Watch now to learn how to:

• Design immersive virtual spaces
• Drive meaningful participation
• Use facilitation tools that work at scale

Want more? Join the Ludic Insights community to continue the conversation, access bonus materials, connect with peers, and stay updated on upcoming sessions.

Want more? Join the Ludic Insights community to continue the conversation, access bonus materials, connect with peers, and stay updated on upcoming sessions.

Hybrid events—seamlessly blending in-person and virtual participation—are now the dominant format for corporate and healthcare meetings, maximizing reach and engagement.

Key Data:

• 88.1% of organizations hosted virtual events in 2023, with 28.4% hosting over 10.
• More than 75% of meetings in 2024 will incorporate in-person elements, but hybrid remains essential.
• Regional insights: Hybrid adoption is highest in APAC (~29% of events) compared to North America (~18–20%).

Why It Matters:

• Extends audience accessibility and inclusivity.
• Ensures continuity amid travel restrictions or disruptions.
• Increases attendee engagement through digital integration.

Clelia shares her journey from advertising to SaaS and explains how customer success goes beyond traditional support by aligning digital solutions with client goals to drive long-term value. She explores how customer success teams can thrive in today’s digital landscape and why customer success is more important than ever.

Clelia shares lessons on scaling teams, strategic planning, and leadership, highlighting how digital tools are reshaping customer success by helping teams proactively meet client needs and optimize adoption.

Packed with actionable insights, this episode is a must-listen for anyone looking to elevate their customer success strategy and thrive in a digital-first world.
Don’t miss Clelia’s expert advice on succeeding in customer success.

Show Links:
Clelia Lancelot, LinkedIn - https://www.linkedin.com/in/clelialancelot/
Atlassian - https://www.atlassian.com

About the Digital Humans Podcast Series

An exploration of the role of humans in an increasingly digital world, the Digital Humans Podcast brings experts together to discuss technology, learning, change management, and more.

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Hosted by Georg Seiler and Jessie Tung (Directors, Ludic Group), this monthly podcast offers insightful conversations on navigating the digital landscape.

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The Digital Humans Podcast is presented by SmartLab - The Digital Experience Platform for events, learning, and change management.

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Digital Humans is inspired by the bestselling book of the same name by Paul Ashcroft and Garrick Jones (Co-Founders & Partners, The Ludic Group).

About Digital Humans: Thriving in an Online World

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Digital Humans - Thriving in an Online World by Paul Ashcroft and Garrick Jones (Directors and Partners, Ludic Group) is a dynamic guide to transforming organizations into agile, human-centric digital enterprises. Drawing from diverse disciplines like complexity theory and anthropology, the authors offer practical insights and illuminating case studies to navigate the complexities of the digital landscape. This engaging blueprint is essential reading for executives and business leaders seeking to harness the power of digital transformation while keeping humanity at the forefront.

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Get your copy of Digital Humans: Thriving in an Online World on Amazon
The Digital Humans Podcast is a Ludic Group podcast and presented by Smartlab
Follow Ludic Group on LinkedIn and Instagram
Follow SmartLab on LinkedIn and Instagram
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The Digital Humans Podcast is executive produced by Melanie Price, John McGinty, and Jessica Wickham edited by Danny Cross, with artwork by Alex Matthews and scribed images by Ludic Creatives. The podcast is bought to you by SmartLab.

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Phase 1 - EXPLORE

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Objective

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The EXPLORE phase provides a comprehensive diagnosis of the organization's current functions while identifying cutting-edge, best-in-class alternatives for improvement. By leveraging the latest AI tools and Ludic's SmartLab platform, this phase delivers a deep understanding of both internal processes and external benchmarks, setting the foundation for transformation.

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Key Activities

1. Organizational Diagnosis
   • Utilization of AI-driven analytics to conduct a deep dive into all key organizational functions. This may include finance, HR, operations, customer service, supply chain, and more.
   • SmartLab is used to gather, analyze, and visualize data from different organizational sources, enhancing transparency and collaboration.
   • Assessment of data flows, communication structures, decision-making patterns, and technology adoption levels.
2. Research of Best-in-Class Alternatives
   • AI tools and SmartLab capabilities are employed to research and identify industry benchmarks and best-in-class processes that can be adopted or adapted by the organization.
   • SmartLab fosters real-time collaboration between stakeholders, enabling them to collectively explore innovative solutions that align with the organization’s vision and goals.
3. Engagement with Functional and Content Experts
   • Collaborate with both internal and external subject matter experts using the SmartLab platform for interactive sessions and workshops.
   • SmartLab provides a dynamic space where experts can visualize data, share insights, and contribute to shaping recommendations in a seamless and collaborative environment.

Why This Supports Global and Diverse Organizational Practices

• The EXPLORE phase reflects modern global practices by embracing diverse perspectives through collaboration and inclusion of global best practices.
• The integration of digital tools like AI and SmartLab allows organizations to access global data sets, ensuring that transformations are reflective of current worldwide trends and innovations.
• The use of functional and content experts mirrors the global shift towards cross-functional, diverse teams, which are increasingly critical in a digitally connected world.

Outcomes

• A comprehensive understanding of the organization’s current state and its pain points.
• Identification of gaps and opportunities for improvement.
• A clear roadmap of potential best-in-class alternatives that can be implemented in future phases, supported by the collaborative insights generated through SmartLab.

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Phase 2 - EXPERIMENT

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Objective

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The EXPERIMENT phase focuses on using scenario methods, AI tools, and the SmartLab platform to test innovative ideas and create rapid prototypes of potential solutions. It encourages the organization to experiment with different pathways in a controlled environment to determine the best course of action for the future.

