Upload
charity-learning-consortium
View
256
Download
0
Embed Size (px)
Citation preview
Getting Ready for the Future of LearningLaura Overton, MD of Towards Maturity
Andy Lancaster, Head of Learning & Development Content, CIPD
@LauraOverton
@AndyLancasterUK
@LauraOverton
19th November 2015
Getting ready for the
future of learning
Business Today
Global
Fast
Digital
Fluid
Complex
Workerstoday:
CuriousConnectedTech-Savvy
Self-Directed
Embracing Change2015-16 Towards Maturity Benchmark
All content © 2015 Towards Maturity CIC Ltd. Not to be distributed or copied.
www.towardsmaturity.org/2015benchmark
The future of Learning and Development
INDIVIDUAL
PROCESSES
EFFICIENCY
PRODUCTIVITY AND
ENGAGEMENT
BUSINESS
RESPONSIVENESS
LEARNING
CULTURE
PR
OG
RA
MM
E
O
RG
AN
ISA
TIO
N
CU
LT
UR
E
Improve induction 95%
Speed up implementation of new processes 91%
Improve productivity 94%
Adapt to individual need 94%
Improve talent strategies/keep best people 94%
Improve organisational performance 85%
Share good practice 96%
Increase self directed learning 83%
Improve admin and management 95%
Increase volume 91%
HOW READY ARE WE FOR THE FUTURE OF LEARNING?
We are not all realising the future …yet
INDIVIDUAL
PROCESSES
EFFICIENCY
PRODUCTIVITY AND
ENGAGEMENT
BUSINESS
RESPONSIVENESS
LEARNING
CULTURE
PR
OG
RA
MM
E
O
RG
AN
ISA
TIO
N
CU
LT
UR
E
Achieved by 39%
Achieved by 41%
Achieved by 29%
Achieved by 24%
Achieved by 21%
Who is ready?
What are they
doing differently?
T O W A R D S M A T U R I T Y I N D E X
TOPDECK
TOP LEARNINGORGANISATIONS
Faster response to changing
business conditions
Increased productivity on the job
TOP DECK Average 2014
Top Deck
x3 x5 X8x5x3
They are more ready for the future of learning
Quartile 1 (25%)
Top Deck (10%)
Quartile 2Quartile 3Quartile 4
Getting Ready for Digital Transformation
The workplace is changing fast – Learning must evolve
We need a compelling vision for the future of learning
New things can feel a bit uncomfortable
CIPD/TM “L&D: Evolving roles, enhancing skills”The changing focus of L&D
Spanning the gulf in practice
L&D driven agenda Little meaningful data
Good ideasCreating from scratch
Prescriptive offerMainly formal
Delayed deliveryOccasional feasts
Face to face
Business alignedMetrics drivenScience-based
Curator-conciergeUser choiceMore social
Just in time in flowRegular bite sized
Digital-mobile
Getting Ready to Support the Self Directed Learner
Today’s workers are self-directed learners
So how do we support them?
87% know what learning
they need to do their job
74% know how to access what they need for
learning
88%learn more by
finding things out for themselves,
rather than through F2F training
76% want to be able to do their job faster
and better MOTIVATED
IDENTIFY & ACCESS
RESOURCES
UNDERSTAND OWN NEEDS
TAKE INITIATIVE
THE SELF-DIRECTEDLEARNER
86% of the Top Deck
are proactive in
understanding
how their staff
learn
(30% average)
CONSUMER DRIVEN
76%of the Top Deck
involve users in design
(35% average)
LISTEN
DESIGNDESIGN
80% OF THE TOP DECK
use stories in learning
design
(32% AVG) CAPTURE AND SHARE
STORIES
73%of the Top Deck
are confident
using new media
in learning design
(28% average)
76%of the Top Deck
use learning communities
(46% average)
FACILITATE CONVERSATIONS
88%of the Top Deck
welcome innovation & contributions
from staff
(51% average)
WELCOME IDEAS
The Top Deck
INCREASE
ACCESS
TO COMMUNITY
TO CONTENT
TO TECHNOLOGY
TO CLEAR COMMUNICATION
AT THE RIGHT PLACE AND TIME
The Top Deck
EMPOWERLEARNERS
in current and future jobs
78% support career aspirations (21%)
The Top Deckhelp staff
learn how to learn79% offer study skills
training (51%)
EMPOWER STAFF
Towards Maturity Report 2105 : “Embracing Change”
Time to invest in our development – what’s CIPD up to?
CIPD New L&D qualifications at Level 3 and 5 – online New ‘Future of Learning’ CPD product in January 2016
What tips can we share to
help us get ready for the
future of Learning?
Ask senior leaders
“What would you
like me to help fix?”
Find what
organisational data
exists and use it
Read up about and
apply AGES and
RAD neuromodels
For key programme
curate new
resources to
support
Create optional
learning. Invite user
generated content
Use existing social
communities to
support learning
Learn to create
digital assets.
Use your phone!
Curate and create
optional resources
Train peer coaches
Consider bite size
provision such as
“lunch and learn”
Ask Staff‘How do
you learn what you
need to do your
job?’
Involve staff up
front before you
start designing
Capture and share
stories from within
Ask CLC for
workshops to help
build the skills you
need
Build your own
Personal
Knowledge
Network
Welcome
innovation in your
own team
Review and Cull
Work with HR to
improve staff
experience
Check out
Jay Cross
new book:
REAL LEARNING
@LauraOverton
Getting ready for the
future of learning
What are you
going to do next?