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LearningCafe Year End Omnibus Webinar 2018

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LearningCafe has been quiet for the past few months as we try and pivot to find a new value proposition. But we are back with our popular year-end omnibus webinar discussion featuring three practice leader panels, who discuss the state of organisational learning and how they are dealing with the challenges they face.

The 1.5-hour year-end omnibus webinar features three panels of experienced Learning practice leaders from leading organisations from Australia, US and Singapore.

We discuss the role and impact of L&D in the organisation and whether it is responding to business and employee requirements. We ponder if L&D is able to collaborate across the HR silos to provide an effective employee value proposition.

Anish Lalchandani LearningCafeMaree HowardDarin Fox - Learning Cafe UnConference
Maree Howard – Head of Learning at Lendlease
Anish Lalchandani – Global Head Talent, Learning & Culture Optimisation at Standard Chartered Bank
Darin Fox – Project Lead, Long Term Workforce Strategy at Sydney Water

The panel discusses whether learning design and development is adapting by innovating and improving its products and services. We examine if we have made any real progress in improving the measurement of learning impact.

Vanessa Blewitt LearningCafeBen Carr
Vanessa Blewitt – Global Transformation Lead: Learning Intelligence & Effectiveness at Nestle
Ben Carr – Director at EY

Our third panel discusses the need for Learning to move to a user-centric approach and changes required in L&D mindset, skills and methods. We assess if Agile should be the new operating system for L&D.

Mike-Pino-LearningCafe-blackwhiteJeevan-Joshi-300x300
Mike Pino – Senior Director, Cognizant Digital Academy (US)
Jeevan Joshi – LearningCafe

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LearningCafe Year End Omnibus Webinar 2018

