Presented at DevLearn 2018, this preso examines key themes in the Future of Work, what it means for learning and augmentation, the key activities for L&D in that context and emerging skills as a result. Along the way, there are a few detours including mammoths, centaurs to kitchen sinks...

2. FUTURE OF WORK
FUTURE OF LEARNING & PERFORMANCE
L&D STRATEGIES
EMERGING SKILLS FOR L&D
IN THIS SESSION
“Sometimes questions are more
important than answers.”
-- Nancy Willard, Poet

3. FUTURE OF WORK

4. WELCOME TO THE FOURTH INDUSTRIAL REVOLUTION
World Economic Forum, Fourth Industrial Revolution

5. My father had one job in his lifetime,
I will have six jobs in my lifetime, and
my children will have six jobs at the same time.
-- Robin Chase, Author of Peers Inc.
In the new world, it is not the big fish which
eats the small fish, it’s the fast fish which
eats the slow fish.
-- Klaus Schwab, Exec. Chairperson World Economic Forum
AN ERA OF ACCELERATED CHANGE

6. The rise of digital and pervasive data
The rise of personalised customer experience
Refocus on human connection & underlying needs
The rise of agility and drive to innovate, reinvent & disrupt
KEY TRENDS IN THE FUTURE OF WORK

7. Avoid the hype.
No scare tactics.
Focus on the obvious, essential,
underlying question.
The question that cuts to the heart of
our purpose as L&D professionals…
A RESPONSIBLE AND BALANCED RESPONSE

8. HOW WILL WE SURVIVE THE ROBOT APOCALYPSE !!!!
MIT - Every Study We Could Find on What Automation will do to Jobs

9. How might we support people and
organizations to thrive in an era of digital
disruption and accelerated change?
IN OTHER WORDS

10. FUTURE OF
LEARNING & PERFORMANCE

11. Two big questions that shed light
on the nature of work, performance
and learning into the future.
UNDERSTANDING WORK YESTERDAY, TODAY AND TOMORROW

12. TWO BIG QUESTIONS
How did our ancestors hunt mammoths?
How do humans win at chess in an age of AI & computers?

13. THE MAMMOTH IN THE ROOM
cr: Mammut/Wikimedia Commons
Collective, co-ordinated effort
The ‘discovery’ of spears
The rise of ‘dog-human predators’

14. HOW DID OUR ANCESTORS HUNT MAMMOTHS?
In teams,
with tools,
using systems

15. FAST FORWARD TO 1997, NEW YORK…
cr: rarehistoricalphotos.com/kasparov-deep-blue-1997/
This guy lost a chess series

16. FROM AI DOMINANCE TO CENTAURS
Deep Blue beat Kasparov as a sign of things to come.
In 2005, a ‘freestyle’ chess tournament saw the rise of
human-computer teams.
Such combinations were superior to computers alone
and generally did not involve the best computers or
grandmasters.

17. THE RISE OF CENTAURS
“We had really good methodology for when to
use the computer and when to use our human
judgement, that elevated our advantage,”
— Stephen Crampton
Part of the winning 2005 Freestyle team
“Weak human + machine + better process
was superior to a strong computer + machine
+ inferior process.”
— Gary Kasparov
Deep Thinking by Gary Kasparov.

18. HOW DO HUMANS WIN AT CHESS IN AN AGE OF COMPUTERS?
In teams,
with tools,
using systems

19. PERFORMANCE SUPPORT/ AUGMENTATION ISN’T NEW…

20. BUT THE TOOLS ARE CHANGING - AND AUGMENTING US IN NEW WAYS

21. AUGMENTED WORKERS – KEY ELEMENTS

22. Start with low tech habits.
Consider your own tech
ecosystem and how it connects
you with people.
AUGMENT YOURSELF
PUBLIC
PERSONAL
AT WORK
mental models
& templates
collecting and
tagging contentcollaborative
work
organising &
prioritising
networking, wol
& exploration
content,
courses &
ideas
spaced
recall app

23. BEYOND AUGMENTING - WHAT DO WE DEVELOP AND LEARN?
How do we add value to
our half of the centaur?

24. COMPLEMENT, DON’T COMPETE
Information recording & recall.
Algorithms & calculations.
Rule based problem solving.
Rote, repetitive tasks.
Physically demanding work.

