For leaders, it’s critical to not only drive transformation but also equip your teams with the right skills to thrive. The key lies in developing advanced digital competencies, fostering agility across the organisation, and embedding change management capabilities that future-proof the workforce.

This session will explore:

• How top leaders can champion the evolution of digital skills within their organisations to stay ahead of the curve.
• Strategies for promoting organisational agility at the executive level to respond proactively to industry shifts.
• Building change management frameworks that enable leaders to drive and sustain transformation, and empower employees to embrace and lead change confidently.

The talent you need might already be in your organisation, if you know how to find and grow it. Internal talent development and mobility are emerging as critical levers for filling skills gaps faster. Yet many organisations still struggle to operationalise internal mobility in a way that’s strategic, equitable, and aligned to future workforce needs.

Let’s come together to learn how to:

• How to surface hidden skills and connect them to high-impact opportunities across the organisation
• Enabling talent mobility by shifting focus from roles and titles to capabilities and potential.
• Make mobility work: Building a culture and infrastructure that supports cross-functional moves and reduces talent hoarding.
• From reactive to proactive: Using data and people analytics insights to identify mobility opportunities and future-ready talent from within.

As businesses strive to boost productivity and make better decisions at speed, combining human judgment with AI tools has emerged as a powerful strategy. Rather than replacing human thinking, AI is becoming a key enabler, supercharging how we research, analyse, and solve complex problems.

This session explores how to combine AI with human judgment to tackle complex problems more efficiently, while saving time. Join our speaker to dive into:

• Writing powerful, reusable prompts to turn ChatGPT into a lightning-fast researcher, writer, and analyst.
• Applying structured problem-solving frameworks—such as MECE issue trees and hypothesis testing—while keeping final judgment firmly human.
• Spotting and fixing common AI pitfalls, including bias, hallucination, and data-privacy risks, to ensure reliable, responsible outputs that are safe to share.

Before organisations can unlock innovation and transformation at scale, they must first solidify the fundamentals. This means ensuring every employee not just high performers, possesses the core competencies, behaviours, and mindset needed to meet evolving business demands. Focusing on foundational skills and behavioural alignment, organisations can significantly increase talent density – the collective strength, readiness, and potential of their workforce.

This session explores how strengthening the basics today can lay the groundwork for more ambitious, innovation-led strategies tomorrow.

Let’s come together to learn:

• Redefining the baseline – What core competencies and behaviours are non-negotiable in a high-talent-density organisation?
• From fragmented to focused – Building a unified L&D strategy that reinforces critical capabilities across all levels.
• Readying leaders from within – How reinforcing the basics improves succession pipelines and builds leadership readiness.

Future skills encompass the fundamentals, abilities, and knowledge anticipated to be in high demand in the coming job market. These skills equip individuals to adapt to the fast-changing technological, economic, and social landscape.

In this session, we talk about the L&D strategies that can catalyse the transformation of transform teams, cultures, and business growth, by upskilling the workforce.

Talkpoints on this session will include:

• Defining the parameters of “future-ready skills,” and the challenges posed in different industry contexts.
• Strategies aligning learning initiatives with broader business objectives, such as digital transformation or market expansion.
• Finding a balance between addressing immediate skill gaps whilst preparing employees for long-term career growth.

As organisations transition from traditional role-based models to skills-based structures, many are discovering both the promise and the pitfalls of this transformation. While the approach offers increased agility and more targeted development, successful implementation requires more than just a mindset shift, it demands integrated systems, reliable data, and cultural alignment.

This session will unpack the real-world progress of skills-based transformation, what’s working, what’s not, and how L&D leaders can navigate the shift with impact and intention.

• Lessons from successful implementations, from personalised L&D plans to clearer internal mobility.
• How skills-based structures are enabling fluid talent deployment across roles and functions.
• How organisations are balancing role-based and skills-based approaches in practice.

In the pursuit of cutting-edge trends like AI and automation, many organisations overlook the importance of solidifying their core L&D foundations. While embracing innovation is crucial, it should never come at the cost of the everyday operational and behavioural practices that drive organisational success.

This session focuses on how to balance forward-thinking capabilities with business-as-usual needs, ensuring that L&D strategies are not only innovative but also sustainable and impactful.

In this session, we talk about:

• Striking the right balance between innovative trends and operational stability in L&D.
• Defining and maintaining core L&D fundamentals that ensure everyday organisational effectiveness.
• Designing future-ready L&D strategies that are both forward-looking and sustainable.
• Embedding innovation into business-aligned L&D frameworks that support both long-term growth and immediate needs.

Measuring the return on investment (ROI) for L&D initiatives is never straightforward. While individual impact can be tracked through competency frameworks, evaluating the broader organisational impact remains a significant challenge—especially when businesses are chasing profitability as the key performance metric.

As the demand for evidence of value grows, organisations face the challenge of balancing the need for evaluation with the resources required to execute it.

In this session, let’s explore:

• Understanding the difference between individual-level and organisational-level ROI, and why both matter.
• When is it necessary to invest in deep evaluations, and when can data-driven insights be enough?
• Strategies for leaders to effectively measure and communicate the true impact of learning initiatives, beyond numbers.