How to stay ready when tomorrow’s roles and skills keep shifting.
Workforce Planning in a 2.5-Year Skills World
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Get instant access to the complete 60-minute session.
What This Session Covers
When job roles evolve faster than job descriptions, traditional workforce planning becomes a liability. It slows hiring, exposes gaps too late, and leaves HR permanently on the back foot.
Forecast talent needs 12–24 months out
How do you plan ahead when the roles you're hiring for might not exist in their current form by the time candidates start?
Deliver talent on time with shrinking budgets
Pressure to do more with less, while the talent market gets more competitive and specialized by the quarter.
Fix capability gaps before they hit performance
By the time you've identified the gap, hired, and onboarded, the business has already moved on to the next priority.
A Scenario-Led
Approach
Learn to plan through uncertainty and spot capability gaps early using scenario-based planning.
Build Flexibility
Without Chaos
Practical ways to build flexibility into capacity and capability, without creating chaos or burnout.
What You Will Walk Away With
Practical frameworks and approaches you can apply immediately
The Core Workforce Planning Challenges
Understand the key challenges and how to tackle them effectively with business leaders and stakeholders.
Our Speakers
Ines Wichert
We’re thrilled to welcome Dr. Ines Wichert, MD of Esendia and author of Accelerated Leadership Development.
Learn from leaders who've navigated workforce planning through rapid change
Denise Sefton
We are thrilled to welcome Denise Sefton who combines 15+ years of senior HR leadership with a sharp focus on transformation. A qualified executive coach and former Chief People Officer, she helps leaders and organisations thrive by re-imagining people strategy and shaping culture and governance, bringing practical insight that supports change that sticks.
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Ines Wichert
We’re thrilled to welcome Dr. Ines Wichert, MD of Esendia and author of Accelerated Leadership Development. Ines is a leading expert in leadership development and succession planning, with extensive experience in designing and evaluating high-impact succession and development solutions.
What Attendees Say
Join hundreds of HRDs and L&D leaders who've attended our strategic conversations
"This session completely changed how I think about workforce planning. The scenario-based approach is exactly what we needed to stop chasing our tail every quarter."
Head of L&D, Technology Scale-up
"Finally, someone who gets it. We can't predict the future, but we can prepare for multiple scenarios.
CHRO, Manufacturing Company
"Most workforce planning sessions are theoretical. This was ruthlessly practical. They showed us how to spot capability gaps 6 months earlier and actually do something about them before it's too late.
Head of Talent Strategy, Professional Services
Take the Insights Further
Download the materials from the session to share with your team or use as a starting point for your own transformation.
Explore Our Blogs
Read our latest thinking on talent and succession
Common Questions
Everything you need to know before registering
How is this different from traditional workforce planning training?
Traditional approaches assume you can predict the future. This session doesn't. You'll learn scenario-based planning, flexible capacity models, and the Build-Buy-Borrow-Rent framework—practical tools designed for environments where uncertainty is the only certainty.
Is this only relevant for large organisations?
No. The challenge is the same whether you have 50 or 5,000 employees: skills change faster than you can hire. Small organizations benefit from simpler approaches, large organisations need to plan at scale without rigidity. Both get value from the frameworks we'll share.
What is the 2.5-year skills half-life and why does it matter for workforce planning?
The half-life of skills has dropped from around 5 years to just 2.5. This means the skills employees have today may be partially obsolete within two to three years, faster than most hiring cycles. When this is combined with quarterly shifts in business priorities, traditional role-based workforce planning can't keep up. Organisations find themselves identifying capability gaps too late to close them before they affect performance.
What if our business priorities keep changing?
That's exactly why you need this. You'll learn how to build multiple scenarios, pressure-test capacity, and create options so you're ready when priorities shift. If your business is volatile, this approach is essential.
What if I can't make any of these dates?
We run these quarterly. Register your interest and we'll notify you when the next sessions run. We also run 1:1 sessions for organisations, get in touch if that's of interest.