Huge demands are being placed on learning in the digital age Is your organisation building skill, knowledge and capability for the future?
Recent research conducted by the Human Capital Institute (HCI, 2017) reveals that there is plenty of room for L&D to grow and elevate its role as a strategic partner to business unit leaders, executive teams, and CEOs. The 2017 LinkedIn Workplace Learning Report indicates only 60% of those surveyed have ‘seats at the boardroom table’. The report revealed that 69% of L&D executives indicate that talent development is their number 1 priority. The report also indicates that developing employees is important to executives, but demonstrating value proves challenging and that one of L&D top challenges are tied to demonstrating business impact.Today’s modern learners must always be learning. In fact, they demand it. Learning is taking place through a variety of sources and devices. With the flood of technology, people today are embracing digital tools to access content that helps them learn on the job and on the go. But the research found that organisations are still heavily investing in in-person classroom-style training! As digital transforms the business landscape, successful organisations will be those who can move faster, adapt and grow quicker, and learn more rapidly.
The World Economic Forum (WEF) warns that by 2020, the Fourth Industrial Revolution will have introduced robotics and autonomous transport, artificial intelligence, advanced materials and biotechnology into our daily lives. Today’s workforce will therefore need to upgrade its skills if it is to meet the needs of companies and consumers in the future. Learning leaders are under pressure to reskill (and up skill) people to meet the challenges of today. New workplace learning approaches are needed to underpin all the ways people learn in the modern workplace. This does not mean however, updating traditional practices, but rather adopting new ways to enable employee-led learning.For your L&D function this is not just about doing this differently, but rather looking at doing different things. Often wearing many different hats, learning leaders need to look at ways to improve their value as strategic innovators, talent decision makers and trusted advisors. Leaders need to remain open minded, observe behaviour closely, be flexible and willing to experiment.
This programme is developed for senior level professionals involved in Learning and Development at a strategic and decision making level, such as:
This hands-on, practical and engaging workshop allow you to deep-dive into specific topics which will build skills and offer practical take away tools that can be immediately applied in your day-to-day work. Skills or concepts are taught, demonstrated or explored, and they are embedded with active participation and active learning. Interaction and participation are vital parts of this workshop. Even if you’re not attending the full conference, you can still register for the stand-alone workshop.REGISTER TO ATTEND THE CONFERENCE, WORKSHOP OR BOTH!
Tel: +27 11 463 7940+27 11 463 7940 | Cel: +27 82 881 3454+27 82 881 3454 | firstname.lastname@example.org email@example.com
|28 FEBRUARY 2018|
|07:30–08:30||REGISTRATION | Meet and greet conference attendees, presenters and Knowledge Resources Registration Staff|
Welcome and intro by chairperson
Managing Flow: Transitioning from position focused succession management to people centred flow management that drives strategic leadership development
Amorey Pote , Talent & Service Delivery Manager, Namibia Breweries Limited
Implementing the “Flat Pack” Learning strategy (Case Study: Barclays)
Shanne Naude, Organisation Development and Change Management specialist, The Coaching House
The Fourth Industrial Revolution and the implications for learning and development in Namibia
Wilhelm Crous, Managing Director, KR
Leading learning and development in tough times
Mercy M. Situmbeko, Manager: Education, Training & Development, NAMPOWER Psychometrist: Private Practice (HPCSA)
|13:00–14:00||LUNCH | Engage in meaningful, learning conversations while enjoying a delicious meal|
Driving engagement through learning – the learning leaders role
|15:00–15:15||AFTERNOON BREAK | Enjoy coffee/tea and snacks and connect with leaders from across the industry|
Discussion session: Preparing the youth for the world of work
|16:15–16:30||Wrap up and close of conference|
Use Agile and Lean techniques to facilitate successful change within teams, faster! As innovation and disruption continue to increase, more and more organisations are looking for ways to change faster in order to remain competitive. Many of those organisations are looking at Agile to do that, but tend to use out-dated change management approaches that are not equipped to manage fast-paced change. This one-day workshop is designed to show you how to use Agile and Lean techniques to facilitate change. Lean Change Management is a modern approach that takes ideas from Lean Start-up, Agile, Organisational Development, and Change Management in order to help you figure out the best approach to the change you’re faced with. By attending, learning leaders will learn what Agile is, and how to apply Agile thinking to your change programmes, as well as many good practices and light-weight planning and exploration tools for getting your change off the ground and headed in the right direction.Implementing agile – implementing change Why wouldn’t people want to change if change is constant and a part of life? Why wouldn’t they want to work in an Agile manner? Or implement a change that well “just makes sense” or is “clearly a better way of getting things done, developing products or serving our customers”? Why wouldn’t they want the changes inflicted on them? Why are they resisting? After all there are clear benefits for them and/or the organisation?
Implementing Agile is a change, and requires change management – but not traditional change management practices. It requires lean, lightweight, practical change management practices and tools that put the emphasis on the conversation, getting teams to new ways of working together, faster. In our experience with leading multiple large and small change programmes, the most effective and sustainable path to making change happen is to equip the people actually managing the change on the ground, every day – the team or “scrum” leaders.
Shanne is passionate about making a difference in people’s working lives. She has extensive expertise and experience in the areas of Change Management, Agile Change Management, Organisation Development, Business Model Design, Organisational Culture, Employee Engagement, Leadership, Coaching and mentoring, Talent management and Learning. Shanne has consulted for a large Global Consulting firm (Accenture) as well as niche consultancies based in Dubai and South Africa, affording her many years of experience in analysing, shaping and delivering high quality, innovative and practical solutions across a range of industries and geographies. Most recently she has had fun delivering “out of the box” Change Management and Learning solutions to clients with Kerryn Kohl from The Coaching House. She qualified as an Occupational Therapist at the University of Wisconsin-Milwaukee, USA, providing her with unique insights in Human Psychology, Human Anatomy, Neuroscience and Sociology to bring to her clients.
|Price (excl. VAT)|
| Pre-conference workshop only: 27 February 2018
|One-day conference only 28 February 2018
|Pre-conference workshop and Conference : 27-28 February
||N$6 700.00 (save N$500.00)|
Many of our delegates enquire about the accreditation of our events. There is a misconception that organisations qualify for SETA grants only for accredited programmes. This is not correct. The payment of SETA grants is regulated by the Government Gazette, no. 9867, Vol. 570, 3 December 2012, no. 35940. These Regulations clearly state that the SETAs “must allocate a mandatory grant to a levy paying employer” that has submitted a WSP and ATR by the regulated date, has provided all the information required in the regulated template, and is up to date with skills levy payments. Furthermore, the template in the Regulations (Section C: Skills Development) allows employers to include ALL planned training in the report; not only accredited programmes.
Knowledge Resources is a Level 3 Contributor BBBEE company
ONLINE REGISTRATIONPlease note that you will automatically be registered and invoiced for this event.
PHONE USPlease call a conference customer care consultant on +2711 706 6009+2711 706 6009