“As part of the Hult International Business School, one of the world’s truly global business schools, Ashridge Executive Education helps develop the leaders, teams, and organizations of tomorrow, through a variety of scheduled open programs, highly tailored customized programs, and degree qualifications.

Delivered to our clients either locally on-site or at one of our global campuses – including the fabulous Ashridge House in the UK – our programs are designed as a unique blend of experiential learning, class, and faculty-time, and led by our practitioner-focused faculty.”


This program has been specifically developed in Partnership with Hult Ashridge for the TOP HR Leaders of international organizations. Two days of deep dive and sharing on the future of the HR Leadership role immersed in the beautiful landscape of Ashridge Castle near London. Key objectives are to give priority to strategy and develop new ideas and new programs to lead the organization in the new world of work. We will explore the challenges that HR and business leaders face, and the organizational capabilities they will require to navigate successfully to the workplace of tomorrow.


The future of HR leadership


Innovation & HR


Transformation: global change strategies


Leadership effectiveness


International mindset


To prepare the HR Leaders to strategically and proactively impact and influence the business agenda and ride the waves of changes required to thrive in an increasingly complex environment; and in so doing, champion the leading of group HR practice, the HR function and business needs. All this immersed in the beautiful settings of Ashridge Castle, that will allow participants to break free from the daily business busy schedule and concentrate and focus on developing a stronger network and build innovative strategies for the future.


Understand key insights from academia and industry on what is changing in the world that is most relevant to HR and to their organisation

Understand the impacts of these changes on the their organisation and be able to translate them into effective HR strategies and initiatives

Develop own strategic impact and influence (mindset, skills and confidence)

  • to create ownership with business teams, peers and reports and so drive performance
  • to be agile and embrace change, and enable others to do the same
  • to lead the business agenda, not just respond to it

Create some disruptive energy that will enhance the value of HR in their organization in achieving business results


It brings the latest thinking and an outside-in perspective by exploring the macro trends in the new world of work, from digital disruption to what is means to be human in this new world of work

The immersive nature of this program ensures that participants walk away with insights and experiences that will stay with them for many years

Participants will have the opportunity to test out their strategic partnering skills during a real to life strategic conversations, working in groups with peers and trained actors, stretching them out of their comfort zone

It also provides a unique opportunity to deepen networks and bonds between participants from diverse industries as they share and learn together



The content should be dynamic, pragmatic and relevant across multiple businesses and geographies, allowing participants to share their insights as well as deepen understanding of global standards and expectations and latest thinking from academia and industry. It should be participative to maintain energy and should develop solid actions that people will commit to. There will be a blend of provocative input, insightful conversations and as well as thoughtful reflection



17th-18th of October 2019

DAY 01


  • Bring a big picture perspective on how the world is changing and what Business Leaders are /should be paying attention to from an HR perspective.
  • Bring a big picture perspective on how HR is responding to these trends
  • Leadership in the 21st century – the role of ego and eco-system leadership
  • Explore what this means for Leaders, Leadership and for HR


  • Understanding the value of the 3 curves and where they find themselves:
    • 1st curve: Efficient HR – Being a great service provider, and getting the basics right
    • 2nd cure:  Effective HR – Being a value adding strategic business partner
    • 3rd curve: Transformational HR – Being able to help transform HR and the organisation to meet the changing world
  • Special focus on Transformational HR:
    • CHRO role in organisational transformation like Mergers and Acquisitions…what does it take to be seen and valued as a credible strategic partner in this space?


  • Gain insights and skills into the use of data and analytic tools to identify insights on people to enable faster, more accurate, and more confident business decision making. How to use advanced and predictive data analytics.

DAY 02


  • Taking D&I to the next curve of Cognitive Diversity (diversity of thought)
  • Understanding the concept of ‘polarity management’,  both/and or integrative thinking
  • Identifying polarities in my practice e.g. cultural diversity, head office needs vs business unit needs, or status quo vs disruption
  • Learn and apply a practical process for managing polarities and optimising synergies


  • HR role and impact in transforming the organisation post M&As…the US and THEM dilemma
  • How to hold meaningful strategic conversations with CEO and Senior leaders within the context of strategic transformation – we do a case study and simulation around an M&A
  • Learn about the psychological differences between ‘getting buy-in vs creating ownership’ and pull and push orientations to strategic influence
  • Learn 4 influencing styles (Directive, Persuasive Reasoning, Collaboration, Inspiration), their usages, and assess own style


Dr Robert Kovach – Head of Global Talent at Cisco

Robert shares the Cisco transformation story on how Cisco use innovative digital platforms to leverage team engagement and talent management, focussing on how they went about shifting mindsets to embrace these new technologies and the role HR played in the process.

