Change is hard, that is undeniable. However, when we are dealing with people change, that adds another dimension. Returning to the EiL for her 3rd year, Kim brings her unique and insightful approach to change, looking at the neuroscience of change and the impact you can have to enable your teams to not just survive but truly thrive.
Leadership development was rapidly changing; even before 2020. As our understanding of the importance of human skills in impactful leadership grew, so did the popularity in leadership styles such as compassionate, servant, and coaching. Whilst training remains an essential part of any leadership development programme, initiatives are often missing one key ingredient; personalisation. In the coaching process, coachees develop their own solutions that are tailored to their respective context and the support provided by a coach is highly personalised and focused. This increases the transfer rate of what has been learned and reflected upon into everyday life, and leads to positive effects on the individual and the organisation. Join this session with CoachHub Behavioural Scientist, Rosie Evans, to learn how to embed coaching into your leadership development programmes, to explore how coaching can benefit leaders including and beyond the c-suite, and how to scale and measure its impact with digital coaching.
The organisations of today can work from anywhere. In a world where a forced mindset change has digitally transformed cultures on a global scale, how can we continue to ensure our employees are thriving and building our shopfront. As the Group HR Director at Refinitiv, Rosanne will look at how Refinitiv have used their self service culture to induce accountability, drive performance and truly maximise their organisations’ capabilities. Having employees within a global financial solution organisation that are not commercial is one of the most volatile and expensive asset you can have. Having leaders and the talent in place can only work for you if you have the ‘right’ ones but what does that really mean in an uncertain economic climate?
This 'in conversation' session is one that should not be missed. A unique opportunity to listen to Peter's thoughts about life; his experiences as a serial entrepreneur, industry changing academic, and some of his own personal interests and anecdotes from an amazing career. Ahead of Peter's memoirs 'Testing Times: Psychologist at Work' being released in November 2020, this session is one that will undoubtably be remembered for the insight into what got Peter to where he is today.
The path to true diversity never runs smooth. In 2018, Ann was recognised as HR magazine's number one ‘Most Influential Practitioner’ in the UK for some of the phenomenal work she had done whilst occupying her role as CHRO of O2 Telefonica. Hear from and engage with a true HR leader around the journey that O2 went on to be a leading inclusive employer. Why does inclusion matter and how can we make it happen? Join Ann for what will undoubtably be a phenomenally insightful session about how to get your diversity, inclusion and equity journey started and more importantly, maintain the momentum.
For many years, our teams have been pressured to move with speed. However, in the post-COVID workplace, the need for resilience takes centre stage. Today’s decisions may need to be re-made tomorrow, and our teams must be prepared to recover when they face a setback or pivot. In our dynamic 30-minute session, Summer Salomonsen, head of Cornerstone Studios, and Liggy Webb, award-winning author and expert on human resilience and behavioural agility, will share strategies for managers and organisations to take a human-centric approach to resilience and agility. During this session, we’ll explore and debunk some of the myths and flawed thinking that is common among organisations facing times of radical change. Plus, we’ll discover how the mindfit framework can help you boost the strength of your teams, as well as ways you can meet your managers where they are with new nanocoaching content.
With the new model of work providing greater opportunities than ever for home working, what will the impact of this be on women's employment. Will home working become the new 'women's work' with all the negatives that can come with that as was the case with part-time work? Given the choice will more women choose jobs that allow them to work at home with men opting to be present in the office (and thus more visible for opportunities)? Or will men's recent experiences around their children mean that they do start to take more responsibility for childrearing and/or decide that they don't want to be full-time in the office?
Just 29% of HR leaders said they were organized around speed, agility and adaptability according to Sage People’s research – and that was before the pandemic. In reality, it means that less than one in three organizations were prepared to respond and adapt when COVID-19 hit. So how can HR and People teams pivot their strategy to the evolving HR agenda and, in turn, be increasingly responsive and resilient? Join the session with Paul Burrin, VP Product at Sage People, to find out: - Key data on exactly how the world of work has changed – and how organisations have responded - The biggest HR challenges organisations now face - How applying agile principles to HR can improve business outcomes and performance - Next steps HR and People teams can take to become more agile and resilient to change.
