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THANKS TO OUR AWESOME 2018 SPEAKERS

Josh Bersin
Josh Bersin
Founder, Bersin Partners
Vanessa Blewitt
Vanessa Blewitt
Global Transformation Lead: Learning Intelligence and Effectiveness, Nestlé
Darren Nerland
Darren Nerland
Senior Learning Strategist – Amazon (USA)
Chris Pirie
Chris Pirie
General Manager, Global Learning, Microsoft (USA)
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HR’s Five Mandates in the New World of Work (Streamed from SF with Live Q&A)

We all know the world of work has changed. People work in teams and use technology more than ever before. Organisations are asking people to move faster while becoming even closer to customers. Ongoing reskilling is a requirement for almost every job. And of course, emerging technologies employing AI and robotics are on the brink of changing jobs in every industry segment.

What is HR’s role in all of this? In this streamed keynote presentation, Josh Bersin, global independent analyst and founder of Bersin™ by Deloitte, will present the five mandates for HR organisations in the coming years. He will explain how we can best provide value to our companies and boost employee productivity and engagement by leveraging technology and best practices to enhance the ways employees work, learn, and develop.

Other topics include:

  • Making intelligent business decisions through data-driven HR
  • The latest trends in the HR technology market and how they will influence buying decisions
  • Creating a learning culture with a clear vision and innovation at its core
  • Fostering diversity and inclusion through innovative practices and technology

 

Josh Bersin is an analyst, author, educator, and thought leader focusing on the global talent market and the challenges and trends impacting business workforces around the world. He studies the world of work, HR and leadership practices, and the broad talent technology market. He is often cited as one of the leading HR and workplace industry analysts in the world.

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Learning Effectiveness Framework: From Happy Sheets & People on Seats to Tangible Business Value

In this session hear how Nestlé have made considerable inroads into changing the conversation about learning value, moving from a focus on efficiency and cost to concentrating on results and value. This has been largely due to delivering a framework that enables a holistic, value focused approach for both L&D to design and deliver – with the business for the business – and the business (learners, line managers, HRBPs) to prepare and participate in learning. These have brought about measures that provide actionable insights about what happened and why.

Nestlé has achieved this by adopting outside-in thinking through internal and external research, connection & reflection. Starting with “contained” high profile/high value parts of the business and cross functional collaboration between experts in several core HR technologies, organisation structures and data, learning and development, vendors and people analytics. Learning can be positioned as a tangible performance enabler when learning teams work with the business for the business.

Enable Workplace Performance - Optimise Technology to Enable Knowledge and Skills Acquisition

In this interactive panel discussion, you’ll examine several critical business problems.

How do you navigate the minefield of technology options that claim benefits? With so much new learning technology, how do you decide whether you need to invest in a new Porsche or just re-detail a used Toyota? Where can L&D professionals access reliable information on tools that are fit for purpose? How does L&D utilise technology that delivers learning that moves with the agile, volatile and mobile nature of work, and identify metrics to demonstrate impact on related business outcomes?

This session will provide solutions to help you:

  1. Align technology choices to business needs and outcomes
  2. How people and processes are key to technology enablement and success
  3. Understand the business metrics that matter
Unlocking the Value of Your Data – Building World Class Strategies - L&D Executive Panel

When asked about the future of business analytics, the first words that are spoken are AI, machine learning, automation, robotics – but what does all this mean right now? What value are these technologies bringing to business?

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Building a Learning Ecosystem: What You Need to Know

Online and social learning reduces the cost of training, expands the ability to reach a larger audience for your content, and increases the speed at which learning experiences can be accessed and offered. However, because of these growing complexities it’s increasingly important to ensure you’re looking at both how these ever-increasing types of content interconnect and how your learning architecture scales with the business needs of your organisation. We will explore social platforms; performance support platforms; eLearning, video, and mobile learning; learning management systems and; HRIS system integration.

  • How learning paths will push people past compliance and “required” learning.
  • How new platforms that exist to give employees the opportunity to innovate through enhanced collaboration with peers.
  • Allow learners to see new ideas emerge through informal learning activities.
  • Explore the link between performance and learning in systems.
  • How using both asynchronous and synchronous content can give additional flexibility to your ecosystem.
  • How to prepare yourself for continued technological evolution.
Design Thinking is Not Rocket Science! But L&D Projects Need it

Design Thinking is a buzzword right now, and it is often used when we discuss things like use cases or user stories for design. Or we confuse design thinking with UX or UI design. Design Thinking is a systematic process that empowers people to think in a more innovative way to solve problems and to create solutions for what customers really want. In today's reality, learning solutions demand innovation.

