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2nd International Seminar on Knowledge Management
e-Learning
University of Florence 21 22 October 2002
Henrik Danckwardt Skandia Oktober 2002
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Skandia in brief

• Established 1855, Swedens first stock insurance
  company
• Listed on the Stockholm Stock Exchange in 1863
• Listed today on the Stockholm, Copenhagen,
  Frankfurt and London stock exchanges
• Active in 25 countries
• 7447 employees in 2001

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Skandia a company in change
Premiums written
1990
Life andunit linked assurance 22
Property casualty 78
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Getting any company to change is not easy.
Getting an old company to change is even more
difficult. And getting an old insurance company
to change well, good luck!But Swedens Skandia
has done just that.
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Global savings

• Declining birth rates
• Increasing life expectancy
• Rapidly aging populations
• Severe strains on public finances
• Need of more private savings
• Rapid growth of funded pension arrangements

Everywhere a growth market
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The Skandia Concept
Countries UK 1979 Spain 1980 US 1987 Hong
Kong1989 Isle of Man 1989 Switzerland 1990 Sweden
1990 Colombia 1991 Germany 1991 Austria
1994 Cyprus 1995 Finland 1995 Mexico 1995 Japan
1996 Italy 1997 Norway 1997 Denmark 1998 China
1998 Poland 1999 Chile 2000 Australia 2001
Product Development Administration
Fund Managers
Distribution
Local Global Local
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Skandia 2005
Active in the 10 leading economies
US CHINA JAPAN GERMANY FRANCE UK
ITALY BRASIL MEXICO CANADA
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• In the future, there will be two kinds of
  companies, the quick and the dead. Were either
  fast or forgotten.

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Cooperation Knowledge sharingthrough
Leadership,Communication IT
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Grassroots Leadership
Customized
Leadership through values
Services
Management by instructions
Standardized
Predictable
Uncertain
Market
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Drivers of ChangeTechnologyKnowledge
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Future Drivers

• No way of creating new wealth
  by simply reducing costs
• Wealth is not gained by perfecting
  the known

• Better way is to create a real learning
  organization

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Future Drivers

• Learning doesnt happen, it must be managed
• Enabling learning is a key strategic priority!
• Quality learning does not come cheaply
• If you think competence costs - try incompetence

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Skandias solution
BEST BEFORE 2005...
The Competence Insurance
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Competence insurance
Purpose
Companies will work together with their employees
to create financial opportunities for the
employees to gain new knowledge. This is to
enable the employees to develop personally as
well as professionally and prepare themselves for
the rapid changes in the labour market
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Skandias staff

• In total we are around 2.528 in Skandia Sweden ...

1.779 female
and 1.749 male
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Education - Our background
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One way of creating possibilities to continuesly
mix work and education during your entire working
life.
Studies Work
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Competence development
Expense
Investment
Education /training
Education /training
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Competence InsurancePolicy

• Yearly savings maximum 5 of yearly
  salaryMaximum total savings 1 yearly salary
• Skandia sponsorship 100 (or 300)

Employer
Employee
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Competence Insurance
The employee and Skandia agrees upon using the
Competence Insurance to study ! What happens ?
Employee Gets Salary
Company Pays Salary
Company requests resources from Skandia
Competence to cover the salary paid to the
employee during studies.
Skandias CompetenceInsurance
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Competence development concept !
Competence- Insurance
Competence- Exchange
Personal development plan
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VISION STRATEGY
Competence Strategy
Strategic development (Budget)
FINANCE Fas 1
FOLLOW UP
Staff training Education (Budget)
Individual development
(Comp.Savings)
C - 20
Q 25
ACTIVATE Fas 2
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Competence Exchange The Global Platform
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What do we want to study?
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How do we want to study?
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Effects of Competence Insurance

• Responsibilty for your own development
• Frees the creative power of your employees
• Increased internal and external mobility
• Increased general knowledge level
• The company handles and controls change better
• Easier to recrute and keep attractive staff
• Equality. Everyone has the possibilty!

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How can we align the development of competence
with our vision and Objectives?
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IC Management Tool Skandia Navigator
FINANCIAL FOCUS
HISTORY
PROCESS FOCUS
CUSTOMER FOCUS
HUMAN FOCUS
TODAY
IC
RENEWAL DEVELOPMENT
TOMORROW
OPERATING ENVIRONMENT
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What is the Navigator

• A method to implement the strategy
• Business planning tool
• A tool for activity based management
• A tool for communication, information and
  knowledge sharing

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How do you create your Navigator Translating
vision strategy into action
The Process Model
FINANCIAL
SUCCESS
BUSINESS CONCEPT
FUTURICING ACTION PLAN
INDICATORS
FACTORS
CUSTOMER
PROCESS
HUMAN
RENEWAL DEVELOPMENT
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The Navigator worksat all levels.
Company
Unit / Department
Company
Unit / Dept
Individual
IndividualNavigator
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Bonus connected
Company
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Unit / Dept
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Company
Unit / Dept
30
Individual
Individual Navigator
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What is the Dolphin Navigator System

• An IT tool developed by Skandia to be able to use
  the Navigator in an optimal way
• A user-friendly and web-based solution
• A tool for business planning and follow-up
• A tool for activity-based management
• A tool for information, communication and
  knowledge-sharing

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COMPANY LEVEL
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Department level
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Individual level
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What do we achieve
The Navigator can help you translate and
communicate your strategies to the organization
and ensure alignment
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The overall picture!
One intention is for every Skandia employee to
gradually get to know Skandias objective, the
objective of their own unit and to realize in
what way he or she will be able to influence how
to get there. If everybody can see the overall
picture and realize how it can be influenced -
what a great Skandia. The Navigator can help us
to reach this objective.
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Some benefits from using the Dolphin Navigator
System

• more holistic, balanced perspective of the
  business
• more focus on activities
• less focus on measures
• more focus on essentials
• less focus on just financials
• more/other employees involved in the business
  planning process
• higher quality, less resources
• possibility to develop our competence in line
  with the company objectives

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The Skandia KM concept
VISION STRATEGY
SFC
SFC
Skandia Navigator Dolphin
COMPETENCE Phase 1
FOLLOW UP
SFC
Navigator Insight/Vestigo
Competence Savings
COMPETENCE Phase 2
SFC
SFC
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The 2002 Global MAKE Winners have been
recognised as demonstrating best practice in

• creating a corporate knowledge culture
• developing knowledge leaders
• delivering knowledge-based products/services/solu
  tions
• maximising enterprise intellectual capital
• creating an environment for collaborative
  knowledge sharing
• creating a learning organisation
• focusing on customer knowledge
• transforming knowledge into shareholder value

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ATTITUDE
ATTITUDE Is A little THING THAT MAKES A BIG
DIFFERENCE