critical resource is when it comes to building a competitive capacity and you will get a uniform answer 4people.<br><br> More precisely, the challenge is knowing how to identify, source, develop, and move the very best people when and where they are needed in order to meet customer demands and stay ahead of the competition. This requires deep expertise in talent management processes on a global scale. But, we believe in order to truly excel in building a strategic capability through talent management, that additional ingredients are required 4 passionate commitment, enthusiastic engagement and accountability for ensuring that follow through takes place.<br><br> Thus, during this Forum we will invite our partners to fully explore how to embed infrastructures of both deep expertise and the socialization factors that will breathe life into your organization 9s talent management processes. ICEDR FORUM MAY 23-25, 2006 SEATTLE, WA, USA Jointly hosted by: Microsoft Corporation and Stanford Graduate School of Business Forum Overview i c e d r . .<br><br> . . .<br><br> . . .<br><br> . . .<br><br> . . .<br><br> Cancellation Policy Cancellations for room reservations after April 20, 2006 may not be refundable. Partner Institutions Australian Graduate School of Management Babson School of Executive Education Columbia Business School Cranfield School of Management Harvard Business School HEC School of Management Henley Management College IFL at the Stockholm School of Economics IMD INSEAD London Business School MIT Sloan School of Management Penn State Smeal College of Business RSM 4Erasmus Graduate School of Business Stanford Graduate Business School University of Chicago Graduate School of Business University of Michigan Business School UNC Kenan-Flagler Business School UPenn Wharton School USC Marshall School of Business UVA Darden Graduate School of Business Corporate Partners A.P. Moller - Maersk ABN AMRO Bank Accenture Alcoa ANZ Bank Arcelor Avon AXA Group Barclays BP British Telecommunications DaimlerChrysler Financial Services AG Deloitte Deutsche Bank Deutsche Telekom Dow Chemical Company Duke Corporate Education Eli Lilly and Company Ericsson HSBC Holdings Kraft Foods METRO AG Microsoft Corporation National Australia Bank Novartis Orica Pearson Pfizer Philip Morris Philips Electronics NV PricewaterhouseCoopers Raytheon RBC Financial Group Roche Royal Dutch/Shell Group Standard Chartered Bank Suez UBS Unilever United Technologies Corporation The Walt Disney Company Westpac Banking Corporation Whitbread The International Consortium for Executive Development Research 1666 Massachusetts Avenue, Lexington, MA 02420 USA ph: +1-781-862-6633 fx: +1-781-862-6211 E-mail: info@icedr.org Web Site: www.icedr.org SAVE THE DATE!<br><br> The next ICEDR Forum will take place from October 10-13, 2006. 50638 ICEDR SeattleBro 1 v5.qxd 2/13/06 11:57 AM Page 1 Tanya Clemons Corporate Vice President, People and Organization Capability, Microsoft Tanya Clemons is corporate vice presi- dent for People and Organization Capability, in the Human Resources Group at Microsoft. Her team oversees leadership and management develop- ment, performance management, change management and organization development, employee learning, and training, as well as enterprise-wide culture change initiatives.<br><br> Her goal is to build a disciplined but adaptive talent management process that ensures that Microsoft has a strong staff that can be deployed against current and emerging business opportu- nities, and has a culture that allows talent to thrive. Before joining Microsoft, Dr. Clemons was vice president of Global Executive and Organization Capability at IBM, and prior she worked in organizational and leadership development at Georgia-Pacific and Anheuser-Busch.<br><br> Andreas Ekl Director of Strategic HR Projects T-Mobile USA Inc. Andreas Ekl is Director of HR Strategic Projects at T-Mobile USA. In this posi- tion he is responsible for strategy and implementation of succession planning, competency management for the middle and top management and placement of key leadership per- sonnel.<br><br> Prior to this position he was Executive Vice President for Career Development and Resourcing at T-Mobile International overseeing the development and integration of the international HR strategy in several countries and other HR positions at T-Mobile Austria. He is a lecturer at the University of Graz and frequently serves as a speaker and trainer at HR conferences. Stephane le Camus Employee Brand Development Manager Global HR Expertise Team, Unilever Stephane le Camus is Global Employer Brand Marketing Manager for Unilever.<br><br> He holds a degree in marketing gained in his native France and before joining Unilever worked in brand consultancy. He spent 12 years as a brand consultant, specializing in har- monizing corporate and consumer brands internationally for clients such as LVMH, Unilever, BA, and BAT. He spent his last two years on the agency side developing the Unilever global employer brand, before joining Unilever Global HR in 2002 as a marketer to bring marketing best practices to talent management.