THE 2nd FINANCIAL AND PERSONAL DEVELOPMENT SEMINAR FOR MILLENNIALS

THE INSTITUTE OF CERTIFIED PUBLIC ACCOUNTANTS OF KENYA

(Established under the Accountant Act, Laws of Kenya)

THE 2^nd FINANCIAL AND PERSONAL DEVELOPMENT SEMINAR FOR MILLENNIALS

Theme: Addressing the Changing Landscape in today’s Workforce

DATE: 28^th – 30^th November, 2018

VENUE:  Merica Hotel, Nakuru

PREAMBLE

Undisputed, millennials are the next workforce. This cohesive cohort of 21-to-34-year-olds is more liberal than yester year workers. Studies have confirmed that this group’s loyalty is deteriorating. 2018 survey results by Deloitte indicate that millennial views of employers’ ethics and motivations are eroding, with just under half believing that businesses behave ethically, a drop from 62% in 2017.

For proper talent planning and mapping, institutions need to understand what this group desires and adapt accordingly. Succession planning approaches should emphasize on a complex mix of skills to have millennials in the boardroom.

This seminar, being the second in a series of ICPAK’s organized learning forums, will address the changing landscape in today’s workforce. The future is already with us, here!!

TOPICS

Team Development – Agile in Acceleration?

Best practices today mean institutions need to perform under hyper-acceleration using justifiable learning on-the-go, innovations-that-stick, measurable behaviour changes towards key business metrics and hence impactful shifts.  Here we will look at how to reinvent yourself and the team you lead.

Embracing the Human Side of Change: A Mindset Shift

Individuals and institutions must adapt and transform. Transformation begins with people – the way they see problems and apply creative solutions. It involves a change of mindsets and behaviors. People do not resist change, they resist the transitions that change brings. Here we shall examine the process, framework and strategies to address the human side of organisational change in a world of mergers, acquisitions, start-ups, divestitures, deregulation and new technologies.

The Evolution of an Executive – Going Full Cycle with (A Successful CEO/Mentor/Coach)

 Effective Delegation

Here, we shall observe the dos and don’ts for the delegator, the delegatee and the institution as a whole.

 Leading with Integrity

Trust is the glue that binds institutions together – it allows executives to lead through change and teams to work together for a common cause. To nurture this trust, you need to walk the talk.

Retirement Planning

It’s very common for people to spend their whole life waiting to start living. What scares you most about the future? Retirement? Poor savings culture? Or living in debt? Your genuine fears may just be of your own making. Come listen to industry experts in the subject matter and plan for your later years.

Managing the Leadership Pipeline

These passages represent major events in the life of a leader. Our goal here is to practically help you become familiar with the skills, time applications and work values demanded by each passage. The session will aid your own growth as a leader.

 Building and Leveraging on Your Networks

Without networks, you have a 3-10% effectiveness rate of getting an opportunity. This is even less with the more stringent selection systems in place to reduce risk and high costs of due diligence. With networks, you stand a 30-60% effectiveness rate of getting an opportunity. This is because networking is often based on referrals, has less risk and has a higher retention rate – the reason companies have formalized referral systems.

 Entrepreneurship;

Creating a new venture is challenging and daunting at the same time as there is no definite formula to entrepreneurial success. The risks are high, illustrated by high failure rates. However, as is always the case, the rewards, both financial and personal, are commensurate with the risk. Come listen to success story from renown entrepreneurs.

2.0  Target

Newly appointed/promoted managers in private and public sector, supervisors, officials from county and central governments, supervisors, HR practitioners, academia, among others.