{"id":4465,"date":"2018-03-01T00:00:00","date_gmt":"2018-03-01T00:00:00","guid":{"rendered":"https:\/\/teambuildingasia.netagedev.co.za\/resources\/hong-kong-influencers-sofia-nordengren\/"},"modified":"2025-10-06T11:55:05","modified_gmt":"2025-10-06T11:55:05","slug":"hong-kong-influencers-sofia-nordengren","status":"publish","type":"post","link":"https:\/\/www.teambuildingasia.com\/resources\/hong-kong-influencers-sofia-nordengren","title":{"rendered":"Hong Kong Influencers: Sofia Nordengren"},"content":{"rendered":"
\n

We are excited to be working with co-working space theDesk<\/a>, on a series of interviews with influencers in the Learning and Development sector.<\/strong><\/em>\n<\/p>\n

The first interview was with Sofia Nordengren. A learning and development professional, she designs and delivers in-company training across Hong Kong, Singapore, Australia and Mainland China.<\/strong><\/em>\n<\/p>\n

A different breed<\/strong>\n<\/p>\n

Sofia Nordengren knows her game. The Swedish Learning and Development Manager came to training from a legal research background. \u201cI was researching at Hong Kong University into anti-poverty law and anti-money laundering,\u201dwhen asked to train a group of bankers in their consultancy she leapt at the chance, despite no formal training at that time.\n<\/p>\n

\u201cI discovered that a big part of the work relates to my interests. It\u2019s about management psychology, what makes people tick, how we learn, how to motivate people and get people engaged. These are areas I\u2019m very passionate about.\u201d Sofia was offered a senior role, heading up the learning function. \u201cMy first year was trial and error,\u201d she reflects. \u201cI was quite new in the field, but I jumped into mid-management then senior management straight away,\u201d she says.\n<\/p>\n

A generational balancing act<\/strong>\n<\/p>\n

Trainers need to design compelling training. \u201cIt\u2019s a balancing act,\u201d Sofia explains. \u201cNeeds and expectations are so diverse.\u201d Generational differences are a particular challenge. \u201cThere\u2019s a vast gap between generations. I work with young millennials, older millennials \u2013 like myself \u2013 and of course the older generations.\u201d Different ages it seems value different things. Although most in-company training is still face-to-face, the past decade has seen a gradual shift towards eLearning solutions. \u201cYounger generations don\u2019t want classroom training,especially those who come from a traditional educational background.\u201d\n<\/p>\n

Getting management buy-in<\/strong>\n<\/p>\n

Many people \u2013 especially older generations \u2013 reject eLearning. It doesn\u2019t provide the range of experiences and interactions they need. And it\u2019s the more senior staff who control the budgets. Sofia explains, \u201cFor many senior managers, eLearning isn\u2019t tangible in the same way as classroom training. Face-to-face is easier to quantify.\u201d \u201cFor my KPIs, it\u2019s clearer to stakeholders when they know, for example, we held ten sessions and covered a specific amount of content. They want to see the written feedback from the sessions.\u201d\n<\/p>\n

\u201cWith eLearning, you can track people logging on and off. But once they\u2019re in, it can become abstract. How do you measure engagement online?\u201d \u201cUntil people experience quality eLearning, it\u2019s hard to get the initial buy-in. You need the budget to design good digital products. They can be expensive and time-consuming to produce,\u201d Sofia explains.\n<\/p>\n

Learning as a game<\/strong>\n<\/p>\n

Despite the downsides, Sofia recognises that the future is about using technology to deliver consistent, scalable and cost-effective training. As a professional, her role is to consider what features of eLearning methodology most benefit employees. And to keep an eye on the latest research into the trends that will dominate in the coming years.\n<\/p>\n

Gamification is one of those critical areas. It\u2019s about designing training to include some of the motivating factors that people love about games. There are a set of tools learning designers can use. For example, setting challenges, levelling up, winning social badges, leaderboards and unlocking hidden content. Gamification promises that it can the benefits of a game-like experience to in-company training. When poorly done, the approach can trivialise subject matter training. But done well, it brings professional development alive: increasing engagement and helping staff achieve outcomes.\n<\/p>\n

What about webinars?<\/strong>\n<\/p>\n

\u201cI spend so much of my day looking at my phone or my computer that for me I like to put my phone away and have an opportunity to have real interactions, and not sit in front of a screen. It is very enticing.\u201d Another model of training is webinars, short for \u2018web seminars\u2019. These live or recorded videos with a presenter have become a standard format for large-scale training programmes. They have become a popular option for budget-conscious businesses. But as Sofia points out, cost-effectiveness doesn\u2019t always lead to higher rates of engagement or improved productivity. \u201cThe current webinar experience isn\u2019t engaging enough. Unless people are desperate for that knowledge, they won\u2019t sit in. It has to be something concrete to their needs.\u201d\n<\/p>\n