  1. 1. Thurs, 28 th December, 2018, 12.30-2 PM, Sydney Ways to participate: • Q&A Box - comment, whinge & opinions • Twitter Backchannel - @lrncafe #lrnomnibus LearningCafe Year End Omnibus Webinar 2018 Knowledge Sharing Better Practices Experienced Panel
  2. 2. LinkedIn m3 Collective Pty Ltd Macquarie University MCI Mind Australia Miss MLC NAB Nestle NSW DET Open colleges Profiling Online PSC Qantas QBE Standard Chartered Schmiq learning solutions Skillsoft Societe Generale Stockland Suncorp Sydney Water TAL Telstra Unilever University of Sydney Westpac Winc Woods Bagot WVI Xypex Australia 100+ 60+ Registrations Organisations Agilitas Learning Anglicare ANZ Art of Mentoring Aspire Leadership Development Attorney-General's Department Bendigo Bank Beople Srl Chartered Accountants ANZ Churches of Christ in QLD cognizant Crown Melbourne DEDJTR Department of Human Services Dimension Data EnergyAustralia Ericsson EY Fuse Universal GPC Asia Pacific Griffith University Harcourts Academy Health Infrastructure Herbert Smith Freehills HETI IAG IECL IMC Inspire Group Lendlease Thanks for joining us today
  3. 3. Practice Leadership Webinars UnConference Blog Magazine Catch Ups Workshops Community of Professionals with a focus on implementing ideas Organisational Learning 4
  4. 4. 4
  5. 5. 5 Webinar chat Raise Hand Use text to type Polls
  6. 6. Organisational Learning & Future of Work 6 Maree Howard Head of Learning Lendlease Anish Lalchandani Global Head Talent, Learning & Culture Optimisation Standard Chartered Bank Role and impact of L&D in the organisation and whether it is responding to business and employee requirements. Darin Fox Project Lead, Long Term Workforce Strategy Sydney Water
  7. 7. 7
  8. 8. 8
  9. 9. 9 Is Learning reactive to or being proactive in supporting the future of work? How can it become more proactive and where should it start? Use whiteboard
  10. 10. 10 Does Learning need to collaborate more closely with other HR functions to develop a consistent approach to implementation? Use whiteboard
  11. 11. 11 What does Learning need to support work and performance which shows up in L&D discussions as 70:20:10 Flow of Work Microlearning etc
  12. 12. LENDLEASE | LEARNING 12 TO CREATE A LEARNING ENVIRONMENT WHERE LENDLEASE PEOPLE CAN BUILD THE SKILLS AND CAPABILITIES THEY NEED TO BE THEIR BEST VISION FOR LEARNING
  13. 13. LENDLEASE | LEARNING 13 OUR LEARNING ENVIRONMENT EXPERTS READYTO GO DIGITAL ASSETS READYTO GO WORKSHOPS BESPOKE SOLUTIONS SOLUTIONS SOCIAL NETWORKS & NETWORKS & FORUMS PERFORMANCE TOOLS TOOLS COACHES& MENTORS MENTORS Subject Matter Experts and Super Users developing and sharing their knowledge and learning. Content libraries that provide generic learning for a broad range of topics, anytime on any device A national partner who provides generic face to face workshops for a broad range of topics nationally. Digital and face to face workshops designed (internally or externally) in response to strategic initiatives supported in part by an internal facilitation model. Platforms and hosted events that encourage people to build social networks with others who share similar interests, activities or connections. Digital tools that embed and support learning. Live or virtual support based on specific and personal development needs. Videos Pod Casts Webinars Lunch and Learn Bots LinkedIn Learning HMM Ashridge Executive Education AIM Access to 70+ workshops and courses in five locations around Australia Team Effectiveness Situational Leadership BU Induction Commercial Acumen Leader Induction Yammer Community of Practice LinkedIn Learning Events Conferences Quick Facts Reference Materials Templates Videos Checklists Blanchard App IECL Coach in a Box
  14. 14. 14 Sydney Water Considerations for the future of the workforce 29/11/2018 Darin Fox Project Lead, Long Term Workforce Strategy Sydney Water
  15. 15. Meta-themes: Future of the Workforce 29/11/2018 15 Increased diversity – age, tenure, cultural, work arrangements, outsourcing, gig economy Build learning organisations & nurture life-long learning Disruption preparedness – adaptability, agility, speed to market Due to complexity, build collaboration internally and across your commercial eco-system. Increasing customer expectations. Hyper-customisation. Climate change, technology, ageing population, cost of capital, geo-politics, population growth, urbanisation, resource demand, etc. Technology is driving two competing views of the future: VS
  16. 16. Long term considerations for Sydney Water 29/11/2018 16 o Core principle - build a learning organisation. o Core question - Customer-centric or community-centric? o Core challenge – Collaborate to deliver city and water outcomes with partners, government agencies and stakeholders. o Technical skills are not the problem. EQ and soft skills are key. o Our purpose should be clear and overtly "communicated" externally and internally. o Hierarchy should be de-emphasised. People are empowered to make the decisions they need to make to get things done as quickly as possible. o A fluid structure that facilitates movement of small, mobile, empowered teams. Obtaining insights for innovation and improvements from our front lines is BAU and routine.
  17. 17. Designing for Effectiveness 17 Vanessa Blewitt Global Transformation Lead: Learning Intelligence & Effectiveness Nestle Ben Carr Director EY
  18. 18. 18 2017 Survey
  19. 19. 19 Has Learning design substantially changed in the past couple of years? Is it keeping pace with business requirements and tech advances? Use whiteboard
  20. 20. 20 N=80
  21. 21. 21 With learning moving away from the monolithic /structured approach, what is the impact on methods for design and measurement ? Use whiteboard
  22. 22. 22 Has L&D made the evaluation of the effectiveness of learning more robust? What are some the new developments?
  23. 23. What is the value of Learning & Development Investments? We’re in business – not education. We want people to DO stuff, not just KNOW stuff - Cathy Moore  In any transaction, the supplier determines the price, but the purchaser determines the value
  24. 24. • All LMS development solutions + Coaching • Corporate, Regional, Local • Functions & Business A Framework for Learning Effectiveness
  25. 25. Post @+30days Post @+100days Post @+100days Maximum Value & Zero Waste Activities and measures reflect expected impact Optimise automation and learner centricity Post @+30days Answer 4 Key Questions for ALL Development SolutionsDid they Choose it? Did they Like it? Did they Apply it? Did it Add Value? LH Activities: Measures: HH Activities: Measures: LL Activities: Measures: HL Activities: Measures: Learning Effectiveness Types 2.ORGANIZATIONIMPACT 1. INDIVIDUAL / TEAM IMPACT Higher Lower Higher Skills Behaviours e.g. Factory SOP e.g. EXCEL e.g. Leadership e.g. MBA Post@ +30days Post@ +30days Post@ +30days Post@ +100 days Post@ +100 days Scale & Scope: One size fits all One approach for all sizes
  26. 26. Change Mgmt • Data driven mindset: Data > Measures > Analysis…Predictions • Defining value focused tangibles • Event > Journey • Operational > Strategic • Action > Action + Recommendation • Connecting systems, data, time stamps • Scale & Scope of applying Scale & Scope • System capabilities, configuration, data quality Technical Business Warehouse Challenges
  27. 27. 1. A paradigm shift for BOTH the Business AND L&D People don’t know what they don’t yet know 2. Insight breeds appetite 3. Start “small”… it’s bigger than you think Key Learnings: Top 3
  28. 28. The Learner Experience Imperative 28 The need for Learning to move to a user-centric approach and changes required in L&D mindset, skills and methods. We assess if Agile should be the new operating system for L&D. Jeevan Joshi Digital Transformation Expert & Founder LearningCafe & CapabilityCafe Mike Pino Senior Director, Cognizant Digital Academy Cognizant
  29. 29. 29
  30. 30. 30 As Learning grows and becomes more diverse, can L&D try and control or become more an enabler of Learning ? Use whiteboard
  31. 31. 31 Business Centric Topic Centric Event Centric Requirement Centric
  32. 32. 32
  33. 33. 33 Business Centric Topic Centric Requirement Centric Learner Centric Personalised Learning
  34. 34. 34 Workforce Experience Employee Experience Learner Experience Extended Workforce Experience Agile Workforce Motivation & engagement User Centred Design
  35. 35. 35 L&D & KM folks are excited about Content Curation Microlearning Personalised 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
  36. 36. 36 *Sample size = 115
  37. 37. 37
  38. 38. Are you using Agile/SCRUM in Learning ? Is it working ? Your thoughts … Use whiteboard
  39. 39. 39 Workforce Experience Alliance wexalliance.com Please sign up for our newsletters & updates
  40. 40. Learning Café View Time ->2016 Now 2020 Face to Face Online Learning – Legacy /compliance approach Online Learning – Next Gen (Social, collaborative Self Organising Learning Tin Can L&D Capability Jump L&D Capability Jump L&D Capability Jump
  41. 41. Professional Development Framework for the Next Gen L&D - Where do I start? 41 Business Partnership Project Management L&D Theory Analysis Design Development Implementation Evaluation DigitalAcumen ConsultingApproach BusinessAcumen Agile&DesignThinking 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
  42. 42. Does new skills will you focussing in 2018 ? Your thoughts …
  43. 43. www.learningcafe.com.au lrncafe http://bit.ly/lcafefb blogs learning conversations free resources workshops Sydney Melbourne Webinar recording, ebooks, L&D frameworks Building Effective Employee Social Networks 43
  44. 44. Trends 44 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
  45. 45. Challenges 45 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
  46. 46. Trends 46 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
  47. 47. Challenges 47 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

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