• Opening
  • Clark Quinn Image
    Clark Quinn
    Executive Director, Quinnovation
    General Session: The Revolution L&D needs to have: Performance & Innovation Strategy for the Information Age
    The Revolution L&D needs to have: Performance & Innovation Strategy for the Information Age

    Are you helping your organization succeed? There’s lots of evidence that traditional Learning & Development is not. And that’s an increasing problem in this era of increasing change. It’s already a cliché that things are moving faster. More information, shorter time-to-market, growing competitiveness are all phenomena we hear about. Similarly, we hear the claims that organizations need to become more nimble to cope. Innovation is the buzzword, and agility is the key. The open question is what is the role of Learning & Development? With the prevalence of information freely available, we are seeing more self-help learning, so that courses are playing less of a role. What are the alternatives? In this session, we’ll explore the challenges that L&D is facing, including ones that are self-inflicted. We’ll step back to look at the larger picture of organizational success, and we’ll look to some reframing. And, no, we’re not saying that courses are dead, merely that their role is being more carefully scrutinized, and that are more effective, and efficient, alternatives. You’ll hear about a new perspective that complements the traditional role of performance optimization, and that provides L&D with a new opportunity to contribute to organizational success. We’ll get specific on the new needs for organizational learning, and approaches L&D can support. We’re in a new era, the information age, and we need information-age approaches. These are approaches that are more closely tied to how we think, work, and learn, and hugely benefit from technology and the possibility of L&D facilitation. Come see the future of L&D.
  • Networking Break
  • Chad Udell Image
    Chad Udell
    Managing Partner, Strategy, and New Product Development, Float
    General Session: Embracing the Shock of the New: Emerging Technology is Reshaping the Enterprise. Are you ready?
    Embracing the Shock of the New: Emerging Technology is Reshaping the Enterprise. Are you ready?

    Change is accelerating and new technologies are coming out with increasing frequency. Enterprises are excited to take advantage of these products and services but can often become paralyzed with the sheer numbers of choices that are out there. How can you navigate this space effectively and make informed choices that help you keep a competitive edge? Join Chad Udell, leader of the industry leading firm Float as he brings you a vision for technology evaluation that you will enable you and your teams as you make sense of emerging technologies and overcome the Shock of the New.
  • Networking Break
  • Jennifer Hofmann Image.jpg
    Jennifer Hofmann
    President & Founder, InSync Training
    General Session: Creating Engagement in the Virtual Classroom: Advanced Facilitation Skills for the Experienced Training Professional
    Creating Engagement in the Virtual Classroom: Advanced Facilitation Skills for the Experienced Training Professional
    (Virtual Session)

    What does it mean for a learner to be engaged?

    What does it mean for a learner to be engaged? Quite literally, hundreds of articles every year use the term, with few making little or any effort to define it. But several current research efforts directed at cognition in learning environments suggest there are at least three separate factors at play:
    1. Emotional engagement – How the learner feels about the learning experience.
    2. Intellectual engagement – What the learner thinks about the information presented in the learning experience.
    3. Environmental engagement – How the learner’s interaction with the learning environment changes the environment and learner’s perception of the experience.

    Perhaps most importantly, each one of these factors is necessary but insufficient on their own to produce an engaged learner and failure of any one of these factors can result in disengagement.

    Virtual classroom facilitators have a great deal of control over these factors for learners; however, it takes more than clever exercises or mastery of collaboration tools like breakout rooms and whiteboards to succeed. It takes a nuanced understanding of the learning environment and the learners participating in that environment to bring your virtual delivery to the next level.

    In this session, we will explore techniques that:
    • Facilitate emotional engagement, including creating intellectual safety through listening
    • Generate environmental engagement while supporting a diverse audience
    • Encourage intellectual engagement through debrief exercises and the 'spacing effect'

    Start the journey that takes your virtual facilitation skills to the next level with these practical applications of research into how people learn.

