Agenda

Case Study

From chaos to clarity: How governance became the growth engine for enterprise L&D

Case Study

Defining What it Means to Lead at Target

Jamilla Greely, Target

What does every new leader need to know about how leadership actually works at your company? Jamilla Greely, Sr. Director, Learning and Development at Target, will share how her team built a new enterprise experience focused on the essentials of being a leader at Target. Historically, new leaders learned in silos—often picking up habits from their individual managers rather than a shared standard. Jamilla will walk through how the team identified the gap, defined success profiles and connected skills for Target leaders, and piloted the experience in 2025 before scaling it across the enterprise. Join this session to hear how they built buy-in, standardized leadership expectations, and created a foundational experience every new leader can access.

Case Study

Rebuilding the L&D tech stack to support scale and adoption

Case Study

Small team, big impact: Delivering enterprise L&D without added headcount

Case Study

Building a Measurement-Ready L&D Function: Moving Beyond ROI Conversations

Anil Samuel, CIBC

Why do so many enterprise Learning & Development teams struggle to measure impact in a meaningful, sustainable way? In this session, Anil Samuel, Senior Director Learning & Development at CIBC, shares a practical blueprint for redesigning the L&D operating model to enable continuous measurement of learning effectiveness and business outcomes. Despite increasing pressure from executives to demonstrate value, many organizations face fragmented data, disconnected systems, and inconsistent processes that make sustained measurement difficult to operationalize at scale. You’ll hear how to build a measurement-ready learning ecosystem that links learning to performance, sustains outcome tracking over time, strengthens stakeholder trust, and enables data-driven decision-making across the enterprise.

Case Study

Launching an AI coaching bot to scale development

Julie Zhong, Prudential Financial

What does it take to move from an AI coaching pilot to enterprise-wide adoption? Julie Zhong, Director, Learning – Leadership Development Lead at Prudential Financial, will share how her team moved from early experimentation to full-scale rollout — including how they evaluated impact, built organizational buy-in, and positioned AI coaching as a meaningful extension of their development strategy. What began as a contained pilot has evolved into enterprise access and is now being embedded into leadership programs to reinforce learning beyond formal experiences. Join this session to hear what made the expansion possible, how they’re integrating it into core development efforts, and what they’re focused on next.

Case Study

Building a Learning Culture that Drives Business Performance

Helena Buckley, Kenvue

How do you build a learning culture that becomes a true driver of business performance rather than a collection of learning programs? In this session, Helena Buckley, Global Head of Learning, Performance and Inclusion at Kenvue, shares how her team built a learning culture from the ground up by positioning learning as a strategic enabler of growth and organizational success. As the organization sought to move beyond traditional program-led development, it needed a scalable approach that empowered employees to own their growth, equipped leaders to champion learning, and aligned development efforts directly to business priorities. You’ll hear how Kenvue created an agile learning ecosystem, embedded learning into the flow of work, leveraged purpose-driven storytelling to drive adoption, and built a culture where learning advances both individual capability and enterprise performance.

Case Study

From Framework to Behavior: Activating Liberty Mutual’s Leadership Model

Dr. Connie Watson, VP, Senior Director of Leadership and Career Development and Dr. Tiffany Dotson, Chief Learning Officer at Liberty Mutual

How do you turn a leadership model into something leaders actually use across the enterprise? Dr. Connie Watson, VP, Senior Director of Leadership and Career Development and Dr. Tiffany Dotson, Chief Learning Officer at Liberty Mutual will share how their team developed and is activating a unified Leadership Capability Model aligned to their Liberty 2030 strategy. After uncovering fragmented frameworks across the organization, the team combined internal data, enterprise input, and external research to define a shared model grounded in values, inclusive leadership, and business priorities. Join this session to hear how they’re embedding the model into selection, development, measurement, and rewards—and taking a phased approach to scaling it across the enterprise.

