Changeboard's flagship Future Talent Conference has become the leading event in the UK to connect and network with over 750 leaders from the worlds of business, human resources and society, and discover how to address Future Talent business issues in inspiring and practical ways.
The 2017 conference agenda will explore the central leadership challenge of today: how we can evolve as individuals and organisations to meet the challenges of the future workplace.
Register now to join us on Thursday March 30, 2017
for an incredible programme of 12 TED-style keynote talks.
I'm delighted to be involved once again with the Changeboard Future Talent Conference in 2017, and especially looking forward to speaking where Darwin gave his lecture on the Origin of the Species. Like Darwin, at this event we'll also
be considering the development of the species, but from a rather different perspective: our personal and professional growth. Our challenge today is to discover how we can evolve as individuals and organisations to meet the challenges of the
It's a deceptively difficult task. It requires us to think about not what people need to know at this moment, but what they'll need to know in five, ten, or or even twenty-five years. All too often organisations prepare their employees for what the world looks like now, or even what it looked like in the past. As a result, employees sometimes learn skills that are – like a whale's vestigial leg bones – things that once were crucial, but are now merely a remnant from an earlier time.
In order to meet the challenges and opportunities of the years ahead, we'll need to pay close attention to a few key areas in which we might all 'evolve'.
First, of course, we'll need to adapt to the nearly blindingly fast pace of technological development, from artificial intelligence to automation. Self-driving cars, customer service robots, and AI data analysts are now reality, not science fiction.
What these technological developments have in common is that they signal that we are, as a species, moving away from certain types of work altogether. What once might have seemed like a core part of a job – perhaps encyclopaedic knowledge of a particular financial index or a knack for catching errors in computer code – is now useful, but no longer what makes an employee exceptional. Instead, it is their capacity for critical thought and their social and emotional skills that will make the difference, and we need to adjust our paradigms of education and employment accordingly.
This means that instead of focusing only on the hard skills that are useful right now, employees will increasingly need to develop emotional skills like empathy, resilience, and persuasion. Equipping people with these skills is a particular passion of mine and core to our mission at The School of Life. It is also why our continued partnership with Changeboard – who share our perspective – is so meaningful.
As a species, we are now finally able to focus on some exciting and previously underexplored territories. That's because what technological development really does is free us to focus on what we do best as humans. We are now better placed than ever before to devote our best efforts and energies to the greatest tasks there are: things like building trust with others, choosing the right moral priorities and meaningful goals, and convincing others to join our work and take up our cause. It is these psychological and emotional tasks, and the skills that they entail, that will remain relevant in twenty-five years' time, even if benevolent robots (let's hope they are benevolent!) take over the rest of our jobs.
I hope you'll find this conference useful to you in your own personal and organisational evolution. It's deeply exciting time to be thinking about professional development and the future of work.
Alain de Botton, September 2016
What our speakers have said about Future Talent...
“Future Talent is important for the most obvious but deep of reasons: because the collective flourishing and success of the nation depends on properly mining the talents and interests of the next generation.”
Alain de Botton, Philosopher
“The challenge for those thinking about future talent is how we improve the utilisation of skills and stimulate demand for higher level skills. There's a real need to invest in management and leadership, whilst also providing opportunities for young people to take their first steps into the world of work.”
Peter Cheese, CEO, CIPD
“Future talent is so important - it's where everyone's skills, ambitions, experiences, hopes and dreams are enabled to flourish and be fully incorporated in whatever project, programme or endeavour they are engaged in. A world of work where everyone and every element flies. Where Gen Y show us what and how. Where we are inclusive by instinct, where digital delivers.”
Lord Chris Holmes MBE, Lord Holmes of Richmond & Great Britain's most successful paralympic swimmer
“Future Talent is important because there are no jobs only projects. The real job is taking ownership of ourselves. Our energy, emotional response and purpose.”
Katie Ledger, Broadcaster & Author
“Companies have multiple opportunities to connect with future talent. People are no longer pigeon-holed into categories of employee, customer, consumer, etc. In the same way that companies can no longer separate out their consumer and employer brands, future talent is about the whole person and people being their true selves..”
Amy Sawbridge, Head of People Strategy, Virgin Group
“The future of talent is important because the world is increasingly complex. The only way out is up. By upgrading our human operating systems.”
Dr. Alan Watkins, Founder & CEO of Complete Coherence
“Recruiting the right talent into your teams / organisations is always going to important but for me this is the starting point not the finish point. What I'm looking for is how can we coach that talent once people have been recruited in order to make them better at what they do.”
Sir Clive Woodward, England's 2003 Rugby World Cup Winning Head Coach
“In the fast changing and evolving world we find ourselves in, future talent and ultimately the success of every business is about people buying people. We need to recognise, nurture and develop not just peoples skills but also their beliefs, personalities, motivations and ultimately their dreams. Organizations need to self empower their future talent, they need to know them inside and out and ultimately get them to believe in themselves and that way the organization will always get the best.”
Martine Wright, 7/7 Survivor and Paralympic Athlete
Changeboard is a privately owned media business established in 2004 by its co-owners Jim Carrick-Birtwell and Porteur Keene.
Our focus is upon providing career insights that enable individuals and organisations to flourish. Changeboard provides decision-support products and services for the global HR and business community, including print and digital magazines and a range of content products in the UK and across the Middle East.
We also produce magazine products and communications tools as contract publisher for organisations that want to tell their talent story more effectively to internal employees, clients, and other external stakeholders like their alumni.
Changeboard events include conferences, webinars and a series of 20 masterclasses and roundtables each year under the 'Future Talent' and 'Future Talent Forum' brands.