Cracking the Code: Securing Senior Leadership Support for Talent Development
Panelists:
Fred Delmhorst, Tia Katz & Beiwen Zhu
Moderator:
David Gilman
Location: Online Zoom Meeting
(Zoom link will be emailed to registered participants.)
Date: Monday, September 29, 2025
Time: 6:30-8:00 pm
Online Networking - 6:30-7pm
Presentation/Q&A - 7-8 pm
Non-Member Registration: $25
Member Registration: $10
Student Registration: Free
No refunds are granted within 24 hours of event.
Program Description:
How do successful learning professionals move beyond delivering great programs to building genuine influence with senior leaders? This engaging panel discussion brings together seasoned practitioners—two internal learning leaders and one external consultant—to share real-world strategies for selling in training initiatives, gaining executive commitment, and building enduring credibility at the top levels of an organization.
The conversation will explore how to make a compelling case for training investments, navigate organizational politics, and demonstrate the business value of learning. Panelists will also share insights on cultivating trusted advisor relationships with senior management—what credibility looks like in action, how to gain access, and the essential practices for sustaining strong partnerships over time.
Whether you are an internal practitioner or a consultant, this session will give you practical, field-tested ideas to elevate your influence and ensure training becomes a strategic priority.
Speaker Bios:
Fred Delmhorst is Executive Vice President, Chief Talent Officer at Chubb, the world’s largest publicly traded property and casualty insurance company with operations in 54 countries. In this role, Fred is responsible for global talent and development, including technical learning, professional and management development. He also oversees all talent and succession practices, including the identification, assessment, and development of current and future leaders of the company. Fred has a Ph.D. in Organizational Psychology from Teachers College, Columbia University where he has served as an Adjunct Professor in the department of Organization and Leadership.
Tia Katz is the Founder and CEO of Hu-X, a global boutique consultancy that unites more than 90 world-class leadership and organizational development practitioners, alongside subject-matter experts in must-have disciplines such as applied AI and conflict management.Hu-X’s research division runs cutting-edge studies aimed at elevating the human experience at work and translating those insights into practical tools for leaders.
Before founding Hu-X, Tia led IBM’s Senior Executive Development, overseeing development for its 4,000 most senior leaders and spearheading the company-wide workstream to reimagine culture; she earlier held leadership roles in Citi’s Executive Development.
Beiwen Zhu (pronounced Bay-One Joo) is Director of Leadership & Talent Management at Dynatrace, a global technology company, where she leads initiatives in succession planning, leadership development, 360° feedback, and global mentoring. Based in Connecticut, she brings an industry-agnostic lens shaped by prior roles at Deloitte, EY, AstraZeneca, Bridgewater Associates, Booking Holdings, and NYU Langone. Beiwen is passionate about fostering inclusive cultures and empowering individuals to grow, shift mindsets, and transform behaviors through impactful programs and personalized coaching. She holds a BA in Psychology from Skidmore College and an MA in Organizational Psychology from Columbia University.
David Gilman is on the Board of ATD CT and a member for 30+ years. He coordinates the Special Interest Group (SIG) focused on internal Learning Leaders, to facilitate specific Networking, and Idea-Sharing. David's career in L&D includes internal positions at prestigious firms, up to GE Capital, and his consulting practice has over 200 repeat clients, from Fortune 50 to small firms and offers 25+ services on learning, assessments and key meeting / team facilitation skills. He has presented over 10 times to ATD / SHRM, and in February comparing Interpersonal Style models and facilitated our Panel in March with four internal learning leaders.