Are you part of the problem or are you part of the solution?
The Leadership in the Age of Personalization Executive Summit was an immersive experience that helped leaders see the power of personalization from different perspectives through people of distinct generations, backgrounds and leadership roles.
How does personalization translate to leadership?
When you first go into management, you’re taught how to manage, not how to lead. Managers learn to conform, set goals, and establish standards. But leaders need to do much more.
The old days of the business being fully in control are over.
Organizations must respect the influence of the individual and their unique needs first - if they are to achieve and exceed their business goals.
Is it Wall Street that’s holding companies back? Or is it a lack of courage among leaders?
People, technology and markets are changing faster, yet leaders are not willing to sacrifice this quarter’s gains to prepare their organizations for the future.
We are more connected than ever, yet we’ve never felt so alone.
Millennials represent the largest share in today's workforce. These future leaders have already started to disrupt the way the workforce and the marketplace look and think.
People are not machines.
Organizations are starting to understand the value of knowing their employees as well as they know their customers. Leaders need to go beyond the traditional metrics of HR.
Know your people and get to the roots of personalization.
It’s impossible to prepare for every single advancement coming our way. So focus on creating a system for knowing your people and adapting along with their experiences and expectations.
We can’t expect to lead successfully if we’re not confronting our own biases.
While most of us see personalization as something we need to adapt to and learn how to apply, our colleagues and employees from generations Y and Z hardly know anything else.
Ready to evolve and lead your organization into the future?
Today's new realities require us to better appreciate non-traditional perspectives as personalization forces us to reinvent the ways we think, work and lead.
In the age of personalization, employees want businesses to know them – not define them.
When people and organizations are trapped in standardization, people don’t know what they solve for - we were told what to do inside the box we were given. That doesn’t work in our new age of personalization.
Diversity puts us in boxes. Inclusion lets us be human.
Our clunky first steps in any pursuit of diversity is to start with putting people in boxes and counting them. What we need is the dynamism of difference. To achieve that dynamism takes effort.
The Importance of Stories Over Metrics
It’s up to us to think about that and take a step back and think about how to create a diverse community – mirroring our patients, our communities, our stakeholders.
From Population Health to Individualized Wellbeing
In a world where business models can become obsolete before we even know there’s a new competitor, we can’t afford to have organizations filled with people whose individual capacities are stifled in any way.
A Gen Z Perspective on Personalization
This is the thinking that’s already entering your workforce today, and will be in full force within your organizations in the next 10 years.
This is the Time for Courage
Today, leadership means being courageous enough to be compassionate, to allow others to influence in their own way, to listen through actions.
How to Personalize our Talent Pipeline
Leading in the age of personalization is about shifting your entire business model and the way you think about talent – where you can find that talent and how you can nurture it.
Personalization spooks standardization and when threatened, standardization fights back hard.
The extreme of personalization can be felt in any conversation today. But that constant tension slows progress down, leads to poor decision making and the ability to define the right strategies for change.
Why are marketers so stuck in standardization?
Finding ways to let individual identities impact the brand can be powerful. But how can individuals influence the brand – from the outside marketplace, but also from the inside with employees?
We Should Embrace the Toughness
It’s not easy to create economies of scale around embracing human dignity. What is easy is to throw up our hands and say it can’t be done.
Standards can be broadened to accompany more individuality.
Leaders have had to consider how to combine the efficiencies and quality of standardization with the understanding that every person is different and health is affected by many factors.
Personalization and population health – how do they fit together?
As our population gets more diverse, keeping people healthy will depend on how well healthcare systems understand these populations. Yet diverse populations are not homogeneous – we are all individuals.
The first step is to define what really matters.
Having a clear framework makes problem-solving much more straightforward.
How can we keep people well if we don’t even know them?
The healthcare system is built in a way that makes it hard to treat people as individuals. This is the result of a system performing according to its own rules. But, ultimately, healthcare is about the patient in the room.
Optimizing interplay between standardization and personalization
The complexity lies on merging the two ideas: standardizing some of the things that we do in healthcare for evidence based and efficiency but, at the same time, personalizing care.
Expanding personalization beyond just patients
A focus on individuality is not just reflected in the provided care, but it’s also about individuals knowing they can have influence, and leaders understanding the full value of individual influence.
The importance of getting closer to the consumer
One step toward seeing people as individuals is to acknowledge that patients are now consumers. Organizations that don’t grasp the significance of this change will get left behind.
Personalization is the new model for delivering care
The tension between personalization and standardization has changed paradigms of care. But first, healthcare has to overcome the foundation that was laid throughout the age of standardization.
It was the end of a summit but the beginning of a movement
Leadership in the age of personalization is about creating healthy environments we can all thrive in. It is the force that will push us to start over again. And now the question is: what are you going to do about it?
Explore the tension we’re all feeling in this shift from standardization to personalization.
In this series, Glenn Llopis along with leaders from multiple industries unpack what it means to lead in the age of personalization and why the forces of standardization slows progress down.
Chaos Ignites Agility
Day 1 explored how today’s crises have accelerated what a “person-centered” approach to care delivery means, and equally how healthcare leadership has an opportunity to evolve its mindset to best serve the business of health.
