On authenticity (or the Barbie Complex and social media)

I often equate myself with Barbie. No, not because I am a pneumatic blonde, but (bear with me) Barbie has lots of different facets to her character (yes, I know she isn’t real). So, there is Holiday Barbie and Work Barbie and Ski Barbie etc, etc. And I genuinely identify with her because I have lots of different parts of my life, different interests and different audiences to which those interests speak.

Why is this relevant you ask? Well a few months ago, I read two blogs in quick succession that really resonated with me on authenticity. This from Mark Hendy first, then this from Stephanie Karaolis. Unconnected, these posts came to my attention within a couple of days of each other and I had a strong urge to write something related, but I was also nine months pregnant and basically ran out of time…

So fast forward to now and this theme has been germinating for the past few months, particularly with regards to social media channels. Authenticity on social platforms is a much talked about topic and we have all seen the Instagram hacks like the below that supposedly show the ideal lifestyle but are actually a total crock.

To get niche about it (I like niche, niche is good) I am especially interested in the whole cross posting phenomenon. Tools like Hootsuite, of which I am a daily user, allow easy cross posting to different platforms but for a marketer (and Barbie Complex holder) like me, I am always reluctant to partake – despite the ease with which it’s possible to do so.

Social media and segmentation

Part of Marketing 101 is the concept of segmentation; identify your audiences and target them with tailored messaging that will appeal to their interests. Now I’m not suggesting everyone approaches their social platforms as a marketer (there is a whole other post brewing about marketing/selling via social media already). But aren’t we all on these channels to give people a little bit of what they want?

Originally for me, the segmentation was very neat. Linear. Facebook was friends and family. LinkedIn for work. Twitter was for work but possibly in a less formal style. Simple. But then…over time the boundaries have blurred for me. I am now fortunate to count a lot of people I have met through work as friends and these friends are now on my Facebook. So where does the line get drawn now? I am also on other channels now like Instagram and rarely go a day without touching Whatsapp (more on which below).

Cross posting

So, if the lines have blurred, surely it must be OK to cross post everything? Well no, actually. I also now have two children and I am unwilling to over expose them via these open channels. And as Stephanie discusses in her post, when personal circumstances change, our perception of what ‘good’ looks like and yes, what success looks like too, can shift pretty dramatically.

There is also the concept of dark social. This isn’t as twisted as it sounds (promise) and essentially boils down to the fact that things I might once have posted about via say, Facebook, I will now simply share amongst my closest friends via closed Whatsapp groups. And I bet most of you do that too.

Unwritten rules

It’s inevitable our use of these tools evolves over time because god knows the technology is moving at a heck of a pace. But for me the essence of the ground rules remains the same, if not quite the rules themselves. Facebook remains mostly personal and because I have it locked down (as much as one can) I feel comfortable sharing personal posts here and the odd photo of my kids. Instagram is almost all personal but shot through a bit of an artistic/creative lens where possible and because I am newer to it and have less followers there, I actually feel more liberated and less bogged down by the expectations of others there. But I still hold things back. I have another personal rule that I don’t post about politics or religion because I personally don’t wish to get dragged into debates on social platforms. And ultimately, I also think that some things should be kept just for real life. This doesn’t diminish my authenticity in my view, it just means I don’t lay it all on the line.

Now Twitter is something I am known for. I have been pretty consistent in keeping my content work related with a little bit of personal thrown in (a recent post about a butter dish garnered far more interaction than expected!) But it makes me laugh when some of my oldest friends follow me then ask me what on earth I am on about with all this learning and HR technology talk. I always tell them that I’m not talking to them and they’re welcome to unfollow me if they like…

Different parts of the same whole

I always remember a great learning influencer who happened to tweet about X Factor one weekend. Someone messaged him and said they couldn’t believe he could stoop so low as to talk about trash TV. But he responded by saying ‘if you don’t like it then unfollow me, this is part of who I am as well as the work stuff’. It doesn’t float everybody’s boat, but I love the random posts about cats and football and Sunday strolls and yes, butter dishes. It helps me understand who these people are. After all, one of the great benefits of a network like Twitter is its ability to breakdown barriers and let people engage in an informal way.

What’s at the heart of this post for me is that I can’t help but segment what I share and divide it up into the different facets of my life and post what will play best to which crowd. I don’t over think this, but I have a sort of playbook that I follow in my head. So, I don’t cross post as a general rule. But just because I am not always the same on each platform doesn’t make me any less authentic. These are all different aspects that are part of the same whole. Just like Barbie.

