Thurs, 7th December, 2017, 12-2 PM, Sydney
Ways to participate:
• Q&A Box - comment, whinge & opinions
• Twitter Backchannel - @lrncafe #lrnomnibus
LearningCafe Year End
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Capability Building
Workshops Community of
Professionalswith a focus on
implementing ideas
Building
Capability
4
4
Using Agile/SCRUM in
Human Resources and
Learning
http://bit.ly/capcafejan18
Thurs, Feb 1, 2018 12 PM
AgileforHR.com.au
SCRUM Masters
Aaron Tooth
CSM CSPO
Jeevan Joshi
CSM
We help organisations transform the way Learning is delivered using a ecosystem view which leverages Agile, Human Centred Design and Technology
Optimise Learning Ecosystems
• Strategy & Roadmaps• Business Case Devp• Current State Review• LMS & Technology
Selection• BUD Alignment
Workshop• Integration with Talent &
HR systems
Plan Innovate
Getting Ready for the Future of Work
• Artificial Intelligence/ Machine Learning
• Voice Recognition• Location Based
Learning• Blockchain
Transform
Help embed transformative practices
• Learning Portals• Agile/SCRUM• Merging Knowledge
Management & Learning
• xAPI/TinCan AR/VR• Collaborative & Social
Learning • Learning Analytics
David Hegarty
Jeevan Joshi
Robin Petterd
learnd.com.au
6
State of
Organisational
Learning
7
Maree Howard
Head of Learning
Lendlease
Natalie Nunn
Asia-Pacific Talent
Development Leader
EY
Current drivers and
challenges of Organisation
Learning.
8
Budget $
L&D Capability
Technology
Audience/ User Experience
Design
Solutions – Learning, Knowledge, Skills
Capability
Performance
Strategy
Business Outcomes $ +
Learning & Performance
EcosystemEnablers
Solution
Business
Visualising the Learning Ecosystem Stack
10
L&D & KM folks are excited about
Content CurationMicrolearningPersonalised knowledge etc.
Only because Learning & KM have not converged
LMS KM Systems
LMS + Content
Curation + Micro
learning
+
KM +Content
Curation +
Micro
learning
+
LMS + Content Curation + Micro learning
Page 11Composing the Talent team of tomorrow
Symphony
Trends in Learning & Development at EYNatalie Nunn, Asia-Pacific Talent Development Leader
PRIMARY TRENDS
Learner-fed to learner-led
We now have the technologies, systems and the
motivation to enable learners to source and drive
their own learning
Shorter attention spansThe ascendency of mobile-enabled just-in-time
micro-learning as stand-alone or part of a blended
journey
Social learningNot just learning through social platforms, but peer-
coaching and experimentation
Virtual classroomsThe costs of delivering physical classroom learning
are becoming prohibitive. EY is driving an ambitious
agenda to provide more engaging and effective
virtual learning
ConvergenceThe necessity for L&D to work up, down and across
the organisation to deliver value effectively and
efficiently
Big data
Provide
insights
and drive
better
business
decisions
Digital
disruption
Create
conditions
for learning
and
developing
Diverse
workforce
Engage and
appeal to a
diverse
workforce
Demographic
shifts &
geopolitical
instability
Fertile
conditions
for learning
Sustainable growth strategy
Indirect Cost
Pressures $
12
How do we make it work?
GLOBAL LEARNING• Global L&D strategy and principles aligned with and supporting the strategic goals of
the organization
• Global leadership and business capability solutions
SOLUTIONS• Partnering with global functions including
Talent, D&I, EH&S, Change, Finance etc
• Partnering with L&D managers to develop
business relevant solutions
• Project manage vendors
• Impact metrics
CONNECT AND
COLLABORATE• Learning portal for L&D and HRBP
• Learning portal for learners
• Learning communities
• Connect and collaborate technology
L&D MANAGERS • Partnering with HRBPs and solution team to support learning needs of the business
HRSLEARNING
SERVICE
PROVIDERS
13
Influence of learning on business performance
1. Nature of work, workers and the way we learn is changing – there is an important link between our business of transforming workplaces and how we learn at Lendlease
2. Learning has a clear link to growth, innovation and motivation
3. Ability to transform workplaces and the organisation is strongly linked to learning
• LEARNING@LENDLEASE
14
Change Journey
• Sponsorship is key, yet it will be important not to over promise to the organisation – get traction and keep moving forward
• Not about mandating – rather about delivering outcomes
• Need to address our own concerns/ mindsets and capabilities in HR and learning. We are not alone in this!
