One World, One Company: How to Become a Truly Global Company

Fredrik Härén
Director, Interesting Organization Singapore Pte Ltd | Singapore


How did Volvo become more global by changing the way they speak? How is Emirates embracing diversity to get a competitive advantage over its competitors? What has KMPG done to create a mindset of global thinking partners? The 21st-century is the global century. Companies with a nationalistic view will struggle, while companies that are truly global will thrive. However, to become truly global, companies need to think in new ways, learn to work in different ways, and see the world in a new light. In this session, you will learn how to develop a truly global organization. The speaker, who has traveled around the world studying some of the most successful global companies, will share his knowledge and insights on how to transform your company into an organization that maximizes its potential.


Harnessing the Power of Informal Learning

Ronda Davis
Training Manager, MicroPact | United States


Professionals have to gain knowledge and skills to stay current and competitive in the workplace. However, these professionals often can’t leave their offices to take classes to learn new skills. Studies show that up to 75 percent of workplace learning comes through informal learning, rather than formal, traditional classroom training. Studies also show a connection between an organization’s capacity to learn and its competitive advantage. With tighter budgets and limited time, informal learning is more important than ever. Drawing from recent research and her experience in corporate, nonprofit, and academic environments, the speaker will introduce you to the power of informal learning and provide practical methods to harness that power in both corporate and academic environments. In this session, you will learn about and evaluate methods of informal learning, discover techniques to integrate informal learning into existing training delivery methods, explore options to encourage informal learning in the workplace, and assess the value of tracking engagement in informal learning activities.


Increasing Self Esteem to Improve Performance

Akira Furumoto
Management Consultant, Business Consultants, Inc. | Japan

Mahamoud Dante
Management Consultant, Business Consultants, Inc. | Japan


Feelings and emotions have a huge effect on human performance at work. Happy people simply do better work than unhappy people. A key element of our well-being is our self-esteem, or the feelings we have toward ourselves. People with high self-esteem will be better leaders and have more energy to put into their work. In this session, you will learn about self-esteem within the framework of The Human Element (THE) approach. In THE, an important element of self-esteem is whether or not there is a gap between “How it is” and “How I want it to be” (for example, “I am not included in the group” versus “I want to be included”). The larger the gap, the greater your distress and negative feelings. In response, your subconscious will try to protect you from these feelings by defense mechanisms, which require a lot of energy. As a result, your productivity and sense of well-being decrease. In this session you will learn about the The Human Element framework and the importance of self-awareness. You’ll also find out how to recognize the signs of defensiveness and the six types of defensive behaviors. By becoming aware of your defensive behaviors, you can learn to overcome them. This will naturally increase your self-esteem and allow you to stop wasting energy.


Trainer Mind for 4 x 4 Training Mastery

Deniz Senelt Kalelioglu
Consultant, ProAkademi Consulting | Turkey


Are you benefiting from your power within? Are you using your mind to its full potential? All three phases of giving a presentation are stressful—the preparation, being on stage, and the follow-up—but if you know how to use your own mind effectively, you’ll become better prepared on and off the stage. In this session you’ll learn about the 4 x 4 Training Mastery framework: 16 keys for masterful training in any situation. You’ll practice different activities you can apply for better mindfulness and gain tips and practical techniques from the speaker’s experiences. After this session, you’ll be able to use your mind more effectively to support your performances as trainer, speaker, or presenter.


Beyond Trainer Competencies: A Holistic Approach

Dirk Bos
Lecturer/Trainer, University of Rotterdam | Netherlands


In train-the-trainer settings we usually work with general trainer competencies. Although these competencies are helpful, they also limit the possibilities of working from a strength-based and personal development perspective. At the Rotterdam University in the Netherlands a new train-the-trainer method is being developed for students at the bachelor level. This method uses seven, interrelated core qualities for trainers, which provides a holistic approach to their development. These qualities are derived from the seven chakras and are specified by descriptions of behavior, related to being successful as a trainer. In this session you will learn more about working with this method. You’ll get an applicable road map you can use in your daily work, as well as a clear explanation of each of the core qualities.


