Panel Discussion Questions

Panel Discussion: Strategic Synergy - Achieving Executive Agendas through HR Practices

1. How can Executives and HR leaders work together to align HR initiatives with
overarching business goals to create sustainable value?
2. In your experience, what strategies have been most effective in turning executive
priorities into HR initiatives that truly resonate with employees?
3. What are some common challenges Executives face in translating strategic agendas with
HR into actionable HR practices, and how can strong collaboration help overcome these?
4. How do you see HR’s role as a bridge in fostering cross-departmental collaboration to
build a unified company vision, and what are the keys to successful Executive -HR
communication?
5. As an Executive, how do you view HR’s role in driving change while balancing core
business priorities, and how can communication strengthen this balance?
6. Can you share examples where HR practices directly supported the organization’s growth
or a strategic pivot? What was key in your communication with HR during these
changes?
7. How do you, as an Executive, assess the impact of HR strategies on achieving executive
goals, and which metrics do you find most valuable in these discussions?
8. What support and advice would you give to HR leaders seeking to advocate for
transformative initiatives at the executive level? How can they effectively communicate
the business impact of HR-led changes?

Panel Discussion: Creating Positive Employee Experiences

1. In your view, why ‘positive employee experience’ is essential for the long-term success
of an organization?
2. What are the key pillars of a successful employee experience strategy, and how can
companies ensure these are consistently emphasized?
3. What role does leadership play in shaping a positive employee experience, and how can
leaders set the right example?
4. How can organizations ensure that their employee experience strategies are inclusive and
resonate with a diverse workforce?
5. With the workforce evolving so rapidly, what are some ways companies can continuously
refresh their approach to employee experience to stay relevant?
6. Give us examples of specific programs or initiatives that have had a significant impact on
employee engagement and motivation?
7. What metrics do you find most valuable in measuring the success of employee
experience initiatives, and how can HR leaders use these insights to adapt strategies?
Panel Discussion: Emotional Intelligence at the Workplace

1. To start, how would you define emotional intelligence, and why is it a vital skill in
today’s workplace?
2. How does emotional intelligence impact business outcomes, including employee
collaboration, productivity, and overall organizational performance?
3. What role does emotional intelligence play in creating a supportive and inclusive
workplace culture?
4. How can organizations foster emotional intelligence within their teams, especially among
leaders?
5. Can you share an example where emotional intelligence made a significant difference in
resolving workplace conflicts?
6. What are the best ways to measure and develop emotional intelligence across the
workforce in a meaningful, structured way?
7. How can HR leaders model emotional intelligence to navigate sensitive workplace issues
effectively?
8. In your view, how will emotional intelligence shape future workplace dynamics, and
what steps can organizations take to prepare?

Panel Discussion: The Future of People Management

1. As we look towards the future, what do you think will be the most important factors
driving the evolution of people management?
2. In your opinion, what is the biggest challenge HR will face in the next decade when it
comes to managing talent and fostering a thriving organizational culture?
3. How do you think the role of HR leaders will change in the next 3 years, and what skills
will be essential for success?
4. What do you believe are the key trends or disruptions that will redefine people
management in the next decade, and how should organizations start preparing for them
today?
5. How can HR leaders build organizations that are adaptable and resilient enough to thrive
in the rapidly evolving world of work?
6. How do you envision remote and hybrid work models influencing future approaches to
managing people?
7. As employee expectations shift, how can HR leaders balance these evolving needs with
business goals in a rapidly changing landscape?
8. What strategies can HR use to stay competitive in a talent-driven market and build
resilient, adaptable teams?
Panel Discussion: Talent Mapping & Competency Assessment

1. How would you define talent mapping, and why is it crucial for aligning talent with long-
term business success?
2. What are the key factors that should guide the talent mapping process to ensure it is
aligned with organizational goals?
3. How can HR leaders assess competencies accurately and fairly while ensuring that the
process is transparent and objective?
4. What steps can companies take to ensure competency assessments are inclusive and free
from bias, especially when evaluating diverse teams?
5. How can talent mapping and competency assessments serve as a strategic tool for
creating clear career progression paths within organizations?
6. What are some of the most common challenges in implementing a competency-based
talent mapping approach, and how can HR overcome these?
7. How does technology, such as AI or data analytics, enhance the accuracy and scalability
of talent mapping, and what tools are proving most effective?
8. What role does talent mapping play in succession planning, and how can organizations
use it to identify and nurture future leaders?
9. As the demands of the workforce evolve, what competencies are becoming critical for
future leaders, and how can HR cultivate these in their talent development strategies?
10. How can HR use talent mapping to identify and close skill gaps effectively, and what
metrics should be used to track this progress?

