The Economist dedicated a January 2017 issue to Lifelong Learning, bringing to fore the need for everyone to be Lifelong Learners due to rapid changes in jobs and the skills required for them.
Lifelong Learning is here to stay. While individuals need to take responsibility to keep their capabilities up to date, organisations can support them by helping them create a mindset and skills for Lifelong Learning. L&D can be the architects by providing support and tools while being the advocate for Lifelong Learning.
In this webinar, we discuss if L&D currently advocates or has the mandate to support Lifelong Learning and how best they can achieve this.
Should L&D/HR be Architects of Lifelong Learning in the Workforce?
Thurs, 25th May 2017, 12-1 PM, Sydney
Ways to participate:
• Q&A Box - comment, whinge & opinions
• Twitter Backchannel - @lrncafe #LifelongLearning
Should L&D/HR be Architects
of Lifelong Learning in the
Australian Red Cross Blood
BAE Systems Pty Ltd
Churches of Christ
Commonwealth Bank of Australia
Insurance Australia Group
Latitude Financial Services
NSW Department of Education
People Capability Manager
Pernod Ricard Winemakers
CEO & Company Secretary
Producer & Founder
LearningCafe & CapabilityCafé
Founder and CEO
mwah.live / Director AHRI
HR Manager, Performance &
Australian Trade and Investment
Workshops Community of
with a focus on
How important is being a
lifelong learner for
individuals? Who is
responsible for it?
What role is L&D playing
in Lifelong Learning?
How the current L&D
offerings can be
hopefully tweaked for
Do our organizations
support Lifelong Learning?
Is there a mandate? Is
there a budget?
Chief Executive Officer & Company Secretary
Why Is Life Long Learning Important?
•Slam Dunk – Isn’t it?
•What is the value of a degree?
•PWC, IBM, Google etc.
•Richard Branson, Bill Gates and Mark Zuckerberg
•Learning itself is a skill
•Skills that require the desire and curiosity to learn
•Employers don’t or won’t pay!
•Skill base is changing rapidly.
"The classic model
burst at the start
breaking down". -
People are working for longer
Employment for those
aged 55 to 64 years
recorded the largest
growth of any age group,
increasing by 80.4 per
cent) over the ten years.
The second largest
increase was recorded
for those aged 45 to 54,
up by 442 500 (or up by
22.0 per cent)
Workforce Ageing Report http://lmip.gov.au/default.aspx?LMIP/GainInsights/SpecialTopicReports
A Changing Dynamic
Demand is now for Hybrid Jobs
Flexibility is the key !
Rise of the MOOCs,
- Coursera, Udacity etc
Lifelong learning is the "ongoing, voluntary, and
self-motivated" pursuit of knowledge for either
personal or professional reasons.
Therefore, it not only enhances social inclusion,
active citizenship, and personal development, but
also self-sustainability, as well as
competitiveness and employability.
Main Traits: Curiosity and Interest
HR Manager, Performance & Capability Development
at Australian Trade and Investment Commission
Austrade’s Learning Culture
•Creating a culture of curiosity— When people are curious,
they seek out knowledge. They become engaged, active learners.
•Curating the best material— There’s already so much good
material online. Leverage it and find the best to share with your teams.
•Sparking conversations— Find material, or create new
questions / ideas for your organization that spark people to have more
conversations about new ways of doing things.
•Connecting people, resources, tools
‘Live as if you were to die tomorrow.
Learn as if you were to live forever.’
Founder and CEO mwah.live /
Why organisations should invest in making employees
i.e. what is in it for them?
Is Life Long Learning Important?
1. People grow, business grows
constantly + organically
2. Context of control and power has gone
or should be gone
3. And, most importantly, because businesses are part of society,
not just the recipients of the resources. Building resources (economic
and social) is an important role.
Helping build a society,
you can do business in.
It doesn’t have to start with learning…
It might better start with
•Understanding collective versus individual dynamics of why teams and
businesses work well – for the business and for people
•Rethinking HR and L&D – shifting capability and work
•Rethinking Employment – and who owns human capital
Producer at LearningCafe & CapabilityCafe
Workforce that is nimble
and flexible learners
Workforce that more
reason to be engaged
Employment compact is becoming more
transactional (mercenary ?)
lifelong learners is
good for the
organisational soul &
Going About It
# 1 Build a case for Altruistic Learning
Altruistic Learning Value Added Learning
Junk Learning Forced Learning
e.g. Agile training for
casual sales force
that is not
relevant to job
Basic of Finance
Going About It
#2 Extend your Learning Infrastructure
in the workplace
library available to
in the workplace
Lifelong skills i.e.
financial / retirement
Existing Learning Extended Access
available for more
in the workforce
Webinar recording, ebooks, L&D frameworks
Building Effective Employee Social Networks
Or send us an email - email@example.com