Intrigued to know your thoughts on this and how you view authenticity and use across your social channels. Any more Barbies out there?

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8 pillars of backchannel learning

This month I was invited to appear on Learning Now TV to talk about the value of backchannel learning. This refers to the learning opportunities that arise from providing a stream of curation from a live event then sharing that with people in the room and further afield (sometimes with folk on the other side of the world). To accompany my interview with Kim Edwards I thought it might be useful to summarise my pillars for providing a backchannel to an event. It doesn’t have to be a large-scale industry event like Learning Technologies it could even be an internal event. But the pillars remain the same

1.The live event

You might think that an event backchannel begins and ends with the live event itself, but that is only part of the story. When planning backchannel activity, think about each of these points so you can get the most out of it (and ideally the event organisers will have already done the leg work of putting together a compelling agenda with some great speakers and sessions!)

2.Choose your channel

A lot of the focus of event coverage tends to be on Twitter. It is a channel that lends itself well to events because of its real-time nature and extensive use of hashtags, but it isn’t the only option. Something I have been asked about a lot is internal events. So, it might be that L&D want to put on a series of roadshows internally, or it might be your company’s annual leadership conference – the principles of sharing and the value that people can get from that still stand. But clearly when it comes to internal events, what goes on tour should stay on tour – it isn’t usually fit for public consumption on Twitter.

But using platforms like WordPress or even your intranet have the potential to work just as well. Create a site or dedicated area that houses all the event information, including all the logistical information around the location, timings and session overviews. Then for each session, open up a comments area that lets people have their say on the content as it’s presented. And if it’s kept open, it can be used for ongoing reflection after the event. Also consider that sharing doesn’t just have to be done through short, tweet-style updates. Consider:

  • Live video can be done on multiple platforms like Facebook, Periscope and Instagram
  • Record video clips, short interviews and reflections on your phone then share on YouTube
  • Tumblr and Flickr are good for gathering photos and more visual resources
  • Audioboo can be used to create an audio diary (check out this from Martin Couzins)
  • If you are lucky and find someone like the talented Krystyna Gadd then these sketch notes add fantastic variety to the insights gathered on the backchannel

Sketchnote example

Don’t let the choice of channel limit the sharing process!

3.Signpost your audience

This sounds basic, but if you want to involve people who aren’t in the room then you need to let them know what’s going on and when. They aren’t there to hear your facilitator direct you to your first session or that it’s time for a coffee break. I always look at the event agenda and set up timed tweets in advance that tell people which sessions I’ll be covering as they start (Tweetdeck is a free tool, Hootsuite is better but I do pay for that). Also share when sessions finish and let them know that it’s lunchtime or that you’re going to have a nose around the exhibition. Your audience can then get on with their day job or switch off for a bit – not wonder what’s going on in the live setting.

4.Involve passionate people

David Ogilvy famously said ‘hire people that are better than you then leave them to get on with it’. I choose people who are passionate and knowledgeable about their subject and get them involved. They don’t have to have the most Twitter followers or be the biggest influencers. If they care about the topic they will share insightfully and usefully. If you are running an event with more than one track, try to let people choose the sessions they attend – the more engaged they are with what’s being discussed, the better the quality of the output. If you want more profile for your event, picking one or two people with a decent level of followers/influencers helps, but engagement and propensity to share matters more.

5.Create session hashtags

This is the most blindingly obvious of my tips but the one that is least used in event backchannels. Most industry events are a huge mash up of tweets from conference attendees, speakers, exhibitors, sponsors etc. Finding the key takeaways and main learning points can be like panning for gold as you wade through a sea of updates either during the live event or afterwards.

Creating session hashtags enables people following from afar to zero in on the content that interests them the most. And it helps those who look back at the updates after the fact to find out what happened in the sessions they couldn’t attend for example. As an example, at Learning Technologies I use the main event hashtag e.g. #LTSF17 and then include a short session tag to sit alongside it #T1S1. Brief your passionate people to do the same and let the learning commence.

Kate Graham session hashtag example6.Let it go…

Once the live event starts, face up to the fact you can’t control the backchannel. There might be dissent from the audience in some sessions, there will inevitably be a) spam and b) snarky comments if Twitter is your chosen channel (because that’s Twitter all over) and there might be perhaps more detail shared than you originally planned. But you need to let it go. You can’t control the face to face conversations that people have at the event and outside its four walls – the backchannel is no different. Recognise that there is value in the discussion and debate. I have had detailed conversations with people via Twitter as a result of a throwaway tweet in a conference session before now, and to be honest there was far more value in that debate that than the actual session content. Embrace it (although do block spammers – no value there at all!)

