• What key learning trends are we seeing in L&D and how will this impact existing program structures?
• Identifying the critical skills and competencies needed for the future and understanding how as L&D professionals we can enhance them.
• How as an L&D leader can you ensure you meet your strategic responsibilities and align with the business’s overall objectives?
• What tests and scaling solutions can you use to drive impact, while being flexible and sensitive to how your business is changing?
• How can you bring vision and focus to your team to foster a culture of continuous learning and help them evolve from a tactical role to strategic advisors for business stakeholders?

• How can CHROs lead authentically and inspire their organization with a clear vision and purpose? 

• Building trust through transparent and empathetic communication. 

• How are CHRO’s driving change and fostering a thriving workplace culture? 

• What are their priorities when it comes to shaping the future of their workplaces? 

• How can talent leaders navigate talent shortages and find and retain skilled employees in a highly competitive market? 
• How can leaders ensure their workforce stays up to date with rapid technological changes? 
• What steps can leaders take to achieve a diverse and inclusive workforce? 
• How can leaders maintain high levels of employee engagement and provide continuous development opportunities? 

• How L&D can support change initiatives by developing relevant skills and fostering a culture of adaptability. 
• Why is it important to curate change-ready learning programs? Learn strategies for creating training programs that prepare employees for change, including resilience training, communication skills, and problem-solving.
• What techniques can be used for maintaining employee engagement and morale throughout the change process?
• How to measure the impact of change management training. What tools and metrics can be used to evaluate the effectiveness of L&D interventions in change management?

•  Successfully aligning HR strategies with the company’s vision, mission, and strategic priorities. 

• How can you tailor change initiatives to fit diverse cultural differences across global teams as well as adhere to legal implications in different regions? 

• How can you build trust and engagement from employees, so they are more open to change, how do you deal with change resistance or fatigue? 

• Ensuring that changes contribute to the long-term success and stability of the organization. 

• Does your EVP address the changing priorities and values of the modern workforce? 
• What do employees now expect from employers? 
• Can your leaders deliver what they promise employees and candidates? 
• How can you ensure your EVP drive employee engagement and retention setting you apart from the competition? 

A quick ice-breaker session you can get to know your fellow attendees.

A quick ice-breaker session you can get to know your fellow attendees.

A quick ice-breaker session you can get to know your fellow attendees.

• Understand the strategic value of L&D and its impact on overall organizational success.
• Why is it important to align L&D initiatives with the overarching business objectives of the organization?
• Looking at your primary sources of data, what tools can be used to analyze it and what key metrics should you identify to measure the effectiveness of your initiatives?
• How do emerging technologies like AI and machine learning impact data collection and analysis in L&D?
• How to develop strategies to secure and maintain executive sponsorship for L&D programs.
• Measuring and presenting the ROI of L&D initiatives in a manner that resonates with senior leaders. How can you reassure them when there is a lag in ROI or no immediate results?

• HR’s role in fuelling business growth and driving innovation in uncertain times. 
• How can organizations create powerful employee experiences that accelerate business growth? 
• Encouraging intrapreneurship and creativity so employees are not bogged down by red tape and permission seeking. 
• Leadership’s role in modelling and supporting innovative behaviours. 

• Employer branding: How does this help in conveying the company's culture and values to prospective candidates? 
• How can social media and online platforms be used to further your employer branding strategies? 
• What effect does employer branding have on how a company is seen by potential employees and those already employed by the organisation?  

How to become a strategic steward of resources and still deliver high-value results. How to utilize e-learning platforms, virtual classrooms, and other digital solutions to maximize efficiency and the ...

• Enabling collaboration, both in-person and digitally, so employees can contribute effectively no matter where they work. When should collaboration be in person vs online? 

• Connecting employees to the organization's purpose to drive engagement 

• How can you enhance communication and transparency? 

• Generating authentic remote connections and capturing those all-important ‘water-cooler’ moments. 

• Understanding Gen Z Expectations, what does Gen Z look for in employers and work environments? 
• How can companies effectively attract and retain the next generation of talent so they have a dynamic and future-ready workforce? 
• Is your candidate experience up to scratch?  How can you avoid being ghosted by potential talent? 
• Aligning organizational values and practices to attract and retain young talent. 

