Driving Innovation Through Talent Development 

Tony Bingham, President and CEO, ATD

Senior leaders and talent development professionals overwhelmingly agree that innovation is a top priority and essential for success. Yet very few are satisfied with the level of innovation happening in their organizations. As the demand for training on teamwork, communication skills, leadership, and change management continues, programs on innovative thinking or managing innovative teams are in the least demand and rarely offered to staff. So how can an organization change its approach to think and operate more innovatively? How can the talent development function play a key role in driving innovative thinking and practices? In this session you will hear about organizations that have made innovation a top priority, are embracing it as part of their talent development strategy, and are driving more innovation through organizational culture, change management, and teamwork.

Disruptive Learning: How the Digital Age and Newest Learning Technologies Have Transformed the Way We Learn 

Andre De Wit, Vice President Learning, Carlsberg Group

In his session, HR professionals will understand the trends in technology, the impact it will have on employee expectation, performance and engagement and how to set up for success. Our employees are consumers, and consumer technology is outpacing organizational technology. This is putting extreme pressure on organizations to keep up as employees have higher expectations of what technology solutions the company delivers for employees to use. Andre will share an example of communication technology in performance management to demonstrate this.

Learning Transfer: Sustainable Learning Practices to Maximize Business Performance 

Alfred Remmits, Founder and CEO, Xprtise

The fundamental purpose of learning and development is to help people develop skills which, when applied to work, enhance job and organizational performance. While this is widely acknowledged, how businesses measure the success of learning is not often in alignment with this idea. Alfred will share how to link L&D programs to transfer learning to actual job performance, identify the learning transfer activities that drive business performance. This practical session will also explore the model that captures the essential components that support learning transfer most effectively.

Neuroscience: Harnessing the Science of Learning 

Shannon Tipton, Certified ATD Trainer, Author, Owner and Chief, Learning Rebels, USA 
Evert Pruis, Corporate Talent Development Specialist, Partner, Forzes

Is training worth the investment? Does training bring about a change in your bottom line results? Organizations are increasingly demanding justification for the training investment and its benefit towards the bottom line results. Today, it’s about creating an environment and culture where people choose to learn. In this panel discussion, you will hear from experts on how neuroscience focuses on the brain and its impact on behavior and cognitive functions. You will discover new possibilities in the way to engage and encourage a learning environment as well as cultivate creativity and innovation.

Sustainable Learning Practices to Drive Business Performance 

Rutger Barczuk, Senior Business Partner Learning & Development, KPN Academy

Customer Service is continuously changing. New channels are offering customers more access via more channels, and integration of new technologies has created a new dynamic which demands a different approach to learning. Rutger Barczuk, Senior Business Partner Learning & Development at the KPN Academy will share how KPN redesigned their approach to learning to drive sustainable business performance and futureproof their customer service. By being customer centric and modernizing the learning methods to serve the needs of the modern learner, they could bring new employees into position faster; optimize the learning on the work floor; re-vitalize and refocus employees around the desired behaviors and performance goals to drive business results; translate the learning strategy into practice; and creating a blended approach to serve the needs of the learners and the business.

Human Network Intelligence: The New Era of Peer2Peer Learning 

Gianpaolo Barozzi, Senior HR Director, Cisco

What if you could access the collective knowledge of your organization? What if your employees could leverage the expertise of their colleagues when they need it? This session will demonstrate how organization’s network analysis is augmented by natural language programming and machine learning, which can unveil and make available the collective knowledge of your teams and individuals. Gianpaolo will show how you can find and access expertise through a new approach to a peer2peer learning system.


Case Study: The Netherlands Tax and Customs Administration– Aligning Your Learning Program with Performance Management Framework to Enhance Leadership Competencies and Drive Business Performance  

Bonnie Kop, Learning and Leadership Program Manager, Academy of the Netherlands Tax and Customs Administration
Esmiralda Kroezec, Account Manager, Academy of the Netherlands Tax and Customs Administration

The Dutch Tax Administration’s learning program is based on performance thinking per the principles of the 70:20:10 model, which enables managers to develop and enhance their leadership competencies connected to their day-to-day work practice. In this session, the academy will share the challenging journey they faced developing a performance based learning program and share an overview of the content and structure of our leadership program. The session will also look at how our program differs from other government leadership programs and will share some users experiences with you.

Corporate Learning Transformation: What’s Your Corporate Learning Strategy Worth? 

Jan Rijken, Director, CrossKnowledge Academy

Only 30% of the organizations say their corporate learning strategy is effective at helping achieve key business goals. In our 21st Century’s business environment, it’s essential that L&D delivers to the pace & direction of the business. As the global environment and business are rapidly changing, it is critical to shape a learning strategy that aligns with organizational goals and delivers learning that boosts employee performance while improving business results. In this session Jan Rijken will focus on why a structured corporate learning strategy is necessary and reveals the 6 key elements of a corporate learning strategy: Governance; Finance; Technology; Learning Offer; Sourcing & Measurement. Jan will also share a corporate learning transformation case that demonstrates how to assess, review and upgrade their corporate learning strategies and improve effectiveness in delivering business goals.

L&D in Transition: From the Learning to The Performance Paradigm With 70:20:10 

Vivian Heijnen, Co-Founder 70:20:10 Institute/Managing Director Tulser, 70:20:10 Institute 
Floor Dijkstra, L&D Director, Friesland Campina

Expanding beyond formal training and into all areas of the business to drive performance based frameworks is one of the stressing challenges for L&D teams. How can L&D professionals make a true difference to the workplace? How could L&D make the shift from delivering structured learning interventions to performance based solutions and workplace collaboration? This practical co-presentation will help you apply a roadmap for your L&D department to shift towards a performance based department. Vivian and Floor will share tips, tricks and lessons learnt to implement 70:20:20 roadmap in your organization with measurable business impact.

