ProgrammePeople Development Summit 2019
13 - 15 March 2019, Corinthia Hotel, Prague
Hamish is the Director and Co-founder of Wasafiri (www.wasafiriconsulting.com) – an organisation tackling Africa’s toughest problems; from conflict to climate change.
Hamish has served for over a decade on the front lines of war and disaster. His humanitarian work has seen him tackle natural disasters such as South-Asia’s Tsunami, Myanmar’s cyclone and Pakistan’s earthquake. His work with communities affected by conflict has taken him to Somalia, South Sudan, Afghanistan and beyond. These efforts have earned accolades including the Queen’s Medal for his work in Sierra Leone’s Ebola Crisis and the NATO Meritorious Medal for his work in Afghanistan.
Having emerged (mostly) unscathed, Hamish brings eye-opening insights into what it takes to lead in some of the most extreme environments on the planet. He will take us on a wild, inspiring (and sometimes harrowing) journey to confront the toughest questions facing all of us who lead.
He is passionate about helping leaders facing tough challenges make better decisions – whether they be military commanders and corporate executives, or local aid-workers and young entrepreneurs. His recently launched blog captures compelling (and slightly unconventional) insights from leaders tackling front line issues around the world.
Eye-opening insights into what it takes to lead on the front lines of war and disaster… Having emerged (mostly) unscathed from working in some of the remotest corners of the planet, Hamish takes us on a wild ride through Afghanistan, Myanmar, Darfur and beyond to confront the toughest questions facing all of us who lead.
I lead a talented team of professionals with a shared vision to develop our 14,000 staff for business success. Veolia is the UK’s number one waste, water and energy services company and the People Development Team play an important role in ensuring continued success.
Having previously worked within multiple sectors including Financial Services, Manufacturing and Housing; I have been at Veolia for four years and am committed to the work of the Company in the environment and the circular economy.
I am passionate about growing our talent through effective and innovative development programmes, using a blend of resources that will have maximum impact for our learners and the business.
I sit on the Board of the Rural Enterprise Academy – a pioneering educational establishment, which aims to educate and inspire young people, training them for careers in the land-based, rural and environmental sustainability sectors.
I am a Fellow of the CIPD, qualified coach and mentor and you can find me on Twitter @MattPittHr
My session would focus on the following themes:
• How we have partnered with the business, starting with a problem, not a solution.
• How we have addressed the skills gap in the UK, touching on the Energy and Utility sector (and the effect of not doing something!)
• The skills required within a modern day L+D function
• How we have leveraged apprenticeships for our advantage
• How People and Data Analytics have been incorporated within the team.
• How we have addressed our digital learning output.
• How we have partnered with other HR functions, home and abroad to enhance our offer.
Hailing from South Africa, Hannelie Meintjies studied Languages and Education at the University of Johannesburg, where a passion for Linguistics culminated in an MA in Applied Linguistics. Her early career included secondary and tertiary education at a variety of schools and colleges, until a move to Scotland in 2001 coincided with a career move into the private sector, and specifically into the world of Business Process Outsourcing.
Having spent the last 10 years at Sykes Global Services, Hannelie looks after a passionate and talented team of L&D professionals responsible for the development of SYKES leaders across the EMEA region – including bread and butter services such as performance management, core leadership development and succession programmes; and high profile projects such as the deployment of a Culture initiative across EMEA, and the establishment of an in-house e-design function.
In a world of ever evolving technology, many Learning and Development professionals (and often even learners themselves) maintain that ‘old school’ is probably still best: the immediacy of learners and facilitator interacting in an airy training space, the opportunity to learn from other learners (training has always been a social event) and the fun of doing learning activities (those much-loved role plays!).
