Webinar Portfolio

i4cp & Ipsos Building a Future-Ready Culture Webinar (UK) (i4cp login required)

Tue, 12 May 2026 19:27:00 GMT

In this UK-focused webinar, i4cp and Ipsos explored why culture readiness is becoming one of the most critical enablers of future-ready organizations. As companies accelerate investments in AI, skills, and workforce transformation, many leaders are finding that progress stalls when culture cannot absorb and sustain change. Kevin Martin, Chief Research Officer, Mollie Lombardi, Sr. Research Analyst at i4cp, and Emily Dessent, Principal Consultant at Ipsos Karian and Box, shared findings from their latest global research, including insights from more than 100 senior HR practitioners across the EMEA region. The discussion highlighted the current state of organizational culture health, the leadership and behavioral conditions required for change to stick, and practical recommendations HR leaders can apply now to strengthen adaptability, alignment, and long-term performance.

Key Takeaways

Culture readiness is essential to future readiness. AI and skills investments only deliver lasting value when organizations have the cultural capacity to adapt behaviors, decisions, and ways of working as business needs evolve.
Culture health across EMEA requires intentional focus. The research revealed that while many organizations recognize the importance of culture, fewer have fully embedded the leadership practices and operating norms needed to sustain change at scale.
Change-ready cultures are built through daily behaviors. Future-ready culture is not defined by values statements alone - it shows up in how leaders communicate, how decisions are made, how teams collaborate, and how quickly organizations respond to disruption.
Leadership alignment is a critical lever. Leaders play a central role in modeling adaptability, reinforcing expectations, and creating the conditions for employees to engage with change rather than resist or become overwhelmed by it.
HR has a strategic role in making culture actionable. The speakers shared practical recommendations for helping organizations clarify culture expectations, strengthen leadership accountability, and embed culture into business processes, talent practices, and transformation efforts.

The conversation reinforced that culture is not a supporting element of transformation - it is often the deciding factor in whether transformation scales or stalls. For HR leaders across the UK and broader EMEA region, the message was clear: building a future-ready organization requires more than investing in technology and skills; it requires a culture and leadership system designed to continuously adapt.

Watch the full recording to hear the latest i4cp and Ipsos research, explore the four key observations for organizations across EMEA, and gain practical recommendations for strengthening culture readiness in a rapidly changing world.

Contact

For questions or additional information, please contact:

John Sutton, Vice President, International Growth

mailto:john.sutton@i4cp.com

To ensure open and candid discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.

Scaling AI Readiness: Allianz’s Strategic Approach to Workforce Upskilling - 2026 Next Practices Weekly (i4cp login required)

Thu, 30 Apr 2026 18:35:00 GMT

In this highly engaging Next Practices Weekly session, Allianz leaders Jenny Guldseth, Chief People and Culture Officer, and Bill Ryan, Vice President and Head of Learning & Development, delivered a masterclass in what it truly takes to scale AI readiness across a global workforce. Moving beyond buzzwords, they shared how Allianz is operationalizing a multi-year transformation - embedding AI into learning, workflows, and culture to drive meaningful business impact.

Hosted by Judy Albers and Tom Stone, the discussion emphasized that AI transformation is not a technology initiative, it's a workforce transformation. Jenny and Bill highlighted Allianz's intentional approach to communication, role-based upskilling, and fostering a collective "we're in this together" mindset to cut through the noise and build sustainable adoption across all levels of the organization.

Key Topics Discussed

From AI "Hailstorm" to Strategic Clarity
Allianz addressed the overwhelming influx of AI messaging by creating a cohesive, "surround sound" communication strategy, ensuring employees receive consistent, contextualized guidance that reduces confusion and builds confidence.
Scaling AI Upskilling Through a Global, Structured Framework
Through initiatives like Fit for AI, Allianz is delivering targeted learning experiences to over 157,000 employees and 18,000 leaders, ensuring enterprise-wide capability building with both global consistency and local relevance.
Embedding AI Into Everyday Work and Learning
Rather than treating AI as a standalone skill, Allianz integrates AI into leadership development, learning programs, and daily workflows, positioning tools like Copilot as real-time coaches to enhance decision-making and productivity.
Activating Peer Learning Through Communities and Champions
Programs like the AI "Fan Club" and AI Accelerator model create safe, collaborative environments where employees can experiment, share use cases, and build confidence - driving grassroots adoption at scale.
Moving Beyond "Peanut Butter" AI Adoption
A standout insight: AI cannot be spread uniformly across the organization. Success depends on tailoring use cases to specific roles and business function - making AI practical, relevant, and immediately applicable.

