The document discusses the evolution of HR and the critical role of learning and development in fostering leadership and community within organizations, particularly in a rapidly changing world. It highlights the importance of aligning HR strategies, employee engagement, and technology to drive business transformation and address challenges brought about by events like COVID-19. With a focus on developing talent and creating a sustainable learning ecosystem, it outlines a detailed framework for organizations to adapt and thrive amidst change.

1. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Roshan Thiran
facebook.com/roshanthiran.leaderonomics
linkedin.com/in/roshanthiran
Learning &
Engagement in the
21st Century –
Shifting from
'Normal' to New
Normal
SPECIAL SESSION
FOR HRD Corp
OCTOBER 13, 2021

2. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Growth
Time
MY EVOLUTION INTO THE WORLD OF HR
10. Johnson & Johnson
Industry : Healthcare
Function: HR
Global Role
9. GE Asia Pacific
Industry : Multi
Function: HR
Asia Role
7. GE Aircraft
Industry : Aviation
CFO & Biz Leader
8. GE Crotonville
Industry : Multi
Function: HR
Learning Leader
6. GE CIG
Industry : Multi
Function: IT
Project Mgmt Global
5. GE Capital
Industry : Financial Service
Function: Finance/Sourcing
Europe Leader
4. NBC Universal
Industry : Media
Function: Finance
Product Leader
1. GE Investments
Industry : Investment Banking
Function: Business Dev
Individual Contributor
3. GE GCS
Industry : Oil & Gas
Function: Finance
Inventory Mgmt
2. GE International
Industry : Multi
Function: Finance
Analyst Global
12. Leaderonomics
Industry : Multi
Function: CEO
Business leader
11. Star Media Group
Industry : Media
Function: CEO
Business leader

3. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Taking the worst
in the world

4. Growing People into Leaders . Building Communities of Love . Transforming the Nation
To becoming . . . The Best Overhaul
Shop in the World #1

5. Growing People into Leaders . Building Communities of Love . Transforming the Nation
The World is changing at Unprecedented levels

6. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Physical Biological Digital
The Fourth Industrial Revolution

7. Growing People into Leaders . Building Communities of Love . Transforming the Nation
And now a COVID Transformed Digital World
ENGAGING
CUSTOMERS
Buy, sell, manage,
acquire & engaging
digitally
EMPOWERING
EMPLOYEES
Reinvent
productivity and
enable a digital
driven culture
TRANSFORMING
PRODUCTS
Innovate products
and business models
OPTIMIZING
OPERATIONS
WFH, technology
to accomplish all
work and
operations
Security

8. Growing People into Leaders . Building Communities of Love . Transforming the Nation
The VUCA Workplace
Rapid rate of
change
Unclear about
the present
Multiple key
decision
factors
Existence of
unknowns or
unknowables

9. Growing People into Leaders . Building Communities of Love . Transforming the Nation
ORDERED UNORDERED
SIMPLE COMPLICATED COMPLEX CHAOTIC
• Known knowns
• Facts
• 1 right answer
• Domain of best
practices & rules
• Known unknowns
• Facts
• More than 1 right
answer
• Domain of experts
• Unknown unknowns
• Patterns (not facts)
• Many competing
ideas
• Domain of
emergence
• Unknowables
• High turbulence
• No right answer
• Domain of rapid
response
“Change a
wheel on a
car”
“Build a car”
“Design a new
car”
“Deal with a
multiple car
crash on the
highway”
The VUCA Workplace Evolution

10. Growing People into Leaders . Building Communities of Love . Transforming the Nation
10
Growth
Time
Launch
Growth
Scaling
Best time for
Transformation
& Reinvention
Maturity
Decline
Crisis
Non distress restructuring and mindset
Typical Organisation’s Lifecycle:
Most common
time for
businesses to
Transform &
Reinvent
(generally
resulting in
Business
demise or doom)

11. Growing People into Leaders . Building Communities of Love . Transforming the Nation
11
Growth
Time
Launch
Growth
Scaling
High Growth
businesses
equally affected Maturity
Decline
Crisis
Death
Zombies
Viable
Survival
Recovery
COVID-19 Hit Organisation Lifecycle:
Many
businesses
suddenly
become crisis
biz

