Agenda - Day 2

Gain insight into today’s sessions so you can get the most out of your conference experience.

Anticipating leadership gaps is critical for sustained success, especially in industries facing an ageing workforce. Discover how predictive analytics can forecast leadership readiness, enabling proactive succession planning across sectors like natural resources, education, and healthcare in Canada. Walk away with an action plan on:

• How to identify when and where leadership gaps will emerge.
• Ways to assess internal readiness and development needs.
• Strategies for leveraging data-driven insights to strengthen succession plans.

Improve succession planning by building a leadership pipeline equipped to address future workforce demands.

Agentic AI represents a shift from static insights to systems that can reason, adapt, and support action over time. In this session, we’ll explore how these capabilities can be applied to coaching and performance management—using survey data, feedback, and organizational context to support individualized leadership development at scale. We’ll also examine key governance considerations, including transparency, bias, human oversight, and trust. Attendees will leave with a clearer understanding of the opportunities, limitations, and responsible design considerations involved.

• Browse through different sponsor booths and test drive new technology.
• Enter your name for a chance to win exciting prizes.
• Take advantage of event-specific offers and special content.

Take a deep dive down the innovation rabbit hole in one of our roundtable discussions. Share common challenges and best practices with your people analytics peers on a topic of your choosing:

1. Data Governance: Ensures data is accurate, secure, and consistently managed across the organization.
2. Predictive Analytics: Using historical and real-time data to forecast future outcomes and trends.
3. Talent Acquisition: Attracting, recruiting, and hiring the right talent to meet business needs.
4. Employee Engagement: Building strategies to improve employee motivation, satisfaction, and commitment.
5. Diversity & Inclusion: Promoting a workplace culture that values, respects, and leverages differences.
6. Leadership Development: Equip current and future leaders with skills to drive organizational success.
7. Data Literacy: Develop employees’ ability to understand, interpret, and use data effectively in decision-making.
8. Change Management: Provide structured approaches to help individuals and organizations adapt to transformation.

In this session, we’ll explore what Top Employers Institute’s World of Work Trends 2026 research reveals about how ‘Intentional Organizations’ navigate these trade-offs – choosing which outcomes to optimize for, not trying to win every metric at once. You’ll walk away with three things: (1) a framework for identifying which practices actually link to your board’s priorities, (2) free access to benchmark your own organization against this dataset, and (3) the full World of Work Trends 2026 report.

The question isn’t whether your practices are ‘good’ or ‘bad.’ It’s whether you’re optimizing for the outcomes that actually matter to your business.

Creating a data-driven organization requires more than tools; it demands a shift in mindset. Build practical strategies to overcome skepticism and foster a culture where curiosity and data-informed decision-making thrive. Source your plan of action by:

• Identifying common sources of resistance to data adoption.
• Learning techniques to inspire curiosity and engagement with data across teams.
• Exploring leadership’s role in modelling and reinforcing data-driven behaviours.

Amplify a data-driven culture by equipping teams and leaders to embrace curiosity and informed decision-making.

Review the key solutions and takeaways from the conference. Source a summary of action points to implement in your work.