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Jim is a seasoned professional with over 36 years of experience in learning and development. He holds an MBA in Digital Transformation and an MSc in Learning Technology.

Rumi’s Timeless Wisdom: Transforming Leadership in the Modern Era.

We can learn so much from the past.

Rumi, the 13th-century Persian poet, theologian, and Sufi mystic, has left an indelible mark on the world with his profound and captivating poetry. Born in 1207 in present-day Afghanistan, Jalal ad-Din Muhammad Rumi lived in a period of immense social and political turmoil but managed to transcend the confines of his era through the universal themes of love, unity, and spiritual quest in his works. His contribution to literature and spirituality is vast, with works like the “Masnavi,” “Diwan-e Shams-e Tabrizi,” and “Fihi Ma Fihi,” which continue to inspire and enchant readers and scholars across the globe.

The Relevance of Rumi’s Works to Leadership.

Rumi’s poetry and prose have been subjects of countless interpretations, finding relevance in fields as diverse as psychology, theology, and even leadership studies. His writings, though deeply rooted in the mystic Sufi tradition, offer timeless insights into human nature, ethics, and the quest for meaning, aspects that are crucial to effective leadership even today.

Leadership through Self-awareness and Emotional Intelligence.

One of the core themes in Rumi’s work is the importance of self-awareness and introspection. He believed in the idea that understanding oneself is the first step towards understanding the universe. This concept aligns with modern leadership theories that emphasize emotional intelligence. Emotional intelligence, the ability to be aware of, control, and express one’s emotions, and to handle interpersonal relationships judiciously and empathetically, is now considered a cornerstone of effective leadership. Rumi’s emphasis on knowing oneself mirrors the contemporary understanding that leaders must have a deep awareness of their emotions, strengths, weaknesses, and values to lead others effectively.

Ethical Leadership and Empathy.

Rumi’s poetry is replete with calls for love, kindness, and compassion towards all beings. His view that love is the most potent force in the universe speaks volumes about his approach to leadership—leading with empathy. In today’s context, ethical leadership, which encompasses fairness, empathy, and respect towards others, reflects Rumi’s teachings. His belief in seeing beyond the superficial differences that divide people and in the importance of empathy in leadership remains relevant, encouraging leaders to foster a culture of understanding and respect.

Transformational Leadership and Vision.

Rumi’s works often speak of the journey of the soul towards enlightenment, symbolizing the transformative journey that leaders and their followers can embark on. He believed in the power of personal transformation and growth, ideas that resonate with the modern concept of transformational leadership. This leadership style is characterized by the ability to inspire and motivate followers to achieve extraordinary outcomes and to foster an environment of trust, engagement, and innovation. Rumi’s emphasis on vision, inspiration, and the capacity to effect change aligns with the principles of transformational leadership.

The Power of Storytelling.

Rumi was a master storyteller, using stories and parables to convey complex spiritual and moral lessons. The use of storytelling as a tool for inspiration and instruction is highly relevant in modern leadership. Effective leaders today recognize the power of storytelling to connect with others, to share knowledge and values, and to inspire action. Rumi’s skillful use of narratives to impart wisdom underscores the timeless effectiveness of storytelling in leadership.

Conclusion

Though centuries have passed since Rumi penned his last verse, his teachings continue to offer valuable insights into the human condition and the essence of leadership. His works encourage a leadership style that is emotionally intelligent, ethical, transformational, and communicative through the art of storytelling. In a world that is increasingly complex and interconnected, Rumi’s poetry and prose serve as a beacon for leaders seeking to navigate the challenges of the modern era with wisdom, compassion, and integrity. The legacy of Rumi’s thought on leadership is a testament to the enduring relevance of his teachings, proving that wisdom is indeed timeless.

This year there is a Rumi exhibition in Nijmegen which can be visited during the periods:
• Friday March 29 to Tuesday May 21
• Saturday July 6 to Sunday September 15
• Saturday October 19 to Sunday November 3

See the website Rumi – the mystical poet – Museum Park Orientalis

More on leadership?

Is Leadership adaptability towards change a skills gap?

