Change is constant, but adapting to it is anything but easy especially when old habits, beliefs, and ways of working are deeply ingrained.

Whether it’s individuals clinging to familiar routines or organisations resisting new ways of thinking, the ability to learn, unlearn, and relearn is now a critical skill. However, letting go of outdated approaches no matter how successful they once were requires courage, discomfort, and a culture that supports experimentation over perfection.

This session explores the psychological, cultural, and structural challenges behind unlearning and how both individuals and organisations can break free from what no longer serves them to make space for growth and innovation. We dive into:

• Understanding the neuroscience of habit formation and why unlearning is harder than it sounds.
• Fostering a mindset of curiosity and adaptability in teams to embrace change, not resist it.
• Exploring what it takes to embed unlearning into your organisational culture moving from rigid expertise to flexible learning.
• Strategies for leaders to model unlearning behaviour and create safe spaces for experimentation and failure.

As skill development becomes a strategic business imperative, the responsibility for learning can no longer sit solely with HR or L&D teams. L&D teams can form a close partnership in shaping the conditions where continuous learning can thrive in a shared ownership model.

In this session, our distinguished speaker will share insights on:

• Setting up the partnership “contract”: From passive support to active enablement and role modelling. 
• How to build a culture where leaders at every level feel responsible for growing the capabilities of their teams and yet well-supported by L&D teams. 
• Designing a shared ownership model that aligns employees, managers, and the organisation in a unified development agenda.

While technology continues to advance at a rapid pace, the demand for human skills is far from diminishing. In fact, the most future-ready employees will be those who can harness technology while leveraging soft skills like communication, empathy, and critical thinking.

As highlighted by the World Economic Forum, a unique blend of technical proficiency and human insight will drive true innovation and leadership in the workforce.

In this session, let’s explore:

• Why the rise of technology makes human skills even more essential for organisational success.
• How to identify and nurture the people skills that complement the digital transformation.
• Preparing employees for the future by integrating human insight with emerging technologies to unlock innovation and creativity.

AI is transforming the way we learn, providing instant access to knowledge, personalised learning paths, and automated content curation. While this evolution accelerates learning, it raises a growing concern: are we trading depth for speed? For younger employees who have grown up with on-demand answers, the risk of diminished critical thinking and problem-solving capabilities is real.

This session will examine how L&D leaders can harness the power of AI without compromising essential human skills, such that speed doesn’t replace substance.

Key discussion points include:

• Exploring the impact of AI on critical thinking and how passive learning may weaken problem-solving over time.
• Preserving essential human skills, reasoning, judgement, and analysis in tech-driven learning environments.
• Designing learning experiences that blend instant access with deeper reflection and inquiry
• Reinforcing mentorship, peer learning, and dialogue as key tools to cultivate independent thinking.

As Singapore faces increasingly complex social needs and rising service demand, building a resilient, adaptable, and future-ready workforce has never been more urgent. The National Council of Social Service (NCSS) is leading this transformation, placing learning, innovation, and collaboration at the heart of workforce development.

But preparing the workforce for the future goes beyond technical skills. It’s about cultivating the right mindsets, nurturing agile leadership, and embedding human-centred practices that enable professionals to thrive in times of change.

In this session, we learn:

• How NCSS has championed learning and development as a strategic enabler, empowering social service professionals not just to cope with, but to lead change.
• The role of sector-wide initiatives, and deep partnerships in nurturing adaptive leaders, digital dexterity, and collaborative innovation from the ground up.
• How purpose and performance go hand-in-hand in a sector driven by passion and commitment.

AI is playing a pivotal role in creating personalised, dynamic learning experiences. From automated skill assessments to tailored learning journeys, AI is transforming the way employees develop skills and engage with training content.

This session explores the cutting-edge applications of AI in learning experience platforms (LXPs) through conversations on:

• Harnessing AI to assess skill gaps and recommend personalised learning journeys.
• Automating skill assessments with AI-driven scenario-based evaluations to improve accuracy.
• AI-supported curriculum matching: Streamlining content delivery for faster, more relevant learning.
• Enhancing real-time data analysis with AI tools to optimise learning effectiveness.

As AI becomes a standard tool in the workplace, organisations face a new challenge, that is, how to fairly assess employee performance when machines assist in much of the work. The answer lies in shifting focus from how tasks are done to the quality, creativity, and impact of the outcomes. Rather than discouraging AI use, forward-looking companies are training employees to use it wisely and setting new standards for high performance in AI-augmented roles.

In this session, let’s hear about:

• Redefining performance – How to measure value-added contributions in an AI-enabled workforce.
• Beyond the tool – Identifying creativity, problem-solving, and judgment that go beyond AI capabilities.
• Building AI fluency – Setting clear expectations for effective and responsible AI use across roles.

Meeting the learning needs of a globally dispersed workforce requires more than just translating content, it demands thoughtful design, scalable infrastructure, and inclusive delivery. L&D teams are under pressure to ensure employees across regions have equal access to critical skills, aligned learning experiences, and opportunities for growth.

This session explores how organisations are rebuilding L&D programmes that are both globally consistent and locally relevant, while navigating challenges of scale, accessibility, and engagement. Key discussion points include:

• Localisation strategies that maintain global consistency while respecting regional nuances.
• Leveraging technology to remove barriers in connectivity, language, and time zones.
• Frameworks for rolling out impactful L&D across multiple geographies with agility and efficiency.