Framing L&D as a source
of competitive
advantage by optimising
transfer of learning
Key Speakers Include:
Ken Kaunda, General
Manager: Human Resource
Development, KENYA
AIRPORTS AUTHORITY
Makafui Gbedemah, Group
Head: Learning &
Development, GROUPE
NDUOM, GHANA
Dr. Mbithe Anzaya, Head:
Learning & Development
(L&D), KENYA AIRWAYS
Ebenezer Agbettor,
Executive Director, INST.
OF HUMAN RESOURCE
MANAGEMENT
PRACTITIONERS (IHRMP)
GHANA
Peter Njioka, Head:
Learning & Development,
SAFARICOM, KENYA
Bernard Ambasa,
Assistant Director: Human
Resources, CENTRAL
BANK OF KENYA
Burgert Kirsten
Founding Partner
PLAYING MANTIS
Compelling Case Studies
You Should Not Miss:
 SAFARICOM
 KENYA AIRWAYS
 GROUPE NDUOM, GHANA
 KENYA AIRPORTS
AUTHORITY
 CENTRAL BANK OF KENYA
Chief Learning &
Development
Officer Conference
2015
23 – 24 July, 2015, Intercontinental Hotel, Nairobi,
Kenya
Registered with National
Industrial Training
Authority (Kenya)
NITA/TRN/823
Tel: +254 (0) 20 374 5794/5
Fax: +254 (0) 20 374 5796
Email: info@amc-intsa.co.ke
Website: www.amc-intsa.co.ke
P O Box 49751
Nairobi
00100 GPO
Kenya
Benefits of attending include:
 Hear case studies of fascinating, innovative and excellent L&D practice
 Explore your new and key L&D responsibilities that span both person and organisational
transformation
 Understand market forces and trends, and model their impact on your L&D planning and
organisational performance
 Become a wealth creator for your business by showing how your L&D activities create
value through performance support and improvement
 Develop a knack for effective business partnering and establish a superior line of sight
between your L&D activities and the interests of your stakeholders
 Optimising transfer of learning—Gain practical approaches for enabling your workforce
to more effectively and quickly apply the skills learned in training on the job
 Optimise the effectiveness of your L&D strategy
 Connect and network with other senior learning and development decision makers and
expert speakers

Dear Delegate
Dramatic shifts are underway resulting from new technology dynamics and
decreasing opportunities for achieving competitive advantage. These shifts are
driving Learning and Development (L&D) functions to develop the next strategic
steps for enhancing people driven growth. To succeed as a Learning & Development
Professional, awareness and adaptability will be mandatory and only a mind-set of
resourcefulness will keep your L&D Department above water.
You may be under greater pressure to deliver, but you also have the stage and the
opportunity to add more value, play a critical and strategic role, now and in the
future. The rapid pace of change, skill shortages and decreasing opportunities to
achieve competitive advantage are driving businesses to look internally, and you now
have the attention of your organisation like never before. Indeed, there has never
been a more transformational time where the L&D function is so critical to the future
of your company.
Your role is now much broader and deeper than ever before. You and your peers are
responsible for a wider scope, are making greater impact on the organisations you
serve, and currently taking a major step towards becoming critical business partners.
To keep up with these changes and evolve your operations requires new
methodologies, strong leadership and definitive ROI. The agenda this 2-day
Comprehensive event, has been carefully crafted to address these issues and deliver only the very best industry thinkers to share
their knowledge, ideas and practices.
With a sharpened focus on L&D transformation, this event will provide you with experiential learning and practical strategies to
ensure you are expanding your enterprise capabilities, creating the next generation of leaders, and making the most of your learning
investments and providing the most robust learning opportunities.
Don’t miss this opportunity to be part of this premier gathering of L&D Professionals and direct your profession to enhance your
personal knowledge and skills necessary to align L&D with business needs, demonstrate value to business and develop
organisational capabilities, ultimately framing L&D as a source of competitive advantage.
We look forward to welcoming you at this highly informative and empowering Conference in October.
Yours Sincerely,
Keith Matanda
Senior Project Manager: L&D Events
AMC International
Chief Learning & Development
Officer Conference 2015
23 – 24 July, 2015, Intercontinental Hotel, Nairobi, Kenya
Who should attend?
