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Next Generation Learning
for Next Generation Leaders
Nomadic Learning Limited © 2013
The Hyper-Connected Economy
A seamlessly connected, high-
speed global economy is changing
the rules of competition and value
creation.
THREE BIG DISRUPTIONS IN LEADERSHIP
C
Business Book
Publishing
The Great Retirement
The retirement of the Baby
Boomers is the largest demographic
shift in decades, causing a massive
talent gap that will impact all
aspects of leadership.
The Mobile/Social Revolution
The rise of social media and the
mobile web are the most
important shift in technology
since the advent of the PC,
revolutionizing the way we work.
Nomadic Learning Limited © 2013
THE HYPER-CONNECTED GLOBAL ECONOMY
C
$30 billion
40%
60%
Increasingly global
60% of big companies will
source, produce & sell more in
foreign markets than they do at
home by 2020.
SHRM / The Economist Intelligence Unit, Global Firms in
2020, 9/2010
Business Book
PublishingLess Stable
Changes in competitive
position are occurring twice as
frequently.
Innosight, Creative Destruction Whips through
Corporate America, 11/2012
Only the Agile Survive
The Average lifespan of S&P
500 companies has dropped
from 75 years to 15 years.
European Business Review, Jumping the S-Curve: How to
reach the top – and stay there, 6/2011
Industry Position +2.3x
1960 2010
75 years
15
Avg. lifespan of S&P 500 Cos
1930s
2000s
Nomadic Learning Limited © 2013
THE HYPER-CONNECTED ORGANIZATION
C
‣ Increased focus on speed, agility, and
innovation.
‣ Flatter organizations with decision-
rights distributed across organization.
‣ Increased demand for autonomous,
effective leadership at all levels.
‣ Continuous learning as core
competitive advantage.
How are organizations adapting to the Hyper-Connected Economy?
Adapted from: BCG.Perspectives “Winning Practices of Adaptive Leadership ‘Teams”
APRIL 03, 2012 by Roselinde Torres and Nneka Rimmer
20th Century 21st Century
Nomadic Learning Limited © 2013
THE GREAT RETIREMENT = MASSIVETALENT GAP
C
Business Book
Publishing
Online
Universities
79m
Talent Gap
80m
Millennials/Gen Y
69m
Generation X
Baby Boomers
Source: Gronbach Kenneth “Generation Y:
The New Workforce !” December 2012
10,000 Baby Boomers will retire every day
between now and 2030
Millennials will be thrust into leadership roles
earlier in their careers to fill the talent gap.
Nomadic Learning Limited © 2013
Organizations face experience/wisdom drain
and increasingly severe succession gaps as
Boomers retire.
Millennials are seeing accelerated career paths,
with more mission critical responsibility earlier.
The result is fierce competition to discover,
retain, and develop next generation talent
THETALENT GAP @ ORGANIZATIONS
C
How are organizations impacted by the Great Retirement?
Source: Gronbach Kenneth “Generation Y:
The New Workforce !” December 2012
Number of times the average
Internet user checks the web
each day. Up from 5 times in
the pre-smartphone era.
THE SOCIAL/MOBILE REVOLUTION = ENGAGEMENT CRISIS
Corporate
Learning
C
Online
Universities
27 83% 120m
Percentage of Millennials that
sleep with their smartphone.
Number of tablet computers
sold in 2012. Compared to 17m
in 2010
Pew Research Report. “Millenials: A Portrait of
Generation Next” February 2010
Joe Kraus. Google Ventures. “We’re Creating a
Culture of Distraction” February 2012
Gartner.. “Media Tablet Sales” Press Release.
April 2012.
Nomadic Learning Limited © 2013
Nomadic Learning Limited © 2013
IN A SOCIAL/MOBILEWORLD...TALENT ISTHE NEW CUSTOMER
C
Continuity: Users demanding seamless
integration across all devices/platforms.
Community: Engagement demands full social
integration and continuous updates.
Impatience: Enterprise user experiences must
match or exceed consumer user experiences.
How is the social/mobile revolution changing digital habits?
Adapted from: Google. “The New Multi-
Screen World” August 2012
?
