to reading it and a Pressure Log, sent the next day so you can keep building it.

My catch question

“Am I doing this for them, or for me?”

One question for the moments that test you

The question that stops your default move, written in your own words.

Peers who get it

Real connections with talent development leaders facing the same pressures, outside your own company.

3

SHRM PDCs

SHRM Recertification Provider

3 SHRM PDCs

The New Standard is recognized by SHRM to offer Professional Development Credits (PDC) for SHRM-CP® or SHRM-SCP® recertification activities. This event is valid for 3 PDCs.

Who's in the room

A room full of people who do what you do.

Directors and heads of talent development, L&D and learning, invited personally by people who know their work.

Up to 100

talent leaders, by invitation

5

panelists sharing real pressure moments

Small groups

each led by an ICF-certified executive coach

Director of Talent Development Head of L&D VP, Learning Head of Talent Director, Leadership Development Chief Learning Officer

On the panel

Neil Khaund

Neil Khaund

CEO, The New Standard

Two decades closing the gap between leadership training and real behavior change.

+3 Announced soon

Three more panelists

Senior talent leaders

Leaders who've built and run the talent function from the inside.

Neil Khaund

Neil Khaund

CEO, The New Standard

Two decades closing the gap between leadership training and real behavior change.

+3 Announced soon

Three more panelists

Senior talent leaders

Leaders who've built and run the talent function from the inside.

Your peer group coaches

Tréasa Fitzgibbon

Tréasa Fitzgibbon

Executive coach

Linda Schnabel

Linda Schnabel

Executive coach

Toni Cortese

Toni Cortese

Executive coach

Nathan Shultz

Nathan Shultz

Executive coach

Francesca Danzi

Francesca Danzi

Executive coach

+2

More coaches

Announced soon

Why leaders trust TNS

Behavior change that holds under pressure.

90%

of TNS participants stay with their organization three years after their program

9×

promotion rate vs. industry peers

82%

report sustained behavior change under pressure

90%

of TNS participants stay with their organization three years after their program

9×

promotion rate vs. industry peers

82%

report sustained behavior change under pressure

TNS is a valued, trusted partner for developing leaders at Almirall. I see it in their leadership presence and the behaviours they demonstrate.

Dom DiCindio
Head of People & Culture, Almirall

I was able to identify and address my own roadblocks and build new standards for development to the next level.

Viviana Qing Abbate
Executive Director, Global Financial Institution

The coaches provided a safe but challenging learning environment, pushing each leader to stretch out of their comfort zones. The learnings encompass relevant leadership learnings that can immediately be put in to practice.

Laura M.
Boehringer Ingelheim

Reserve your seat

Your seat is held for you.

Attendance is capped at up to 100 leaders so every conversation stays personal.

Right away

You receive a confirmation email with your access details and calendar invite.

About two weeks before

Your ICF-certified coach reaches out personally and asks for one short reflection.

The week of Nov 9

Meet your peer group by name and LinkedIn.

The day after

Your full Leadership Identity Map, and what you need to claim your 3 SHRM PDCs.

Save my seat

Takes under a minute. Free, virtual, 3 SHRM PDCs.

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Can't make it? Let the person who invited you know so we can offer your seat to someone else.

Good questions

What happens in the peer coaching groups, and who hears it?

You’ll join a small group of peers and an ICF-certified executive coach to work from a real moment in your own career. You decide what you share. The groups are confidential: nothing is recorded or transcribed, and nothing said is repeated outside the room, by name or by company.

Is there a cost, or a catch?

No to both. The roundtable is free and by invitation only, and nothing is sold at the event.

How do I get SHRM credit?

This program is valid for 3 PDCs for the SHRM-CP® or SHRM-SCP®. After the session, we’ll send attendees what they need to claim their credits. The New Standard is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP® or SHRM-SCP® recertification activities.

What do I need to prepare?

One short reflection, three or four sentences, on a recent moment when the pressure was on in your role or career. Your coach will ask for it about two weeks before the event. It goes only to your coach.

Who will see my information?

Your name and LinkedIn profile are shared with your peer group so you can meet ahead of time. Your reflection goes only to your coach.

Do I need my camera on?

If you can, yes. Peer coaching works best face to face. Plan to join from a quiet place where you can talk openly.

What if I can't make it?

Let the person who invited you know, or reply to your confirmation email, so we can offer your seat to someone else.

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