SPEAKERS

SAMPLE OF KEYNOTE SPEAKERS AND THEIR CASE STUDIES

Ricardo TROIANO

Group Head, Change & Organisational Development

CASE STUDY / DAY 1

Culture and Employee Listening

Organisational culture is forever evolving. We often see our role in HR as steering, supporting or even shepherding this evolution. Too often the view is primarily seen as top down only, with a clarity of vision from the senior leaders that will shape the aspirational culture. How would we get the entire organisation involved in co-creating the future, and sharing what they will support or not tolerate? Like in any relationship, the clues lie in the connection and discussion. So we ask and we listen…at scale.

  • Why do we need to change how we engage?
  • Driving a shift to employee listening strategy
  • Supporting the ongoing culture change
  • Leadership and sustaining the dialogue
CASE STUDY / DAY 1

Global Talent Review & Succession Planning Process

The presentation will showcase the approach Linde PLC is taking globally to identify talent and to ensure a sustainable succession planning.

  • Identifying talent
  • Potential identification
  • Potential dimensions
  • Sustainable succession planning

Marie-Kristin HAHN

Head of Talent Management & Development

SUMMIT WILL HOST SPEAKERS FROM THE WORLD’S LEADING COMPANIES

Ricardo TROIANO

Group Head, Change & Organisational Development

CASE STUDY DAY 1

Culture and Employee Listening

Organisational culture is forever evolving. We often see our role in HR as steering, supporting or even shepherding this evolution. Too often the view is primarily seen as top down only, with a clarity of vision from the senior leaders that will shape the aspirational culture. How would we get the entire organisation involved in co-creating the future, and sharing what they will support or not tolerate? Like in any relationship, the clues lie in the connection and discussion. So we ask and we listen...at scale.

• Why do we need to change how we engage?
• Driving a shift to employee listening strategy
• Supporting the ongoing culture change
• Leadership and sustaining the dialogue

Marie-Kristin HAHN

Head of Talent Management & Development

CASE STUDY DAY 1

Global Talent Review & Succession Planning Process

The presentation will showcase the approach Linde PLC is taking globally to identify talent and to ensure a sustainable succession planning.

• Identifying talent
• Potential identification
• Potential dimensions
• Sustainable succession planning

Michal BIBLIOWICZ

VP, Global Leadership Programs

CASE STUDY DAY 2

Learning for ALL: Experiential Leadership Journeys

Creating a human centric leadership culture at ACCOR (250,000 employees around the globe,) has been a remarkable experience. Our experiential blended journeys takes global leaders through a 6 months journey to gain insights on to topics such as vulnerability, res

• Creation of the journeys: co-design between regions and global (internal)
• Learning for all: blended journeys are available for all levels of leadership in 19 languages
• Accountability for learning and growth: empowering employees to up-skill and leveraging their strengths

Mohsin SIDDIQUI

Global Head, Organisational Effectiveness

CASE STUDY DAY 2

Risky Business: Managing Talent for the Enterprise

Talent management is seen as “part art, part science”. Instead of looking for new tools, new guides or new assessments, what about going back to basics? Value-driven talent is a way to consider how companies can allocate people capital in the same way as they allocate their financial and operational capital.

Elisabetta Galli

Former Group Executive Vice President: Global Head of Knowledge, Development & Talent Management

CASE STUDY DAY 1

The L&D Revolution

The transformation process of the L&D ecosystem.

• The strategic context
• The five leverages of the transformation
• The new L&D ecosystem

Michal BIBLIOWICZ

VP, Global Leadership Programs

CASE STUDY / DAY 2

Learning for ALL: Experiential Leadership Journeys

Creating a human centric leadership culture at ACCOR (250,000 employees around the globe,) has been a remarkable experience. Our experiential blended journeys takes global leaders through a 6 months journey to gain insights on to topics such as vulnerability, resilience, Emotional Intelligence, Diversity & Inclusion, Empathy, and work-life harmony.

  • Creation of the journeys: co-design between regions and global (internal)
  • Learning for all: blended journeys are available for all levels of leadership in 19 languages
  • Accountability for learning and growth: empowering employees to up-skill and leveraging their strengths
CASE STUDY / DAY 2

Risky Business: Managing Talent for the Enterprise

Talent management is seen as ‘part art, part science’. Instead of looking for new tools, new guides or new assessments, what about taking going back to basics? Value-driven talent is a way to consider how companies can allocate people capital in the same way as they allocate their financial and operational capital.

Mohsin SIDDIQUI

Global Head, Organisational Effectiveness

Good coverage of various industries, very useful. Many opportunities for networking.

SVP, Leadership & Talent Management at Swedbank

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