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Key Activities

1. Scenario Methods
   • Development of multiple future scenarios based on insights from the EXPLORE phase.
   • Use of AI to model various "what if" situations, enabling a clear understanding of how different strategies might play out under various circumstances.
   • SmartLab allows teams to collaboratively build and test scenarios in real time, offering a space to simulate outcomes and refine ideas.
2. AI Tools for Testing Ideas
   • Utilize AI-powered simulations to test the feasibility and impact of potential solutions across different organizational functions.
   • SmartLab enhances this process by enabling real-time feedback and adjustment during simulations, making it easier for teams to iterate on their ideas.
3. Rapid Prototyping
   • Create rapid prototypes of potential solutions, which can be both technological and process-oriented, for immediate testing.
   • The SmartLab platform enables virtual prototyping, allowing teams to co-create and adjust prototypes collaboratively before physical implementation.
4. Constructive Feedback Approaches
   • Implement iterative feedback loops between stakeholders and functional experts via SmartLab to improve prototypes.
   • Engage in constructive, collaborative discussions aimed at refining and optimizing potential solutions using SmartLab’s interactive tools for feedback and brainstorming.

Why This Supports New Social Behaviors and Digital Working Practices

• The EXPERIMENT phase aligns with the rise of digital-first, collaborative work environments that are essential in today’s remote or hybrid working models.
• Scenario-based methods and rapid prototyping foster a learning-based organizational culture, which is crucial for millennial employees and organizations driven by curiosity.
• The use of AI tools and SmartLab’s real-time collaboration capabilities mimics the fast-paced, interconnected nature of global digital workplaces, allowing organizations to be agile and adaptive.

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Outcomes

• Tested and validated ideas for future implementations.
• A set of promising prototypes with real-world feasibility assessments.
• Insight into the risks and benefits of various strategic paths, with the added advantage of SmartLab’s real-time collaboration and feedback capabilities.

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Phase 3 - PRODUCE

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Objective

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The PRODUCE phase is where the transformation takes its final shape. This phase focuses on collaborative design and decision-making events to finalize the path forward. It also leverages Ludic Group’s SmartLab along with other state-of-the-art social networks and tools to ensure effective communication and engagement during the transformation process, leading to rapid implementation.

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Key Activities

1. Collaborative Design and Decision-Making Events
   • Host cross-functional workshops, brainstorming sessions, and design sprints using SmartLab to collaboratively make final decisions.
   • SmartLab offers a virtual environment for teams to co-create solutions in real-time, visualizing final decisions and ensuring alignment across the organization.
2. Engagement via Social Networks and Tools
   • Leverage AI-powered social networks and collaboration platforms (e.g., Slack, Microsoft Teams, Trello) to enable ongoing employee engagement and communication.
   • SmartLab acts as a centralized hub for decision-making, employee engagement, and real-time updates, ensuring all employees, regardless of location, are involved in the process.
3. Rapid Implementation
   • Once decisions are finalized, use AI tools and SmartLab to roll out the solutions quickly and efficiently.
   • Organizational dashboards and KPI trackers, integrated within SmartLab, are used to monitor the immediate impact of the transformations and ensure rapid problem-solving where necessary.
4. Continuous Employee Engagement
   • Foster ongoing engagement and collaboration among employees during and after the transformation process using SmartLab’s communication and feedback tools.
   • Encourage the use of feedback channels and AI-powered sentiment analysis to gauge employee satisfaction and adjust where needed.‍

‍Why This Supports Millennials, Curiosity, and Learning-Based Organizations

• The PRODUCE phase reflects the millennial workforce’s preference for collaboration, rapid iteration, and constant feedback, facilitated by SmartLab.
• The methodology encourages a learning-oriented culture, with continuous feedback and engagement, fostering curiosity and innovation within the workforce.
• The combination of AI tools and social networks ensures that all employees can participate in the transformation process, regardless of geography or hierarchy, in line with modern social and digital behaviors.

Outcomes

• Rapid and successful implementation of the best-tested solutions, supported by SmartLab’s collaborative infrastructure.
• High levels of employee engagement and buy-in for the new organizational structure or processes.
• Real-time tracking of performance improvements and the ability to quickly resolve any issues during implementation through SmartLab’s monitoring and reporting features.

Conclusion

The EXP methodology, enhanced with Ludic’s digital experience platform, SmartLab, is a holistic, AI-driven approach designed to guide organizations through transformative change. By incorporating global and diverse organizational practices, understanding the impact of the digital shift on social behaviors, and supporting millennials and curiosity-driven learning environments, The EXP ensures a seamless, innovative, and inclusive approach to organizational transformation. It combines the power of cutting-edge AI, collaborative digital platforms, and employee engagement to create agile, future-ready organizations.

1. The level and quality of information available
2. The number of potential options
3. The number of stakeholders who will influence, be involved in or be affected by the outcome

Quality of information

‍The large spread of variables within these three elements means that it is almost impossible for diverse groups and information points to make the optimal decision in a timely, efficient manner using traditional methods. Complexity can exist for decisions from the most operational, task-level questions and problems, through to the existential level of organizational ethos, values and purpose. It is important to consider all decision levels when designing and leading change.

Answering the right question

A good decision-making process optimizes a group’s ability to work information in a collaborative way, to make good, sustainable decisions. The process is flexible – allowing a group to explore, build, test and iterate in the appropriate way, at the appropriate time for their work. This ensures the group is not “answering the wrong question” and engages all stakeholders in the authoring of their outcomes. It is important that the group does not come to closure too soon – thereby cutting off unexplored options that may be useful.

Iterative process

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Successful decision-making is a creative process. Ludic’s design-led approach to decision-making is outcome-focused and iterative. It requires concepting, building, testing and iteration. The journey may not be linear – in fact it is often necessary to move backwards and forwards, as we learn more about the challenge in hand and the context in which the solution must fit.
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Consider the process of writing a song, for example. Until the tracks are laid down in the studio, the musicians, songwriters and lyricists often have different ideas, regardless of how they have struggled to communicate them to one another. But once the song begins to materialize digitally, the process becomes necessarily collective and the fields of visions collapse into the various takes, one of which will be packaged for distribution and consumption.
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This doesn’t necessarily mean that the artists are completely satisfied with the fidelity of the finished product to the original vision. Constraints of ability, budget, timelines and other factors will have modified the vision and the finished product may be quite different. This doesn’t imply that the first half of the process excludes collaboration, for quite the opposite is the case. Collaboration is a necessary component of every stage. So is independent work.

