People Development Summit 2023
Dolce - Sitges, Barcelona
8-10 March 2023

2023 Topics & Themes

- Challenging the status quo in L&D

- Data driven digital learning

- Improving employee retention

- The future of learning

- Inclusive leadership

- Wellbeing & resilience

- Engagement and culture

For more information and live updates on our speaker programme, join our LinkedIn Group or follow Summit Events business page.

Introducing the speakers for 2022

The People Development Summit programme consists of - keynotes, TED-style talks + Q&A and interactive Action Learning Workshops
If you have any speaker recommendations, please email

Tracy Edwards MBE

The Maiden Factor
  • Biography

    Tracy gained international fame in 1990 as the skipper of the first all-female crew to sail around the world when they raced in the 1989/90 Whitbread Round the World Race. After years of struggle, Maiden was only made possible by the support of her friend HM King Hussein I of Jordan. Maiden won two legs and came second overall in her class, the best result for a British boat since 1977 and unbeaten to this day. Tracy was awarded an MBE and became the first woman in its 34 year history to be awarded the Yachtsman of the Year Trophy. She paved the way for other women to follow. Maiden was published in 1990 and was No.1 on the Times bestseller list for 19 weeks.

    Following her success with Maiden, Tracy set to consolidate her position as one of the world’s top sailors by entering Trophy Jules Verne in 1998 again with an all-female crew. This yachting trophy is for the fastest circumnavigation around the world with no stopping and no outside assistance. She was comfortably on course to smash the record for more than half of their route, but was thwarted when her mast snapped in two in treacherous seas off coast of Chile. During their attempt Tracy and her team broke 7 world records.

    Tracy is a unique speaker having experienced not only the upsides of winning but also the devastation of taking a calculated risk that resulted in financial ruin and the depths of despair. She speaks eloquently and is disarmingly open about success and failure. The biggest lessons in life are learnt when things go wrong and Tracy’s story of battling against the odds to survive is poignant and truly revealing. There are many lessons to be learned from Tracy’s experiences of massive successes and devastating failure. In addition, Tracy has lost none of the sparkle and humour that audiences warm to and make her one of the most inspirational speakers of today.

  • Presentation Outline

    Tracy Edwards has a lot to talk about! A life story that is akin to the proverbial “rollercoaster” ride is condensed into a 60 minute speech of inspiration, life and business lessons, fun and drama.

Rebecca Robins

Global Chief Learning and Culture Officer
Next Gen Boards: New platforms for rising talent and for future leadership
  • Biography

    Rebecca Robins is Chief Learning and Culture Officer for Interbrand, based in London and working across Interbrand’s global network of offices. Rebecca heads up the Interbrand Academy, a centre of excellence in brand intelligence, education and a platform for collaboration. She has recently established Interbrand’s first next generation board: The Horizon Board.

    A prolific writer, Rebecca has written for The Guardian, Quartz, and comments for publications including the BBC, Bloomberg, Business of Fashion, The Economist, FT, Monocle, The New York Times, The Times, and WIRED. Rebecca is co-author of the book Meta-luxury: Brands and the Culture of Excellence.

    Education and social mobility are at the heart of Rebecca’s wider commitments. She is on the board of the EY Foundation, a Companion of the CMI, a regular conference speaker, and lecturer on postgrad programmes, across leading universities. She is also one of the inaugural Kind Leaders in the Women of the Future programme. Rebecca graduated from Cambridge University with a First-Class degree in French and German and an M. Phil. in European Literature.

  • Presentation Outline

    NextGen boards are on the rise, with a number of leading brands and organisations pioneering approaches. Gucci is known for having established a Shadow Comex of millennials which played a role in the brand’s digital transformation. Accor’s Shadow Executive Committee was crucial to informing new product and service innovation. At Interbrand, we established The Horizon Board, comprising 10 individuals across our global network. Leaders are increasingly recognising that they have to think very differently in terms of leadership as a mindset and about future leadership.