At its core, the session reinforced a critical message for HR and learning leaders: scaling AI readiness requires more than access to tools, it demands a strategic, human-centered approach to skill-building, behavior change, and business alignment. Watch the full recording to see how Allianz is turning AI ambition into enterprise-wide capability - and walk away with actionable strategies you can apply immediately.

Resources Shared

Save the Date: Next Practices Now Conference 2027
Join us in Scottsdale or virtually, March 23-25, 2027 and register by April 30 to lock in 2026 pricing

To ensure open discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.

Designed for Disruption: The Agility Routines that Enable Future Readiness Webinar (i4cp login required)

Wed, 29 Apr 2026 14:27:00 GMT

In this member-exclusive webinar, Designed for Disruption, Katheryn Brekken, PhD, and Kevin Oakes unveiled findings from i4cp's latest research on organizational agility and what truly separates future-ready organizations from those struggling to keep pace. Against a backdrop of constant disruption, driven by AI, shifting labor markets, and global uncertainty, the webinar explored how leading organizations are building the capacity to anticipate change, realign quickly, and execute effectively. Drawing on data from high-performance organizations, the discussion emphasized that agility is not achieved through structural redesign alone, but through intentional routines, leadership behaviors, and embedded HR practices that enable continuous adaptation at scale.

Key Takeaways

Agility is a system - not a structure. Organizational redesign alone rarely improves agility; instead, high-performing organizations embed routines that enable ongoing adaptation.
Four archetypes of agility. i4cp identified distinct patterns of how organizations approach agility - highlighting why only a subset are truly equipped to anticipate, adapt, and act effectively.
Routines drive results. The most agile organizations excel at specific, repeatable practices that help them notice shifts early, realign resources quickly, and sustain change over time.
HR plays a critical role. Talent practices - including performance management, leadership development, and workforce planning - are essential levers for embedding agility across the enterprise.
Future readiness requires continuous change. Organizations that outperform treat disruption as constant and build cultures and systems designed to evolve - rather than react.

The session reinforced that agility is the defining capability of future-ready organizations - and one that must be intentionally designed and sustained. Members were encouraged to rethink how their organizations approach change, moving beyond one-time transformations to build systems that support continuous adaptation.

Watch the full recording to explore the research in depth and gain practical, actionable guidance on how to embed agility into your organization's culture, leadership, and talent practices - so you can stay ahead in an era of constant disruption.

To ensure open and candid discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.

i4cp & Ipsos Building a Future-Ready Culture Webinar (DACH) (i4cp login required)

Wed, 29 Apr 2026 04:27:00 GMT

In this global webinar, i4cp and Ipsos brought together HR leaders across the DACH region to explore the current state of organizational culture health and its critical role in enabling future readiness. Kevin Martin, Chief Research Officer at i4cp, Mollie Lombardi, Sr. Research Analyst at i4cp, and Dr. Ingrid Feinstein, Service Line Lead EX Germany at Ipsos, shared findings from a recent study of over 100 senior HR practitioners, highlighting a growing disconnect: while organizations continue to invest heavily in AI and skills, outcomes often fall short when culture cannot absorb and sustain change. The session unpacked what defines a future-ready culture - one that continuously adapts behaviors, decisions, and ways of working, and provided practical insights into how organizations across EMEA can strengthen culture as a true driver of performance.

Key Takeaways

Culture readiness is the missing link. Investments in AI and skills are not enough - organizations must build cultures that can continuously adapt to unlock real business impact.
Culture health across EMEA is mixed. While many organizations recognize the importance of culture, few have fully embedded the systems and leadership behaviors required to sustain change at scale.
Four critical observations emerged. The research highlighted key regional challenges, including gaps in leadership alignment, inconsistent employee experience, and difficulty translating culture into daily behaviors.
Future-ready cultures are intentionally designed. High-performing organizations treat culture as a system - aligning leadership actions, decision-making norms, and ways of working to reinforce adaptability.
Actionable recommendations for today. The speakers outlined four practical steps organizations can take immediately, including clarifying cultural expectations, strengthening leadership accountability, and embedding culture into core business processes.

