With innovation cycles becoming ever shorter, companies are faced with a new challenge: keeping their key skills up to date in real time. This strategic dimension of ‘workforce planning’ cannot rely solely on recruitment; existing employees must be able to continuously learn new things. As such, the number one skill companies now look for is the capacity to learn, and companies are particularly looking for ‘learning animals’, a term coined by Google.
To download the full report: http://eepurl.com/guJvA5
CCL Points of View on Leadership Development Through the Lens of Relational L...Charles Palus
CCL Points of View on Leadership Development Through the Lens of Relational Leadership featuring Chuck Palus, CCL Senior Fellow. This is a special session for new CCL coaches and associates in Europe, Middle East and Africa. The topics include Dialogue, DAC Model, Relational Leadership, Lessons of Experience, ACS Model, Leadership Culture and Vertical Development.
Streaming recording link at https://ccl.webex.com/ccl/lsr.php?RCID=2ccc9bea43e943ff869ade36d413a2d1
The Future of Corporate Learning - Ten Disruptive TrendsJosh Bersin
The corporate learning market is exploding with change, growth, and disruption. This detailed presentation discusses our findings and perspectives on all the changes taking place.
Watch this course for a deep dive on building strategic L&D: https://www.linkedin.com/learning/organizational-learning-and-development
Workplace learning is evolving, and modern learning pros are facing new learning trends, challenges, and solutions. Join the LinkedIn Learning team and Britt Andreatta for a live overview of our new research from the 2017 Workplace Learning Report.
Together, we'll explore:
- Top learning trends and challenges uncovered
- Strategies for transitioning from a "service provider" to strategic business partner
- Tips for proving the value of learning to leaders and learners
- Insights to help inform your talent development strategies in 2017 and beyond
The workforce and HR play a major role in a company’s digital transformation. Learn about new trends and strategies to jump start and fuel your journey.
Is your culture dominated by fear, blame and other toxic behaviors? Are people protecting themselves rather than pulling together, obsessing over customers and helping your organization succeed? If so, you may have a lack of psychological safety. When it's present, individuals feel safe being vulnerable, safe taking risks, safe making mistakes and safe handling conflict. Long-term high performance depends on psychological safety. It leads to greater transparency, closer relationships, better collaboration and better outcomes. As leaders, it's our duty to develop, model and foster psychological safety. In this interactive workshop by Joshua Kerievsky and Heidi Helfand, you'll develop skills for growing psychological safety in yourself, your teams and your organization.
CCL Points of View on Leadership Development Through the Lens of Relational L...Charles Palus
CCL Points of View on Leadership Development Through the Lens of Relational Leadership featuring Chuck Palus, CCL Senior Fellow. This is a special session for new CCL coaches and associates in Europe, Middle East and Africa. The topics include Dialogue, DAC Model, Relational Leadership, Lessons of Experience, ACS Model, Leadership Culture and Vertical Development.
Streaming recording link at https://ccl.webex.com/ccl/lsr.php?RCID=2ccc9bea43e943ff869ade36d413a2d1
The Future of Corporate Learning - Ten Disruptive TrendsJosh Bersin
The corporate learning market is exploding with change, growth, and disruption. This detailed presentation discusses our findings and perspectives on all the changes taking place.
Watch this course for a deep dive on building strategic L&D: https://www.linkedin.com/learning/organizational-learning-and-development
Workplace learning is evolving, and modern learning pros are facing new learning trends, challenges, and solutions. Join the LinkedIn Learning team and Britt Andreatta for a live overview of our new research from the 2017 Workplace Learning Report.
Together, we'll explore:
- Top learning trends and challenges uncovered
- Strategies for transitioning from a "service provider" to strategic business partner
- Tips for proving the value of learning to leaders and learners
- Insights to help inform your talent development strategies in 2017 and beyond
The workforce and HR play a major role in a company’s digital transformation. Learn about new trends and strategies to jump start and fuel your journey.
Is your culture dominated by fear, blame and other toxic behaviors? Are people protecting themselves rather than pulling together, obsessing over customers and helping your organization succeed? If so, you may have a lack of psychological safety. When it's present, individuals feel safe being vulnerable, safe taking risks, safe making mistakes and safe handling conflict. Long-term high performance depends on psychological safety. It leads to greater transparency, closer relationships, better collaboration and better outcomes. As leaders, it's our duty to develop, model and foster psychological safety. In this interactive workshop by Joshua Kerievsky and Heidi Helfand, you'll develop skills for growing psychological safety in yourself, your teams and your organization.
Exemplary leaders can make a profoundly positive difference in workplace performance. An analysis of nearly two million participants of the Leadership Practices Inventory (LPI) shows that a leader's actions contribute more to commitment, loyalty, motivation, and productivity than any other single variable. Learn more about the many ways strong leadership can positively impact any organization.
Company Employee Benefits PowerPoint Presentation SlidesSlideTeam
Presenting this set of slides with name - Company Employee Benefits Powerpoint Presentation Slides. This PPT deck displays nineteen slides with in depth research. Our topic oriented Company Employee Benefits Powerpoint Presentation Slides presentation deck is a helpful tool to plan, prepare, document and analyse the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. Outline all the important aspects without any hassle. It showcases of all kind of editable templates infographs for an inclusive and comprehensive Company Employee Benefits Powerpoint Presentation Slides presentation. Professionals, managers, individual and team involved in any company organization from any field can use them as per requirement.
The Employee Experience: From Engagement to EnergyGlintInc
In times of change, the employee experience helps hold the company together. Whether it be changes to leadership, products, or culture, the employee experience is the one item that should remain constant and strong in order to keep employees engaged. In this research-based presentation, Josh Bersin, principal and founder, Bersin™, Deloitte Consulting LLP, will highlight the latest trends in the employee engagement market and explain why citizenship, purpose, meaningful work, and “energy, not just engagement” are the most important business strategies you have.
Special thanks to all the people who made and released these awesome resources for free:
Presentation template by SlidesCarnival
Photographs by Unsplash
State of the Global Workplace - Gallup Report (2017)Adrian Boucek
Only 15% of employees worldwide are engaged at work. This represents a major barrier to productivity for organizations everywhere – and suggests a staggering waste of human potential. Why is this engagement number so low?
As a leader, you spend a lot of your time making sure that your team is working well together. Here are the secrets that every manager should know to make your team successful.
Subscribe to our free 11-day email course on HOW TO BE A BETTER LEADER:
http://officevi.be/29Sx4bK
Read more on employee engagement on Officevibe blog:
https://www.officevibe.com/blog
Want to be seen as a leader at the office? Learn how to identify and push back against gender bias by supporting your female colleagues at work. Read the full tips at leanin.org/tips/mvp
Modern HR, Communication, & Leadership Best Practices With Microsoft 365Richard Harbridge
Today Intranets are about more than just getting key corporate messaging out. Communications have changed just as IT and HR have changed. Communications leaders have shifted from editors to enablers. Communication leaders are moving from enforcing messaging to empowering and amplifying excellent communications and great ideas throughout the business. Human Resources leaders are shifting from hiring/firing and policy enforcement to performance and engagement. From preboarding to offboarding, HR's challenges are harder today than they have ever been before. Naturally, how these leaders leverage the digital workplace has changed, especially in how they leverage technology to achieve more with less. Join Richard Harbridge, a Microsoft MVP and internationally recognized expert on Microsoft 365 and the Digital Workplace, as he explores ideas and solutions that HR and Corporate Communications have embraced to improve how, where, and when they engage with employees. We will discuss how to best leverage SharePoint, Microsoft Teams, and Yammer for modern communications and take advantage of AI and Microsoft technology to accelerate and improve key communication and content. The technology, best practices, and approach can make all the difference, and it has, for some organizations, led to more significant HR, Intranet, and communications success.