12. Growing People into Leaders . Building Communities of Love . Transforming the Nation
# HR PROFESSIONALS MUST DRIVE CHANGE

13. Growing People into Leaders . Building Communities of Love . Transforming the Nation
TRANSFORMATION IN THE HR FUNCTION
Not just technology but entire philosophy of what it takes to lead HR

14. Growing People into Leaders . Building Communities of Love . Transforming the Nation

15. Growing People into Leaders . Building Communities of Love . Transforming the Nation

16. Growing People into Leaders . Building Communities of Love . Transforming the Nation
THE MAIN PLAYER IN THE EMPLOYEE
INTELLIGENCE BUSINESS
HR

17. Growing People into Leaders . Building Communities of Love . Transforming the Nation
ORG
TALENT
ONLINE
TRANSACTIONS
PROJECTS
CAPABILITY
INTELLIGENCE
AI to identify the needs
of individuals.
TALENT
INTELLIGENCE
Identify talent networks
within an organisation
CHANGE
MANAGEMENT
Understand where the
organization is
struggling and how to
help them.
ORG
OPERATING
SYSTEM
INDIVIDUAL
S
The True Nature of HR
EMPLOYEE & ORGANISATIONAL INTELLIGENCE BUSINESS
Only Way To Do That Well Is Through Technology

18. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Understanding the Learning & Development space
Special Session for L&D and HR leaders
Aligning Learning & Engagement
initiatives to Business Goals
Business Imperatives to drive all L&D activities

19. Growing People into Leaders . Building Communities of Love . Transforming the Nation
HR AS A OUTSIDE-IN BUSINESS PARTNER
ORGANISATIONAL LEARNING CALENDAR
A multi-year, level, infrastructure, discipline and method learning
curriculum plan that is can be executed to consistently develop all
employees for their career growth and to contribute towards the
business outcomes inline with current standing strategy.
Creation of Human Capital
PEOPLE DEVELOPMENT
Building the organisations people
mindsets, behaviors and Skills
Managing Human Resource
BUSINESS STRATEGY
The fundamental drivers of a
business and its activities in any
given period
Building Business Capital
ACHIEVING BUSINESS OUTCOME
Getting the business results inline with the business strategy.
Return of Investment (ROI)
FUTURE WORKFORCE READINESS
Targeted employee development and readying the skill set of
the workforce of the future.

20. REVAMPING YOUR INTERVENTIONS TO ALIGN
WITH BUSINESS GOALS
Your Business Vision
& Goals
R1
R2
R3
Alignment to
Strategic
Priority
Work
Streams
Where We Are Today
What are the gaps in terms of people
capability?
What are the gaps in terms of new
behaviours required to achieve KR 2?
What are the new mindsets required to
achieve Key Results 2?

21. Growing People into Leaders . Building Communities of Love . Transforming the Nation
DESIGN APPROACH & PHILOSOPHY FOR L&D
Business
Growth Based
Modules
BU Specific
Modules
Soft Skills
related
modules
65%
10%
25%
IDEAL L&D
CURRICULUM
WEIGHTAGE
COMPLEX
SIMPLE
CONTEXT
CONTENT
LEARNING & INTERVENTIONS
Based on
➢ Business direction/
strategy
➢ Priority work streams
➢ On-the-ground needs
➢ Voice of Stake
holders (VOS)
analysis
DESIGN DIGITAL, MODULAR,
FORMAL INTERVENTIONS TO
ENABLE SELF-LEARNING
KNOWLEDGE
• Differentiated
according to
categories to ensure
SDP individualized and
customized learning is
done via levelling
• Employee Onboarding
& Engagement backed
in with mentoring
formalized as a process
CONVERT KNOWLEDGE TO
SKILLS BY INCREASING
EXPERIENTIAL LEARNING &
EXPOSURE
• Role-plays
• Simulations
• Case-studies
• Facilitated small groups
discussions
• Projects-based learning
• Group Coaching
• Field Trips
• Projects & Challenges
• Digital Platforms
ENCOURAGE APPLICATION &
TEACHING TO GAIN
CONFIDENCE & PRACTICAL
EXECUTION CAPABILITY
• OTJ Feedback
• Crucial Conversations
• Huddles/ Meetings
• Peer-Coaching
• Mentoring
• Teach-Back
• Internal/ External
speakers
• Job shadowing
EXECUTE
KNOWLEDGE SKILLS CONFIDENCE
CLASSROOM
CLASSROOM
CLASSROOM
CLASSROOM
LEARNING JOURNEYS
EXPERIENTIAL
CLASSROOM
DIGITAL
“to Lead” Expertise
“to Do Even Better” Advance Skill
“to Do” Awareness / Basic Skill
“to Know” Information /
Knowledge
CURRENTLY NEW CURRICULAM
PERFORMANCE LEVEL