70-20-10: Enough Theory! Real Companies, Stories, Tips, and Frameworks

James Engel
Sr. Executive Director, APM Group | Thailand


There are many theories and books about implementing 70-20-10 development programs and delivering ROI on training. It’s time for real stories about real companies that built leadership capabilities and shifted cultures using two new approaches to ROI-based development: 5-Phase Development (initiate, baseline, engage, build and integrate, and sustain) and 4-Line Learning (online, inline, beeline, and frontline). These companies did not have massive budgets or a huge support staff. Instead, they used simple tools, processes, and technologies to increase engagement, retention, and application on the job to make a business impact. In this session, you’ll learn about specific ways that several Asian and multinational companies implemented cost-effective blended-development programs to rapidly develop their leaders at multiple levels. You’ll take away two new development approaches that will transform training design, delivery, and deployment. Discover the latest tools and technology to integrate learning to measure and ensure impact back on the job.


Training to Performance: Change Management Through HPI

Koko Nakahara
President, Instructional Design, Inc. | Japan

Taro Yoshioka
R&D Director, HRD Institute | Japan


The goal of any learning program is to improve performance. And trainers are often asked to create pin-point solutions to organizational problems. However, many clients fail to recognize HRD as a performance contributor, and what the client wants is usually not the right solution for the problem. If clients believe they understand the problems better, how can you explore the real cause and come up with the appropriate solution to the problem? Using an HPI approach will allow you to overcome client and sponsor assumptions. In this session, you’ll hear about the speaker’s experiences applying human performance improvement (HPI) to developing training programs. You’ll also be encouraged to share your experiences of overcoming client assumptions to obtain real solutions and contributions to the performance.


Accelerating Organizational Learning and Unleashing Collective Potential With Appreciative Inquiry

Dorothy Pui Yin TSUI
Principal and Founder, Greater China Center for Positive Change, Hong Kong Center for Positive Change


Appreciative Inquiry (AI) is a strengths-based process for building teamwork, trust, and collaboration; enhancing employee engagement; generating a spirit of creativity and innovation; and ensuring results-oriented commitment to a shared mission, vision, and strategy. It is a proven methodology for leading positive change in organizations and communities. In applying Appreciative Inquiry, you will be empowered to leverage individual, team, and organizational strengths to achieve desired results. It is a generative approach that allows you to see what can be done and held accountable for the end results. In this session, the speaker will share the rationale of AI and its applications to fostering organizational learning. You will learn how AI facilitates organizational learning, unleashes potential, and creates concrete business results at the same time. You’ll also review AI case studies.


Change-Capable Leadership: What Is Stopping Successful Change?

Harvey Chen
Chairman of the Board of Advisors, Center for Creative Leadership Greater China | China


If you could ask senior executive leaders about how to lead change, what would they have to say? Would it be beneficial to hear the most important factors of success from them: what they would do more of, do less of, or avoid altogether? And imagine how their lessons of experience can help you lead future changes in your organization and provide an early warning system to avoid failure. This session offers a closer look at what makes change-capable leadership—individual and collective actions, behaviors, and mindsets needed to lead change effectively. You’ll learn about change competencies, warning signs that a change effort is going down the wrong path, and ways to prevent a change effort from failing. You will be provided with a clear understanding of what you can do to become a more change-capable leader, and walk away with development tools that can help review and reframe your current change state. During this session, you will be provided with a clear understanding of what you can do to become a more change-capable leader, and walk away with development tools that can help review and reframe your current change state.


Designing and Delivering Effective Virtual Classes and Virtual Meetings

Eddie Turner
Management Consultant, Eddie Turner LLC | United States


Virtual technology is an indispensable asset in the 21st-century economy. It is incumbent upon practitioners in corporations and academia to master the effective use of virtual technology to compete in our globalized society. Meetings are a daily part of the world of business. For many organizations, continuous learning through formal virtual classes is increasingly important as well. With the rapid development of sophisticated technology, more meetings and classes are held virtually using computers and mobile devices. Yet many of these sessions leave a lot to be desired; successful meetings and classes depend on the right tools and processes. In this session, you will learn about technologies and a process to design and deliver effective virtual classes and business meetings to power up your organizations and drive impact. Learn how one global Fortune 500 corporation used a set of innovative processes and tools that facilitate collaborative brainstorming and decision making. These tools also assist in creating engaging virtual classes and virtual meetings. The business value gained from properly designed and delivered virtual meetings and classes drives better meetings and better decisions, enhancing a company’s culture and delivering better business results.