The discussion reinforced that culture is not a "soft" concept, it is a strategic lever that determines whether transformation efforts succeed or stall. For HR leaders across the DACH region, the message was clear: building a future-ready organization starts with building a culture that can evolve as fast as the business demands.

Watch the full recording to explore the research findings in depth and gain practical guidance on how to assess and strengthen your organization's culture, so your AI and skills investments deliver measurable, lasting impact.

Contact

For questions or additional information, please contact:

John Sutton

mailto:john.sutton@i4cp.com

To ensure open and candid discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.

Toolkit Tour: Map the Work, Build Anything with AI (i4cp login required)

Thu, 16 Apr 2026 21:54:00 GMT

Most of the work we rely on every day in HR still lives in people's heads.

It creates dependency. It slows scale. And when it comes to AI, it becomes the biggest blocker.

That challenge was at the center of this Toolkit Tour led by i4cp's Judy Albers, Product Experience Director, Tools & Resources. Albers walked members through a set of i4cp AI assistants designed to help take the work that lives informally across teams and make it more visible, structured, and usable.

Together, we explored what it takes to make work clear enough for others and AI to support it, especially since AI doesn't create structure—it depends on it.

Key Takeaways from the 2026 Next Practices Now Conference - 2026 Next Practices Weekly (i4cp login required)

Thu, 09 Apr 2026 14:44:00 GMT

This Next Practices Weekly session delivered a curated, high-impact synthesis of insights from the 2026 Next Practices Now Conference, centered on the theme of The Future Ready Organization. Drawing from real-world examples and cutting-edge research, the discussion explored how leading organizations are evolving their cultures, leadership models, and talent strategies to remain competitive in an increasingly complex and AI-driven environment.

Led by i4pcp's Kevin Oakes and Tom Stone, the session translated conference insights into actionable priorities for HR leaders. The cohosts emphasized the urgency of workforce transformation, the rise of agentic AI, and the need for organizations to build adaptability, resilience, and forward-looking capabilities into their operating models.

Key Topics Discussed

Building the Future-Ready Organization
Leading organizations are proactively redesigning their structures, cultures, and leadership approaches to thrive amid disruption. This includes embedding agility, fostering innovation, and aligning workforce capabilities with long-term strategic goals.
Workforce Transformation as a Strategic Imperative
Organizations are shifting from reactive talent management to intentional workforce design—focusing on skills, internal mobility, and evolving roles to meet future demands.
The Rise of Agentic AI in Talent Strategy
Agentic AI is moving beyond automation into decision-making and augmentation of human work. HR leaders must rethink roles, governance, and ethical frameworks as AI becomes more embedded in organizational workflows.
Evolving Leadership Models for a New Era
Future-ready leaders are those who can navigate ambiguity, lead through change, and foster psychologically safe environments that encourage experimentation and learning.
Translating Insights into Actionable Priorities
Rather than overwhelming organizations with trends, the session emphasized clarity - helping HR leaders focus on the few critical actions that will drive meaningful impact.

Future-ready organizations aren't built through one-time initiatives, they are continuously shaped through intentional alignment of strategy, talent, and technology. As agentic AI accelerates change, HR leaders have a critical opportunity to lead this transformation by enabling new ways of working and building adaptive, resilient organizations. Want to go deeper? Watch the full recording to uncover the key insights, real-world examples, and practical actions you can take now to stay ahead.

Resources Shared

Save the Date: Next Practices Now Conference 2027
Join us in Scottsdale or virtually, March 23-25 - and register by April 30 to lock in 2026 pricing
i4cp's New Research: Building a Future-Ready Organization
Future readiness happens when culture, skills, and AI work together - explore how leading organizations are doing it.

To ensure open discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.

Designed for Disruption: The Agility Routines that Enable Future Readiness Webinar (Public) (i4cp login required)

Wed, 25 Mar 2026 14:27:00 GMT

In this public webinar, Designed for Disruption: The Agility Routines that Enable Future Readiness, Katheryn Brekken, Ph.D. and Kevin Martin explored new i4cp research on the organizational practices that enable companies to thrive amid continuous disruption. As AI acceleration, labor market shifts, and geopolitical uncertainty reshape the business landscape, the session focused on why organizational agility - not structural redesign alone, is emerging as one of the defining capabilities of future-ready organizations. Drawing on findings from i4cp's latest study, the speakers outlined how high-performing organizations build systems, leadership behaviors, and routines that allow them to anticipate change early, adapt quickly, and implement sustainable transformation across the enterprise.