Contact us to discuss how Ludic’s digital tools and world-class decision-making events can help your organization collaborate more effectively and move forward in the right direction.

Apart from it’s not necessarily true.

Despite my pride as a coach and prejudices regarding IT I’ve found that the results and evaluation feedback for virtual is almost identical to that of high-quality fact to face coaching. For example, at the conclusion of a global transformation program that included 2000+ coaching hours we received 98% satisfaction scores, real world results, and comments that range from ‘very helpful’ to ‘life-changing’. Interestingly, there was not a single comment from 600 participants suggesting it would have been better face-to-face.

So, what accounts for the success?

It was always predicted that digital would change everything, but it has been an adolescent masquerading as a grown up. Now it’s come of age. There’s been a step-change: virtual platforms are more stable, bandwidths wider, software more capable, laptops more powerful, users more accomplished, solutions more evolved. Now with high-speed internet, great quality audio and a HD webcam, I’m sat in front of my 29” screen looking at a life size person, and we can share screens; we can even record the session and download it.

100% results, zero air miles

An even more compelling reason for success is that, economically, virtual (that’s coaching, training, conferences, you name it) is the Holy Grail. There are no travel costs, no time lost to travelling, no venue hire, no accommodation to provide, no catering, and a portal completely outsourcing the heavy lifting in the organization and admin of the programme.  This means that large organizations are investing in getting this right – they want it, it’s too compelling a proposition to by-pass.

Did I mention choice and flexibility?

Virtual removes time and distance, so it’s now possible for the same client to choose from a global faculty, and everything is done through a portal: They can read the bios, make a language or cultural fit, access the coaches calendar and book a session, message, share articles and resources, and more - it’s made it easy, it’s made it painless.

But what about the personal connection?

At the beginning, I doubted that something so intimate and personal as coaching could survive the technological transplant. Actually, it’s a testimony to the power of coaching that deep intimacy is possible even through headphones and a screen.  My fellow coaches report the same experience: insights still abound for clients, meaningful action still happens, tears still come when appropriate, obstacles and limiting beliefs just as readily identified, and people reach goals, large and small. The beating heart of coaching, the art of assisting others to realize their potential, is still in good shape. Happily, it seems, it can survive the journey through the ether. The question is, can coaching and training companies survive the digital transformation if they don’t adapt?

According to the Training Industry Report 2016, employees had to spend on average over 50 hours per year on training, 10 more than the year before. US businesses alone spent more than $70 billion annually on employee learning and development with an increasingly diverse range of deliver mechanisms. While this is potentially great news for learners, 41% of training hours were still delivered through instructors in classroom settings.

While employees are asked to know and learn more, the “forgetting curve” highlights that after one hour 50% and after 24 hours 70% of the material learned is forgotten. One week later it is even 90%.

Making time for training also is particularly and increasingly challenging for employees, who can typically only allocate 24 minutes per week (not necessary at a time) for training and development, a recent Deloitte study reveals. With classic e-learning courses easily taking 45+ minutes to complete, employees have to rush through it, learn in their spare time or on the commute. All of which does not speak to the attention and retention you want your employees to achieve.

Why micro learning?

Micro learning done properly can not only improve how much knowledge is retained but also change the way your employees approach training and development altogether.

Based on a concept called ‘chunking’ first published by George A. Miller in 1956, micro learning refers to providing learning content in short increments of a few minutes only, focusing on a specific topic or learning objective at a time.

Consider how we receive information in our daily lives. News alerts and rolling news, rotating billboards, snappy big letter advertising slogans, bold newspaper article summaries, social media posts, and 30-second TV ads. What all these have in common is that they feed us with what we can easily absorb and respond to in short, bite-size amounts of information.

Why approach learning and development differently? By breaking learning content down into smaller engaging pieces, retention of information improves by more than 20%, a 2015 study at Dresden University of Technology shows.

At Ludic we know that providing the right framework tailored to people’s work and life syle and tools for next generation learning elevates success rates as well as participation and creates lasting knowledge engagement in the process.

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With the challenge to compress content into only a few minutes of focused learning also come great opportunities. Content needs to be precise, easy to understand, to the point and engaging. There is no room for seemingly endless video scenarios or lengthy blocks of text to read and scroll through. Cut to the chase, make it visual, make it memorable.

Personalization

Per Ludic’s “Reimagining the workplace of the Future” Report, almost a third of employees still perceive their training as impersonal and struggle to relate it to their work. One in 10 doesn’t even get training at all.

Micro learning can be a great tool to not only make available but deliver personalized learning that is tailored to individuals’ roles and needs to everyone in an organization.

Non-linear

One of the great advantages of micro learning is that people can access as much as they need and when they need it. Blending scheduled and self-directed learning allows organizations to nudge employees on what they should know while at the same time allowing them to tab into subject matter content at the point of need, which is when it is most relevant to them. Unlike bookmarks in complex learning management courses, micro learning content can be more easily collated and organized by people to revisit focused insights at any time.

Storytelling

Creating an overarching experience and taking people through a learning journey becomes even more important when delivering training and development content in small doses. We find information easier to understand and process when communicated as a “story”, as we learn better from specific examples than from abstract information. Furthermore, taken through a narrative that we can relate to or, even better, participate in, we more deeply connect with its content and context.

Gamification

Learning in general doesn’t have to be a one-way stream where learners only absorb and hope for a good score in the quiz at the end. Learning and retention of knowledge is much more effective and engaging when content is brought to life in fun and interactive ways. Allowing people to immerse themselves in focused exercises and activities, award small wins as they learn and provide instant feedback on progress and skills gained are incredibly powerful mechanisms primed for micro learning.

Multi-media, multi-channel, multi-cultural

Focused learning activities need to and easily can go beyond a series of videos and quizzes. Videos can be interactive, Excel charts can be infographics, presentations can be motion scribing, quizzes can be short scenario based simulation games. There are many ways for turning even small learning increments into engaging experiences that stick.

