PROGRAMME

16 January

13:30-18:00

18:15-19:00

PRE-EVENT INNOVATION DAY WORKSHOPS

HOW TO MAXIMISE YOUR MERIT EXPERIENCE - for Business Schools and Learning Providers

18:30-19:00 HOW TO MAXIMISE YOUR MERIT EXPERIENCE - for HR and L&D practitioners

19:00 WELCOME RECEPTION at Marriott Lisbon

17 January

08:00 REGISTRATION AND COFFEE

09:00 OPENING KEYNOTE

08:45 WELCOMING NOTES

ALWAYS-ON LEARNING

17-18 January 2018Lisbon Marriott Hotel

Christophe Coutat, CEO & Founder, Advent Group

Andy Habermacher, Brain Leader

WEDNESDAY

TUESDAY

What Kind of Entrepreneur Do You Want to Be?

Joseph Pistrui, Professor of Entrepreneurship & Innovation, IE Business School, Madrid

#1 Our Learning Future - How the L&D Function Will Need to Innovate between Now and 2030!

Nicolas Lemoine, Executive Education Director, HEC Paris School of Management

#2

If you want to achieve growth by doing something new to create value for customers, you have to think and behave like an entrepreneur. Joseph Pistrui, a professor of Entrepreneurial Management at IE Business School, can help you do that. He helps founders, corporate leaders, and their organisations to develop a range of entrepreneurial behaviours that support innovation-based growth.

Andy is one of Europe’s leading experts on Neuroleadership - applying insights from the brain to leadership contexts. He has co-developed a behavioural framework known as SCOAP, a neuropsychological theory of human emotional needs and drives, and researched this in the workplace. His writing and academic work covers decision-making, unconscious bias, happiness and rationality amongst others.

A workshop dedicated to the topic of how to prevent the Learning & Development function from perishing. Participants will be asked to envisage what learning will look like in 2030 and what new technologies will be in use in this field.

L&D TM

Christophe Vanden Eede, Chief Talent Officer, Telenet Group

Dasha Kraft, Learning and Knowledge Leader, IBM

Jim van Hulst, Director L&D EMEA, Johnson Controls

Koenraad Goris, People and Organisation Director, PwC

Andreas Laemmlein, Head of People Development, Hartmann Group

Grace Abella-Zata, CEO, IRCI Global Executive Board

Learning and Development Stream Talent Management Stream

The concept of lifelong learning has transformed from a discretionary aspiration to a career necessity. No longer is it a supplemental luxury to learn new skills, nor is it something you do only for a significant career change. Being relevant, in-demand, and competitive in today’s fast-moving world requires an ongoing commitment to learning regardless of your role or career path.

As fast-moving technologies and quickly changing demands emerge as potential challenges to today’s businesses, dynamic hiring practices and quickly-evolving talent emerge as potential solutions. The importance to create and think out-of-the-box is imperative to continue learning and progressing.

PANEL DISCUSSIONS

Lifelong Learning and the Future of Work The Talent to Innovate vs. the Talent to Process

09:40

L&D TM

Tiffany Poeppelman, Sales Readiness Leader, LinkedIn

HR and L&D practitioners have various modalities and technologies to build a sustainable learning culture. This session will highlight a case study at LinkedIn where sales team members were exposed to external industry trends, product knowledge, and skill development over a period of 13 weeks. The mixed model approach showcases how organisational objectives and a continuous learning mindset can be fostered.

Fostering a Learning Culture through Technology and Organisational Pathways

#1

Marcel Bechger, Executive Director HR, Fluor Corporation

Multinational companies need to develop local expertise. This case study is centered on how Fluor has cooperated with universities in the EMEA region to develop and train local talent as well as hire graduates and retain them for the future.

The Challenge of Developing Regional and Local Talent

#2

Laurent Choain, Chief People & Communication Officer, Mazars

At a time when traditional educational institutions are rushing to high-cost/high-value services, the world has never been in more need of accessible education solutions. In this context, the corporate world can trigger entrepreneurial low-cost/high-value solutions which could mean first-class affordable education for the broader ecosystem of employees, contractors, clients, and partners. Laurent Choain will illustrate this point with a disruptive initiative started six years ago – TheNextMBA.

Education-based HR Strategy#3

Reza Moussavian, SVP Digital & Innovation (HR), Deutsche Telekom

The case study will introduce selected examples from Deutsche Telekom on how to turn a culture of corporate learning into one of digital learning. In addition to the conceptual framework, two specific examples from the company will be presented. The first one will showcase the in-house corporate online course (Magenta MOOC) as a new user-centric way of digital social learning. The second one will acquaint the audience with the Deutsche Telekom VR training app which shows how in-person training programmes can be replaced with new technologies.