• LEARNING@LENDLEASE
15 Source: https://www.clomedia.com/2017/09/19/good-vibrations/
2014 Trends in Global Employee Engagement – Aon Hewitt
Culture
Leadership
Tools
Frameworks
Business
Results
Competencies
Learning
Capability
Management
Architecture
Governance
Systems Process
CAPABILITY MANAGEMENT Ver 0.8
18
Learning Design in
Flux
19
Changing the shape of Learning
Design i.e. impact of Agile and
tech and whether L&D is being
responsive.
Peter Hall
Head of Leadership and
Learning - Australia and Asia
Pacific
QBE Insurance
Michelle Novis
Senior Manager
Portfolio and
Enterprise Learning
Westpac
Tom Craig
Head of Learning
Performance & Careers
Auto & General
20
Success =
course completions + passing assessment
21
Compliance
CPD
Technical
Mandatory is an easier world.
65 respondents: Source – LearningCafe Webinar - Learners as Consumers Webinar
21 July 2016
• Funding is easier
• Need is beyond dispute
• Employees don’t have a
choice
• Success is clearly
understood.
Organisational Learning is shifting away from
mandatory Learning
http://www.simplypsychology.org/maslow.html
Compliance
Technical Training etc.
Behaviour
Productivity
Innovation
Culture
Competitive
Advantage
Mandatory
Easy to
Measure
Difficult to
Measure
Compliance
Technical Training
etc.
Innovation
Culture
Behaviour
ProductivityCurrent
L&D world
What
business
needs
What
business
gets
24
Thinking of Learners As Consumers
Learners as
Consumers
Employees as
Customers
Value for Time
Value for Money
Value for Cognitive
Bandwidth
Relevance -Does it
solve my problem ?
Does it help the
organisation I work for
?
Compliance Learning does
not give competitive
advantage. Just makes you
safe.
26
Down from
89%
In 2016
27
*Sample size = 115
4-hour workshop
Rapport
Listening
Questioning
Paraphrasing
Adopting an Iterative and Incremental Approach to
Learning Design & Delivery
1-hour workshop
Rapport
EvaluateImplementDevelopDesign
Analysis
EvaluateImplementDevelopDesign
EvaluateImplementDevelopDesign
EvaluateImplementDevelop
Design
Value-add Value-add Value-add Value-addTimeline post-analysis phase + 1 Week + 2 Weeks + 3 Weeks + 4 Weeks
1-hour workshop
Listening
1-hour workshop
Questioning
1-hour workshop
Paraphrasing
Two Speed Learning
Tech
29
Sift through the real/practical impact
of technology.
Rob Wilkins
Leader - Information
Management
NSW Department of
Education
Jeevan Joshi
Digital Transformation
Expert & Founder
LearningCafe &
CapabilityCafe
Mike Pino
Senior Director, Cognizant
Digital Academy
Cognizant
30
● Visits to Learning Portals is low. Public
web sites would close down.
● Learners don’t see value in using the
Learning Portal
Different Approaches – Choose the one that
works for you
31
32
Learning Café View
Time ->2016
Now
2020
Face to Face
Online Learning – Legacy /compliance approach
Online Learning – Next Gen (VR,AR, Social)
Self Organising Learning
Tin
Can
L&D Capability
Jump
L&D Capability
Jump
L&D Capability
Jump
Roadmap for our
Profession
34
The state of jobs/career in
L&D and the changing L&D
skill sets.