25. SURVIVAL SKILLS FOR THE ROBOT APOCALYPSE (Play to your strengths – being human!)
From Learn2LearnApp.com

26. How would that free you up to be uniquely
human and add value to your work?
What new mindsets, skills and knowledge do
you need to make the most of this new
opportunity?
AUGMENTING WITH TECHNOLOGY & SYSTEMS – 3 BIG QUESTIONS
What part of your job do you actually want
to be automated / augmented?

27. AUGMENTED WORKER - JUST HALF THE PICTURE

28. AUGMENTED AND DEVELOPING WORKER – HIGH TECH & VERY HUMAN

29. Growth mindset – Carol Dweck.
Curiosity.
Optimism through ambiguity.
Metacognition: the first step to shifting your
‘inner voice’ is bringing awareness to it.
MINDSET
Mindset by Carol Dweck
From Learn2LearnApp.com

30. Gladwell’s 10,000 hours.
Ericsson: Deliberate Practice.
DEVELOPING SOFT & COMPLEX SKILLS

31. Deliberate practice is focused, conscious action
with feedback to improve.
Pattern recognition from experience, observation
& stories (with reflection).
Supported stretch projects to challenge and
expand.
DEVELOPING SOFT & COMPLEX SKILLS
By Arun, adapted from the work of Anders Ericsson
Peak by Anders Ericsson

32. Broad definition: Mental models
are assumptions,
generalisations, or concepts
that allow us to quickly interpret
our surroundings and take
action.
They are short cuts and
cognitive tools that we use to
understand and act.
DEVELOPING HIGHER ORDER THINKING & PROBLEM SOLVING

33. Learn less facts. Learn more mental models.
Construct a ‘latticework of mental models’
(Charles Munger) = expanded cognitive toolkit.
Criteria
- Does it help shed light on myself and inform my
action?
- Does it help me predict and engage with the
world?
DEVELOPING HIGHER ORDER THINKING & PROBLEM SOLVING
Charlie’s Almanac. Also Farnam Street Blog. And of course Learn2LearnApp.com

34. L&D STRATEGIES

35. THE SHIFT - HINT, IT’S NOT ABOUT REPACKAGING CONTENT!
Our challenge is to augment, extend and
support people in their workflow so that they
can achieve more - faster & easier.
The skills that matter are human - soft skills &
higher order thinking
People will more and more be required to adapt,
reinvent and adopt new approaches on the job.

36. DESIGNING EXPERIENCES, CAMPAIGNS & SUPPORT FOR WORKFLOW PERFORMANCE

37. FOCUS ON WORKFLOW PERFORMANCE - AN ECOSYSTEM APPROACH
Develop Learning Agility
Identify Challenges
& Opportunities
Connect
Curate & (Co)Design
Nudge
Measure & Analyse
Understand, Leverage,
Improve & Influence
Challenge
Extend experience,
deepen learning

38. OR A STRUCTURED LEARNING EXPERIENCES - SCAFFOLDING THE WORKFLOW WITH A BLEND

39. L&D SKILLS

40. FUTURE-PROOFING SKILLS FOR L&D
LPI Capability Map

41. L&D SKILLS -
PERFORMANCE CONSULTING & DESIGN THINKING

42. A simple process I created influenced by:
• Design thinking, particularly use of empathy & personas
(see Ideo, dschool)
• Cathy Moore’s Action Mapping
(see Map It)
• Nigel Harrison’s Performance Consulting
(see How to be a True Business Partner)
PERFORMANCE GAP ANALYSIS