The other element of letting go comes in certain sessions that just don’t lend themselves to live updates. I remember seeing Professor Greg Whyte present at Learning Live and my tweets just came across as a bunch of sporting clichés when the fact was that there was great value in what he was saying. Professor Richard Wiseman who was so entertaining, was similarly difficult to do justice to in live updates. Jane Bozarth runs sessions around learning the ukulele and Deborah Frances-White often has everybody up on their feet playing games, both of which are impossible to tweet! That’s OK – just let it go. Tell your followers that it’s a tough session to share from, you’ll try and do a couple of updates to sum up at the end or maybe distil what happens into a blog afterwards.


Backchannel learning does *not* stop once the post conference drinks come out. Curating content from the event is something probably best demonstrated by David Kelly who regularly follows events from afar and curates links to book recommendations, videos referenced by keynote speakers, pre and post event blogs written by attendees…the list is endless. I had FOMO recently around missing an event in the US so I curated it here and was able to get a real flavour of the highlights and key learning points. It’s a brilliant way of being able to look back on an event you’ve attended and catch up with anything you might have missed. It also dovetails perfectly in with my final pillar…


Learning isn’t about a single intervention. We absolutely shouldn’t be attending events without taking the time to reflect on what we’ve seen and heard there. A backchannel is not essential to this but it does help. Live events often happen in a whirl for me. I’m dashing between sessions, chatting to people in the breaks, looking at the exhibition, possibly even grabbing something to eat and drink at some point! I don’t have time to process the content and discussions until afterwards. And for me, sharing my thoughts via Twitter or any other channel has become a form of note taking. It enables me to look back at what stood out and reflect on what my personal takeaways are. And if others have been doing the same then you have the opportunity to reflect on their insights too before forming your conclusions. It’s all too easy to go back to your desk and get stuck into the dreaded inbox. But by setting myself the challenge of reflecting through at least one blog post, I find my learning is more concrete and stays with me much longer.

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HR Tech World San Francisco: Links and Resources

I couldn’t make it to the inaugural HR Tech World San Francisco this week. But despite the FOMO I have been able to keep up with the insights shared via social media. So for others that couldn’t get there, or those that are but couldn’t be in several places at once, I have curated as many useful links and resources as I can that have appeared in the live stream, including useful blogs, articles and book recommendations. Hopefully you’ll find it useful and if you have anything else to add then just let me know. Thanks to everyone tweeting from the event and keeping me (and thousands of others around the world) up to date with all the latest.

Official sites and research

The guys at HRN who are behind this event do a great job of involving the blogging community directly on their own site. Don’t miss all the different contributors and the wide range of insight you can find here on the HRN blog.

Copies of key presentations from recent events in London and Paris event can be accessed via this link. Plus this Slideshare.

Another heads up is to have a look at the HRN YouTube channel which has tons of archive interviews and footage, which will no doubt be updated with new content from London very shortly.

Fosway Group (full disclosure, this is the organisation I work for) partners with HRN to deliver targeted research on the realities of HR in Europe. San Francisco is clearly a US event but the data still makes for interesting reading wherever you are.

Pre show:

Links from the live feed:

Post Show:


I’ll be adding to this list as more reflections and post event blogs are published so stay tuned. And if you caught any useful links that I’ve missed please let me know and I will add them in.

Picture via Max Hsieh.


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Experiences (and engagement) are what matters in learning now

After reflecting on this year’s Learning Technologies Summer Forum I have distilled my key takeaway into one word: experiences. There, that was a quick post wasn’t it? See you later…

Seriously though, I will expand on that with reference to the sessions that I attended. In the opening keynote Dr Itiel Dror made some fantastic points in between being very genial and entertaining (and also passing on the notion that learning burns off calories – my dream come true?!) Real learning, posits Dror, is difficult. Like ‘nailing jelly to a tree’. In order to learn we must 1) Acquire 2) Memorise – or be able to retrieve the new information and 3) Apply it (see picture of slide above). He talked through some interesting research and examples but the two standout points for me are that he believes motivation affects how well someone will learn. How much they want to learn or change, will affect what they really take in. This comes back to the hot topic of learner engagement which came out as a strong theme in this year’s Digital Learning Realities research and also segues into what Dror discussed next.