Captivate, Engage, and Influence Using the Methods of Professional Performers

G. Riley Mills
Co-Founder and COO, Pinnacle Performance Company | United States


Increasing employee engagement is one of the highest priorities for organizations around the globe, according to a 2015 Conference Board CEO study. In a recent Gallup study, a whopping 68 percent of people surveyed said they were disengaged with their jobs, which experts estimate costs U.S. companies $450 billion to $550 billion annually. This session will teach you to deliver engaging and effective training programs using the secret communication techniques performers and leaders have used for centuries. Learn how to convey clear, concise, and strong objectives quickly, establish credibility, encourage participation, and ensure learning outcomes.


The Power of Peer Coaching: Collective Intelligence in Action

Aly McNicoll
Training Director, New Zealand Coaching & Mentoring Centre | New Zealand


Peer coaching groups make the most of what is probably the best learning resource an organization has: its own people. They combine the benefits of one-to-one coaching with the power of peer-to-peer learning and are an effective way to cascade coaching throughout an entire organization. By using the peer coaching toolkit—specifically designed tools that tap into the combined wisdom, experience, and knowledge within the group—groups avoid the common pitfalls of peer coaching and ensure that they get excellent value from their coaching meetings. Peer coaching groups don’t require the presence of an expert coach in the mix. This session provides an introduction to peer group coaching and the peer coaching toolkit. You’ll have the opportunity to experience the power of peer coaching in small groups and walk away having made significant learning connections with other conference participants.


Latest Trends in E-learning Technologies and Utilization Cases at the Enterprise In-House Training

Kenji Kato
Chairman, e-Learning Consortium Japan | Japan


In this session, you will learn about the history of e-learning technologies in Japan and the latest trends in learning technologies. Using survey results from the eLC Investigation Committee, the speakers will discuss the latest developments in e-learning technologies. You’ll also hear case studies that give more context to e-learning implementation in enterprise talent development and talent management.


Field Survey Findings on Talent Management in Japan

Nobutaka Ishiyama
Professor, Hosei Graduate School of Regional Policy Design | Japan

Mari Fuji
CEO, Founder, and Managing Director, i4talent Corporation, itim Japan | Japan


This session will address the survey findings on talent management collected from 12 different leading learning organizations in Japan. The survey was conducted by the ATD Japan talent management committee. Since 2009, the committee has been trying to develop a common definition of talent management in Japan and share best practices from leading learning organizations under different business needs and environments. In this session, you will learn about the structure and features of integrated talent management in Japan, as well as the employment practices of Japanese-style human resource management.


Global Benchmarking High Potentials

Ryan Ross
Managing Partner, Hogan Assessments | United States

Krista Pederson
Director, Asia Pacific Business Development, Hogan Assessments | United States


Ensuring an accurate interpretation of an individual’s assessment results across a team of recruiters or organizational stakeholders is challenging in and of itself. That challenge is immeasurably amplified when these candidates hail from different regions and cultures, where the local expectations of an employee can vary wildly from those of headquarters. When multinational companies recruit and develop employees across geographies, the “one-size-fits-all” approach can seem quite appealing. However, real and quantifiable differences exist across culturally rooted management styles. Culture is nuanced, and so are the resulting leadership expectations. Even though the trademarks of a leader tend to be similar across boundaries, how those characteristics manifest behaviorally, and the consequential way to interpret assessment results, can vary by location. Ignoring these differences can negatively affect your organization. This session examines variance in the way leadership is implicitly understood across countries. The speaker will discuss examples and data that demonstrate strategies to effectively recruit in a cross-cultural environment when local leadership expectations are not intrinsically aligned. Case studies and real-world business examples will be explored throughout.


4 Secrets of Training for Maximum Business Impact

Sardek Love
President and Founder, Infinity Consulting and Training Solutions | United States


An astonishing 75 percent of all training is never applied on the job because participants arrive to training distracted, disengaged, and disinterested; the vast majority of training is poorly designed and horribly delivered; or managers fail to reinforce the application of training back on the job. This leads to training courses filled with extremely annoyed and dissatisfied participants. In this session, you will learn how to stop this epic waste of time, money, and resources by putting an end to boring, unused training! The speaker will share four super-simple secrets for designing, developing, and delivering training that achieves maximum business impact.