22. Growing People into Leaders . Building Communities of Love . Transforming the Nation
C-Suite
Senior
Managers
Middle
Managers
Executives
20%
Struggling
Performers
70% Steady
Employees
20% High
Potentials
CATERING FOR YOUR PEOPLE IN THE RIGHT WAY
Identifying learning and development needs across different tiers and capabilities
Approach:
Coached Out or
Back in
Approach:
Incremental Learning through
Training Calendar
Approach:
Accelerated Learning
Through Hi-Po
Programmes

23. Growing People into Leaders . Building Communities of Love . Transforming the Nation
0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26
LDE MAE
Mgmt Trainee
Sr Individual Cont
Individual Contr
Assistant Mgr
Supervisor
Junior Mgr
Manager
Sr.Mgr)
C-2 Level
GM/C-1 Level
CXO Level
15-18 years 26-30 years
To reach CXO Level
Boot Camps
Transition Programmes
ID6
Tier 4
Accelerator
Prog
ID5
Tier 3
Accelerator
Prog
ID5
ID1 ID4
ID2 ID3
ID Progs
Tier 2
Accelerator
Prog
Tier 1
Accelerator
Prog
How People Progress & Develop
Mgmt Trainee
Accelerator Prog
ID1 ID4
ID2 ID3
ID1 ID4
ID2 ID3
ID1 ID4
ID2 ID3

24. Growing People into Leaders . Building Communities of Love . Transforming the Nation
LEARNING & ENGAGEMENT FRAMEWORK
The Approach Framework Overview
Leaderonomics Approach
Transferable Skills
Skills developed via structured &
purposeful blended learning programmes.
Split to 3 programme levels :
Equip
Arming new entrants to your
business on core values, principles,
skills and behaviours for functional
success.
Empower
Developing managers into the
leaders who exemplify and are
ambassadors to your business
Elevate
Strategic, operation and
technological innovation know how
for the senior management towards
business success.
Contextual Skills
Tacit and contextual skills passed on
through a culture of coaching &
mentoring through 4 predefined
Sustainability Areas.
Industry
The industry you may be in and its
specific context.
Functional
Based on job functions within the
industries.
Performance
Helping individuals to self and
functional excellence.
Leadership
Spread and continuously build
leadership know how unique to
your business.
Moment of Need Skills
Skill development that are to be provided to
employees at the moment of need in the
operational and business environment that can be
easily acquired and deployed – reducing lag time
between need, fulfillment to execution benefit.
Culture of Engagement
Keeping employees constantly engaged with your
business, their managers and each other constantly
– driving more positive moments, providing a
consistent, relevant and timely pulse check of
engagement across the company.

25. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Understanding the
Changes in the
Learning &
Engagement Space
and Our
Transformation
Story
Special Sessions for Learning and HR
Leaders
HRD Corp Special Session | Roshan Thiran and Lepaker

26. Growing People into Leaders . Building Communities of Love . Transforming the Nation
The world needs
a little fixing…
We thought we’d try.

