A Conversation with APAC L&D Professionals: How NETS and Jardine Matheson are Leading with Learning

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href="https://www.linkedin.com/in/shuxianli" target="_blank" class="t-14 t-bold"><span class="screen-reader">Authored by</span>Shuxian Li</a> <p class="t-14">Privacy Product Marketing @ Google | ex-Meta | ex-LinkedIn</p> <p class="t-14 t-black--light" data-published-date="2020-8-21"> August 21, 2020 </p> </div> </div>  </div> <div class="social-share"> <ul class="social-share__list share-list" title="Share via" data-share-list> <li class="share-list__item share-item"> <a href="#" class="share-item__link medium-round-muted-tertiary-button" role="button" data-tracking-control-name="_linkedin_share" data-share-type="linkedin" aria-label="Share on LinkedIn, New window will open"> <li-icon class="share-item__icon" type="linkedin-icon"></li-icon> </a> </li> <li class="share-list__item share-item"> <a href="#" class="share-item__link medium-round-muted-tertiary-button" role="button" data-tracking-control-name="_facebook_share" data-share-type="facebook" aria-label="Share on Facebook, New window will open"> <li-icon class="share-item__icon" type="facebook-icon"></li-icon> </a> </li> <li class="share-list__item share-item"> <a href="#" class="share-item__link medium-round-muted-tertiary-button" role="button" data-tracking-control-name="_twitter_share" data-share-type="twitter" aria-label="Share on Twitter, New window will open"> <li-icon class="share-item__icon" type="twitter-icon"></li-icon> </a> </li> </ul> </div> </div> </div> </div> <div id class="component component-standaloneImage" data-component-type="standaloneImage"> <div class="standalone-image-component standalone-image-component--article-width"> <figure> <img class="standalone-image-component__image" sizes="(max-width: 480px) 480px, (max-width: 767px) 767px, (max-width: 1024px) 1024px, 1920px" data-delayed-url="https://media.licdn.com/dms/image/v2/C4D08AQFvDZJHH8G5xA/croft-frontend-shrinkToFit1024/croft-frontend-shrinkToFit1024/0/1598052072393?e=2147483647&v=beta&t=_mB00HTzB37DTZ0nS_J9CsNahKTxeaQGmUe0Eme4aRo" alt="woman in library looking at laptop">  </figure> </div> </div> <div id class="component component-richText" data-component-type="richText"> <div class="rich-text global-paragraph-style--reader"> <p>The COVID-19 situation has mandated that organisations rethink and recalibrate the way they approach learning and development (L&D), but how are organisations responding? </p> <p>On 29 July 2020, <a rel="" href="https://www.linkedin.com/in/jasonlaufer/?trk=lilblog-business" target="_blank">Jason Laufer</a>, Senior Director of LinkedIn Learning & Glint in APAC, hosted a live webcast with <a rel="" href="https://www.linkedin.com/in/terychua/?trk=lilblog-business" target="_blank">Tery Chua</a>, Vice President of Group Human Capital Management and Principal of NETS Academy, and <a rel="" href="https://www.linkedin.com/in/handi-kurniawan-60748914/?trk=lilblog-business" target="_blank">Handi Kurniawan</a>, Group Head of Leadership & Academies Learning - Group HR, Jardine Matheson to talk about their experiences and reflect on key findings from the LinkedIn Learning report,<a rel="" href="https://learning.linkedin.com/resources/leading-with-learning?trk=lilblog-business" target="_blank"> Leading with Learning: Insights and Advice About the New State of L&D</a>. Here are some highlights from their hour-long conversation.</p> <p><strong>Jason: We’ve recently identified</strong><a rel="" href="https://learning.linkedin.com/content/dam/me/learning/resources/pdfs/Leading_with_Learning_State-of-L&D_Infographic_Final.pdf?trk=lilblog-business" target="_blank"><strong> five ways in which L&D has changed since COVID-19</strong></a><strong>. Have you seen these take place in your organisation? </strong></p> <p><strong>Handi:</strong> Definitely. The LinkedIn Learning research uncovered an overall 130% increase in time spent learning by enterprise learners but, at Jardine Matheson,<strong> we recorded a 180% increase in learning hours over a period of six to seven months compared to last year</strong>. In our case, as we are headquartered in Hong Kong, where there has been social unrest since late 2019, we started by shifting from instructor-led training to blended learning. In a way, this helped us and our learners prepare to go fully online when COVID-19 happened.</p> <p><strong>Tery</strong>: For us at NETS, COVID-19 accelerated our planned roll-out of <a rel="" href="http://learning.linkedin.com?trk=lilblog-business" target="_blank">LinkedIn Learning</a>. With instructor-led learning no longer an option and a management directive that learning must continue, we fast-tracked our deployment and introduced <a rel="" href="http://learning.linkedin.com?trk=lilblog-business" target="_blank">LinkedIn Learning</a> in May. <strong>Within a week, we had 98% activation rate and, in the two months since, our people have been averaging 10 hours of learning each</strong>. Understanding that remote working is new to many of them, we have seen learners engaging with related content on <a rel="" href="http://learning.linkedin.com?trk=lilblog-business" target="_blank">LinkedIn Learning</a> so I would agree with the research finding that employees are turning to learning to help them adapt to the new normal.