Advancing the Role of L&D: Becoming a Critical Channel in Executing Strategy

David Yesford
Vice President, Wilson Learning Worldwide | United States


Organizations strive to address their clients’ critical business issues; learning and development (L&D) professionals play a vital role in creating and implementing talent development solutions for their organizations. A recent study by Deloitte found that many CEOs see human capital strategy as one of the top priorities for growth, presenting an exciting opportunity for learning professionals to assume their critical place in developing an organization’s human talent. To address this crucial role of connecting talent development to an organization’s complex growth strategies, L&D must strategically go beyond the need expressed by one person, department, or executive, and help to define what the business truly needs. This requires elevating yourself to an internal consultant and true partner with other strategic leaders inside the organization, discovering business needs, and connecting these to the talent development needs of the people within the organization. In this session, we will explore what it means to take on the role of strategic talent development consultant, along with the consulting skills you will need. You will learn everything from how to establish trust with your internal customers to discovering their true needs so they can connect to the value you can provide.


7 Secrets to Become the Leader You Never Thought You Could Be

Josh Davies
Speaker, The Center For Work Ethic Development | United States


With constant change increasing the pressure placed on all of us, how can you adapt to meet the needs of your team and your customers? How do you deal with the increased pressure to produce ever-improving results? How do you stop spending your days putting out fires? It’s simple: Stop letting your title or organizational structure keep you from being a leader. In this session, you will learn seven secrets that great leaders apply to produce results. Find out how you can apply these same secrets to your job, even if you don’t think you are a leader. The speaker will share strategies, specific tactics, and case studies to help you develop the secret behaviors that drive leadership. You will learn why leadership is more important than ever, how modern leaders influence and inspire results, and seven daily tactics that will improve performance and deliver results.


Partnering to Drive Business Results

Edward Reilly
World Trade Training and Communications Manager, Mentor Graphics Corporation | United States


Training teams often operate in a vacuum, offering a curriculum of basic training classes or responding to individual employee and department requests. But how can we support our organizations to drive business results? Using a real-world case study involving a global sales team, learn how to translate business problems and goals into training that matters. Align with senior managers and connect with the right experts inside your organization to identify success criteria. Uncover the perspective of the workers who are the target of your training to understand barriers to learning. Leverage existing training to support new initiatives, and understand the cultural variables that can help drive—or derail—implementation. A brief exercise will challenge you to understand your own organization’s business goals. No previous experience is required to benefit from this session.


Why Global Talent Development Projects Succeed or Fail: Tips to Know and Traps to Avoid!

Thilo Eckardt
Chief Inspiration Officer and Founder, MyLearningBoutique | Switzerland


In this session, the speaker will share some best practices for streamlining talent development in an international company. You’ll learn how to understand and account for cultural differences in your training initiatives. The speaker will also introduce a case study of a training project that’s divided into several steps, from intiailization and internal preparation to final rollout. This session has important takeaways for everyone, no matter where your own company is right now in its approach to talent development.


Present for Impact: Make Sure Your Message Is Heard and Remembered!

Christie Ward
Consultant, The Impact Institute | United States


Whether you are training, speaking at a conference, or facilitating a meeting, your ability to present your ideas and have them stick in the minds of your listeners is critical in your role as a learning professional. This session will give you the tools to be a more effective presenter. How do you establish authority? What is the key to demonstrating competence? How do you engage your audience with your personal brand and ability to connect? You may have sterling credentials, but if you are boring, no one will listen to you. Some presenters seem to magically get their audience to participate in the learning, engaging them from the start. Learn their secrets, and find out how to do the same. The speaker has coached world-champion speakers, and will give a few volunteers an opportunity for some live coaching in this session. She will coach on how to demonstrate more confidence, competence, and connection. She will help you craft your message for more clarity and inspiration, and show you how to get your audience involved and excited about your message. Come add the spark to your training that will set you apart and make people want to sign up for your courses. Christie will demonstrate the skills and tips, then coach you as you try them out.


Management Logics for Business Results

Limin George Gu
Director, Shanghai Performance Improvement Management Consulting Co. | China

Hui Ding
Co-founder, Shanghai Performance Improvement Management Consulting Co. | China


Traditional peformance improvement models first find the performance gap, then determine its root causes, which often leads to a training-based solution. However, management expects performance improvement solutions that will affect business results. This session will introduce a new way to apprach performance improvement. You’ll learn how to focus on solving real management problems, which don’t always require a training program.