Likewise, there are many ways to bring learning to employees rather than asking them to go to one of the many learning silos in organizations, learning management systems or Sharepoint directories. In its bitesize format micro learning content can easily be delivered to people via the channels and devices they use in their daily (work) life.

And of course learning does not have to be an individual or isolated activity. Participating in short learning games and mini coaching or mentoring sessions with others enables people to tab into knowledge and experiences from co-workers anywhere in the organization.

In Summary, providing successful micro learning does not mean to simply cut existing content into smaller pieces and hope for the best. The goal needs to be to train and entertain simultaneously, providing small chunks of personalized learning that people want to do. It requires planning and consideration of content, context as well as the needs and habits of the learners.

Enriched with blended next generation learning, visualization and engagement techniques micro learning is a powerful tool to vastly improve people’s working and learning lives.

Contact us to find out more about how your organization can deploy and benefit from micro learning.

References:

https://trainingmag.com | https://www.learningsolutionsmag.com | https://blogs-images.forbes.com | https://journals.sagepub.com

In today’s fast-paced work environment, the pursuit of knowledge is not just a luxury but a necessity for maintaining competitiveness. However, embedding a culture of learning within the fabric of daily work routines presents a formidable challenge.

Coined by Josh Bersin (2018), the concept of learning in the flow of work emerged in response to the perennial struggle of finding time for learning amidst pressing job responsibilities. Bersin’s research underscores a stark reality—the average employee has a mere 24 minutes per week to dedicate to learning endeavors. Hence, the imperative to seamlessly integrate learning into the very fabric of work routines becomes not merely a choice but a strategic imperative.

In this white paper, we delve into the intersection of curiosity and technology as catalysts for driving learning in the flow of work. By embracing this transformative approach to learning delivery, individuals and organizations alike can unlock this powerful source of value in today’s ever-evolving marketplace.

Imagine a situation where a laboratory technician is engaged in their usual experiments. They might be donning a VR headset or, more likely, augmented spectacles. Whatever the device, it is intelligent, aware of the process, and capable of flowing useful information, process videos, and research that may assist or richly augment the process for the technician.

Imagine a sandwich shop where up-to-the-second predictive information is presented about what sandwiches to prepare, augmented with videos of how to prepare and present. New recipes can be instantly implemented. New skills can be offered for immediate learning—from management accounting, working with customers, leading teams, and managing a shop.

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As employees encounter challenges and new information, they are learning by doing. This seamless integration of learning into the flow of work optimizes the learning process, allowing individuals to cycle through inquiry, learning, and reinforcement in a dynamic work environment.

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The technology required for this idea has been accelerated by the advent of AI (artificial intelligence) apps. Not only is now much easier for information systems to process data from external expert sources, but AI is also able to provide contextually relevant information based on being able to identify context and where a person might be in a process. This information may be both broad and specific.

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To enable the shift to learning in the flow of work, Learning and Development (L&D) professionals are compelled to rethink traditional learning methodologies, shifting from compartmentalized modules to fostering a pervasive culture of curiosity. Yet, achieving this cultural transformation necessitates more than just altering ways of working across organizational tiers; it demands a technological infrastructure and app ecosystem to support it.

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Despite the initial challenges inherent in this shift, the rewards for both individuals and organizations are substantial. For individuals, learning in the flow of work increases “employability and career resilience.” Meanwhile, for organizations, learning in the flow of work “[increases] their ability to respond to rapid changes and compete in the market” (Tupper, et. al., 2023).

A dominant mindset can typically be defined as a habitual or characteristic mental attitude that determines how to interpret and respond to situations. Crucially, within an organization, this mindset needs to have a clear “owner” – just as the business strategy, sales targets and financial indicators do.

The challenge for any organization is first to identify its dominant mindset, understand the factors that created it and then make a deliberate decision to shift it. The next step is to take control of the dominant narratives in the business, reinforcing positive habits and behaviors, and presenting a powerful alternative to preconceived ideas.

In times of difficulty, when the workforce feels apathy and negativity, identifying and changing the dominant mindset can actually improve business performance and rebuild trust and credibility. But if someone doesn’t “own” or take responsibility for driving the mindset of the organization, it will simply drift, potentially undermining efforts to succeed.

The narrative and stories that are told within an organization’s culture can be the difference between those that are highly motivated and agile, and those that are not. Organizations that have been through tough times need to work harder to shift the dominant mindset and create new stories – establishing a reinvigorated set of narratives that are compelling and motivating.

At Ludic, we have found the most effective methods and toolsets are those that use the opportunities created by the digital realm and acknowledge the power of working new ideas from the bottom up, as well as the top down. Those that work best are ideas that possess “generative” qualities.

We have identified four primary factors you can influence that will most affect the mindset of your business and how quickly you can shift it–

Contact us to find out more about how Ludic’s unique and proven methods, tools and services can help you take control of the dominant mindset of your organization, creating powerful new narratives to engage your workforce  – and guide your business’s future.

As staunch advocates of bringing play into the workplace, we have found that the gamification of learning materials can be an incredibly powerful way of engaging people and providing them with more rewarding and effective learning experiences.

Your organization’s people may well have “grown up with gaming” and be predisposed to the idea of games in the workplace. Even if that’s not the case, they are likely to be experiencing – and embracing – the gamification of their everyday lives on an unprecedented scale, whether it be striving for a goal on a fitness app or earning frequent flyer rewards.

The simple fact is that people like games and are increasingly open to engaging with them outside the traditional realms. This opens up great opportunities for organizations to tap into that playfulness, self-motivation and willingness to engage in new and exciting ways.

Whether they be virtual (online games) or physical (card or board games), the most successful learning experiences are those that not only borrow the language of gaming but also draw heavily on the mechanics of gaming. This includes, for example, awarding points for activities, providing instant and constructive feedback, opportunities for “leveling up” and mastery, scaffolded learning with progressively more challenging tasks, and creating leaderboards. This approach both allows learners to drive their own experiences and encourages experimental learning.

