Archives for February 2018

February 26, 2018 - No Comments!

Simulation Based Gamified Session on Contextual Leadership

KNOLSKAPE is conducting a half-day experiential learning workshop where participants will be introduced to "iLead", one of our award winning gamified simulations, focused on Contextual Leadership Skills.

This open gamified workshop is specifically designed to prepare professionals for business leadership roles. Come and experience the strength of simulation based learning.

Simulation-based workshop

During this workshop, you will get a chance to experience this immersive learning tool first hand, getting a feel for what simulations are all about, and how they are a powerful instrument to complement your learning journeys. That's not all! We expect to generate some thought starters for you on your own leadership styles and behaviors!

WHEN - Wednesday, 14th March 2018

WHERE - KL, Malaysia

Program Flow:

14.00 arrive and settle
14.30 - 14.45 - Welcome & Introduction
14.45 - 15.45 - Experience the Simulation
15.45 - 16.30 - Simulation Debrief and QnA
16.30 - 17.15 or Onwards - Refreshments & Networking

Invite only workshop with limited seats.

Click here to reserve your experience seat.
Register Now


February 23, 2018 - No Comments!

[Workshop] How HR can champion digital transformation by Clearing the Digital BLUR™

KNOLSKAPE and People Matters are co-hosting an upcoming workshop on ‘How HR can champion digital transformation by Clearing the Digital BLUR™’ in association with Microsoft.

We are now firmly into the Digital Age, where organizations are in various stages of transforming their business to deal with the disruption caused by digitalization. But an often-overlooked aspect of digital transformation is the people aspect; according to Gartner, “Digital mindset and competencies, not technical skills, drive the digital edge in performance”.

KNOLSKAPE, in association with People Matters & Microsoft, is excited to invite you for an interactive workshop on the Digital BLURTM – a unique framework created by KNOLSKAPE to help organizations and individuals navigate the disruption caused by the digital revolution. It explains how crucial lines that have traditionally defined businesses are blurring away in the digital world, and is an acronym for:

  • Boundary-less organizations and industries
  • Limitless digitization
  • Unbounded innovation
  • Relentless iteration

The interactive workshop on “How HR can champion digital transformation by clearing Digital BLURTM” will focus on:

  • How can HR teams help assess organizations and employees on the digital maturity curve?
  • What approach should HR take in the people transformation journey that covers digital mindset, culture and capabilities?
  • What skills and tools do leaders need to redefine business models, develop appropriate strategies and build digital leadership?
  • What are some of the most progressive organizations doing to build and champion a digital culture?
  • What is the recipe for clearing the Digital BLURTM?

This exciting discussion hosted by KNOLSKAPE - People Matters – Microsoft will be focused on how HR leaders can help organizations on their digital journey.

Event details: 

Gurgaon - 20th of March, 2018

Mumbai - 27th of March, 2018

Bangalore - 28th of March, 2018

Time: 9:00 - 12:15 pm

Venue: Microsoft Office, respective cities.

Please send us a line of confirmation at, so that we can block a seat for you. We will share the complete agenda with you shortly.

February 21, 2018 - No Comments!

[Webinar] Clearing the Digital BLUR™ – The Role of HR in Digital Transformation

How can #HR make a difference in the age #DigitalTransformation? Find the answer to this challenging question in this webinar KNOLSKAPE is hosting in association with People Matters

How can HR make a difference in the age of Digital Transformation?

Over half the Fortune 500 companies have faced extinction since 2000. Organizations today are operating in industries that they never have before; collective innovation has become the norm, and constant iteration is of utmost importance, be it in your products and services, processes, strategies, or workforce development.

None of this is possible by technology alone and the “people” aspect of digital transformation is more critical than ever before! So how does HR lead the digital agenda at the organizations?

As a part of the ongoing series of conversations, People Matters – KNOLKSAPE are excited to present this Webinar on “Clearing the Digital BLUR (TM) – The role of HR in Digital Transformation” to focus on what implications does the digital transformation have on HR, how can HR catapult to be the change leader and not follower and how can traditional HR functions be re-designed to be successful in this digital wave.

Here are a few discussion pointers that will be covered during the webinar:

1) What does Digital really mean? What are its implications for organizations and HR teams?

2) What is the role of HR in developing and managing talent in the Digital Age? How is it different from the traditional norms?

3) How will HR competencies change to support business transformation?

4) How can HR lead the digital agenda by redesigning the traditional HR functions like talent acquisition, development, and management strategy?

When: Wednesday, 28th February, 2018 | 3:00 PM - 4:00 PM

Who should attend: HR Heads, Senior HR Leaders and Managers

Click Here to Register!


How can #HR make a difference in the age #DigitalTransformation? Find the answer to this challenging question in this webinar KNOLSKAPE is hosting in association with People MattersRajiv Jayaraman

CEO & Founder


February 16, 2018 - No Comments!

KNOLSKAPE posts over 100% growth in 2017

KNOLSKAPE Garners Over 100% Growth in 2017 - Momentum Press Release

48 new marque customers, APAC market expansion and new solutions contributed to the growth.

