The future of work takes centre stage at Happiness Camp 2026

Happiness Camp 2026, Europe’s largest conference dedicated to the future of work, took place on 24 September at Alfândega do Porto, bringing together international experts in leadership, communication, marketing, organisational culture and human behaviour.

As a partner of the event, Lusófona University was provided with 500 tickets for its academic community, giving students, lecturers, researchers and alumni the opportunity to network and take part in some of the key discussions on the present and future of organisations.

At a time when artificial intelligence is transforming professions and organisations are seeking new ways to attract talent, promote well-being and improve performance, the event raised a central question: what should companies preserve to ensure that technological transformation does not compromise what makes us human?

In the opening session, António Pedro Pinto, founder and CEO of Happiness Camp, argued that there is no magic or universal formula for building happy organisations. In a constantly changing world, he highlighted the importance of creating safe environments and giving people the freedom to develop their potential. Rather than offering definitive answers, the event sought to encourage reflection and raise new questions about the way we work and interact.

Among the speakers, Adam Hickman, who has experience at The Walt Disney Company and more than a decade of research into the workplace at Gallup, addressed the importance of leadership in times of uncertainty. In his talk, Why Leadership Matters More Than Ever: Creating Clarity, Trust and Performance in an Uncertain World, he highlighted four fundamental needs for team performance: trust, stability, empathy and hope.

Trust is built through integrity, consistency and the ability to deliver on promises. Stability requires direction, discipline and clear communication. Empathy means showing genuine interest in people beyond the results they achieve. Hope, in turn, depends on the ability to communicate a vision for the future and demonstrate that there is a way to achieve it.

The message was clear: leadership is not about eliminating uncertainty, but about creating the conditions for people to face it. To achieve this, leaders must provide a consistent presence, help teams understand priorities and ensure that everyone feels recognised, heard and valued.

This human dimension was also at the heart of the panel discussion The Human Edge: What Companies Must Protect When AI Changes Everything. During the discussion on the impact of artificial intelligence on organisations, participants reflected on the need to preserve trust, empathy, a sense of belonging and meaningful work, even as more and more tasks become automated.

Recommendations for leaders included the importance of listening to teams, speaking openly about well-being, communicating generously and leading by example. Acknowledging difficulties and personal vulnerabilities was also highlighted as a way to build closer relationships and strengthen empathy.

The emotional dimension of professional relationships was also explored by Camille Phillips, former Head of Employer Branding at Meta. In her talk, People Don’t Join Companies. They Join How It Feels: The Psychology Behind Great Employer Brands, she explored the role of trust, identification and a sense of belonging in how people choose an organisation.

In a landscape where artificial intelligence makes it easier to produce recruitment content and campaigns, differentiation also depends on the ability to build authentic employer brands that reflect an organisation’s culture and establish a genuine connection with people. The presentation included examples of campaigns centred on the human dimension, emotions and experiences that bring people closer to brands.

The workplace experience was another key topic. During the panel discussion The Office Is Not Dead. Boring Offices Are: How to Earn The Commute Through Community, Culture and Experience, Nicole Senior, Francis Aquino and Michiel Bakker discussed the need to rethink the role of physical workspaces in a hybrid working environment. More than just a place to work, the office should offer experiences that make the commute worthwhile, encourage collaboration, strengthen organisational culture and create opportunities for learning and social interaction.

Meanwhile, Diana Ringe Krogh, who has experience at the LEGO Group, explored the relationship between social impact, purpose and organisational culture. Drawing on examples related to social responsibility and the value of play, she highlighted the potential of these dimensions to develop skills, encourage self-expression and strengthen a sense of belonging.

One of the programme’s most memorable moments was the talk by Steven Bartlett, entrepreneur and host of the podcast The Diary of a CEO. In his talk, The Attention Economy: Why We’re More Connected, More Distracted, and More Lost Than Ever, he reflected on the paradox of a society with more communication tools and greater access to information, yet also exposed to constant distraction and struggling to stay focused on what truly matters.

Among the ideas explored were the need to accept goals that have yet to be achieved, rethink the definition of success and question the labels through which we construct our identities. Although these labels can provide a sense of belonging, they can also limit how we see ourselves and the possibilities we recognise for ourselves.

Throughout Happiness Camp 2026, different perspectives converged on one essential idea: the future of work depends not only on technological progress, but also on the ability to build organisations where people find trust, purpose, meaningful relationships and room to grow.

Through this partnership, Lusófona University gave its academic community the opportunity to discover new perspectives, reflect on the challenges shaping the future of work and explore ideas that can help transform organisations.

View the event photos on Lusófona University’s Facebook page

Coverage & Text
Susana A. Oliveira