Programme

People Development Summit 2020
11 - 13 March, Dolce La Hulpe, Brussels

Topics for 2020 sessions

We are in the process of sourcing speakers for our 2020 programme. The topics and session titles will be:


Digital Transformation – L&D roles of the future

Employee wellbeing – Preparing your business to support mental health

Apprenticeship Levy – Getting ahead of the game with the Apprenticeship Levy

Diversity & Inclusion– Implementing inclusive initiatives

Learning technology – Personalised delivery and collaborative learning

BrainWork – Advances in behavioural science

Culture Club – How to drive and retain culture through L&D

If you are interested in a speaking opportunity, please contact georgina.kelly@summit-events.com


2020 speaker programme

Confirmed programme so far!

Dr Hannah Fry

Associate Professor of Mathematics of Cities
University College London
DAY 1 KEYNOTE
How to be human in the age of the machine
  • Biography

    Dr Hannah Fry is an Associate Professor in the Mathematics of Cities at the Centre for Advanced Spatial Analysis at UCL where she studies patterns in human behaviour. Her research applies to a wide range of social problems and questions, from shopping and transport to urban crime, riots and terrorism.

    Her critically acclaimed BBC documentaries include Horizon: Diagnosis on Demand? The Computer Will See You Now, Britain’s Greatest Invention, City in the Sky (BBC Two), Magic Numbers: Hannah Fry’s Mysterious World of Maths, The Joy of Winning, The Joy of Data, Contagion! The BBC Four Pandemic and Calculating Ada (BBC Four). She also co-presents The Curious Cases of Rutherford and Fry (BBC Radio 4) and The Maths of Life with Lauren Laverne (BBC Radio 6).

    Hannah is the author of Hello World, The Indisputable Existence of Santa Claus: The Mathematics of Christmas, and The Mathematics of Love: Patterns, Proofs, and the Search for the Ultimate Equation.

  • Presentation Outline

    We all like to think of ourselves as strong, independent and single-minded individuals. But despite our illusion of free will, despite the seemingly random sets of circumstances that bring about our decisions, our behavior as humans is surprisingly easy to predict.

    But what about if we go beyond the superficial, past correlations and pattern recognition and get right into the heart of who we are as humans. Are there stories hidden in our data that will surprise us? How can they be used against us? And can we use what we learn about ourselves to make the world better?

    In this talk, I'll take you on a tour the intriguing insights we're uncovered by looking at ourselves through the eyes of data. For good or for bad, I'll show you how a mathematical view of what means to be human is already shaping the way we design our society.

Andrew Marrins & Emily Allen

Head of Learning & Development
BrewDog & Cooper Parry
STRATEGY GROUP SESSION
Culture Club - How to drive and retain culture through L&D
  • Biography

    Andrew Marrins
    Andrew’s career began with the Scottish Co-operative Group where he trained in Accountancy before seeking an opportunity with Boots in 2006 as a Regional Finance Manager. Whilst at Boots, Andrew embarked on a year-long Leadership Development Programmed which concluded in attending an aspirational week long residential programme at Kebele College Oxford , part of the Oxford Summer School. On return to Boots, Andrew decided to pursue a different career path and ventured into the world of Learning & Development , through exceptional internal support.

    From there , Andrew has held various L&D roles across Boots, Specsavers, Boots Opticians and is now Head Of Learning & Development for BrewDog since July 2017. The transition from Health care led businesses into the world of a disruptive FMCG/Hospitality focused business has not been easy but it’s certainly been the most rewarding and challenging.

    Emily Allen
    I’m not really sure where the career bit of my working life took off, after graduating I did many a random job and then eventually decided to fund myself through the CIPD and look for a job in HR. Having worked in HR for the NHS, Secuitas Cash Management (where I memorably had to do kidnap training just in case…) Nottingham Council and an offshore/scaffolding company I spent a big chunk of my career at Thorntons (you don’t get sick of all the chocolate)
    I worked on the retail side of the business for the first 6 years – travelling up and down the country and working with area managers and store teams. I moved into partnering the support office as well as retail and then after an enlightening conversation with the HRD at the time I moved into L&D for the whole business and absolutely loved it.