Kereitsu of modern times, Softbank has pioneered with its Vision Fund an Innovation at scale strategy powered by an agressive venture investments. It has thus opened an alternative way to GAFAM’s model that relied primarily on an organic technology model amplified by some bolt-on M&A.
SoftBank’s transformation case is in our view particularly interesting at a time when the European startups and innovation ecosystems need to catch-up with their American and Asian and many Corporates are entering in « coopetition » with Investment funds, launching or reinventing their ventures set-up in order to address their innovation at scale challenge.
For sure, like all disruptors Softbank has been somewhat extreme in its approach (especially in terms of risk aversion, fundraising, inflationary valuation) and not always exemplary in its practices (CSR, governance, financial disclosure...). Nevertheless we are witnessing some interesting read-across for European players, especially as vision, risk taking and entrepreneurial approaches are in our view critical success factors in the new economy.
Thus one of our wishes for 2020 is that some European Softbank may emerge and create a new way for innovation at scale.
Leader's Guide to Motivate People at WorkWeekdone.com
Motivation leads to higher performance, morale and productivity. Nevertheless, 30% of executives say that motivating their employees is their toughest job. We are here to help you out by giving answers to the following subjects:
- Why motivation matters?
- Cost of disengaged employees
- What really motivates people? Science and data
- Practical 6 step guide to motivate people at work
How Talent Analytics Can Help You Maximize Your HR StrategyGlassdoor
For most organizations, the promise of Big Data remains unfulfilled. The vast majority of organizations are stuck in a reporting cycle, churning out lots of metrics, but few insights or solutions. The ability to measure, analyze, and optimize talent practices is now critical to business success.
Many HR organizations have recognized this need and are starting to invest more strategically in measurement and analytics. With a plethora of data, recruiting is an area ripe to take advantage of analytics. With the right tools and capabilities, this data can be turned into competitive advantage.
Check out our webinar feat. Karen O'Leonard, VP of Benchmarking & Analytics Research of Bersin by Deloitte and Wiliam Blackstorm, Sr. Manager Sourcing & Market Intelligence & Director of Global Talent Analytics, Research Division of Cisco to learn:
-Where to start when analyzing recruitment data
-How to build an effective talent analytics capability
-How one organization, Cisco, is using analytics to develop a more effective recruitment strategy
10x Thinking - Leadership Development SessionKarina Ananta
Moonshot thinking concept, the thoughts from Ellon Musk and Astro Teler. How we actually need to think not just how to make home run instead how we can make the ball into next state
This is the version of my talk, Be a Great Product Leader, given at Zynga on Feb 22, 2016. It includes six lessons on product leadership from my time at eBay & LinkedIn.
Daring to be authentic and vulnerable is a prerequisite for creating psychological safety. And now is a golden opportunity for all of us to show that we are fallible and accelerate the creation of a culture where we dare to speak up and can fail without fear of being punished or belittled.
This webinar will provide you with insights on what psychological safety is, the benefits of a psychologically safe workplace, why it can be difficult to create and how you can foster it.
Employee recognition is important. It helps to improve overall employee engagement hence increasing the employee productivity. WorkforceGrowth is a cloud based talent management system which also helps to recognize employees socially in an easy and cost effective way.
Women who take mid-career breaks struggle to get back into the workforce. However, companies in India are actively pursuing gender diversity initiatives. It is essential for women to be aware of such opportunities and invest in training themselves to make the best of the opportunities. SoaringEagles is an innovative talent development organisation with a range of training programmes and personalised career counselling services. For more details visit www.soaringeagles.in.
For many years, organizations that have been recognized as best places to work have received that recognition because they have cultures that create the conditions for people to thrive personally and professionally. Cultures in organizations that are good places to work develop environments in which people work together in support of the mission and vision.
Exemplary leaders can make a profoundly positive difference in workplace performance. An analysis of nearly two million participants of the Leadership Practices Inventory (LPI) shows that a leader's actions contribute more to commitment, loyalty, motivation, and productivity than any other single variable. Learn more about the many ways strong leadership can positively impact any organization.
Company Employee Benefits PowerPoint Presentation SlidesSlideTeam
Presenting this set of slides with name - Company Employee Benefits Powerpoint Presentation Slides. This PPT deck displays nineteen slides with in depth research. Our topic oriented Company Employee Benefits Powerpoint Presentation Slides presentation deck is a helpful tool to plan, prepare, document and analyse the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. Outline all the important aspects without any hassle. It showcases of all kind of editable templates infographs for an inclusive and comprehensive Company Employee Benefits Powerpoint Presentation Slides presentation. Professionals, managers, individual and team involved in any company organization from any field can use them as per requirement.
The Employee Experience: From Engagement to EnergyGlintInc
In times of change, the employee experience helps hold the company together. Whether it be changes to leadership, products, or culture, the employee experience is the one item that should remain constant and strong in order to keep employees engaged. In this research-based presentation, Josh Bersin, principal and founder, Bersin™, Deloitte Consulting LLP, will highlight the latest trends in the employee engagement market and explain why citizenship, purpose, meaningful work, and “energy, not just engagement” are the most important business strategies you have.
Special thanks to all the people who made and released these awesome resources for free:
Presentation template by SlidesCarnival
Photographs by Unsplash
State of the Global Workplace - Gallup Report (2017)Adrian Boucek
Only 15% of employees worldwide are engaged at work. This represents a major barrier to productivity for organizations everywhere – and suggests a staggering waste of human potential. Why is this engagement number so low?
As a leader, you spend a lot of your time making sure that your team is working well together. Here are the secrets that every manager should know to make your team successful.
Subscribe to our free 11-day email course on HOW TO BE A BETTER LEADER:
http://officevi.be/29Sx4bK
Read more on employee engagement on Officevibe blog:
https://www.officevibe.com/blog
Want to be seen as a leader at the office? Learn how to identify and push back against gender bias by supporting your female colleagues at work. Read the full tips at leanin.org/tips/mvp
Modern HR, Communication, & Leadership Best Practices With Microsoft 365Richard Harbridge
Today Intranets are about more than just getting key corporate messaging out. Communications have changed just as IT and HR have changed. Communications leaders have shifted from editors to enablers. Communication leaders are moving from enforcing messaging to empowering and amplifying excellent communications and great ideas throughout the business. Human Resources leaders are shifting from hiring/firing and policy enforcement to performance and engagement. From preboarding to offboarding, HR's challenges are harder today than they have ever been before. Naturally, how these leaders leverage the digital workplace has changed, especially in how they leverage technology to achieve more with less. Join Richard Harbridge, a Microsoft MVP and internationally recognized expert on Microsoft 365 and the Digital Workplace, as he explores ideas and solutions that HR and Corporate Communications have embraced to improve how, where, and when they engage with employees. We will discuss how to best leverage SharePoint, Microsoft Teams, and Yammer for modern communications and take advantage of AI and Microsoft technology to accelerate and improve key communication and content. The technology, best practices, and approach can make all the difference, and it has, for some organizations, led to more significant HR, Intranet, and communications success.