While Design Thinking is not rocket science, it is a process. It is not an art, but it does involve creativity. In this session you’ll work together to understand what design thinking is, how to fail fast, and apply it to a learning example and explore the phase of design thinking. In the end you’ll talk about how this is about people and design, not about systems and technology (but how to use them to your advantage!).

  • How to explain what Design Thinking is and how to apply it to your work
  • How to fail fast and learning from pilots and experiments
  • How to apply Design Thinking to a learning project
  • How to use Design Thinking principles and templates
Unlocking the Value of Your Data – Building World Class Strategies - L&D Executive Panel

When asked about the future of business analytics, the first words that are spoken are AI, machine learning, automation, robotics – but what does all this mean right now? What value are these technologies bringing to business?

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The End of the Training Department and the Rise of The Learning Scientist – Digital Disruption and the Future of Learning Leadership

In 2016 Chris gave a presentation entitled The End of the Training Department, in which he shared the disruptive forces at work on Microsoft, his industry, and on his team. The title was hyperbole, but the forces at work on his team and the anxiety about the future of the learning profession were real. In sharing his attempts to understand a future role for the organisation and function he ultimately expressed his confidence that with disruption came great opportunity, and in innovation was a possible salvation and vision for the future of our discipline.

In subsequent years, Chris has had the opportunity to explore the impact of disruptive forces at work on the learning function with many Chief Learning Officers around the world. CLOs from Addis Ababa to Zurich (well Switzerland anyway) and from Automotive companies to Wall Street, and he’s had the chance to sharpen his thinking on future opportunities for the ‘training department’, meet some learning scientists, and discover some cool best practices along the way.

In this talk Chris will update you on the changes at Microsoft and their journey to create a culture of learning that builds competitive advantage and a measurable impact on stock price. He’ll also share with you three forces and learnings to help you chart a future course.

  • The rise and the role of the robots – What are the skills implications of the fourth industrial revolution?
  • The new cult of learning culture – Why your job is not your job, and why learning is everybody’s job.
  • The learning advantage – How learning innovation is a competitive advantage and a force for progress in the world.

 

In the context of these trends, you’ll discover some tools to plan your future as a learning leader. All participants will get a reading list and a list of questions to help you frame your future as a learning leader in the age of digital disruption.

Digital Opportunity and the Future of Learning Leadership

Building on the topic of his presentation Chris Pirie will lead a highly interactive and participatory session which will help you chart a course for building the next generation of learning team in your organisation. Chris will provide a crash course on digital transformation and opportunities, then you will do the rest of the work, including:

  • Create a human scattergram that brings hidden data to life
  • Think like a futurist to identify the disruptive forces threatening your organisation and your team
  • Chart a course of action that respects your past but defines your future as the learning team that your organisation needs and will celebrate
  • Set the dials and push the button to start – or accelerate – the machinery of your own digital disruption journey

 

Our objective is to unearth examples of best practice underway in Australia, in your team, and in your organisation. We will arm ourselves with the seeds of a plan to build the modern Learning department or improve upon the one you already have.

This session will be filled with movement, crazy ideas, and absurd assertions, and will blend discussion of our serious missions with some fun. If things go to plan you will stand as much as you sit, you will talk as much as you will listen, and you will teach as much as you learn. But things hardly ever go to plan!

Gabe Zichermann
Gabe Zichermann
Expert, Author & Writer about Gamification and Engagement Mechanics (USA)
Geoff Stead
Geoff Stead
Chief Product Officer, Babbel (GER)
Adrienne Viney
Adrienne Viney
Technology and Services Manager, People & Global Capability, Woodside Energy Limited
Thomas Møller Jeppesen
Thomas Møller Jeppesen
Senior People Operations and Development Partner, LEGO (DNK)
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Digital Wellness & Gamification: The Opportunity for HR/LD to Create Tech-Life Balance

Technology has irrevocably changed our work and personal lives, mostly for the better. But the mainstreaming of always-on culture and rise of gamified algorithms threatens the health and well-being of millions of high-value employees. This session focuses on what HR & LD leaders need to know about technology addiction and how to strategically combat it in the workplace without reducing engagement or productivity. At the same time, this discussion will also help attendees understand how gamification can contribute positively to a workplace culture of learning with examples and a solid foundation in the science of behaviour.