    It was whilst at Thorntons I attended Oxford Summer School, A week long programme designed for retail talent of the future. First as a delegate and then returned as a Group Director for a few years after. Eventually the role grew to take on recruitment and talent management and after 9 years I decided to take the plunge and challenge myself with a new role at Boots as a Senior BP to Trading and Marketing for my first few years before again finding the lure of L&D too much to ignore. Then a swerve from retail into financial services, I joined Cooper Parry because they were different and I wanted to be part of it. I wanted a role where I could try new stuff, have autonomy and win some awards!

  • Presentation Outline

    It’s not a surprise that Andrew and Emily both ended up working for companies like Brewdog and Cooper Parry - they have worked together many times in the past. At Oxford summer school they had the chance to shape the programme and then a few years later rip up the rule book and start again - a challenge that was up both their streets. At Boots, the rule book was a bit harder to rip through but that didn’t stop them trying really hard - Andrew For opticians and Emily for support office.

    The worlds of brewing and accountancy might seem like a strange cocktail in a dodgy bar, but Brewdog and Cooper Parry have complimentary ingredients when it comes to culture that makes them exciting places to work. Both cultures are based on pushing the boundaries of what is possible in their field, neither afraid to disrupt the status quo and both with incredibly high expectations of and belief in the people who are part of their teams.

    In this session they will explore ideas around how to drive and retain culture through L&D and how it becomes truly embedded so it’s not just a tick box exercise. They will share where we have seen success and where they continue to face challenges and what the future looks like as our working environments and businesses continuously grow and change.

Anne-Marie Archard

Director
London Leadership Academy
STRATEGY GROUP SESSION
Inclusion – lessons from the NHS
  • Biography

    Anne-Marie has worked in the NHS for the last 15 years, at both national and regional level in policy development, leadership development and workforce development. Prior to that she worked in the Department of Health and the Benefits Agency. She is currently Director of the London Leadership Academy, a pan London leadership organisation that is part of a network of ten academies across England under the NHS Leadership Academy. She is experienced in the commissioning, design and delivery of leadership development and talent management programmes. She particularly focuses on strategic system leadership, inclusion, cross organisational and multi-disciplinary development. She has worked with many individuals including CEOs, Directors and Chairs to set up successful networks across London to support both leadership and learning; leading programmes for aspiring chief executives and directors, OD, talent management and most recently working in the area of inclusion. Anne-Marie is an active qualified coach, facilitator and supervisor and OD consultant.

  • Presentation Outline

    In London we have been working with organisations to look at what we can do to support both of these areas: developing a women’s network that not only supports woman but looks at areas of intersectionality, conversations with men as allies, how we can work more flexibly across the NHS and launching an inquiry to understand what may be working locally on gender initiatives; looking at a partnership with black men (those from African or afro-Caribbean origin) who are one of the most marginalised BME groups in our workforce, to bring them together with white men, to discuss areas of sameness and difference and look at active sponsorship for this group. I will share our approach based on lived experience, what we have found works and the challenges of being an ally in the work of inclusion.

Tara Mansfield

Head of People
Monzo
STRATEGY GROUP SESSION
Embracing the whole person - preparing your business to support mental health
  • Biography

    Tara Mansfield is the Head of People at Monzo Bank. She’s been at Monzo for just over three years, following career stints spanning the fields of education, finance and social services. Named one of the top 15 most influential women in HR by Perkbox in 2019, Tara has pioneered a modern approach to mental health at Monzo, making sure that mental health awareness is a key focus of day to day life, rather than being the focus one week a year. A passionate Mental Health First Aid instructor, Tara is committed to reducing the stigma and the ignorance around mental health by giving people real information and tools to help themselves and others in the workplace. Having experienced first-hand how damaging this ignorance and apathy towards mental health can be, she is committed to creating and driving mental health positive work environments. She joined Monzo with a vision to put employee experience at the core of everything the People team do, in order to support the high performing team at Monzo.

  • Presentation Outline

    As the work force changes it has become clear that if you want top performance you must support the whole person. Studies have shown that when people feel they can be themselves they show up more and perform to a higher standard. Wellbeing as a topic has been widely accepted and adopted by companies but mental health still has a steep hill to climb.

    The topic of mental health is often in the news and something that is talked about in HR circles but how do you turn talk into action? With the UK government discussing whether mental health first aid should be a legal requirement - is your business ready and willing? Even the most passionate supporter of the idea can feel overwhelmed when thinking where to start. The questions we often get stumped on: How do you genuinely create a mental health positive work environment? Where is the line? What does that look like? What are the benefits and the pitfalls?

