Home care improvement

The organization provides care and a sheltered environment, mainly for elderly people with physical limitations. To enable these clients to live as independently as possible in their own homes, they provide housework support, home care and various forms of specialized home nursing and treatment. They also provide services for rehabilitation cases. The organization has many different residential locations in which clients receive intensive care and guidance in sheltered surroundings.

Transforming the L&D Business Model

This is one of the world’s largest dairy companies with over €12 billion in annual revenue. It produces and sells consumer products such as dairy-based beverages, infant nutrition, cheese and desserts in many European countries, in Asia and in Africa via its own subsidiaries. Dairy products are also exported worldwide to over 100 countries. The company has branch offices in 32 countries and employs over 20,000 people. 

Before 2015, L&D within this company was decentralized. Some of its 32 global locations had their own learning advisors. Most of the L&D budget and time was spent on maintaining the LMS and developing a small group of high potentials in the organization. There was no over-arching L&D strategy that informed the work of the various dispersed groups within the company.

Increasing Sales Performance and Retention

This is a leading global pharmaceutical company specializing in dermatology and critical care. With employees in 61 countries and products sold in more than 100 countries. The company has a vision of becoming the world’s leading specialty pharma company within its focus areas and is expanding into new regions and markets bringing competitive drugs and therapies to patients with unmet medical needs.

In 2015 this company defined a new sales strategy to respond to an increasingly competitive marketplace with many big new players coming into their sector. They needed to differentiate the company from the competition to maintain and increase business volumes. 

Performance Improvement in Healthcare Systems

This case describes how an innovative 70:20:10 design of a learning and performance landscape has made it possible to allow a significant part of the preparation and support of professionals to occur in a cost-effective way in practice (workplace learning). The purpose of this practice is to support 2880 care professionals in PAM (Patient Administration – part of SAP implementation), within the business unit Surgery 753 care professionals.

High Performance for 2020 and Beyond: Strategies and Technologies That Work

High Performance for 2020 and Beyond: Strategies and Technologies That Work Leveraging Intellectual Capital to Quantify Organizational Performance   Authors: Charles Jennings and Bob Danna In yesterday’s knowledge economy, codified knowledge harbored by individual employees was considered the key value creator. However, this model is being rapidly replaced by today’s more powerful era of the expert. The era of the…

Experiences that Develop

Experiences that Develop   Authors: Charles Jennings and Joachim Nisgaard This paper provides an insight into the way leaders and managers learn and develop in a leading-edge, global company. It examines the importance of learning through experience, and the types of experiences that have the most lasting impact. A leading European energy company undertook the…

The Knowledge and Learning Transfer Problem

During a meeting at Cambridge University around 30 years ago I was thoroughly chastised by a Cambridge academic. I’d used the phrase ‘learning delivery’ when describing computer-supported collaborative learning (CSCL) approaches. CSCL was one of the hot pedagogical approaches of the day – when network-based learning was in its relative infancy. “Charles, my dear fellow”,…

Making Learning Work

This seems an almost natural process. We learn first and then we work. A huge global industry has built up around this approach. But we are coming to the realisation that in the context of organisational learning and learning organisations this is not the only, or necessarily the best, way to create high performing people…