SPEAKER GUIDELINES
Philadelphia Marriott Downtown
August 27–29, 2025
CHANGES TO THE NCEO FORUM
The event format is undergoing a significant shift. In order to enhance participant engagement and foster more practical skill development within the event, sessions will transition from hour-long breakouts to workshop-style sessions centered on problem-solving and active learning.
While this will not be a complete departure from the past format, your submission will be heavily weighted on content development and ability to outline interactive learning options.
SPEAKER & EVENT TIMELINES
1.
February 24–May 2: Call for Speakers
May 30: Speaker Acceptances/Regrets 2. June 9: Deadline to Accept Speaking Slot
3. July 11: Presentation Material Deadline 4. July 29: Registration Deadline 5. July 29: Hotel Booking Deadline for Speakers 6. August 27–29: Event Dates 7.
SPEAKER PROPOSALS WILL BE EVALUATED BASED ON
NEW CONTENT ONLY: Abstracts that have been presented in the past at any employee ownership event will NOT be considered. Submissions must be educational and will be eliminated if they appear to be “pitches” for products or services.
If you submit a proposal as an individual, you may be placed on a panel discussing a similar topic.
We will not consider a panel made up entirely of members from the same firm.
Data received from previous speaker evaluations will be considered for the selection process, and preference will be given to those speakers with high performance and participant feedback from past NCEO events.
Panels will max out at three panelists for an hour-long session.
Workshop panels will max out at eight panelists.
EDUCATIONAL TRACK FOCUS
We're taking things to the next level with a refreshing new take on our topics. We're focused on problem-solving and active learning, aiming to boost participant engagement and practical skill development.
Track Goal/Outcome
Best-in-Class Boards
Deliver actionable insights in key areas such as practices, structure, and governance models that lead to the most effective boards of directors. In ESOP companies, the board plays a crucial role in balancing the interests of employees, management, and shareholders. These sessions should explore key elements that define top-performing boards, such as strategic decision-making, fostering a culture of employee ownership, aligning company performance with employee benefits, and ensuring effective communication. Proposals should highlight useful tools, case studies, and real-world examples, enabling attendees to leave with tangible deliverables and applicable insights ready for immediate implementation in their respective companies.
Effectively Launching an ESOP
Offer practical understanding and frameworks for the crucial steps and strategies needed to successfully implement and integrate an ESOP post-transaction. Proposed sessions should center on the practical aspects of launching an ESOP after the transaction has been completed, including communicating ownership transition to employees, building a culture of employee ownership, setting up governance structures, and ensuring alignment between employee stakeholders and company leadership. We encourage submissions that provide insights on overcoming challenges, maintaining momentum, and maximizing the impact of the ESOP in the years following the transition, with actionable strategies for fostering long-term success and employee engagement.
EO as a Competitive Advantage
HR Professionals
Bootcamp
Discuss strategies for ensuring the long-term success and sustainability of an ESOP. Proposed sessions should focus on how companies can leverage employee ownership as a means to growth and evolve. We are looking for submissions that highlight effective strategies around acquisitions, scaling the business, talent and organizational development, technology, and operational efficiencies.
Provide insight designed to equip HR leaders with the tools and knowledge needed to effectively manage and support an ESOP culture. Presentations should focus on the unique challenges and opportunities HR professionals face in employee-owned companies, hiring and labor practices, fostering a culture of ownership, aligning HR practices with the company’s long-term goals, and enhancing employee engagement and retention. We encourage submissions that cover practical strategies for HR leaders to navigate the nuances of ESOPs through interactive presentations/small group workshops that will engage attendees to drive the success of both employees and the company.
EDUCATIONAL TRACK FOCUS
Track Goal/Outcome
Ownership
Mindset and Results-Driven Communication
Building Your EO Month Playbook
Nuts and Bolts of Thriving ESOPs
Foster a culture where employees think and act like owners, driving performance and company success through effective communication Proposed sessions should explore strategies for cultivating an ownership mindset within employee-owned companies, including how to motivate employees to take greater responsibility, think strategically, and align their actions with company goals Sessions should also cover best practices in results-driven communication, emphasizing transparency, accountability, and the impact of clear, consistent messaging on employee engagement and organizational performance Speakers should aim to provide practical tools and insights for aligning ownership mentality with business outcomes
Offer a strategic plan to celebrate and engage employees during Employee Ownership Month (EO Month). Proposed sessions should provide actionable guidance on how employee-owned companies can design and implement impactful EO Month activities that reinforce the value of ownership, increase employee engagement, and celebrate the company’s ESOP culture. Presentations can cover topics such as communication strategies, creating meaningful educational content, and fostering a sense of community. Speakers should offer practical tips and creative ideas to help companies maximize the impact of EO Month and strengthen their employee ownership culture year after year.