    Often when companies talk about this as an initiative there is a lot of 'yes this is important,' but often when it comes to implementation concerns and worries crop up that stop any real change. In this session we will air concerns and questions, cover what good mental health support can look like and dispel any misinformation that surrounds the topic of mental health at work.

Stuart McPherson

Head of Contracts & Apprenticeships
Interserve
ACTION LEARNING WORKSHOP
Is your business Leveraging your Levy?
  • Biographies

    Stuart started his professional professional life in hospitality amidst the craziness of the Heathrow airport hotel network, and although he didn’t follow that as a career path he learnt much about high quality service provision and found his passion for Learning & Development. After working in various different L&D roles for Hilton, Shell & Compass Stuart now enjoys the role of Group Head of Contracts and Apprenticeships at Interserve, An International Support Services, facilities management & Construction Giant.

    The challenge is huge, How do you deliver a quality enriching learning experience for every individual when their working environments, learning providers and qualification are all different and in some cases (with the new Apprenticeship reforms – changing). Embedding great strategies for Stakeholder management, subcontracting and quality assurance are at the heart of his day to day challenges whilst of course learning from your mistakes.

    Stuart still has a passion for promoting the opportunity for everyone to learn in as many different and innovative ways as possible.

  • Presentation Outline

    Since the introduction of the Apprenticeship Levy in 2017 many organisations have struggled to make the transition from just recouping what is essentially another business tax to embedding an Apprenticeship culture that is both strategically aligned and learner-centric. At Interserve we currently support over 750 learners who are working towards 42 different qualifications with 29 strategic partners and training providers. The facilities management business is often client driven with our line managers very operational and not initially well informed of what a modern day Apprenticeship consists of.

    Join this Interactive and Informative session designed to explore many of the challenges that organisations that pay into the Apprenticeship Levy face, from the initial setting up and administration of the AS system to the alignment of your Apprenticeship agenda to the current business objectives through to creating a quality framework designed to ensure that each and every employee has the opportunity to gain appropriate new skills, knowledge and behaviours that that bring value to your business and enrich their lives as individuals in an ever changing working environment.

    We will explore common challenges such as setting up robust agreements with your supply chain, quality monitoring observation regimes and preparing your employees effectively for the new world of End Point Assessment.
    Home in on your specific challenges, share best practice and take away an action plan ready to make a difference to the way your key stakeholders perceive the value of paying into the Apprenticeship Levy.

Kathryn Austin

Chief People & Marketing Officer
Pizza Hut Restaurants
STRATEGY GROUP SESSION
Case Study: ‘Make & Mend’ Pizza Hut Restaurants’ Leadership Academy
  • Biography

    Kath’s mission is to build the reputation of careers in the hospitality sector. She works with various bodies to develop hospitality Apprenticeships and qualifications from entry to MBA. By day, Kath is a senior owner of Pizza Hut Restaurants UK, responsible for People & Marketing. By night, Kath lives in Wales and spends her time mentoring local businesses including the national award winning concept ‘Crwst’. Kath is also an NED for Bluestone National Park Resort.

    Prior to the Hut, Kath worked for Yum Brands! and also has over 10 years of experience in the financial sector. Kath started her career with British Airways and her early claim to fame was that she won ‘Young Cook of Great Britain’ and judged Junior Master Chef. Kath has been recognised as an industry leader awarded HR Magazine’s ‘HR Director of the Year’, ‘Most Influential’ & HR Excellence Awards ‘HRD of the Year’.

  • Presentation Outline

    When market conditions are really tough and P&L’s are being squeezed it is also the very time when a business needs strong leadership and change management capability so how can you achieve an increased focus on developing leaders during a perfect storm of distraction?

