In our opening keynote presentation, you’ll hear a key case study on the transformative role of artificial intelligence in L&D strategies. Over the past year, AI integration in L&D has progressed from experimental stages to practical applications, revolutionising content creation and personalisation. Examples include utilising generative AI for video production and employing avatars to enhance engagement in learning materials.

Through exploring this case study, you’ll discover the diverse applications of AI in L&D, from accelerating learning content creation to optimising skill development across the employee lifecycle.


The session aims to provide a comprehensive overview of how AI algorithms can provide agility and adaptability in learning models, empowering organisations to meet evolving educational needs of different employees uniquely, effectively and while embedding a culture of continuous learning.

In this dynamic 30-minute presentation, we delve into the transformative role of modern technologies in reshaping traditional learning and development (L&D) frameworks. As we navigate through an era where rapid technological advancements continually redefine the boundaries of workplace training, our focus will be on three core areas: upskilling with emerging skills, leveraging artificial intelligence (AI), and employing virtual reality (VR) for immersive learning experiences.

It’s no secret that we face a daunting array of challenges in nurturing the next generation of effective leaders. At the forefront is the mammoth task of identifying and fostering leadership qualities in every changing landscape, evolving demands, and talent shortages. This session will shed light on how to successfully secure adequate resources for leadership development programmes and how you can counter budget constraints and employee turnover.

We’ll also touch base on accreditation, and how this can be used to ensure the very best placement of front line, next generation leadership. 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, and this session will show how to balance continuity and adaptability with the short-term needs.

Every Talent and L&D Executive has a playbook of spectacular failures in Leadership Succession strategies and every one of them could be straight out of an episode of Succession.

The cause of the failure? There are many… but often it’s that executives are not aligned on what is actually meant by potential or a failure to accurately assess in unbiased ways. It could be the classic ‘culture-rejection’ of a new hire, and most commonly, the L&D challenge of not adequately preparing or onboarding people for their new roles.

The good news is that when it comes to Succession, there should never be a question to the HR team of “what’s the ROI and value of doing that?” – it’s glaringly obvious in the P&L and in shareholder value when the wrong leaders are in the biggest jobs. In this session we will take the guessing and grieving out of how to avoid succession flops and align your organisation to a better way.

Skills are at the centre of every way an L&D function should orient itself towards a business. It’s not just about skills-based learning, skills-based hiring, or skills-based talent etc. The key is bringing it all together for comprehensive strategy for organisation development and this panel hopes to do just that! Questions we’ll be focusing on include:

• Why should be thinking beyond skills-based learning to a skills-driven organisation?
• How do we develop and enhance EVP to foster retention?
• Where have you gotten the most bang for your buck on a pivot to skills?
• How do you leverage value alignment to build attractive career pathway?
• What do you need to underpin such a change from a leadership perspective?
• Can DEI and skills development synergise for exponential value for L&D?

Where there’s change, learning will always be needed, and there’ll always be change – so why are there so many conversations about the future value proposition of L&D and how do we ensure that we ready for the future?

Before we can communicate our value proposition across our organisation, we need to define it for ourselves. This workshop will invite you to stretch your thinking about the future of learning in a world of relentless transformation.

Together we will reimagine the future value proposition for L&D and identify practical steps you can take to position and equip yourself and your team to shape and deliver on this in your organisation.

At Rolls-Royce, recognizing the pivotal role of people’s capabilities in driving our multiyear transformation plan is paramount. With nearly 50,000 colleagues worldwide, we are actively fostering and enhancing these capabilities across our global business. In this exclusive keynote, join to hear how Rolls-Royce is leveraging cutting-edge technologies such as GenAI, to innovate and shape our L&D capability development journey. L&D is more important than ever for us all to harness the power of advanced technologies alongside our workforce’s expertise. This is how we are poised to propel Rolls-Royce into a future of sustainable growth and success.

It’s time to get inclusive, and we are all here for that!

In this session will be looking at how leadership is the key to building a culture of innovation, collaboration, and empowerment. Here are some thought starters:

– How do you build up front line leadership capability?
– Why could this be the key to driving the employee value proposition?
– What have you done to ensure a link between innovation and psychosocial safety?
– Do you think end-to-end collaboration is achievable?
– How do you link and measure the benefits of inclusion and empowerment?

Is L&D valued by the rest of the org and should it be more values? Do we make a rod for our own backs by overcomplicating our purpose? At Metro Trains Melbourne, L&D is lucky enough to have a CFO who takes a balanced view of value, but we know this isn’t something that everyone is able to enjoy.

In this session you’ll hear, featuring some on-screen interjections from the CFO himself; how you can articulate to your organisation that the value of L&D needs to be demonstrate across multiple criteria. We’ll look at all the different aspects of how must be demonstrated to secure that all important buy-in, including people, profit, business (reputation, customer experience, etc.), strategy and business problem solving. Value doesn’t always need to be demonstrated in numbers, but it does need to be demonstrated, always.

Regulatory learning: it doesn’t make us all feel like kids at Christmas – but it does actually help make the world go around. In the current environment bad compliance is absolutely toxic for productivity and we’re going to show you how to turn it around in this session.

In a special case study from NAB, we’ll take you through how data & analytics has transformed NAB’s regulatory learning, sharing year on year benefits, and stopping to take some time to explore how to ethically approach the application of AI.