Nearly 90% of HR leaders said they feel their organization has been ineffective or flat at increasing diversity representation, a Gartner report found. The same April survey of heads of Diversity, Equity and Inclusion (DEI) found that 69% are prioritizing advancing underrepresented talent. The report found that HR and DEI leaders must address the systemic bias embedded in their systems, processes, and stakeholders to truly increase the diversity of workforces. In this webinar, Jeanette explores how this can be done right from the beginning of the hiring process. Key themes explored will include: ● The importance of using brand content at every stage in the journey to be inclusive, engaging, and relevant to the unique questions diverse candidates have ● How to understand where your message is resonating and configure workflows that deliver inclusive, role-specific content at any stage in the candidate journey ● Pointers on how to ensure debiased job postings using technology ● Harnessing events to attract more diverse candidates ● Applying blind recruiting and AI-driven scoring to rank candidates based on their skills and competences alone ● Learning from data insights to know where DEI candidates are dropping out historically and planning improvements to help improve your next hiring cycle.
Is your business currently going through change? Will your business need to change & innovate going forward? The answer to both of the above is likely to be yes, as is the nature of the world. How can we give our employees the freedom in their day-to-day operations to be innovative? What impact does/will a remote environment have on innovation? How do digitally native organisations look at innovation compared to those that have digital aspirations?
We have all seen some transformations fail, even when they are a priority. When it is about the survival of the business or even the company, like evolving a portfolio in a technology paradigm shift, upgrading a business model or streamlining how a company works in the age of ‘digital’, as a leader of transformation – how can you make it a success? The hard part is not to define the ‘new’ product, business model or process, it is the role of leadership and impact of the execution to reach the Pivot Point for transformation: when the change has progressed from being questioned by many to the new ‘truth’ and spreads like a chain reaction. What are the mechanisms to achieve large-scale change? In this ‘white paper’ session, long-time tech executive Niklas Carlheim-Müller shares his real-life experiences of making company- and market-wide transformation happen, recently as GM of the SaaS transformation of a $4B business. How do you become influential without formal power? How do you propagate change through a wide organisation and market – a network of empowered people? What must the CEO (or equivalent) do? How do you organise for it? Manage risk to a large P&L? What time does a successful transformation take? What is the 1/10 rule?
The role of talent acquisition has evolved from being just a delivery role to a more strategic part of the people and wider business function. This panel discussion will look at the true value of talent within organisations, focusing on the cost of not having the right talent. What does "value of talent" really mean and how does talent acquisition play a role in workforce planning and the best way to integrate talent for the long-term.
There's not much more that can be said about Dave Ulrich that hasn't already been said but Dave Ulrich himself has much more to give to the world of business. Dave brings his wealth of knowledge to this year's EiL to talk about how to optimise people and organisational initiatives. Dave will look at managing talent, building leadership brand, how to create the right organisation before finally focusing on how to upgrade the HR department. If you haven't seen Dave Ulrich present before, then this is not one to be missed. If you have seen Dave Ulrich present before, then we know we can count on you being there.
Join René and Joanne for an open and honest conversation about the role of the CHRO, the relationship with the board and aligning objectives and business strategy. The conversation will delve into how the relationship between the people function and executive board works, with a focus on how the people functions' role plays into the success of the business. Joanne & René will talk about how the REMCO/NOMCO process works and how an aspiring CHRO would optimise their relationship.
Join Jason as he talks with Cielo’s Sally Hunter. Jason will bring to life how he employed his influence and vision to launch a global TA model, during a global pandemic. Jason’s story includes drawing a straight line from his achievements in TA to the impact on the bottom line of his organisation – Weatherford, one of the world’s largest multinational oilfield service companies. He has more than 20 years of experience organizing high-value, high-profile international recruiting efforts for Fortune 500 companies.