Gabe Zichermann is the world’s foremost expert and public speaker on the subject of gamification, user engagement and behavioural design. He is the Co-Founder of the behaviour change software start-up, Onward. Gabe is the author of The Gamification Revolution (McGraw Hill, 2013), Gamification by Design (2011) and Game-Based Marketing (2010), as well as the Founder and Editor-in-Chief of the industry’s primary publication, Gamification.co. In addition, Gabe helped co-design live-event gamification platform Liventium.

Failosophy: Successful Organisations Learn to Embrace Failure

We’ve long tried to make our teams more entrepreneurial, more creative and more forward-thinking. But there is an aspect of human behaviour and corporate culture that stands in the way of successful innovation: the fear of failure. As individuals, we are taught this fear from an early age. By the time we reach our 20s, most of us have developed failure-coping mechanisms that ultimately will inhibit our personal and organisational ability to succeed. From popular media to Silicon Valley, saccharine mantras about “fail fast” and “everything works out in the end” don’t help people - they simply create new ways to feel like a failure. The only way to change this and unleash our true potential is to lean in to failure and design a pro-failure culture. In this fast-paced discussion, futurist, entrepreneur and behavioural design expert Gabe Zichermann weaves together the latest science and concrete examples of successful companies that have embraced failure to the fullest...and thrived.

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“Mastering the Future, Today” – Emerging L&D Technology Trends Impacting Your Business and How to Use Them for Good

Employees are turning away from learning, or more specifically, the kind of learning and support L&D used to provide. Disastrously, this is happening at the same moment that many businesses are most in need of new thinking and new skills. The young workforce is highly mobile with high expectations. Outside work they expect learning to be always on, personalised, totally relevant to their moment of need, and often free.

Emerging digital tools and trends are both the problem and the solution. But to take full advantage of this, L&D and HR leaders need to learn to operate in a different way.

Geoff is an internationally regarded thought leader on emerging technologies and how they can be used for learning, communication and collaboration. He has spent the past 12 years leading teams with the sole mission of developing new tools, and technologies that would solve meaningful learning problems. This included 3 years embedded in an L&D team in a huge technology business in California, with direct access to multiple US-based CLOs (Facebook, Microsoft, LinkedIn, Hilton, Twitter, etc). His mission was to understand their organisational challenges, to recommend emerging vendors, to build new tools himself, and to share what they learned.

  • Lightweight introduction to emerging technology trends starting to impact L&D (AI, AR/VR, mobile)
  • Problem definition (that L&D is in a bit of a race for relevance)
  • 6 specific pieces of advice, with concrete next steps, or real examples in action. They are platform/solution agnostic, but can be acted on soon
  • A set of new tools and skills that L&D practitioners should consider mastering (matching very well with your report: UX, agile, etc.)

 

This session will also provide an in depth understanding of three key techniques for mastering the art of bringing new technologies into the workplace:

  1. User centricity (understanding how technology can enhance employee performance)
  2. Avoiding corporate traps (ways to innovate around challenges imposed by unhelpful politics or structures)
  3. Implement a readymade L&D learning plan (new skills that L&D practitioners of the future should master)
Channelling Your Inner Start-Up: How Lessons from Emerging Technologies and Agile Start-Ups Provide Renewed Momentum

It seems like times are exciting for VC funders, start-ups and digital disrupters. New technologies and business ideas are constantly in the news, changing the expectations and dreams of our future workforces. These same aspirations are creeping into traditional businesses too, but many are struggling to make the most of them. The young workforce is highly mobile, with high expectations.

Emerging digital tools and trends are both the problem and the solution here, but to take full advantage of this HR leaders need to learn to operate in a different way.

Geoff has an unusual history in HR and L&D. He has run a series of successful R&D labs, and EdTech teams specialising in developing new tools and technologies for L&D, which culminated in 15 of them being embedded within HR in a huge technology business in California, with direct access to multiple US-based CLOs and HR leads (Facebook, Microsoft, LinkedIn, Hilton, Twitter, etc). His mission was to understand their organisational challenges, to recommend emerging vendors, to build new tools and to share what they learned.

