Program

  • Registration
  • Opening
  • Tony Bingham
    Tony Bingham
    President and CEO, ATD
    Keynote Session: Unleashing The Power Of Talent Development
    Unleashing The Power Of Talent Development

    For organizations to compete in a future marked by disruption, change, and globalization, the importance of training and the talent development function must be elevated. Today’s workforce must be in a constant state of upskilling and reskilling to remain relevant and prevent organizations from being crippled by unbridgeable skills gaps. ATD President and CEO Tony Bingham issues a call to action for leaders and practitioners, making the case for why strategic use of the talent development function is the only way organizations will leverage the potential and power of employees and help organizations succeed and grow.
  • Networking Break
  • SS 2019 Speaker Photo-Kenneth Tan.jpg
    Dr. Kenneth Tan
    Vice President and Head, Certis Corporate University
    Psychological Safety in Teams: Essentials to Developing High Performance and Continual Learning Teams
    Psychological Safety in Teams: Essentials to Developing High Performance and Continual Learning Teams

    Improving psychological safety has been shown to improve workplace performance and team learning. In this session, you will hear about Certis ALIVE, a program that aims to encourage and build trust and psychological safety within and across teams by creating an engagement agenda for all meetings, as well as fostering an environment of courage and encouraging voice within team meetings. You’ll gain insight into one company’s three-month study of the program, which used experimental research design with control and experimental groups, pre- and post-testing of means, and a semi-structured focus-group interview. The team collected quantitative and qualitative data to measure and evaluate the effects of the ALIVE program.
  • Networking Break
  • Panel Discussion: The Future of Learning
    Session: The Future of Learning
    Moderator: Shabnam Bana

    During this panel discussion, experts from the industry will discuss the latest trends and key issues of talent development and share insights with participants.
  • Lunch
  • Learning Solutions
    Join this session to interact with speakers directly, ask questions, hear additional insights from the speakers, and maximize your learning at the Singapore Summit.
  • Networking Break
  • SS 2019 Speaker Photo-Panarat Intachai.jpg
    Panarat Intachai
    Operational Performance Improvement (OPI) Coach Development Manager, Siam City Cement Public Company Limited
    Operational Performance Improvement (OPI) Coach Capability Development
    Operational Performance Improvement (OPI) Coach Capability Development

    After coaching frontline employees on bottom-up initiatives and receiving successful outcomes, coaches with Siam City Cement Public Company Limited honed their expertise, coaching skills, and leadership competencies. Focusing on a behavior change of frontline employees by building a sense of ownership and turning their day-to-day work into process improvement became a short-term business result of this practice. Frontline employees were coached to generate process improvement ideas that were proposed to upper management, and projects were prioritized for implementation. Between 2014-2018, 835 projects were implemented.

    In recent years, numerous factors such as intense market competition, the increase in competitors’ production capacity, and a drop in selling prices have affected the building of talent in this industry. To improve performance and close the gap on hitting targets, the company held focus groups with frontline employees and supervisors to find out how they could be better supported. It was determined that there was a lack of ownership of top-down projects and skillsets. That determination led to the creation of the Operational Performance Improvement (OPI) coach initiative. With buy-in from senior leadership and overseen by the HR development team, the practice aimed to sustain the continuous improvement of organizational and employee performance. To achieve a successful development journey and these business outcomes, a three-process framework was implemented:

    1. OPI coach nomination and establishment

    2. Accelerated development journey and project driving

    3. Promotion process for sustainability.

    With this practice in place, the company has seen increased productivity, an increase in the talent pool, and increased employee engagement. Thanks to this low-cost investment, there’s been a 0 percent turnover rate among coaches since 2013, and after two years in the coach role, all 16 coaches between 2014-2018 were promoted to a middle management level.
  • Networking Break
  • SS 2019 Speaker Photo-Susan Armstrong.jfif
    Susan Armstrong
    Managing Partner, Global Training Transformation (GTT Worldwide)
    Knowledge Transfer Versus Training: How to Transfer Skills, Not Just Knowledge, in Today's Digital Age
    Knowledge Transfer Versus Training: How to Transfer Skills, Not Just Knowledge, in Today's Digital Age

    How much time and energy are you and your SMEs spending on long Skype for Business or conference calls trying to train employees only to have no change in knowledge, application, or behavior?

    In today’s workplace, development isn’t optional—it’s a “must-have” and is expected by employees. Delivering high-impact training is one of the best ways to develop your talent. But what does that mean and how do we deliver that training given time and budget restraints? It comes down to the design methodology.

    In today’s fast-paced, ever-changing environment, it’s difficult to find time for training. And when we do, the training is often content heavy because we are trying to communicate the most information in the shortest period of time. But is anyone learning anything? If training is not developed to be participant centric, highly experiential, practical, and relevant then it is a waste of time, money, and effort.
    Training that enables people to reach their full potential in the workplace can transform employees, leaders, and organizations.

    By the end of this session, you will be able to:
    • Identify the criteria for engaging employees through training.
    • Differentiate between a presentation (knowledge transfer) and learning (application).
    • Build learning that is practical, relevant, and participant centric.
    • Discuss the benefits of different methods of training delivery.
    • Apply five key concepts to ensure any training is high impact.
  • Panel Discussion
    Moderator: Shabnam Bana

    During this panel discussion, experts from the industry will discuss the latest trends and key issues of talent development and share insights with participants.
  • Closing
  • Networking Cocktail Reception