    Join this session to learn more about:
    • Brands engaging with next gen boards or advisories of young talent
    • Insights from Interbrand’s Horizon Board
    • Practical lessons on how to establish a next gen board
    • And to exchange and hear from each other about how you are engaging your rising talent to inform the future of your business

Claus Madsen

Associate Director of Education and Organisational Development
Yorkshire Ambulance Service NHS Trust
Snooze, You Lose – Grow your own talent and make the most of apprenticeships.
  • Biography

    Claus Madsen joined Yorkshire Ambulance Service (YAS) NHS Trust in 2016 as Associate Director of Education and Organisational Development after having worked in private and public sector senior roles in Denmark.

    He is a Chartered Fellow of the CIPD and holds an MA in Educational Sociology as well as an MSc in Leadership and Management.

    He is passionate about learning and how to improve organisational culture through the development and support of people at all levels.

    Alongside his role at YAS, Claus is the Chair of CALNAS, Culture and Leadership Network for Ambulance Services, which involves Leadership & OD professionals from all ambulance services in the UK.

  • Presentation Outline

    Yorkshire Ambulance Service (YAS) employs more than 6,300 staff. The largest group of staff are Paramedics. Whilst recruitment and retention is becoming ever more challenging, an increasing number of Paramedics are needed year-on-year.

    In this session you will learn about YAS’ strategic approach to Talent Development and how to utilise apprenticeships and maximising the levy funds.

    YAS built a solid career pathway as a talent pipeline to “Grow Our Own” Paramedics. Those staff join at entry level with no qualifications and work their way to becoming degree-level Paramedics through a supported ‘earn as you learn’ apprenticeship route. The learners will have no student debts, be fully supported on their learning journey and achieve all relevant qualifications through 3 different apprenticeships.

    YAS won GOLD – Apprenticeship Programme of the Year – at the Learning and Performance Institute’s prestigious Learning Awards 2021 with the level 3 Ambulance Support Worker programme. Around 6% of YAS’ staff are on an apprenticeship scheme to develop into a role, develop in role or develop for progression.

    All organisations in England with a pay bill over £3M will be paying 0.5% of that into the Government’s apprenticeship levy. A lot of organisations are struggling to make use of the money in their levy pot, and it’s then lost (on a 24 months rolling basis). YAS is fully utilising all of its levy, actually drawing down 3 x the amount paid!

    In this session we will discuss how you can develop relevant career pathways to attract and grow your talent, build your talent pipelines, and how you can utilise existing apprenticeships – or develop new ones – and maximise the apprenticeship levy, rather than losing those funds. Don’t snooze – get on with it NOW!

    Get it right for your organisation – You’ve got a lot to lose, if you don’t!

Anne-Marie Lister

Chief People Officer
Atom Bank
The 4-day week, can it really work?
  • Biography

    Anne-Marie Lister is the Chief People Officer at Atom bank. As one of the first few to the Atom team for the last 7 years she has been responsible for building and scaling people systems, processes, the working environment, and culture of the award-winning team that launched the UK’s first app only bank.

    She has 20 years’ experience across people disciplines including Organisation Development, Learning and Development, Human Resources, Talent Acquisition, and Internal Communications. Her career with companies such as Reed, Bromley College of Further and Higher Education, ACCA and Northern Powergrid has involved working in the UK, Asia Pacific, Africa, the Middle East, Europe and the Caribbean on a range of People and OD initiatives.

    When she’s not analysing people and businesses Anne-Marie can be found hiking in the hills, drinking gin and tonic with friends, and dreaming up ways to shoehorn more hours into the day.

  • Presentation Outline

    Atom bank implemented a 4-day working week in 2021 making it the largest UK employer to do so across its entire workforce. The organisation continues to test working practice, analyse productivity data and gather feedback from its employees as they look to change working practices of old.

    In this session you will hear the drivers for the change at the bank and why Atom believe that this can not only be good for their business but also your own, and working practice in general.