Kereitsu of modern times, Softbank has pioneered with its Vision Fund an Innovation at scale strategy powered by an agressive venture investments. It has thus opened an alternative way to GAFAM’s model that relied primarily on an organic technology model amplified by some bolt-on M&A.
SoftBank’s transformation case is in our view particularly interesting at a time when the European startups and innovation ecosystems need to catch-up with their American and Asian and many Corporates are entering in « coopetition » with Investment funds, launching or reinventing their ventures set-up in order to address their innovation at scale challenge.
For sure, like all disruptors Softbank has been somewhat extreme in its approach (especially in terms of risk aversion, fundraising, inflationary valuation) and not always exemplary in its practices (CSR, governance, financial disclosure...). Nevertheless we are witnessing some interesting read-across for European players, especially as vision, risk taking and entrepreneurial approaches are in our view critical success factors in the new economy.
Thus one of our wishes for 2020 is that some European Softbank may emerge and create a new way for innovation at scale.
Leader's Guide to Motivate People at WorkWeekdone.com
Motivation leads to higher performance, morale and productivity. Nevertheless, 30% of executives say that motivating their employees is their toughest job. We are here to help you out by giving answers to the following subjects:
- Why motivation matters?
- Cost of disengaged employees
- What really motivates people? Science and data
- Practical 6 step guide to motivate people at work
How Talent Analytics Can Help You Maximize Your HR StrategyGlassdoor
For most organizations, the promise of Big Data remains unfulfilled. The vast majority of organizations are stuck in a reporting cycle, churning out lots of metrics, but few insights or solutions. The ability to measure, analyze, and optimize talent practices is now critical to business success.
Many HR organizations have recognized this need and are starting to invest more strategically in measurement and analytics. With a plethora of data, recruiting is an area ripe to take advantage of analytics. With the right tools and capabilities, this data can be turned into competitive advantage.
Check out our webinar feat. Karen O'Leonard, VP of Benchmarking & Analytics Research of Bersin by Deloitte and Wiliam Blackstorm, Sr. Manager Sourcing & Market Intelligence & Director of Global Talent Analytics, Research Division of Cisco to learn:
-Where to start when analyzing recruitment data
-How to build an effective talent analytics capability
-How one organization, Cisco, is using analytics to develop a more effective recruitment strategy
10x Thinking - Leadership Development SessionKarina Ananta
Moonshot thinking concept, the thoughts from Ellon Musk and Astro Teler. How we actually need to think not just how to make home run instead how we can make the ball into next state
This is the version of my talk, Be a Great Product Leader, given at Zynga on Feb 22, 2016. It includes six lessons on product leadership from my time at eBay & LinkedIn.
Daring to be authentic and vulnerable is a prerequisite for creating psychological safety. And now is a golden opportunity for all of us to show that we are fallible and accelerate the creation of a culture where we dare to speak up and can fail without fear of being punished or belittled.
This webinar will provide you with insights on what psychological safety is, the benefits of a psychologically safe workplace, why it can be difficult to create and how you can foster it.
Employee recognition is important. It helps to improve overall employee engagement hence increasing the employee productivity. WorkforceGrowth is a cloud based talent management system which also helps to recognize employees socially in an easy and cost effective way.
Women who take mid-career breaks struggle to get back into the workforce. However, companies in India are actively pursuing gender diversity initiatives. It is essential for women to be aware of such opportunities and invest in training themselves to make the best of the opportunities. SoaringEagles is an innovative talent development organisation with a range of training programmes and personalised career counselling services. For more details visit www.soaringeagles.in.
For many years, organizations that have been recognized as best places to work have received that recognition because they have cultures that create the conditions for people to thrive personally and professionally. Cultures in organizations that are good places to work develop environments in which people work together in support of the mission and vision.
Revolutionize Corporate Learning: Beyond Formal, Informal, Mobile, Social Dic...Marcia Conner
A report for business decision makers interested in abolishing traditional corporate training functions, creating instead vibrant modern collaborative cultures. Why? The corporate learning field is in dire need of bravery, insight, creativity and boldness. It has been stuck in an antiquated rut for too long. Full classrooms and smile-sheet summaries only indicate employees can successfully sit through training, not that these strategies demonstrate value or engender growth in competitive organizations. With a nod toward early twentieth-century innovations, moving the art world toward natural forms, the corporate education function should aim to become learning nouveau. The people responsible for fostering education throughout organizations ought to consider becoming artists. Here's how. [Additional information at http://www.marciaconner.com/learning-nouveau/]
Education is at a crossroads. Questions are being asked about the value of formal credentials while many of the most exciting innovations in our time are emerging from industry rather than as an outcome of a formal research project. The world has changed; what to do?
We’ve used our work on the Shift Index to view the education sector from a different perspective, and we’d like to hear what you think of the result.
How Universities Should Teach EntrepreneurshipChinedum Azuh
The reason for this Presentation is to highlight the fundamental and demanding role that educators have in entrepreneurship education. It unveils the delivery techniques that motivate students to stay connected to school and learn the skills required for entrepreneurial success. And the key components to results oriented entrepreneurship program. The Presentation also highlights a potential entrepreneurship training model based on pragmatic learning which will facilitate the “production” of business owners or entrepreneurs.
The 10 best ed tech companies across the globe 2020.Merry D'souza
Nowadays, digital and personalized learning tools like that of Ouriginal, are becoming essential. They are now not only important as a tool to enable online courses through a new medium but are also needed to ensure institutional quality control. This is a major shift and Ouriginal is playing a vital role in this. With the exponential growth in demand for Ed-Tech solutions, the company will be enabling new ways of learning and teaching in a new, digitized world.
Should social learning skills be part of our organisation toolkit?
Welcome to the overview results of our second snapshot survey. Social learning is fast becoming a topical issue. We chose this topic for our second survey because we believe that social learning may hold some of the keys to creating the flexible, responsive and insight driven ethos that’s essential for surviving and thriving in our complex and changeable economic context.
Our Performance Hub Survey Series is about uncovering touch-points for further discussion and debate - rather than trying to gather a mass of empirical data on the state of play. We’ll be taking these discussions further on LinkedIn over the course of the year.
Take a look at the results and join our discussions on LinkedIn: The Performance Hub LinkedIn Discussion Group.
A Playbook for Corporate Innovation - Explorium HKYangie Chung
Are you an innovator about to start a new innovation hub or join one?
We were in the same shoes not too long ago. We started Explorium in Hong Kong in 2018 and over the past two years we've tried, failed, hit brick walls, and succeed (on occasion) in helping the businesses of the Fung Group innovate following an ecosystem approach.