Carefully designed around defined learning objectives, online games can use state-of-the-art immersive graphics and storytelling to create compelling, fun, interactive content that ensures learning material is easy to understand, applied and retained.

This approach to learning can have a great positive impact at the level of the individual. It allows users to take control of their learning. Rather than being an abstract experience, it is contextualized and goal-oriented, which can give users a greater appreciation of the impacts of their decisions. There’s also the sense of professional satisfaction that comes from successfully completing levels and tasks or earning “rewards”, and the chance to build new relationships through the game.

Clearly, gamification can offer rich opportunities for collaborative problem solving, breathing new life into teams. The social element of gaming – the way in which people share experiences, build bonds and compete through games – can reinforce new behaviors and help take teams to the next level.

Find out more about how Ludic is harnessing the power of gaming to create world-class experiences that inject play back into the workplace and can help your organization engage its learners in the most rewarding and effective way.

Join us as Teresa shares her insights on the transformative journey at Rolls-Royce, shedding light on the organization’s unique approaches to digital transformation and the concept of superpowers within a corporate setting. Teresa offers a glimpse into the challenges faced in the corporate world today and provides practical solutions to navigate these hurdles.

Teresa’s enthusiasm for digital transformation shines through as she explores the evolving nature of transformation in the hybrid and digital workplace in the post-COVID era, and she reveals what excites her about digital transformation right now.

Don’t miss this engaging and informative conversation filled with practical advice and expert perspectives on thriving in a digitally transformed world.

Show Links:
Teresa Macchia, LinkedIn - https://www.linkedin.com/in/teresamacchia/
Rolls-Royce, LinkedIn - https://www.linkedin.com/company/rolls-royce/
Rolls-Royce, Website - https://www.rolls-royce.com

About the Digital Humans Podcast Series
An exploration of the role of humans in an increasingly digital world, the Digital Humans Podcast brings experts together to discuss technology, learning, change management, and more.

Hosted by Georg Seiler and Jessie Tung (Directors, Ludic Group), this monthly podcast offers insightful conversations on navigating the digital landscape.

The Digital Humans Podcast is presented by SmartLab - The Digital Experience Platform for events, learning, and change management.

Digital Humans is inspired by the bestselling book of the same name by Paul Ashcroft and Garrick Jones (Co-Founders & Partners, The Ludic Group).

About Digital Humans: Thriving in an Online World Book
‘Digital Humans - Thriving in an Online World’ by Paul Ashcroft and Garrick Jones (Directors and Partners, Ludic Group) is a dynamic guide to transforming organizations into agile, human-centric digital enterprises. Drawing from diverse disciplines like complexity theory and anthropology, the authors offer practical insights and illuminating case studies to navigate the complexities of the digital landscape. This engaging blueprint is essential reading for executives and business leaders seeking to harness the power of digital transformation while keeping humanity at the forefront.

Get your copy of ‘Digital Humans: Thriving in an Online World’ on Amazon
The Digital Humans Podcast is a Ludic Group podcast and presented by SmartLab
Follow Ludic Group on LinkedIn and Instagram
Follow SmartLab on LinkedIn and Instagram

The Digital Humans Podcast is executive produced by Melanie Price, produced by John McGinty and Jessica Wickham, edited by Danny Cross, with artwork by Alex Matthews and scribed images by Ludic Creatives. The podcast is brought to you by SmartLab

Join us as Ben shares his perspective on the latest trends in digital transformation, the key factors that drive successful transformation programs, and how to prioritize initiatives within complex project portfolios.

Ben offers valuable advice for leaders on fostering an environment of agile experimentation and overcoming past transformation failures. He also shares strategies for engaging all organizational levels in the transformation journey.

Don’t miss this insightful conversation filled with practical advice and expert perspectives on thriving in a digitally transformed world.

Show Links:
Ben Glatz, LinkedIn - https://www.linkedin.com/in/benjaminglatz/
Kearney, LinkedIn - https://www.linkedin.com/company/kearney/
Kearney Website - https://www.kearney.com

About the Digital Humans Podcast Series
An exploration of the role of humans in an increasingly digital world, the Digital Humans Podcast brings experts together to discuss technology, learning, change management, and more.

Hosted by Georg Seiler and Jessie Tung (Directors, Ludic Group), this monthly podcast offers insightful conversations on navigating the digital landscape.

The Digital Humans Podcast is presented by SmartLab - The Digital Experience Platform for events, learning, and change management.

Digital Humans is inspired by the bestselling book of the same name by Paul Ashcroft and Garrick Jones (Co-Founders & Partners, The Ludic Group).

About Digital Humans: Thriving in an Online World Book
“Digital Humans - Thriving in an Online World” by Paul Ashcroft and Garrick Jones (Directors and Partners, Ludic Group) is a dynamic guide to transforming organizations into agile, human-centric digital enterprises. Drawing from diverse disciplines like complexity theory and anthropology, the authors offer practical insights and illuminating case studies to navigate the complexities of the digital landscape. This engaging blueprint is essential reading for executives and business leaders seeking to harness the power of digital transformation while keeping humanity at the forefront.

Get your copy of “Digital Humans: Thriving in an Online World” on Amazon
The Digital Humans Podcast is a Ludic Group podcast and presented by SmartLab
Follow Ludic Group on LinkedIn and Instagram
Follow SmartLab on LinkedIn and Instagram

The Digital Humans Podcast is executive produced by Jessica Wickham, with audio editing by Danny Cross and visuals crafted by John McGinty.

Global organizations are increasingly looking to harness the skills, experience and energies scattered across their workforces and focus them on individual projects. With rewards on offer including reduced costs and enhanced creativity, decision making and knowledge exchange, the stakes are high.

Yet even with the latest technologies at their disposal, many businesses struggle to keep their virtual teams on track. Breakdowns in intentions, workstreams, responsibilities or deadlines can have a domino effect on trust, motivation and engagement, leaving them to fall far short of expectations.

