• Re-thinking onboarding

    Watch the customer video with Novo Nordisk: "From HR-Driven to People-Driven"

    How 360 assessment feedback kicks off a personalized development journey

    Watch the customer video with ISS Facility Services about supporting a leadership program with a global target audience of 10.000 leaders

    Use Triggerz to visualize how L&D should look 2 years from now

    Watch the videos with customer examples from Envisionings on how Learning & Development should look in 2020

    “We now have transparent KPI data across the organization – how can we fully activate these insights?”

    Watch the video with Roald Steen Jakobsen, GSVP in Vestas Wind Systems in the past 13 years, sharing learning's from analyzing 3.000 leaders

  • Re-thinking onboarding

    while reducing classroom days to 25%

    Novo Nordisk: "From HR-Driven to People-Driven"

    Malene Lykke Olsen, Instructional Designer,

    The “New manager program” from last year lived up to all success criteria. Still, concerns were raised about the effectiveness of the program:

    • Did the many days in classroom – away from the team – really create the best possible start for a new manager?
    • Were the needs of “new managers” similar enough to be addressed by the same program?
    • Was the program cost-effective?

    Analyzing the true needs revealed that they were in fact extremely different. Just looking at two characteristics – “new to company” and “new as people leader” – created two fundamentally different set of needs with literally no overlap.

     

    Rethinking the approach, and bringing Triggerz into the solution, led to a completely new approach based on the following concepts:

    • Segmenting on 4 key characteristics, the new managers are assigned to one out of 16 programs, matching their individual needs for the first phase
    • A few days after the start, the programs are fine-tuned in a conversation with the individual's direct manager and HR-partner, and a network of support persons is established
    • The “control and check-up” culture is replaced by a culture of trust and support: The new managers are in charge – with people around them, available to help them succeed
    • The solution is phased, so development focus is gradually broadened from “short-term survival” to general competence development

    Based on four segmentation questions the participants are assigned into one of sixteen basic programs – and that’s only where the personalization begins.

    Interested in learning more about Triggerz?
    Request a demo/case study here

  • How 360 assessment feedback kicks off a personalized development journey

    instead of ending as another report on the shelf...

    ISS: Making learning Journeys individual

    Jane Henaughan, Director of Learning and Development, ISS UK

    The customer used 20 different suppliers across the globe for 360 assessment tools. They all had a few things in common:

    • Their deliverables were a report and a development conversation
    • Reports most often ended up on a shelf somewhere – with no follow-up
    • No data insights were harvested across the group

    The customer wanted to integrate a 360 assessment tool into a new global leadership development program, targeting a total of potentially 20.000 leaders, and Triggerz was invited to propose a new solution. The collaboration led to a few key innovations:

    • Building a workflow that automated the full process from the first invite to the coach feedback session
    • Making the 360 assessment report and feedback session the beginning of a learning journey – where the choices of the 360 participants trigger personalized learning and inspiration
    • Automatically collect and share benchmarking data across different segments from around the world

    The 360 participant gets detailed personal feedback, and development priorities are automatically turned into personalized recommendations.

    Interested in learning more about Triggerz?
    Request a demo/case study here

  • Use Triggerz to visualize how L&D should look 2 years from now

    focus on the vision – avoid getting blinded by IT barriers

    Examples from 2020 Envisioning:

    Part 1: "Jack"

    Examples from 2020 Envisioning:

    Part 2: "Angelica"

    Examples from 2020 Envisioning:

    Part 3: "Nicolaj"

    The global corporation had many great ideas for innovating L&D, but was stuck in IT barriers:

    • Experimentation in existing IT platforms was impossible as development projects were slow and very expensive

    • Uncertainty about long term IT architecture led to “development paralysis” (“We cannot accept new solutions before our future architecture is decided”)

    Instead of regarding Triggerz as an IT solution platform, it was used as a super-fast prototyping tool:

    • Creating a needs-based vision on how the future solutions could look, with a focus on end-user attractiveness

    • Ignoring any IT considerations in the envisioning phase to keep everyone focused on visualizing the most value-creating ideas

    • Once the vision, direction and needs were clear, it was much easier to decide on a suitable IT architecture

    Triggerz can also be used as a fast prototyping tool that, supplemented with other media, can help share visions in broader groups of stakeholders

    Interested in learning more about Triggerz?
    Request a demo/case study here

  • “We now have transparent KPI data across the organization – how can we fully activate these insights?”

    CEO quote

    "Let people take responsibility"

    Roald Steen Jakobsen, GSVP in Vestas Wind Systems in past 13 years sharing learning's from analyzing 3.000 leaders

    The KPI data are of course crucial for meaningful business review discussions – but maybe the data can be used even more actively?

    • Many managers are better at explaining why negative results occurred than they are at acting on them

    • Although benchmark data are available, few managers uses them actively

    The question from the CEO led to a realization that the Triggerz infrastructure and recommendation engine could be utilized to trigger automated, KPI based recommendations:

    • Configuring the unique KPI structure into Triggerz
    • Importing KPI data  into Triggerz (in first phase via Excel spreadsheets)
    • Deviations compared to pre-defined benchmarks trigger notifications to the responsible management teams, including ideas and inspiration for specific actions. 

    Example of high-level overview of KPI based results. The end user can dive into the details of any KPI’s – or go directly to one of the recommended learning objects.

    Interested in learning more about Triggerz?
    Request a demo/case study here