In your wildest dreams, your biggest aspirations, how would you want your organsiation to look if you are considering a skills-based approach? Of course it’s all a matter of degrees, but the shift from traditional role-based models to skills-based frameworks isn’t going away and, in our second international keynote, you’ll learn how focusing on skills, rather than competencies, can unlock greater depths of talent management that allows for more strength in progression for the workforce.

One key takeaway to explore is the importance of prioritising the soft skills—such as leadership, accountability, and ownership—that are essential in driving business success. Technical skills can be taught easily but these ‘power skills’ are crucial for fostering, qualities that automation cannot replicate. We’ll also look at whether the simplification of a skills-based approach can allow employee experience to flourish. You’ll be equipped with how to identify skill gaps, use evidence-based learning strategies, and create a more agile and resilient workforce.

If learning isn’t valued as an organisation, it will always fail. So ensuring a culture of learning is essential for the next generation of talent to build their careers.

Join to discuss:

How do you ensure that learning is truly valued in your organsiation to make it an enabler for success?
What core skills will define L&D professionals in the next decade, and how do we prepare for them?
How can L&D professionals shift their roles from content designers to problem solvers grounded in learning science?
What can be done to elevate the perception of L&D as a respected profession, both within organisations and externally?
How can younger talent leverage their digital fluency and adaptability to thrive?

It’s no secret that we face a daunting array of challenges in nurturing the next generation of effective leaders in the era of digital transformation. One of the L&D’s key current challenges include identifying and fostering leadership qualities in every changing landscape, evolving technology, and talent shortages. This session will shed light on how to successfully secure adequate resources for leadership development programmes in the present and how you can counter budget constraints and employee turnover.

The workforce is changing, and the question of how adaptive a leader is at supporting people through change is supremely important. Pinpointing individuals with the potential to become effective leaders is a significant hurdle, and we’ll share some examples on whether you can grow your own leaders or whether there are naturally endowed key characteristics that are communally objective when developing talent. At the heart of the session will be how to maintain the momentum in leadership development without being outpaced by the tech.

In a world of significant changes, organisations face increasing financial pressures and societal expectations, with pushback on the efficacy of DEI programmes from multiple directions. Yet, fostering an inclusive culture that allows safe failure is essential for creating antifragile organisations that thrive amidst uncertainty.

This session will explore strategies for embedding failure acceptance into organisational culture, scaling DEI initiatives despite budget constraints, and weaving their importance into other business functions. Attendees will gain insights into balancing financial pressures with societal expectations, navigating the interplay between ESG and DEI, and ensuring inclusive growth in the face of evolving narratives.