ATD Kuwait Summit
Building A Value-Driven Learning Culture
24 – 25 October 2022 | Jumeirah Messilah Beach Hotel & Spa , Kuwait
Summit Day 1 – Monday 24 October 2022
The power of workplace curiosity for leaders:
Driving employee productivity & engagement The shadow a manager casts on the team is one of the biggest drivers of productivity, engagement, and the feeling of well-being of the team. Those managers who do this well, uplift the team. Those who don’t stifle it. The key to effective task management and people leadership is curiosity. Curious leaders are good at operationalizing the present as well as securing the future. They create psychological safety for the team to thrive. Curious leaders represent a high level of cognitive, empathic, and self-reflective curiosity. They are curious about the world around them, the people they work with, and their own internal conscious and unconscious drivers. They go out of their way to engage with their team, also in times of crisis. They stretch their teams to excel in the present and embrace the future. In this interactive session, we explore what we know about curiosity, why it is important for leaders, professionals, and teams, what the barriers are and what leaders can do to get better at intentional curiosity for themselves and the people in their care.
Stefaan van Hooydonk, Best-Selling Author and Founder of Global Curiosity Institute; Former Lead Advisor for Saudi Aramco’s Corporate University, ex-CLO at Philips, Nokia, Cognizant and AFGA Healthcare, Belgium
PANEL DEBATE: Outsourcing vs in-house training: What works better for your organization?
There are many factors HR and training professionals take into consideration when allocating and maximizing their training budgets. At the top of that list is whether to develop and utilize in-house trainers or outsource. Featuring top industry experts, this session will address the following debateable questions:
- Is it better to provide training in-house or through an external education partner?
- What are the disadvantages and advantages of the two different approaches?
- What are the requirements and business costs to developing an in-house training team?
• Will partnering with global education institutions appeal to employees and in-turn improve retention & recruitment, and if so, is it worth the investment?
Dr. Ahmad Al-Hunaiyyan, Dean of the College of Business Studies, The Public Authority for Applied Education and Training (PAEET), Kuwait
Imad Ghazzawi, AVP, People Experience, noon, Saudi Arabia
Creating a value-driven learning culture in a fast changing, digital world
Without a doubt, the world of learning and talent development is being revolutionised by technology and innovation as many of the roles people perform evolve and change. This along with many major forces are re-shaping the way L&D and training creates and delivers value. What are the trends shaping HR and training in 2022 and beyond? This session will demonstrate the role of HR in successful organizational transformations, as well as how to build a resilient and agile workforce through a strong culture of learning.
Leading a self-care revolution: a case study for improving employee well-being
Senior Director, Rewards, Performance & Workforce Planning, Mubadala Health, UAE
Learning transfer: sustainable learning practices to maximise business performance
We as Learning & Development professionals are faced with a daily challenge to prove that the training programs we provide are essential to the business continuity and employee retention. Thus, how what we see and perceive as valuable training is different from what management expects. For example, they care about quick performance change in the workplace and employees’ feedback about the training session, while we care about the long term, sustainable desirable behavior change measured by the amount of knowledge comprehended and the percentage of knowledge transfer to the workplace. The ideal way to earn management support and build alignment between what management desires and what L&D aspires for is through building a learning organization.
Key Learning’s & Take-Aways:
- Describe the difference between training and learning
- Explain the concept of a learning organization
- Why it is important to adapt a learning culture
- How to implement a learning organization philosophy within your organization
- Gaining buy-in from stakeholders to ensure successful implementation of the new concept and culture
Abdulaziz Al-Roomi, Head of Learning & Talent, Boubyan Bank, Kuwait
Summit Day 2 – Tuesday 25 October 2022
PANEL DISCUSSION: A vision for the future: Strategic workforce planning and talent pipeline for 2023
Acknowledging the need for workforce planning is the first step to ensuring business success, recognising it as a pillar of the business strategic plan that delivers real RoI and not just another HR process. This panel discussion will share insight on:
- Redesigning and modernising your workfare planning and succession strategy
- Identifying top talent and creating effective and long-term development programmes to leverage in-house talent
- Exploring alternative strategies other than promotion for increased employee engagement and retention
- Future proofing your business in an increasingly VUCA world
Stefaan van Hooydonk,
Best-Selling Author and Founder of Global Curiosity Institute; Former Lead Advisor for Saudi Aramco’s Corporate University, ex-CLO at Philips, Nokia, Cognizant and AFGA Healthcare, Belgium
Dr. Randa Diab-Bahman,
Faculty Member, Lecturer, Author, Kuwait College of Science and Technology, Kuwait
Dr. Ammar Alhusaini,
Deputy Director General, Central Agency for Information Technology, Kuwait
The Power of People Analytics: Optimizing Organizational Development Strategies
People analytics is rapidly gaining a solid foothold in organizational development strategies. Understanding the value and potential of analyzing people data is a key ingredient in the formation of any successful organizational training and development strategy. Today, businesses need to do more with less. This means training and development strategies must be effective, targeted, and efficient. People analytics can help you achieve all of this by accurately measuring the effectiveness of your training strategy. Many organizations are often unsure of where to start when it comes to measuring training effectiveness. The challenge of measuring your training strategy’s effectiveness is understanding your data to help you drive organizational training and development strategy. In this session, you’ll find out:
- How to get the most from your data and analytics to drive organizational training and development decisions
- How to leverage data to measure the effectiveness of your training strategy and improve employee engagement
- How to understand your data to help drive organizational training and development change
Enad Abu Naser,
Total Rewards Manager & People Analytics, Toyota, Faculty Member, WorldatWork, Qatar
WORKSHOP: Measuring the business impact and RoI for your training and L&D programs
Today, more than ever, there is a need to ensure that virtual learning works to improve organizational outcomes. Because of the work-at-home and travel restrictions caused by the COVID-19 crisis, most learning programs have shifted to a virtual format. This requires program owners to design and implement virtual learning with desired outcomes in mind and demonstrate that the virtual format works. During this workshop-style session, Nader will share practical tool-kits on how to measure the business impact and RoI of your training budget. Key learning’s & take-aways include:
- Identify the five levels of outcomes from Virtual Training
- Describe why virtual learning fails to deliver application and impact
- Explain the need to deliver impact and ROI for selected virtual learning programs
- Design virtual learning to deliver application, impact, and ROI, using design-thinking principles
Master Trainer, Association for Talent Development (ATD); Regional Director, MENA, ROI Institute, Saudi Arabia