    The Restaurant industry is facing strong headwinds that has recently seen the failure of some well-known brands from a combination of factors including; rising business rates, vat, wage inflation, levies, food inflation and of course the ‘B’ word.... Pizza Hut Restaurants’ response is to adopt an approach that can best be described as ‘Make and Mend’. The phrase originates from the Navy and refers to a period of time without assigned duties given to the crew of a ship to focus on fixing their clothing (or themselves). The Pizza Hut Restaurants literal interpretation of that phrase is to allocate development time away from the day job for their critical Area Management population to focus on their personal and professional development. ‘Make & Mend’ was also a wartime attitude - when times are tough you have to be creative, resourceful and find solutions from what you already have available. This mind-set is also very true for Pizza Hut Restaurants where an internal Leadership Academy has been established to support Area Managers leadership development but it has been designed and delivered completely in-house by internal subject matter experts including the CEO and management team.

    For as little as a few hundred pounds a year and a bit of time, the business is delivering the equivalent of hundreds of thousands of pounds of investment into leadership development via a ‘Make and Mend’ approach. This case study explores the opportunity and practical challenges experienced along the way.

Nick Henley

Independent Consultant & Former Head of Talent
Aol
STRATEGY GROUP SESSION
The Science of Behaviour Chnage
  • Biography

    Nick has over 25 years experience within people change and development as well as having run his own Talent Consulting business in Asia. He has delivered effective change and talent development programmes to multinationals and SMEs alike in a variety of industries. He has featured in a number of publications, including HuffPost, Chief Learning Officer magazine, Inc.com among others, and is also a sought after speaker on leadership. Nick is currently writing Leading Engagement, which is due for publication in 2020.

  • Presentation Outline

    Companies spend a vast amount of money on training their employees every year (with estimates in the US putting this over $90bn p.a) yet are they getting a satisfactory return on their investment?

    This interactive session acquaints participants with the latest findings from neuroscience and I/O Psychology as they share what does and doesn't work (and why) and what makes the difference in behaviour change. The explosion of empirical studies in human behaviour over the last 15 years will be condensed into key practices Talent professionals need to apply in order to promote organisation-wide changes in behaviour. As many of the findings contradict current practice in HR this session is ideal for those who are keen on exploring new approaches to talent development.

Debate Mate

Opening Debate
Debate Mate
ACTION LEARNING WORKSHOP
Employing the Millennial workforce
  • Biographies

    Debate Mate is an innovative global business that provides leadership and communication training across a wide variety of industry sectors. Responding to demand from the corporate world, we have built a curriculum and teaching methodology to address business-specific communication needs. Our format is based on the fundamentals of competitive debating and our facilitators are experts in their field.

  • Presentation Outline

    What do millennials value at work?

    Is it, a sense of social purpose? A feeling of belonging? Working at the forefront of their field? Or is it security, disposable income, and status? Have millennial priorities changed the benefits landscape? Do changes in workforce demographic mean we need to rethink our employee attraction and retention strategies?

    For the first time at a Summit Event, the global social business, Debate Mate, will host a dynamic and engaging debate on one of the HR industry’s hottest topics – employing the millennial workforce. The debate is designed to get to the essence of an issue, pulling no punches and using a tried-and-tested format to explore unique perspectives on traditional issues. Two senior executives from the HR industry will be joined by a panel of world champion university debaters and recent graduates (millennials!) to debate the motion:

    “This House believes that culture is more important than salary when attracting and retaining Millennials”

Speaker Programme

The People Development Summits programme consists of 6 Strategy Group sessions – case study led presentations followed by Q&A and 2 Action Learning workshops – key topic roundtable discussions.

If you have any recommendations for speakers or topics please email event.team@summit-events.com

Register your interest in the People Development Summit

11-13 March 2020, Dolce La Hulpe, Brussels.

Submit your name and email address and a member of the Summit team will send you further details including:

- the confirmed list of attendees

- instructions on how to apply for a delegate place

- sponsorship options

Your form has been submitted successfully.

Your form has been submitted successfully. Thank you for getting in touch!

To access the information pack, click here.

Error - please check that you have filled out all fields properly before submitting the form.

“Well organised; quality conversations; a great opportunity to meet and build relationships with likeminded suppliers and delegates. All in a convivial and relaxed atmosphere in a great location. Simply perfect!”


Rachel Brastock, Head of Talent Development & Engagement
Jisc

“Thank you Summit Events for another fantastic session. The organisation is second to none. The value of these two days for networking, sharing best practice and meeting great people is such a great investment, its why we keep coming back. Meeting likeminded people who are all passionate about development is amazing and creates a great environment for really interesting conversations.”


Jenny Jones, Sales Director
Dove Nest Group