    Target Audience: Virtual classroom facilitators and designers interested in taking their programs to the next level, with a focus on ensuring virtual training is as effective, or more effective, than programs delivered in the traditional classroom environment.
  • Lunch Break
  • JS 2019-speaker-photo-satoshi.jpg
    Satoshi Doi
    Representative Director, INVENIO
    Session: Organization Development and Talent Development for Differentiation
    Organization Development and Talent Development for Differentiation

    Based on the two concepts—it is their competitive advantage that leads directly to the performance of a corporation and if corporate daily activities do not change, their results would not change—this session will reveal the talent that leads performance improvement. In this session, we will propose below HRBP functions, which lacks in Japanese companies.
    • Recovering of competitivity of Japan and Japanese companies in the declining presence in the world
    • An approach ‘organization development based on organizational design: breakthrough of BOXOLOGY
    • Real talent that will be revealed through the design of strategy, ability, and activity
    • Performance improvement by aligning the strategy, organization, and human resource
  • JS 2019-Speaker Photo-Dongshuo.png
    Dongshuo Li
    Founder and CEO, UMU Technology
    Session: Performance Learning: Leverage AI to Go Beyond Input-Centered Training
    Performance Learning: Leverage AI to Go Beyond Input-Centered Training

    To improve their performance in their games, athletes combine theories, practices, and feedback from their coaches. In workplace learning, solely sharing information and opportunities to practice isn’t enough, and limited time for learning contributes to this gap in knowledge and skills attainment. In this session, you will be introduced to an AI-leveraged learning style that improves organizational performance.
  • Networking Break
  • Concurrent Sessions 1-3
    Concurrent Session 1
    Session: The Future of Leadership & Cultivating the Culture of Learning
    Speaker: Nam S. Cho, APAC HR Lead, Qualcomm, Inc.

    Concurrent Session 2
    Session: Increasing Psychological Safety and Developing Self-improving High EQ Employees
    Speaker: Takuya Nakashiro, Senior Facilitator, BlueEQ/Door International Japan

    It is often said that the number of passive employees has increased, especially among younger generations: They do only what they are told to do. They are always waiting for directions. They are demotivated because they believe that they are forced to work. But in the digital era, with such tools as artificial intelligence and the Internet of Things, the speed of change is extremely high and the employees who are waiting for directions tend to lag behind.

    Employees need to read the trend of the times and challenge aggressively without being afraid to make mistakes. According to Google, organizations with high psychological safety are composed of more self-directed and productive teams, which suggests that psychological safety is the key to creating self-directed and proactive employees.

    In this session, you will hear an overview of EQ, which is said to be effective in creating psychologically safe teams, and how to train it to employees.

    Concurrent Session 3
    Session: ATD Competency Model and Global Talent Development Research: Identify the Priority Functions of Talent Development in Line With Changes in Management Strategy
    Speaker: Koko Nakahara, CPLP, President, Instructional Design

    Along with the rapid development of technology, the capability requirements for talent development professionals have also changed significantly. In 2020, ATD will introduce new capability requirements for talent development professionals as the ATD New Capability Model. Prior to that, at the Japan Summit, part of the model will be introduced. Besides confirming important elements and skills as the foundation of talent development competency, we will use the ATD talent management puzzle and talent management term definition sheet to discuss the priority of talent development functions corresponding to the changes of business in a group workshop format.
  • Networking Break
  • Concurrent Sessions 4-6
    Concurrent Session 4
    Session: Unlocking employees’ innovative thinking at all levels to drive performance transformation
    Speaker: Panarat Intachai, Operational Performance Improvement (OPI) Coach Development Manager, Siam City Cement Public Company Limited

    Given her talent development role, Panarat never leaves first management and operators behind as they form a majority of 81% employees. To coach them to transform their day-to-day work into process improvement behavior with low-cost investment, an innovative way of development design and the strong integration of all processes are needed. Panarat will share in-depth detail of this practice during this session.

    With this practice in place, Siam City Cement Public Company has seen increased productivity where 952 projects were implemented from 2014-2019. Furthermore, talent pool and employee engagement are also increased as there has been a 0 % turnover rate among coaches since 2013. After two years in the coach role, all 16 coaches between 2014-2018 were promoted to a middle management level.

