Professor Sir Chris Husbands
Professor Sir Chris Husbands is a university leader, academic, educationist and public servant. He has served as Vice-Chancellor of Sheffield Hallam University in the UK since January 2016.
Prior to joining Sheffield Hallam, Sir Chris was Director of the Institute of Education (2007-2015) and then Vice-Provost at University College London (2014-2015).
Sir Chris is also Chair of the Teaching Excellence and Student Outcomes Framework (TEF) and Board Chair of the Higher Education Statistics Agency (HESA) and the Doncaster Opportunity Area Partnership Board. He was appointed to the Board of UUK in August 2019 and joined the Emerge and Jisc Edtech Advisory Board in October 2020.
His academic expertise lies in education policy and practice; his work has been developed in fifteen books and over four hundred papers and presentations. He has advised local and national governments in the UK and internationally, across four continents.
Sir Chris is an Honorary Fellow of Emmanuel College, Cambridge and Fellow of the Academy of Social Sciences. He was knighted for services to Higher Education in 2018.
Professor Ann L Cunliffe
Ann L. Cunliffe is Professor of Organization Studies at Fundação Getulio Vargas-EAESP, Brazil, and is a visiting professor at the Università Cattolica del S. Cuore, Italy; Aalborg University, Denmark; and the University of Bath, UK.
She previously held positions as 50th Anniversary Chair at Bradford University, UK; as Professor at the University of Leeds, UK; the University of New Mexico, USA; and California State University, USA.
Ann’s current research interests lie around leadership, ethics, qualitative research methods, embodied meaning-making, and reflexive approaches to research and practice. Recent publications include articles in Organizational Research Methods, the British Journal of Management, the Academy of Management Perspectives, Management Learning, the Journal of Business Ethics, and the 3rd edition of her book A Very Short, Fairly Interesting and Reasonably Cheap Book About Management (2021), which takes a reflexive and relational approach to managing organizations.
Ann organizes the biennial Qualitative Research in Management and Organization Conference in New Mexico, USA, and co-edited the 2018 Sage Handbook of Qualitative Business and Management Research Methods.
Here’s what Ann will address in her keynote:
“As leaders, managers and academics, we are facing challenges relating to work that go beyond organizational boundaries – challenges that are personal, community-oriented, environmental, and extend to ongoing issues of social justice. Bridging the gap is therefore becoming increasingly important and we need to rethink our responsibilities in ways that may make a difference. I will begin by exploring briefly what we mean by ‘bridging the gap’, which I believe has far greater implications than typically assumed in academia. I will then suggest that reflexivity and relationality offer ways of addressing these challenges – especially when viewed as embedded and embodied, rather than as purely intellectual activities.”
Professor Jonathan Passmore
Jonathan is Senior VP CoachHub, the digital coaching platform, which employs 3000 coaches worldwide. He is also professor of coaching and behavioural change at Henley Business School. He has published widely with some 200 scientific articles, book chapters and over 30 books. His most recent books include The Coaches Handbook, Becoming a Coach: The Essential ICF Guide and Succeeding as a Coach. He is also chair of the British Psychological Society Coaching Psychology Division, a PCC ICF coach, a Master Coach with the EMCC, and is listed in the Global Gurus and Thinkers 50 lists. He previously worked for IBM, PWC and OPM. Having been a student in the 1980’s, he considers Sheffield Hallam as his Alma Mater.
Dr Sally Jackson, Chartered FCIPD; Chartered FCMI; MSc.
Sally Jackson is the Chief People Officer at Sheffield Hallam University.
A member of the University Leadership Team she has overall responsibility for the Directorate of Human Resources and Organisation Development (HROD) and the Department of Academic Development and Diversity (ADD). She also has a cross-University leadership position as Institutional lead for Equality, Diversity and Inclusion which covers Staff and Students. She Chairs the Equality, Diversity and Inclusion Committee.
Sally has worked across several sectors during her career and has gained over 20 years’ experience in senior HR/OD roles in NatWest Bank, the National Trust and latterly in various Higher Education Institutions. Sally’s professional and academic interests are in the areas of HR and OD, specifically culture, equality, diversity and inclusion, leadership development and coaching and mentoring of which she has several published journals and conference papers. She is an Assistant Editor of the International Journal of Coaching and Mentoring (IJEBCM).
Sally is dedicated to supporting women in their careers and is a speaker, role model and mentor for Advance HEs Aurora Programme. She has been a panel member for Athena Swan submissions for many years and is a member of Women in Science and Engineering (WISE) as well as the Women’s Higher Education Network (WHEN). She is an independent member of Council for St George’s, University of London.
Sally’s experience offers an eclectic blend of professional and academic perspectives which she applies to her research-informed teaching.
Rashmi Dixit – ICF accredited PCC coach, Coach educator, Mentor, DEI and OD consultant.