 

 

Strategies for Measuring Return on Investment

Integrating Classic & Cutting-Edge Strategies for Measuring Digital Learning ROI

In the digital age, the landscape of the workplace is constantly evolving, necessitating a shift in how organizations approach learning and development (L&D) to remain competitive. The introduction of new technologies and methodologies in L&D has underscored the importance of not only implementing effective programs but also measuring their impact accurately. This challenge brings into focus the necessity of calculating the return on investment (ROI) of L&D initiatives, integrating both traditional evaluation models like those of Kirkpatrick and Phillips, with modern digital analytics, to provide a comprehensive assessment of learning effectiveness and its impact on organizational performance.

The Challenge of Measuring ROI in L&D

Quantifying the ROI of L&D initiatives in the digital era presents multifaceted challenges. Digital transformation has enriched the L&D environment with innovative tools and methodologies, from online learning platforms to virtual reality training, significantly enhancing the learning experience. However, the digital age also demands a more nuanced approach to evaluating these initiatives, as traditional metrics may not fully capture the breadth of digital learning’s impact.

Traditional Evaluation Models: Kirkpatrick and Phillips

Before diving into the intricacies of measuring ROI in the digital context, it is crucial to understand the foundational frameworks that have historically guided the evaluation of L&D programs: the Kirkpatrick Model and the Phillips ROI Methodology.

The Kirkpatrick Model is a widely recognized framework for evaluating the effectiveness of training programs, comprising four levels:

  • Reaction: The initial response of participants to the training.
  • Learning: The extent to which participants have acquired the intended knowledge, skills, and attitudes.
  • Behaviour: The application of learning to the workplace, resulting in observable changes in behaviour.
  • Results: The ultimate impact of the training on organizational goals.

The Phillips ROI Methodology builds on the Kirkpatrick Model by adding a fifth level: ROI: Calculating the financial return on investment by comparing the monetary benefits of the training to its costs. The ROI formula is:

ROI formula

Both models have served as the cornerstone for evaluating L&D programs, providing a structured approach to assess training effectiveness from initial reactions to financial returns.

Integrating Traditional Models with Modern Analytics

In the digital age, the principles of these traditional models remain relevant, but their application requires adaptation to align with the capabilities and complexities of digital learning environments. Organizations are now tasked with merging these foundational evaluation strategies with advanced analytics and digital metrics to create a more holistic approach to measuring L&D ROI.

  1. Enhancing Kirkpatrick’s Levels with Digital Insights: Digital platforms offer new ways to measure reaction and learning through real-time feedback mechanisms, engagement metrics, and digital assessments. Similarly, the behaviour change and results can now be tracked using performance data analytics, allowing organizations to draw more direct correlations between training programs and business outcomes.
  2. Applying the Phillips ROI Methodology in a Digital Context: Calculating ROI in the digital era involves leveraging data analytics to quantify the financial benefits of digital L&D initiatives. This includes advanced metrics such as productivity gains, reduced time to competency, and the impact of learning on innovation and digital transformation efforts.
  3. Combining Qualitative and Quantitative Data: Integrating traditional models with digital analytics involves balancing qualitative insights, such as learner feedback and behavioural observations, with quantitative data, including completion rates, assessment scores, and business performance indicators. This dual approach ensures a comprehensive understanding of L&D effectiveness.
  4. Continuous Improvement through Data: The digital age enables an iterative approach to L&D, where data from both traditional and modern evaluation methods can inform continuous improvements to training programs. This dynamic feedback loop enhances the alignment of L&D initiatives with evolving business objectives and workforce needs.

Best Practices for Maximizing L&D ROI

To effectively measure and maximize the ROI of L&D initiatives in the digital age, organizations should consider the following best practices:

  • Align L&D Objectives with Business Goals: Ensure that learning initiatives are designed with clear business objectives in mind, facilitating easier measurement of their impact.
  • Leverage Technology for Data Collection and Analysis: Utilize digital tools and platforms to collect and analyse data across all levels of the Kirkpatrick Model and the Phillips ROI Methodology.
  • Foster a Culture of Continuous Learning: Encourage ongoing learning and adaptation, supported by data-driven insights, to cultivate an agile and skilled workforce.
  • Engage Stakeholders in the Evaluation Process: Collaborate with leaders, managers, and learners to gather a holistic view of L&D effectiveness and its contribution to organizational success.