Management Logics for Business Results

Wayne F. Cascio
Distinguished Chair, University of Colorado Denver | United States


Nametags, electronic-access cards, and uniforms make it easy to tell who is and is not an employee of an organization. Today, however, with the rapid growth in the nonstandard workforce—freelancers, e-lancers, outsourcers, independent contractors, crowdsourced employees, volunteers—it’s not so easy. Think Uber, Airbnb, and Amazon’s Mechanical Turk. This session is about motivating and engaging people who may work for your firm, but are not full-time employees. More specifically, you’ll learn what innovative firms in the gig economy are doing to address two key questions: How do you become a leader whom freelancers and e-lancers want to work for? And how do you develop and sustain an organizational culture in an organization without boundaries?


Organizational Effectiveness and Innovation: Creating a Culture of Innovation

Jamie Lin
Founding Partner and Chairman, AppWorks Ventures and Taiwan Internet and E-Commerce Association | Taiwan, R.O.C.


This session will focus on creating a culture of innovation to unleash employees’ creative problem-solving abilities.


Neurological Insights for Spotting, Developing, and Retaining Talent

Evert Pruis
Director, ROI on Talent | Netherlands

Ria van Dinteren
Director, Breinwerk | Netherlands


In recent years, there has been a lot of attention paid to talent development, despite the recession and the delayed economic upturn. Paradoxically, filling key positions quickly with suitable employees and managers remains a major challenge, while organizations seem to possess reservoirs of latent, underused talent. Organizations seem to be barely able to spot and develop talent, especially in the day-to-day workplace. Based on proven practices and founded in neuroscience, this session will discuss what is needed to gain more of an eye for talent. The speakers will present actionable ways to spot, develop, and retain talent in your organization. By focusing on utilizing talent that’s already present, you will be able to fulfil key positions cheaper and far more quickly. Learning to spot what’s already latently available also supports a commitment to sustainability and a belief in developing people. The potential business benefits of this approach are immense. Talent delivers, as the speakers will show, a significant return on investment and thus is essential for a company’s bottom line.


Forum on Innovative Developments in the Application of E-Learning and Augmented Reality

Shu Ping Gao
Professor and Dean, Peking University of Distance Learning for Medical Education | China

Hsu-Hung Huang
Chairman and CEO, Sunnet Technology Co. | Republic of China


This session will present key, innovative developments in e-learning and augmented reality, with a dialectic and reflection of their usage in the medical field. It will also facilitate an exchange between experts from similar fields on the new and innovative talent cultivation models based on e-learning. The use of e-learning in the medical industry is not new, nor is it rare. Medical students need to accumulate knowledge quickly, and overcome the shortcomings of the traditional classroom approach to keep up with rapid advancements in medical technology. Therefore, the use of e-technology to teach students medical knowledge and skills in their respective areas of expertise, and to provide telecare and telemedicine, has already become a trend. After almost five years of education reform using Internet-based teaching and innovative practice, one university has achieved a major breakthrough in constructing a talent cultivation model to groom talent who are well adapted to e-learning, and who are able to combine theory with practice. It is the first professional nursing course system and curriculum standard to be established in China; it is Internet-based and combines theory with practice. The school conducted three consecutive years of experimental classes using the reformed approach to nursing education, rolled out web-based instruction, and investigated models for cultivating talented e-educators for typical work tasks. The results won approval from students, HR recruitment, and field experts.


When EdTech Meets an Ivy League School: Penn Dental Medicine Online Learning Initiative

Chia-Wei Wu
Director of Learning Sciences and Technologies, University of Pennsylvania School of Dental Medicine | Taiwan


Designing a successful and innovative initiative in the field of learning and development is one of the most important projects for schools and organizations in the era of digital learning. It is imperative to create well-designed course materials and plan an engaging infrastructure to ensure an effective and evaluable learning experience. In this session, the speaker will showcase PDM’s Online Learning Initiative and present how PDM’s learning technology team (LTT) successfully developed and implemented blended learning solutions by utilizing cutting-edge learning technology tools. Moreover, you will learn how PDM LTT has harnessed the power of gamification, mobile learning, and social learning to “flip” the classroom since 2013 at the oldest Ivy League dental school. Lastly, through an efficacy study, the speaker will introduce the online learning methodologies both in synchronous and asynchronous learning scenarios with PDM’s current projects. This session will be of excellent value to instructional designers, online curriculum planners, or any e-learning developers whose professional focus is on finding the best use case for tomorrow’s learner.