Sarah Mason

Chief People Officer
What have penguins and mice got to do with organisational change? A review of popular approaches to organisational change (and some myth-busting)
  • Biography

    Sarah is the Chief People Officer at Foxtons, London’s leading Estate Agency. Her background covers a wide range of HR roles focused on improving the performance of organisations through good people practices. This includes roles in L&D, recruitment, organisational design, change management and HR leadership to ensure businesses have the people, structure and results they need.

    Sarah is a Chartered Fellow of the CIPD and is an active member of the HR community, including acting as a mentor in the CIPD’s programme for Aspiring HRDs. Alongside her HR background, Sarah has a focus on Business Psychology and takes an evidence-based approach in her work. She has a BSc in Psychology and an MSc in Organisational Psychology and has previously been a Board Member of the Association of Business Psychology.

  • Presentation Outline

    Lots of areas of HR love a framework and the area of organisational change is no exception. This session will take a look back and explore the myriad of approaches and models in this field. We will challenge a few of the commonly-held beliefs and mantras (including asking the question why do popular org change models feature penguins and mice). We’ll also be looking at case studies and unpacking some of the complexities that impact on successfully achieving sustainable change in businesses. Whilst many practitioners and businesses are looking for a silver bullet to tackle their complex change issues, we will consider some of the practical approaches that can support successful transformation in the future.

Swarna Sudha Selvaraj

Head of Talent Development
Tata Consultancy Services
Rewards & Recognition as a strategy for Inclusive Learning in the Hybrid Workplace
  • Biography

    Over 19 years of interesting work experience gained from association with Murugappa Group of Companies and Tata Group. With a strong belief of “Choose a job you like to do, you never have to work a day”, have led assignments that have transformed challenging scenarios into result oriented opportunities for all stakeholders involved.

    Influencer by Nature,
    Talent Developer by Profession,
    Inclusive Humanitarian & Environmentalist by Choice,
    Mother of Two & Friend of many, by Blessing...

  • Presentation Outline

    Pull Vs Push has been an ongoing debate for practitioners on how employee learning can be enabled in Organisations. This debate is about learning engagement and if you agree that the engagement challenge discussed is directly proportional to magnitude of the headcount in an Organisation, then we are talking about a Global Organisation with over 500,000 employees from over 100 nationalities, over 35% women workforce and the average age of the Organisation is less than 30. In this session, we shall gain understanding on how TCS UK& I Geography applied the distribution of Pull Vs Push to engage learners, as the team linked learning to careers and used Rewards & Recognition to package the offerings inclusively to suit all learners. Organisational strategy was ground up to implement these with 10 Employee Networks with over 1000 volunteers who run these networks in perfect sync. Get ready to get amazed, because we ourselves are amazed with how we moved through the pandemic and seamlessly moved into the Hybrid Workplace with the same strategy supporting us to navigate!

Dina Alvarez

Head of Strategic Talent Management & Transformation
NTT Data
Driving a strategic cultural and digital transformation
  • Biography

    Dina has an extensive international experience (Spain, Brazil, Australia, and the UK) in the whole talent management areas. She has been working on local, regional, and corporate roles combining an innovative point of view with strategic, tactical and operational expertise and a deep knowledge of HR. She is skilled in the design, development, and delivery of award winners HR strategies to support growth and transformation. Her purpose is to extend and amplify the cognitive and affective abilities to go beyond people’s potential, help them flourish and inspire them to look for new perspectives. She has developed her career around encouraging people to be guided by their own curiosity and choose what makes them happier.

  • Presentation Outline

    Cultural and Digital Transformation has become crucial to sustain VUCA environment and to accompany our business growth. In this session you would understand how from HR we can drive the strategic digital transformation using cutting-edge state-of-art technology to impulse cultural transformations, accelerate Business and find solutions to common challenges. Dina will share the award winner study case AD ASTRA. A new People approach for a cultural and digital transformation. A new journey using Technology to enhance the employee experience, a new virtual leadership to accompany people in their journeys and self-empowerment to lead ourselves in any situation.