Key Takeaways

Agility is a competitive capability. Organizations that consistently outperform peers are able to recognize shifts early, realign resources quickly, and adapt before disruption impacts performance.
Structure alone does not create agility. The research revealed that structural redesign efforts rarely improve agility on their own; lasting impact comes from embedded organizational routines and behaviors.
Four archetypes of enterprise agility emerged. i4cp identified distinct organizational patterns that reveal why some companies sustain adaptability while others struggle to respond effectively to change.
Routines drive future readiness. High-performing organizations establish repeatable practices that strengthen anticipation, adaptation, and execution across teams and leadership levels.
HR plays a central role in enabling agility. Leadership development, workforce planning, performance management, and culture practices all influence whether agility becomes embedded across the organization.

Katheryn and Kevin reinforced that disruption is no longer temporary - it is the operating environment organizations must be designed to navigate continuously. The session challenged leaders to move beyond reactive transformation efforts and instead build organizational systems capable of evolving at the speed of change.

Watch the full recording to explore i4cp's latest agility research and gain practical guidance on how to embed future-ready routines, leadership behaviors, and talent practices that help organizations adapt, compete, and thrive in an era of constant disruption.

Resources Shared

Designed for Disruption - Download the Executive Brief

Future-ready organizations don't just adapt - they're built for disruption. Explore the agility routines driving performance.

To ensure open and candid discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.

Redefining Learning: How HR at E.W. Scripps Is Powering Real-Time Workforce Transformation with AI - 2026 Next Practices Weekly (i4cp login required)

Thu, 19 Mar 2026 20:58:00 GMT

Next Practices Weekly brought together Candace Anderson, Senior Vice President & Chief Human Resources Officer; Ginger Summers, Senior Director of Learning & Leadership Development; and Chris Conte, Lead Specialist of Learning & Development at E.W. Scripps for a dynamic conversation on how artificial intelligence is redefining the way organizations develop talent in real time. The session highlighted how Scripps is leveraging AI to move beyond traditional learning models, unlocking faster skill development, increasing accessibility, and enabling employees to keep pace with rapidly evolving business demands.

Hosted by Katheryn Brekken, Ph.D., and Tom Stone at i4cp, the discussion revealed how Scripps is embedding AI directly into the flow of work - transforming learning into a continuous, personalized, and highly strategic capability. By aligning learning innovation with business priorities, the organization is equipping its workforce to adapt, grow, and perform in an AI-enabled future.

Key Topics Discussed

Reimagining Learning for the Speed of Business
Scripps is redefining learning as a real-time capability moving beyond static programs to deliver knowledge and skill-building exactly when and where it's needed.
Operationalizing AI in the Flow of Work
By embedding AI into everyday tools and processes, the organization is making learning seamless, scalable, and directly tied to performance outcomes.
Personalizing Development at Scale
AI-driven insights are enabling highly targeted learning journeys, ensuring employees receive relevant, role-specific development that accelerates impact.
Building an AI-Ready Workforce with Confidence
Leaders emphasized the importance of fostering experimentation and psychological safety, empowering employees to adopt and apply AI in meaningful ways.
Positioning L&D as a Strategic Driver of Transformation
Learning leaders are stepping into a critical role aligning workforce capability-building with business strategy to enable agility and long-term success.

The conversation reinforced a clear call to action for HR leaders: the future of learning is happening now. From practical use cases to strategic insights, this session offers a compelling roadmap for organizations looking to accelerate workforce transformation. Don't miss the opportunity to hear these insights firsthand - watch the full recording to explore how leading organizations are putting AI into action.

Resources Shared

Register for the 2026 Conference

Don't miss i4cp's premier annual event - Next Practices Now Conference - where forward-thinking leaders gather to explore the future of work. Secure your seat

AI & the Future of HR: Take the Survey - AI is rapidly transforming how HR delivers value - reshaping roles, workflows, and the overall operating model. Take i4cp's new survey by April 10 to receive early access to key findings and benchmarking insights.

To ensure open discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.

Evolving ERGs and BRGs: Purpose, Engagement, and Impact – Flash Call (i4cp login required)

Tue, 17 Mar 2026 15:57:00 GMT

Employee Resource Groups (ERGs) and Business Resource Groups (BRGs) aren't disappearing, but they are being redefined.