In conclusion, measuring the ROI of L&D in the digital age requires a sophisticated blend of traditional evaluation models and modern analytics. By integrating the structured approaches of Kirkpatrick and Phillips with the capabilities of digital technologies, organizations can gain a deeper understanding of the effectiveness of their L&D initiatives. This comprehensive approach not only illuminates the impact of learning on organizational performance but also drives continuous improvement and adaptation in an ever-changing digital landscape.

A Black Belt’s Guide to Personal and Professional Development

Introduction: A Black Belt’s Guide to Personal and Professional Development

As a black belt in Wado Karate, I’ve spent countless hours honing my skills, refining my techniques, and deepening my understanding of this profound martial art. But the lessons I’ve learned extend far beyond the dojo. They’ve shaped my approach to life, influencing my personal growth and professional journey.

In business

In the world of business, the principles of Wado Karate find a unique and powerful application. The lessons learned in the dojo can be transformative for learners, managers, and directors alike, offering a fresh perspective on personal and professional development. The concept of continuous improvement, or “Kaizen,” is a cornerstone of both Wado Karate and successful business practices.

In the dojo, it’s about refining your techniques and deepening your understanding of the art. In the boardroom, it’s about constantly seeking ways to improve processes, enhance productivity, and foster innovation. Minor improvements, when accumulated over time, can lead to significant growth. This principle is as applicable to mastering a karate technique as it is to improve a business strategy. It encourages a culture of learning and development, where every team member, from interns to CEOs, is committed to personal growth and professional excellence.

For yourself

Perseverance is a key lesson from Wado Karate and equally crucial in the corporate world. The path to success is often troubled with challenges and setbacks. But just as a karateka rises each time they fall, so too must business leaders persevere in the face of hardship. This resilience, this unwavering determination, is what drives you and your company forward, even in the most challenging times.

The harmony of mind and body, a fundamental aspect of Wado Karate, finds its parallel in the balance between personal well-being and professional success. In today’s fast-paced corporate world, it’s essential for you as a leader to maintain this balance, to ensure not just your well-being, but also the health and productivity of your teams.

I believe in the transformative power of these principles. With over 36 years of experience in leadership, learning, and development, I am committed to helping individuals and organizations harness the wisdom of Karate to ignite their potential and drive their success.

In addition, Karate’s emphasis on respect and humility can be a guiding principle in the workplace. Respect for others, for their ideas and contributions, fosters a positive work environment where everyone feels valued. Humility allows us to acknowledge our mistakes and learn from them, a crucial aspect of personal and professional growth.

Finally, the sense of community and camaraderie that is inherent in a dojo can be mirrored in a team or organization. Working towards common goals, supporting each other, and celebrating each other’s successes are all part of a healthy, productive workplace culture.

Summary

In essence, the principles and values of Wado Karate offer a unique lens through which to view and approach personal and professional development. They provide a roadmap for continuous growth, resilience, and success in all aspects of life. So, let’s embark on this journey together, harnessing the power of Wado Karate to ignite our potential and transform our lives.

Arigato gozaimasu!

More about karate can be found here: https://www.kbn.nl/

Read also my article on lifelong learning: https://jignite.com/life-long-learning-key-to-success-in-a-changing-world/

 

Jignite, end of year reflections and appreciations

Thank you for being part of my journey in 2023.

As the year ends, I would like to take this opportunity to express my gratitude to all my friends, prospects and clients, especially this year FMO, PGGM and ICM, for their trust and collaboration in 2023. It has been a pleasure and a privilege to work with you on various projects related to learning and development, talent development and digital transformation. I am proud of our results together.

In 2023, we have explored various topics such as leadership, change management, e-learning, data analytics, agile methodologies, innovation and creativity. We have also faced some challenges such as adapting to remote work conditions, managing expectations during crises and ensuring quality standards during transitions. Through these experiences, we have learned a lot from each other and ourselves.