Bite-sized microlearning<\/strong>\n<\/p>\n

Another buzz term in recent years has been microlearning. Microlearning describes the delivery of training, in short, bite-sized pieces. \u201cA big question for me is how I can make these snippets engaging for participants,\u201d Sofia says. \u201cEven if the training is short, people still need to dedicate the time to read and learn by themselves.\u201d \u201cBut microlearning is going to be very powerful in the future. There are a lot of possibilities.\u201d she emphasises.\n<\/p>\n

The right skills and experience<\/strong>\n<\/p>\n

The cost of hiring a service provider is a crucial factor driving the trend towards creating in-company L&D teams. But experienced professionals are in short supply and high demand. \u201cI see there\u2019s a lack of good people in the field.Many people have a traditional approach. But companies these days are looking for something different. Especially people with strong skills in technology.\u201d For these reason, companies expect a lot from external providers. They look for companies that can offer highly targeted events and team building experiences. Managers see the value in gaining a deepunderstanding of their team dynamics, or individual performances within the team. This is why we find companies like ours, with years of experience, in high demand.\n<\/p>\n

The personal touch<\/strong>\n<\/p>\n

Classroom-based training, enhanced with technology, continues to put value on personally coaching employees, talking them through things and supporting change through guidance and mentoring. It\u2019s a hands-on role. \u201cThese qualities don\u2019t convert well into technology,\u201d she explains. \u201cMany professionals like personal interaction. Tech kind of takes that away. And companies tend to hire people with the right personal characteristics, but not the technical skills to create new forms of training. \u201cThey\u2019re more likely to hire someone who\u2019s passionate. A person who is charismatic, who can motivate and inspire people. \u201d\n<\/p>\n

A broader scope of professional development<\/strong>\n<\/p>\n

\u201cIn the coming years, the scene will look different,\u201d Sofia predicts. \u201cTrainers will need to find a clear niche, such as technology.\u201d But if you\u2019re not tech savvy, what other niches need filling? One area where Sofia expects to see more significant attention is wellness.\n<\/p>\n

In a recent report, 74% agreed that knowing their employer cares about their health and wellbeing would make them more satisfied, loyal and motivated in work. \u201cIn my work, I deliver mindfulness training. It\u2019s where my interest lies\u201d, Sofia explains. \u201cWe\u2019re in the \u2018attention economy\u2019. We have to learn how to pay attention, and block out all the noise and endless digital distraction.\u201d Before the 40s, the average Joe didn\u2019t go to the gym or exercise. They wouldn\u2019t have understood the value because they got exercise in their day to day work. \u201cIn the 40s, people started to do more desk work, and there was an increase in health issues \u2013 aches and pains. Gyms were partly a response to that.\u201d Sofia continues, \u201dEvidence shows that it\u2019s equally important to train your brain because we\u2019re in a crisis. Back then it was a physical crisis. Now it\u2019s more of a mental crisis.\u201d\n<\/p>\n

In the bigger scheme of things, mindfulness is part of a trend to care not only about people\u2019s professional needs but also their wellbeing and personal satisfaction. \u201cPeople are quite open to it. You don\u2019t always name it mindfulness. To prevent resistance, trainers place it in the broader context of stress management and work\/life balance.\u201d How do people react? \u201cI find it\u2019s an easier sell to senior management than younger people,\u201d Sofia says. \u201cYou\u2019d think it would be the other way round. But younger people can be more resistant to these types of \u2018softer\u2019 training sessions.\u201d\n<\/p>\n

\u201cSenior Managers see the value because they see the bigger picture. They know that what keeps you in the game for the long run is whether you\u2019re resilient or not. It\u2019s about whether you can handle all the information, not get overwhelmed and keep your head cool.\u201d Younger employees may no experience of the effects of stress and burn out. \u201cMost don\u2019t even know what burn out is,\u201d she says.\n<\/p>\n

Change before you have to<\/strong>\n<\/p>\n

Internationally renowned CEO and thought leader, Jack Welch, recently wrote, \u201cGreat companies demonstrate a real commitment to continuous learning. No lip service. These companies invest in the development of their people through classes, training programs, and off-site experiences, all sending the message that the organisation is eager to facilitate a steady path to personal growth.\u201d As our conversation ends, I\u2019m aware of how much learning and development has gained status in recent years. The days when HR departments only held a few social events, and compliance workshops are over. Whatever the future holds, proactive and committed L&D professionals, like Sofia, are sure to be a fundamental part of how companies adapt and innovate.\n<\/p>\n<\/p><\/div>\n","protected":false},"excerpt":{"rendered":"

We are excited to be working with co-working space theDesk, on a series of interviews with influencers in the Learning and Development sector. The first interview was with Sofia Nordengren. A learning and development professional, she designs and delivers in-company training across Hong Kong, Singapore, Australia and Mainland China. 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