• How to take your global company learning initiative scale it down and personalize it for your teams across the world, whilst ensuring quality and consistency are kept.
• Why a ‘one size fit’s all’ approach will never work. How to regulate budgets and resources fairly, dependent on locations, team sizes, and roles.
• Carrying out needs assessments and identifying key differences by working with your top teams in each location.
• How to ensure communication is consistent with your different offices and teams to show the company’s support and enthusiasm for learning and development of the employees.

• What are the critical shifts that need to happen to move from an office-centred workplace design to a human-centric design? 

• How can you create cohesion and empathy among employees and senior leaders and foster open communication channels? 

• How can you promote a healthy work/life balance and offer employees flexibility? 

• Successfully integrating mental health resources and support systems within the workplace. 

• How can talent leaders positively impact the long-term performance of their organizations through a strategic workforce strategy?  
• How can you ensure that the talent investments you are making are the right ones?  
• Seeking buy-in from the decision-makers.
• Forecast talent requirements based on technology changes and market dynamics. 

Attendees will have a focus area or business problem to discuss in their groups. This is an opportunity to collaborate and share ideas with your fellow attendees.

Attendees will have a focus area or business problem to discuss in their groups. This is an opportunity to collaborate and share ideas with your fellow attendees. 

Attendees will have a focus area or business problem to discuss in their groups. This is an opportunity to collaborate and share ideas with your fellow attendees. 

• What strategies can be used for creating engaging and interactive digital training experiences?
• Techniques for maintaining learner engagement and motivation in a virtual environment.
• How to effectively track the progress of remote learners.
• What impact has digital learning had on L&D and what trends should we expect to see in the future?

• How can HR create digital roadmaps that have real impact and long-lasting value to the wider organization? 

• Identifying digital tools and platforms to enhance the employee experience and create a more personalized experience across the whole employee life cycle. 

• What processes can be streamlined and automated, so HR functions are free to focus on strategic initiatives? 

• Leveraging advanced analytics and data insights to inform HR strategies. 

• Building a digital-ready HR function. 

• How can organizations strategically invest in technology and leverage data-driven approaches to enhance DEI efforts, mitigate biases, and create a more inclusive workplace? 
• Measuring hiring rates, promotion rates and employee satisfaction scores for an understanding of DEI progress.
• Eliminating algorithmic bias and ensuring you still maintain a human touch. 
• Training and best practices for data-driven DEI.

• When should you use AI for learning? How can organizations ensure they are not being distracted by the latest technology and ensure effective use?
• How to use AI to create tailored learning paths and content that cater to individual learner needs and preferences.
• How to use AI automation to your advantage to streamline administrative tasks program management, and analytics. 
• Leveraging technologies such as virtual reality (VR), augmented reality (AR), and gamification to create immersive and engaging learning experiences.

• How can HR help ensure that GenAI is implemented in a way that is ethical, fair, and beneficial to both the organization and its employees? 

• Developing robust guidelines for the ethical use of GenAI, as well as ensuring it aligns with the organization’s values and regulatory requirements. 

• Mitigating bias and ensuring diversity in teams developing and deploying GenAI.

• Employee training to overcome employee fears of being replaced by AI and ensure ethical use.

• What can talent leaders do to effectively leverage AI for creating new workforce opportunities? 
• What jobs will be automated and what new roles will emerge? How can organizations take a proactive approach to job redesign? 
• Implementing AI Skill development and training for current employees.
• Assuring fears among employees that their jobs will be replaced by AI. 

• How to utilize tech to complement traditional learning methods already in place.
• How to highlight and tackle challenges that may arise when integrating tech into L&D, like user adoption, support and data privacy.
• What tech is currently trending and how can it be adopted within the L&D space? Learn what tech is worth the investment.
• How can tech be used to create a more personalized and impactful learning experience?

• How can HR stay on top of technology advances so they can effectively lead their organizations through digital transformation? 

• How can technology unlock productivity and enhance the employee experience? 

• The role of tech enabling cross-team collaboration and connecting employees wherever they work.  

• Enabling data-driven decisions through technology and integrated systems that provide a holistic view of the workforce. 

• What recruitment challenges are organisations facing in today’s labour market? 
• Building and promoting an employer brand that attracts top talent. 
• Improving the candidate experience and leveraging technology to improve efficiency. 
• Developing resilient workforce pipelines and discovering fresh talent sources.