</p> <p><strong>Jason: Both of you seem to have achieved considerable success in pivoting your L&D programmes. Were there any challenges along the way? </strong></p> <p><strong>Handi:</strong> I’m sure everyone agrees that the situation itself is challenging! Specifically, we faced three main challenges. The first was the budget. Securing the budget wasn’t the issue as we have strong management support; it was ensuring that we were allocating the budget strategically and purposefully to deliver on our objectives. We also spent time considering learning delivery, particularly around how we could design an engaging learner experience that is on par with in-person learning. This is, in part, related to our third key challenge, which was getting learner buy-in. There’s an extent of change management involved here, as we didn’t want to assume that every employee was comfortable transitioning to the online learning space. </p> <p><strong>Tery:</strong> Our main concern was that a previous attempt at online learning wasn’t successful. At that time, traction among employees was low at under 10%. Also, the COVID-19 situation meant that we had to cancel our plans for a big <a rel="" href="http://learning.linkedin.com?trk=lilblog-business" target="_blank">LinkedIn Learning</a> launch party, which we had hoped would create buzz and excitement among our people. We had to settle mainly for email communications. Still, I think we were able to surmount these challenges by learning from our experience and being creative with our online learning strategy. </p> <p><strong>Jason: Let’s talk about that. What were your approaches to achieving success?</strong></p> <p><strong>Tery</strong>: Our main objective, at this early stage, is to nurture the habit of online learning in our people by making it fun and self-directed. We chose not to dictate what our people had to learn and gave them free rein to explore the buffet of content that LinkedIn Learning offers. There were several supporting elements too:</p> <ul> <li><strong>Learning champions:</strong> A handful of people managers were given early access to LinkedIn Learning to familiarise themselves with the platform so that they could become effective advocates.</li> <li><strong>Gamification</strong>: We conceptualised a six-month LinkedIn Learning Challenge where teams that clock the most learning hours each month and at the end of six months are rewarded with attractive prizes.</li> <li><strong>Social learning:</strong> We encourage our people to learn in small groups (this is a participating requirement for the LinkedIn Learning Challenge) to tap on peer motivation and sharing.</li> </ul> <p><strong>Handi:</strong> In our case, from a tactical perspective, we focus mainly on:</p> <ul> <li><strong>Communication:</strong> As Jardine Matheson is a large and diverse business, it’s essential that our team, at the Group level, is communicating closely with our L&D counterparts in each business.</li> <li><strong>Nudge marketing</strong>: This is our always-on marketing approach, where we run ‘nudge campaigns’ to encourage our people to continue learning throughout the year.</li> <li><strong>Leaderboard:</strong> We use gamification strategies like leaderboard ranking to motivate our people to learn.</li> <li><strong>Analytics</strong>: We rely on rigorous, up-to-date and relevant data-driven insights to understand our employees’ learning behaviour, and this helps guide and refine our plans on an ongoing basis.</li> </ul> <p><strong>Jason: Looking to the future, do you think online learning has a place in “the new state of L&D”?</strong></p> <p><strong>Handi:</strong> Given that no one knows when the COVID-19 situation will blow over, online learning has become the norm in the absence of other options. However, when we do get to the point where it’s safe to resume in-person or instructor-led training, I believe that online learning will need to earn its place. If L&D teams can ensure the quality of the online learning experience, and if learners can come to trust that they are investing their time in return for beneficial outcomes, then online learning certainly deserves a spot in the new state of L&D.</p> <p><strong>Tery:</strong> Building on what Handi has just said, assuming that we have that quality and trust in place, we expect online learning to be the primary delivery mode moving forward. We plan to deploy <a rel="" href="https://learning.linkedin.com/blog/learning-thought-leadership/5-tips-for-transitioning-in-person-training-to--blended-online-l?trk=lilblog-business" target="_blank">blended learning</a> selectively. For certain programmes, like career development and leadership training, we do see how a facilitated discussion, for example, can add value to the online learning component.</p> <p>As we gradually return to the office, I also see an opportunity to more deeply embed online learning into our daily routines, like on the commute to work. Also, with more digital natives entering the workforce, a mobile-optimised learning solution like <a rel="" href="http://learning.linkedin.com?trk=lilblog-business" target="_blank">LinkedIn Learning</a> is a natural fit. I’m optimistic that online learning will feature strongly in the new state of L&D for many organisations. </p> <p><strong>Watch the full webcast</strong> <a rel="" href="https://learning.linkedin.com/en-us/webinars/20/07/live-webcast-leading-with-learning?trk=lilblog-business" target="_blank"><strong>here</strong></a><strong>.</strong></p> </div> </div> <div id class="component component-banner" data-component-type="banner"> <div class="banner banner--v3 banner--article-width banner--light-colored-background banner--left banner-height-desktop--default banner-height-tablet--default banner-height-mobile--default" data-banner> <div class="banner__image-container " aria-hidden="true"> <img class="banner__image image-pin--middle-center" alt srcset="https://media.licdn.com/dms/image/v2/C4D08AQEnHgNQ2H3r0g/croft-frontend-shrinkToFit480/croft-frontend-shrinkToFit480/0/1597359319359?e=2147483647&v=beta&t=un5Fhex4LnEbC3d0o5G4aYOYFmxWfmSvHQWZS9Z4ZYU 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