43. PERFORMANCE GAP ANALYSIS PROCESS
1. Invite stakeholder
2. Define performance goals
3. Identify who’s involved
4. Generate personas
5. Identify desired behavioral change
6. Identify required levers for change
(KSME)
7. Identify tech, systems & habits
(Augmentation)
8. Generate performance solutions

44. PERFORMANCE PYRAMID

45. DESIGN THINKING – START WITH THE KITCHEN SINK

46. DESIGN THINKING
For me design thinking is
Starting with empathy
Designing collaboratively And failing fast
To co-create end-to-end experiences
Ideo. Dschool. And ‘Design Thinking for Learning Innovation’ by Arun Pradhan
From Learn2LearnApp.com

47. L&D SKILLS -
EVIDENCE-BASED BEHAVIOURAL CHANGE & LEARNING STRATEGIES

48. LEARNING FOR A CHANGE
From Learn2LearnApp.com

49. Learning Theory e.g. Deliberate Practice, Spaced Retrieval, Interleaved Study.
Cognitive Psychology e.g. Bjorks New Theory of Disuse, Dual Coding Theory,
The Zeigarnik Effect
Behavioural Science e.g. System 1/2 Thinking, Unconscious Bias, Social proof,
Hyperbolic Discounting, Cognitive Dissonance, Dunning Kruger Effect, Anchor
Effect, Stability Bias.
Performance Studies eg. Google on High Performing Teams, CEB on
Connector Managers
SOME OF MY FAVOURITES
Books by: Julie Dirksen, Clark Quinn, Daniel Kahneman, Peter Brown (more in L2L)

50. L&D SKILLS -
ENABLING & CHAMPIONING LEARNING AGILITY

51. A CONSCIOUS AND CONTINUOUS PROCESS
Continuous Learning Cycle - from Learn2Learn
Learning Solutions - Learning Agility Series by Arun Pradhan

52. CAMPAIGN
Learn2Learn. Also the #BeMore campaign by Citi Bank

53. L&D SKILLS -
TEAM / SOCIAL COLLABORATION & FACILITATION

54. DEVELOPING ‘KNOW WHO’
- Teams as the new courses
- Supporting cross-functional, agile teams
- Prioritising psychological safety (see Google research)
- Facilitating coaches as connectors
- Connecting and supporting mentors
- Championing ‘narrate your work’ or ‘working out loud’
Books by Amy Edmondson, Jane Bozarth and John Stepper

55. L&D SKILLS -
TECH & SYSTEM DESIGN

56. - Define Value: customer outcomes = performance outcomes
- Identify value stream: Identify waste and opportunities
- Create flow: design, augment, simplify and improve processes
- Decentralise and empower teams
- Continual improvement embedded in process
- Maximise human vs machine combination
USE LEAN PRINCIPLES & MINDSETS

57. - What tech platforms are used for workflow?
- Collaborative platforms, KMS, CMS, Business Systems, CRMs etc
- Opportunities for alignment to performance outcomes (e.g. access data)
- Opportunities to integrate learning/ performance support resources
- Immature digital infrastructure? Digital strategy is part of the basics
START WITH EXISTING TECH, BEFORE LEARNING TECH

58. DATA ANALYTICS & INSIGHTS

59. WHAT WE MEASURE
by arun > arunpradhan.com

60. LEVELS OF LEARNING DATA
Level 0. ASPIRATIONAL
Developing a data mindset
Level 1. SCORM PLUS
Tracking elearning with greater data points
Level 2. LEARNING ECOSYSTEM
Tracking holistic learning
Level 3. LEARNING & PERFORMANCE ECOSYSTEM
Tracking relationships between learning & performance

61. MAGIC DASHBOARD - WHAT DATA IMPACTS DECISIONS/ PERFORMANCE?

62. TAKEAWAYS

63. FUTURE-PROOFING STRATEGIES SKILLS FOR L&D TO MAKE IT HAPPEN

64. arunaway arunzpradhan
arunpradhan.com
learn2learnapp.com
Learning agility and innovation for enterprise
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