CONTENTS

Dear KMGN members,

A famous British philosopher, Alain De Botton, shared that he likes working with people as he believes change can only come through collaboration (when people come together).

KMGN is committed to enable change through collaboration. We believe that KM can create greater value for the world especially when relevant knowledge and efforts are shared.

Over the past month, we had demonstrated this commitment through:

1. Our first virtual, global KM hackathon (HacKMthon) which brought together more than 150 KMers from 30 countries to collaboratively develop solutions to various KM challenges, adopting the design thinking methodology.

2. Our KM clinic where Pavel Kraus (Swiss KM Forum) shared his learnings on convincing executives about Knowledge Management, based on years of experience in Roche and Novartis organisations.

This newsletter is one more example of how we are committed to learn from each other. Each month, a different KM network will have the opportunity to share about their network, topics which interest them, and profiles of KM professionals in their network.

This month, our friends from the land of thousand islands (17,000!) - Indonesia will be sharing their knowledge in this issue. Don’t miss it!

PS We are constantly seeking new ideas for the newsletter. If you are keen to collaborate and contribute to the newsletter, do contact us at …

Learning is loosely translated as "the process of acquiring new or different knowledge, behavior, skills, or values". Naturally, this process is experienced by humans in order to survive and be sustainable.

Curiosity is the basic capital why someone learns. Curiosity drives a person to start something, allocate energy in a focused manner observing and studying the environment through his senses. And most importantly, all of these things affect the quality of one's learning.

While change is getting faster and faster, and in this digital era the speed of change is unimaginable: it's like last week's knowledge doesn't apply this week, this week's science expires next week. We are entering the era of industry 5.0 and the change is even faster: it's not weeks anymore, it's days. Every day humans need to adapt in order to survive and not be swallowed up by changing times. The speed of change and its effects are now popularly associated with the term disruption, over time similar to an exponential curve.

Why Learning Agility?

Because only those who are willing and fast to develop their competencies can ensure the organization is able to adapt to any changes. Learning is a very important thing that guarantees the certainty of an organization to be able to grow and develop in the future.

Learning Agility is not only about improving existing competencies, but also acquiring competencies that are not yet needed but will be relevant in the future, as well as applying these new competencies from now on in the form of a different work pattern than before.

One way to activate a learning culture that leads to Learning Agility is to apply the Individual Learning Wallet. The point is that learning is not waiting for a training call, but someone can learn anytime, anywhere, from anyone, with portions according to their needs, as close as the palm of the hand. Facilitate access to learning for everyone in the organization, return learning accountability to everyone, because the person who best understands the specific learning needs of each is the person himself.

Learning 5.0 has the character of a distributed learning process. This means that knowledge is spread in various places, media, and people, so there is no limit to accessing knowledge. Knowledge is almost free because it is available in cyberspace, it is no longer rigid who can be a teacher and who can be a student. Everyone can be a teacher and anyone can be a student. Everyone can learn from everyone; juniors can be mentors for seniors, and so on.

Building digital platforms, artificial intelligence engines, and a culture of sharing, of course, takes a long time, a huge amount of money, and an intensive effort. One practical approach to start implementing the method is by distributing learning authority to each learner through an individual learning budget (Learning Wallet). Everyone is given a certain budget so that they can choose their own learning process that suits their needs without waiting for a training schedule.

Learning Wallet is the gateway to Learning Agility, by entrusting everyone to be responsible for their own learning process, the philosophy of learner as the center of learning is no longer jargon but real action. Thus, the learner is free to determine his own learning. Learners already have an independent mindset which is an asset that needs to be continuously developed. Not only through regular development patterns such as tiered training programs, but developed every day. Learning little by little every day will build self-confidence which in turn builds organizational resilience because every day people are aware to always improve their competence.

How to make the learning process and human resource development more impactful? How should the pattern set the optimal learning and development budget? This kind of question is often asked when at a seminar or training.

In every organization doing the transformation, learning is the first thing to intervene. The forms of intervention include making a budget policy of 1/4 : 1/4 : 1/4 : 1/4. 

• The first quarter of the budget is allocated to develop technology-based systems. 

• The second quarter of the budget is allocated to implement centralized learning (basic, initial and mandatory knowledge). 

• The third quarter of the budget is allocated for decentralized learning (specific knowledge of each function or unit). 

• The remaining quarter of the budget is allocated for individual learning, distributed to each employee so that they can choose their own learning according to their needs. We call this individual budget a Learning Wallet. The amount is determined in which talent class each individual belongs to.

Learning wallets need to be opened as wide as possible to create learning euphoria. Everyone is encouraged to proactively identify their learning needs, proactively seek the right learning independently, and be responsible for the program they choose. The essence of Learning Wallet is to trust every learner as an adult learner. They have the right to make their own choices, thus growing a sense of ownership and responsibility for their choices.

This is the true empowerment of learners (empowering learners). Without empowerment, learning is difficult to have a real impact because it is only an instruction and is not owned by the learner. Learning Wallet is more than just budget sharing, it is also the formation of a learning culture that increases engagement and has a real impact on performance.