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As an executive coach and vice president for talent development with CCI Consulting, Adena Johnston brings over 25 years of corporate and consulting experience as a recognized leader, coach, mentor, and developer of top talent. Adena operates a robust organizational consulting and executive coaching practice that serves executive clients in healthcare, higher education, manufacturing, business services and finance. In her corporate career, she served as the regional leader and president of a corporate university where she had full P&L responsibility, led the strategic plan, and interfaced across the enterprise. Adena has been involved in start-ups and turn-arounds, championed employee engagement and change initiatives, and is known for her cultural competency and thinking in systems.Adena holds her Doctorate in Management with a focus on strategic leadership and organizational complexity. In addition to a MS in Organizational Dynamics she also holds a Master’s degree in Sociology, is an active member of the Association for Corporate Executive Coaches (ACEC), and its MEECO Leadership Institute, International Coach Federation (ICF) of Philadelphia and the Organizational Development Network (ODN). She serves as adjunct faculty in the disciplines of sociology, workplace culture, leadership, and organizational development, and volunteers her time mentoring first generation college students.ACEC’s mission is to elevate recognition of Corporate Executive Coaching as a critical profession and for corporate executive coaches to be seen as transformation catalysts for the 21st century, creating organizations of the future.

Adena Johnston

This panel discussion will highlight opportunities for engaging employees during the continuing COVID-19 pandemic. Topics will cover strategies necessary to keep your employee value proposition high and thoughts on developing leaders in a remote environment.
Adena Johnston will moderate the presentation moderated.

Employee engagement during the COVID-19 pandemic (Tricia Naddaff)
Trends in L&D training, with particular reference to remote conditions (Cynthia Burnham)
Impact of technology, including loss of interaction in personal relationships (Eric Spencer)

Learning Points:

Increased employee engagement by leaders reinforcing purpose, limiting priorities, and targeting shorter-term goals as more employees report increased levels of weariness as the pandemic continues
Recognizing future trends in leadership and development training, evolving from the remote/work-from-home environment, broader societal trends, new cost-effective approaches to training, and changing employee expectations
Creative ways to leverage technology to reduce Zoom fatigue and to build, develop, and deepen relationships at work during these challenging times


Re-emergence or Resurgence - Talent Considerations Heading Into 2021

Now that employees are beginning to return to the workplace, leading with empathy and concern will go far in helping engage and retain your most valuable resource—your people.

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