Across organizations, what once worked (identity-based groups, awareness programming, volunteer leadership) no longer feels sufficient on its own. Engagement is harder to sustain. Expectations are higher. And the pressure to demonstrate impact is amplified.

In this i4cp member-exclusive Flash Call, inclusion leaders came together to unpack this shift. Anchored by perspectives from leaders at Veeam and Micron, the conversation revealed less of a best practice and more of a moment of recalibration.

Elevating Workforce Performance Through Strategic Well-Being and Culture at Pella - 2026 Next Practices Weekly (i4cp login required)

Mon, 16 Mar 2026 14:44:00 GMT

Next Practices Weekly welcomed John J. Bollman, EVP & Chief Human Resources Officer at Pella Corporation, for an executive-level discussion on how organizations can elevate workforce performance by embedding well-being into core business strategy. Bollman shared how Pella has redefined employee well-being - not as a benefits offering, but as a critical driver of resilience, productivity, and long-term business success. Central to this approach is Pella's investment in holistic health initiatives, including its state-of-the-art Wellness Center, designed to support employees physically, mentally, and emotionally.

Hosted by i4cp's Amber Burton and Tom Stone, the conversation emphasized how aligning well-being with a purpose-driven culture enables organizations to scale engagement and performance simultaneously. Bollman highlighted the importance of intentional design, integrating accessibility, employee experience, and cultural values into every layer of the organization, to create a sustainable, high-performance workforce.

Key Topics Discussed

Well-Being as a Business-Critical Strategy
Pella positions employee well-being as a strategic lever for performance, not a peripheral benefit. This shift enables measurable impact on productivity, retention, and organizational resilience.
Investing in Holistic Health Infrastructure
The introduction of Pella's Wellness Center reflects a long-term commitment to employee health. These investments demonstrate how physical spaces and resources can reinforce a culture of care and performance.
Aligning Culture, Purpose, and Employee Experience
Pella intentionally integrates well-being into its broader cultural framework. By aligning purpose with employee experience, the organization strengthens engagement and reinforces shared values at scale.
Driving ROI Through Workforce Well-Being
Bollman emphasized the tangible returns of well-being initiatives, including improved performance outcomes and reduced organizational risk. Strategic alignment ensures these programs contribute directly to business success.
Building a Future-Ready, Resilient Workforce
A focus on integrated well-being equips employees to adapt to change and sustain high performance. This approach supports long-term workforce agility in an evolving business landscape.

For HR and business leaders navigating rising performance expectations, this session delivers both strategic clarity and practical inspiration. Bollman's insights offer a compelling blueprint for embedding well-being into the DNA of the organization - demonstrating how thoughtful investments in people, culture, and infrastructure translate into measurable business outcomes. Watch the full recording to gain deeper perspective on how leading organizations like Pella are redefining workforce performance through integrated well-being and culture strategies.

Resources Shared

i4cp's New Research: Building a Future-Ready Organization
Future readiness happens when culture, skills, and AI work together - explore how leading organizations are doing it.
Save the Date: Next Practices Now Conference 2027
Join us in Scottsdale or virtually, March 23-25, 2027 and register by April 30 to lock in 2026 pricing

To ensure open discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.

Powering Productivity with AI: How Lumen is Transforming Work with Microsoft Copilot - 2026 Next Practices Weekly (i4cp login required)

Thu, 12 Mar 2026 06:38:00 GMT

Next Practices Weekly welcomed Tim Climo, Vice President of People Analytics & Technology at Lumen Technologies, for an inside look at how the company is leveraging generative AI to reshape productivity, collaboration, and innovation across its workforce. As one of the earliest organizations participating in Microsoft's Early Access Program, Lumen placed Microsoft 365 Copilot at the center of its transformation from a traditional telecom provider into a technology-driven enterprise.

Climo shared how Copilot is enabling Lumen's 24,000 employees from sales teams, to engineers, to accelerate research, automate repetitive work, and unlock real-time insights that enhance both employee productivity and customer experience. Cohosted by Judy Albers and Tom Stone, the conversation explored how people analytics, strategic partnerships, and thoughtful change management are helping the organization scale AI adoption while keeping employees at the center of the transformation.