Talent 3.0: How to Attract Top Talent Utilizing Digital and Social Media

Dr. Amparo Diaz-Llairo, Associate Professor at Master in Work, Organizational, and Personnel Psychology, University of Barcelona

Despite current economic uncertainties, many companies are still recruiting, but in doing so they are seeking the best they can find. In the digital age, finding the right kind of talent through online, and from social net- works in particular, is becoming increasingly important. For example, in the US, 92% of recruitment today has some form of web involvement. This session examines what the key success factors are behind hiring through social networks and other web networks. Moreover, how can companies present themselves and attract the best candidates through the web? This conference provides valuable insight into how companies recruit through the web.

Ensuring ROI and Delivering a Business Case for Innovative L&D Strategies

Nina Olatoke, VP Human Resources Europe and EMEA, BDP International

Many HR and L&D professionals are still struggling with some of the basics when it comes to measuring the impact of learning programs. This case study will explore the skills needed to create and deliver effective return on investment (ROI) evaluations for learning and performance, organization development and trainings. Nina will share how apply ROI techniques to learning and performance solutions and link training program objectives with business results.

Creating Business Impact with Emerging Learning Tools

Jos Arets, Co-founder, 70:20:10 Institute 
Ger Driesen, Learning Innovation Leader, aNewSpring 
Daniel Jones, Head of Training, Zurich Insurance Company, Zurich

New L&D methods and practices are emerging every year making the L&D leader’s job to find the best combination of learning tools difficult. Considering that technology-led learning has been an established and vital strategy for corporate learning for well over a decade, how can L&D accelerate business performance and strategy through an integrated learning framework? This expert panel will address how to enable and sustain business growth through new learning tools, and identify the skill-set needed for leaders to effectively implement and manage new learning tool sets.

Designing Your Company’s Digital L&D Transformation 

Stephen Van Hooydonk, Former CLO, Flipkart, Global Learning Innovation and Corporate University Advisor

There are a lot of new trends in learning, particularly in learning technology and business are exploring social, mobile and gamification – each hailed as the next ‘big thing’, but is this kind of solution needed by organizations to manage their learning transformation? With the need for companies to now become digital businesses, comes an accelerating need for digital transformation in learning too. In this session, L&D leaders will know how to manage this shift to impact the way their learners develop, where and how learners expect to engage, and the tools they use to manage, deliver, support and assess learning in their organization. Stephen will share how blending business, technology and human values generates innovation in learning.

Make it stick! World Cafe Session on Global HRD 

Ria van Dinteren, Advisory Board, TVOO, University Amsterdam and O&O

This session will be based on the World café methodology to facilitate interaction and dialogue among participants. The group will be divided into several discussion tables where participants will discuss on the top challenges regarding the conference themes. They will start with some questions about the themes (poll using social media) and have the discussion with the people around them. Every discussion theme will be briefly presented. The group will come up with ideas and solutions on each table. Shared ideas will be captured at the end and presented in a plenary summary. Social media is used to speed up the process and make choices. In this practical session, participants will walk away with being able to: 

Achieve an international perspective in Training and Development 
Stimulate and facilitate global learning 
Engage international attendees to interact with each other 
Share challenges & trends among training and development professionals around the themes of the conference 
Embrace a co-creation approach to learning. Participants will co-create solutions on the top three challenges selected by the group.



Option 1- Certificate Program: Designing an Integrated Blended Learning Model

Shannon Tipton, Chief Learning Officer, Learning Rebels, LLC 

Blended learning occurs when the best delivery methodologies available for each specific learning objective are incorporated into a curriculum. While you may have been blending pre- and post-program elements into your training mix for years, the increasing prevalence of learning technologies and tools requires a more strategic look at the most effective ways to integrate delivery methodologies. This unique ATD program uses a blended learning approach to model the concepts taught in the workshop. You’ll begin by completing a pre-work assignment that you’ll continue to work with throughout the course. Following the classroom-based workshop, you’ll reconvene with your peers in an online session. Throughout the learning experience, collaborate with your participants and the facilitator(s) in an interactive discussion forum. And finally, one of the most important elements of the workshop is the opportunity to bring your own training program to adapt to the blended format through various application activities.

Option 2- Certificate Program: Innovative Learning Solutions and Tools for Effective Workforce Performance

Carrie Addington, Master Trainer, Association for Talent Development

Talent Development professionals can no longer provide the “same old, same old” learning solution be it simply a face to face class room training, a virtual learning, or coaching. Employers are demanding innovation so they can rapidly deploy new skills in their workforce to meet the competitive marketplace. But what are the right innovative tools for your learners and will it provide meaningful results? This hands-on case study based workshop will introduce you to several practical innovative learning solutions that you can immediately put to use as well as a method to determine if it is the good fit for your organization. You will explore some of the latest trends in learning solutions from real world examples curated by ATD including microlearning, storytelling, videos and cartoon, and other solutions. Leave this workshop with latest innovative learning tools that you can immediately put into use the next day. At the end of this workshop, you will be able to: 

Apply several new innovative learning solutions in your organization
Understand what effective microlearning looks like and the resources needed to build a micro asset
Articulate the secrets to effectively using storytelling, videos and other new media assets to increase learner retention 
Select an innovative solution that best meets your organization’s needs