We learned a lot along the way and now are sharing back our reflections and suggestions in a Playbook for Ecosystem Innovation - this is the guide we wish we had at the beginning of our journey. Read it, and maybe you can avoid some of our mistakes.
When your talent is spread across a hundred countries, how do you give them a platform to train, brainstorm, and learn together? How do you respond to the learning needs of a diverse, distributed workforce that need to develop into your organization’s future leaders? How does one develop innovative leaders capable of a high level of critical thinking? What are the newest ideas in pedagogy? Here are some ideas and trends which are rapidly transforming L&D.
GAFAnomics Tesla Volume 2 - Is Tesla the disruptor we need?Fabernovel
Valued at 210 billion dollars, that is to say the valuations of Ford, GM, Draimler, PSA and Uber combined, Tesla, the leading company in electric car sales, recently became the world's leading manufacturer ahead of Toyota. It is because the company has succeeded in breaking the codes of a century-old industry, symbol of the industrial model of the 20th century, that Tesla deserves its place at the top of the list of the most disruptive companies. Fabernovel presents its new study "Is Tesla the disruptor we need? which reveals the secrets of its success but also provides thought on the future of mobility, which the company has not disrupted to date.
Lancement de ReCOVery - Sortie de crise - Les nouveaux raisonnablesFabernovel
La crise que le monde traverse atteint individus et acteurs économiques avec une puissance inédite et nécessite de repenser en profondeur nos modèles de développement, sur la base de solutions véritablement actionnables.
Plusieurs entreprises et associations d’entreprises s’unissent donc pour lancer reCOVery, une initiative collaborative visant à faire redémarrer l’économie selon un modèle plus durable, plus juste et plus résilient. Voici la présentation donnée lors de lancement de cette plateforme pour échanger sur une mutation appelée de toutes parts, et redémarrer en mettant en œuvre la transformation vers les "nouveaux raisonnables".
We are pleased to release the second volume of our new KPIs report series. This study is dedicated to the new value creation levers in the digital era and in particular on the talent pillar: why it is a critical asset, how to monitor it, assess it and optimize valuation.
This comes jointly with an index to assess one’s company maturity on talent capital.
If you want to get a full version or have any question about this study, please email us: kpi@fabernovel.com.
You can find our first study Customer KPIs here : https://www.slideshare.net/faberNovel/fabernovel-study-new-economy-new-kpi-the-customer-era
Fabernovel analyse les tendances publicitaires du super bowl de 2020Fabernovel
Aux États-Unis le Super Bowl est le plus grand événement sportif de l’année, suivi par près d'un américain sur trois. La compétition n'y est pas seulement sportive, elle est également publicitaire. À 5,6 millions de dollars les 30 secondes d'antenne, les marques ne regardent pas à la dépense et font de leur campagne de véritables spectacles. Si bien que pour 23% des américains, les publicités sont devenues la partie la plus importante du Super Bowl, contre 35% pour le jeu et 9% pour le show de mi-temps. Cette 54ème édition n'a pas dérogé à la règle !
Alors, pourquoi tant d’engouement autour des campagnes publicitaires du Super Bowl ?
Et quelles sont les tendances 2020 ?
À découvrir dans notre analyse.
Amazon: friend or foe?
This presentation looks at the ways to work with Amazon, its opportunities and threats for brands and the winning distribution strategies for you.
Fabernovel is pleased to release this new edition of “Gafanomics Quarterly”, our publication which offers you every quarter a transversal review of the earnings releases and strategic announcements of the disruptive Tech giants.
This last quarter was somewhat special in our view, ushering in new times at several levels : a new fiscal year, a new decade and the accelerating change towards new value patterns.
After a challenging Q3, the Tech segment outperformed all other sectors on the Street with an impressive cumulated market cap gain of more than $1,300bn for our sample of 20 firms (i.e. the equivalent of Microsoft market value or the annual GDP of Spain). This was underpinned by the robust quarterly delivery of most of the Tech leaders with a value pattern still favouring user and top-line growth pattern compared to margin expansion. Our sample of Tech disruptors posted a median revenue growth of 23% and 17% EBIT growth in Q4 19, with very similar figures for FY19.
Is this outperformance set to last?
Beyond their economic power, the Tech leaders face several challenges. Facing rising maturity and competition, they are increasingly criticized on their dark side and their Achilles heel: Corporate and Social Responsibility. Several of them recorded in the last months the departures of their founders (Travis Kalanick at Uber, Jack Ma from Alibaba, Larry Page and Sergey Brin at Google, Adam Neumann at WeWork). Softbank has seen the arrival of activist investors in their capital.
The Green tide was the most striking new theme emerging from Q4 releases. Many tech players (Microsoft, Amazon, …) have started to communicate on the environmental impact. Greenwashing or strategic reality? Probably both. But we hope that the latter will prevail! Given their deep pockets, innovation culture and infrastructure power, Tech giants are probably among the few Corporates that can save the planet. The Coronavirus crisis has shown that software can help adapt in critical situation with new practices (more remote work) that can reduce carbon emissions.
In a new world where transparency and responsibility will increasingly drive valuation, we are convinced that this Green horizon can be a structuring value path for GAFAM & Co but also an area where they can join forces with other Corporates.
Retail Apocalypse. Voilà comment Business Insider qualifiait il y a quelques semaines la situation actuelle (et future ?) du retail. Et à raison : aux US plus de 8600 magasins physiques doivent fermer en 2019. La France n’est pas épargnée - en témoignent les fermetures de huit enseignes Gap et plus de 30 Conforama cet été, pour n'en citer que quelques unes.
Dans le même temps, les Digitally Native Vertical Brands - ces ovnis du e-commerce devenus leaders aussi inspirants qu’anxiogènes - envahissent les rues. Littéralement : sur les 84 DNVB à fort potentiel identifiées en 2016 par Andy Dunn dans son article phare, 44 comptent désormais au moins un magasin physique. Ici aussi : difficile de se balader dans Paris aujourd’hui sans passer devant une boutique Sezane, Le Slip Français ou Jimmy Fairly.
Pour passer à l'échelle, il semblerait que les DNVB doivent faire tomber le “D”. “Halo effect” disent les Américains pour décrire ce phénomène qui consiste à ouvrir une boutique physique pour considérablement augmenter les ventes online. Mais alors...
Entre apocalypse et terre promise, à quoi ressemble vraiment le retail de demain ?
Quel modèle, quels KPIs et quelles conditions pour émerger ?
Présentée lors du MobileOne 2019 par Benoît AUDOUARD, responsable projet myCANAL chez Canal+ et Julie ROLLIN-MOUSTÉOU, Senior Product Manager chez Fabernovel.
Fabernovel is pleased to share this playbook reviewing various offerings of
WeChat advertising and the possibilities for brands to reach and engage the tech
savvy consumers.
Since the inception of WeChat, Tencent has been very cautious about introducing
promotional messages on its platform. The Super APP is envisioned more as a
productive toolkit for the users' daily life than a source of media revenue stream itself.
On contrary to 1 ad for every 10 posts on Facebook, the Shenzhen tech giant makes
sure its users exposed to maximum 2 ads per day.