• Why prioritizing DE&I in your L&D program will help lead you to overall success.
• How to develop culturally competent training materials. What guidelines should be put in place to ensure diverse perspectives and cultural sensitivity are included in learning content? 
• What strategies can be used to identify and remove any barriers that prevent equitable access to training and development? 
• What tools and metrics are most effective to assess the success of DE&I efforts within L&D programs? 

• Going beyond perks and benefits and building a culture where employees feel valued, engaged, and motivated. 

• Empowering employees to make changes to improve their work experience directly. 

• What operational aspects can you improve to enhance employee experience? 

• Understanding the unique needs and experiences of various employee groups and crafting motivating and engaging employee experiences. 

• Creating a workplace that is fulfilling and enjoyable. 

• How can Talent leaders create a robust employee engagement strategy that not only retains employees but also fosters a high-performing, motivated, and satisfied workforce? 
• What resonates with employees? How to respond back on employee surveys and feedback.
• What key metrics should you be measuring and benchmarking against? 
• The role of AI and data analytics for a better understanding of employee behaviour and to predict engagement trends.

• Learn to recognize and identify the most valuable skills needed within your organization.
• How to conduct an assessment on individuals to gauge which of these transferable skills they are lacking.
• What strategies can be used to embed the development of these power skills into existing L&D programs?
• What tools and frameworks can you use in your organization to measure the improvement and impact that training is having on your employee's development?

• Developing human leaders and equipping them with skills to lead with empathy, authenticity and inclusiveness. 

• Getting leadership buy-in and making sure they model healthy behaviours and recognize wellness initiatives. 

• What steps can organizations put in place to embed health and wellbeing into everyday work practices? 

• Meeting employees’ individual needs and creating a sense of purpose and belonging. 

• Strategies to increase job satisfaction, engagement, and loyalty for frontline staff. 
• How can organizations create a more attractive and supportive work environment for their frontline workers? 
• Creating flexibility where possible and encouraging a good work-life balance. 
• The role of technology in retaining frontline staff. 
• Considering key factors such as fair pay, rewards, career development and health and safety. 

• What are the key elements in designing effective coaching and mentoring programs?
• How do you select coaches and mentors? What qualities do you look for when matching coaches and mentors with employees?
• How can you overcome resistance or lack of participation from employees in coaching or mentoring?
• How are current learning technologies influencing the way coaching and mentoring programs are delivered? How do you think this will evolve/change in the future?
• What are some best practices that can be used to ensure the effectiveness of coaching and mentoring programs in enhancing your L&D initiative?

With so much political unrest and religious conflict in the world, the importance of knowing how to deal with workplace disputes has never been so important. 

• As leaders, how can HR equip themselves to deal with any workplace conflict in a fair and sensitive manner?  
• What practical steps can you put in place to deal with any conflicts? 
• How can you create safe spaces, an inclusive culture, and strengthen relationships for a positive workplace environment? 

• Understanding new career paths, moving from linear to non-linear trajectories.
• Creating flexible career paths that allow employees to explore different functions and departments within the organization. 
• How can you shift the focus from years of experience to skills and competencies? 
• Using technology and data analytics to provide a customized career development plan.

• Exploring the key traits, values, and expectations of different generations. What are their differences, their similarities, and how can you use this knowledge when crafting a learning program?
• Strategies for creating engaging and effective L&D initiatives tailored to your employee’s needs and preferences.
• What techniques can be used to promote understanding and collaboration between all generations in the workplace?
• How to best use the latest digital tools and platforms to enhance learning experiences.
• How you can use Gen-Z’s affinity for digital learning to support and upskill workers from other generations. 

• Reframing DEI as the foundation of company culture and not just a set of rules and headcounts.  
• Beyond DEI initiatives, how can organizations truly embed DEI into their practices and processes? 
• Why do workplaces need a holistic, collective, and long-term approach to DEI? 
• How can organizations be intentional in creating an inclusive environment where all employees feel valued, respected, and empowered to contribute their best? 
• Dealing with DEI backlash, from internal resistance to reverse discrimination lawsuits.

