Strengthening Leadership Pipeline in the Lean Economy

05 - 6 December 2017 | Singapore


With today’s disruptive business landscape, building right leaders and having strong leadership pipeline are critical for the business to capitalize on upcoming opportunities

However, up to 40% of company leaders are unprepared to meet upcoming business issues, while only 20% of identified hi-pos successfully advance to higher levels of leadership.

The current leadership development programs present a variety of challenges

How to identify the right leadership profiles for your business
How to tailor leadership training to your ogranisational needs
What are the effective methods to build compelling leadership programs
What are best practices of succession planning in the lean economy

HRM Asia’s Leadership Development Congress with the theme “Strengthening Leadership Pipeline in the Lean Economy”, taking place on 5-6 December, 2017 is the leading leadership learning & development platform to help you build more future-proof leadership programs that address latest organizational leadership needs.

Join us to discuss latest case studies, trends and best practices in identifying and building better leaders with stronger leadership competencies to drive business into future success.

Themes to be explored: 
  • Redefining new organizational needs and goals for today leadership training
  • Translating business goals into tailored and personalised leadership programme
  • Boosting relevancy of leadership training to organizational context
  • Making succession planning more practical and realistic
  • Strengthening leadership pipeline in the lean economy
  • Creating in-house leadership coaching culture for continuous development
  • On-boarding programs for new managers to groom well-led and well-coached leadership
  • Revamping management trainee programs
Conference highlights: 
  • 15+ speakers from more than 10 different industries
  • Cutting-edge case studies from LinkedIn, Standard Chartered Bank, DFS, Sony and Carlsberg Group – Learn how these companies are revamping their leadership training to improve organizational bottom-line
  • Identify key growth opportunities in building better leadership programs that bring real business returns
  • Interactive Leadership Think Tank and Networking Opportunities, which allow you to connect and meet new peers in the industryBuilding more effective leadership development

Featured Speakers

Featured Speakers

Ewan Clark
Global Head of Leadership... Standard Chartered Bank Read More
Christina Southgate
Head of Leadership Talent... LinkedIn Read More
Brendan Kelly
APAC Chief of Staff Credit Suisse Read More
Vanessa Teo
VP, Global Learning &... DFS Venture Singapore Read More
Raman Sidhu
Global head of Learning Shell Read More
Arthur Lam
People & Organization Lead... Syngenta Read More
Bobby Chiew
Head of Human Resources Woodlands Transport... Read More
Ruchira Chaudhary
APAC Leader - Organisation... Medtronic Read More
Michael Vaz
Director of Learning and... Accorhotels Asia Pacific Read More
Lisa Low
Regional Talent Management... Carlsberg Group Read More
Sara Kim
Director Aldora Training Read More
Imre Vadasz
Regional HR Director, AMEA Sony Read More
Brandon Lew
Vice-president, human resources T-Systems Read More
Gary Lee
Chief HR Specialist, Global... Grundfos Read More
Neema Mehta
Talent and L&D Director,... Amcor Read More
Subhajit Mitra
Director & Head HR... UTC Climate, Controls... Read More
Cynthia Lee Mai
Head of Talent & Learning,... HP Inc Read More
Arya Mukta
Head of Human Resources, SEA... Societe Generale Read More
Marie Petit
Chief HR Officer Asia Pacific Socomec Read More
Joyita Poddar
Senior Director Human Resources... Sabre Holdings Read More
Patria Hyndman
VP, HR Southeast Asia (... DFS Group Limited Read More

Sponsors and Partners

Supporting Organisation

Workforce Advancement Federation Ltd (WAF) is a non-profit organisation incorporated to provide assistance and support to the local business communities in building a sustainable workforce. Through its various initiatives and activities, WAF aims to provide sharing and learning platforms to facilitate the exchange of best practices in human resource and capability development for the local workforce. In tandem of fostering the spirit of tripartism within Singapore’s dynamic business environment, the federation envision its core objective of shaping a productive and competitive workforce as key to the overall economic progress of the nation.
The Institute for Human Resource Professionals (IHRP) is the HR professional body, set up by the tripartite partners: the Ministry of Manpower (MOM), the National Trades Union Congress (NTUC) and Singapore National Employers Federation (SNEF). IHRP is the only HR professional body in Singapore authorised to implement the national HR certification, which is known as the IHRP Certification. IHRP has the goal of setting the HR standards of excellence and enabling human capital development in enterprises. Through the IHRP Certification, IHRP aims to enhance the competencies of HR professionals, as well as create developmental and professional pathways for them. This will professionalise and strengthen the HR profession practice in Singapore, allowing HR professionals to be key enablers in their organisations.



