HRD Forum

HRD Forum

This is an invitation only Forum developed by the Møller Institute team at Churchill College, University of Cambridge, for a select group of HR Directors and, facilitated by Møller Institute leadership development specialists to discuss approaches to the development of leaders within their businesses and organisations. Previous forums have focused on employee engagement, happiness, viral change and mindfulness and are detailed below.

We explore new and current approaches, best practice, the typical challenges we face and how we can best design and deliver high impact programmes and interventions that will bring about real change and demonstrate a return on investment for the business.

We have interesting discussions, inform each other around what works and what doesn’t – and participants will leave with some new connections and sources of help and some good ideas to take forward into our future work. All events take place at the Møller Institute, Churchill College in the University of Cambridge.

The events are designed around busy HR professionals and start with registration at 10:00, start at 10:30, lunch at 12:30 and then finish at 15:15.

‘If you want one year of prosperity grow grain, if you want ten years of prosperity grow trees, but if you want 100 years of prosperity grow people.’ Chinese Proverb.

Previous Forums

Below is an outline of what has been covered at previous HRD Forums.

When we think about our teams, organisations and culture we often get stuck in one perspective. But what if we flip the coin and take another view?
“To improve is to change, so to be perfect is to change often” runs the Sir Winston Churchill quote, so changing our ways of looking at our everyday challenges is critical if we are to ensure that we stay agile, relevant and ahead of our competitors.
At this HR Directors Forum we invited participants to switch their perspective and view familiar challenges from the other side.
Associate Amy Brann switched our understanding of how we understand our behaviours by moving from “soft” skills perspective to “hard” science, exploring how neuroscience can accelerate performance
Richard Hill switched our focus from leader to follower, looking at how we can reframe our bias around followers and followership to refocus the way we look at our contribution to success.