The  Future  of  L&D

Elisabeth  Richard  BachClient  Partner  &  Implementation Specialist  

Leadership  &    Online  LearningFranklinCovey  Denmarkerb@franklincovey.dk

What  drives  the  future  of  L&D?1. Shifting  demographics  – shifting  mindset2. Continued  growth  of  Social  Media3. Inadequate  traditional  organizational  structures

L&D  Key  Challenges

L&D  4.0  ...  ”and  beyond”

Let’s  start  with  ”beyond”• Genetic  Engineering– Humans  designed  for  a  specific  purpose,  with  specific  traits  /  competencies

• Bio-­‐hacking:  Putting  a  computer  in  your  brain  is  no  longer  science  fiction  (Washington  Post,  August  2016)– Able  to  boost  intelligence,  memory  and  other  cognitive tasks

• Bionic  Eyes• Wearable  technology– Google  smart  glasses– Apple  smart  watches

• Virtual  Reality– The  Oculus  Rift  Headset!!

Learning  1.0,  2.0  &  3.0

Instructor-­‐centric  Paradigm

Participant-­‐centricParadigm

Inspired by  ”From  E-­‐learning  to  We-­‐learning”,  Bersin by  Deloitte

From  Learning  3.0  to  Learning  4.0

• A  shift  from viewing  learning  as  a  product  created  for  learnersto a  collaborative  and  connected  process  involving  learners.

Social  Learning  Essential  to  Success

New  Mindset

New  Structure

New  Culture

Employees In  The  Driver’s Seat

Technology  The  Road  Ahead

A  Mindset Shift  Is  Needed• Away  from  periodic  programs  owned  by  L&Dü to self-­‐directed  solutions  owned  by  individual  employees

• Away  from  telling  people  what  to  learnü to showing  them  what  they  can  learn

A  Structural  Shift• Change  current  organisational  structureü to the  future  demands  and  requirements  

(adaptability,  flexibility  and  subjectivity)

• Think  less  about  developing  content and  ü more  about  the  experience of  the  learner.

A  Cultural  Shift• Switching from a  content  centric  “push”  approach  ü to a  learner-­‐centric  “pull”  approach    

• From a  ”Command  &  Control”  cultureü to a  ”Release  &  Engage”  culture

Employees  in  The  Driver’s  Seatü Help  learners  figure  out  how  to  obtain  the  learning  they need

ü How  do  the  employees  experience your  learning  offerings?  

ü Employees  =  customers  to  be  satisfied

Technology  – A  Key  Driver

Platforms  that  can  deliver  on-­‐demand  learning  content  AND  support  meaningful  learning  journeys  are  a  “must-­‐have”

ü Not  all  learning  takes  place  within  a  classroom  or  in  a  traditional  course

ü Recognize  the  cultural  shift  for  more  social,  mobile  and  informal  learning  experiences  

ü Chose  the  platform(s)  that  support  and  strengthen  the  values  and  critical  capabilities  of  your  organization

The  future  of  L&D-­‐ involves  TWO  types  of  work:  

1. Modern  training– Continuous generation  of  meaningful  on-­‐demand  learning  that  can  be  accessed  whenever  and  wherever  it  is  required,  as  well  as  traditional  classroom  learning,  which  still  has  a  role.

2. Promoting  everyday  learning– Facilitating  connections,  creating  a  context in  which  people  can  discover  who  they  should  be  engaging  with  to  develop  the  capabilities  they  need.  Ensuring  that  these  kinds  of  interactions become  intrinsic to  how  the  organization  functions.

Future  Learning  IRL

New  Mindset• Self-­‐directed Solutions• Show    what the  employee can learn

New  Structure• Adaptability,  Flexibility,  Subjectivity• Refocusing  on  the  individual  

New  Culture• Learner-­‐centric pullapproach

• Release  &  Engage

Employees In  The  Driver’s Seat

• How  is  learning  obtained?

• How  is  the  user  experiencing  the  learning  on  offer?

Technology  

• Learning  OnDemand

• Social  Learning  enabler

Questions?