 Chief Learning & Development
Officer (CLO)
 HR Director
 Head: Learning & Development
(L&D)
 HR Manager
 Learning & Development (L&D)
Managers
 Head: Training & Development
 Human Resource Development
(HRD) Manager
 Head: Talent Management
 Talent Management Specialist
 Consultant: Performance
Management
 Organisational Development (OD)
Manager
Included in this 2-day Comprehensive Conference is a special “never done before” practical workshop. This full day post-
conference workshop focuses on a practical approach for helping people and organisations to shift with the shifting times. You
will explore techniques and strategies that work with the human brain to reduce threat responses, connect with its creativity
and need for relationship so that people become open to shift, even motivated to take part in it so that they become more
adaptive, innovative, engaged and integrated

Copyright © 2015 AMC. All Rights Reserved. The format, design, content and arrangement of this brochure constitute a trademark of AMC.
Unauthorized reproduction will be actionable under South African Law. Draft Forum Program (Subject to Change)
Conference Day 1: 23 July, 2015
07:30 Registration & Early Morning Refreshments
08:45 Chairperson Opening Remarks
LEARNING & DEVELOPMENT (L&D) LANDSCAPE
09:00 Exploring the Changing Face of Learning and the
Future of Learning
 Examining the trends impacting business
 Understanding the new world of work
 Where is learning going?
 Demystifying learning in the new world of
work
 Identifying new roles in learning—their scope
and impact to the business
 Exploring challenges for the Chief Learning
Officers (CLOs)
 Identifying opportunities going forward
 How should we be thinking going forward?
 Q&A
Ebenezer Agbettor, Executive Director,
INSTITUTE OF HUMAN RESOURCE
MANAGEMENT PRACTITIONERS, GHANA
BUILDING A LEARNING CULTURE AND
OPTIMISING TRANSFER OF LEARNING
09:50 Optimising Transfer of Learning—How to Enable
your Workforce to More Effectively and Quickly
Apply the Skills Learned in Training on the Job
Globally, the biggest challenge that has been
identified in training is the transfer of skills and
knowledge gained in training to the workplace.
Studies show that people rarely transfer what they
have learnt in training to the workplace. They leave
committed and intending to take action but other
business priorities often take over and the training
folders end up gathering dust. How then do you
enable your workforce to more effectively and
quickly apply the skills learned in training on the
job?
• Unpacking the transfer of learning concept
• Exploring activities before, during and after
training which support and enhance learning
transfer
• Demonstrating new thinking and tools used to
increase the value of learning
• Showcasing measurement of learning in
alignment with the successful application of
skills gained in training on the job
Ken Kaunda, General Manager: Human
Resource Development (HRD), KENYA
AIRPORTS AUTHORITY, KENYA
10:40 Mid-Morning Refreshments
11:00 Cultivating a Unique and Deliberate Learning
Culture to Build a Learner-Centric Organisation
with World Class Status and Locally Relevant
Experiences
 Aligning your learning culture to business
strategy to transform learning to business
results
 Creating incentives and KPIs to motivate
employees to participate in self-learning
 Building learning culture on a departmental
and organisational level to encourage learning
 Exploring effective strategies for encouraging
personal responsibility and demonstrating the
organisation’s commitment to development
Peter Njioka
Head: Learning & Development
SAFARICOM LIMITED, KENYA
11:50 Leadership Development and Building a Learning
Culture
Leadership capability has been identified as a
critical driver to ensure efficiency, competitive
advantage and growth in business. How do we
develop our leaders to build a learning culture that
will support business transformation processes?
What frameworks and tools can support the
development of learning and competency
development for leaders and the development of a
learning culture across the organisation?