Have you ever wondered why so many HR/People Transformations fail? Over the years Glenn has built up a bank of 7 points (there are more) as to why this happens and moreover, what needs to be undertaken to avoid making the same mistakes. If you are starting to think about undertaking a Transformation you will benefit from this session. Also, if you have started, this will be a great opportunity to check that you have considered these derailing and disruptive points. This abstract presentation will give some stats and facts around the 7; as a starter for 10, what do you think the percentage is for failed Transformation programmes? Join Glenn to find out……
Mariah Pedersen has over 20 years of both global and domestic HR experience. Having lived and worked in a global interphase for many years, remote leadership has always been a crucial skill to master. With the events happening in 2020, the importance of excellent abilities in Remote Leadership has been recognised even more. Companies are afraid of losing their top talent, employees don’t have the same sense of belonging to the company, there are more meetings happening in order to perform the business results, negative behaviours of people over committing and losing work-life-balance and the ability to innovate or make correct decisions are in place. In this seminar, Mariah will cover: Challenges of remote work Interpersonal relationship building and the importance of the leader performing leadership duties in a human being manner Building a strong culture in remote teams Conducting effective meetings Managing performance Communication Tracking work and productivity Building trust Team culture
Join Tom for a fascinating session and insightful conversation around Standard Chartered and their human crisis response. The session will look at how 2020 has stemmed a time to reflect on what we have learnt globally, in business and personally about the world of work.
McKinsey tells us that 70% of transformations fail. So, as organisations look to embark on large scale HR Transformation projects, how can we make our project become one of the numbers and actually have it showing true business benefits. Join Simon, Jason & Mark for an interactive session around some of the common reasons for HR Transformation losing momentum, how we can put steps in to ensure success and finding your balance between technology and culture change.
Uta talks about Transformation and Change Management in one of the most dangerous cities on earth. She gives examples of how to succeed in particularly challenging locations, fine tuned over many years of working as a Technical leader and Transformation Expert in Crisis Areas of the world'
The 2 biggest struggles of the remote workforce are (1) Collaboration & Communication and (2) Loneliness. Coaching can be a remedy to these issues by improving communication by 42% and productivity by 39%. However, it is not always possible to scale coaching to the whole culture, due to limited resources. Ozlem Sarioglu, an award-winning coach and co-founder of the digital coaching platform SparkUs, will share their experience in scaling a coaching culture to the whole organisation.
March 2020, the pandemic hits the UK, all organisations look to their HR department as a way to solve the crisis within their business environment. HR is suddenly front and centre and is expected to know the answer. Kate Bishop joined FNZ Group 1 year ago during a huge period of growth and change. A leading edge fintech / outsourcer the group had acquired 3 other organisations in 6 months as part of the growth strategy. Since that time and during the pandemic the growth has continued to accelerate and the organisation now has almost as many employees via acquisition as it had before. Kate will look at some of the challenges around remotely integrating multiple cultures and what FNZ have been able to do that is effective during this time of radical change internally and externally. How can HR be the facilitator for an organisation to grow quickly when, in the fintech space, regulation is in place across many countries? How do you keep your DNA, grow and assimilate all at the same time? How do you find the solutions when you don’t know the immediate answer?
This fascinating session will be an open and exploratory conversation with Daniel and Jon, who leads the talent acquisition function for, arguably, one of the world's most attractive brands. The conversation will play hand to the evolving role of leadership, how the role of talent acquisition has become key to Spotify's people strategy, the culture journey and creating sustainable change. If you want an insight into one of fastest growing organisations, this is the session for you!
What initiated your most recent transformation? Was it your CEO, your CHRO or Covid? We’ve all learnt a lot about our organisations during these incredible times of change but are we truly asking the right questions during times of change? It’s never the lack of process that makes a transformation fail, it’s the lack of human interaction. Organisations aspire to be agile and aim for operational excellence but a process solves nothings unless your people have the right mindsets, and they know what is expected of them to do. Bar brings a wealth of leadership experience from start up to scale up organisations and will bring the basics back to your transformation journey by simply asking what are you trying to achieve as an organisation?
Join Edson & Markus for what will prove to be an enlightening narrative around adding value to your HR. Edson & Markus have led HR & Talent Acquisition functions between them for global organisations such as AstraZeneca, UBS, Philip Morris, Axel Springer & Awin Global. In this session, they'll lend on their wealth of experience to discuss aligning your talent strategy with your organisational maturity curve and what kind of talent strategy you should be looking to implement in the next 18-24 months.