    Concurrent Session 5
    Session (Virtual Session): High-Tech and High Touch: Start Reskilling Right Now
    Speaker: Jason Durkee, CPLP, President, Idea Development

    Summary: As talent development professionals, we must respond to the rise of artificial intelligence (AI) and reskill our organizations to stay competitive. This is a huge undertaking and the daily blast of AI-related reports, articles, hype, and science fiction can feel overwhelming. In this interactive session, you will learn simple, practical ways to start reskilling to thrive in an AI world. You’ll learn about how to build high-tech skills through curation and experimentation with hundreds of possible tools, courses, websites, and apps. You’ll also identify the inherently human high-touch skills like empathy, resilience, engagement, and creative thinking growing in importance and learn concrete ideas to build them to a mastery level. Reskilling for the AI era will likely be the most important talent development topic of the decade. This session tells you how to make sense of it and get started right now.

    Takeaways: Through this session, you will learn the high-tech skills needed to stay on top of AI and effective learning strategies like curation, experimentation, knowledge management, performance support, and best-practice sharing. In addition, you will identify the high-touch creative and social human skills that must be refined to contribute fully in the future and proven techniques to develop them like action learning, learning transfer support, coaching and reflection.

    Concurrent Session 6
    Session (Virtual Session): Paradigm Shift in Human and Organization Development
    Speaker: Masato Tahara, Founder and Representative, Yozokobo

    There are two major reasons why communication within companies is increasing day by day. The first is that, internationally, awareness of environmental sustainability has grown, leading to ESG investments giving incentive to SDGs management. The second reason is that the government is giving incentives to companies that encourage employees to work remotely. In this session, the speaker will share his experiences of creating online organizations between six countries and of starting the processes of human development and organization development online for the first time.
  • Concurrent Sessions 7-9
    Concurrent Session 7
    Topic: From Cost Center to Profit Center: Transforming L&D
    Speaker: Sonali Bhaumik, Head of Customer Experience, Touchpoints

    Learning and development has been known to add costs to organizations. As such, the number of steadfast learning functions that have stood strong and remain unaffected by the downsizing wave can be counted on two hands. Unflinching determination to develop talent and add value to the organization comes clearly by demonstrating a return on investment.

    As a learning professional, it is critical to assess the landscape, identify the development needs after assessing the appetite, and collaborate with stakeholders while designing and delivering learning solutions. The most critical step is to measure the impact, which shows the beginning of establishing the learning framework. Learning cannot be a one-time event. It must be a continuous learning cycle: analyze, design, deliver, implement, and evaluate. The Addie Model, therefore, becomes the mantra.

    From Cost Center to Profit Center touches upon the aspects of our “hire to retain” framework, emphasizing on the stages of an employee life cycle. The Central Bank regulations of the Middle East region are considered, giving a focus on knowing your customer, or KYC. Two more key tools implemented include addressing how to transition and achieving impeccable results and business impact.

    Our winning journey to become the highest awardee in 2018 started three years ago. From a count of one award to seven, we have been steady and focused while transforming the L&D landscape. The session will focus on the complete learning cycle, from the orientation program, to the customer service program, to the digitally driven sales certification program, not to mention the emerging and veteran leaders through the multipliers leadership journey. Amid the basics, there were unique organizational requirements to develop our talent pool through the future relationship managers program and career progression program called Nujoom—The Star!

    Concurrent Session 8
    Topic: Designing Learning for Millennials
    Speaker: Hee Won Choi, CEO, JellyWare

    What are some new ways of educating to better reach Millennials? Do you think offline training with learning materials is effective for them? New training methods should correspond to changes in the workforce demographic. In this session, the speaker will talk about a solution that applies various training methods, such as microlearning, social learning, and flipped learning. You will also hear about how Toyota Korea, Ricoh Korea, and 7-Eleven encouraged employees to participate in training content that was conveniently delivered to them.

    Concurrent Session 9
    Topic: Talent Development in Digital Transformation (ATD Japan HPI Study Group Report)
    Speakers: Masayuki Imamura, General Manager, Information Services International-Dentsu (ISID) and Tatsuya Umezaki, Senior Engineer of L&D Division, Information Technology, Hitachi Academy

    Despite the worldwide need for digital transformation and multigenerational management, many companies are not making individual preparations or organizational changes.