That being said, WeChat advertising offerings have become so comprehensive and
impactful to capture the attention of Chinese consumers from both home and
abroad. To build successful WeChat strategies, it is now crucial for business to master
these various ad formats, ad touch points, ad features, bidding tactics and audience
targeting possibilities.
Let’s discover more with this playbook!
[Extract] Study The We Company: is real estate a disruptable industry?Fabernovel
A lot has been said about WeWork, whether it is about its controversial CEO, its delusional valuation, its abyssal losses, its obscure governance or its esoteric motto. But, as analysts passionated by new models and disruption players, we could not stay away from the debate surrunding the one startup that has shaken the real estate market.
Our study does not predict whether Wework will become public, or whether it will actually survive. But, it aims at describing how WeWork has made coworking a thing, which lessons should be drawn from its model (whether considered tech or not tech) , and which possible future can be imagined for the industry.
Insight Report by Fabernovel - The Hidden consumption force of Overseas Chine...Fabernovel
Fabernovel, the global innovation agency operating in Europe, US and China, is pleased to share its latest in-depth study analyzing Overseas Chinese Residents, “The hidden consumption force”.
Study Ardian & Fabernovel - The Augmented Infrastructure: Digital for climate?Fabernovel
Foreword:
2020 is tomorrow. Once a synonym for “future”,
this key date is a symbol for new dawn where
the issue of long term value can not be but linked
to digital sobriety and technological responsibility.
At Fabernovel, that is why when working on transformation projects, services design or engineering, we follow a triple approach: entrepreneurial, digital but first and foremost responsible.
I am convinced that this approach can be applied
to infrastructures. Regarding carbon impact issue, beyond mitigation measures and energy recycling,
we need to act upstream by rethinking the way we design services and technology.
Innovation more than ever, has to be thought in a global ecosystem perspective to prevent drifts and limit impact.
Let’s build this inclusive future together.
Stéphane Distinguin, CEO & Co-founder at Fabernovel
Services urbains : faut il vraiment penser utilisateur ?Fabernovel
Ils investissent l'espace, orchestrent les flux, bouleversent les usages et uniformisent nos villes : les géants du numérique saisissent l'espace urbain et nous forcent à requestionner notre façon de concevoir les services urbains.
A quoi doit ressembler une ville à l'ère du numérique ?
Peut-on vraiment "penser utilisateur" dans un contexte urbain ?
Comment réconcilier besoins individuels et communautaires ?
Nous sommes convaincus que c'est par le design que nous répondrons à ces nouveaux enjeux.
Pour échanger avec nous sur ces questions essentielles, nous avons eu le plaisir de recevoir Agnes Kwek, ambassadrice Design pour la ville de Singapour et Dominique Sciamma, Directeur et Doyen de Strate Ecole de Design et Président de l'APCI.
Découvrez dans cette keynote les nouveaux paradigmes de la Ville moderne, et contactez-nous pour échanger davantage sur ce sujet passionnant !
[Fabernovel study] New economy, new KPI: the customer eraFabernovel
By creating some disruption in value chains and favouring the emergence of new models, the digital revolution has induced deep changes in the way value is created and shared. It is more and more decorrelated from short term financial performance. That should push organizations and investors to review their monitoring and valuation of innovative projects, as well as pay attention to the value of some intangible assets, such as customer capital, talent capital, ecosystem, software or societal and environmental impact.
Customer centricity was at the heart of the digital revolution, which explains why among these assets, customer capital is the easiest to value by investors. However, if we’ve focused our analysis in this presentation on this asset, this should not overshadow the other key levers that organizations need now for their transformation to be more and more systemic.
Digital native economic models have been built by design according to an extra-financial approach with monitoring and communication already focused on customer KPIs, and sometimes on talent or ecosystem metrics. By contrast, if players other than digital natives have initiated a deep transformation of their model, they have not yet adapted their reporting styles, even though this would enable them to better allocate resources and value the customer acquisition strategy.
Combined with this document, we are launching a new index dedicated to testing your own maturity regarding customer capital (how you’ve integrated this approach, how customer-centric your reporting is, how you use it). Once this assessment has been completed, this presentation will help drive you along the path towards a new reporting approach. Additionally, it will help you harness your organization's potential, which we've identified at both the internal and external levels, while focusing on stakeholder engagement and value creation levers.
Gafanomics - The Quarterly - Episode 2 (Q2FY19)Fabernovel
Financial analysis of some of the most disruptive Tech companies in the world. This document aims to provide you with some major insights concerning the financial markets and the most disruptive innovations for the second quarter of the financial year 2019.
Gafanomics - The Quarterly - Episode 1 (Q1FY19)Fabernovel
Financial analysis of some of the most disruptive Tech companies in the world. This document aims to provide you with some major insights concerning the financial markets and the most disruptive innovations for the first quarter of the financial year 2019.
Vers une nouvelle ère de vos expériencesFabernovel
L’exposition Vasarely en cours actuellement au Centre Pompidou à Paris nous le rappelle : l’art est aussi affaire de méthode, de système, de programme. L’oeuvre de l’artiste hongrois-français ne doit rien au hasard : dès sa première période artistique, il met au point un alphabet plastique, lui permettant des combinaisons infinies de couleurs et de formes - garantissant une harmonie entre toutes ses créations, tout en rendant possible leur “industrialisation”. Digression ? Non, car les enjeux du design d’expérience aujourd’hui sont précisément ceux-là.
Cinquante-neuf ans après “Alphabet VR”, ce sont les expériences qui doivent passer à l’échelle. Et c’est exactement le propos du design system : une sorte de “toolbox” digitale à destination des designers, mais aussi des développeurs, chefs de projets et quiconque serait engagé de près ou de loin dans la conception d’une nouvelle expérience. Fini de bricoler des bouts d’expérience par-ci, par-là : le design system permet d’assurer la cohérence et l’harmonie sur tous les pans d’expérience d’une marque. Un outil plus qu’essentiel à l’ère de l’expérience.
In this study Gafanomics by Fabernovel, you’ll discover what is, to us – FABERNOVEL is among Slack’s early adopters, using it since 2014 –, Slack’s secret sauce and what makes it so special.
Slack is surely an incredible company with tremendous growth perspectives. But what does it mean in terms of work ideology? How can a single application transform culture, work relationships and, ultimately, entire organizations?
There is a (work) life before Slack... and another one after it: let’s see how Slack has impacted the corporate world.
Arbre à palabres #1 - Do things that don’t scaleFabernovel
Ce n’est un secret pour personne : le continent africain vit depuis quelques années un véritable boom de créativité et d’innovation. Un mouvement qui a vu naître des start-up telles que Optimetriks ou YellowRelay - dont nous rencontrerons les fondateurs - qui révolutionnent les usages d’un continent où l’on trouve plus de mobiles que d’habitants adultes. L’Afrique se transforme - à la vitesse des start-up !
WeChat, the shape of the connected ChinaFabernovel
Impressive, intriguing China is all too often dismissed as a source of inspiration for being “too different”. Yet over the past decade, China has undergone unprecedented change as a result of the implementation of protectionist economic policies. No longer the world’s sweatshop, the country is now the international epicenter of technological research & development.
