Insights on leadership, skills, wellbeing and AI from this year's CIPD Festival of Work.
More than 12,000 people professionals and business leaders gathered at this year's CIPD Festival of Work to explore how organisations can perform well and support their people in a world that keeps changing.
Representing 58 countries and nearly 6,000 first-time attendees, the event covered everything from leadership and skills to AI and wellbeing with a clear message throughout: people professionals have a central role to play in helping organisations succeed.
Opening the festival with his final appearance as CIPD Chief Executive, Peter Cheese reflected on the pace of change reshaping work. From technological advances to shifting workforce expectations, he was clear that this is a defining moment for the profession.
"Leaders are feeling a lot of pressure, leading organisations through times of change and uncertainty. There is no manual and no one-size-fits-all solution on how to lead. It's about adapting. "
Organisations are dealing with skills shortages, shifting labour markets and evolving business models, all while trying to sustain performance and adapt to new ways of working.
Incoming CEO Neil Carberry stressed that people professionals are central to meeting these challenges, particularly around performance and productivity.
"We should be about helping our organisations deliver performance and productivity… solving business problems and organisational problems.”
Together, their contributions set the tone for the event: people expertise matters to organisational success.
A strong theme across the festival was how leadership shapes performance. Speakers were clear that high performance depends not just on outcomes, but on the conditions created around people.
Clarity of purpose emerged as a key factor. Petra Velzeboer stressed the importance of clear mission and direction, and noted how easily this can become diluted in organisations, limiting what people can achieve.
Leaders were also encouraged to recognise what employees bring to work beyond their job role. Supporting people to contribute — rather than expecting constant peak performance — is key to sustaining results.
Annisha Taylor reinforced that productivity is about removing barriers, not adding pressure. Clear expectations and fair development opportunities matter.
There were also cautions about over-reliance on metrics. Economist Tim Harford encouraged leaders to think carefully about how they use data and what it might miss.
"In the end, people care about people, not numbers."
Together, their contributions set the tone for the event: people expertise matters to organisational success.
Building capability was a central focus throughout. With demographic shifts and labour market pressures, organisations are increasingly focused on how to secure and develop talent.
Orianne Wightman described how employers are balancing different approaches to talent — buy, build, borrow or bot — while considering the long-term impact on their workforce pipeline.
Speakers also highlighted the need to look beyond task-based development. Telisha Matthews warned that focusing too narrowly on specific outputs risks limiting critical thinking and decision-making skills, particularly as technology becomes more embedded in work.
Tom Cheesewright reinforced the urgency of investing in skills, pointing to long-term declines in training and the need to build workforces capable of continuous learning.
Discussions on wellbeing and inclusion consistently linked people outcomes with organisational performance.
Elliott Rae highlighted the impact of mental health on attendance, engagement and retention, particularly among men, where stigma can prevent open conversations. He stressed that organisations need to build support systems that reflect real experiences and encourage participation.
The case for action is both human and commercial. When organisations support mental health, people stay present and perform better, and that shows in results.
"Integrating good support systems around mental health for everybody is a key business strategy."
Speakers made a similar case for inclusion, emphasising that everyday behaviours, curiosity and trust are what allow people to contribute fully.
Technology and AI featured across the festival, with a focus on human-centred application.
Andrew Stephenson encouraged organisations to engage with AI practically, while recognising that careful implementation and ongoing oversight are essential.
Others stressed the importance of involving people teams in technology decisions, so the impact on employees and organisational culture is properly considered.
Closing the festival, Richard Osman reinforced the importance of human contribution.
"The secret to where we're going to go next is in human connection, humanity and community."
For people professionals, the challenge is to help organisations use these tools in ways that enhance work while keeping focus on the people who drive performance.
The festival also covered the policy context shaping work. With changes such as the Employment Rights Act 2025 in the UK, speakers highlighted the importance of management capability and organisational readiness.
Amanda Chadwick identified management training as a key risk area, noting that gaps in capability can lead to avoidable issues around areas such as maternity leave and workplace conduct.
More broadly, speakers reinforced the role of people professionals in shaping both organisational practice and wider policy conversations — from improving internal capability to contributing to external debates — to balance business performance with better work.
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