<br><br> Steve Milovich Senior Vice President, Corporate HR Organization and Leadership Development The Walt Disney Company Steve Milovich is Senior Vice President, Corporate Human Resources, Organization and Leadership Development at The Walt Disney Company. He has global responsibility for learning, leader- ship and organization development, change management, succession planning, The Disney University, diversity, employee communications, and talent acquisition. He is also responsible for human resources for the Corporate Headquarters, The Walt Disney Internet Group, and The Media Technology Board.<br><br> Steve has a track record of improv- ing business results in diverse companies, industries and busi- ness environments-including global blue-chip growth, star - ups, and a turnaround. Previously, he held executive posts at PepsiCo, AlliedSignal/Honeywell and Federated Department Stores, among others. Doug Ready President, ICEDR & Visiting Professor London Business School Doug Ready founded and leads ICEDR, the world's premier global learning net- work in human resource development.<br><br> Doug is also a Visiting Professor at London Business School. Doug is an active consultant, helping CEOs, top teams, and senior exec- utives develop organizational and leadership resources, and HR development practices, to sustain global competitiveness. He has recently worked with the top teams at HSBC, Westpac Banking, RBC Financial Group, and Pricewater- houseCoopers, helping them build the leadership and organi- zational capabilities for their newly reconfigured firms.<br><br> Bill Veghte Corporate Vice President, North America, Microsoft As the corporate vice president for Microsoft North America, Bill Veghte leads Microsoft's sales, services and mar- keting efforts in the United States and Canada. He is responsible for aligning Microsoft's marketing, sales, partner and services organiza- tions in this geography to deliver optimal value for customers and strong business results for partners. Bill joined Microsoft in 1990 and has held a variety of executive positions in soft- ware development and marketing from Microsoft Office to Windows.<br><br> He is known for his energy, his passion for what technology can do for customers and how partners can help deliver that value. Speakers Learning Objectives " Examine the core ingredients of a state-of-the-practice global talent pool management process; " Learn how companies are supporting strategy, brand, and culture and values through talent management; " Take a talent management value chain approach to capability building in your company; " Explore the various roles played by the CEO and top executive team; line leaders; HRD and Talent Management specialists; and those in your company 9s talent pool; " Work on instruments that may help your organization assess the contribution of your company 9s talent management processes; " Engage with representatives from ccase example d companies who will share their experiences with you; " Determine the core ingredients of a world class talent management process. Forum Topics " Global Talent Pool Management 4Why Is It So Important?<br><br> " Where Global Talent Pool Management Fits within Your Company 9s Overall Development Strategy " Transferring Experience into Development and Growth 4 The Holy Grail? " Assessing Effectiveness 4How to Know When You 9re Getting It Right " Case Examples: Lessons Learned from Great Companies and Business Schools: A.P. Moller 3Maersk Microsoft ANZ Bank MIT Sloan IMD BP Philip Morris International and others Royal Dutch/Shell Forum Schedule Tuesday, May 23 (Note: Forum begins at 11:45 AM with lunch) " How talent management contributes to building your company 9s competitive capabilities; " Talent management that supports enterprise and business strategy; your brand promise; and your firm 9s culture, values, and leader behaviors; " Reception & dinner hosted by Stanford Graduate Business School Wednesday, May 24 " Case Example: The people development implications of building a customer centric, market focused organization; " Case Example: How talent management has been used to support a world class brand; " Case Example: Using talent management to bring about changes in organizational culture and leader behaviors; " Case Example: An in-depth look into partnering between talent management staff and line leaders to develop a successful senior executive; " Talent management that fuels fast growth; " Reception & dinner hosted by Microsoft Thursday, May 25 " Talent management in hard-to-source locations; " Talent management that breaks down business, functional, and geographic silos; " Building a framework to assess the effectiveness of your company 9s talent management processes and accountability tracking; " Welcome to the ICEDR Forum in Amsterdam, the Netherlands, October 10-13, 2006, hosted by ABN AMRO and RSM; " Forum Adjourns after Lunch Please register via www.icedr.org.<br><br> Refer to the back page for complete registration details. Additional speakers to be announced. For an updated list of speakers, please visit our website, www.icedr.org.<br><br> 50638 ICEDR SeattleBro 1 v5.qxd 2/13/06 11:57 AM Page 3 t

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