ENTERPRISE
LEARNING
Nomadic Learning Limited © 2013
THIS CHANGES EVERYTHING FOR L&D
C
How
Continuous
Social/Mobile Native
Modular/Short
Real-Time Feedback
What
21st Century Competencies
Constantly Evolving Curriculum
Personalized and Relevant
Peer network driven
These 3 Disruptions are radically changing both how emerging leaders learn and
what they need to learn to stay ahead:
&
Nomadic Learning Limited © 2013
As curators of the 50 Lessons
library we have heard from 100s
of CEOs about the challenges
their organizations face.
As the founders and leaders of
businesses in China, the US, and
UK, we have lived the challenges of
21st Century leadership.
INTRODUCING NOMADIC LEARNING
As teachers and curriculum
developers we know first hand
what it takes to create effective
learning experiences .
Nomadic Learning Limited © 2013
Learning experiences that meet the high
expectations of the digitally native, media
saturated, constantly connected generation.
Scalable, cohort-based learning that prepares
your emerging leaders and high potential talent for
the challenges of 21st century leadership.
NEXT GENERATION LEARNING FOR NEXT GENERATION LEADERS
Connecting future leaders through the devices
where they spend all their time, from wherever
they are in your global organization.
Nomadic Learning Limited © 2013
BASED ON RIGOROUS, COMPREHENSIVE RESEARCH
Based on multi-year research into the essential competencies for 21st Century Leadership. We
synthesized the results of over 200 studies into 21st century leadership. We used studies from:
HR advisors
Mercer, Hay Group, DDI, CEB, Bersin by Deloitte
Leadership consultants
Pearson/EDA, Right/Manpower
Non-profits
World Economic Forum, The Conference Board, SHRM,
Bertelsmann Stiftung, Graduate Management Admission
Council
Business schools
Duke Corporate Ed, Ashridge B-school,
Executive recruiters
Heidrick & Struggles, Korn/Ferry, Egon Zehnder, QS
Management consultants
McKinsey, Boston Consulting Group, Accenture, IBM, Ernst
& Young
Nomadic Learning Limited © 2013
NOMADIC LEADERSHIP FRAMEWORK
The result is the Nomadic Leadership
Framework; a flexible, evolving guide to
what future leaders need to thrive in an
increasingly complex and interconnected
work.
The Nomadic Framework is open-ended
and designed to be rapidly mapped to
client competency frameworks.
1. Vision
2. Resources
3. Execution
4. Adaptation
5. Values
Problems
Context
Strategy
- Thinking critically/systematically
- Understanding competitive context
- Identifying/Pursuing opportunities
Influence
Funding
Organization
- Cultivating social capital
- Securing financial capital
- Recruiting/Organizing human capital
Products
Customers
Partners
- Designing innovative offerings
- Identifying/Reaching customers
- Managing partner ecosystems
Competitors
Analytics
Change
- Out-maneuvering the competition
- Making sense of information
- Managing innovation and disruption
Judgement
Character
Responsibility
- Acclimating to ambiguity
- Working with integrity
- Balancing interests
Nomadic Learning Limited © 2013
THE NOMADIC LEARNING SYSTEM: DASHBOARD
Instant access to learner’s
“Field Manuals,”
Nomadic’s re-imagining of
the online course
Game dynamics keep
learners engaged. Daily,
weekly and all time
leaders.
Activity feed keeps
learners constantly
updated on what’s
happening and increases
peer collaboration &
discovery
Trending topics help
learners discover the
most active and popular
content
Easy access to learners
favorite content
Nomadic Learning Limited © 2013
THE NOMADIC LEARNING SYSTEM: FORMAT
Consistent, 5-page format
ensures high-impact
instructional design, enhanced
learning effectiveness.
Self-contained design enables
non-linear, highly personalized,
yet systematic learning.
Short, modular learning:
Segments can be completed
in as short as 10-15 minutes.
A “Field Manual” is Nomadic’s re-imagining of the online course for the social/mobile age.
Field Manuals are self-contained units of learning featuring 5 standard pages:
Nomadic Learning Limited © 2013
THE NOMADIC LEARNING SYSTEM: CONTENT
Engaging,
multimedia
content grabs
learners attention
Alternating
between text,
video, and
interaction
supports different
learning styles and
holds attention for
longer
Activities designed
to increase
collaboration.
