Deep Learning

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Going through the U

Before we take the journey through the U-Process, I suggest that you make a proactive effort to understand about:***

* What is the working principle of the U-Process

* Why should my organisation and I need to experience this journey of collective intelligence

* How do I go through this journey

* When and where can this journey through the U-Process happen

When we deep dive and reach at the bottom of the "U", we experience instability. Because of the shape of the "U", we will rock forward and backwards as we move towards the other side. The rocking is due to the tension between will and counter-will , wanting to emerge into the future and fear. When you can stablise the motion, you begin to emerge into the future as your leadership DNA is transformed.
You will be able to have generative conversations with your family, friends and business associates. Eventually, this leads to corporate transformation, creating community value through social and ecological capital and business innovation that adds customer value

Just see the route of the U-Process - "One Process, Five movements"

Are you ready to come to the U-Process?

Dr Ben Chan

Director, Education Academy,

United in Diversity Forum, Jakarta

Ben has more than 27 years experience that includes general management and regional marketing management for industrial, consumer and services products in ASEAN countries

He is also the Executive Director of Singapore Young Enterprise Centre, a resource centre where young social entrepreneurs and family business successors come for coaching, mentoring, counseling and consultation about their business venture creation. The methodology used is the U-Process (Learning from the Future process) which embraces diversity, social innovation and optimises the use of social, human, economic and ecological capital in business, government and civil society

Protocol for deep listening

Learning from the future

Over the last two decades, organizations in nearly every sector of society have faced strong pressures not only to change but also to become flexible enough to change continuously. The change becomes unavoidable for every organization and vital to face the pressures that come from rapidly changing technologies, the globalization of markets and tighter competition.

As the world becomes more interconnected and business becomes more complex and dynamic, work must become more ‘learningful’. It is no longer sufficient to have one person learning for the organization to figure it out from the top and have everyone else following the orders of the ‘grand strategist’. The organization that will truly excel in the future will be those who discover how to tap people’s commitment and capacity to learn at all levels in an organization. Professor Peter Senge wrote in his book titled The Fifth Discipline: “The team that became great didn’t start off great – it learned how to produce extraordinary results”.

Every day we are surprised with many new inventions in technology, especially in communication technology. Twenty years ago, the world were having a serious discussion about what we should do with all the extra free times that we will soon gain through the use of new communication technologies. Looking the way we all live now, it obviously did not really happen the way we have imagined. The world seems smaller and smaller and moving faster and faster which forced every organization to increase their phase to keep up with the world’s trend to be sustainable. It seems that we are always running behind.



The current problems or challenges that lay ahead, however, are mostly new to many organizations because it contains some new elements or factors that never been occurred before due to the new development in technology, especially in communication. Therefore, learning only from past experiences, as most of us do according to our structural habits, will not be sufficient to find solutions to address the present as well as future challenges. Therefore, organisations require new approaches and new ways of learning so as to come up with innovative outcomes.

These series of workshop modules allow participants to develop three core learning capabilities such as:
· Fostering Aspiration
· Developing Reflective Conversation
· Understanding Complexity

Consequently, it develops tools which can be used so that people in your organization create results that matter to them and the organization.