Key Topics Discussed

Scaling Generative AI for Enterprise Impact
Lumen embedded Microsoft 365 Copilot across the business to accelerate research, streamline content creation, and surface insights faster unlocking new levels of productivity across teams.
People Analytics Driving Smarter AI Adoption
Data and workforce insights guide where AI creates the most value, helping leaders prioritize high-impact use cases while measuring productivity and adoption across the organization.
AI-Augmented Productivity at Work
By automating routine tasks like meeting summaries, research, and reporting, Copilot frees employees to focus on strategic thinking, innovation, and customer value.
Strategic Tech Partnerships Accelerating Innovation
Lumen's collaboration with Microsoft enabled early experimentation with Copilot, helping the organization scale generative AI faster and more effectively.
Human-Centered Change Management
Successful AI adoption requires more than technology. Leadership alignment, employee enablement, and clear communication ensure AI enhances work rather than disrupts it.

The session illustrated how HR, technology, and business leaders can collaborate to operationalize generative AI responsibly and effectively. For organizations exploring AI-powered productivity, Lumen's experience offers a powerful roadmap for aligning innovation with workforce enablement. Watch the recording to hear how Lumen is translating AI ambition into measurable business impact.

Resources

Register for the 2026 Conference

Don't miss i4cp's premier annual event - Next Practices Now Conference - where forward-thinking leaders gather to explore the future of work. Secure your seat

To ensure open discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.

Building a Change-Ready Culture Webinar (i4cp login required)

Mon, 09 Mar 2026 20:27:00 GMT

In this research-driven webinar, Marshall Bergmann and Katheryn Brekken, PhD, unveiled new insights from i4cp's latest study on Change-Ready Cultures - a critical pillar of the Future-Ready Organization model. As organizations accelerate investments in AI and skills, many leaders are discovering that technology and capability upgrades alone do not deliver results if culture cannot sustain ongoing transformation. Drawing on i4cp's extensive research into high-performance organizations, Katheryn highlighted how leadership behaviors, decision norms, and daily ways of working determine whether change initiatives scale successfully or stall. The session provided an early look at research launching at i4cp's Next Practices Now Conference and introduced a new Change-Ready Culture self-assessment to help leaders evaluate how prepared their organizations are for continuous disruption.

Key Takeaways

Culture readiness determines transformation success. Even the best AI and skills strategies fail if organizational culture cannot absorb and sustain change.
High-performance organizations treat change as continuous. Rather than viewing transformation as a one-time initiative, leading companies build routines and leadership practices that normalize adaptation.
Leadership behavior sets the tone. Change-ready cultures emerge when leaders model experimentation, learning, and transparency creating psychological safety for teams to adapt quickly.
Operational habits matter more than slogans. Specific routines, decision processes, and collaboration norms distinguish organizations that sustain change from those that struggle with resistance and fatigue.
Assessment enables action. i4cp introduced a new Change-Ready Culture self-assessment tool to help organizations measure their current state and prioritize where to focus culture transformation efforts.

The session reinforced that building a change-ready culture is one of the hardest, but most decisive capabilities for future-ready organizations. Leaders who align culture with strategy create the conditions for AI adoption, skills development, and innovation to deliver lasting performance impact.

Watch the full recording to explore the research in depth and discover how leading organizations are strengthening their culture to sustain transformation without overwhelming their workforce.

RESOURCES

Take i4cp's Change-Ready Assessment and receive instant results - plus the option to connect with our team.

Explore i4cp Consulting Services and see how we partner with organizations to drive measurable performance results.

To ensure open and candid discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.

Toolkit Tour: Performance Conversations (i4cp login required)

Fri, 06 Mar 2026 00:32:00 GMT

Performance conversations are one of the most important experiences in organizations today. While many companies have evolved their performance management processes, the reality is that managers are still left to navigate the hardest moments of delivering feedback, explaining decisions, and coaching employees.

That challenge was at the center of this Toolkit Tour led by i4cp's Judy Albers ,Product Experience Director, Tools & Resources , with perspectives from Chick-fil-A Corporate.

This session brought together a set of existing i4cp tools and AI assistants and reframed them around a shared use case: How can we better support managers' capability for performance processes?

Making Skills Stick: Dow’s Blueprint for Culture and Capability - 2026 Next Practices Weekly (i4cp login required)

Thu, 05 Mar 2026 16:00:00 GMT

Next Practices Weekly welcomed Lisa Bryant, CHRO of Dow, for a strategic discussion on what it takes to operationalize a skills-based culture across a global workforce. Drawing on her leadership of HR for Dow's 36,000 employees, Bryant shared how the organization embedded skills into its operating model to better align talent strategy with business priorities.