Why Successful Companies Need More Than Good Products and Good Strategy

Ricardo Lillo
CEO, DOOR International B.V. | United States


You have a good product or service. You have a good strategy. So why aren’t you succeeding? You’re most likely missing the critical puzzle piece: culture. Aside from being known for investing in their culture, there is another consistency far more important to shareholders of brands such as Apple, Disney, and Facebook. What is it? They have all set the benchmarks for profitable growth in their industries, year after year. In contrast, examine the collective mindset of an executive team leading a floundering organization and you'll typically find they are focused exclusively on the product or service and strategy while ignoring the profound impact of the critical component: intentional culture management. So, how do you manage culture? As with any craft, you must first learn the fundamentals before mastering the skill. This session will introduce three fundamentals to consider when becoming intentional about managing culture.


Facilitation Excellence: Talent Development Tools to Drive Engagement and Change

Kevin Hao
Senior Partner and Chief Facilitator, GENE100 | China


As a talent development leader, your role requires careful strategy, a collaborative relationship with your executive peers, and a strong ability to deliver solutions across the enterprise. Talent development professionals are key agents of change, making your role pivotal to your organization. You can’t implement solutions and effect change without key facilitation skills to lead groups and gain buy-in. Your business knowledge alone won't always help you achieve better decisions. You must harness great facilitation skills to achieve full-scale results that deliver. In this session, you will learn key facilitation skills and more than a dozen techniques to begin using immediately.


What 15,000 Assessments Spanning 300 Organizations Say About Leader Readiness

David Tessmann-Keys
Executive Vice President, Development Dimensions International (DDI) USA | Australia


Leadership assessments are highly valid, but single organizations rarely have the depth of data needed to spot intricate trends in leader readiness, causing them to miss the bigger picture concerning skill profiles by function, industry, tenure, level, and so on. This session will review one company’s cross-organizational assessment data set of more than 15,000 leaders across 300 organizations and 20 industries, from midlevel to C-suite, which allows for an exploration of trends that would not be detectable through smaller-scale analyses. We will answer research-based questions such as 1) Where is an organization most likely to find hidden leadership talent within functional silos and where are HR's own leaders falling short? 2) What industries' leaders outperform others, and how does this match the VUCA demands for each industry? 3) How do leaders balance the executing and engaging parts of their roles as they move from midlevel to C-suite? 4) For which skills does passive practice as a leader—that is, years of experience—matter most, and for which is experience nearly irrelevant? 5) How did the global financial crisis reshape the state of leader readiness, and which skills have grown stronger and weaker over the past decade? 6) As an HR leader, what are the right ways to convert your own assessment data into predictive talent analytics?


Using Lean Startup and Experiments to Build an Innovation Culture

Tim Kastelle
Associate Professor of Innovation Management, The University of Queensland Business School Executive Education | Australia


With the rise of digital disruption, innovation is a priority for many organizations today. However, it is not obvious what steps you should take to make your own organization more innovative. A common mistake to avoid is simply talking or thinking about being more creative and innovative. It is critical to develop the habit of action—and experiments are the easiest and fastest way to start taking action on your innovative ideas. In this session, you will learn why experimenting is the most important skill you can build to become more innovative. We will look at how you can use lean start-up methods to identify assumptions, build hypotheses, run tests, and implement new and better ideas.


Why We Love to Hate HR . . . and What HR Can Do About It

Peter Cappelli
Professor, The Wharton School of the University of Pennsylvania | United States


In this session, we will consider the power and influence of the human resources function and the factors that influence it. That power varies by country and by industry, but there is a perception in many situations that HR's power has waned. We will examine the explanations for that and outline ways in which the HR function and the executives who run it can increase their power and influence in their organizations.


