The strategy workshop "Future Ready Organization™ People and Leadership: a new model for developing competencies and managing people in a Future Ready Organization" will be led by Dr. Witold Jankowski, President of ICAN Institute and one of the most experienced strategy consultants in Europe. This will be a unique opportunity to participate in a customized interactive study aimed at diagnosing your organization's readiness for the future in two dimensions of Future Ready Organization™: People and Leadership.

The diagnostic study will be followed by a Q&A session to discuss the problems that arise in your organizations. Dr. Witold Jankowski will answer any of your questions and dispel any doubts that arise when companies face the challenges of a dynamic business environment.

Future Ready Organization: people and leadership
What competencies companies need and how to develop them at all levels of the organization

• What is the Future Ready Organization™ and what does it mean for HR?
• What are the key characteristics of a future-ready organization and their implications for human resource management?
• What is the impact of artificial intelligence and other technologies on the way work is organized and teams are managed?
• What is the Skills-Based Organization concept as a new people management model?
• Seven Practices of a Skills-Based Organization
• How does a competency-based approach change the way employees work and develop?
• What specific actions can companies take to become a Future Ready Organization™?
• Development paths for companies moving toward the Skills-Based Organization model.

AI, and Equal Employment Opportunity. Dimensions of gender, age and disability

Based on Randstad's latest global report, we will discuss the need for equal access to AI skills to promote equal opportunity and inclusivity in the workplace and address the talent shortage.

Based on research conducted in 15 markets around the world ( including Poland), the report analyzes the impact of artificial intelligence in the context of equal opportunities in terms of three dimensions: gender, age and disability.

The presentation will answer 3 questions:

• Is there a gender difference in artificial intelligence skills?
• How is the generation gap shaping up regarding perceptions of the role of artificial intelligence?
• To what extent can Artificial Intelligence support people with disabilities in the labor market?
• In the speech, we will also review the results of these studies on Polish workers. And we will compare the Polish results with the world results.

Leadership that promotes well-being - a new leadership style for difficult times

During the lecture, Ewa Stelmasiak will answer the question of whether and why the time has come for well-being leadership as a distinct leadership style. She will share with you the results of a scientific study of her proprietary competence model of a well-being leader/leader conducted in cooperation with the Wroclaw University of Economics. In particular, from the lecture you will learn:

• To what challenges in the world of work is well-being leadership the right answer?
• Who is a well-being leader(s)? What does the competency model of a well-being leader/s look like?
• How do top management leaders/leaders see themselves? Where do they identify their strengths, and where do they identify their main deficiencies and areas for development?
• What are the key challenges in nurturing well-being by female leaders?
• What are the real-world measures of the effectiveness of wellbeing activities in the surveyed companies?

Dimensions of diversity - inclusion of people with disabilities in the labor market.

Stop Digital Zombies. Focus culture as health and profit in one

When I worked at a large advertising agency, members of my team, constantly complained to my boss: "why other teams can spend almost unlimited time on a cigarette, and we have to work so much". At the time I thought it was a strange question, because I recognized that at work you have to work😉.

I recall this when I open Facebook or Instagram and see thousands of comments underneath them on weekdays, during business hours. I still can't understand: WHAT ARE THESE PEOPLE DOING AT WORK. Is it fair, or are they sacrificing their lunch break for it? Or does the employer treat the social media break as a "smoke" break?

At the lecture, we will talk about why employees' digital habits, including addiction to technology, are causing your company to lose money, and how to implement a culture of focus in your company:

Worker's brain in information glut
It's up to the HR expert and company head to know about the employee brain.

Digital Zombies at work
Why young employees learn and communicate differently and how to reach them.

Ways to have a culture of focus
4 simple ways to bring a culture of focus the very next day, thanks to brain science.

Next-generation leadership: how to create a development system ready for five generations of employees

• The true meaning of development for the five generations, or current and future employees.
• What people of each generation can learn from each other, and what they should learn from each other, and why it is so difficult, though necessary.
• No more false alternatives, or how to move theory and practice to one side of the equation and what we gain from it.
• Selection and proportion of development tools adequate to the needs of people of each generation.
• Building a four-dimensional development system in the individual and organizational dimensions.

The future is built today - professional employee care in HR strategies as a foundation for security and organizational development

• Development of programs to support employees in the face of external challenges (e.g., health, economic crises).
• Better tailor insurance offerings to the specific needs of employees.
• Building a positive employer image, attracting and retaining top talent.
• The role of the insurance broker in creating comprehensive solutions to support HR and organizational goals.