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Rewiring L&D for Impact

Rewiring L&D for Impact

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The pace of change is accelerating, skills gaps are growing, and organizations are asking more from their L&D teams than ever before. But moving from reactive training delivery to strategic performance architecture is easier said than done. This session is for L&D professionals who want to understand what that shift actually looks like and how to make it happen.

May 12, 2026 10:00 AM
May 12, 2026 10:45 AM

Here's why you should join this event

Discover what it means to shift from training delivery to performance architecture, and what that looks like in practice.

Learn how to build for the AI era: developing exploration cultures, growing learning agility, and equipping managers to lead in new ways.

Walk away with concrete strategies to expand your scope beyond workshops and prove impact in ways that stick.

As AI accelerates the pace of change, skills gaps are getting wider, and the opportunity for L&D professionals to shape how people and businesses grow has never been bigger.

But seizing that opportunity means expanding what L&D actually does: designing the conditions for lasting performance, addressing the systems behind business challenges, and building solutions that go well beyond the training request.

So how do you make sure your function is built to meet this moment?

Join our webinar on May 12th as we explore how learning professionals can fundamentally rewire their function from training delivery to performance architecture.

As AI accelerates the pace of change, skills gaps are getting wider, and the opportunity for L&D professionals to shape how people and businesses grow has never been bigger.

But seizing that opportunity means expanding what L&D actually does: designing the conditions for lasting performance, addressing the systems behind business challenges, and building solutions that go well beyond the training request.

So how do you make sure your function is built to meet this moment?

Join our webinar on May 12th as we explore how learning professionals can fundamentally rewire their function from training delivery to performance architecture.

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Lavinia Mehedințu

Co-Founder & Learning Architect

Lavinia Mehedintu has been designing learning experiences and career development programs for the past 9 years both in the corporate world and in higher education.

As a Co-Founder and Learning Architect at Offbeat she’s applying adult learning principles so that learning & people professionals can connect, collaborate, and grow.

She’s passionate about social learning, behavior change, and technology and constantly puts in the work to bring these three together to drive innovation in the learning & development space.

Juliëtte Plantenga

Senior Enterprise Account Manager & Trainer

Juliëtte’s role as Senior Enterprise Account Manager is to align Lepaya’s upskilling solutions with the strategic objectives of leading businesses. These partnerships reflect a shared commitment to excellence and innovation, with names like KPMG, Vopak and Picnic among Lepaya’s collaborators. With a solid background in leadership, team and project management, Juliëtte ensures that Lepaya’s learning solutions are not just educational, but transformational.

As a Trainer responsible for Lepaya's Young Talent Academy, she facilitates a six-month program that nurtures the high potentials within the organization. Her focus is on creating impactful learning experiences that foster both personal and professional growth. Drawing on her competencies in mindfulness and coaching, she guides our future leaders to realize their full potential and contribute meaningfully to our industry's advancement.

Aleks Tosovic

Director of Workforce Consulting

As Director of Workforce Consulting at SThree, Aleks Tosovic leads the design and global scaling of advisory services that turn complex client needs into commercially scalable workforce solutions.

With experience spanning start-ups, scale-ups, and large corporates, he brings a pragmatic, people-first lens to workforce strategy, bridging the gap between commercial ambition and sustainable organizational growth.

He's passionate about how smarter workforce models and emerging technologies can drive real impact, and is constantly pushing to make that vision tangible for the organizations he works with.

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What our satisfied attendees say

We can learn from human- centered design thinking. 5-6 qualitative interviews are enough to map out most of the challenges your audience is facing.
Sara Guagini-Wilbers
“ Learning is a skill to be learned and learned quicker than ever before. Companies need to teach the right attitude and behaviors but also design upskilling to make knowledge transfer as impactful as possible for career mobility in 2024. "
Thomas Schipperen
Intentional Learning Power Skill Owner
“ AI mentors allow L&D teams to support learners in a way that previously only human coaches could do.We’re talking about very personalized individual feedback that impacts learners and brings them to a higher level. “
Clemens Lechner
Head of Learning Technology Innovation
“ In a landscape characterized by evolving innovation, analytical skills enable tech professionals to dissect intricate problems, derive insights from vast data sets, and integrate new technologies. ”
Ian Strik
Analytical Thinking Power Skill Owner
“ One of the biggest shifts within the next couple of years is the career development that will move our employees forward in a more tailored way and reduce the need for external recruitments. “
Thomas Eklöf
Founder of AI for HR
“ Working in logistics offers a dynamic work environment where logistics leaders play a key role in the development of an organization. A good leader does not only focus on the optimisation of the processes but also on the team's personal growth, motivating collaboration and encouraging the team to achieve the best possible result.“
Laura van Hal
Organizational Development Manager, Viterra Chartering
“ AI will help transform the traditional career ladder into a career lattice, generating more pathways for internal mobility, development, and engagement. So, businesses must empower employees to learn soft skills and behavioral skills that can enhance their current positions and prepare them for future roles.“
Alex Rylance
Head of Human Resources UK, Netcompany
“ We see an increased appetite for working towards a skills-based organization from our clients and intentional learning could play a significant role in up-or reskilling the workforce. ”
Marlene de Koning
Director HR Tech at PWC

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