Transforming Learning for the New Reality of Work – Sharing of Experience by L&D Practitioners
The global pandemic has thrown a curveball at Learning & Development (L&D) and Training & Development (TD) practitioners, many of whom have to change the way they conduct training and engage the employee. What were some challenges that L&D and TD practitioners faced due to the measures to curb the spread of the virus? What strategies and tactics did they adopt to adapt to the changes? What were some lessons learnt that other L&D and TD practitioners can use to shape their strategies and plans as we move forward in this new reality of work?
- What challenges were posed to L&D and TD practices and how were they overcome?
- What lessons were learnt over the last few months that can inform us of the way we develop teams and organisations?
- What should L&D and TD practitioners consider to help their organisations, teams and employees thrive in this new reality of work?
Click here to find out more about our panellists for this panel!
The following is a recording of the panel discussion on this topic, held on 14 August 2020 as part of the 4-part webinar series on The New Reality of Work.
Helping Employees Emerge in the New Reality of Work
Getting Teams and Organisations to Thrive in the New Reality of Work
Getting Remote Work Done Well
Deborah Peterson brings with her over 25 years of full spectrum HR & Talent Management expertise. Currently part of a consulting practice, her most recent corporate role was as VP HR (Greater Asia) for Becton Dickinson (world’s 3rd largest medical technology organisation). Over the years, she has led people & business restructuring, harmonisation of systems & policies, and culture & change management projects in various transformation initiatives over several organisations. In her consulting practice, she has worked on assignments ranging from organizational strategy, senior management team effectiveness, organizational development, leadership & high potential development, strategic communications, competency mapping, change management, senior leadership facilitated sessions, executive and team coaching among others.
Highly regarded as a forward-thinking and progressive people developer, John is an experienced Learning & Development professional in the financial sector, having contributed to the success of the learning agenda at various financial institutions such as Standard Chartered Bank, HSBC, Aberdeen Standard Investments and ANZ Bank.
In his current role in SGX, he is accountable for defining and implementing the learning and talent development strategy, policy and systems in alignment with business requirements as their Head of Learning & Development, as well as the talent acquisition and strategic human capital planning and management processes as an HR Business Partner for the Operations & Market Services business unit.
A lifelong learner, he is currently pursuing a doctorate in education programme with a focus on educational technology, at the National Institute of Education (NIE) in Nanyang Technological University (NTU).
As Regional Head of Leadership Development and Talent for Asia-Pacific for global hospitality chain, Hilton since 2012, Leonard heads a team that spans across Asia and is heavily involved in designing development centres for high-potential staff, running senior leadership programmes and implementing succession planning, talent reviews and diversity initiatives.
Prior to this, he has worked at Reuters Asia-Pacific as a Learning Consultant at the Reuters Asia Training Centre, and thereafter as a Senior Consultant in SHL, a UK-based global consultancy specialising in leadership assessments, development centres and competency modelling. Leonard was also part of UK investment bank, Barclays, as its Asia Regional Head of Learning, where he helped set up the bank’s learning division in Asia-Pacific from scratch and designed various types of leadership and talent initiatives.
Leonard graduated with a Master in Business Policies in Social Development and Employment (Industrial Sociology) from the Institut d’Etudes Politiques de Paris (Sciences-Po), France in 1997 under a Lafarge company-sponsored scholarship. After graduation, he continued his career in human resources in Lafarge Asia-Pacific, where he was involved in revamping and implementing learning practices in Lafarge’s new Asian plants which the former had acquired in the wake of the Asian crisis of 1997.
Leonard is a Board Certified Coach (BCC) from the Center of Credentialing and Education (CCE) in the USA. With the blessings of his current organisation, he is also an accredited Associate Coach with the Center for Creative Leadership (CCL).
Emergenetics Asia Pacific
As Master Associate and Deputy CEO of Emergenetics Asia Pacific, Colin is involved in the overall strategic planning, business development and growth of the company in Asia-Pacific. Colin also conducts Certification (train-the-trainer) Workshops throughout Asia-Pacific and oversees the further training, development and growth of our Associates.
Colin is also a Certified Action Learning Coach with the World Institute of Action Learning, an ATD Master Instructional Designer and a Team Psychological Safety Certified Facilitator. He is passionate about helping individuals and teams realise their potential, and recently completed a Graduate Diploma in Applied Positive Psychology to deepen his knowledge in topics such as resilience, mindfulness, psychotherapy, counselling and coaching.
Connect with Colin on LinkedIn.