Learning in the Digital Age – Examples from Deutsche Telekom’s HR Unit “Digital & Innovation”

#4

Kristel Van Loon, Global Learning Manager, Mondelēz International

The Mondelez International University (MIU) is a virtual university; a one-stop-shop where employees can find all the education they need to help them develop and build outstanding careers – from business know-how to leadership and management, from functional expertise to fundamental skills. It’s where employees go to be the very best they can be.

Inspiring employees to Become Life-Long Learners

#5

COMPANY CASE STUDY PRESENTATIONS11:00

Business Unusual: Rethinking the UX and UI of Exec Ed

Alon Rozen, Dean & Professor of Innovation & Management, École des Ponts Business School

#1

Turbo Charge Learning Through Action

JB Kurish, Senior Associate Dean, Emory Executive Education / Goizueta Business School

#2

MERITalks10:10

COFFEE BREAK10:40-11:00

NETWORKING LUNCH13:15

KEYNOTE SPEECH (Live Video Stream) 14:15 - 15:00

One-to-Three Meetings World Café – the Workforce of the Future

15:00

Conversations between one business school and up to three company representatives on pre-selected learning and development topics.

Join us in an interactive World Café where you will have the opportunity of exploring HR pathways leading into the future. Four rounds of table discussions (aligned with the One-to-Three meetings) will take place. Participants will be mingling, switching tables periodically, while a “table host” will introduce newcomers to the previous discussions.

COFFEE BREAK16:30-16:50

Anthony Radev, Founding Director, SEED School for Executive Education and Development

The LEAD programme was designed in 2013 with the goal to produce the next generation of transformational leaders at MOL Group. The third edition of this two-year blended learning experience was launched in 2017, with a curriculum adjusted to the MOL Group 2030 Strategy in partnership with the SEED (Hungary), Thunderbird School of Global Management (US), and Cotrugli Business School (Croatia).

How Fast Can the Fast Track Be in Executive Development?

#1

Zdravka Demeter Bubalo, HR Executive, MOL Group

David Patient, Senior Associate Dean for Research, Católica-Lisbon

In 2016, Católica-Lisbon was asked by Sands China, a resort developer and operator, to propose a programme for top managers. The programme was designed to address the specific needs of the company. Key features of the programme are its international character, its three complementary partner schools, and the tailoring of contents to the Sands China context, industry, and organisational challenges.

Those who design and deliver learning experiences intuitive accept that learning investments deliver real value. But in building commitment to learning, stakeholders in learning investments increase their commitment when learning value is clearly articulated. This presentation will help those involved with learning to: [1] understand the principle of value defined by the receiver, [2] show the value of learning to stakeholders inside and outside the company, [3] review learning innovations that increase the value created. Participants will leave with both ideas about learning value and actions that increase that value.

Customised Leadership Training: Católica-Lisbonand Sands China Integrated Resorts

How Do Investments in Learning Create Value?

#2

Dave Ulrich, Rensis Likert Professor, Ross School of Business, University of Michigan

Rita Coelho Do Vale, Professor of Marketing, Católica-Lisbon

Nicolas Lemoine, Executive Education Director, HEC Paris School of Management

This 3-day programme is aimed at top executives from the Carrefour Group worldwide and capitalises on the innovative Odyssey 3.14 approach developed by the HEC Professors Laurence Lehmann Ortega and Hélène Chanut-Musikas. The tailor-made “Learning Odyssey” focuses on three key areas - ideation, listening to customers, and making innovation happen. The programme was designed in collaboration with Carrefour in order to support the Group’s omnichannel strategy.

Innovation in Action: A Custom Programme Co-Designed by Carrefour and HEC Paris

#3

BUSINESS SCHOOL CASE STUDY PRESENTATIONS12:15

Professor Miguel Pina e Cunha, Nova School of Business and Economics

NETWORKING BREAKFAST08:00

08:45 OPENING KEYNOTE Leading is a complex exercise, conducted in a world of contradictions. Leaders often have to do one thing and its opposite, to balance permanently with the risk of falling, and live between tensions. This presentation takes the audience through the increasing presence of paradoxes in leadership.Miguel Pina e Cunha is an eminent professor of organisation theory and organisational behaviour. His research deals mostly with the surprising and the extreme.