KNOLSKAPE Solutions, a leading talent transformation company for the modern workplace, has achieved a record growth of over 100% in 2017. The growth was delivered through a healthy mix of new customer acquisitions, repeat business and international expansion. KNOLSKAPE now works with over 300 large corporates across 22 countries.

Many organizations today face a range of talent related challenges like hiring and acquisition, capability and leadership development, retention and ongoing engagement. Organizations are also discovering the limitations of conventional practices and methodologies in talent development, and are looking for a partner to bring in innovative talent readiness and talent transformation solutions. The challenge is compounded by the onslaught of digital disruption, which is forcing organizations to relook at fundamentals of their business models.

Globally, KNOLSKAPE helps organizations to face these challenges by providing a blended, omni-channel approach to talent assessment, development and engagement. Our award-winning learning and development solutions incorporate new age approaches such as simulations, AI, mobile, gamification and Virtual Realty complemented with facilitator led classrooms, virtual sessions, mobile and self-paced. Some of the key solutions are:

  • Onboarding new employees
  • Virtual assessment centers
  • Leadership development using simulations
  • Digital DNA
  • Talent acquisition

The solutions seamlessly blend modern and conventional methodologies to achieve greater results, which is why more and more customers are adopting the KNOLSKAPE blended approach to their talent related challenges.

In addition to increasing the topline, KNOLSKAPE also expanded its team across new product development, consulting, customer success and sales, including expansion in the APAC.

According to Rajiv Jayaraman, Founder-CEO of KNOLSKAPE, “For us, customer satisfaction and solving their critical talent related problems is the motivation to continuously innovate. Our results for 2017 are reflective of the confidence the market places in our solutions, and we look forward to working closely with our customers to address their needs.”

 Click here to read the article by Business World.

February 14, 2018 - No Comments!

Top 6 Digital Myths Busted

The concept of Digital is of great interest to academicians, leaders and organizations world over. In our conversations with clients, digital pioneers, and industry stalwarts, however, we have come to understand that there is a lot of confusion around the concept itself. Therefore, while the world tries to comprehend what Digital truly is, it is important to also understand what Digital isn’t. By the time you finish reading this piece, we hope to have busted 6 common myths and misconceptions about Digital.

Myth #1: Improving technology is Digital Transformation

Despite incorporating new technologies to their business, many organizations have still not been able to thrive in the Digital Age. As a result, since the year 2000 alone, over 52% of Fortune 500 companies have disappeared. The business models of these organizations were too outdated for them to survive in the Digital Age.

While Technology is the pivoting point into the Digital Age, it is the data that these technologies give us, the effective use of which dictates our preparedness in the Digital Age. The scale at which data is available to organizations has resulted in data being interactive - analyzing trends, developing patterns, and creating predictions. For organizations to truly claim themselves as ‘Digital Masters’, it is important for them to use this analysis to redefine business models, scale leaders at all levels within the organization, and become agile, to cope with demands of consumers, stakeholders, and partners.

Myth #2: Digital affects only IT or B2C companies

While most people believe that digital is here for IT or B2C companies, research proves otherwise. Digital is disrupting all industries. It is said that Digital is doing to Banking, Insurance, and Accountancy what social media did to telecommunication and the media.

Even major innovators, such as Netflix and Amazon are finding themselves competing with other industries to develop a large market base. Netflix CEO, Reed Hastings said, “Really we compete with everything you do to relax. We compete with video games. We compete with drinking a bottle of wine. That’s a particularly tough one! We compete with other video networks. Playing board games”, showcasing how digital is truly disrupting all industries, and challenging organizations to compete outside of their traditional industries, to win in the Digital Age.

Myth #3: Digital Transformation starts with customer experience

The core of any business is to cater to the needs of the customer. In the Digital Age, however, customer interaction with businesses is starkly different. Today, consumers also behave as co-creators for many innovations; Also, the ways in which consumers engage with products and services has the potential to disrupt businesses. For instance, AirBnB - a technology platform driven almost entirely by consumers (renters and landlords) has significantly disrupted travel, hospitality, and even employment models.

Therefore, organizations must be willing to radically alter their culture, operations and technological practices. In other words, effective customer experience in the Digital Age is a happy byproduct of Digital Transformation, not the starting point.

Myth #4: Digital is about reducing the workforce

It is true that digital platforms are eradicating the need for human beings to perform many of the mundane and routine tasks. However, the Digital Age is creating the need for several roles that have never existed before. For one, innovative organizations have begun to instate the role of a Chief Digital Officer, to help with Digital Transformation.

The Digital Age is also seeing full-time employment giving way to networks of project-based employment, allowing professionals and organizations to create stronger value from employing the best talent and resources for a project. This is a change that is slated to scale, as employees and leaders alike are investing in developing digital capabilities.

Myth #5: Digital Transformation is an IT function

With Digital Transformation being a key challenge for most organizations (who feel its disruption), the common question asked is ‘Who should lead Digital?’ For nearly a decade, Digital Transformation has been understood as adopting the latest in technology. As a result, it is seen as an IT function.