So how do you give your virtual teams the best shot at success? At Ludic, we are leading the way in cloud consulting solutions and have a wealth of experience helping global organizations navigate complex transformation programs. This expertise, together with the world-class research behind SmartLab, our digital experience platform, has helped us identify six steps you can take to enable your virtual teams to work better, faster and more creatively – and bring the holy grail of global alignment within reach.

1. Define goals at the outset – and keep them in focus

Robust virtual teams are intensely outcome focused. A strong shared vision for why they’re coming together and where they’re going is the glue that binds them and guides all their activities.

Defining goals and intentions at the outset – and keeping them in focus every step of the way – provides a practical framework against which individuals’ roles, responsibilities, areas of expertise, interactions, tasks and deadlines can be clearly set out.

2. Adopt a structured approach to tasks

Providing virtual teams with a structured sequence of tasks not only helps keep their eye on the prize but, in our experience, can also be remarkably energizing. For example, our SmartLab software enables teams to easily adopt a “design thinking” approach by guiding them through a structured series of rapid virtual workshops based on a suite of decision apps. We have found that this accelerates project delivery times, inspires creative problem solving and is a highly engaging way of working.

3. Be proactive in sharing and managing knowledge

The exchange of knowledge and skills on a global level is one of virtual teamwork’s greatest assets. To make the most of this opportunity, identifying and sharing essential knowledge and resources must be a priority.

Giving participants insights into their colleagues’ skills and expertise can also flag up areas of mutual interest and lead to cross-pollination of ideas and working styles, while reducing isolation and duplication of work. Encouraging team members to be proactive by commenting or clicking “like” on resources shared by others is a simple way of boosting creative thinking and fostering a shared understanding of how challenges can be met.

4. Nurture social connections

Trust is the oil that greases the wheels of any collaborative endeavor. Without trust, productivity, engagement, innovation and motivation all suffer. If you’ve clarified goals and roles, set guidelines for how your team will interact and made essential knowledge accessible, you’ve won half the battle.

But trust also springs from the more nebulous emotional and social connections between team members. To encourage these connections, virtual team leaders can: make use of social media to build and maintain relationships; enable participants to share personal profiles with details of their backgrounds, skills and aspirations for the team; present opportunities for informal discussion and chat; and use games to create shared social experiences and forge bonds.

5. Make use of nudging

At Ludic, we’ve found nudging to be highly effective with virtual teams. Our community animators (“nudgers”) not only provide practical support, with timely reminders and notifications of tasks or events, they also keep teams on track by starting new discussions, adding or commenting on resources and spotlighting milestones. This encourages others to follow suit, ensuring all new initiatives and contributions receive feedback, subtly reinforcing desired behaviors and helping keep participants aligned and engaged.

6. Create space for “messy talk”

The value of what Professor Gina Neff of Oxford University calls “messy talk” should not be underestimated. This refers to the sort of conversations that might take place in an office tea room – fast, informal, “active” chat which, unconstrained by time or specific tasks, can lead to unexpected insights. For virtual teams, social media can again come into play here, providing the opportunity and impetus for “messy talk”. Informal chatrooms and discussion forums enable this type of tacit collaboration, with participants studying or adding to threads when they have time. They also have the added advantage of capturing these interactions in a useful and searchable way.

Take the first steps towards getting the best out of your virtual teams by contacting us to find out more about Ludic’s engagement solutions and SmartLab, the digital experience platform.

We delve into common challenges individuals face in their journey to self-improvement, and JL provides valuable strategies for overcoming these hurdles and maintaining resilience amid professional pressures. JL also shares his advice for leaders striving to build beautiful and successful organizations.

Don’t miss this enlightening conversation filled with practical advice and expert perspectives on thriving in a digitally transformed world.

Show Links:
Jose-Luiz Moura, LinkedIn - https://www.linkedin.com/in/mouranetojl/

About the Digital Humans Podcast Series
An exploration of the role of humans in an increasingly digital world, the Digital Humans Podcast brings experts together to discuss technology, learning, change management, and more. Hosted by Georg Seiler and Jessie Tung (Directors, Ludic Group), this monthly podcast offers insightful conversations on navigating the digital landscape. The Digital Humans Podcast is presented by SmartLab - The Digital Experience Platform for events, learning, and change management.Digital Humans is inspired by the bestselling book of the same name by Paul Ashcroft and Garrick Jones (Co-Founders & Partners, The Ludic Group).

‍About Digital Humans: Thriving in an Online World Book
‘Digital Humans - Thriving in an Online World’ by Paul Ashcroft and Garrick Jones (Directors and Partners, Ludic Group) is a dynamic guide to transforming organizations into agile, human-centric digital enterprises. Drawing from diverse disciplines like complexity theory and anthropology, the authors offer practical insights and illuminating case studies to navigate the complexities of the digital landscape. This engaging blueprint is essential reading for executives and business leaders seeking to harness the power of digital transformation while keeping humanity at the forefront.

‍Get your copy of ‘Digital Humans: Thriving in an Online World’ on Amazon

‍The Digital Humans Podcast is a Ludic Group podcast and presented by SmartLab

‍Follow Ludic Group on LinkedIn and Instagram
Follow SmartLab on LinkedIn and Instagram

‍The Digital Humans Podcast is produced by Melanie Price, John McGinty and Jessica Wickham. Edited by Danny Cross and artwork by Alex Matthews and scribed images by Ludic Creatives. The podcast is brought to you by SmartLab.

‍
In this episode, Dorota shares her journey from the corporate world to becoming an executive coach, highlighting the importance of embracing an entrepreneurial mindset and the process of creating meaningful alternatives in our rapidly changing, digital landscape. She delves into the triggers that often prompt individuals to switch careers and offers practical advice on navigating these transitions with confidence and clarity.
The conversation delves into the entrepreneurial spirit essential for thriving as a “Digital Human,” making this episode a must-listen for anyone seeking to transform their career, embrace an entrepreneurial mindset, or grasp the dynamics of creating meaningful alternatives in the digital age.

Tune in to discover how you can take charge of your career path and make impactful changes that align with your goals and values.