This session will include:

  • Lightweight introduction to emerging technology trends starting to impact your business (AI, AR/VR, mobile)
  • Lessons from the EdTech, and start-up scene
  • A set of new tools and skills that practitioners should consider mastering
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Simple and Effective Leadership Competency Development – The Woodside Story

Many organisations face the same challenge of articulating the benefit of Leadership Development. However, there is a simple and effective way of establishing leadership expectations:

  • Establishing leadership expectations that can be applied across all levels within the organisation and across operational and professional areas whilst addressing the different needs of different people in the organisation at the same time
  • Aligning leadership expectations to development plans and learning activities
  • Keep assessing and tracking organisational progress against leadership expectations
  • Aligning leadership development to other HR processes – promotions, internal hiring decisions, etc.

 

This presentation will assist you in dealing with embedding learning in business strategy; how to deliver a simple module that effectively addresses the different needs of different groups in the organisation; quantifying value; demonstrating how L&D and technology professionals can work together to deliver a great result; and adopting technology that is simple to use and delivers a great user experience.

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PLAY: How the LEGO Group Has Made it Fundamental to Employee Experience

LEGO’s innovation story is legendary. Last year Forbes Magazine nominated LEGO as the most powerful brand in the world!

It is the LEGO philosophy that ‘good quality play’ enriches a child’s life and lays the foundation for later adult life. Play in a LEGO context is not much different than it is for a child – without play the humankind would not have culture, language etc. as it’s a prerequisite for your ability to learn.

Hear how one of the world’s most well-known brands utilises its core message and translates it into award winning employee experience. Thomas will share how Lego ensures that all employees experience the power of play through their onboarding in programs that allow them to engage with kids in the local communities, through leadership programs and of course in their yearly Play Day that brings play and the potential of the LEGO Brick into the hands of all employees.

How the LEGO Group is Transforming its HR Function and Processes to Prepare for the Future (of HR Tech)

LEGO have fundamentally changed their structure and operating model to be able to deliver day-to-day while preparing for the future. In the past 6 months – using social engagement tools and completely restructuring the performance review, bonus and training programs – LEGO is showing agility to cope with double-digit headcount growth.

An important part of this change was the re-build of their front-end innovation department (Creative Play Lab), enabling this agile way of working, and new technologies to better innovate the future of toys.

Chris Havrilla
Chris Havrilla
Vice President, HR Technology and Solution Provider Strategy, Bersin, Deloitte Consulting LLP
Alexander Kjerulf
Alexander Kjerulf
Chief Happiness Officer, WooHoo Inc
Kumud Kokal
Kumud Kokal
Former Head of Business Systems, Airbnb (USA)
Lee Williams
Lee Williams
Head of Learning & Leadership Development, Latitude Financial Services
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Talent & Technology Innovation and Transformation is Won at the Intersection of HR and Business, Product and IT

There are many forces that are causing disruption to HR we can't afford to ignore – demographics, technology, and the changes to our work culture like the gig economy, demand for personalisation and digital transformation. One of the biggest disruptors is the emergence of Intelligent Software (AI/IA). One thing is for sure, how we work and how work gets done will change.

Can incorporating intelligent software or machines into our workforce lead to BETTER, more personalised experiences? More engaged and diverse workforces? A solution to our current tech and talent woes?

We can’t ignore these innovations, but we must take a holistic approach and innovate our function and technology at the same time – including who are, and how do we partner with, all the stakeholders to get the outcomes and full potential possible.

Plus: you must sell and fund this when you can’t prove success or certainly not ROI, internally or externally. This is innovation! Innovation means it hasn’t been done before. Buckle up, it’s going to be a bumpy ride and you need to be prepared.

  • How do we break the cycle of transactions that drive activity and “productivity”, but don’t add value or achieve the outcomes people wanted or expected?
  • HR purchased enterprise software as silver bullet solutions, but what they got was more work, and a general dislike and distrust of technology and vendors. Why hasn’t our tech worked?
  • Why is nobody happy and pointing fingers at each other about talent and tech woes – HR Customers, HR Tech Vendors, IT teams, and the businesses they are all trying to serve? More importantly, what is the solution?
  • How do you have the tough technology conversation that nothing will work without solving the NON-tech issues that plague most organisations today?
The HR and L&D Innovation and Tech Fest Wrap Up Lab

We’ll condense and re-package the very best ideas you’ve heard over the two days, to ensure you can take away the practical tips and insights to implement tomorrow!