In this discussion I’ll share examples of specific learning activities that, in my experience, not only benefitted from being virtualised, but offered exceptional learner engagement, and outstanding learning effectiveness as a result. I’ll reference a couple of case studies, both current live projects run by L&D at Sykes Global Services in EMEA:
• A culture-change project
• A succession programme
Amongst others, I’ll specifically discuss the value in virtualising:
• Learning through peer interaction and networking
• Learning through informal channels, including virtual spaces and enterprise social media channels
• Learning inclusivity, flexibility and transcendence of hierarchy
• Overcoming barriers of language and culture
Of course, it is not so much WHAT we do but HOW we do it, so I’ll provide some suggestions, and proposals for measures of success, that I have personally found of use.
This presentation will benefit most L&D professionals, but specifically those in larger organisations grappling with L&D resourcing and provisioning across multiple geographies.
Jay is a champion for innovation in learning and people development who specialises in learning design, developing trainers, mobile learning solutions, gamification, large scale employee experience and cultural change. His career to date has been spent disrupting and reimagining the learner experience in a variety of roles which have included reinventing classroom training at Apple for carrier sales audiences globally. Designing and developing new learning vehicles and mobile platforms at Vodafone Group. Heading up People Development and implementing business wide cultural change and learning initiatives at video game developer and publisher Jagex. Now Senior Manager for L&D at Audible, the worlds leading audiobook and original audio content provider. Jay moved in to L&D over 10 years ago from retail store management and has been enjoying the adventure ever since. Jay has previously presented on Game Design Theory for Learning at the Museum for Computer Technology in Cambridge, UK.
With gaming established as part of the cultural mix, the use of gameplay mechanics – scoring, skilling, levelling up and many, many more – are being adapted and taken into the workplace, especially in learning and development. This is gamification and when well used it can engage, empower and excite learners everywhere.
During the session I’ll walk through some key game design principles including some real life examples of how I’ve implemented them myself in my career to date.
Be it eLearning, Video based, Virtual learning or Classroom training you’ll have some sound and very “doable” techniques which you can take back to immediately enhance your learning programs.
In this brutally honest exchange you’ll see examples, hear stories, walk through some rules (and when to break them), explore some of my own personal learning hacks, I’ll share some tough lessons learned along the way and we’ll have some time for questions at the end.
Please note: No gaming experience necessary!
Jonathan Fletcher has over 15 years’ experience in sales, Learning & Development and LMS management and delivery within Retail, Telcom’s, Luxury and now Creative industries in a number of national and global roles. He is currently Global Head of Technicolor Academy, an internal L&D department supporting over 5000 staff, in 4 VFX companies. across 7 global locations.
Jon and his global team have started an initiative to strategically work with Education partners, aligning their courses to the industry trends and requirements. We have recently expanded our Creative Academies into 5 of the 7 global locations. Creative Academies are fully paid, intensive training programs aimed at recently graduated artists, lasting up to 10 weeks with a core objective to deliver the highly skilled artists into the business units. In 2018 the Technicolor Academy Team are on target to train over 600 artists through this program. Another area Jon looks after is the internal learning solutions for existing artists, supporting them develop their technical and soft skills through a range of learning interventions. In August 2018, a new, innovative LMS system is being deployed all business units globally, with has a core focus to support, develop and manage the talent pipeline into and whilst at the 4 VFX studios.
Jon loves to challenge the norm, the way things have been done before, and always asks the question…. why?
The infrastructure in and around Learning and Development is evolving, and at a fast pace. Cloud based LMS & CMS, Next Gen learning systems, Macro Learning solutions, and so on.. however, are the businesses equipped to deal with this pace of development and are we even asking if we need this level of development? – all this and more will be discussed.
Professor Geoff Bird is a Professor of Cognitive Neuroscience at the University of Oxford and a Senior Lecturer at the Institute of Psychiatry, King’s College London. He also holds a Research Fellowship at the Institute of Cognitive Neuroscience at University College London. Geoff has focused throughout his career on understanding the neuroscience of performance, both of individuals and of groups.