Show Links:

Dorota Pietruszewska, LinkedIn - https://www.linkedin.com/in/dorota-pietruszewska-executive-coach/

Ludic Faculty, Website - https://ludicfaculty.com/

Dorota Pietruszewska, Executive Coaching - https://dorotapietruszewska.com/

About the Digital Humans Podcast Series

An exploration of the role of humans in an increasingly digital world, the Digital Humans Podcast brings experts together to discuss technology, learning, change management, and more. Hosted by Georg Seiler and Jessie Tung (Directors, Ludic Group), this monthly podcast offers insightful conversations on navigating the digital landscape.
The Digital Humans Podcast is presented by SmartLab - The Digital Experience Platform for events, learning, and change management. 
Digital Humans is inspired by the bestselling book of the same name by Paul Ashcroft and Garrick Jones (Co-Founders & Partners, The Ludic Group).

About Digital Humans: Thriving in an Online World Book
‘

Digital Humans - Thriving in an Online World’ by Paul Ashcroft and Garrick Jones (Directors and Partners, Ludic Group) is a dynamic guide to transforming organizations into agile, human-centric digital enterprises. Drawing from diverse disciplines like complexity theory and anthropology, the authors offer practical insights and illuminating case studies to navigate the complexities of the digital landscape. This engaging blueprint is essential reading for executives and business leaders seeking to harness the power of digital transformation while keeping humanity at the forefront.

Get your copy of ‘Digital Humans: Thriving in an Online World’ on Amazon

The Digital Humans Podcast is a Ludic Group podcast and presented by Smartlab

Follow Ludic Group on LinkedIn and Instagram

Follow SmartLab on LinkedIn and Instagram

The Digital Humans Podcast is executive produced by Melanie Price and John McGinty Jessica Wickham, edited by Danny Cross, with artwork by Alex Matthews and scribed images by Ludic Creatives. The podcast is presented by SmartLab.

If the dominant mindset has been forged during difficult or uncertain times, when the workforce feels apathy, negativity or trepidation, it can derail even the most sophisticated and meticulously planned of transformation projects.

Identifying the mindset of your organization and making efforts to shift it is, then, critical to the success or failure of any change program.

Mindset as a point of leverage

Renowned scientist and systems analyst Donella Meadows famously observed that there are places within every complex system (be it a business, a city or an economy) where “a small shift in one thing can produce big changes in everything”.

Meadows, whose own research focused on the environmental limits to economic growth, proposed a scale of places to intervene in a system, ranked from least to most effective. At the top – the point where a small shift can make the greatest change – Meadows put “the mindset or paradigm out of which the system arises”.

Taking control of your business’s mindset – in other words, intervening at the most effective point of leverage – can both help support and sustain your transformation program and have positive outcomes that extend far beyond it.

Drift or drive?

At Ludic, we have defined two directions in which the mindset of a business can travel: either drifting towards stagnation and decline or driving towards new possibilities.

Changing gears

Ludic’s digital consulting, learning and engagement methods and tools focus on making the most of the opportunities offered by the digital realm to help organizations turn drift to drive. Our research and experience in this area have identified four main points of influence where you can make small changes and see big differences:

1. Role model leaders

Choosing and developing leaders who exhibit the qualities, ways of working and mindset you wish to promote.

2. Motivating narratives

‍Harnessing the power of storytelling to shape the dominant mindset and engage your people.

3. Generative models

Exploring new ways of injecting skills and abilities into your workforce.

4. Recognition and reinforcement

Clarifying how individuals’ work contributes to organizational goals and rewarding desired behaviors.

Contact us to find out more about how Ludic’s next-generation consulting solutions can help your business shift its dominant mindset from drift to drive, dramatically improving performance and rebuilding trust and credibility.

Discover Myles’ role at Fosway and gain valuable insights into the latest trends shaping digital learning. Explore practical examples of impactful digital learning experiences and learn how organizations are adapting to the challenges of the hybrid workplace.

Myles also discusses the role of AI in learning and outlines the key components of effective digital learning programs. The episode wraps up with a forward-looking discussion on the future of digital learning and its implications for individuals and organizations.

Show Links:
Myles Runham can be found on LinkedIn
Fosway Group can be found on LinkedIn
Fosway Website

About the Digital Humans Podcast Series
An exploration of the role of humans in an increasingly digital world, the Digital Humans Podcast brings experts together to discuss technology, learning, change management, and more.

Hosted by Georg Seiler and Jessie Tung (Directors, Ludic Group), this monthly podcast offers insightful conversations on navigating the digital landscape.

The Digital Humans Podcast is presented by SmartLab - The Digital Experience Platform for events, learning, and change management.

Digital Humans is inspired by the bestselling book of the same name by Paul Ashcroft and Garrick Jones (Co-Founders & Partners, The Ludic Group).

About Digital Humans: Thriving in an Online World Book
“Digital Humans - Thriving in an Online World” by Paul Ashcroft and Garrick Jones (Directors & Partners, Ludic Group) is a dynamic guide to transforming organizations into agile, human-centric digital enterprises. Drawing from diverse disciplines like complexity theory and anthropology, the authors offer practical insights and illuminating case studies to navigate the complexities of the digital landscape. This engaging blueprint is essential reading for executives and business leaders seeking to harness the power of digital transformation while keeping humanity at the forefront.

Get your copy of “Digital Humans: Thriving in an Online World” on Amazon
The Digital Humans Podcast is a Ludic Group podcast and presented by SmartLab
Follow Ludic Group on LinkedIn and Instagram
Follow SmartLab on LinkedIn and Instagram

The Digital Humans Podcast is executive produced by Jessica Wickham, with audio editing by Danny Cross and visuals crafted by John McGinty.

Markus discusses the transformative potential of conversational AI tools, such as chatbots and immersive simulants, in creating personalized and impactful learning experiences. He also examines the role of simulations in experiential learning, envisioning their evolution as AI technology continues to advance.