• The role of leaders, driving learning,
performance and building a learning culture
• Looking at tools for developing a learning
culture which develops people
• A leadership Competency and Behavioural
Framework as a tool for Talent Development
• Targeted learning interventions for the
different leadership tiers
Makafui Gbedemah,
Group Head: Learning & Development,
GROUPE NDUOM, GHANA
12:40 Lunch & Networking
ConferenceOpening
CaseStudybySAFARICOMCaseStudybyGROUPENDUOM
CaseStudybyKENYAAIRPORTSAUTHORITY

THE CONFLUENCE OF L&D AND TALENT
MANAGEMENT
13:40 Succession and Retention: Learning Congruence—
The Critical Role of the Learning and Development
(L&D) Department
• Using leaning to facilitate succession and
retention
• How to ensure that there is clarity and
alignment of learning and organisation
strategy which ensures optimal return on
investment
Dr. Mbithe Anzaya,
Head: Learning & Development (L&D),
KENYA AIRWAYS
14:30 Developing and Retaining Top Talent – The Critical
Role of the Learning and Development
Department
• Learning and Development context:
alignment to business strategy, organisational
capabilities and strategic talent plan
• Learning and Development strategy and
framework: clarify strategic priorities per
talent value chain, guiding principles and
approaches
• To be best-in class: setting governance and
operating model, products and services and
benefits measurement
Bernard Ambasa
Assistant Director: Human Resources
CENTRAL BANK OF KENYA
15:20 Mid-Afternoon Refreshments
STRATEGIES FOR ENHANCING LEARNING
15:30 Get Them to Get It – Understanding How Play Can
Help the Brain to Learn
In a VUCA world that is volatile, uncertain, complex
and ambiguous, where change is increasing
exponentially, people feel overwhelmed, unsafe
and resistant to more change and new ideas. Their
brains react with threat responses wanting to fight
(I will not comply,) flee (I will avoid it) or freeze (I
don’t know what to do) and so we disconnect
(leave me alone). Yet, as Chief Learning and
Development Officer (CLD) you know that shift is
not just inevitable, it is desirable. How do you get
your people to shift with shifting times? In order to
thrive in a VUCA World we need to be more
adaptive, innovative, engaged and integrated.
To achieve this, the brain must function optimally,
not in survival mode, but in creative mode. If you
have a new idea, strategy or model to help people
and organisations shift with the shifting times,
how do you get them to get it?
In this participative and fun session we will share
techniques and strategies that work with the
human brain to reduce threat responses, connect
with its creativity and need for relationship so that
people become open to shift, even motivated to
take part in it so that they become more adaptive,
innovative, engaged and integrated. Playing
Mantis specialises in designing learning processes
that enable shift by:
• Applying neuro-scientific models to reduce
the brain’s threat responses
• Bringing about openness and creative
involvement in learning processes
• Building relationship and community between
the people taking part
• Imparting skills for becoming more adaptive,
innovative and engaged amidst change
• Using Applied Theatre processes that are fun,
experiential and enables diverse individual
interpretation
Burgert Kirsten
Founding Partner
PLAYING MANTIS
16:15 Wrap up of the day’s session and Chair’s closing
remarks
16:30 Close of Conference Day 1
CaseStudybyKENYAAIRWAYSCaseStudybyCENTRALBANKOFKENYA

Copyright © 2015 AMC. All Rights Reserved. The format, design, content and arrangement of this brochure constitute a trademark of AMC.
Unauthorized reproduction will be actionable under South African Law. Draft Forum Program (Subject to Change)
CONFERENCE DAY 2: 24 July, 2015
POST CONFERENCE WORKSHOP:
If you have a new theory, strategy or model to help people
and organisations shift with the shifting times, how do you
get them to get it?
In this participative and fun workshop we will share
techniques and strategies that work with the human brain to
reduce threat responses, connect with its creativity and need
for relationship so that people become open to shift, even
motivated to take part in in so that they become more
adaptive, innovated, engaged and integrated. The Playing
Mantis SHIFT model comprises of two components:
ImprovSense and Story-Strategy.
ImprovSense is the ability to structure and design
participation by helping workshop participants to listen and
observe, to take action and initiative where needed and to
mix the two into a dance of intuitive sensing and responding.
It is the skills and the art of inviting and integrating audience
participation in the meaning making process.
Story-Strategy is an understanding of the big picture of the
sequence in which people can take and adapt to new
information or behaviour. Understanding the dramatic
structure of change and developing an intuitive of its ebb and
flow can greatly improve your ability to design and structure
conditions for shift to happen.
In this workshop you will learn how to:
 Apply neuro-scientific models to reduce the brains threat
responses
 Bring about openness and creative involvement in
leering processes
 Building relationship and community between the
people taking part
 Impart skills for becoming more adaptive, innovative and
engaged amidst change
 Use Applied Theatre processes that are fun, experiential
and enables diverse individual interpretation
Workshop Programme:
08:30 Introduction: Neuro-scientific models, the playing
Mantis SHIFT model
09:30 Module 1: ImprovSense
10:30 Mid-Morning Refreshments
10:45 Module 1: (ImprovSense Continued)
11:45 Module 2: Story-Strategy
12:45 Module 2: (Story-Strategy Continued)
13:15 Lunch & Close of Conference
THE PLAYING MANTIS SHIFT MODEL:
LEARNING THAT SHIFTS WITH THE SHIFTING TIMES
Facilitated by: Burgert Kirsten, Founding Partner, PLAYING MANTIS