He talked about the need to create emotional experiences which help the brain encode what to do. This isn’t new but he used some interesting examples about teaching doctors using scenarios where they ultimately fail so they can embrace the ‘terror of error’ during training. In itself, this raised some interesting questions on the backchannel about the need to prepare learners for failure when designing the learning, and making sure that the learners in question are emotionally equipped to deal with failure (and also to my mind, a cultural ‘permission’ that needs to be given by the organisation to make it OK to fail during the learning process). But the example of having his kids ignore him when telling them not to answer the door to strangers until he was blue in the face….then pretending to be a stranger at the door and scaring the life out of them in order to get his message across resonated with me. It isn’t about his kids ‘failing’ per se but he certainly created an emotional experience they wouldn’t forget. Dror then showed how play can be a kinder version of creating experiences which are a) engaging and b) memorable. Using geography as an example, he suggested playing a Twister style game with a map of the world where kids are placing their hands and feet on Africa or Australia rather than just on red or yellow circles. Again, this resonated with me and reflects the growing use of games in corporate learning as well as education.

In my colleague David Perring’s session on ‘what’s beyond the LMS’ we explored the next generation of learning systems and how they need to work differently in order to secure that all important learner engagement. We all know the LMS (rightly or wrongly) can have something of a bad reputation, but as these solutions evolve they need to incorporate all sorts of different learning elements beyond the traditional course.

Micro learning was then the topic of the session I attended with Clive Shepherd and Barry Sampson, and whilst creating smaller chunks of bite sized learning is undoubtedly a growing trend, the learner needs more from their content than it just being short, in my humble opinion.

And this got me thinking. The concept of creating learning resources (regardless of length) rather than courses, is now an established one. But what we need to be able to do is deliver these coherently to learners in a way that goes beyond traditional courses, to creating learning experiences (there’s that key word again). The PLASMA Learning Cycle is not the only way of achieving this, but it does provide a useful way of looking at how to hang different elements of learning together. In his session, Perring said that the challenge with the traditional LMS is that they rarely package learning experiences with much elegance or intelligence. There is an opportunity to do so much more! But a combination of all the PLASMA Learning Cycle elements being used together, with machine intelligence and behavioural science can support building more engaging learning based on actions, nudges, jeopardy, social pressure/support and personal motivation – thus creating the engagement that Dror insists is so important in learning effectively. This for me, starts to make concepts like micro learning make more sense as they become part of a bigger, ongoing learning experience.

Don Taylor, in my final session of the day, talked about the valuable lessons learnt from countless learning technology implementations, many of which are explored in his new book. The overwhelming point that came across was that the success of these projects is NOT about the technology itself, but about the people involved. From the learners themselves – who seemingly are almost never asked for their input or feedback into learning technology selections – to the L&D team, the organisational stakeholders and the external vendors and implementation partners. A common tale of woe is expecting technology to magically solve a problem, without any real strategy or support around its implementation. Taylor cited an example of how James Tyer visited and spoke to dozens of Yammer users and developed use cases around how it could best be used in his particular organisation before even beginning his technical implementation. Learning from other people’s experiences (there’s that word again) then applying it to your own context is going to help any tech implementation have a better chance of success.

What is digital learning anyway?

The other priciple point of discussion that came out of the day for me again arose on the backchannel, around how we define certain terms in learning. We all know there is a lot of buzzword bingo in L&D but how we define ‘digital learning’ as the profession transforms itself going forwards, seems to me to be worth discussing further. I’m mid-way through writing up my thoughts on that so will share those in a separate post.

Thanks as always to the team at Learning Technologies for a thought provoking event, and thanks in particular, to my social media team who did such a great job of sharing insights and their own opinions via the #LTSF17 backchannel. The next stop for LT this year will be Singapore in November – bring it on.

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7 people you need to know at the Learning Technologies Summer Forum 2017

Somehow is already time for the annual Learning Technologies Summer Forum. Hopefully since the main event in February, we’ve all been putting into practice what we heard at Learning Technologies 2017, but the Summer Forum offers a unique opportunity to catch some sessions you might have missed and to hear new content from a number of different speakers.

The commitment to sharing the best of all the action from both the conference and this exhibition remains as strong as ever. The backchannel will encompass all four tracks of the conference and the buzz of the exhibition and free seminars.

How the backchannel works

Many reading this not only know how the backchannel works but help make it what it is with your participation and enthusiasm. But just in case you are tuning in for the first time, here’s everything you need to know about how it works. Each session at the conference has an individual hashtag that will be used in addition to the main #LTSF17 hashtag. So if you’re following using Hootsuite or a similar application, you can search on the specific sessions to keep your focus on a particular topic. Below is a list of these hashtags and which of our tweeters is covering those sessions. The idea is that you can use this to filter the stream of tweets and hone in on any areas of interest during the event. Note, the keynote won’t have an individual hashtag. For the full conference programme, click here.