He is an expert on social interaction, and his research covers how the brain enables us to learn from others, feel empathy for them, and influence how they feel and think. A key focus of his present research is how people can make better decisions, both individually and in groups. As a result of this interest Geoff has completed a WABC-accredited Business Coaching course focusing on the neuroscience of leadership and performance.
Professor Bird served as a Science Policy Advisor to the UK Government throughout 2008 and is one of the Principals of the Centre for Educational Neuroscience – an organisation dedicated to enriching education through the application of findings from neuroscience. He contributes his expertise in the neuroscience of learning and reward to the centre in order to increase the efficiency with which people learn, and how best to motivate that learning. He is frequently consulted by blue chip companies and the media to explain the relevance of neuroscience to society and business.
He has recently been voted one of the UK’s ‘Most Influential HR Thinkers’ by HR magazine.
Geoff is a cognitive neuroscientist, which means he is both a psychologist and a neuroscientist. As an active research scientist, he is extremely interested in the factors that allow us to perform to the best of our abilities at work, and conversely those factors that result in reduced performance and wellbeing. As a result of his research, he has developed a keen interest in the neuroscience of stress and sleep deprivation.
Although most of us know stress is a bad thing, and would like to reduce levels of stress in our organisations, it is surprising how few people actually know what stress is. Geoff will provide a scientific definition of stress, and highlight how this definition allows us to understand the implications of stress outside the workplace for workplace performance, and the difference between pressure and stress. It will also become clear why the amount of work someone has to do has little relationship with the amount of stress they feel. This is important, as most leaders assume that workload is the thing that they should modulate in order to reduce stress in their organisation.
The session will move on to look at the relationship between stress and sleep deprivation, and how and why both factors severely impact our performance and behaviour at work. While designed to highlight the seriousness of stress and sleep deprivation, the session will provide a positive message by highlighting ways in which stress can be reduced in the workplace, and better sleep achieved despite the pressures of modern life and work patterns.
Derek MitchellHead of Insight, Service Strategy & Operational Delivery
STRATEGY GROUP SESSION
Building “demonstrably, the best L&D insights function in the world” - (Aka; using data to measure ‘stuff’)
Derek is a self-confessed ‘data guy’ who moved into the world of People Development in 2016. Prior to this Derek worked for RBS group, using data to enhance the conversations that bank had with its customers with a view of increasing both customer satisfaction, and revenue generation. One piece of work, exploring the use of emoticons within customer webchats, saw his team beat CERN in an international award for Applied Analytics.
Earlier in his career, he worked in various functions across Sky, such as the Marketing group exploring areas such as how offer usage affects the acquisition of new customers (and how this can be used to predict their future behaviour), consolidating staff performance data into succinct, actionable views, and implementing cultural change to raise the quality of demand being asked from the stakeholder group to embed a culture of data driven Decisioning. Since being asked to create Sky’s Learning Insight Team, he has built a global network of L&D peers from large organisations and regularly benchmarks the work of his team against that of global players. He is a strong advocate of
translating techniques used in Marketing for many decades, such as a/b testing, segmentation, and personalisation, to L&D environments to drive engagement and demonstrably improve ROI.
Late in 2016, Sky committed to building a deep understanding of the value which could be directly attributed to L&D interventions. There was a desire to understand how to increase staff engagement, learner satisfaction, and ultimately, how Sky could benchmark and improve the business outcomes as a result of using L&D.
In order to meet this challenge, Sky built a dedicated insight team consisting of two Insight Analysts (with no background in L&D), one member of staff who has previously worked in L&D, and a Psychologist. The cross skilled team was headed up by Derek Mitchell, a self-confessed ‘data guy’ with a background in performance measurement across a range of industries and functions. Their one objective was to ‘build, demonstrably, the best L&D insights function in the world’
Within 12 months of having been put together, the team had:
• Standardised the format of feedback solicited from attendees, allowing the experience of delegates within formats and topics to be compared, simply & honestly.
