The transformative impact of authentic leadership is crucial to fostering a culture of continuous learning. When employees see leaders as genuine and upfront, they are inspired to be better versions of themselves without the need to appear ‘superhuman’. In this session, we explore:

• The importance of connecting with employees on-ground to foster growth opportunities, conversations, and career pathways.
• How to create a sense of purpose and commitment among our team members by embracing vulnerability.
• Best practices amongst leaders to stay energised, passionate, and humble as they elevate their own skills.
• Personal advice on how the speakers identify and develop leaders who are both logical and imaginative.

“Who? What? Why? When?” — these questions aren’t just the domain of the curious, but they represent the trait of critical thinking that helps leaders process information clearly and rationally. However, this is not an easy skill to teach, simply because it isn’t as much of a ‘skill’ as it is an ‘attitude’.

In this keynote, let’s look forward to learning about:

• Critical thinking as a foundational skill that transcends cultural and professional boundaries.
• The significance of incorporating critical thinking skills development into corporate training initiatives.
• How critical thinking enhances problem-solving abilities, decision-making processes, and overall job performance, especially in diverse cultural contexts.

Successful CLOs are tasked to be experts in business acumen, enterprise learning, change management, and technological prowess. However, many are grappling with systemic hurdles that prevent them from performing at their best. In this panel discussion, let’s aim to dissect the challenges and unearth solutions:

• Strategy challenges: Keeping up with the pace of market change, addressing mismatch in stakeholder expectations, and measuring ROI.
• Consumption challenges: Building a ‘pull’ or self-inclination towards learning, increasing participation rates, and going beyond mandating learning hours.
• Operational challenges: Adherence to baseline training, making the best use of the L&D team’s time, and strategies to boost L&D’s delivery capacity.

Humans have been wired to tell stories for tens of thousands of years. However, are we really using the power of storytelling to make our business conversations more compelling?

It’s time to replace cluttered reports with engaging data-based stories that can influence your stakeholders to take action. In this keynote session, look forward to:

• Examining how critical thinking skills are essential for interpreting data accurately and avoiding common pitfalls like biases and misinterpretations.
• Tools and techniques to develop skills to comprehend, analyse, and interpret data effectively, and generate actionable insights to make informed decisions.
• Equipping your workforce with the capabilities navigate complex information landscapes, identify patterns, and extract meaningful conclusions.
• How AI can empower more people to get insights from data.

Join this dynamic post-lunch networking session to connect with fellow attendees. Recharge, spark connections, and gear up for an inspiring afternoon of learning ahead.

While technical skills and domain-specific knowledge remain important, ‘human’ skills such as adaptability, cross-cultural communication, and resilience, are here to stay owing to their transferability across various roles, industries, and situations.

To enable employees effectively navigate change and adapt to new challenges, we dive into this panel discussion to understand:

• A strategic roadmap for companies to effectively identify developmental needs of skills across the workforce, and ways to deliver them with high impact.
• Adaptive learning formats that can bridge learning gaps through blended solutions and overcome organisational learning obstacles.
• Best practices to blending human-centric support with the latest in technology to build future-proof soft skills.

By embracing coaching principles, leaders can unlock a person’s potential to maximise their own performance. In order words, leaders who act as coaches can help people to learn rather than teaching them.
In this experiential session, let’s hear from the speaker on: 

• Ways to implement a coaching culture through training and mentoring modalities.
• How L&D leaders can support the organisational change management processes to align the mission and vision with norms and behaviours.
• Implementation of psychological safety, mental health and other wellbeing activities to ensure a healthy & productive culture.

The current workforce boasts unprecedented levels of generational diversity. This presents both challenges and advantages, as each generation brings unique perspectives and expectations to the workplace.

The generation gap is further exacerbated by the aftermath of the pandemic — young adults in the early stages of their developmental journey were prevented from acquiring critical life & social skills that have impacted their entry to the workforce.

Key takeaways from this session include:

• Balancing traditional learning with digital innovation – Effectively engaging tech-savvy Gen Z employees and older employees who prefer a more traditional classroom-learning style.
• Motivating the unmotivated – The need for line managers and CLOs to practice empathy in understanding learners’ motivations, working styles, and preferences to design effective learning programmes with a ‘pull’.
• Identifying the right mix of blended learning, personalised training pathways, and e-learning platforms to identify and bridge gaps.

Despite concerted efforts within the educational system, fresh graduates are notably lacking skills employability. This leaves employers struggling with handling the transition of fresh graduates and entry-level professionals into their organisation.

In this session, let’s identify what employers can do better in bridge the skills gaps in amongst the youth. Key takeaways include:

• Tackling the crux of the disparity.
• What you can control vs. what you can’t – Maximising employability via industry collaboration before entering the market.
• Closing the gap between skills demand and supply through targeted onboarding and learning interventions.
• Strong collaboration between L&D & TA – Identify the right talent persona and the downtime it will take for them to be productive.