18 January THURSDAY

COCKTAIL RECEPTION hosted by Catolica Lisbon School of Business & Economics

One-to-One meetings with L&D experts and Executive Education providers

18:30

20:30 GALA DINNER

EXHIBITION08:00 – 18:00

17:00

Traditional learning methodologies are often not enough to ensure that employees develop in line with new and emerging business challenges. In this workshop participants will have the chance to re-consider how to deliver sustainable and effective business critical learning and development, explore ways of defining required cultural and capability changes, and look at wider factors that impede or advance organisational learning.

WORKSHOPS (Sessions in Católica Lisbon)

Adapt or Die. Sustaining Organisational Learning in Volatile Times

Richard Howell, International HR / OD (Change) Leader

#1

Organisations of all types and sizes today need to be digitally transformed while managers learn to adapt their leadership styles. Nevertheless, when times get busy, many leaders deprioritise learning and development in order to focus on more demanding tasks. Despite the many virtual, on-demand, and MOOC solutions available, employee engagement is an issue in almost every organisation. This workshop will explore how managers can improve and apply their leadership knowledge in the digital era.

How Can We Boost Leadership Development in the Digital Era

Robert Dobay, Co-Founder, ManageMentor

#3

Tamas Cservenyak, Co-Founder, ManageMentor

In our constantly changing business environment, it is critical for the HR function to not only know about but understand and pilot the underlying technological factors shaping the new digital world. Following this masterclass, you may set off on your path to become a technological contributor and an inspirational leader. Start adding value to your organisation beyond your usual HR responsibilities.

A Technological Journey into Digital Transformation. The Key Role of HR in the New Digital World.

#4

Víctor Magariño, Board Advisor. Professor ESADE, NYU Stern & UC3M

In many cases, women are entering organisations in equal proportion to their male counterparts. But at every stage between entry level and the top, the number of women drops. Workshop participants will explore some of the issues getting in the way of women’s aspirations for leadership and look at what organisations can do to level the playing field for their high-potential female representatives.

Inclusive Talent Management – Levelling the Playing Field for Women

Hilary Harris, Executive Development Director, Cranfield School of Management

#2

BUSINESS SCHOOL CASE STUDY PRESENTATIONS11:40

Miguel Munoz Duarte, Entrepreneurship Professor, NOVA Schoolof Business and Economics

The Santander Living Innovation Lab, set up by Banco Santander and Nova School of Business and Economics, aims at fostering disruptive innovation within the bank with a unique approach using the school ecosystem as a living lab. How does it work? The lab gathers real-time insights from students, faculty, alumni, and staff. What is more, it creates new ideas and concepts by bringing together bank employees and students.

Santander Living Innovation Lab: NOVA School of Business and Economics

#1

Stuart Wells, Head of Business Development, Executive Education,

Alliance Manchester Business School

Leading Complex Projects, Programmes, and Portfolios (LCP3) is a global programme that was designed by Alliance Manchester Business School. Its goal is to help transform the way projects, programmes, and portfolios are won, designed, and delivered right across BAE Systems, by developing world-class leaders who get results and inspire others to achieve. Over the course of 18 months, participants develop skills and knowledge across six core competency themes.

LCP3 - A Collaborative Partnership between BAE Systems and Alliance Manchester Business School

#2

PANEL DISCUSSIONS09:30

Continuous improvement requires a commitment to learning. A learning organisation is skilled at creating, acquiring, and transferring knowledge, and at modifying its behaviour to reflect new knowledge and insight.

Strategies to Build Learning Organisations L&D

Thierry Bonetto, Director of Learning & Development, Danone Group

Anna Walther, Senior Learning & Development Manager, Nestlé

Dr. Nina Kreyer, Head of Learning & Development Germany, KPMG

In today’s fast-paced business environment, one’s capacity to learn is one’s ability to stay relevant, to move on, and to move up. Market innovations enable executives to learn and earn in new ways. Will AI transform the future of learning?

Fast-Changing Learning Technologies L&D

David Chivers, Head of Learning & Development, Virgin Media

Mohana M D, Director HR, Global Talent Development, SAP SE

Dr. Nick van Dam, Global Chief Learning Officer, McKinsey

Technology, AI, machine learning, and quantum computers will soon replace human labour. Businesses thus have to reorganise the learning process in order to develop the social and creative skills of their employees.