Turn Inward to Examine Ourselves: Overcome the Real Challenge of Team Building

Ming Chou
General Manager, Vine Management Consulting Company | Taiwan

Eric Yang
Senior Consultant, Vine Management Consulting Company | Taiwan


Enterprises often use the term team building. But many team-building courses are ineffective and idealistic, due to a gap between theory and practice. In this session, the speakers will discuss this gap and describe ways to close it, based on The Five Dysfunctions of a Team. They will also discuss Surmount Central Cross-Island Highway—the best outdoor team-building program.


Reconciling Individuals and Organizations for a New Employee Experience: An Innovative Model to Monitor Sustainable Engagement

Bernard Coulaty
Founder & CEO, MOST engaged consulting | Hong Kong


The quest for a full employee engagement often leads to pain and disappointment in the current volatile world. It is time to invent a new paradigm, a “new deal” based on “sustainable engagement” with a full imbrication of work and life, space and time, body and mind. This “alchemy” will be key in the future to bridge the gap and reconcile individuals and organizations and design a fresh employee experience.Based on his comprehensive HR practice in multinational companies in Europe and Asia, Bernard Coulaty designed an innovative and holistic “body-and-mind” model of employee engagement. This session will allow business leaders and HR practitioners to activate concrete tools and discover this model based on 8 engagement profiles to help employees, managers and organizations monitor “body-and-mind” engagement for a sustainable organizational performance with 3 concrete outputs:

  • Help individuals and employees monitor their own body-and-mind engagement to reach wellness and employability over time.
  • Support managers and leaders to address the diversity of individual engagement and address the team’s “Self”.
  • Design an exciting employer brand to sustain organizational engagement internally and attract future engaged employees.


Why Neuroscience of Learning Is Vital for a Global Perspective on Talent Development

Andre Vermeulen
CEO, Neuro-Link | United States


Learning and development (L&D) professionals across the globe face similar challenges when facilitating learning. The one thing all humans have in common is the brain. The neuroscience of learning therefore provides a common language for learning and dealing with the challenges L&D professionals face. The science of learning should be the point of departure for any global learning initiative. The neuroscience of learning is an emerging science vital for every business professional to understand how they can optimize the most important part of their human capital—the ability to learn! During this session, the speaker will explain what the neuroscience of workplace learning is all about and why it is necessary for a global perspective on talent development and L&D.


7 Crucial Factors to Make Transfers Happen

Laura van den Ouden
L&D Consultant, ICM | Netherlands


This session will share seven factors that are crucial to making transfer happen. These factors help instructional designers, trainers, and managers make learning programs more effective in the workplace. In this session, you will be invited to use an app called Transfer Quick Scan. The app checks the rate of transfer of a learning program of your choice. It shows you the effectiveness of the seven factors and advises you on how to redesign your learning program to have more impact.


Language Management and Global Talent Development: A Pragmatic Model for International and Multinational Corporations

Chao-Ming Chen
Chair Professor, GEAT (Global Education Association in Taiwan) | Taiwan

Echo Chang
Managing Consultant, Chinese Human Resource Management Association | Taiwan

Monica Chung
Regional Talent and Development Manager, Corning | Taiwan


Ineffective communication, either verbal or written, has become a challenge to high-ranking executives in many Asian international and multinational corporations. As many American and European companies expand their offices or partnerships to Asia, communicating effectively with their Asian clients or partners is playing a key role in domestic and international operations. From needs assessment to practices in language management, this session will focus on how language management will transform local and overseas companies. The speakers will propose a language management model for international or multinational corporations for their global talent development.


Enterprise Microlearning: How to Make It Work!

George Yang
President, aEnrich Technology Corporation | Taiwan

Benjamin Chiang
Deputy Director of Marketing, CommonWealth Magazine | Taiwan

Wally Su
Founder, Over-Paradigm Technology Inc. | Taiwan

 

Micro learning suits the constraints of the human brain with respect to its attention span. Most people learn better when engaged in short, focused sessions, than hour-long sessions that cause information overload. With micro learning, employee can create a sticky learning experience with the aid of short-term, digestible, and easily manageable content when it comes to continuously improve both of individual and organizational performance. Besides being short, available, easy to internalize and apply to learners; micro learning should be applied and managed easily to most of learning activities in either workplace or normal life. The fact that people do verity of activities all on their own mobile devices gives it that everyone has personal learning portal just in pocket as well. It reflects that mobile device learning is a delivery format that provides learners with the flexibility to learn and get in-time support anywhere, anytime. Therefore, how to take advantage of micro learning by mobile devices for employee has also become one of popular training topic among corporations. In this session, we will share some practices how an institution to increase employee engagement and performance by adopting micro learning-based approaches and the use of micro learning techniques. Learning Objectives: 

  • Learning successful implemented model through the development trend of micro learning and the approaches to encourage micro learning within the corporate environment.
  • Learning how to make it an easy & effective tool for performance enhancement through the combination of microlearning-based training and mobile technology.
  • Going through examples on how industrial institutions can use microlearning as a learning strategy that can increase possibility of both employee engagement and performance enhancement.


