Proposal Guidelines

Please consider the following guidelines as you fill out the proposal form.


Suggest something short and snappy. Create intrigue about the fusion of ideas and authors. Set expectation of surprise or insights.


  • Offer a maximum of 250 word description of event that takes the following best practices into consideration. (An example is provided below.)
  • Two or three high impact paragraphs (please keep it short and punchy.)
  • Include a brief overview of the session content (e.g., we will present our findings from our recent global research on....)
  • Provide two or three ‘teasers’ or interesting ideas to be be discussed.
  • Describe two or three  questions that will be answered or ideas that participants will walk away with.


Webinar, podcast, workshop, etc. and ideal time fram

FEES (if any)


Provide a biography (75-word maximum)  for each author involved. Highlight experience and provide details of what the author will bring to the project. Please include titles of relevant books.

In your proposal, be sure to address how the event will address the following criteria:

  • Quality and marketability of the concept
  • Collaboration between/among authors
  • Congruence with mission
  • Authors’ ability/willingness to absorb related costs


Study after study confirms that career development is the single most powerful tool managers have for driving retention, engagement, productivity, and results. Yet it's frequently back-burnered. When asked why, managers say the number one reason is that they just don't have time — for the meetings, the forms, the administrative hoops.

But there's a better way. And it's surprisingly simple: frequent short conversations with employees about their career goals and options integrated seamlessly into the normal course of business.

This session will shed a much needed light on specifically what HR and managers can do to support employees' careers within the time-starved, priority-rich, pressure-cooker environment in which they operate. Dr. Beverly Kaye will utilize research from her new book, Help Them Grow or Watch Them Go: Career Conversations Employees Want and will share her learning about preparing managers for important career conversations.

Participants will gain practical tips and advice for guiding managers who have the will — but not the skill — to develop those who report to them. We'll also address important questions, such as:

  • What's the business case for investing in career development?
  • How do you evaluate what ideas and tools will work best in your organization?
  • How can HR can engage with business partners to infuse career development in how work gets done?