HR Summit and Expo Day Two - 15 October 2026Thursday, 15 October 2026 - GT (Gulf Time, GMT+04:00)

Most workforce plans collapse when uncertainty hits. This session equips senior leaders with practical frameworks to build organisational agility and gain competitive advantage.

Key Learning Takeaways:

• Identify early workforce vulnerability signals to mitigate risks before they escalate

• Develop predictive models accurately forecasting talent shortages across critical business functions

• Create robust contingency plans safeguarding essential operations during disruption

• Establish flexible workforce approaches enabling rapid response to changing business conditions

Join Stephen M.R. Covey, bestselling author of The Speed of Trust, as he reveals how principle-centred leadership serves as the foundation for building high-trust organisations that outperform their competitors. In this compelling session, Covey demonstrates that trust is not a soft skill but a hard-edged economic driver that accelerates collaboration, innovation, and execution whilst reducing costs and friction. Leaders will discover the strategic frameworks for intentionally engineering trust across teams, stakeholders, and entire organisations through consistent character and competence. Covey shares actionable insights on how to diagnose trust gaps, rebuild credibility when it's been damaged, and create cultures where trust becomes a sustainable competitive advantage. This session equips leaders with the tools to transform trust from an abstract value into a measurable leadership practice that drives tangible business results.

Leading companies are rethinking talent development, moving beyond reactive hiring to build internal capability and leadership readiness. This conversation explores how businesses create integrated frameworks that close skills gaps, develop future leaders, and maintain business continuity through strategic succession planning.

Key Learning Takeaways:

• Conduct skills audits to identify critical capability gaps and assess leadership readiness across the organisation

• Design integrated learning ecosystems combining mentorship, experiential learning, and cross-functional development programs

• Create internal mobility frameworks and succession protocols that reduce recruitment costs and ensure business continuity

• Embed learning culture throughout the organisation while building transparent communication approaches that strengthen confidence in leadership transitions

Transformation requires experimentation, but HR's risk-averse DNA often gets in the way. Explore how organisations are creating structured innovation environments that deliver measurable results while maintaining governance and control.

Key Learning Outcomes:

• Design psychological safety frameworks that encourage AI experimentation

• Shift employee mindsets from "failure avoidance" to "intelligent experimentation"

• Establish governance structures that balance innovation velocity with responsible deployment

• Measure cultural readiness for AI adoption and identify transformation barriers

This session introduces the Future-Ready Set™ framework, centered on three critical capabilities: Emotional Intelligence, Adaptability, and Resourcefulness. These capabilities help employees navigate change effectively, maintain performance under pressure, embrace new technologies, and contribute meaningfully to evolving workplaces.

The session would explore how organisations can move beyond traditional notions of resilience and create cultures that actively develop adaptability, encourage resourceful thinking, and strengthen emotional intelligence across all levels of the business.

Attendees would learn how to:

• Build sustainable high-performance cultures without sacrificing wellbeing.
• Develop Emotional Intelligence as a foundation for engagement, collaboration, and leadership effectiveness.
• Strengthen workforce Adaptability to navigate uncertainty, disruption, and continuous change.
• Foster Resourcefulness as a critical capability for innovation, problem-solving, and performance.
• Create cultural conditions that support both employee wellbeing and organisational success.
• Prepare their workforce for the human challenges associated with AI, transformation, and the future of work.

The session would provide practical frameworks and leadership actions that organisations can immediately apply to build more engaged, adaptable, and future-ready workforces while supporting long-term business performance.

Discover how aligning HR and marketing strategies can unlock new levels of organisational performance. This session examines the transformative impact of cross-functional collaboration, showcasing how integrated approaches break down silos, enhance employee engagement, and drive measurable business outcomes.

Key Learning Takeaways:

• Build strategic partnerships between HR and marketing through communication frameworks that align people strategies with business growth.

• Position culture as a competitive advantage by integrating employer branding with culture transformation initiatives.

• Leverage marketing expertise and data analytics to elevate recruitment strategies, employee communication, and retention efforts.

• Develop authentic Employee Value Propositions (EVPs) that reflect organisational culture while advancing strategic business goals.

Successful mergers and acquisitions depend on effectively bringing together different organisational cultures. Explore the critical role culture plays in M&A success through practical insights from real-world integrations.

Key Learning Takeaways:

• Understand why culture is critical to integration and how cultural alignment impacts productivity, talent retention, and business continuity

• Manage integration expectations by establishing realistic timelines for cultural change and setting clear stakeholder expectations

• Design effective integration strategies through targeted communication, employee engagement, and change management approaches to build unified culture

Over the past two days, we’ve examined the forces reshaping leadership, workforce dynamics, and resilience. This closing panel empowers senior leaders to translate these insights into a forward-looking 2030 strategy that anticipates disruption, aligns talent with business priorities, and positions your organisation to lead in a rapidly evolving landscape.

Key Learning Takeaways:

• Integrate conference insights into a unified 2030 vision that addresses emerging challenges and opportunities across workforce strategy.

• Identify critical workforce gaps by mapping the skills, roles, and capabilities required as AI, automation, and shifting employee expectations redefine work.

• Develop adaptive planning frameworks that respond to market volatility, regulatory shifts, and unexpected disruptions, ensuring strategic relevance.

• Elevate talent as a boardroom priority by building the metrics and business case to position workforce planning as a key driver of competitive advantage