Points awarded for
most valuable
contributions
Real-life stories and
examples aid
retention of
knowledge and
deepen engagement
Nomadic Learning Limited © 2013
THE NOMADIC LEARNING SYSTEM: ACCESS
Identical user experience on any device with a browser.
Continuous, multi-device learning, wherever your leaders are.
Nomadic Learning Limited © 2013
THE NOMADIC LEARNING SYSTEM: MEASUREMENT
Influence
Social learning tools open up new methods of
assessment based on peer influence and social
capital.
Engagement
Detailed and robust analytics monitor usage,
participation, and intensity of engagement.
Understanding
Carefully designed quizzes, social assessments,
and action learning challenges give a full picture of
expertise and improvement.
Nomadic Learning Limited © 2013
CURRENT FIELD MANUALS
Our first Field Manuals focus on leadership challenges around Problems Solving........
Nomadic Learning Limited © 2013
FLEXIBLE DELIVERY OPTIONS
Blended Learning
Integrated “teacher’s editions” and a range of services
help clients integrate Field Manuals with existing
classroom-based or on-the-job learning.
Web Apps
Immediate access through Nomadic’s web app on any
device with a browser (Including IE8 or newer, Chrome,
Safari and Android native browser).
Native Mobile Apps
Also available as native apps for iPhone, iPad, Android
and Windows Mobile for mobile learning offline.
Nomadic Learning Limited © 2013
EFFORTLESS INTEGRATION
Technology
Readily integrated with Learning Management
Systems and enterprise social networks; Jive &
Yammer.
Learning
Field Manuals can be mapped to your organization’s
competency frameworks and existing leadership
development programs.
Nomadic Learning Limited © 2013
POWERFUL CUSTOMIZATION OPTIONS
Tailored
Using our proprietary CMS, any piece of text, any
image, any video and any quiz can be instantly
adjusted according to your requirements.
Custom
Custom case studies, short films, and curricula for
and about your organization or industry. Our team
includes award-winning writers, graphic designers,
data visualization experts, illustrators,
independent film makers, and curriculum
designers.
Nomadic Learning Limited © 2013
SEEKING FORWARDTHINKING PARTNERS
Safe and highly supported environment to test
social, mobile learning for next generation leaders
within your existing framework, with detailed
analytics on effectiveness and efficacy.
Cohorts of 25-50 in an existing program.
90 day program period.
Proof of concept: full cohort debriefing and
internal scorecard on effectiveness and efficacy
of mobile, social learning.

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Nomadic learning introduction 042013

  • 1. Next Generation Learning for Next Generation Leaders
  • 2. Nomadic Learning Limited © 2013 The Hyper-Connected Economy A seamlessly connected, high- speed global economy is changing the rules of competition and value creation. THREE BIG DISRUPTIONS IN LEADERSHIP C Business Book Publishing The Great Retirement The retirement of the Baby Boomers is the largest demographic shift in decades, causing a massive talent gap that will impact all aspects of leadership. The Mobile/Social Revolution The rise of social media and the mobile web are the most important shift in technology since the advent of the PC, revolutionizing the way we work.
  • 3. Nomadic Learning Limited © 2013 THE HYPER-CONNECTED GLOBAL ECONOMY C $30 billion 40% 60% Increasingly global 60% of big companies will source, produce & sell more in foreign markets than they do at home by 2020. SHRM / The Economist Intelligence Unit, Global Firms in 2020, 9/2010 Business Book PublishingLess Stable Changes in competitive position are occurring twice as frequently. Innosight, Creative Destruction Whips through Corporate America, 11/2012 Only the Agile Survive The Average lifespan of S&P 500 companies has dropped from 75 years to 15 years. European Business Review, Jumping the S-Curve: How to reach the top – and stay there, 6/2011 Industry Position +2.3x 1960 2010 75 years 15 Avg. lifespan of S&P 500 Cos 1930s 2000s
  • 4. Nomadic Learning Limited © 2013 THE HYPER-CONNECTED ORGANIZATION C ‣ Increased focus on speed, agility, and innovation. ‣ Flatter organizations with decision- rights distributed across organization. ‣ Increased demand for autonomous, effective leadership at all levels. ‣ Continuous learning as core competitive advantage. How are organizations adapting to the Hyper-Connected Economy? Adapted from: BCG.Perspectives “Winning Practices of Adaptive Leadership ‘Teams” APRIL 03, 2012 by Roselinde Torres and Nneka Rimmer 20th Century 21st Century
  • 5. Nomadic Learning Limited © 2013 THE GREAT RETIREMENT = MASSIVETALENT GAP C Business Book Publishing Online Universities 79m Talent Gap 80m Millennials/Gen Y 69m Generation X Baby Boomers Source: Gronbach Kenneth “Generation Y: The New Workforce !” December 2012 10,000 Baby Boomers will retire every day between now and 2030 Millennials will be thrust into leadership roles earlier in their careers to fill the talent gap.