• Segmented the employee base by characteristics such as Age, Gender and Tenure
• Profiled 3,000 staff (representative of the UK population as a whole) using the Big Five Personality traits
• Built the worlds first, context specific, L&D sentiment lexicon
• Ran a number of behavioral experiments, utilised Nudge theory, and introduced controlled trials
• Connected multiple local and Big Data sources into a holistic singled dashboard presenting every important aspect of learning delivery on one page, allowing the L&D function to quickly explore learning cohorts & KPI movement on the fly, with a view of forming hypothesis to test.
As the Insights team has been undertaking pioneering work, a lot has been learned on the journey.
Hannah O’Sullivan, Head of Learning and Development, VolkerWessels UK
With over 20 years of training, coaching, mentoring and management experience gained within a wide range of industries from fast moving telecoms, through to manufacturing and retail, and more recently the construction industry; Hannah has a balanced understanding of the desire to develop individuals’ potential and that of the business’ strategic requirements and ROI. Her passion for people is coupled with strong commercial acumen and a determination to ensure L&D is not seen as “the fluffy stuff”!
The simple question is – why maximise people’s potential?
Looking at every level in business from high flyers to perceived “steady Eddies”; through to managing and supporting current underachievers; to what extent is maximising people potential a key driver for business success?
From a more strategic and business view - do we understand what the impact would be of not doing this?
In the current employment market, all sectors want to attract and retain the best people. Matching the generational expectations for their workplace experience, which include both personal and professional development and life/work balance, is a challenge for all.
What does the future hold in terms of maximising people potential?
As a nation, productivity is one of the lowest – and that coupled with a backdrop of desired continuous improvement and innovation, at every level from the CEO to the shop floor, puts a real spotlight on driving people performance.
What part does employee engagement have on maximising people potential?
Is making people feel good about themselves or the business actually helping the bottom line?
How can we maximise people’s potential?
Join Hannah O’Sullivan, Head of Learning and Development, VolkerWessels UK, to discuss the issues facing us all, and share your views and thoughts.
Passionate about People Development, Rob is the Head of Learning Strategy and Development for Santander UK. With over 15 years of experience across Learning and Financial Services, Rob and his team at are on a journey of transformation, focused on updating the Learning Experience to keep pace with colleague expectations shaped by digital giants such as Netflix, Amazon, Google, Facebook Paypal, Uber ... the list goes on.
Rob’s passion for innovation and evolution saw him take up the position of Head of Learning in late 2015 when he choose to “start again” with the Learning setup. Hitting the reset button allowed the team to take stock and implement significant changes in areas such as the team structure, working practices, learning systems, content offering and overall learning experience.
It’s not often you get the opportunity to start again with pretty much everything and it certainly hasn’t been easy but now in year three of the learning transformation, Rob and the team are looking to the future and considering what the next evolutionary step in L&D should be.
Join me for a focused workshop where we will all use our insight, views and research to collectively reshape and reinvent our future. We may be bold, we could be cautious or we may even just walk away content that we are doing everything imaginable, but can you afford to miss such an opportunity?
We have all heard how digitalisation and technology are reshaping the world we live in. You will also likely have a view on what we should be doing in Learning and Development to reinvent ourselves ... but the question is ... are we doing enough?
With the rate of change that surrounds us, coupled with the dramatic shifts if consumerism and people’s expectations, the products and services we produce in Learning can often fall a little behind the times.
By using Design Thinking techniques we will rapidly ideate, refine and prototype our possible future. We will take the very best that we have from the wealth of personal insight in the room, combined with
our own perceptions and expectations of disrupters such as Facebook, Netflix, Amazon, Google and Airbnb.
What other opportunity do you get to collaborate and reinvent our future with like-minded professionals from across multiple sectors, industries and geographies? Just imagine what we could create!
Register your interest in the People Development Summit
13-15 March 2019, Corinthia Hotel, Prague
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
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