Building and sustaining a successful ESOP requires a strong foundation, as well as the right tools to navigate growth, governance, and financial sustainability This track dives into the critical structural elements that support a thriving, long-term ESOP, from secondstage transactions, proactive approaches to repurchase obligation strategy, managing succession planning, and adapting the ESOP structure to maintain its value and relevance.
SESSION FORMAT OPPORTUNITIES
INDIVIDUAL PANELS OF 2–3 WORKSHOPS
There will only be (6) one hour-long breakout sessions. You can still submit a topic, but it should focus on the subtopics below.
You don’t quite have a full workshop outlined, but you know you have a couple of panelists and want to contribute a session that will fit in a workshop and/or stand on its own.
You want to design a dynamic workshop spanning 6–10 hours, offering an immersive platform to share expertise, innovative strategies, and practical insights across a variety of disciplines (8 speakers max).
DEADLINE TO APPLY: MAY 2
SUBTOPICS BY FOCUS
Best-in-Class Boards
ESOPs for Board Members
Fiduciary Responsibilities & Legal
Issues
Board Composition, Recruitment, & Succession
Board Development & Training
Board Responsibilities
EO as an Competitive Advantage
Mergers & Acquisitions
Scaling an ESOP Company
Innovation & Competitive
Advantage
Long-Term Financial Stability
Talent Development &
Organizational Succession
Technology & Operational
Efficiency
Effectively Launching an ESOP
Communication &
Transparency
Systems & Structure
Best Practices
Leading in an EmployeeOwned Company
HR Professionals Bootcamp
Talent Acquistion
Onboarding Strategies
Compensation & Benefits
Planning
Performance Management & Reviews
Conflict Resolution &
Employee Relations
Legal Compliance & HR
Policies
Ownership Mindset and Results-Driven
Communication
Foundations of Ownership
Culture
Financial Literacy for EO
Communication Strategies
Employee Engagement & Shared
Responsibilities
Accountability & High-
Performance Culture
Storytelling & Communicating
Success
Nuts and Bolts of Thriving ESOPs
Should We Take the Next Step?
Second Stage Transaction
Growing Pains: Taking Your
Business to the Next Level
Strengthening Leadership & Governance
Sustainable ESOP Practices
Repurchase Obligation
Valuation & Accounting
Plan Design & Its Business
Implications
Market Changes
Mature ESOP Issues
Building Your EO Month Playbook
Why EO Month Matters
Defining Goals & Objectives
Planning Engaging Activities & Events
Leveraging Leadership & Champions
Creative Storytelling
Measuring Impact
Keeping the Momentum Going Year-Round
SPEAKING BENEFITS HOW TO APPLY
Sharing your knowledge and experience with employee-owners
Gaining exposure, brand awareness, and leads
Developing engaging and enriching content
Showcasing yourself or your organization as an expert within the employee ownership community
Creating more awareness nationally for employee ownership
Inspiring other employee-owned companies by showcasing what you are doing within your own company
Receiving free registration for one employee-owner from your company
We have made it easier than ever to apply to speak. Please note that if you submit a panel or workshop of speakers, other panelists must also log in and submit their headshots, bio, and profile information before your session proposal can be submitted.
If you wait until the day before the deadline, you risk not getting your submission finalized.
Apply Here
SELECTION PROCESS & NEXT STEPS
Following the May 2 deadline, your submission will be reviewed both internally and externally by our selection committee consisting of NCEO staff, board members, and peers. Our conference is for employee-owners, and topics outside of employee ownership will be considered but not treated with the same weight.
Please note that selection preference will be given to speakers who have demonstrated excellence in meeting speaker deadlines and have been rated higher in previous NCEO speaking engagements.
If selected to speak, you will be notified by email by the first week of June 2025. You will have ten days to accept your speaking slot. Session times will be communicated once all speaking slots have been accepted or declined.