  • 6. Nomadic Learning Limited © 2013 Organizations face experience/wisdom drain and increasingly severe succession gaps as Boomers retire. Millennials are seeing accelerated career paths, with more mission critical responsibility earlier. The result is fierce competition to discover, retain, and develop next generation talent THETALENT GAP @ ORGANIZATIONS C How are organizations impacted by the Great Retirement? Source: Gronbach Kenneth “Generation Y: The New Workforce !” December 2012
  • 7. Number of times the average Internet user checks the web each day. Up from 5 times in the pre-smartphone era. THE SOCIAL/MOBILE REVOLUTION = ENGAGEMENT CRISIS Corporate Learning C Online Universities 27 83% 120m Percentage of Millennials that sleep with their smartphone. Number of tablet computers sold in 2012. Compared to 17m in 2010 Pew Research Report. “Millenials: A Portrait of Generation Next” February 2010 Joe Kraus. Google Ventures. “We’re Creating a Culture of Distraction” February 2012 Gartner.. “Media Tablet Sales” Press Release. April 2012. Nomadic Learning Limited © 2013
  • 8. Nomadic Learning Limited © 2013 IN A SOCIAL/MOBILEWORLD...TALENT ISTHE NEW CUSTOMER C Continuity: Users demanding seamless integration across all devices/platforms. Community: Engagement demands full social integration and continuous updates. Impatience: Enterprise user experiences must match or exceed consumer user experiences. How is the social/mobile revolution changing digital habits? Adapted from: Google. “The New Multi- Screen World” August 2012 ? ENTERPRISE LEARNING
  • 9. Nomadic Learning Limited © 2013 THIS CHANGES EVERYTHING FOR L&D C How Continuous Social/Mobile Native Modular/Short Real-Time Feedback What 21st Century Competencies Constantly Evolving Curriculum Personalized and Relevant Peer network driven These 3 Disruptions are radically changing both how emerging leaders learn and what they need to learn to stay ahead: &
  • 10. Nomadic Learning Limited © 2013 As curators of the 50 Lessons library we have heard from 100s of CEOs about the challenges their organizations face. As the founders and leaders of businesses in China, the US, and UK, we have lived the challenges of 21st Century leadership. INTRODUCING NOMADIC LEARNING As teachers and curriculum developers we know first hand what it takes to create effective learning experiences .
  • 11. Nomadic Learning Limited © 2013 Learning experiences that meet the high expectations of the digitally native, media saturated, constantly connected generation. Scalable, cohort-based learning that prepares your emerging leaders and high potential talent for the challenges of 21st century leadership. NEXT GENERATION LEARNING FOR NEXT GENERATION LEADERS Connecting future leaders through the devices where they spend all their time, from wherever they are in your global organization.