Sebastian Tindall

Head of Learning & Development Operations
How L&D can make the shift from just delivering training to truly supporting organisational performance
  • Biography

    For the last 14 years, Sebastian has been committed to liberating the best in people. He is a Fellow of the CIPD and LPI and has worked with national and international businesses to define and deliver talent development strategies. He has held strategic roles in Santander Bank, The Co-Operative Bank and is currently the Head of Learning and Development Operations at Vitality. Over recent years his work with global L&D functions in South Africa, India and the USA have catalysed his passion for creating a diverse range of innovative high impact learning solutions. He is a self-confessed L&D geek and has plenty of successes and failures to share

  • Presentation Outline

    Train people quicker…. Reduce costs…. Improve the speed to competency… do any of these sound familiar? Organisations have never demanded more from their people and as a result talent development functions. In order to deliver the results required in the speed desired, learning & development professionals need to reframe both the processes followed and the purpose of their role in every organisation. We will share the shift we have made in Vitality that has allowed us to reduce the training minutes required per project by more than 70% in just 2 years, improved the number of projects supported by the department by over 300% and improved all learner metrics along the way. It hasn’t always been a smooth ride and we will certainly share lessons learned along the way

Ronnie Beaver

Senior Training & Performance Consultant
How L&D can make the shift from just delivering training to truly supporting organisational performance
  • Biography

    With years of training and coaching experience, Ronnie is passionate when it comes to helping people develop and grow their skills. As a Senior Training & Performance Consultant at Vitality, Ronnie has been striving to create exciting & innovative learning solutions, whilst also pivoting L&D’s focus at Vitality to performance and becoming a truly supporting the business and its people at the point of need.

  • Presentation Outline

    Train people quicker…. Reduce costs…. Improve the speed to competency… do any of these sound familiar? Organisations have never demanded more from their people and as a result talent development functions. In order to deliver the results required in the speed desired, learning & development professionals need to reframe both the processes followed and the purpose of their role in every organisation. We will share the shift we have made in Vitality that has allowed us to reduce the training minutes required per project by more than 70% in just 2 years, improved the number of projects supported by the department by over 300% and improved all learner metrics along the way. It hasn’t always been a smooth ride and we will certainly share lessons learned along the way

Paula Borland

Leadership and Talent Manager
Do you place learners right at the very heart of their own experience; not for learnings sake, but to create desire for continual growth, personal transformation, and a great place to work?
  • Biography

    Paula Borland joined Anchor in 2018 to head up the Leadership and Talent team. Having spent 20 years working with highly commercial private sector industries, this was an opportunity to share her experience and knowledge by working with England’s largest not for profit provider of homes for people living in later life.

    She is a Member of CMI, is a Change Management Practitioner and holds a Diploma in Coaching and Mentoring.

    Paula supports personal, professional, and organisational growth through a winning combination of great leadership and workforce engagement. She has enjoyed a successful career across a wide spectrum of HR, Organisational Development and Operational Leadership roles where she focuses on improving performance through strategic talent management, cultural change and behavioural science.

  • Presentation Outline

    Each individual learner is the spark – the catalyst for transferring learning into their own reality. As Learning Professionals, we often focus on finding learning solutions, creating initiatives, establishing new frameworks, and hunting out the latest theories, but do we give equally weighted consideration to understanding what ignites the reaction that works best for the learner?

    With the aim of improving leadership confidence and inspiring workforce belief in the benefits of a learning culture, at Anchor we took our first steps in moving towards learner control in an intensely operational and frequently stressful environment.

    This session explores the involvement and payback a learner centred approach has brought to our organisation, our courageous and hard-working teams, and ultimately our customers.

Register your interest in the People Development Summit 2023

8-10 March - Dolce - Sitges, Barcelona

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