The LearningMiles Discovery Process uses a 4 step approach: 1) Identifying a real challenge the organization faces; 2) Researching theories to address the challenge; 3) An experiential learning process to see the problem differently; 4) Solving the challenge through dialogue. This includes workouts where groups use frameworks to craft solutions, then present to sponsors. The process was used by E.On Nordic to develop senior executives through assessment, group work, and feedback.

1. The LearningMiles
Discovery Process

2. Four building blocks for the
LM Discovery Process
1. Context; the process starts with a trigger challenge, a
real challenge the company/organisation needs to
solve. An experienced expert needs a creative conflict
to be inspired
2. Theories/ideas; what research can bring to solve the
challenge
3. Learning experience; to be able to see the problem
from a new perspective you need to get out from
your own organisation and your own comfort zone
4. The challenge is solved together in dialogue which
forms a firm base for shared thinking

3. The Discovery Process, an example
4. Coaching
discussion
2 hours
3. WorkOut 2
Craftingsolutions
2 days
March
2. Safari
Learningexperience
Environment&custo 1. WorkOut 1
mer Triggerchallenge
Jan/Feb 1 day
January

4. The WorkOut process
Day 1 Day 2 Day 3 Day 4
Challenge; Navigatorsstart- Finalising
1-3 up presentations
questionsprese
ntedbycredible
sponsor
Groups organise
Initialsense- Presentations by
learning Crafting solutions
makingby the groups to sponsor
experiences;
teams and other exec’s
mystery
(35 min/ group)
Framework&tool shopping,observat
s for ion, interviews.
thinkingbyextern literature search
alorinternalexper
ts
Groupworkstarts
Creative Sense of
dilemma! Vision Understanding
delivery

5. The Steps. The Story
1. First: the MeaningfulProblem - the Trouble
2. The Problem-owner – the sponsor
3. The Framework: the Knowledge and the
WiseProfessor
4. The Quest – touching, feeling&smelling the
Problem
5. Sense-making: craftingthe solution
6. Glorification – presenting the solution

6. Reference projects
• Musgrave Management MasterClass
• E.On Nordic Development Center, see next
slide

7. CASE: E.ONNORDIC, DEVELOPMENT CENTER
FOR SENIOR MANAGEMENT
• A format for assessing the capacity for strategic development of senior
executives.
• Strategic context – need for integration between E.ON Sweden and the E.ON
group.
• Assessment is based on E.ON’s competence model.
ASSESSMENT
360° 24h assignment Feedback
WORKSHOP
Day 1 Day 2 Day 3
Group work Group work
with assessor with assessor
present present
Problem
Lunch Lunch Lunch
Group work Group work
with assessor with assessor
present present
Presentations