  • 12. Nomadic Learning Limited © 2013 BASED ON RIGOROUS, COMPREHENSIVE RESEARCH Based on multi-year research into the essential competencies for 21st Century Leadership. We synthesized the results of over 200 studies into 21st century leadership. We used studies from: HR advisors Mercer, Hay Group, DDI, CEB, Bersin by Deloitte Leadership consultants Pearson/EDA, Right/Manpower Non-profits World Economic Forum, The Conference Board, SHRM, Bertelsmann Stiftung, Graduate Management Admission Council Business schools Duke Corporate Ed, Ashridge B-school, Executive recruiters Heidrick & Struggles, Korn/Ferry, Egon Zehnder, QS Management consultants McKinsey, Boston Consulting Group, Accenture, IBM, Ernst & Young
  • 13. Nomadic Learning Limited © 2013 NOMADIC LEADERSHIP FRAMEWORK The result is the Nomadic Leadership Framework; a flexible, evolving guide to what future leaders need to thrive in an increasingly complex and interconnected work. The Nomadic Framework is open-ended and designed to be rapidly mapped to client competency frameworks. 1. Vision 2. Resources 3. Execution 4. Adaptation 5. Values Problems Context Strategy - Thinking critically/systematically - Understanding competitive context - Identifying/Pursuing opportunities Influence Funding Organization - Cultivating social capital - Securing financial capital - Recruiting/Organizing human capital Products Customers Partners - Designing innovative offerings - Identifying/Reaching customers - Managing partner ecosystems Competitors Analytics Change - Out-maneuvering the competition - Making sense of information - Managing innovation and disruption Judgement Character Responsibility - Acclimating to ambiguity - Working with integrity - Balancing interests
  • 14. Nomadic Learning Limited © 2013 THE NOMADIC LEARNING SYSTEM: DASHBOARD Instant access to learner’s “Field Manuals,” Nomadic’s re-imagining of the online course Game dynamics keep learners engaged. Daily, weekly and all time leaders. Activity feed keeps learners constantly updated on what’s happening and increases peer collaboration & discovery Trending topics help learners discover the most active and popular content Easy access to learners favorite content
  • 15. Nomadic Learning Limited © 2013 THE NOMADIC LEARNING SYSTEM: FORMAT Consistent, 5-page format ensures high-impact instructional design, enhanced learning effectiveness. Self-contained design enables non-linear, highly personalized, yet systematic learning. Short, modular learning: Segments can be completed in as short as 10-15 minutes. A “Field Manual” is Nomadic’s re-imagining of the online course for the social/mobile age. Field Manuals are self-contained units of learning featuring 5 standard pages:
  • 16. Nomadic Learning Limited © 2013 THE NOMADIC LEARNING SYSTEM: CONTENT Engaging, multimedia content grabs learners attention Alternating between text, video, and interaction supports different learning styles and holds attention for longer Activities designed to increase collaboration. Points awarded for most valuable contributions Real-life stories and examples aid retention of knowledge and deepen engagement
  • 17. Nomadic Learning Limited © 2013 THE NOMADIC LEARNING SYSTEM: ACCESS Identical user experience on any device with a browser. Continuous, multi-device learning, wherever your leaders are.
  • 18. Nomadic Learning Limited © 2013 THE NOMADIC LEARNING SYSTEM: MEASUREMENT Influence Social learning tools open up new methods of assessment based on peer influence and social capital. Engagement Detailed and robust analytics monitor usage, participation, and intensity of engagement. Understanding Carefully designed quizzes, social assessments, and action learning challenges give a full picture of expertise and improvement.
  • 19. Nomadic Learning Limited © 2013 CURRENT FIELD MANUALS Our first Field Manuals focus on leadership challenges around Problems Solving........
  • 20. Nomadic Learning Limited © 2013 FLEXIBLE DELIVERY OPTIONS Blended Learning Integrated “teacher’s editions” and a range of services help clients integrate Field Manuals with existing classroom-based or on-the-job learning. Web Apps Immediate access through Nomadic’s web app on any device with a browser (Including IE8 or newer, Chrome, Safari and Android native browser). Native Mobile Apps Also available as native apps for iPhone, iPad, Android and Windows Mobile for mobile learning offline.
  • 21. Nomadic Learning Limited © 2013 EFFORTLESS INTEGRATION Technology Readily integrated with Learning Management Systems and enterprise social networks; Jive & Yammer. Learning Field Manuals can be mapped to your organization’s competency frameworks and existing leadership development programs.
  • 22. Nomadic Learning Limited © 2013 POWERFUL CUSTOMIZATION OPTIONS Tailored Using our proprietary CMS, any piece of text, any image, any video and any quiz can be instantly adjusted according to your requirements. Custom Custom case studies, short films, and curricula for and about your organization or industry. Our team includes award-winning writers, graphic designers, data visualization experts, illustrators, independent film makers, and curriculum designers.
  • 23. Nomadic Learning Limited © 2013 SEEKING FORWARDTHINKING PARTNERS Safe and highly supported environment to test social, mobile learning for next generation leaders within your existing framework, with detailed analytics on effectiveness and efficacy. Cohorts of 25-50 in an existing program. 90 day program period. Proof of concept: full cohort debriefing and internal scorecard on effectiveness and efficacy of mobile, social learning.