    Japanese companies tend to maintain the management model of the 20th century organization. Based on the hypothesis that management and human resource development are required for future success yet are not progressing, Information Services International-Dentsu (ISID) discussed whether HPI (human performance improvement, global change management practice) should be considered for improvement.

    ISID then conducted a survey about human resource development in anticipation of digital transformation. In this session, based on the survey results, the speakers will share suggestions about using the HPI framework for future talent development.
  • Break
  • Concurrent Sessions 10-12
    Concurrent Session 10
    Session: Identifying Inspirational Future Leaders
    Speaker: Anna Kim, Manager, Hanwha HRD Center

    In the 1970s, South Korea underwent rapid economic development. The social perception was that everyone could succeed if they desired, and success was seen as climbing up the corporate ladder and getting promoted every few years. Employees who were not promoted continuously were seen as lagging. At that time, employees were promoted based on three factors: past performance, competency in the current position, and length of service—none of which can be a guarantee of qualified leadership. As a result, those without adequate leadership skills became leaders and have adversely affected their teams and organizations. To combat this problem and find competent leaders, Hanwha Group created the Hanwha Leadership Program.

    At Hanwha, every employee in a managerial position undergoes the leadership program to verify their qualifications as a potential leader and to recognize their strengths and weaknesses. This program is based on the assessment center method. The four-day program consists of simulation exercises, group assignments, business management tests, and evaluation of leadership derailment factors.

    The Hanwha Leadership Program is unique. We have supplemented the assessment center’s weakness to make our program more cost effective and amenable to mass operation. Some of the most outstanding leaders, who were trained as in-house assessors, give realistic feedback. Candidates identify strengths and weaknesses and competencies needed to become a leader. They’re often given feedback about how to develop them. Current leaders, who serve as assessors, learn to observe and evaluate more objectively on daily basis. And most importantly, the company selects and promotes employees who have proven to be competent leaders.

    Concurrent Session 11
    Session: Building Capacity in a Global Context
    Co-Speakers: Nigel Gan, APTD, Instructional Design and Quality Assurance Lead, United Nations Institute for Training and Research (UNITAR) and Junko Shimazu, Training Associate, United Nations Institute for Training and Research (UNITAR)

    Developing the capacity of participants from around the world has many challenges—different countries, different cultures, different understandings. How do you ensure your message is getting across? Are you using the most effective methodologies to enhance skills transfer?

    In this session, you’ll hear from two United Nations staff members based in Japan about how they work to deliver training that crosses cultural and language differences to build the capacity of a range of government, private sector, and civil society participants. This holds relevance for many

    Concurrent Session 12
    Session Learning Transfer: Three Key Roles of Accountability in Learning
    Speaker: Nelson Santiago, ATD Master Facilitator

    Nelson Santiago is a talent development practitioner with more than 20 years of experience working with all organizational levels creating, delivering, and evaluating training solutions designed to enhance organizations’ business and strategic plans. He is passionate about creating interactive and authentic learning environments that support development and learning engagement. Currently, he is an ATD leader and serves as an ATD Master Facilitator. Throughout his career, Santiago has worked with clients in Fortune 500 companies, government institutions, and small businesses within various industries, including biotech, gaming, entertainment, healthcare, higher education, IT, mining, retail, and telecom. He is a DDI Certified Facilitator and a Gallup’s Certified Strengths Coach.
  • Break
  • JS 2019 Speaker Photo-Hamoon Ekhtiari.JPEG
    Hamoon Ekhtiari
    CEO, FutureFit AI
    General Session: Becoming FutureFit: Unlocking Human Potential at Work in the Age of AI-Driven Automation
    Becoming FutureFit: Unlocking Human Potential at Work in the Age of AI-Driven Automation

    Consider what became possible once scientists mapped the human genome, or how digital maps like Google Maps and Waze have empowered you to find your path anywhere in the world. Now imagine what will become possible if we map the DNA of human potential and work. We'll explore how we can use the power of AI to help people become and stay future-fit in the future of work and learning.
  • Lunch
  • Wilson Learning event at The Ivy
    Tom Roth
    Chief Operating Officer, Wilson Learning Worldwide
    Session: Unplugged: How Leaders Are the Catalyst to Re-Engaging the Workforce
    Unplugged: How Leaders Are the Catalyst to Re-Engaging the Workforce

    Only 44 percent of HR professionals agree that employees in their company give discretionary effort. Yet, organizations need engagement with a capital “E.” A leader’s example is the most critical factor in why employees choose to re-engage, but many leaders don’t understand what’s required. Join this session to audit your organization, gain clarity on key engagement elements, and generate ideas to re-engage employees.