Rashmi in her career spanning two decades, has worked extensively with senior leadership teams to discuss, debate and design some of the most detailed strategies for implementing changes across the organizations. Her experience ranges from working with change makers in corporations, educational institutions and not for profit development initiatives. She was coach faculty at Leadership That Work’s, and served as VP education Mastery at ICF Oregon board. She was instrumental in creating the new skills and competencies for ICF as a part of the Social justice committee for ICF Global. Rashmi works extensively to create anti has spoken on topics of Decolonisation, White Supremacy, Diversity and inclusion in several global forums. Currently she works as a partner at Rakarising.com, an HR, OD consulting firm that uses anti-oppression lens. Her work in social change has been in areas of women empowerment, youth and tribal leadership. Rashmi initiated a social change experimental initiative called Dhruvatara to connect children to nature.
Here’s what Rashmi will address in her keynote:
Business Core to Care Core
We are living in Uncertain times that call for deeper reflection, resilience and questioning of the ways we live, learn and operate. The Human Resource field is standing at the entrance of transformation. We are all part of creating that transformation in real time by making choices about who we work for and how we work. Nowhere in modern history has the working population held so much power to make the decision of where they work from and who they work for. We are amidst the great change in the HR industry, and there are variables that are being decided as we speak. Diversity, Equity, Justice and Inclusion is now mainstream and HR competencies will merge and create a new era, where the hope is that every futuristic workplace will have more inclusivity and belonging.
The new HR practice and policy will be more sensitive to understanding the systems Power, Privilege, Race, Rank and Culture and will become the connection between ethical business systems and humanism. The role of HR will be also to translate them into the competency and code of ethics that will be foundational for how organisations operate.
Rashmi Dixit will explore the three basic fundamentals that will be needed for the shift from Business core to Care core HR.
Mark NK Saunders BA MSc PGCE PhD FCIPD FAcSS
Mark Saunders is Professor of Business Research Methods at the Birmingham Business School, University of Birmingham and Director of Global Engagement. Mark currently holds visiting professorships at the Universities of London (Birkbeck), Surrey and Worcester. He was awarded a fellowship of the Academy of Social Sciences in 2019 in recognition of his contribution to methods and human resource management research and social science researcher development. He was elected to Fellow of the British Academy of Management in 2014 and in 2017 was awarded the British Academy of Management Medal for Leadership in recognition of prolonged contribution to doctoral capacity building. In 2021 his textbook Research Methods for Business Students was ranked the most influential business and economics textbook in the World by the “FT (Financial Times) Teaching Power” league table.
Mark’s research interests include research methods, in particular participant selection and methods for understanding organizational relationships; human resource aspects of the management of change, in particular trust within and between organizations and organizational learning; and small and medium sized enterprise (SME) success. Throughout his academic career Mark has tried to ensure synergies between his research, teaching and consultancy work wherever possible. This is also reflected in his publications; his work having been cited in excess of 62,000 times. He has published over 100 research articles and book chapters including papers in journals such as British Journal of Management, Field Methods, Human Performance, Human Relations, Human Resource Management Journal, Journal of Small Business Management, Management Learning, R&D Management, Social Science and Medicine and Annals of Tourism Research. He is a consulting editor for the International Journal of Management Reviews, European editor for The Service Industries Journal and is on the editorial boards for Human Resource Development Quarterly, Journal of Trust Research and Personnel Review.
Mark has co-authored and edited over 30 books including Research Methods for Business Students (forthcoming 9th edition), How to Keep Your Doctorate on Track: Insights from Supervisors’ and Students’ Experiences, Organizational Trust: a Cultural Perspective, Handbook of Research Methods on Trust (currently 2nd edition), Handbook of Research Methods on Human Resource Development and Doing Research in Business and Management (currently 2nd edition), Doing Case Study Research and How to Keep Your Research Project on Track. He is joint editor with Bill Lee and Vadake Narayanan of Sage’s Understanding Research Methods for Business and Management Students book series and editor for Edward Elgar’s Handbooks of Research Methods series.
Mark began his career in academia after a variety of research posts in UK local government. He worked at the Gloucestershire Business School, University of Gloucestershire between 1990 and 2001. During this period he was Head of the Human Resource Management Research Centre. Between 2001 and 2009 he worked at Oxford Brookes University Business School where, he was Assistant Dean (Director of Research and Doctoral Programmes) and Professor of Business Research Methods. Between 2009 and 2015 Mark was Professor in Business Research Methods at the Surrey Business School, University of Surrey, and was Faculty Director of Postgraduate Research Programmes. Since 2015 he has worked at the Birmingham Business School where, until recently, he was Director of PhD Programmes. He continues to supervise doctoral students and teach research methods and methodology to masters and doctoral students.
Mark has a long-term interest in facilitating research capacity building and doctoral training and supervision. He has organised numerous doctoral summer schools, symposia and colloquia, including for the British Academy of Management, the University Forum for Human Resources Development and the First International Network on Trust. He has supervised 24 doctorates to successful completion and examined over 30 doctorates.