Case Study

Activating 70-20-10 at Scale: Embedding Learning in the Flow of Enterprise Change

Kapreece Bowman, LydondellBasell

How can enterprise L&D leaders operationalize the 70-20-10 framework at scale during complex, fast-moving transformation? In this session, Kapreece Bowman, Learning Solutions Manager at LyondellBasell (LYB), shares how her team is activating 70-20-10 in real time across a global workforce to support employees, leaders, and HRBPs through change. Amid a large-scale transformation still unfolding, the organization needed a pragmatic, scalable approach to embed development into the flow of work while reinforcing shared ownership and maintaining business alignment. You’ll hear how they are translating 70-20-10 into enterprise-ready practices—through work-aligned learning plans, flipped classroom models, peer-driven course clubs, and “meeting-in-a-box” toolkits—while enabling leaders and HR to drive measurable behavior change and workforce resilience.

Case Study

Building AI Capability That Sticks: A Learning-Led Approach to Digital Enablement

Lucie Casey, Brightstar Lottery

How do you move from AI experimentation to meaningful behavior change across your organization? Lucie Casey, Senior Learning Design Specialist at Brightstar Lottery, will share how her team approached digital and AI enablement as a behavioral and learning journey—supporting leaders and employees to build confidence with AI and apply it in their work. Recognizing that adoption requires more than technical training, Brightstar focused on shifting mindsets, building psychological safety, and reinforcing leadership behaviors to encourage experimentation and learning. Join this session to hear how they designed a scalable approach that combines technical capability-building with practical application, along with early impact and lessons learned.

Workshop

Human or AI? Designing the New L&D Operating Model

AI is transforming how Learning & Development work gets done, but not every task should be automated. In this interactive workshop, participants will evaluate common L&D workflows and discuss what should be automated, augmented, or remain human-led. Together, we’ll explore where AI creates the most value and where human expertise remains essential. Leaders will leave better equipped to make informed decisions about AI adoption within their teams and workflows.

Workshop

The modern facilitator: Redefining facilitation in an AI-Powered world

As AI takes on more content creation and information delivery, the role of the facilitator is rapidly evolving. This workshop explores the capabilities that will define high-impact facilitators in the future and examines what remains uniquely human in the learning experience. Through peer discussion and a practical exercise, participants will identify the skills their facilitators need most. Leaders will leave with a clearer understanding of how facilitator expectations are changing and what capabilities matter most moving forward.

Workshop

Governance that Scales: Designing Decision Rights for Modern L&D

As L&D organizations grow more complex, governance can either accelerate progress or create bottlenecks. In this workshop, participants will explore how leading organizations are balancing consistency, speed, innovation, and oversight. Recognizing that governance looks different across centralized, decentralized, and federated models, participants will engage in peer discussions tailored to their operating structure. Leaders will leave with greater clarity on the governance choices that can help their organizations move faster while maintaining alignment and accountability.

Workshop

From Training Request to Business Outcome: Mastering the Intake Conversation

Many learning requests begin with a proposed solution rather than a clearly defined business challenge. This workshop helps leaders shift stakeholder conversations from training requests to performance and business outcomes. Participants will strategize how to uncover root causes, ask better questions, and identify when learning is—or isn’t—the right intervention. Leaders will leave with practical techniques for elevating stakeholder conversations and strengthening their role as strategic business partners.

Workshop

Building the L&D Team of the Future: Skills, Roles, and Structures for the AI Era

AI is reshaping L&D roles, workflows, and team structures faster than most organizations can adapt. This workshop will help leaders assess which capabilities are becoming more critical, which are changing, and which may no longer be needed. Through benchmarking and a facilitated exercise, participants will explore how leading organizations are preparing their teams for the future. Leaders will leave more aware of the shifts shaping the future of L&D and better prepared to evaluate how their own teams may need to evolve.

Workshop

Learning in the Flow of Work: Designing Learning that Actually Gets Used

Everyone wants learning in the flow of work, but few organizations have successfully operationalized it at scale. This workshop will help participants identify where learning naturally intersects with daily work and where performance support can create the greatest impact. Together, we’ll map opportunities to embed learning into workflows, manager practices, and digital tools. Leaders will leave inspired by practical examples and new possibilities for making learning a more natural part of how work gets done.