We know now that technology is only a part that facilitates Digital Transformation, and that changes need to be made on all fronts. Therefore, while new business units and roles are being instated to lead this transformation, as with all major decisions and changes, many business leaders and theorists agree that it is the senior leadership, starting with the Chief Executive Officer who should be leading this change. Having a Chief Digital Officer to champion this transformational change is a key idea that some have implemented, but many are still toying with.

Myth #6: Digital Transformation means different things for different industries and organizations

Once we have established that Digital Transformation needs a change in mindset and capabilities to obtain, and that it is a Leadership function, we must then look at what makes a Leader in the Digital Age. In doing so, it becomes evident that Leaders in the Digital Age have a common DNA, irrespective of the organization or industry they operate in.

With the changes that Digital Disruption is bringing in, if an organization must thrive, it is important that leaders:

  1. Have an exponential mindset to look within the industry, and outside, for disruptions, partnerships, and markets to operate in. This requires leaders in the Digital Age to be strongly networked leaders, or at least build the capabilities to do so
  2. Be able to make sense of the large volumes of data and the speed at which the data is obtained, and use intuition to develop insights based on the available data
  3. Be able to break through the limitations of the existing business model, processes, products, and markets and look at where to head next.
  4. Be comfortable with certainty as well as uncertainty, be agile, and open to an iterative process

In short, the lines between what we have known to be sacrosanct are blurring away, and businesses are being disrupted faster than leaders can comprehend what is happening. While the world has come to a consensus that Digital Transformation is necessary and inevitable, research from MIT Sloan and Capgemini states that “whole 90% of CEOs in the world believe that the Digital Economy will impact their industry, less than 15% are executing on a digital strategy”. Not getting on the bandwagon of Digital Transformation, in its truest sense, will present dire consequences for organizations.

Tell us your Digital Transformation story, if you have one. If not, let KNOLSKAPE help you with yours. Click here to know the work we’ve been doing with our clients on their Digital Transformation journey, and reach out to us at

February 13, 2018 - No Comments!

Stumbling from the Industrial Age to the Digital Age

Stumbling from the Industrial Age to the Digital Age

The Industrial Age was a period that focused on employing new manufacturing processes, resulting in some of the world’s greatest inventions -  flying shuttle, the spinning jenny, the water frame, the steam boat, the steam engine, steam powered train, and the factory system, many of which are still used to this day.

The system of development supported the need for professionals to know a trade, follow directions, get along with others, work hard, and be professional, efficient and honest. My mind begs to question, however, why we continue to have the same mindset and capabilities almost 180 years post the Industrial Age, when the business environment is not nearly the same.

The Industrial Age has long since given way to the Knowledge Age, where knowledge and ideas are the main source of economic growth. Professionals are required to think deeply about issues, solve problems, collaborate, communicate within various platforms, keep up with technologies, and handle large amounts of information. As we become more embedded into the Digital Age, it requires employees, leaders and organizations alike to develop a different mindset, and capabilities, to make sense of the VUCA environment.

At a conference I recently attended, the term ‘Digital’ was still being equated to social media platforms, and various digital technologies. In doing so, the understanding established is that by mastering the use of these digital platforms and technologies, one becomes a digital master. The Digital Age of the future, however, is about employing different approaches to creating and unlocking new business value, exceptional customer service, and agile internal processes.

The Future of Jobs Report by the World Economic Forum asked CHROs and Strategy Officers from leading global organizations about the current shift in business strategy, specifically for employment, skills and recruitment across industries and geographies. There is a marked difference in the skills necessary to thrive in the Digital Age between 2015 and 2020.

In a span of just 5 years, the order of importance for the top 10 skills will change significantly. With Robotics and Automation taking over much of the data related work, skills such as negotiations, and cognitive flexibility become secondary, as technology recognizes the patterns and trends, earlier analyzed manually by human beings. Given the crucial responsibilities of the workforce of the future, I feel the need to take a step back and assimilate everything I have learnt till date, and process how that can aid me in preparing for the workplace of the future.

In doing so, I realized that up until I graduated school 10 years ago, I was taught to work in the same manner as my parents had done, and their parents before them. In other words, I was taught to be a product of a ‘one size fits all’ model for career development – performing certain roles and progressing to a position depending on seniority. The reality, however, is that the Digital Age belongs to those who can imagine things through a different lens, create value, lead change and growth, and adapt to thrive in the Digital Age, the core mantra of which is ‘technology plus people’.

Becoming a digital master starts with developing the mindset needed for operating in the Digital Age – agility, measuring learning, employing design thinking, and motoring ahead at bullet speed, skills we are far from developing, and have a long way to go with. With the right tools, mindsets, and training, we find ourselves seamlessly transitioning from the Industrial Age to the Digital one.

February 7, 2018 - No Comments!

Clearing the Digital BLUR

More than 52% of companies in the Fortune 500 list disappeared from the list in the year 2000 because of digital. But what exactly is digital? Is it social media presence? Or mobile technology? Digital is not a thing.