The Future of Corporate Learning: from Training to Learning Experience
1.
2. Learning.
A priority for a
21st-century
organisation.
Invisible
Learning.
Build Corporate
Training as an
Experience.
Attractive
Learning.
Design the
Learning
Experience.
Exponential
Learning.
Fuel strategy with
training & training
with strategy.
3. Why conduct this study?
To conduct this study, we immersed ourselves for
three months in the heart of the most innovative
corporate training ecosystem: San Francisco. We
talked with dozens of people who are revolutionising
training: start-ups, investors, big companies,
researchers, and more.
We believe that talent is the most important asset
for the company of tomorrow. As such, we must
create organisations built around that talent and
their concerns – one of the most important being
learning. We look forward to continuing discussions
with you on the subject.
Happy reading!
Antonin Torikian
Partner, FABERNOVEL
4. Methodology
The study was conducted between February and
May 2019, in Paris and San Francisco. Following a
review of the literature on learning, schooling and
corporate training topics, we interviewed a group
of actors from the sector, from startups to the
investment funds, and large groups.
Respondents came from the startups and investment
funds' management teams, and human resources
departments, learning departments, innovation
and digital departments of large groups.
Not all companies wished to be name, but some
of the participants included Coorpacademy, Teach
on Mars, Edcast, Danone, Hachette, Keolis...
8. <
Learning
“The illiterate of the 21st
century
will not be those who cannot read
and write, but those who cannot
learn, unlearn, and relearn.”
Alvin Toffler,
Futurist.
9. Learning
<
“An organisation’s ability to learn,
and translate that learning into
action rapidly, is the ultimate
competitive advantage.”*
Today, the pace of innovation is accelerating and companies
are being disrupted faster and faster. For companies, today’s
employees must be capable of growing with their company,
of adapting with the company to technological changes
imposed on them, and of getting ahead of competitors.
The companies have the duty of training their employees.
At the same time, the ability to adapt becomes the top
priority for recruiters.
*Jack Welch,
Former CEO of GE.
Learnability
(or learning capacity) a person’s
desire and ability to develop
and adapt their skills quickly.
“The new economy is just the latest in
a series of technological revolutions,
a period of innovation and expansion
brought about by a technological
breakthrough. As with past technological
revolutions, the new economy has been
a source of intensive job creation. In
the United States, the software sector
employed one million people in 1993.
In 1998, the figure had risen to 1.6 million.
Most of these jobs depend on a high
degree of learning capacity, which
the OECD calls learnability.”
Parliamentary Assembly
of the Council of Europe,
2002
Concept
10. <
Learning
A generation
of “learning animals.”
At the same time, a generation that grew up with
accelerated cycles of technological disruption is entering
the labour market.
They are digital natives and they know the importance
of being able to adapt in order to be employable.
96 %
of universities say that they prepare
students well for the skills needed
in the labour market.
11 %
of employers say that students who
start working at their company have
the skills they need.
13 %
of students say that they are well
prepared to enter the labour market.
Many Business Leaders Doubt U.S. Colleges Prepare Students,
Gallup, 2014
news.gallup.com/poll/167630/business-leaders-doubt-colleges-
prepare-students.aspx
11. <
Learning
“To support these changes, entire
companies must move towards a learning
organisation structure where talent
development is a
natural part of the organisation.”*
A learning organisation is an
organisation where learning
is encouraged, spread, and
systemically anchored, and one
that is capable of transforming
that learning into innovation.
*Satya Nadella,
CEO, Microsoft.
12. Learning
<
The first step towards creating a learning organisation is to
rethink the compact of commitment between the company
and the employee. The employee provides their time and
skills (particularly their capacity for learning), while the
company provides a training experience.
Tours of duty
A new, viable compact must be
established. Essentially, in this new
compact, the employer and employee
aim to create value for each other.
Employees invest in the company’s
capacity for adaptation, while the
company invests in the employability
of its employees.
Tours of Duty: The New Employer-Employee
Compact, Reid Hoffman, Ben Casnocha, and
Chris Yeh, Harvard Business Review
Concept
Reaching the learning
organization requires a
new compact.
14. <
Learning
Benefits for the employees
of a Learning organization.
/ The expertise and skills of each individual
are promoted.
/ There are infinite learning opportunities.
/ Management is redesigned around continuous
learning for employees.
/ Training is no longer a bonus – it is continuous
and expected.
Benefits of a learning
organization.
/ Learning, and thus constant innovation,
allows the company to remain competitive.
/ Sharing of knowledge is constant,
cross-functional, and multiplied, and
thus more easily produces value.
/ The employer’s brand is improved, with
the company seen as “people-oriented”.
/ The learning organisation brings out
unnoticed and unnoticeable talents.
/ This limits brain drain because these people
are valued and stimulated, and no longer
just in their area of expertise.
/ If knowledge is shared by as many people
as possible, the company becomes more
resilient in taking on the challenges
of tomorrow.
15. <
Learning
Example
Google
Google is without a doubt the
Silicon Valley company that is
most interested in the subject
of corporate learning, studying
it and communicating about it
more than any other.
Learning at Google is:
1
A process, not an isolated event.
2
An integral part of employees
daily lives.
3
Personalised.
4
Social.
G2g (Googler-to-Googler), a volunteer
teaching network of over 6,000 Google
employees who dedicate a portion of
their time to helping their peers learn
and grow. The volunteers, known
internally as g2g’ers, can participate
in different ways, like teaching courses,
participating in mentorship, or
designing learning materials. They
come from all departments of Google.
At Google,
80%
of training uses this network.
“20 or 30 years ago, you educated
yourself and that carried you through
for the rest of your life. That is not
going to be true for the generation
which is being born now.”
Sundar Pichai,
CEO of Google.
16. <
Learning
ExampleExample
Slack
From the first few years of Slack’s
existence, the learning department
has been a stakeholder in the
company’s strategy. Learning is also
intrinsically tied to Slack’s vision for
its product (the name stands for
Searchable Log of All Conversation
and Knowledge), which is just
another reason why it has been
placed at the heart of the company.
The learning department has had
the freedom to establish initiatives
that have tied training to other
major focuses for the company:
learning and collaboration, learning
and continuous improvement,
learning and R&D, learning and
consumer insights, etc.
“At Slack, virtually every learning
experience we offer is optional and
open to all. This creates a democratic
environment where learners are
motivated by curiosity, relevancy, and a
deep business need. Instead of pushing
lots of mandatory content, we allow
people to pull what they need from an
integration between Slack and Bridge,
our learning management system.
Each learning experience is brief,
targeted, and modular.
At Slack, it’s common to find groups
of people exchanging feedback, role
playing, or building prototypes.
This makes it more likely that people
will transfer their learning back to
their day-to-day work experiences.
We’re always looking for the intersection
of learner curiosity and business needs.”
Kristen Swanson,
Former Director of Learning
Slack.
17. <
Learning
To make
data-Informed
decisions...
That scales
by role & team.
To empower
every employee at
Airbnb...
By providing data
education...
