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Brainstorming notes

Ideas for event focus and format

Lots of intensive pre-campaign, post campaign.

Lots of interviews and useful resources to be developed to activate interest and to continue offering value to audience after event.

Panel Discussion / Fireside Chat concept

Audience Polls - Turn into research and collect useful data around themes. Can run polls prior as part of pre-event activation campaign

Topic: Something around coaching w.r.t Future Ready Orgs. What does future readiness mean? Where does coaching fit in?

Launch Project FRS!

Event promotion

Han Ee: How much lead time do we need to do sufficient marketing? Aim to get at least 100 signups.

Karsten: Regarding how much lead time we need for marketing, ideally I would say 60 days: 30 days for planning, copywriting, design, setup, review, approval + 30 days for publishing, posting, sharing, etc. We could condense this, but I wouldn’t want to go with less than 45 days for an event of this size and importance.

Lots of intensive pre-campaign, post campaign.

Lots of interviews and useful resources to be developed to activate interest and to continue offering value to audience after event.

Audience polls - Turn into research and collect useful data around themes. Can run polls prior as part of pre-event activation campaign

Ideation for possible event topics and themes

1. Future Ready by Design: Building the Workforce of Tomorrow, Today

Big Idea: Future readiness isn’t reactive — it’s designed. As technology, expectations, and workforce dynamics shift, what capabilities and cultures must organizations proactively cultivate?

Discussion Topics:

What does a “future-ready workforce” really look like?

What are the new leadership behaviours and team norms needed in the age of AI, agility, and remote collaboration?

How are organizations equipping employees not just with skills, but with resilience and self-leadership?

How can coaching accelerate mindset and capability shifts?

Coaching Angle: Coaching supports future readiness by cultivating adaptive leaders, critical thinkers, and team resilience.

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2. High-Performance Cultures in a Hybrid, Human-Centric World

Big Idea: The world of work has changed — but many performance management approaches haven’t. How are leading organizations evolving their definition of “high performance” in a hybrid, human-first context?

Discussion Topics:

Redefining what "high performance" looks like in today’s work environments

Balancing productivity with well-being and sustainability

The role of team dynamics and trust in driving performance

Shifting from command-and-control to empowerment and coaching cultures

Coaching Angle: Coaching as a lever to shift performance conversations, build leadership empathy, and elevate team functioning.

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3. Human Advantage in the Age of AI: Re-Skilling Leadership and Culture

Big Idea: As AI automates routine tasks, human capabilities — like empathy, sense-making, and complex collaboration — are becoming the real differentiators. How are top companies investing in the “human edge”?

Discussion Topics:

What makes human capital more valuable in an AI-augmented world?

How are leaders upskilling for emotional intelligence and systems thinking?

How is OD evolving to develop human-centred leaders and teams?

Coaching Angle: Coaching as a space for leaders to unlearn, reflect, and build higher-order thinking and relational skills.

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4. Agility at Scale: What It Really Takes to Be an Adaptive Organization

Big Idea: Agility isn’t just a team-level or tech concept — it’s an enterprise mindset. What are the organizational enablers of agility at scale?

Discussion Topics:

Moving beyond agile frameworks to adaptive culture and leadership

Breaking silos and building cross-functional teaming

Developing leaders who coach rather than control

Using coaching to support transformation and culture change

Coaching Angle: Coaching enables agility by helping leaders and teams navigate uncertainty, build trust, and iterate meaningfully.

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5. Rethinking Talent: Growth, Belonging, and Purpose in the Modern Workplace

Big Idea: Traditional approaches to talent attraction and development aren’t working. What new strategies are emerging to help employees grow, belong, and contribute meaningfully?

Discussion Topics:

Creating compelling employee value propositions

Leading with purpose and inclusion

Designing growth pathways beyond promotions

Using coaching to retain, re-engage, and grow talent

Coaching Angle: Coaching creates personalized growth paths and deeper employee engagement, beyond cookie-cutter L&D.

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6. Han Ee suggestion: Coaching as a Bridge

Big Idea: How about something about east meets west, young vs old, where we invite a diverse group to talk. And how coaching can help bridge the divide....

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