Leadership Capabilities

Digital Learning Journey

presented by

Kai-Jen Tsai

Learning Product Specialist

Global Experience

12+ years in diverse, high-impact environments, from managing large-scale projects at Meta and Primark to founding a UN-preferred consultancy.

End-to-End Architect

My core strength is architecting learning solutions—from needs analysis and design to measuring ultimate impact on business performance.

Agile Innovation

Passionate about leveraging technology to build agile, iterative solutions that deliver measurable business results at speed and scale.

Our Core Philosophy

Learning is Everywhere, Anytime

The strategic considerations you would take into account in discovery and delivery.

My Three Core Design Principles

I build every program on three foundational beliefs to ensure learning is effective and sustainable.

Intentional & Self-Motivated

Adult learners are most engaged when they understand the direct relevance of what they are learning and feel a sense of ownership. We don't just provide content; we create the conditions for self-motivated growth.

In Practice: We link every competency to clear business outcomes and career progression, integrating with each leader's PDP to give them autonomy and a powerful "why".

Integrated into Work

The most impactful development doesn't happen by pulling people away from their jobs; it happens as part of their jobs. Learning should be a seamless part of the daily workflow.

In Practice: Action Learning Projects are a prime example. Leaders apply concepts directly to live, strategic challenges, making learning immediately relevant and reinforcing it through practice.

Everything is an Opportunity

A true learning culture is one where a growth mindset is the default. We must reframe challenges, setbacks, and even routine successes as valuable opportunities to learn and improve.

In Practice: Peer Coaching Circles foster this mindset. They are safe spaces to discuss failures openly, extract lessons, and learn to view their entire role through the lens of continuous development.

What is a "Three" aligned Leader?

Understanding the Why

The leader's role in connecting strategy to action.

1. The Translator

A company's strategic goals are often abstract. The leader's primary job is to translate that high-level strategy into relevant, meaningful work for their team.

2. The Prioritizer

The roadmap gives a leader the authority and the justification to say "no." In a fast-paced enviroment, there are endless "good ideas" and feature requests. The leader uses the roadmap as a filter to protect the team's focus.

3. The Storyteller

Facts and figures on a roadmap don't inspire people; stories do. The leader's point is to weave the company's "Why" into a compelling narrative of the team's work.

The "Roadmap"

A high-level view of our strategic journey.

Clear Road Map

Freedom to Choose

Learning in your own way

Three Leader

My Capabilities Planner

My 365 View

Q1
Q2
Q3
Q4

Operational Processes

PDP Journey

Project Lifecycle

Culture Journey

Influencer

Finding Meaning Beyond KPIs

The Learning Journeys

Learning Archetypes

Different paths to influence and impact within the organization. Click a profile to learn more.

The Ted Talker

Leading the Organization

This is the executive level, responsible for the entire enterprise or a major business unit. Focus: The scope is enterprise-wide and strategic. The challenge is to lead through vision and culture, shaping the long-term direction and ensuring the organization's health and sustainability.

How We Ensure the Journey is Sticky and Meaningful

To ensure the journey is sticky and meaningful, you have to move beyond a one-time training event and engineer a system of continuous reinforcement. Here are the four key ways we would make the "Connected Leader" journey stick in practice:

1.Integrate Learning into the Flow of Work

Learning is integrated directly into the workflow through Action Learning Projects. Leaders apply new concepts to solve live business challenges, making development part of their job, not a distraction from it.

2.Create Social Accountability

Our cohort model and Peer Coaching Circles create a powerful support network. In these small, confidential groups, leaders hold each other accountable, discuss challenges, and share successes.

3.Link Development to Career Progression

We make development meaningful by formally connecting it to career paths. The journey's outcomes are integrated into each leader's Personal Development Programme (PDP) and performance reviews.

4.Formally Reward and Recognize a Learning Culture

To build a true learning culture, we publicly celebrate it. We will use mechanisms like a "Leadership in Action" award and share success stories from projects to make great leadership visible and aspirational.

What We Need to Make This Happen

The design and delivery of the journey

Learning Library

eg Linkedin Learning, Masterclass, Professional Certifications

Connect External Programs

eg insights, agile, creative thinking, design thinking etc

Connect Internal Knowledge

Product, Knowledge Shares, Cross Colabroations

Central Point & SME

OKR Commitee, Goal Setting Coaches

Enablers

Sow seeds of community, learning artifacts, tools and ecosystems

The Tech Stack

The foundational technology to power our learning ecosystem.

Home Base

LMS, LXP, Knowledge Base, Home Sites, Groups

Communication Channels

Teams, Slack, Socials, Blogs

Social Media & Community

Building and nurturing our learning community.

Content Creation Automation

Everything is content

Focus in Outcome AI will handle process

Push for Innovation - the age of Internal tool

Thank You!

For questions, please reach out.

kai@cognitosolution.com