The 7 people you need to know

Prior to the beginning of each session, I’ll tweet which of our social team will be covering it, so you can make sure you’re following the topics of most interest to you. The team for this year’s event is:

Keynote: Learning, your brain and the implications for effective L&D

Returning to the stage at Olympia, cognitive scientist Dr Itiel Dror kicks off this year’s Summer Forum with a talk that explores how we in L&D can move away from just building up people’s knowledge, to affecting their long-term behaviour. I love this nuance away from purely focusing on how the brain learns. Driving behaviour change and impacting performance is what L&D should be about so I can’t wait for this opening address. Please remember, there isn’t be an individual hashtag for this session, just tune in via #LTSF17.

Session 1: 11.15 – 12.15

#T1S1 – The now and the next of learning and technology, with David Kelly (Covered by Joan Keevill and Kim Edwards)

#T2S1 – Next gen learning platforms: What comes after the LMS? With David Perring (Covered by Patrick Mullarkey and Kate Graham)

#T3S1 – How to kick start your learner centric strategy with Laura Overton, Jane Daly and Teresa Rose (Covered by Krystyna Gadd and Barbara Thompson)

#T4S1 – Facilitation imaginarium with Julie Dryborough (Covered by Ollie Gardener)

Lunchtime session: 12.20 – 13.20

#RT1 – Finding your personal keys to success, Towards Maturity

#RT2 – Making sense of the digital learning market, Fosway Group

#RT3 – Your personal brand, careers and skills in L&D, Blue Eskimo

Session 2: 13.30 – 14.30

#T1S2 – Micro-learning: How it really works and who’s using it successfully with Barry Sampson and Clive Shepherd (Covered by Kate Graham)

#T2S2 – Mind shift: Moving people to a positive learning state with Stella Collins (Covered by Patrick Mullarkey)

#T3S2 – Enabling learning for greatest impact – at the point of need, with Nick Jubb, Nick Shackleton-Jones and Sharon Claffey Kaliouby (Covered by Joan Keevill, Krystyna Gadd and Kim Edwards)

#T4S2 – A model and method for practical social learning with James Tyer (Covered by Ollie Gardener and Barbara Thompson)

Session 3: 15.00 – 16.00

#T1S3 – Your learning technology implementation checklist with Donald H Taylor (Covered by Ollie Gardener)

#T2S3 – User experience, why it’s fundamental and how to make it work with Myles Runham (Covered by Kate Graham and Barbara Thompson)

#T3S3 – L&D professionals taking a 21st century approach with Jeff Kortenbosch, Sunder Ramachandran and Anca Iordache (Covered by Krystyna Gadd, Kim Edwards and Patrick Mullarkey)

#T4S3 – Making the most of your live online session with Jo Cook (Covered by Joan Keevill)

Closing address: Taking it forward – your next steps

Our conference Chair, Don Taylor, will wrap up the day’s proceedings and give us an important opportunity to reflect on what we’ve seen and heard during the event.

I’ll also be sharing a flavour of the exhibition throughout the day. On behalf of Don, Mark and the team, we look forward to seeing you in the stream next Tuesday and as always, let me know if you have any suggestions or feedback on how we can bring you the best in learning via the backchannel.

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Creativity, innovation and HR

So, day one at HR Tech World London has whizzed by. It’s late, I have my feet up and I am reflecting on what I saw and heard today. In fact, I have actually already had some time to reflect because many of the conversations I’ve had today have involved discussing the conference sessions and what stood out for myself and other attendees.

Unsurprisingly, a lot of this buzz centred on the opening keynote from Sir Ken Robinson. With a background in learning, I have heard much tale of Sir Ken but am one of the few not to have watched his TED talk (over 44 million views and counting) or seen him speak elsewhere. Not something I’ve achieved on purpose, it had just never happened for some reason. So I went with an open mind to his session on ‘leading a culture of innovation’. It’s immediately obvious why he is a popular speaker, he is very engaging and funny with only a small handful of slides to illustrate key points.

He began by talking about how people are infinitely creative and talented, even when they don’t think they really are. His aim is to understand the ‘depth of human talent’ and how cultural backdrops – like where we work – affect the ability of that talent to shine. He then discussed how organisations struggle to stay creative – therefore finding it hard to innovate – and therefore finding it hard, in the end, to stay going. The average lifespan of a company has halved to 30 years in the last four decades he says.