• How can talent leaders create a comprehensive and attractive benefits package that meets the needs of their workforce? 
• What are the trends emerging with employee benefits and reward packages? How do you ensure that yours are competitive? 
• How can you measure the ROI of total rewards to prove to the C-Suite that the investment is worth the buy-in? 
• Using technology to automate benefits administration and simplify the user experience. 
• One size does not fit all. Tailoring benefits and rewards for different generations and demographics and communicating that in the interview process. 

• What strategies can be used for embedding learning into daily activities and making it a normal part of work life?
• How to effectively conduct a needs assessment, identify performance gaps, and gather and analyze data.
• What does it take to design a performance enablement program that aligns and integrates with the organization’s business objectives?

• How are organisations redefining remote and hybrid work policies to meet employee needs and business objectives? 
• How can you ensure fairness and maintain productivity across different working environments? 
• Overcoming employee resistance – are RTO mandates the answer? 
• What business implications are there if you reverse hybrid working? 

• What are the business benefits of becoming a skills-based organization? 
• How to shift your talent strategies across the employee lifecycle for skills-based planning. 
• Approaches to implementation, where should you start? 
• Leveraging technology to increase skills visibility across the organization.
• Measuring the ROI and communicating the business value to the wider organization. 

• What techniques can you use to effectively coach managers and establish trust and rapport with them? 
• How to implement an effective manager development program by conducting assessments to identify skills needs, blending learning methods, and leveraging technology for the most impactful training.
• The importance of reevaluating these programs to keep up with changes in team dynamics and understanding that frequent reviewing and personalization is key.
• What skills do managers need to effectively deal with conflict and have those difficult conversations with their employees?

As the four-day workweek gains momentum, is it mutually beneficial for employers and employees? 

In this discussion, we will look at the pros and cons of transitioning to a shorter work week and talk through the operational challenges this poses. Is it suitable for all organizations or is the traditional five-day week here to stay?

• How to develop an efficient succession plan which is robust enough to withstand constant change in today’s world? 
• Criteria for identifying potential leaders. 
• Techniques to keep high-potential employees engaged and motivated. 
• Developing future leaders through structured development programs (e.g., leadership training, mentorship). 
• Identifying potential roadblocks.
• Create a sustainable leadership pipeline that supports long-term business success. 
• How can you monitor and measure the progress of your success programs? 

• Understanding the drivers behind the growing emphasis on continuous learning and workforce agility. How can you instil a growth mindset into your team?
• What techniques should you use for assessing current skills and identifying future needs to inform upskilling and reskilling efforts?
• What strategies are most effective for developing targeted learning initiatives that address identified skills gaps and support career progression?
• How to utilize digital tools and platforms to facilitate ongoing skill development and flexible learning opportunities.
• How can you implement your training programs on a larger scale across your organization?

• Driven by rising living expenses outpacing wage growth, it has never been more expensive to get to work.  
• What costs are employees facing coming to work versus working from home?  
• What effect does employee financial well-being have on organizational stability? 
• Should organizations be taking steps to mitigate some of these financial challenges for employees and if so, what could they be? 

• What are the must-have skills that managers need to thrive and drive positive outcomes for their teams and organizations? 
• How have the demands of managers evolved over time within organisations.
• Dealing with employee conflict in a world that is becoming more volatile can your managers handle all situations? 
• How can managers connect with their teams and lead with empathy? 

• Understanding the strategic value of developing leaders at all levels within the organization.
• What techniques can be used for recognizing and assessing leadership potential among employees?
• How to effectively design Leadership programs. What are the key elements of successful leadership development programs? 
• How to integrate classic leadership theories with contemporary practices such as coaching, mentoring, and digital learning.

• Strategies for building a positive, inclusive, workplace culture that’s built on respect, transparency and trust. 
• The role of leaders in inspiring and guiding teams, what qualities must good leaders have? 
• Ensuring psychological safety, how can you create an environment that encourages innovation and creativity and reduces the fear of failure? 
• Developing open communication channels and understanding engagement drivers.
• Building synergies among the different generations in the workplace.

• Developing leaders who can manage and lead across different cultures and geographical boundaries.  
• Equipping leaders with the skills to manage and drive change within the organization, especially in times of rapid technological and market shifts. 
• Short-term versus long-term: creating leadership development programs that serve both current and future-business needs.
• The importance of personalized Leadership Development Plans based on individual strengths and career aspirations.