Standardization has finally lost because personalization has revealed its limitations.
Day 2 explored how the pandemic has given us a front row seat to the real tensions that exist between the age of standardization and today’s age of personalization.
Agility, adaptation, uncertainty, leadership…
Day 3 explored how higher education institutions had to adapt to meet the many challenges of 2020 – from changing operations to keep students, faculty and staff safe in the midst of the pandemic; to shifting all instruction online within a matter of days.
Not ready to deliver healthcare remotely? You’ll lose patients.
This session examined the COVID-19 pandemic and how healthcare strategies must elevate from encounter-based thinking to systems thinking if transformational change is to be achieved with urgency.
Not ready for the evolution of digital technologies? You’ll lose market share.
Corporations of the past thrived on standardizing for the sake of efficiency. Today, that no longer works. This session will examined the role leadership has in pursuing inclusion as a growth strategy, and in creating future legacies if organizations are to remain relevant.
Has COVID-19 changed higher education forever?
In this opening session we explored what the Age of Personalization means for colleges, universities and the future of higher education. Not ready to adapt your university’s methods? You’ll lose students.
Leaders who don’t evolve will not last long
This session addressed lessons learned from healthcare providers who are adopting personalized care in today’s digital world, and how large employers are adopting digital therapeutics to help their employees become more self-directed with their adherence and prevention.
Find the balance between legacy and startup mentality
This session showcased two case studies from two entirely different industries to show how organizations can use both technology and people to address crisis and achieve transformation.
Post-COVID will not look like pre-COVID.
What should you be using as a guide for the decisions you’ll be making over 2021 and beyond? In this session we explored opportunities and metrics for defining and igniting your institution’s reinvention.
Make the Effort: Develop Your Leaders
In this session, we unpacked the new mindset, skills and strategies necessary for navigating change. We explored the performance metrics and methods required for leaders who need to engage increasingly diverse populations and become advocates for their own health and for their communities.
There’s No ‘Back to Normal’
In this session, we discussed how to examine what it is about our current system that has been making it exclusive for so long, and what we can do to achieve genuine inclusion.
Don’t Miss This Opportunity
In this session we talked with leaders who are developing their abilities to be more agile, more experimental and more empathetic during this time of uncertainty. We explored the shifts necessary for leading in a way that honors today’s more personalized world.
We must change the ways we think about patient experience.
This session examined lessons learned from COVID-19 and the rapid evolution of personalized care at a time when patients want to be seen, known and treated as individuals.
Inclusion is not a “nice to have.”
This session dove deep into the way organizations must shift their approach from one that values efficiency to one that elevates individual capacity. This will demand an immediate overhaul of an organization’s methods by which talent is recruited, developed and retained.
How will the student journey look like in the age of personalization?
In this session we talked about student engagement opportunities that foster interconnectivity, personalized inquiry, and resilience as a way to prepare soon-to-be graduates for the ambiguous challenges and opportunities of the future.
Healthcare leaders experienced massive disruption due to the pandemic.
Every level of operations has been affected. We need massive transformation, renewal and reinvention across the board. In this session, we discussed what transformation looks like and what resources are needed to make it happen.
Make sure you’re not relying only on your own perspective or experience
In this session, we discussed what that means for your organization’s future, how these new horizontals will help us move from the extremes to the center, and how to determine strategy when consumer and consumption behaviors are now defined by your consumers.
We should learn from each other
In this session, we explored the value of partnerships with employers and community organizations to help prepare students for thriving careers, with expertise and skills that are in demand.
Inclusion starts and ends with the culture you create
In this session we challenged the current cost center approach to inclusion and why it must become a growth strategy. We examined the strategic implications of the Cultural Demographic Shift that has reached its tipping point on the heels of the #BlackLivesMatter movement.
Diversity does not automatically lead to inclusion.
Diversity does not automatically lead to inclusion. In this session we addressed the lessons learned from the tensions brought about from social unrest – and what employees are thinking and feeling.
Put technology to use – and respect its limitations
Administrators and faculty have debated the merits of online learning for years, and now COVID-19 has forced the issue: every institution is online, at least partly and at least temporarily. In this session we discussed some of the foundational challenges of the new ubiquity of the virtual classroom.
Crisis has a way of revealing, course-correcting and recalibrating what leadership really means.
The recent crisis has made one thing clear. The age of personalization is in full force. At the moment we're in a world of chaos. but it didn't start in 2020. It just accelerated the inevitable; the fall of outdated standards and leadership.
Corporate strategies were not designed to handle mass variance in people.
Today's new realities in the workplace and marketplace require us to better understand and appreciate non-traditional methods and perspectives as personalization forces us to reinvent the ways we think, work and lead.
We need each other more than ever. We’ve learned the hard way that many leaders have lost touch with the changing world around us. It’s time to create economies of scale around embracing human dignity. Our age of personalization demands it.Learn More
Join this distinguished group of thought leaders. Be an active part of something significant. Let’s redefine what leadership really means.Learn More
GLLG’s Leadership in the Age of Personalization® Summits focus on guiding leaders and their organizations to shift their thinking from one of standardization to personalization, and the urgent need to acknowledge this shift by leading in a way that honors individuality.Learn More