KEY POINTS

How do we keep track of change?

We have seen that those who are thriving are those who have been brave enough to change and try something new

Now more than ever we see that corporate academies focus on two kind of skills: perishable and durable skills

It's important to understand the new life-cycle of skills

According to our research there are 7 transversal competencies which are going to be crucial in this changing world

KEY POINTS

With the pandemic we learned that we could shorten the training

With online trainings we could also record sessions

Lower level of learners engagament

In 2021 we tried to make online training as close as possible to in person training

We realised that what was critical was the duration and space between the modules

Instead of using breakout rooms hybrid solutions

KEY POINTS

We are in the attention economy

We need to consider that we are competing for people's attention

We have an advantage: we can be honest and we need to be honest

We need to learn how to deal with the white screen

KEY POINTS

We developed the GLM120 program

We focused on top leaders and identified what capabilities we need our leaders to develop

Virtual learning is not enough

Prioritize skill building as a way of upskilling and re-skilling the organization

Develop a learning culture based around these learning trends

KEY POINTS

In 2020 we started the internal coaching pool

Coaching helps building meta-competencies

The whole process is self-organized

We learned that coaching works also virtually