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Leading with Happiness

With disruption and change all around us, studies clearly show that a manager’s behaviour has a huge influence on happiness at work. Good leaders motivate and energise their employees, creating a level of happiness that makes employees go the extra mile for their business and their customers. Bad managers spread frustration and stress.

Alex is Denmark’s Chief Happiness Officer and one of the world’s leading experts on happiness at work. He gives leaders the knowledge and tools they need to make their people happy at work. And it doesn’t take much. Happiness at work is not about raises, bonuses, perks and promotions – it comes from simple, effective actions that any leader ought to know and do.

Alex is the author of international bestseller Happy Hour is 9 to 5 and has consulted to some of the world’s best brands including Microsoft, LEGO, IKEA, Shell, HP and IBM.

The Happiness Debate

Let's get practical! What exactly does it take to create a happy workplace and what are the main pitfalls to avoid? Join this roundtable and ask any question you want.

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Data Driven HR: How Airbnb Measures Belonging and Other Metrics

Airbnb’s mission is to create a world where anyone can belong anywhere. They believe that belonging starts at home. Belonging is not only core to their mission but to their existence and is one of the most important metrics they measure.

This has been enabled by a strong partnership between HR, People Analytics and HR Technology teams taking a data driven approach to identify strengths, opportunities and roadmaps. This session will highlight the strategies behind building a data driven HR organisation. Kumud will share the journey and the data driven approach that Airbnb has been on to measure belonging and other metrics in recruiting, compensation, talent and payroll.

You already have lots of data in your existing systems and tools. These data sources may be disparate or integrated. Here are some key takeaways:

  • What are the foundations of building a data driven practice in HR?
  • How do you leverage data governance to improve the quality and integrity of HR data?
  • How to build recruiting, compensation, talent or manager dashboards and what strategies to use to increase adoption of these dashboards
  • How do you lead with data in making organisational decisions?
Digital HR: Designing and Automating HR Processes

In a recent article by Josh Bersin and the High Impact HR Report, research suggests that 45% of companies are still focused on basic process automation in HR. The transformation from paper or digital paper (emails, word/excel documents, etc.) to a fully integrated HR Technology environment can not only be daunting but expensive. Automation in HR is no longer a ‘nice to have’ but a ‘must have’.

In this session, Kumud will share short- and long-term strategies on which HR processes can and should be automated – and the journey that hyper growth companies like Airbnb have gone through to achieve such automation (and are now focused on innovation). This journey started almost 4 years ago with 2 applications and 0 integrations. It is now a fully supported ecosystem with a dozen enterprise HR Applications and more than 130 integrations automating data movement across applications.

  • Building a strategy for designing and automating HR processes
  • Executing against that strategy
  • The role of people, process and technology to achieve such automation
  • Lessons learned around what’s worked and what’s challenging
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Creating a Continuous Learning Culture That Supports the Business Vision and Strategy, with Digital Enablement at its Core

A culture where people actively seek out learning opportunities to develop themselves is the dream of every progressive L&D professional. But let’s face it: One cannot make people want to learn! How do you create and embed a continuous learning culture in your businesses? In this session, the leader of the strategy at Latitude Financial Services will share their journey towards establishing a continuous learning culture, to enable their business strategy - and how they shaped this by focusing on the modern learner’s needs, at its core.

Bevan Preston
Bevan Preston
"That Guy from Learning", Learning Solution Designer, Vodafone
Tracy Hong
Tracy Hong
Digital Learning Lead, QBE
Giovanna Romeo
Giovanna Romeo
National Capability & Development Manager, Boral Australia
Wayne Mott
Wayne Mott
Learning Manager, Melbourne Water Corporation
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Vodafone Learning – How a Partnership Helped Foster a Social Learning Culture

Hear how Vodafone doubled learning activity in a year, exploiting curiosity and community as a social driver for learning engagement. Bevan and his team moved from an entirely ‘push’ learner enrolment to 35% ‘pull’ enrolment, using social cues to encourage self-directed learning.  They will share how they exploited already well-established social ‘discovery’ behaviours from social platforms like Facebook and Twitter, and transplanted these into Vodafone Learning.