Mel Norris-Green – Research Adviser, CIPD
Mel is a Research Advisor at the CIPD, where she builds the evidence base for people professionals. Her research interests include inclusion and diversity, good work, and she leads on the People Profession in 2030 stream of work, including insights into future work trends and the shape of the people profession. Prior to the CIPD, Mel worked as a researcher and HR practitioner and holds a masters degree in Occupational Psychology from the University of Surrey.
Here is what Mel will address in her keynote:
CIPD research on future of work trends, and how HR professionals can adapt to these trends. This will include:
- Sharing five future workplace trends that will influence the future of work (with a particular focus on tech and sustainability)
- Recommendations and reflections for practice
Dr Martyn Newman
Dr Martyn Newman is a clinical psychologist with a special interest in Emotional Intelligence and Mindfulness.
Martyn received his PhD from the University of Sydney and holds an MA from GTU at the University of California, Berkeley, a Masters of Psychology from Monash, University Melbourne, and a Doctor of Psychology from La Trobe University, Melbourne. He has held academic posts as Senior Lecturer at the University of East London and the School of Psychology at ACU National. He is also an Instructor in Mindfulness on the MBA program, Sydney University.
He is the author of the international bestseller, Emotional Capitalists -The Ultimate Guide to Developing Emotional Intelligence for Leaders, The Mindfulness Book – Practical Strategies for Living a More Mindful Life, coauthor of the Emotional Capital Report™ – the global benchmark for measuring EQ and leadership performance, and the Emotional Intelligence Sports Inventory – the world’s first psychological inventory to measure how EQ supports elite sports performance. His research in the area of psychometric assessment has been published by the American Psychological Association.
Martyn chaired a symposium at the British Psychological Society’s Centenary Conference on the application of psychological assessment to business practices; was keynote speaker at the Psychological Society of Ireland’s National Conference, speaking on The Power of Building Emotional Intelligence in the Workplace, and delivered the keynote address on EQ and leadership at the International Conference on Emotional Intelligence in London.
As Executive Chairman of RocheMartin, Martyn has worked extensively at the highest levels of leadership worldwide, including Sky, Deloitte, ExxonMobil, Mars, Network Rail and Quiksilver, Royal Bank of Scotland and British Airways, among many others.
Moving From The Great Resignation to The Great Re-Engagement with Emotional Intelligence
I’ve always believed that the primary task of leadership in any organisation is to direct peoples’ attention. This has never been easy at the best of times, but over the last two years it’s become a serious challenge. Ongoing exposure to disruption, anxiety and uncertainty wear down the body’s normal ability to adapt and adjust. This in turn also disrupts connection to the mental and emotional skills people rely on to regulate their mood and make good decisions. In other words, cognitive and emotional fatigue is the collateral damage of continuous disruption.
Even beyond the challenges of mental health, normal ways of working have been disrupted during the last two years and it has led emerging generations of employees to reprioritise their values, how they define success and what they want from work. This is certainly true of the younger generations who expect greater flexibility in when and where they work, along with flatter, less hierarchical workplace structures. Their views of leadership have moved away from traditional leadership models involving power derived from hierarchy and centralised authority. Instead, they favour more psychologically insightful approaches that foster empowerment and appeals to self-actualisation.
For many organisations, these changing demands have arrived relatively quickly and have often outpaced the growth of company culture. Until recently for example, many traditional company cultures have emerged from a heavy focus on quantifiable assets, commercial metrics and leadership development programmes focussed on strategy and business acumen. As a result, many organisations are suffering the effects of low employee and leadership engagement and are particularly vulnerable to impact of the ‘Great Resignation.’
As these new generations demand greater flexibility, autonomy and workplaces that foster wellbeing and self-actualisation, there is a demand for emotionally intelligent leaders with advanced social and emotional skills to engage multigeneration talent and lead cultures of inclusion, innovation and team cohesion and collaboration.
From having been not listed at all, the World Economic Forum’s ‘Future of Jobs Report’ now believes that Emotional Intelligence (EQ) will be the second most sought after skill by employers in 2022 and beyond. Likewise, a career builder survey found that 71% of employers value EQ over IQ as the ‘must have’ competencies to succeed in the new world of work. And 34% of them admitted to placing greater emphasis on EQ when hiring and promoting employees. Nearly 60% of them said they’d pass on a candidate with a high IQ but a low EQ.
In this keynote, renowned global leader in the field of emotional intelligence, Clinical and Corporate Psychologist Dr Martyn Newman, will introduce the science and compelling business case for emotional intelligence as a powerful set of skills for protecting mental health, promoting positive wellbeing and accelerating professional development for working in the new world of work.
In this keynote we will
- Answer the question: Why Emotional Intelligence is compelling framework for working with new generations
- Present findings from global research that has identified the ten emotional and social competencies that separate the most successful people in the new world of work.
- Reveal the structure of emotional skills and how they work.
- Present the most advanced scientific tools for measuring emotional intelligence.
- Present some really good news! (evidence that emotional skills can be measured and improved, particularly in young people).
- Provide examples of how to emotional intelligence has worked to transform global organizations.