Aaron McEwan
Senior Director | Advisory Leader
CEB, now Gartner
Fiona Jury
Director - Executive Search
Human Resources
ChapmanCG
Nicole (Clark) Thompson
Chief People Officer, APAC
Hudson
35
36
LearningCafe Webinar 37
TRENDS IN THE L&D JOB MARKET
• Organisations are ROI focused, roles are more complex, learning is
often embedded in broader Organisational Development roles
• L&D is an “executive lever to drive change”, moving towards
coaching/advising on business performance
A Shift Towards Building Capability: “The Big Learning mindset that pervades the future of work
highlights that competitive advantage in the next century is based on the ability to build the
capabilities required to compete in an environment of uncertainty. Rather than specifying a
fixed goal of competency, we seek to build an open capability to fulfil our strategic intent and
our customers’ needs as they arise”
"Competency vs Capability Mindset Organisations" - Blog by Simon Terry
LearningCafe Webinar 38
L&D SKILLS/COMPETENCIES IN-DEMAND
• Digital Savvy
• Commercial Acumen
• Future of Work, Enterprise Social Networks
• Change Resilience
• Talent Management
39Source : https://joshbersin.com/2017/03/the-disruption-of-digital-learning-ten-things-we-have-
learned/
Professional Development Framework
for the Next Gen L&D - Where do I start?
40
Business Partnership
Project Management
L&D Theory
An
aly
sis
De
sig
n
De
ve
lopm
ent
Imp
lem
en
tatio
n
Eva
lua
tionD
igital A
cu
me
n
Co
nsu
ltin
g A
pp
roach
Bu
sin
ess A
cu
me
n
Ag
ile &
De
sig
n T
hin
kin
g
Emerging
Tech
Start Up/
Entrepreneurship
Knowledge
Management
Workforce/HR
Trends
Emerging Research in Management
Industry
Knowledge
Capability Management
Existing Capability
Next Gen Capability
Scaffolding Awareness
LearningCafé View
Time ->2016
Now
2020
Face to Face
Online Learning – Legacy /compliance approach
Online Learning – Next Gen
Self Organising Learning
Tin
Can
L&D Capability
Jump
L&D Capability
Jump
L&D Capability
Jump
Trends
42
McKinsey Deloitte LinkedIn Towards Maturity
Mobile Platform for
Learning
YouTube-style” learning Demonstrate business
impact and value.
New Learning
Organisation -agile and
fluid in nature
Immersive classroom
experience
Design Thinking Video-based online
training
Holistic People
Experience
Building a culture of
social learning and real
time feedback
Build Learning Apps Deliver modern learning
experiences
Thriving Ecosystems
Big data and predictive
analysis
Learning Experience
Systems
Transformative
Learning
Performance analytics
to drive organisational
performance and
customised experience
Challenges
43
McKinsey Deloitte LinkedIn Towards Maturity
Share ownership of
Performance
Bring together a
consumer-like
experience
Limited budget Position learning as a
strategic pillar
Become less of authors L&D teams embed
themselves in the
business
Demonstrating ROI Understanding digital,
technology, automation,
robotics and AI, driving
a new business model
Transition from a
service provider to a
strategic partner
Helping people to
perform,” not just
“delivering great
training.
Aligning to the
company’s overall
strategy
Connecting business
and learning impact.
Risk free Learning
Environments
Apply the disciplines of
design thinking to the
way people learn
Lacking data and
insights to understand
which solutions are
effective
Continual Engagement
Alignment between
learning and our overall
business strategy
Become video
producers, not just
instructional designers.
Having L&D
decentralized within the
company
Intelligent decision
making
www.learningcafe.com.au
lrncafe
http://bit.ly/lcafefb
blogs
learning conversations
free resources
workshops
UnConference 2016Sydney Melbourne
Webinar recording, ebooks, L&D frameworks
Building Effective Employee Social Networks
44
Ideas@work Collaborations
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Interest
Community
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45