Registration and Coffee


Opening Remarks from Chairperson

Speaker(s) of this session
Sara KimDirector Aldora Training

Speed Networking Session

Speed networking is a facilitated networking session which allows you to connect and meet new people.

Bring plenty of business cards to ensure you make the most of this session.

Re-defining Organisational Leadership Needs


Panel Discussion: Redefining New Organisational Needs and Goals for Today Leadership Training

Gone are the days business has a well-defined problem left to solve for a training program. With today disruptive pace of change, the business problem is to be explored. The session will highlight what it takes for today leadership training success.

  • How to define new leadership needs that fit your organization in the VUCA world
  • What impacts being desired at different leadership seniority?
  • Defining right leadership style for different critical roles
  • Prioritizing immediate and long-term business goals for leadership
Speaker(s) of this session
Sara KimDirector Aldora Training
Imre VadaszRegional HR Director, AMEASony
Cynthia Lee MaiHead of Talent & Learning, Asia Pacific & JapanHP Inc
Marie PetitChief HR Officer Asia PacificSocomec

Boosting Relevancy of Leadership Training to Organizational Context

  • Customizing leadership needs that fit today talent & organizational goals
  • Building a good case with a well-defined end goal
  • Breaking HR training silos using integrated intervention across functions
  • Creating application environment to practice better leadership
  • Aligning immediate and future business strategies
Speaker(s) of this session
Michael VazDirector of Learning and Development (Luxury APAC)Accorhotels Asia Pacific

Morning Break and Networking Session


Driving Business Transformation through Leadership Development

Banking industry transformation requires better leadership and cultural changes. The session will focus on how to use organizational purpose to align different leadership priorities and to build a common change language across different leaders.

  • Using organizational purpose to align and build a common leadership language
  • Building organizational change dashboard to benchmark change leadership capacity
  • Strengthening EVP and employee engagement with enhanced leadership trust
  • Capitalizing real-time changes within the organization to drive new learning needs
Speaker(s) of this session
Ewan ClarkGlobal Head of Leadership Effectiveness & ODStandard Chartered Bank

Lunch Break


Strengthening Leadership Pipeline in the Lean Economy

  • Looking within and external to deepen the leadership pool
  • Top-down versus bottom-up approach for leadership training – how to balance with limited resources?
  • Generating leaders faster to meet the needs of business growth
  • Grooming talent internally with a shortage pipeline
  • Short-term solutions to enhance talent development and retention
  • Identifying, building and retaining the future diverse pipeline of leadership talent
Speaker(s) of this session
Arthur LamPeople & Organization Lead, APACSyngenta

Running an Effective Development Centre that Delivers Solid People Returns at Carlsberg

  • Defining and building future leaders to sustain business priorities
  • Realigning High Potentials selection to meet organizational needs
  • Managing effective high-performing Development Centres internally – The do’s and don’ts
  • Building a strong alumni community for learning leaders and passing on the learning experience
Speaker(s) of this session
Lisa LowRegional Talent Management Director, AsiaCarlsberg Group

Leadership Development Think Tank - Making Leadership Training more Personal and Impactful with Cost-Effective Options

Discuss the critical challenges and solutions facing organizations regarding leadership development training

  • Localizing leadership programs based on cultural quotation, and industrial quotation
  • Building a strong in-house peer coaching, and mentoring community
  • Enhancing personality profiling to cultivate unique leadership style
  • Balancing standardized versus customized learning: which personalization level is optimal?
Speaker(s) of this session
Neema Mehta Talent and L&D Director, APACAmcor

Afternoon Refreshment and Networking Break


From “Learn to Work” to “Work to Learn” – Enhancing In-house Experiential Leadership Coaching for Continuous Development

Learning can’t just deliver tools and skills but must happen at the place it is most useful. Most of leadership development and growth comes from stretch assignments and challenging work situations.

The session will demonstrate how to effectively design application environment where leadership happens naturally.

  • Integrating leadership development into job design and rotation program design
  • Strengthening reflective journaling
  • Designing certified internal coaching modules to drive more HiPos pipeline
  • Leveraging experienced leaders as change agents to build deep coaching expertise
  • Incentivizing leadership sharing, peer coaching and mentoring programs
Speaker(s) of this session
Brandon LewVice-president, human resourcesT-Systems

From Vision to Values - the LinkedIn Leadership Story

Learn how LinkedIn uses their Vision and Values to attract, build and retain leaders and maintain a thriving culture through sustained hyper growth. The session will discuss attraction strategy, building new L&D programs and how they are developing internal (millennial) leaders at LinkedIn.