Example
Airbnb
The Data University initiative.
After realising that few
employees were trained on using
data, a crucial factor for the
company, a data scientist took
the initiative of creating this
programme.
The Data University, taught by
other data scientists and analysts,
is open to all Airbnb employees.
Data University
Vision.
“Learning really is, in and of itself, a
journey... We challenge ourselves to do
things that we never thought we’d be
able to do.
‘The role of learning and development
at Airbnb is to get employees to
understand what it means to be
stimulated by learning, which must
involve talking with the people around
them, learning for the good
of the community.”
Kate Shaw,
Director of Learning,
Airbnb.
18. <
Learning Three axis to becoming a learning organization.
1
Invisible
Learning.
Build Corporate
Learning
as an Experience.
2
Attractive
Learning.
Design the Learning
Experience.
3
Exponential
Learning.
Fuel strategy with
training, & training
with strategy.
22. Invisiblelearning
<
From static training
to dynamic learning.
To organise training more effectively and design
it to be continuous, companies should play
around with different timings for learning and
tap into the immense opportunity represented
by real-time learning.
Most often than not, for employees, this does not
mean learning something new, but rather
responding to a current need for help. Similarly,
for companies, this does not mean gathering
together people with knowledge, but rather
offering simple solutions to complex problems.
Concept
Flow of work
is a concept proposed by Josh Bersin.
It recognises that for learning to really
take place, it must be adapted and
aligned with the everyday life
of work. Instead of thinking of
corporate learning as a destination,
it should be incorporated into
the production stream so that
it becomes nearly invisible.
EdCast
EdCast’s approach to learning
is similar to Netflix or Spotify.
Understand what interests the learner
and offer them a fluid, on-demand
experience. This learning platform
enables direct integration
with work tools like Slack, Salesforce,
Oracle, etc., offering content linked
to the subject the employee is working
on. EdCast also facilitates the creation
of content by the company’s internal
experts.
Example
24. Invisiblelearning
<
Each point of contact is a
learning opportunity.
Within a company, knowledge is not kept in one
place; each individual is a source of learning for
their co-workers.
To redesign training as a continuous experience,
you have to be aware of it, encourage it, and
value it through mutual training opportunities
using reverse mentoring (new employees in
the organisation teach senior staff) and
peer-to-peer learning.
F A B E R N O V E L
Fabernovel created a programme
called FaberSchool in which
employees from different teams
offer training modules to the rest
of the company. Subjects offered
by FaberSchool range from SEO,
to chatbots, to branding, to design,
and more.
Example
55 %
of employees turn to
their peers when they
want to learn a new skill.
Degreed study, How the Workforce Learns in 2016.
25. Invisiblelearning
<
Peer-to-peer learning, from learner to teacher.
The advantages
1 Increase sources of learning,
with each person becoming a teacher.
2 Take advantage of more skills
to be shared.
3 Better anchor learning with
employee-teachers.
4 Create free exchanges of ideas
outside of managerial constraints.
5 Integrate teaching into the company’s
context and support the impact of
learning on internal projects.
6 If knowledge is shared by as many
people as possible, the company
becomes more resilient in taking
on the challenges of tomorrow.
“Anyone at Tesla can and should email/talk
to anyone else according to what they
think is the fastest way to solve a problem
for the benefit of the whole company. You
can talk to your manager’s manager
without his permission, you can talk
directly to a VP in another dept, you can
talk to me, you can talk to anyone without
anyone else’s permission...
We obviously cannot compete with the big
car companies in size, so we must do so
with intelligence and agility.”
Elon Musk,
CEO
Tesla.
26. Invisiblelearning
<
Fostering the
open-learning model.
The open learning model, largely facilitated
by digital tools that connect people with
knowledge beyond their normal geographic
limits, encourages us to go outside of our
companies to learn from our ecosystems.
For companies, the challenge in this model
is being able to support open learning,
encouraging it and helping it have an impact.
To do this, it is also important to redesign
learning materials so that they are better
adapted to mobile habits in everyday life.
Vincent Desnot
Co-founder,
Teach on Mars.
When Teach on Mars was created,
mobile technology was taking off.
Mobile devices were changing how
people interacted with information
and how they used digital technology
in general. Naturally, this would end
up affecting the digital training
sector, and not just from a technology
standpoint. More importantly, it
would affect habits, making it so that
training could be considered not just
a moment, but a process.
Testimonial
27. Invisiblelearning
<
Establish a system for engagement to support the learning
experience.
Awareness
Learning is a product, with a brand identity and
a style guide; it should be promoted through the
appropriate channels. An engagement campaign
is a tool to always come back to.
Acquisition
The most effective way to attract attention
and get employees engaged in a training
programme is to gather them together at
a launch event. Online and offline activities
must be interconnected and support each other.
Retention
Creating a ritual for training times, generating
constructive competition, and offering certification
for skills learned are all ideas that help develop
habits, support engagement, and create a
long-term impact.
Impact
Tracking performance indicators allows to measure
the impact of training. Similarly, a system of rewards
for learners according to their engagement, their
ability allows them to apply their learning to their
work, and to share what they learned.
Recommendation
This step in an engagement campaign is certainly
the most difficult to implement. It involves turning
employees into ambassadors for corporate training,
or even trainers themselves.
28. Invisiblelearning
<
1While commuting to work, Elodie
plays around on her mobile learning
app, where she tests her knowledge
about a new skill she wants to work
on.
2When she gets to work, she works on a
project on her computer. Pop-ups
integrated into her work tool offer her
bite-sized learning opportunities on
subjects that she’s working on, as well
as recommended readings or events.
She signs up for one of these events.
3Elodie is having trouble solving
a problem that requires a specific
technical skill.
She wants to ask one of her
co-workers to teach her that skill.
An online tool recommends the
right person for that.
4She can follow the evolution
of her skills live thanks to an
updated dashboard in real
time.
A collaborator’s learning day.
29. Invisiblelearning
<
Take aways.
Static training is no longer adapted to time constraints
and renewal of accelerated knowledge. It must be
redesigned continuously, like an experience.
For this, the current tools are based on technologies
such as machine learning to break down learning
and offer it at the right time.
This new timing means the sources of learning must
be optimised, emphasising social learning, where the
employee learns in real time from experts in their
company. There are tools that can effectively
connect people with particular profiles.
This new timing also requires to optimise training
materials, offering smart blended learning that
combines mobile and in-person learning. Training
managers have to facilitate access to learning
programmes by creating an efficient engagement
system. This system must have the goal of making
training a habit in the everyday lives of employees.
31. Attractivelearning
<
To enable a seamless learning experience, you
need to allow training without restrictions, but
within a framework established by the
company.
The classic system where an employee must
ask for their manager’s permission to attend
training is outdated. It is essential to make
corporate learning independent (and to
empower employees) so that it is streamlined,
faster, and more responsive to the realities of
the market.
Streamline access
to the learning experience.
In this case, when it comes to training, the manager
takes on the role of coach, developing the skills of
their team via feedback, counselling, and
recommendations for attaining the learning goals
set together.
From there, it is crucial that learning stop being a
form of gratification reserved for the best
employees; learning must become an expectation
that the company has for all of its employees.