Panel Discussion: Workforce Coaching & Mentoring

1. What are the key differences between coaching and mentoring, and how does each
uniquely contribute to employee growth and development?
2. How can organizations create a culture that actively supports and encourages both
coaching and mentoring relationships?
3. What qualities or skills make an effective coach or mentor, and how can leaders develop
these traits within themselves and others?
4. How do coaching and mentoring programs impact employee retention and engagement,
and why should organizations prioritize them?
5. What challenges do organizations face when scaling coaching and mentoring programs,
and what are the best strategies to overcome these obstacles?
6. Can you share any examples of particularly successful coaching or mentoring programs,
and what factors contributed to their success?
7. What innovative approaches can organizations use to embed a coaching and mentoring
culture across all levels of the business?
8. What role do senior leaders play in establishing successful coaching and mentoring
frameworks, and how can HR best support their efforts?
9. Finally, how can organizations effectively measure the impact of coaching and mentoring
programs on employee development, growth, and retention?
 Learning Objective for the Panel Discussion

Strategic Synergy - Achieving Executive Agendas through HR Practices

1. Understand the importance of aligning HR initiatives with business goals to ensure

sustainable organizational growth.
2. Explore strategies for transforming executive priorities into actionable HR practices that
resonate with employees and drive performance.
3. Identify the challenges of translating executive agendas into HR practices and learn how
to overcome them through collaboration and effective communication.
4. Develop an understanding of how HR can act as a strategic partner in driving innovation,
change, and growth, while balancing business priorities.

Creating Positive Employee Experiences

1. Define what constitutes a positive employee experience and understand its role in
fostering long-term organizational success.
2. Examine the key pillars of a successful employee experience strategy, and how
organizations can ensure consistency across diverse employee groups.
3. Learn best practices for designing inclusive employee experience programs that meet the
evolving needs of a diverse workforce.
4. Explore ways to measure the impact of employee experience initiatives, using relevant
metrics to continuously adapt and improve strategies.

Emotional Intelligence at the Workplace

1. Gain a clear understanding of emotional intelligence and why it is a crucial skill for both
leaders and employees in the workplace.
2. Learn how emotional intelligence impacts organizational outcomes, such as employee
collaboration, productivity, and overall culture.
3. Explore strategies to foster emotional intelligence across teams, particularly in leadership,
and how to address workplace conflicts using EI.
4. Understand how emotional intelligence can shape future workplace dynamics, and learn
actionable steps to develop this skill within the workforce.

The Future of People Management

1. Identify the key trends and shifts influencing the future of people management, and how
HR leaders can prepare for them.
2. Understand how technological advancements (e.g., AI, automation) will impact HR
practices and what skills HR professionals will need to remain relevant.
3. Learn how to build adaptable, resilient organizations that thrive in a rapidly changing
workforce environment, including remote and hybrid models.
4. Develop strategies to balance evolving employee expectations with business goals,
ensuring sustainable growth and talent retention in a competitive market.
Talent Mapping & Competency Assessment

1. Understand the importance of talent mapping in aligning talent with organizational goals,
and learn the key factors that guide this process.
2. Explore methods for accurately assessing competencies in a fair, transparent, and
unbiased way that ensures alignment with business needs.
3. Learn how talent mapping and competency assessments contribute to succession
planning, and how HR can use them to develop future leaders.
4. Identify how technology, such as AI and data analytics, can improve talent mapping
accuracy and scalability, helping HR make data-driven decisions.

Workforce Coaching & Mentoring

1. Understand the differences between coaching and mentoring, and how each contributes to
individual and organizational growth.
2. Learn how to build a culture that supports coaching and mentoring, including creating the
right organizational structures and leadership buy-in.
3. Examine the qualities that make an effective coach or mentor, and how to cultivate these
traits within your leadership team.
4. Understand how to measure the impact of coaching and mentoring programs, using data
to track employee development, engagement, and retention.