Organizational Effectiveness and Managing the Innovation Process

Wei-Cheng Lan
Senior Executive Vice President, Formosa Technologies Corporation | Taiwan


Organizational innovation and management has become a key force that influences enterprise competitiveness and creates enterprise value. As a result, companies in this competitive environment need guidance to successfully change organizational culture to create an environment that supports innovation.


When Old Thinking Meets New: Motivation vs Innovation

Andrew Liu
Senior Executive Vice President, Cathay Life Insurance Company, Ltd. | Taiwan


In this era of digital disruption and information explosion, everything changes in a drastic path. However, the only thing remains persistent is the essential idea of “talent-driven” strategy. Cathay Life Insurance is the earliest and the first publicly-listed insurance company in Taiwan, hiring up to 5,000 new agents every year. Meanwhile, the organization is facing one of its most critical business issues: an impending retirement boom and filling the gap with new agents. Accordingly, Cathay Life has launched a holistic talent development strategy – Built to LAST, which is formed by a series of programs, including Leader+, Agency+, Service+ and Tech+. Furthermore, to ensure the outcomes and keep up with this fast-moving environment, the organization utilizes the digital learning concepts of "Social'', "Mobilization", "Analytics", "Cloud'' and "Gamification" to develop innovative talent development models and enhance learning effectiveness/efficiency. The diversified and innovative learning methods enable learning anytime and anywhere, breaking through limitations in work and learning, accelerating the spread and transfer of organizational knowledge, motivating the employees to learn with enthusiasm, and thus build an organic learning organization which attracts and equips young talents.


Redefine Learning: The Blended Learning Path in Action

Dongshuo Li
Founder, UMU | China


It all started with a simple idea. Inside of everyone there is a student and a teacher. Everyone has something valuable to share, and the free flow of knowledge helps us all to grow and develop. But most of our learning environments aren’t designed that way. Limited class time prevents people from participating. And anyone who’s given a presentation knows what it’s like to be met with blank stares and crickets chirping. On the other hand, traditional eLearning courses are often unimaginative and unengaging. At UMU, we saw these challenges and set out on a quest to empower the teacher and student inside of everyone. We started by taking a traditional classroom setting, and making it more interactive. We used the tools everyone has at hand--computers, smart phones, and projectors to create an interactive environment that transforms lectures and speeches into conversations. You can conduct real-time quizzes to instantly identify and address knowledge gaps. Crowdsource questions from any size group or play a cognitive game to reset attention spans. And for learning done online we break down virtual barriers to make it social, bite-sized, and accessible anytime, anywhere. All content is tracked so you know who’s learned what, and how well… And advanced metrics let creators know what’s working, and what’s not. Our intuitive course builder lets you use your existing materials like slides and videos, or create something entirely new. You can even use UMU to stream a live broadcast and add it to your learning library. With everyone working together… you can create interactive blended learning experiences that meet your organizational goals. UMU will be there, online and offline, to give everyone the chance to engage, share and grow.


Redefining Learning: Learning Paths in the Internet Age

Dongshuo Li
Founder, UMU | China


The future of learning must blend online and offline, formal and informal, systematic and fragmented styles of learning into a cohesive learning path. The internet and new technologies are essential to this change in talent development. Facing this new frontier of learning, it’s not always clear which strategies work best. How can we ensure that our organizations are enhancing the speed of talent development with appropriate benchmarks and experience gathered from internal experts? For a long time now, online training tools have been stuck trying to captivate learners with flashier and more vibrant videos or animations. However, the content and delivery have seen little innovation. It’s time we started using principles like machine learning to suggest highly relevant content to learners and grow our enterprise knowledge graph. We welcome you to join UMU for a discussion on accelerating talent development and driving business results in the era of machine learning.