  • Driving strong talent ecosystem to build succession pipeline
  • Slow promotion for millennials leaders? – How to leverage horizontal career mobility
  • Enabling leaders to acquire and own leadership development
  • Building in-house coaching competencies for every HiPos leaders 
  • Leaders Leverage Result: Reinventing leaders’ performance review
Speaker(s) of this session
Christina SouthgateHead of Leadership Talent Acquisition & Talent Market Strategy - APAC LinkedIn

End of Conference Day One


Registration and Coffee


Making Succession Planning More Realistic – Best Practices in Local Context

  • Gaining internal supports for succession planning
  • Tactical communication to ensure transparency of succession planning
  • Continuously benchmark leaders quality · Identification of future leaders requirements
  • Building programs that cultivate internal talent via coaching, training, and exposure
  • How to identify the right HiPos leaders using talent assessment scorecards
Speaker(s) of this session
Bobby ChiewHead of Human ResourcesWoodlands Transport Holdings

Rapid Diagnosis – How to Continuously Profile Leadership Development Needs?

Given the quick pace of change, it is important to continuously capture leadership development interventions for the individual. This can be achieved with the help of latest bite-size surveys, on-the-go technology or talent analytics tools.

The session will discuss how company can constantly and quickly profile the leadership training need to deliver it at the right timing.

  • Using technologies to continuously profile training needs and interventions at the point of need
  • Helping leaders to capitalize relevant changes for the business: scope, significance, and speed
  • Shifting to evidence-based leadership training
  • Strengthening leader’s appetite, stamina and agility for change
  • Building an integrated development plan using insights from talent review, talent profiling and business competencies gap
  • Demonstrating ROI on development interventions
Speaker(s) of this session
Ruchira ChaudharyAPAC Leader - Organisation Design & DevelopmentMedtronic

Morning Break and Networking Session


On-boarding Programs for New Managers to Groom Wellled, Well-trained and Well-coached Leadership

  • Establishing strong leadership foundations for new leaders
  • Integrating emotional intelligence into on-boarding leadership toolkit
  • Success elements of a high-impact leader on-boarding program
  • Getting internal supports to create rooms for new managers to explore different leadership style

Leadership & Performance Management: Emerging Trends

  • Measuring staff and client satisfaction as a benchmark for leadership effectiveness
  • Using employee experience and engagement as a new dimension of leadership
  • Ensuring confidentiality of the benchmarking systems
  • Leveraging insights to enhance new leadership training
Speaker(s) of this session
Subhajit MitraDirector & Head HR Southeast Asia and AustraliaUTC Climate, Controls and Security

Lunch Break

The HiPos


Identifying Top Talent of Your Business – Defining Unique Criteria

  • What leadership competencies define today high potential?
  • Distinguishing high performers from high potentials
  • Practical scorecards to identify, predict, and develop top talent
  • Tracking success factors that fit your business
Speaker(s) of this session
Gary LeeChief HR Specialist, Global Talent Development, Group Organisational DevelopmentGrundfos

Revamping Management Trainee Programs to Cultivate Talent Development Pipeline

  • Identifying the right leadership profile and amount of candidate intake
  • Educating internal clients to win optimal internal supports
  • Revamping talent assessment process to strengthen talent quality
  • Retention best practices after graduation
  • Sustaining the impacts of the programs during restructuring
Speaker(s) of this session
Patria HyndmanVP, HR Southeast Asia (Singapore Based)DFS Group Limited

Afternoon Break and Networking Session


Revamping Succession Management Framework to Retain Critical Talents at Sabre Holdings

  • HiPos versus hi-performers: Who’s the best bet?
  • Managing resources investment: ensuring training for top- and bottom- pipeline
  • Identifying leaders’ expectations on HiPos selection criteria
  • Building career progression, experiential on-the-job learning to keep talents
  • Ensuring nimble programs to build sustainable growth
Speaker(s) of this session
Joyita PoddarSenior Director Human Resources – APACSabre Holdings

Seamless Implementation to Ensure a Well-Received Leadership Program

  • Integrating development at the right timing into the work schedule
  • Capturing key guiding selection criteria for a best-fit training
  • Winning management support for leadership training
  • Communicating to ensure leaders take full advantage of leadership training
Speaker(s) of this session
Arya MuktaHead of Human Resources, SEA and Head of People and Talent Development, Asia-PacificSociete Generale

End of Conference

HRM Asia’s Leadership Development Congress with the theme “Strengthening Leadership Pipeline in the Lean Economy”, taking place on 5-6 December, 2017 is the leading leadership learning & development platform to help you build more future-proof leadership programs that address latest organizational leadership needs.


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