How do you make leadership development relevant to managers already battling to get the most out of new workplace technology? Arcadis, which is adopting a design-thinking approach to provide its managers more efficient and effective personal development, worked with Filtered on an experimental project to try and do just that. Arcadis took a multi-channel approach by embedding magpie's curated recommendations inside Microsoft Teams, email and online. In this seminar, join Filtered's Head of Customer Success, Rob MacAllister and Academy Content Manager at Arcadis, Ajay Jacob, to find out. - How to combine important business change programmes with MS Teams adoption - How you can curate from existing resources to kick-start a self-directed development community The role of recommended articles, videos and PDFs alongside formal pathways - Beyond ‘build it and they will come’: a multichannel approach to learning

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Leadership development and
digital transformation with AI and MS Teams
Leadership development
and digital transformation
with AI and MS Teams

2. 2
Rob MacAllister
Head of Customer Success
Ajay Jacob
Academy Content Manager
& Learning Strategist

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70% of organisations claim they lack the
necessary ‘digital skills’ to compete.
(Fujitsu 2017)

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54% of the organizations agreed that their organization has lost
competitive advantage because of a shortage of digital talent.
(Capgemini 2017)

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Change, by definition, requires creating a new system,
which in turn always demands leadership (John Kotter)

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41% of employees said they would value coaching or guidance on
how to perform and communicate more effectively in an era of
digital transformation. (City & Guilds 2019)

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33% of leaders feel well prepared to lead the digital skills
agenda at their business. (City & Guilds 2019)

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What was the change
programme at Arcadis?

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Line Manager
Experience (LMEx):
4,000 managers across the
business who are pivotal in the
transformation of the business
Arcadis wants to be an Employer of
Choice and the best place to work
for our employees

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LMEx Objectives:
Create a line management
experience that:
● positively impacts the
employee experience
● reduces turnover
● increases productivity
● increases employee
engagement

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LMEx Approach:
CO-CREATION WITH OUR MANAGERS:
Active engagement of experimenter
community to co-create LMEx with them,
not for them.
CONTINUOUS EXPERIMENTATION:
gauge their feedback and ideas on the
impact and relevance to the manager
population

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What were the results of
the project?

13. What did we achieve?
71%
Of audience were
onboarded
75%
Of surveyed users gave
an example of learning
transfer
70%
recommendations
marked useful
80%
Of surveyed users spend
more time on their
development
“I've mostly used what I've
learned or relearned in taking
more considered actions on
how I strategise or decide.”
“I like the way it brings
relevant and valuable
content to you to help
grow. Easy to use.”
“It is a great tool for people who
wanted to consume
information in a targeted way. I
would like it to have some short
summaries and exercises so the
lesson or message is truly
embedded during the process.”

14. Learner focus - opens by skill & geography

15. Usage vs Relevance by skill
Known
skills gaps
Hidden /
underserved
skills gap

16. The data is too light to make
conclusive observations about
content suitability, but magpie
suggests Arcadis content is
appealing and effective as a
recommendation. Quality
curated sources like ‘School of
Life’ also deserve attention.
Usage vs Relevance
by content provider

17. What was the learner
experience?
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18. © Filtered. Private & Confidential. 18
What did we run via teams?
- Embedded magpie
- Kick-off webinars
- Manual nudge
messaging
- User guides
- FAQs
Created an omni-channel experience

19. What would we have done differently?
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Stand E15