The conversation moves beyond individual tools to consider the broader societal impact of AI. Markus shares insightful examples of AI-driven transformations and speculates on the future role of AI in our daily lives and reflects on what it will mean to be a “Digital Human” five years from now, offering a thought-provoking perspective on the future of human interaction in an increasingly digital world.

Don’t miss this episode filled with expert insights and forward-looking discussions on the ever-evolving landscape of AI and its implications for learning, development, and society at large.

Show Links
Dr Markus Bernhardt, LinkedIn - https://www.linkedin.com/in/markus-bernhardt/
Endeavor Intelligence, LinkedIn - https://www.linkedin.com/company/endeavor-intelligence/
Endeavor Intelligence, Website - https://www.endeavorintel.com/

About the Digital Humans Podcast Series
An exploration of the role of humans in an increasingly digital world, the Digital Humans Podcast brings experts together to discuss technology, learning, change management, and more. Hosted by Georg Seiler and Jessie Tung (Directors, Ludic Group), this monthly podcast offers insightful conversations on navigating the digital landscape. The Digital Humans Podcast is presented by SmartLab - The Digital Experience Platform for events, learning, and change management. Digital Humans is inspired by the bestselling book of the same name by Paul Ashcroft and Garrick Jones (Co-Founders & Partners, The Ludic Group).

‍About Digital Humans: Thriving in an Online World Book
‘Digital Humans - Thriving in an Online World’ by Paul Ashcroft and Garrick Jones (Directors and Partners, Ludic Group) is a dynamic guide to transforming organizations into agile, human-centric digital enterprises. Drawing from diverse disciplines like complexity theory and anthropology, the authors offer practical insights and illuminating case studies to navigate the complexities of the digital landscape. This engaging blueprint is essential reading for executives and business leaders seeking to harness the power of digital transformation while keeping humanity at the forefront.

‍Get your copy of ‘Digital Humans: Thriving in an Online World’ on Amazon
The Digital Humans Podcast is a Ludic Group podcast and presented by SmartLab
Follow Ludic Group on LinkedIn and Instagram
Follow SmartLab on LinkedIn and Instagram

‍

The Digital Humans Podcast is executive produced by Melanie Price, John McGinty, Jessica Wickham and edited by Danny Cross, with artwork by Alex Matthews and scribed images by Ludic Creatives. The podcast is brought to you by SmartLab.

The concept of next generation learning has captured the attention of both the Board and learning professionals. When executed well, it can enable organizations to build vital transformative skills, mindsets and behaviors, faster and more cost effectively than ever before. By using digital resources to optimize adult learning, organizations can significantly speed up the cycle of building capable people, giving them the competitive advantage against others.

We have defined 12 principles that can be used as a blueprint to design next generation learning programs that deliver tangible strategic outcomes. All elements have human-centric and technological implications when designing transformative learning programs at scale.

Bespoke learning journeys

A combination of self-learning, virtual and face-to-face classrooms, one-to-one (virtual) coaching, and structured team and peer learning activities results in the best adult learning program. The mix allows learners to structure and sequence activities at their own accord, fitting to their schedules and giving them control over the preferred depth and format of learning.

Scalable delivery

This allows programmatic and transformative learning to be delivered at scale with very large cohorts. The technology platform creates peer communities and learning teams, automates the booking of classrooms and coaching sessions, and keeps participants on track through notifications and reminders. It is also incredibly cost efficient as it applies expert resource as and when needed, using a very lean core delivery team.

Strategic outcomes

Program are designed with a clear set of learning outcomes for the individual, closely linked to specific strategic goals of the business. This could mean the organization defining what good business partnering means for them, if this is the strategy, then translating this to a set of required competencies and skills.

Gamified experience

Games, fun, and competition are at the heart of this theory. Gamification allows learners to test ideas in safe scenarios, but more importantly, it rewards participation and contribution within an engaging environment.

Flexible platform

All program are designed with flexibility at the heart, for the individual and the organization alike. For individuals, timescale, activities and modes of learning fit around their schedules. For organizations, the program can be scaled up and down depending on requirements.

Connected experts

‍Expertise often already exists in organizations, it’s about accessing this expertise. This theory maps expert knowledge through resource libraries and conversations, where these individuals become mentors and coaches for other participants – and the wider organization

Personalized learning

Highly personalized programs maximize limited time for training. It is created for each individual based on what they choose to access or attend. Learning teams are then formed and personal development coaches are recommended automatically based on individuals location, role and level of expertise.

Curated content

High level content is often readily available within organizations, just like expertise. The challenge is curating the content and providing the most relevant parts to learners. The recipe for success is providing enough useful tools, concepts and examples around a topic to then encourage participants to contribute and share their own best practice and other resources. Participants very rapidly add their own materials, building a dynamic library of curated content for themselves, with popular resources bubbling up.

Community-based

It is a fact that we learn better alongside peers. Next generation learning builds and maintains a community of learners with team activities, such as challenges and games, encouraging sharing and collaboration.

Multi-media and multi-channel

People have limited time, so content needs to be compelling, on-demand and relevant. By providing a range of media, such as film, games, quizzes and animation, engagement is increased and so is the effectiveness of learning. It also flexes to peoples’ lives – learners could watch a video tutorial on the way to work on their phone, then participate in a virtual classroom from their desktop.

People-centered

Research has demonstrated that individuals excel when surrounded by the right support network. This type of learning puts the individual at the center and supports them closely, linking with their line manager, personal coach and others. This dynamic motivates and encourages people, ensuring learners get the most from their experience.

Realtime feedback

Effective learning needs rapid and realtime feedback. To achieve this, dynamic reporting and live feedback provides the individual and the organization with immediate analysis of the impact of learning. Not only does this demonstrate successes, but also enables issues to be identified quickly and trajectories to self-correct.

With these principles, next generation learning provides the solution to scaling up learning in a cost-effective manner. By following this theory, organiaations can create world-class learning programs that will deliver personalized experiences at scale, with transformative results.

As published on HR News.

Explore Ludic Learning to discover how our methodology and tools bring learning experiences to life. And contact us to discuss how we can support your capability building initiatives.