The two-day Learning Technologies 2016 conference included keynote speakers, sessions on various topics, and an exhibition. Day 1 consisted of sessions on learning strategy, collaborative learning using social networks, and emerging technologies. Day 2 included another keynote on fundamental shifts in the future, and a session on designing effective performance support by following learners' journeys. The main takeaways were about engaging employees, fostering social learning networks, preparing for technological disruption, and providing contextual support at the moment of need.

1. LEARNING
TECHNOLOGIES 2016
Findings and implications

2. GENERAL
• 2 day conference
• 2 keynote speakers
• 3 sessions/day
• Different tracks (Strategy, Social Learning, E-Learning (Tools), L&D
Professional)
• Exhibition
• Visitors mostly UK, with a Dutch/Flemish delegation

3. DAY 1

4. KEYNOTE MARSHALL GOLDSMITH
CREATING BEHAVIOR THAT LASTS
- Motivational speaker/coach
- Key take-aways:
- It’s always going to be crazy!
- I need help and it’s ok.
- Employee engagement: What can you do to engage yourself?
If they don’t care: stop changing them!
- Practical: Daily question process

5. S1D1: LEARNING STRATEGY
ANDREW JACOBS (LONDON BUROUGH OF LEWISHAM)
LYNN RUTHERFORD (BRAMBLES)
- What your business strategy is, defines your learning strategy
- Work together with the business:
- Functional steering commitees
- They select their own SME’s
- Impact measures build in
KEY TAKE-AWAY:
Turn Strategical thinking, into tactical thinking.
Strategy
Operational
Tactics
Transactional

6. S2D1: COLLABORATIVE LEARNING
JANE HART (C4LPT)
‘Enterprise Social Networks’ for learning
- Bringing it into practice:
- Hosting an online community: needs a community manager (takes time).
- Next to business onboarding, also a social onboarding.
- Self-selected social mentoring: short- and long term objectives.
- Social learning experiences: Focus on the activity, not the content.
- Host learning challenges.
- ‘Drip feed’ training: continuous flow of micro learning activities.
- Setting up a learning network: Fostering connections across entire
organization, both L&D and employee-led.
KEY TAKE-AWAY:
If you are able to create a strong social network in your organization,
learning and development will occur naturally.

7. S3D1: EMERGING TECHNOLOGIES
DAVE KELLY (E-LEARNING GUILD)
- If you follow how technology changes how people live, you will be able
to determine how people will learn.
- Disruptions:
- Multi-device learning: Using the REAL potential of devices.
- Data analytics: how to crunch the numbers.
- Shift to performance support: Finding less disruptive ways to support learning.
- Curation: Finding the content and curating it to fit personal need.
- Augmented and virtual reality: True VR, e.g. Wordlens.
- Wearable technology: e.g. Google Glass, failed as consumer product, not in training.
- Learning and performance ecosystems: Charting the entire environment of a learning to
understand where you can have influence.
- Internet of things: everything connected to the internet.
KEY TAKE-AWAY:
(Technological) disruption happens, on it’s own it has no value – we can use
it for positive or negative outcomes.

8. DAY 2

9. KEYNOTE BEN HAMMERSLY
THE FUNDAMENTAL SHIFTS OF THE FUTURE
- Anyone predicting anything further than 3 years is full of S*#%
- 3 laws to predict the future:
- Moore’s law
- Metcalfe’s law
- Market penetration
- Examples:
- Supercomputer Watson -> Amazons Alexa
- Amazons delivery service
- Technological inevitability: Any digital threat to your position will
eventually take over.
- Amy @ x.ai
- ‘Meatpuppets’ and our responsibility as L&D professionals to help them make
the transit.

10. KEYNOTE BEN HAMMERSLY
THE FUNDAMENTAL SHIFTS OF THE FUTURE
- Reinventing industries: If we start doing what we always did
starting today with all the available tools. What would we do
differently?
KEY TAKE-AWAY:
The future brings fundamental changes in the way we live and learn,
there is no way to predict what exactly will happen. Our
responsibility as L&D professionals is to prepare our employees to
cope with the shift.

11. S3D2:PERFORMANCE SUPPORT
BOB MOSHER
- To support true performance we need to understand the journey
our learners take.

12. S3D2:PERFORMANCE SUPPORT
BOB MOSHER
Practical tips on Performance Support:
- Follow the journey of the learner to design true performance support (e.g.
Job/task analysis).
- Design for moment of need: no irrelevant information that they might need
once every two years. Provide contextual and ‘just enough’ information.
- Encode learning: write it in the order they learn it.
- Content management: Have a strategy for curating content (moment of
Change)
- Most effective when it’s embedded in the workflow (2 clicks 10 seconds).
- Show client the figures on ‘time to competency’ and ‘5 moments of need’
and ask them where to commit the resources to.
KEY TAKE-AWAY:
Focus on supporting the performance of your learners without
interrupting their workflow

13. IF: Time, THEN:
• Discussion
• Exhibition
• Q&A
• Music and Dancing

14. DISCUSSION
- What did you write down?
- How would our academy look like if we all started working here
tomorrow, using the tools of today? (Shifts in Future)
- To what degree is my organization addressing the entire journey
performers make from the beginning stages of learning through
the full range of challenges that can occur at the moment of apply,
when learners are called upon to actually perform? (Performance
support)

15. EXHIBITION
Learning partners:
• Acteon
• City & Guilds Kineo
• Learning Pool
• Lynda.com
Video in e-learning:
• E-learning WMB Ltd
(e-)learning tools/support:
• Cornerstone
• Filtered
• Mind click

16. THANK YOU FOR YOUR
ATTENTION
Do you have any questions?