This session explores the transition from traditional skill-set based training to a proactive, application-based learning ecosystem that ensures human employability. It highlights how the L&D function can stay relevant by moving beyond general transactional tasks to focus on high level human intelligence and effective AI collaboration. Talkpoints include:

• Moving L&D from a traditional reactive mindset to championing change and driving organisational performance.
• Building a robust system that can cope with the changing environment by shifting from knowledge-based delivery to impact-based application.
• Training the workforce to collaborate with AI with an emphasis on preserving critical human skills such as resilience and ethical decision making.

Great analysis means nothing if nobody acts on it. Learn how to turn data into a clear, compelling story that drives decisions.

• Craft a key takeaway that resonates with your specific audience
• Choose the right visualisation and strip away the clutter
• Create better presentations faster with AI

In the fast-evolving AI-driven era where markets shift quickly and expectations keep rising, learning leaders must think business when thinking of learning. This session explores how to design learning that moves at the speed of change, while keeping learning governance and SOPs front and centre, especially in large, distributed organisations.

We will also look at how to manage privacy, data use, and learner responsibility when building a robust learning ecosystem.

Get set to discuss:

• Designing a learning governance framework that balances consistency with flexibility and responds quickly to shifting business priorities.
• Embedding technology across the 70/20/10 model to sharpen skill gap identification and deliver targeted, in-the-flow learning.
• Setting clear guardrails on data privacy and learner responsibilities, while using workforce insights to match real skill gaps to the right learning.

In a workplace crowded with competing priorities, engagement has become L&D’s new battleground. To encourage learning, the experience must feel relevant, human, memorable, and worth the learners’ attention.

This session explores how humour can be used to build trust, lower resistance, improve recall, and help people connect with difficult ideas. Used with purpose, humour can encourage participation, and support behaviour change at work.

Get set to discuss:

• Using humour to earn attention and make learning more engaging, memorable, and “human”.
• Building trust and psychological safety so employees feel more open to reflection, feedback, and change.
• Developing human skills such as storytelling, presence, communication, and the ability to carry people along.

As Singapore accelerates AI adoption, learning must go beyond skills development to build workforce readiness and business performance. Beyond the formation of the National AI Council, organisational adoption will require an intentional approach to help employees thrive in an AI-driven workplace.  

This keynote explores how organisations can design learning strategies that help employees keep pace with evolving business needs and turn AI ambition into real impact. 

In this session, delegates will learn: 

• Preparing the workforce for AI-driven change: How learning strategies can help employees build the skills and confidence needed for a changing world of work. 
• Balancing execution and trust: Strategies to keep a human in the loop for critical tasks requiring strategic judgement and intervention.
• Redefining learning, performance and accountability: Creating a safe practice environment, parameters and boundaries.

Information can explain what people need to do, but it does not always change what they do under pressure. Learning creates real business value when it is grounded in the psychology of learning, helping people shift mindsets, practise new behaviours, and make learning stick. 

This experiential learning session uncovers the secrets to the habits, priorities, and team dynamics that shape performance. Participants will practise communicating clearly, prioritising messages, and making decisions in a time-sensitive setting. 

Get set to explore: 

• The psychology of learning and why knowledge alone rarely leads to mindset change or lasting behaviour change. 

• How experiential learning helps people practise communication, prioritisation, judgement, and collaboration when pressure is high. 

• Ways to design learning that makes new behaviours stick through reflection, feedback, and practical application at work. 

With content becoming so easily accessible, questions have been raised around the relevance of the L&D function, and if it is evolving faster than the workforce it supports.

In this session, we put out a message to all L&D teams to continuously upskill themselves to remain credible, strategic partners and true ambassadors of next-generation learning.

On this session, we will come up with ideas on:

• Importance of anticipating future talent shifts, such as reduced entry-level opportunities, and proactively designing interventions.
• How L&D professionals can stay anchored to critical business priorities that directly impact performance.
• Real-life experience sharing for L&D leaders to broaden their perspectives, and position themselves as forward-thinking business partners.

Knowledge is becoming easier to access, but business capability is built when employees can apply what they learn in real work. This session explores how L&D can accelerate capability by designing learning around business outcomes, hands-on experience, and measurable performance improvement. 

Drawing from her experience leading people strategy, our speaker will share how structured on-the-job learning can help employees build critical skills while delivering meaningful business outcomes. 

Key discussion points include: 

• Starting with business outcomes: Defining the capabilities the business needs, not just the courses employees should attend. 
• Embedding learning into work: Using real projects, hands-on experience, deliberate practice, and reinforcement to build capability faster. 
• Measuring business impact: Connecting learning metrics to operational metrics so development strengthens individual performance and organisational success.