    In this session, you will:
    • Identify what factors affect employee's decisions to disengage or re-engage.
    • Discover and apply the specific actions leaders need to take to implement the five elements of engagement.
    • Assess your organization to discover key elements of engagement that need to be addressed and actions you can take.
  • Shintaro Sato & Fumiko Takahashi
    Director of Talent Solutions, Saba Software & Account Executive, LinkedIn Japan
    Session: What Is the Reality of Digital Transformation in Japanese Companies?
    What Is the Reality of Digital Transformation in Japanese Companies?

    Digital transformation has been a major global challenge in recent years. How is the transformation going within Japanese companies? With the reformation in the way of working and the aging and declining birthrate of Japanese society, business environments for Japanese organizations continue to change dramatically. To embrace such changes, traditional Japanese-style HR strategies are required to go through major transformations.

    The speakers of this session are working closely with Japanese customers and in the Japanese market as sales representatives to provide HR platforms and learning solutions. In this session, you will learn the actions to be taken based on actual challenges of Japanese companies and their initiatives. The session is formatted in a talk-show-style format. Questions that may come up include:
    • What are the differences between Japanese and overseas HR strategies?
    • Why are American and European companies advanced in the use of HR technologies?
    • What actions should Japanese companies take?

    This session refers to some of the recommendations by Ministry of Economy, Trade and Industry.
  • Break
  • Kazuki Minami.JPG
    Kazuki Minami
    Head of HR Solution Advisory, North Asia, SAP Asia Pacific Japan
    Closing Session - Human Resource Strategy That Supports Global Management and Innovation
    Human Resource Strategy That Supports Global Management and Innovation

    Expanding business in the global market is imperative for many organizations. In the era of rapid change and innovation, the importance of human resources for business is increasing. To survive in the competitive global market, what kind of HR strategies are needed for Japanese HR departments, and how should they manage human resources and organizations? In this session, based on case studies, you’ll learn the way to align HR strategy with business strategy and the global HR strategy that takes advantage of the strength of Japanese organizations.
  • Q&A / Panel Discussion
    Join this session to interact with speakers directly, ask questions, hear additional insights from the speakers, and maximize your learning at the Japan Summit.
  • Nelson Santiago Image
    Nelson Santiago
    Change Management Certificate
    It’s likely you already see the need to apply change management best practices. By earning an ATD Change Management Certificate you’ll gain the necessary tools to become a trusted resource ready to facilitate all stages of a change initiative in your organization. Discover the key principles and stages of ATD’s exclusive change management models through application exercises, case studies, and interactive program modules.

    Who Should Attend?
    This program is designed for learning professionals who are currently responsible for managing change efforts or those who want to be ready for this challenge in their current or future positions.

    ATD Education programs are designed primarily for learning professionals—trainers, instructional designers, and organizational development practitioners—but also greatly benefit anyone within an organization who is responsible for developing others, from managers to human resources specialists.

    Course Topics:
    Topic 1 - Challenge the Current State
    Topic 2 - Harmonize and Align Leadership
    Topic 3 - Activate Commitment
    Topic 4 - Nurture and Formalize a Design
    Topic 5 - Guide Implementation
    Topic 6 - Evaluate and Institutionalize the Change
    Topic 7 - Appendix

    IP innovations Inc.
    Nishikicho 1‐chome Building 3F, 1‐7‐3
    Kandanishikicho, Chiyodaku, Tokyo, Japan 101‐0054

    Registration Link:

    Learn More:

Register today for ATD 2019 Japan Summit: