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Elizabeth (Betty) Black has worked in education and workforce development for over 25 years, most recently with Joanne Dustin, in partnership as Synergy Consulting Collaborative LLC. Their latest work is Career Collaborators® Building Career Communities--an employee-directed career development program helping both for-profit and non-profit organizations improve recruitment, retention, employee engagement and succession planning. http://www.careercollaborators.com/

Elizabeth Black

Tips for Becoming a Career-Friendly Organization

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According to the Bureau of Labor Statistics the world of electronic health information is expected to add at least 37,700 new jobs to the U.S. economy in one decade.

Electronic Health Information: Preparing the Workforce for Future Demand

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Career Considerations: Serendipity or Strategy?

Byting Back The Industry Responds

Liz Bruno is vice president and chief learning officer at Baptist Health System in Jacksonville, Florida. By background, she is an advanced practice psychiatric nurse with experience in acute care, forensic care, and private practice. As an educator, she has taught nursing and leadership on the graduate and undergraduate levels. Her workplace learning adventures began in 2001. Bruno has held leadership positions in L&D for and numerous health systems in the Southeast US, including Ascension Health and Southeast Georgia Health System. In those roles, she revamped the L&D functions to be more closely aligned with business priorities and goals as well as established more robust and responsive learning cultures.Since joining Baptist in 2015, Bruno has worked to build a foundational structure for talent development and management. She and her team have designed and implemented innovative programs in both the clinical and leadership development arenas. These have included a yearlong nurse residency program, specialty intensives, a nurse manager academy, and other transition programs. Her partnerships with businesses and academic organizations provide both current and prospective Baptist team members with opportunities to develop and enhance the knowledge and skills necessary to meet the ever-changing needs in healthcare. Bruno oversees a talented team that provides a vast array of developmental offerings, including career coaching, clinical education, leadership development, succession planning, and internal team consultation.Most recently, the COVID-19 crisis accelerated the development of numerous reskilling and upskilling programs that her team designed and deployed. As a result of that work, Baptist is embarking upon several initiatives aimed at redesigning care models to enhance agility and responsiveness to changing circumstances.Bruno earned a bachelor’s degree in nursing from Misericordia University in Dallas, Pennsylvania, and a master’s degree in adult psychiatric nursing from the University of Pennsylvania.

Elizabeth Bruno

Even as companies continue to innovate on diversity, equity, and inclusion (DEI), we have seen little advancement and sophistication around the process for selecting employees for leadership development opportunities.
Torch and Peoplism recently asked 200 HR, L&D, and DEI leaders how they identify high-potentials and learned that most organizations are not using a formal selection process. Without fair processes for leadership development, organizations risk exacerbating inequities and contributing to the leaky pipeline of underrepresented talent.
During this webinar, Elizabeth, Liz, and Cynthia will discuss findings from their recent research and provide actionable recommendations your organization can use to create a fair and equitable process for leadership development.
In this webinar, you will learn:

The state of high-potential selection across organizations and current challenges
How an inequitable selection process—or a lack of process altogether—can hurt progress towards DEI goals
How to create equitable selection processes that reduce bias and enable more employees to reach their full potential
Steps to reduce manager bias when evaluating employees’ performance


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