Joined by i4cp's Tom Stone and Amber Burton, Bryant outlined the cultural and operational shifts required to bring a skills-based approach to life from leadership alignment and transparent communication to modernizing learning and talent practices.

Key Topics Discussed

Embedding Skills into the Operating Model
Dow integrated skills across talent practices to align workforce capabilities with evolving business needs.
CareerHub and Internal Mobility
Dow's CareerHub platform helps employees understand their skills, explore career paths, and drive their own growth.
Leadership Storytelling and Alignment
Consistent executive messaging helped connect skills development to business performance and employee opportunity.
Modernizing Learning and Leadership Development
Learning programs were redesigned to focus on practical capability-building tied to real business priorities.
Operationalizing Skills Across HR
Skills were integrated into hiring, development, and workforce planning to influence everyday talent decisions.

Bryant also discussed how Dow moved beyond defining skills to embedding them into everyday talent experiences through initiatives like the company's CareerHub platform, modernized leadership development, and stronger change management practices. Watch the full recording to hear Bryant's candid insights and practical lessons on turning a skills strategy into a lasting culture shift.

Resources Shared

Register for the 2026 Conference

Don't miss i4cp's premier annual event - Next Practices Now Conference - where forward-thinking leaders gather to explore the future of work. Secure your seat

To ensure open discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.

The Future of Workforce Planning with David Edwards: Leading with Strategy, Humanity & AI - 2026 Next Practices Weekly (i4cp login required)

Thu, 19 Feb 2026 15:44:00 GMT

In this thought-provoking session of Next Practices Weekly, David Edwards challenged conventional thinking about Strategic Workforce Planning (SWP), urging organizations to move beyond treating it as an HR process and instead position it as a core business discipline. Drawing from decades of experience across banking, telecom, consulting, and global operations - including transformative workforce initiatives at NatWest Group and Ericsson, Edwards reframed SWP as a strategic lever for risk mitigation, capability building, and enterprise transformation in an AI-accelerated world.

Hosted by Katheryn Brekken, PhD, and Tom Stone, the conversation explored how workforce planning must evolve to include all worker types, from full-time employees to gig talent and AI agents, while balancing innovation with humanity. Edwards emphasized that effective workforce strategy requires cross-functional ownership, data-driven decision-making, and courageous leadership willing to align talent planning directly with business strategy.

Key Topics Discussed

Reframing Workforce Planning as a Business Imperative
SWP must move beyond headcount forecasting and become embedded in enterprise strategy. Edwards emphasized that when workforce planning is owned cross-functionally, not just by HR, it becomes a driver of competitive advantage.
Managing the Total Workforce Ecosystem
Today's workforce includes employees, contractors, gig workers, third-party partners, and AI agents. Organizations must develop integrated planning models that account for all talent inputs contributing to business outcomes.
Balancing AI Innovation with Human-Centric Leadership
AI presents immense opportunity, but leaders must approach adoption thoughtfully. Edwards underscored the need to combine data intelligence with empathy, ethics, and creativity to ensure sustainable transformation.
From Reactive Hiring to Capability Planning
Rather than responding to short-term talent gaps, leading organizations are building long-term capability strategies focused on upskilling, reskilling, and redeploying talent to meet evolving business demands.
Cross-Functional Accountability and Strategic Clarity
True workforce planning requires collaboration across finance, strategy, operations, and HR. Edwards shared practical frameworks for aligning workforce decisions with financial and operational planning cycles.

As the discussion unfolded, Edwards pushed HR leaders to reclaim their role as enterprise architects of capability. He outlined practical frameworks for integrating AI into workforce models, aligning planning efforts with long-term strategic objectives, and leading with both analytical rigor and empathy. For organizations navigating volatility, skills disruption, and rapid technological advancement, this session delivers a clear message: workforce planning is not optional - it is foundational. If you are serious about reducing business risk, accelerating transformation, and ensuring human potential thrives alongside AI, this is a recording you won't want to miss.

Resources Shared

Register for the 2026 Conference
Don't miss i4cp's premier annual event - Next Practices Now Conference—where forward-thinking leaders gather to explore the future of work. Secure your seat

2026 Priorities & Predictions Report: Explore i4cp's latest insights to guide your talent, leadership, and culture strategies in the year ahead - read the full report

To ensure open discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.