To maximize the effectiveness of the intervention, we make sure participants are prepared and engaged through pre-program conversations, reading and assignments. All designed to create a continuous thread throughout the program


Sharon Olivier


Sharon teaches, researches & consults in Career/Competencies Architecture; Strategic HR ; Leading in the 21st century, Ego/Eco-system leadership, Team Engagement, Polarity Management, Diversity and Inclusion, and Personal Resilience.

Before Ashridge, Sharon spent 20 years as a Senior Manager/ OD consultant/Learning Facilitator/Coach/Speaker. She started her career as HR Manager in the Motor Industry, then led Human Capacity Building in a large consulting company, after which she established a successful consulting practice (Impact Consulting) in South Africa. Clients have included Audi, BMW, Land Rover, De Beers, Anglo, Sage Life, University of Johannesburg and Sasol.


Sharon holds a MA in Industrial Psychology and a Management Advanced Programme Certificate. She is a Master Practitioner in NLP (neuro-linguistic programming) and a PNI practitioner (psychoneuroimmunology). She has established a track record as an inspirational speaker at conferences on the topics of the future of HR and leadership. She has co-published a book on resilience “Diamonds in the Dust” and a chapter in the latest Ashridge leadership 2017 book “Inspiring Leadership” on ego and eco leadership intelligence. Sharon has recently co-published and presented research papers on Ego, Eco and Intuitive leadership, Team engagement and Mindful leadership.

Frederick Holscher


Frederick Holscher teaches, researches and consults in the areas of leadership and diversity, with a particular focus on innovative ways of developing ‘leadership intelligence’ (Ego, Eco- and Intuitive Intelligence) when faced with the challenges of the fourth industrial revolution. He has developed practical ways on leveraging the potential of diversity in the work place, taking diversity beyond its physical appearance, like gender and ethnicity, to the levels of diversity of thoughts and beliefs, managing paradox, and leveraging polarities.

Frederick has led international projects in many countries in including Africa, Asia, the US and Europe. Before joining Ashridge Executive Education, Frederick was based in South Africa and worked primarily as an international consultant and educator across industries, the public sector and other civil society organisations.

Fredrick has a PhD in Sociology. With a specific emphasis on dialogue as means of transformation, Frederick has successfully applied these conceptual insights in transforming government and businesses during the times of change in the pre- and post Mandela area in South Africa.

He is passionate about his subjects, is able to share many personal stories and deliver highly interactive learning experiences.

Andy Cross

BA (Hons), MSc

Andy is an experienced Consultant, Facilitator and Executive Coach with a track record of working with leaders to achieve the transformational change necessary to deliver business growth, with specialisms in strategy development, organisational design, creativity and customer experience. In addition to his corporate experience, Andy has worked with clients such as Octopus Investments, Jellyfish and Allegis Group.

Before joining Ashridge, Andy worked in a range of Executive HR, transformational and operational roles at Virgin Atlantic, BT, Colt and within financial services.

With a degree in Economics from the University of East Anglia, Andy also has a Masters in Organisation Development from Roffey Park and a Diploma awarded by the Academy of Executive Coaching. He is a Fellow of the Chartered Institute of Personal and Development and accredited to use a range of assessment tools to unlock the potential of leaders and teams.

Dave Millner

CPsychol, BSc (Hons), FCIPD, ACIB, Founder and Consulting Partner, HR Curator

Dave has a business (risk/lending) and HR background based in financial services where he was a key internal consultant involved with the research, design and delivery of a range of performance/competency based consultancy solutions for a range of businesses and brands in the NatWest/RBS Group.

In PSL, Kenexa and IBM, Dave has worked directly with a variety of different global and multi- national based organizations offering a range of leadership development interventions, senior learning and development programs, executive coaching, employee engagement, culture interventions and organizational development based solutions across a number of different sectors focusing on future proofing their businesses. Dave’s real passion revolves around the vital role that HR can provide to organizations and has been supporting HR functions to become more commercially focused so that they can provide a transformational workforce experience to their employees. He is a regular presenter at conferences promoting the future of HR, the role of technology and the need for analytics to demonstrate tangible business value in the ever changing digital world of work. He is regarded as a social media guru through @HRCurator, being referenced as being one of the Most Influential People on Twitter in a number of subject areas.





Thomas A. Becker 
EMAIL: t.becker@hrcigroup.com
CELL PHONE IT: +39 380 341 1615
CELL PHONE UK: +44 776 993 5235