Learning and development is not only about acquiring new skills or knowledge but also about applying them in real-life situations. Talent development is not only about finding or retaining talent but also about nurturing and empowering them. Digital transformation is not only about adopting new technologies but also about changing the culture and mindset of the organization. These are the three pillars that guide my work as a consultant and trainer, and I am passionate about helping you achieve your goals in each of them.

I hope you have enjoyed working with me as much as I have enjoyed working with you. I appreciate your feedback and suggestions on how we can improve our services and processes. I also welcome your questions and comments on any topic related to learning and development, talent development or digital transformation. Please feel free to contact me anytime via email or phone.

As we enter 2024 with optimism and enthusiasm, I wish you all a happy new year filled with success and happiness. May this year bring you new opportunities for (personal)growth and innovation. May this year also bring you peace and harmony in your personal lives. Thank you for being part of my journey in 2023.

Sincerely,

Jim van Hulst

Founder of Jignite

Talent Management in the Age of AI: What You Need to Know

What can AI do in Talent Management?

Introduction

Artificial intelligence (AI) is not a new concept, but it has become more prevalent and powerful in recent years. AI refers to advanced data analysis procedures that allow us to study not just the clean, organized, numerical data that traditional regressions can handle, but also messy, unstructured, non-numerical data too. AI can help us make sense of large and complex datasets, uncover hidden patterns and insights, and automate tedious and repetitive tasks.

AI and Talent Management

One of the areas where AI can have a significant impact is talent management. Talent management is the process of attracting, developing, and retaining the best people for an organization. It involves various functions such as recruitment, performance management, learning and development, succession planning, and employee engagement. Talent management is crucial for organizational success, as it can enhance productivity, innovation, customer satisfaction, and competitive advantage.
However, talent management is also challenging, especially in the current context of the 2022-2023 Great Resignation, where millions of people are voluntarily quitting their jobs and looking for new opportunities. Traditional approaches to winning and keeping talented workers may not be enough in this fiercely competitive market. Moreover, talent management involves dealing with human complexities, such as emotions, motivations, preferences, and biases, which are not easy to measure and understand.

Where can AI help?

This is where AI can help. AI can assist talent management in various ways, such as:

  • Optimizing the recruitment process by comparing employers’ hiring profiles and prospective employees’ skills, qualifications, and personality traits. AI can also help reduce bias and increase diversity in hiring decisions by screening candidates based on objective criteria and removing irrelevant information from resumes. LinkedIn has found that an AI-assisted job search is at least 50% more efficient.
  • Enhancing the development process by providing personalized and adaptive learning experiences for employees. AI can also help identify skill gaps and career aspirations and recommend suitable courses, mentors, and projects for employees to grow and advance. AI-based talent intelligence tools can help HR teams demonstrate their commitment to career management by mapping employee careers within the company based on data from resumes and historical data about skills needed in certain roles.
  • Improving the retention process by monitoring employee engagement, satisfaction, and well-being. AI can also help predict employee turnover and attrition and suggest interventions to prevent or reduce them. AI can further help create a culture of recognition and feedback by enabling timely and meaningful rewards and appraisals for employees.

What you need to know

AI can offer many benefits for talent management, but it is not a silver bullet. There are also some risks and drawbacks that need to be considered, such as:

  • Low trust in AI decision-making. Employees may not trust or accept the outcomes of AI systems, especially if they are not transparent or explainable. Employees may also feel threatened or dehumanized by AI, especially if they perceive it as a replacement or a competitor. Therefore, it is important to involve employees in the design and implementation of AI systems and to ensure that they have a voice and a choice in the process.
  • Bias and ethical concerns. AI systems are not immune to bias, as they may reflect the data and assumptions that are fed into them. Bias can lead to unfair and discriminatory outcomes for employees, such as being overlooked for a promotion or a training opportunity. Therefore, it is important to audit and monitor AI systems regularly, and to ensure that they adhere to ethical principles and standards.
  • Legal risk. AI systems may pose legal challenges, such as who is responsible and accountable for the decisions and actions of AI, and what are the rights and obligations of employees and employers in relation to AI. Therefore, it is important to consult with legal experts and regulators and to establish clear and consistent policies and guidelines for the use of AI in talent management.