32. Attractivelearning
<
An ultra-personalised
learning experience to
meet the needs
of each employee.
Adaptive Learning
Adaptive learning is ultimately about
combining research in cognitive sciences
and artificial intelligence (AI) and
applying these to big data to produce
better, more efficient and more
personalised learning systems. (...)
Adaptive learning draws on the learner’s
history and the data they have generated
to produce personalised learning plans
and content adapted to their specific
abilities. (...) All this is computed on the
basis of individual learners, their learning
objectives, their learning history and
previous learning content. (...)
79 %
of the whole training programme was
remembered after a period of 3 months
by those using the adaptive platform,
versus only.
28 %
of those not using the platform.
We all learn in different ways. We all have our
own basic knowledge, methods, and interests.
Personalisation of teaching, to make it better
adapted and thus more engaging and effective,
has been proven as a best practice.
Defining Adaptive Learning, Domoscio, 2017
Concept
33. Attractivelearning
<
Active learning for better
retention and understanding
of information.
Active learning can come in several different forms
1
Learning
by doing.
“The guiding principle could not
be any clearer: a passive person does
not learn. So, we have to aim for active
engagement. Teachers can only help if
children or learners help themselves.
And yet, without testing the reliability
of knowledge, you are stuck with an
illusion of knowing—and by the way, it
is a strong bet that this concerns
anyone in any subject area. Children,
learners must be able to test
themselves.”
Stanislas Dehaene,
Professor at the Collège de France, holder of
the chair in experimental cognitive psychology.
4
Learning spaces.
2
Gamification
of training.
3
Virtual reality.
34. Attractivelearning
<
Only high-quality content
can provide real value to
a learning experience.
Beyond form, the difference
between two programmes
offering training in an attractive
way is the quality of the content.
Margaux Schmitt,
Partner Success Manager, Coorpacademy.
Melchior Merlin,
Head of Product, Coorpacademy.
Coorpacademy offers a digital learning solution. It takes
inspiration from the Netflix model from the viewpoint of
entertaining content. It is a virtuous cycle in three parts:
1 An impeccable user experience that
engages people in the content.
2 Premium Coorpacademy Originals (like Netflix
Originals) content that makes sure that the content
at least grabs the user’s attention.
3 A seemingly endless catalogue, which ensures
regularity of visits (the user gets the impression that
they
will never get through it all).
This last point can generate frustration, which brings you
back to step one: the importance of having an
ultra-intelligent UX so that users are engaged and do not
feel lost.
Testimonial
35. Attractivelearning
<
Take aways.
The first challenge encountered by training
managers is getting employees to want to learn.
Often employees are turned off by the many steps
needed for approval. These should be streamlined
as much as possible.
Designing a high-quality experience must become
the top goal for training managers. The learning
experience must blend into employees’ reality.
To do this, machine learning is used in tools to offer
employees the most relevant content possible.
An effective engagement strategy, active learning
(whether digital or physical) is an essential tool for
bringing learning to life, but also for better anchoring
knowledge and skills.
Just as important as the formats offered, if not
more so, the content must be of top quality and
constantly updated. Only select partners are
capable of offering you that.
37. Exponentiallearning<
Fuel training with strategy.
To attain its strategic goals, a company needs
a set of key skills and knowledge among its
employees. By mapping its skills in real time
(workforce planning), the company can
identify the missing skills and respond
with training or recruitment.
MMPJ
On the initiative of the Director
of Digital Transformation Martell
Mumm Perrier-Jouët, FABERNOVEL
has designed a Digital Index
distributed to more than 200
employees grouping all departments
of MMPJ around 5 pillars (Agile
Methods, Data, New BM, Marketing
and communication). The Digital
Transformation Index allows
employees to measure their
digital knowledge as well as
their digital experiences.
The results of the questionnaire
allowed MMPJ to build adapted
training programs for their employees.
Example
38. Exponentiallearning<
Fuel strategy with training.
Corporate training can also be the ideal opportunity to
learn while testing new solutions which can then become
new offerings. This means turning talent development into
the company’s laboratory, a catalyst for innovation.
Value
capture
Value
creation
Strategic
planning
Workforce
and training
planning
39. Exponentiallearning<
Promotion of training
opportunities among
employees and
accessibility of training.
The correspondence
between training and
the needs of the company
(mapping of missing skills
vs needs of the company,
types of training vs
long-term goals).
Measure training impact on business.
The degree of continuing
training of employees.
/ Methods of collecting
feedback (frequency of
meetings between talent
and their managers,
format), degree of
independence (measured
via employee surveys).
/ Variety of profiles,
skills, and talents within
each team.
Indicators for evaluating resources used by the company and the relevancy of training.
Tracking these indicators enables constant
improvement of training and learning within the
company so that they correspond as closely as
possible to the company’s needs and goals.
The quality of the
training offerings.
/ Content (number of
training hours, variety of
topics covered, number
of employees trained, etc.)
/ Methods (types of tools,
degree of innovation,
methods of reward).
/ Satisfaction of employees
(measured via scales
and surveys).
40. Exponentiallearning<
Career changes.
/ Number of positions occupied and time
spent in each position, speed of
promotions, new responsibilities, etc.
/ Commitment rate
(often followed by survey).
/ Retention of employees
(regretted turnover rate).
Development
of individual skills.
/ Evaluation of the performance of each
employee (success rate on projects,
feedback from clients, satisfaction
of managers, change in effectiveness).
/ Skill acquisition (number of new skills
acquired and mastered.
Measure training impact on business.
Tracking these indicators helps highlight <the
positive impact of training on the company’s
performance.
Indicators for evaluating the positive impact of training on the company’s performance.
41. Exponentiallearning<
Take aways.
Knowing the map of your skills is the first step
in a successful workforce planning strategy, whether
enabled through observation of employee profiles
or skill indices (from employee declarations).
Training is a space for experimentation in a learning
organisation. Not using it to create and test the
company’s future offerings means missing out on
a major opportunity for agile transformation.
We cannot stress enough the importance of
measuring the impact of your initiatives.
For training, evaluating employee satisfaction is not
enough. In a new training environment, business
performance indicators must be tracked.
42. While the talent war is still raging, particularly driven by
tech companies constantly offering new benefits to win
over the best profiles, it feels to us like a somewhat
outdated way of thinking. Attracting new employees is an
important factor, but engagement and continuous
upskilling of existing talent at a company are even more
crucial.
The companies that we imagine, that we wish to see, are
talent companies, which we ourselves aim to become.
These are a combination of company and school that
develop their employees, foster their curiosity, and
increase their employability.
We can see that learning is becoming an essential strategic
factor: in terms of workforce planning, of course, to ensure
the company’s growth, innovation, and competitiveness,
but also in terms of employee experience, attractiveness,
engagement, collaboration, and more.
As such, it is not just the training department that must be
reformed; instead, the entire company must be transformed
using learning experiences so that each day, each project,
each conversation with a manager becomes an opportunity
for personal growth. Companies also need to work with
new technologies and solutions, moving from a culture
of expertise to a culture of curiosity and test and learn.
Conclusion