The document outlines a comprehensive strategy for evolving learning and development (L&D) within organizations, focusing on creating leaders and building engaged communities. It highlights the necessity of adapting to change through continuous and situational learning, leveraging technology for enhanced employee engagement and performance. Emphasizing a structured approach, it details the implementation of virtual learning interventions, assessment platforms, and developmental programs to align organizational goals with individual capabilities and foster long-term growth.

1. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Revisiting Your L&D
Strategy in these
Turbulent Times
Why We Need to Change as the World
Changes
Roshan Thiran
Leaderonomics
Special Sessions for CHRO and HR Leaders
MII Special Session
| Roshan Thiran and Lepaker

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
SOLVING THE 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

4. 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

5. 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
INFRASTRUCTURE & RITUALS NEEDED FOR GROWTH
HARDWARE
SOFTWARE

6. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Solutions & Interventions 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

7. 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

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

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

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

11. 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
INDIVIDUALS
The True Nature of HR
EMPLOYEE & ORGANISATIONAL INTELLIGENCE BUSINESS
Only Way To Do That Well Is Through Technology

12. Growing People into Leaders . Building Communities of Love . Transforming the Nation
TECHNOLOGY TO HELP HR with INTELLIGENCE
Examples of Intelligence Technology
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.

13. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Understanding the Learning & Development
space
Special MII Conference for CHROs
Aligning Learning & Engagement
initiatives to Business Goals
Business Imperatives to drive all L&D activities

14. Growing People into Leaders . Building Communities of Love . Transforming the Nation
HR AS A OUTSIDE-IN BUSINESS PARTNER

15. 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?

16. 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 FOR SDP
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

17. 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

18. 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

19. Growing People into Leaders . Building Communities of Love . Transforming the Nation
LEARNING & ENGAGEMENT FRAMEWORK
The Approach Framework Overview
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.

20. 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