And here’s where the session could have taken a HR-specific turn but unfortunately for me, didn’t. The rest of his talk used some interesting examples to show creativity in action both in terms of art and problem solving. But as is often the case with keynotes, didn’t offer up any real practical advice for fostering a culture of innovation beyond the importance of leadership and a nice reframe of the traditional organisation chart (below).

For me though, the elephant in the room (full of HR professionals) was exploring what the role of HR is in creating a culture of creativity and innovation that helps organisations not just survive, but thrive. As Sir Ken stated, many individuals do not see themselves as creative. Some project that onto others as the art experiment demonstrates, where the Chinese couldn’t initially see disabled people as having creative ability. And to my mind, HR falls into this category. I don’t think it’s unfair to say that HR isn’t generally perceived as being a creative discipline. But is this doing HR a disservice? Has it in fact got potential to be far more creative and have a role in leading from the front when it comes to an organisational culture of creativity and innovation?

Alternatively, maybe the perception is right and HR isn’t inherently creative. But maybe that’s OK. Because HR’s role in this culture of innovation could be in hiring the right people, it might be in managing and nurturing their talent effectively, it might be incentivising creativity with the right rewards, or it might be providing learning opportunities to hone skills in creativity. Any or all of these could be the key to this Utopian organisation that Sir Ken referenced – one which is innovative, keeps reinventing itself and ultimately, stands the test of time.

I feel this could have been an interesting debate and whilst I appreciate that Sir Ken clearly isn’t a HR professional so probably just isn’t interested in that level of detail, I think that so many discussions could have been started from this point if it was made more explicitly in the opening session of the day. It was still an entertaining keynote and one which sparked lots of thinking and conversation throughout the day. Maybe that’s one for a panel discussion or for follow up at HR Tech World in Amsterdam in the Autumn.

I’ll be reflecting on other sessions in later posts but if you were there or following the live stream, what were your thoughts on Sir Ken’s session? And how do you feel about a) HR as a creative discipline and b) HR as a driver for organisational creativity and innovation? Let me know in the comments.

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What’s new in HR technology?

This week sees HR Tech World land in London, an event I’ll be attending for the third time on home turf. I’m looking forward to some interesting and challenging sessions to mirror the ‘interesting’ and certainly challenging times we find ourselves living and working in. Against a backdrop of so much political and economic turmoil, HR surely has a more important role than ever in terms of people’s working lives. Many of us are by turns concerned about our future at work, disillusioned or disengaged…and maybe some are excited about what’s to come too (here’s hoping).

The agenda though is optimistic and looks towards the new, and how technology can be a force for good that helps support HR and by extension our organisations and our people. There is talk of innovation (with a keynote from Sir Ken Robinson), driving change (closing keynote from Baroness Karren Brady), positive disruption and digitally-led transformation. There are case studies galore from the likes of Centrica, Sainsbury’s, BAE Systems, Novo Nordisk and Expedia. And even a brilliantly titled session on ‘making learning sexy’ – I am so going to that one. Again, I am encouraged to see a women in tech panel featured on the main stage so kudos to the organisers for that (interestingly there is a man involved on the panel too). I’ll also be stalking some of my favourite speakers/writers whilst they’re in town, so look out Heidi Spirgi, Euan Semple and Jason Averbook.

Unsurprisingly, the spectre of Brexit looms large as the UK and Europe wait with breath that is bated for Article 50 to be triggered. The excellent Dr. Daniel Thorniley will be exploring the implications of Brexit for HR in his session on the main stage. I saw him speak in Paris in 2016 and he was incredibly forthright and uncompromising so I’m looking forward to hearing his thoughts in the current climate. The analysts I work with at Fosway are also looking to get beyond the hype with new research into the impact of Brexit on HR. This short survey takes just a few minutes to complete and you can still take part here to share how the current situation is impacting your recruitment, retention, training and future investment.

disruptHR once again gives HR leaders the opportunity to rub shoulders with the next generation of HR technology solutions and entrepreneurs. Fellow blog squad member Faye Holland is in charge of proceedings and previews the action here.

The Fosway team will be on hand at Stand 414 to share more insights on our ongoing research with HRN and CEO David Wilson be delving into the (fairly shocking) data on customer experience of HR technology in practice in his session on day two. I’ll also be cramming in as many sessions as I can and bringing you the action via #HRTechWorld.

See you there or online.

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