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    Learning at Speed by Nelson Sivalingam Summary

    Learning at Speed
    Nelson Sivalingam
    3.63 (32 Reviews)
    BusinessProductivityEntrepreneurship
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    Overview of Learning at Speed

    In a world where 75% of managers hate their L&D programs, "Learning at Speed" revolutionizes workforce development with lean learning principles. Shortlisted for getAbstract's 2023 awards, Sivalingam's guide transforms how companies upskill employees when only 12% apply training effectively.

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    Best quote from Learning at Speed

    “

    When the world changes faster outside than inside an organization, its end is likely near.

    ”
    Explore Your Way of Learning
    Learning at Speed isn't just a book — it's a masterclass in Business. To help you absorb its lessons in the way that works best for you, we offer five unique learning modes. Whether you're a deep thinker, a fast learner, or a story lover, there's a mode designed to fit your style.

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    Elon MuskCharlie KirkBill GatesSteve JobsAndrew HubermanJoe RoganJordan Peterson
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    Key Takeaways

    1

    The Speed Advantage: Learning as Your Competitive Edge

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    In today's exponentially changing world, the ultimate competitive advantage isn't capital or technology - it's learning velocity. When Arcadia Group collapsed in 2020, ASOS quadrupled profits and acquired Topshop brands. The difference? How quickly they learned and adapted. This revelation forms the foundation of "Learning at Speed," a practical framework for thriving amid disruption. With 54% of employees needing reskilling and 40% of core skills changing within five years, traditional approaches to workplace learning simply can't keep pace. What happens when the world changes faster outside your organization than inside it? Extinction becomes inevitable. The solution isn't shorter courses or faster content production - it's a fundamental shift to what's called "Lean Learning," an approach that helps teams learn what matters in the shortest time, apply it in moments that shape performance, and iterate based on feedback until solving business problems. Most L&D functions operate like failing startups - building solutions nobody wants. Despite organizations spending over $350 billion annually on training, 75% of managers remain dissatisfied with L&D, and only 12% of employees apply newly learned skills. Why? Because L&D often creates content without understanding the context in which learning occurs. Every organization has one of three learning cultures, each with distinct limitations: compliance-driven cultures focus solely on meeting regulatory requirements; process-driven cultures respond to every challenge with a course; and skills-driven cultures focus on building capabilities but through event-based programs that take employees away from their jobs.

    2

    Nine Essential Mindset Shifts for Lean Learning

    3

    Finding Real Problems and Building Strategic Solutions

    4

    Building Your Learning Ecosystem

    5

    Connecting Learning to Performance

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