L&D of Tomorrow Conference

Arrival, Check-in & Networking Coffee

Building Capability Ahead of Opportunity: How Data, Skills and Learning Became a Growth Engine

What if learning was not a support function, but a competitive advantage? At Coca-Cola Europacific Partners, we set out to answer a simple question: How do you ensure commercial teams have the skills needed not just for today's business challenges, but for tomorrow's opportunities? The result was The Way We Sell Academy, a global capability ecosystem built around a common skills framework, capability diagnostics, personalised development, and manager-led application.

From Misconceptions to ROI: How STADA Turned System Training into Business Value

STADA replaced 3-hour SAP training sessions with adaptive learning that gets employees competent in 36 minutes instead of 60. The result: 50% fewer user-generated support tickets and 40% less training time. Former CFO Christoph Martin explains how they identified which employees thought they knew the ordering and billing system but didn't - and why proving competency, not just tracking completion, changed how the business runs.

Skills as the Language of Strategy and Organisation

This interview explores skills as a shared language for connecting strategy implementation with organisational development. It considers how a clear view of skills and capabilities can translate strategic intent into organisational priorities, align evolving work with business direction, and provide a common currency for investment in people and performance.

Coffee Break/Networking

Building the Plane While Flying It – How We're Rethinking L&D at Statista with an AI-First Mindset

What happens when you take over an existing L&D team and decide to fundamentally rethink how it operates? In this session, Alina Hack shares her strategic approach to rebuilding L&D at Statista with an AI-first mindset, from team structure and new leadership principles to platform strategy. No polished success stories, but honest insights into the decisions, hypotheses, and early learnings from the first months of building a future-ready L&D function from the ground up.

Building an AI-first Learning Company at Bosch

Pain or Pleasure? Why Change Initiatives Fail…

In the session, we will take a deeper dive into why change initiatives typically fail which allows participants to reflect what they have experienced so far. Then we will explore practical tips on how we can increase the success rates for change initiatives as well as get excited again about change projects.

Against Inertia: How AUMOVIO Built Its Own Identity Without Erasing Its Past

Most talks about culture and identity start with a blank slate. AUMOVIO could not. Born from a split of Continental AG, AUMOVIO inherited something more complex than nothing — it inherited compartmentalized cultures, decades of professional identity, and tens of thousands of people for whom the old way wasn't just a habit, it was a career. Telling them to change meant telling them they'd been wrong. This session shares the unfiltered story of (re)building a company identity while fighting against inertia in one of the most disrupted industries. From the ground-up development of new values and connecting them meaningfully to (employer) brand, to simplifying recruitment and diagnostics, integrating leadership development, deploying AI-powered learning, and running the full spectrum of HR products coherently for the first time — this is what it actually looks like to do transformation work when you can't start over, but you can finally do it right. The central lesson: you don't need a blank slate. You need acknowledgement of the past, discipline not to dwell in it, and clarity to adapt forward.

Frontier Firm: Turning Ambition into Adoption with an AI-Ready Workforce

What is a Frontier Firm: A Frontier Firm is a company that leads in using AI. They focus on new ideas, try new things, and make AI a key part of their business and culture. Steps to Using AI: Becoming a Frontier Firm happens in stages. First, AI helps with tasks. Next, digital agents work alongside people. Finally, AI can run business processes with people guiding it. This helps people do their work better. Ongoing Learning: Teaching employees new skills is very important. Almost half of leaders say this is a top priority. Frontier Firms make sure everyone is always learning about AI, which helps close skill gaps and improve the business. Organized AI Training: For success, the whole company needs to work together. Leaders set the direction, technical teams build AI solutions, and business users use AI every day. Everyone should know the basics, like how to use AI responsibly and how to work with AI tools.

Where Company Goals Meet Personal Wins

Career development scores are low in nearly every engagement survey, even after companies invest in platforms and programs. Why? Because employees don't ask for learning. They ask for connection, belonging, and tools that make work feel less hard. At SumUp, we stopped justifying L&D and started building it differently: co-created, in-person, anchored to real business priorities. This interview unpacks our model, our mistakes, and what it looks like when learning actually sticks.