Like so much in 2020, the Covid pandemic has hastened the arrival of trends that were well on their way to coming into fruition. Even pre-Covid, today’s business environment was overwhelming many, and whilst the cause might have changed, the result is that productivity is very much the primary focus. How do we do more with less? How do we innovate, fast, to the new environment? How do we motivate dispersed and changed teams? It appears technology has very quickly plugged the gaps where the workforce is now operating from multiple bases, in a way never intended and is set to do even more in the year ahead. Key takeaways: Early adopters of data-driven people intelligence will have a significant advantage over their competition. Fast or self-paced motivation, engagement and development in the name of productivity will be possible and highly effective via technology. HR technology that is human friendly, that augments decision making will be the big trend in 2021
For decades, the Talent Ecosystem which drives the global economy has faced disruption from five powerful forces: Technology & Automation; Demographic Change; Social Justice & Diversity; Environment & Sustainability; and the Physical & Mental Wellbeing of employees. At different times, each has driven fundamental change in the way organisations are structured and led – and in the skills and working practices employees need to acquire. Today, however, these five disruptors are acting simultaneously to create forces which are shaking the foundations of the global Talent Ecosystem like never before. In this session, David Fairhurst and Andy Parsley will explore the impact this interaction will have on the future workplace – and outline the ways in which progressive organisations are currently developing the leadership capabilities and people practices they will need to seize the opportunities created by these seismic changes.
We are operating in the most accelerated pace of change and uncertainty about the future. Whereas we thought it was robots taking our jobs, it’s a microscopic viral protein casting a shadow on the future. Digital technology has been our lifeline. As many people are able to either live or work through connected digital means, this live social experiment has revealed 2 major factors in sustaining a safe and successful continuance: Agility of thought and approach; plus digitisation and automation of work and deeds. Join Rémi Malenfant of UKG and Perry Timms of PTHR as they share with us the emerging picture of how HR Agility and Advanced digitisation and AI in HR services and processes, are creating our accelerated ‘future of work’ right now.
In volatile and uncertain times, how can you make strategic decisions and commit resources to thrive, if you don't know how the future will unfold? Thriving is not only preparing the resilience of your organisation to deal with sudden shocks, but even more importantly, giving your organisation the edge to identify and seize strategic opportunities before others do. The key lies in leadership, organisational culture and diversity. It is about the planning, not the plan itself; about the ability to shift quickly and move before the competition does. Tom Burin leads this fascinating insight into how to identify opportunities within times of change. How can you take decisions now that enable the organisation to be in a situation of opportunity in 5, 10 or 15 years time? How can Strategic Foresight help you to be better prepared for uncertain times with multiple possible futures ahead? Tom isn’t here to give quick answers but to challenge how you think about the future.
The pandemic has affected the way people and organisations operate in a variety of ways but one of the largest impacts has been on the levels of unemployment. Our expert panel will engage in ideas on how to help people get new roles and return to employment. How can organisations give support to the unemployment challenges that are being faced across the world? How can we give help to candidates?
Future Skills are for life, not just for COVID. The pandemic has fast forwarded the way organisations operate to what many were calling the 'future of work'. This panel session will highlight some of the key components of a future skills strategy. How can we start to understand where our organisation is currently, is going and ultimately, what it needs to thrive in terms of skills. All organisations will need to adapt but how can we look to re-skill or/and up-skill at scale?
SaaS technologies are prevalent in HR and Finance transformation programmes, yet about half have not achieved their desired benefits two years after deployment. The programmes have lost their fizz and credibility after the initial hype, and the CXOs needs further investment to put it right. This discussion will explore the common symptoms and the top tips for Optimisation, to accelerate the return on investment.
Many organisations face a large volume of change and complexity at an unprecedented pace. How do you manage this to be successful and meet all the dynamically changing priorities? Join us to listen and learn from a variety of Talent leaders in different organisations who came together to openly collaborate in the Imagine Community to build Strategic Workforce Planning 2.0 – a tool to deliver the fluidity and agility needed to future proof your workforce and organisation”. This session is introduced by Sue Brooks (CEO at IMAGINE), facilitated by Julie Smith (People Change Manager) and consist of panellists; Vivienne Meredith (Head of HR at Anglo American), Nick Kemsley (Owner/Director at N Kemsley Consulting), Martin Thomas (Head of Total Workforce Strategy at Philips) and Ben Murphy-Ryan (Senior Director, Global Talent Acquisition at Arm).
Returning to the EIL, Harvey will explore what’s changed in the world of ethics over the past couple of years, and why not only having a purpose, but actually living it, is more important than ever. He will talk about how Skanska’s purpose and values have guided the organisation through the turbulence of 2020, and the role that leadership has played.