Human Skills in the Digital Era TM

Catherine Ward, Group Human Resources Director, Interserve

Michael Germershausen, Managing Director, Antal Russia

Pamela Harding, CEO, Metzano / Chapman University

Seventy-nine percent of Millennials said the opportunity to learn new skills is an important factor to them when deciding where to apply for a job. Seventy-eight percent would switch jobs to learn new skills if the pay was comparable.

How Millennials Are Reshaping the WorkplaceTM

Ana Vicente, Talent & Leadership Development Manager, SONAE

Filipa Ferrugento, Global Learning Design & Development, Merck

Iva Angelova, HR Director, Advent Group

MERITalks10:30

COFFEE BREAK10:40-11:00

Does Management Education Really Create Leaders?#1

Oliver Olson, Director Global Education Programmes, Maastricht School of Management

COMPANY CASE STUDY PRESENTATIONS11:00

Teemu Uotila, Head of LaaS Community & CEO of Vincit CoOp,

Vincit CoOp

This case study will address the following key topics: How to integrate technology in a growing company while still keeping people’s individuality and influence; How the Leadership as a Service (LaaS) platform and the Co-Operation organisational model go hand in hand; How to create a common purpose through technology and cultivate the individual purpose through shared dreams and organically formed interest groups.

Creating Dreams That Are Shared by the Organisation and the People Within

#1

Andreas Laemmlein, Global Head of People Development,

HARTMANN GROUP

Talent shortage, and therefore the need for a sustainable Talent Management approach, has been a clear mega trend for several years in HR –as well as a BIG buzz. This session will show by means of a case study how HARTMANN approached the topic, from creating a suitable culture to talent identification, the development of those talents, and their placement. What have been their key learnings and what will they change in order to deliver even better in the future?

Talent Management – How to Make it Really Happen

#2

13:00 NETWORKING LUNCH

15:30 CONFERENCE WRAP UP & PRESENTATION OF AWARDS

14:00

In a world in which the nature of work, the workplace and workforce are changing at a relentless pace, organisations must respond. Transformation of the organisation is inextricably linked to the transformation of individuals and for that to be a reality, learning has to be at the core. This workshop will review the findings of the recent Towards Maturity-CIPD research report. The session will explore the key question to define practical steps in facilitating genuine learning organisations.

WORKSHOPS (Sessions in Católica Lisbon)

Driving the New Learning Organisation

Andy Lancaster, Head of Learning and Development Content, CIPD

#1

Academic research, cross organisational surveys, and organisational network analyses all demonstrate the importance of effective social relationships and the impact of social groups. Despite this we continue to focus HR activities on the management, measurement, development, and reward of individual employees. This session will review what we know about social relationships and suggest ways of aligning our management and development of people and social groups with this understanding.

What We Know about Social Relationships and How That Means HR Needs to Change (Masterclass)

Jon Ingham, Executive Consultant, The Social Organization

#4

We spend our days talking about digital transformation and analysing the challenges of understanding technology and new business models. However, what most companies need is not more strategic analysis but a clear methodology to link strategic decisions, fast and cheap exploration of opportunities, and staged investment, and a radically different strategy to manage people, skills, training schemes, and internal digital platforms. What are the new methodologies we need to know and understand?

The Missing Link: HR Transformation for a Digital Future, from Design to Execution

Ricardo Perez, Professor of Innovation, IE Business School

#5

In today’s world, we are constantly confronted with change. Therefore, we need spaces for experimentation and safe environments for overcoming our fears. Participants in this workshop will learn how to leave their comfort zone and step into a learning zone where experimentation, innovation, and fun happen. Together we create a “white room” with no mental borders, so that participants can be creative and are able to develop innovative skills for the challenges of today and tomorrow.

Change the Rules - Transformative Learning in a VUCA World!

Helga Pattart-Drexler, Head of Executive Education, WU Executive Academy

#3

The workshop “HR in the age of AI: Boost Talents, Improve Performance, and Increase Retention” will look into three important HR processes: the initiation of new employees, predicting and supporting their careers, and finding new ways of training and re-skilling. The session will give concrete examples and tips for successful implementations as well as the pitfalls to avoid.

HR in the Age of AI: Boost Talents, Improve Performance, and Increase Retention

Julie Coudry, Founder & CEO, Jobmaker SA

#2

Georges Gurkovksy, Co-Founder, HUH School

Meet start-up companies in Exec. ed and HR Technologies.

Get to know their innovative projects and understand how they can help you re-think the HR and L&D roles.

START-UP VILLAGE08:00 – 16:00

*Programme subject to change.