Closing

AI will transform talent management further in 2024. However, AI is not a substitute for human judgment and interaction. AI should be seen as a partner and a tool that can augment and complement human capabilities and efforts. Talent management is about people, and AI can help us understand and serve them quicker, not perse better.

Resources:
  • HBR. Where AI Can — and Can’t — Help Talent Management, see link
  • Forbes. Rethinking Talent Management Through AI, see link
  • Gartner. AI in HR: A Guide to Implementing AI in Your HR Organization, see link
  • Cangrade. Artificial Intelligence in Talent Management and the Future of Work, see link

The Triple Threat: Juggling Teaching, Entrepreneurship and Management

Balancing roles

Introduction

I have always been passionate about learning and development. This blog is about juggling the three roles I now have.  I am a full-time ad interim manager for a Talent and Development team, a teacher for two classes on educational design and lastly an entrepreneur. In this blog I want to share some of the challenges and rewards of balancing these roles, and how I work from the heart and the head.

Role: Interim Manager

As an ad interim manager, I am responsible for leading a team of professionals who design and deliver learning solutions for internal business clients. I have to oversee e.g. project management, budgeting, quality assurance, and stakeholder communication. This role requires me to work with the head, meaning I have to use my analytical, strategic, and problem-solving skills to ensure the success of these projects.

Role: Teacher

As a teacher, I am responsible for facilitating the learning of around 20 students who are pursuing a degree in educational design. I have to design and deliver engaging and interactive lessons, provide feedback and guidance, and assess their learning outcomes. This role requires me to work from the heart, meaning I have to use my emotional, creative, and interpersonal skills to inspire and motivate my students.

The key to balancing these roles is finding the harmony between working from the heart and working with the head. Both roles require me to use both sets of skills but in different ways and degrees. By being aware of my strengths and weaknesses, my preferences and biases, and my goals and values, I can adjust my approach and attitude accordingly. By being flexible and adaptable, I can cope with the changes and challenges that come with each role.

Role Entrepreneur

I am also an entrepreneur who runs my own consultancy business, Jignite. I am fortunate to have clients who trust me with their needs and who offer me projects. This adds another dimension to my professional life, but also another challenge.

As an entrepreneur, I have to manage all aspects of my business: from marketing and sales to accounting and legal matters, to customer service and quality control. I have to be proactive, innovative, and competitive in a fast-changing market. I have to balance my own interests with those of my clients and business partners. Being an entrepreneur requires me to work with both the heart and the head as well. I have to be passionate about what I do, but also rational about how I do it. I have to be creative in finding solutions, but also analytical in evaluating them. I have to be empathetic with my clients, but also assertive with my expectations. Being an entrepreneur is not easy either. Sometimes I encounter problems in delivering projects or meeting deadlines. Sometimes I struggle with managing my team or complying with stakeholders. But being an entrepreneur is also rewarding. I get to pursue my vision and mission in learning and development and am able to create value for myself and others.

The key to being an entrepreneur is finding the balance between working with passion and working with purpose. Passion is what drives me to do what I love, but purpose is what guides me to do what matters. Passion is what fuels my energy, but purpose is what directs my actions. Passion is what makes me happy, but purpose is what makes me fulfilled.

Conclusion

Balancing roles as an ad interim manager and a teacher, while being an entrepreneur at the same time, is not easy. It requires me to work from the heart and work with the head in different ways and degrees. It also requires me to find the balance between passion and purpose in everything that I do.

But balancing these roles is also the most rewarding. It allows me to learn from different experiences and apply them to each other. It allows me to experience the diversity and complexity of learning and development in different contexts and settings. It allows me to challenge myself and grow as a professional and as a person.

I hope that by sharing my story, I can inspire others who are in similar situations or who are considering taking on multiple roles. I hope that they can find the harmony between working from the heart and working with the head, and between working with passion and working with purpose. I hope that they can live, just like me, a rich and fulfilling professional life.

 

 

 

 

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