27. Growing People into Leaders . Building Communities of Love . Transforming the Nation
PEOPLE
2008 (in 1
Country)
4 Leaderonomers
2008
1 Learning Customer, 1 Youth Leadership Camp,
5 Key Partners
2008
Winner - AYA Youth Awards
Today Today
300+ Key Customers, Numerous digital and transactional
services and experiences provider, 300+ Faculty Globally,
huge community initiatives and programmes & numerous
global partnerships
Today
More than 60+ awards and
recognition globally
received
Top 300
Leadership
Blogs
70+ Leaderonomers
5 Leaderonomers
RECOGNITION
PRODUCTS
6 Leaderonomers
WHERE WE ARE TODAY
Our
Journey
3 Leaderonomers
(2020)
What started as a social enterprise
led to an award-winning learning &
engagement organisation.
Over 12 years and counting...

28. Growing People into Leaders . Building Communities of Love . Transforming the Nation
OUR PHASES OF GROWTH
Fix & Scale
Preparatory Stage for Scaling
– Systems & Processes
Revenue (2019): RM13.5mil
2008–2015
PHASE 2
2016-2018:
Corrective measures
• Investment in people, systems,
content, technology and
processes for scalable growth
2018–2019
• Investment in scale
• Investment in new countries
• Investment in Technology
PHASE 1 PHASE 3
Exponential Growth
Regional scaling
Revenue (2023 fcst.): RM165 MM
2020–2025
• Established in 5 countries as clear
No 1 in Learning & Engagement
• Scale business across ASEAN
• Grow to USD 20 mil business in
each country (USD 100 mil across
Asia) by 2025
2020–2025
Setup
Revenue (2008):
RM140,000
Revenue (2015): RM10mil
• Product-market fit
• Invented TAP category
• Huge Brand Awareness
• High organic growth
Issue: Operational Mode
• No investment in systems,
content, technology
• Product-Market fit
OUR PHASES OF GROWTH
COVID-19 – REALITY CHECK
Growth Limitations Single Market
Dominant
Survival – Cash Flow L&D Landscape
Changing

29. Growing People into Leaders . Building Communities of Love . Transforming the Nation
A cause-driven intelligence organisation
Focus since 2019:
Optimising Learning & Engagement
for Organisations & Communities through intelligence

30. Growing People into Leaders . Building Communities of Love . Transforming the Nation
SIGNIFICANT SHIFTS IN THE
LEARNING SPACE
APPRENTICESHIP BOOKS INTERNET INTELLIGENCE
People
+
Content
+
Context
Content
Explosion
x1000
Content
is key
People
are key
NOW
Time
Just in Time
Learning
Situational
Learning

31. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Lag
Descriptive
Analysis
Predictive Analysis
Prescription
Analysis
Autonomous
Analysis
Standard Surveys
“What Happened?”
Adhoc Reports
“During Crisis, Based on Negative
Event”
Query / Drill down of Engagement
Survey / NPS
“What Exactly is the Problem?”
Engagement Survey / Analysis
“Why is this Happening?”
Forecasting
“What if these trends continues?”
Predictive Modelling
“What will Happen Next?”
Experimental Design
“What Happens if we Try This?”
Optimization
“What the Best that can Happen?”
AI / ML
“What can we Learn from Data?”
Collection / Deep
Dive
Execution / Real
Time
Analyzing
Live On-
Demand
Feedback &
Response
Lead
SIGNIFICANT STRUCTURAL SHIFTS
In The Employee Engagement & Intelligence space
Automated
Scripted Action
Quarterly
Action Plans &
Reactions
Response

32. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Organisation
Growth
&
Performance
Time
Phase 2 – Infrastructure
Build sense of contribution
through speed and
simplicity and improve
business results
Phase 3 –
Transactions/Ritual
Consistent “just-in-time and
on-demand transactions and
rituals embedded into
organisation
Building Sustainable Learning & Engagement Practices
90% of most organisations in
South-East Asia are in this
category
A key part of enabling the HR function to
produce replicable and impactful
learning & engagement is through
system deployment
Consistent and structured
transactions are key to ensure
learning and engagement is is
optimized for all employees or
members
Phase 1 – Activity
Short-Term results and not
sustainable long-term
INFASTRUCTURE & RITUALS NEEDED FOR GROWTH
HARDWARE
SOFTWARE

33. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Virtual Solutions Providing
High Context Continuous Learning &
Engagement
(Consistent & Repeatable Transactions)
Learning & Engagement Transactional Eco-System which
includes daily transactions needed to ensure high level of
competence (learning) and commitment (engagement).
This includes:
• Virtual Learning Interventions (VLIs)
• Virtual Development Programmes (VDPs)
• Virtual Assessment Centres (VACs)
• Daily Engagement Rituals
There are 2 key levers to enable fully virtual Learning and Engagement
- Consistent Transactions (Software)
- Platforms/Systems (Hardware)
Platforms to Enable
Engagement & Learning
(Infrastructure with Service)
Learning & Engagement Hardware – platforms and
systems required for transactions to happen:
• LMS – Leaderonomics Academy
• LXP - Necole
• Engagement Systems – Happily
• Mentoring Platforms
• Assessment Platforms
HOW LEADERONOMICS WORKS
Providing Both Infrastructure & Consistent, Continuous Transactions

34. INFRASTRUCTURE
INTERVENTIONS
TO SUPPORT
INFRASTRUCTURE
INTERVENTIONS
LEARNING.
ENGAGEMENT.
TACIT / INTELLIGENCE.
LMS -
LXP -
TARGETED CUSTOMERS & LONGER TERM
Culture Change
Community Initiatives
Talent Accelerators
Compact Journeys
Consulting
Micro
Credentials
Premium
Programmes
Learning
Calendars
THE LEADERONOMICS BUSINESS
Alignment between each piece of our business
(Digital Plus)
(Digital) (Corporate)
FOR MASS CUSTOMERS
FOR ALL CUSTOMERS

35. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Digital
Learning
Digital
Assessment &
Intelligence
Digital
Coaching /
Mentoring
Digital
Engagement
CONTENT
APPS / SYSTEM
PLATFORM
LEADERONOMICS DIGITAL’S FOCUS
Leaderonomics Digital

36. Growing People into Leaders . Building Communities of Love . Transforming the Nation
LEVERAGING APPS/SYSTEM TO DRIVE L&D
The importance of technology in Learning & Engagement
A gamified
Employee
Engagement
platform founded on
behavior science and
driven through AI.
Create a happier
more productive
workplace through
meaningful
experiences.
Happily
A Mentoring
Platform that
facilitates the
establishment and
continuation of
meaningful mentoring
relationships through
initiating of intentional
conversations.
A Learning
Experience Platform,
the first AI knowledge
cloud for unified and
personalized leadership
content discovery.
Mobile-first online
learning platform pulls
content from multiple
sources to fulfill your
learning needs.
A Feedback
Platform that
facilitates an “always
on” exchange of
solicited and
unsolicited
feedbacks. Create the
right culture by
increasing
engagement and
transparency.
A Learning
Management System
that delivers diversified
online and offline
learning experiences
that are skills mapped
and tracked.

37. Growing People into Leaders . Building Communities of Love . Transforming the Nation
• Build Learning Programmes that is CONTEXTUAL:
• Align your learning & engagement projects to your company strategy and
business imperatives
• You need to understand Business & Strategy
• Focus on self-confidence and minimize content-based learning
• Leverage Technology in all your LEARNING & ENGAGEMENT:
• Technology is the only way to get true intelligence
• Technology enables you to stop “wasting time” & getting to the heart of
the matter. All content-based learning MUST be via tech
• Necole, Budaya & proven apps will help you scale your presence
• Focus at least 50% of your effort on REWARDS & RECOGNITION:
• People learn and perform when they are motivated
• Institutionalize rewards & recognition via technology (i.e Budaya/Happily)
• Build rituals in your organization to drive the behaviour & culture that will
support your business imperatives
3 Short Advice to Learning & HR Leaders:

39. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Thank you
For partnering with us on this amazing journey!
Company: www.leaderonomics.org
Leadership Resources: www.leaderonomics.com
Transforming the nation, one person at a time.
| Leaderonomics