The results made it easier for learners and leaders to encourage each other to learn more, by giving them tools to refer learning, review learning and monitor learning.

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Enable Workplace Performance - Optimise Technology to Enable Knowledge and Skills Acquisition

In this interactive panel discussion, you’ll examine several critical business problems.

How do you navigate the minefield of technology options that claim benefits? With so much new learning technology, how do you decide whether you need to invest in a new Porsche or just re-detail a used Toyota? Where can L&D professionals access reliable information on tools that are fit for purpose? How does L&D utilise technology that delivers learning that moves with the agile, volatile and mobile nature of work, and identify metrics to demonstrate impact on related business outcomes?

This session will provide solutions to help you:

  1. Align technology choices to business needs and outcomes
  2. How people and processes are key to technology enablement and success
  3. Understand the business metrics that matter
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Utilising Learning Management Technology to Significantly Advance Employee Safety and Business Efficiencies

Boral’s implementation of iLearning plus learning management system for training and compliance for its 6,000 employees across 430+ sites nationally impacted upon virtually every aspect of their operations, especially with regard to its employee safety goals and overall operational efficiencies.

How this was achieved offers a fascinating glimpse into the ways innovative corporations can utilise and adapt advanced learning technologies to achieve impressive and significant results, often in areas far outside the original or intended scope of operations.

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Building a Smart, Interconnected Digital Blended Learning Ecosystem for An Enhanced Learner Experience

In an environment of rapid change, technology advancements and increasing digital workplace disruption, the window of opportunity to engage learners is growing smaller. The blurring of working life and home life demands a simple and seamless user experience. Individuals need to be able to take control of their own learning and development through an ecosystem that allows them to learn when they want and how they want. To build an ecosystem there are some key components to ensure success:

  • Developing a new way of learning
  • Creating a single pane of glass
  • Designing a seamless user experience
  • Creating self-led, self-directed learning
  • People analytics
Craig Gander
Craig Gander
Senior Manager Organisation Capability, Greater Bank
Marie Daniels
Marie Daniels
Commercial Pharma Learning Lead, Bayer ANZ
Scott Nell
Scott Nell
Senior Manager Organisational Development, Schneider Electric
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A Greater HR Transformation Journey

The HR transformation journey isn’t an easy one to navigate. What’s more, there is no single roadmap for us to follow. This is something that Craig Gander, Senior Manager Organisation Capability at Greater Bank knows all too well. Luckily for Craig he drew guidance from a few generous organisations who had travelled this road before. Being able to listen and learn from their experiences while he was leading Greater Bank through their journey was instrumental in the Bank’s HR transformation success.

To pay it forward, Craig will share Greater Bank’s HR transformation story. From getting executive buy-in, creating a realistic roadmap and navigating the different implementation and adoption strategies through to exploring his lessons learnt and the tangible results Greater Bank have seen along the way. Craig will share his experiences to help you navigate your own HR transformation journey.

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Enable Workplace Performance - Optimise Technology to Enable Knowledge and Skills Acquisition

In this interactive panel discussion, you’ll examine several critical business problems.

How do you navigate the minefield of technology options that claim benefits? With so much new learning technology, how do you decide whether you need to invest in a new Porsche or just re-detail a used Toyota? Where can L&D professionals access reliable information on tools that are fit for purpose? How does L&D utilise technology that delivers learning that moves with the agile, volatile and mobile nature of work, and identify metrics to demonstrate impact on related business outcomes?

This session will provide solutions to help you:

  1. Align technology choices to business needs and outcomes
  2. How people and processes are key to technology enablement and success
  3. Understand the business metrics that matter
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Promoting Innovation and Growth Through Positive Leadership at Schneider Electric.

The future of work challenges us to be more human, focusing on our ability to innovate, create and collaborate. Schneider Electric has focused on programs for the past four years that explore human potential, leadership and well-being using positive psychology, neuroscience and emotional intelligence as the foundation. We look to science to understand the conditions for the human brain to create, and collaborate, then empower our leaders to provide a climate conducive to achieving this ambition, to instil a growth mindset and to help employees show up as the best version of themselves at work, home and life in general.

  • The three foundational pillars and positive leadership
  • Flourishing Employees program – well-being and resilience strategies
  • Flourishing Managers Program – the emotionally intelligent manager
  • Ignite program – leading for the future
  • Snapshot experiences from the programs
  • The global take-up