Nomadic Learning Limited © 2013
The Hyper-Connected EconomyA seamlessly connected, high-speed global economy is changing the rules of competition and value creation.
THREE BIG DISRUPTIONS IN LEADERSHIP
Corporate Learning
Business BookPublishing
The Great RetirementThe 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 RevolutionThe 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
Corporate Learning
$30 billion
40%
60%
Increasingly global60% 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 BookPublishingLess Stable
Changes in competitive position are occurring twice as frequently.Innosight, Creative Destruction Whips through Corporate America, 11/2012
Only the Agile SurviveThe 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
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THE HYPER-CONNECTED ORGANIZATION
Corporate Learning
‣ 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
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THE GREAT RETIREMENT = MASSIVE TALENT GAP
Corporate Learning
Business BookPublishing
Online Universities79m
Talent Gap 80mMillennials/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.
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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
THE TALENT GAP @ ORGANIZATIONS
Corporate Learning
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
Corporate Learning
Online Universities
27 83% 120mPercentage 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/MOBILE WORLD...TALENT IS THE NEW CUSTOMER
Corporate Learning
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
?ENTERPRISELEARNING
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THIS CHANGES EVERYTHING FOR L&D
Corporate Learning
How ContinuousSocial/Mobile NativeModular/ShortReal-Time Feedback
What21st Century CompetenciesConstantly Evolving CurriculumPersonalized and RelevantPeer 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 advisorsMercer, Hay Group, DDI, CEB, Bersin by DeloitteLeadership consultantsPearson/EDA, Right/Manpower
Non-profitsWorld Economic Forum, The Conference Board, SHRM, Bertelsmann Stiftung, Graduate Management Admission Council
Business schoolsDuke Corporate Ed, Ashridge B-school,Executive recruitersHeidrick & Struggles, Korn/Ferry, Egon Zehnder, QS
Management consultantsMcKinsey, 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
ProblemsContext Strategy
- Thinking critically/systematically- Understanding competitive context- Identifying/Pursuing opportunities
InfluenceFundingOrganization
- Cultivating social capital- Securing financial capital- Recruiting/Organizing human capital
ProductsCustomersPartners
- Designing innovative offerings- Identifying/Reaching customers- Managing partner ecosystems
CompetitorsAnalyticsChange
- Out-maneuvering the competition- Making sense of information- Managing innovation and disruption
JudgementCharacterResponsibility
- Acclimating to ambiguity- Working with integrity- Balancing interests
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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
InfluenceSocial learning tools open up new methods of assessment based on peer influence and social capital.
EngagementDetailed and robust analytics monitor usage, participation, and intensity of engagement.
UnderstandingCarefully designed quizzes, social assessments, and action learning challenges give a full picture of expertise and improvement.
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CURRENT FIELD MANUALS
Our first Field Manuals focus on leadership challenges around Problems Solving........
Nomadic Learning Limited © 2013
FLEXIBLE DELIVERY OPTIONS
Blended LearningIntegrated “teacher’s editions” and a range of services help clients integrate Field Manuals with existing classroom-based or on-the-job learning.
Web AppsImmediate access through Nomadic’s web app on any device with a browser (Including IE8 or newer, Chrome, Safari and Android native browser).
Native Mobile AppsAlso available as native apps for iPhone, iPad, Android and Windows Mobile for mobile learning offline.
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EFFORTLESS INTEGRATION
TechnologyReadily integrated with Learning Management Systems and enterprise social networks; Jive & Yammer.
LearningField 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 FORWARD THINKING 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.