1. The Future of Organizational Learning
Brett Elmgren, Sept 25, 2013
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Slide location: http://www.slideshare.net/BrettElmgren/the-future-of-organizational-learning
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5.
6. Fire exit procedures
1. Exit to the hallway
2. Exit to 1st avenue
3. Proceed to muster point
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http://www.slideshare.net/BrettElmgren/the-future-of-
organizational-learning
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“We spend the first three years
of a child’s life teaching them to
walk and speak, only to have our
school systems teach them to sit
down and shut up.”
- Sir Ken Robinson
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“It’s much more important to
focus on what is going right with
education, rather than what is
going wrong.”
10. What is one thing you learned in the
past 24 hours?
11. How did you learn it?
A. Reading online
B. Reading in print
C. Through Conversation
D. Watching a video
E. Watching TV
F. Listening to audio
G. In a classroom
H. Other
Readingonline
Readingin
print
Through
Conversation
W
atchingavideo
W
atchingTV
Listeningto
audio
In
a
classroom
Other
20% 20% 20%
0%0%0%
20%20%
13. Pre-2000
Classroom
Instructor-led training
(ILT)
2000-2008
Classroom (ILT)
E-learning
Blended (E + ILT)
2008-2013
Classroom (ILT)
E-learning
Blended learning
Collaborative
Formal learning
Individual focus
Social learning
Group focus
Sources: Bersin, From E-Learning to We-Learning, The Conference Board of Canada.
1. Shifting demographics
2. The explosive rise of social media
3. Dissatisfaction with traditional organizational cultures
Drivers:
14. 1. Shifting Demographics
• Traditionalists (born 1925 – 1945)
• Baby Boom Generation (born 1946 – 1964)
• Generation X (born 1965 – 1976)
• Millennial Generation (born 1977 – 1997)
Generational breakdown
Generations
Traditionalists
Baby Boomers
Generation X
Millennials36%
45%
17%
The rise of the millennials
• 50% of the workforce by 2020
Overeducated, underemployed,
wildly optimistic
Traditionalists
Baby boomers
Generation X
Millennials
Generation 2020
51%
20%
22%
6%
Sources: Bureau of Labor Statistics Employment Projections.
17. 3. Dissatisfaction with the workplace
“A move from command and control, to
encourage and engage.”
- Jane Hart
18. Learning 1.0 to Learning 2.0
A shift from viewing learning as a product created for
learners to a collaborative and connected process involving
learners.
Sources: Learning and Development: 2011, The Conference Board of Canada.
19. Imagine it is 1996, and you are presented
with two business plans…
- Current leader
- Large and
profitable
- Team of highly
paid professionals
- A strategic
marketing plan to
sell to the masses
- Start-up
- No money or
resources
- All contributions
are made
voluntarily
- Revenue is
generated
through donation
- Source: Daniel Pink. Drive, 2009
20. Flat Army
Pervasive Learning
“The switch from a “training is an
event” fixed mindset to “learning is
a
collaborative, continuous, connecte
d and community-based” growth
mindset. - Dan Pontefract
- Source: Dennis Callahan
23. Formal Learning
“A self-contained learning event, occasionally scheduled, typically
tracked, providing a comprehensive approach to a topic.”
Source: Dan Pontefract, Flat Army 2013
29. Informal Learning
“Learning that occurs primarily
spontaneously and outside of
formal, designed activities.”
Source: Dan Pontefract, Flat Army 2013
“Learning on demand!”
“Learning at the speed of need!”
33. Social Learning
Source: Dan Pontefract, Flat Army 2013
“Social learning can either be
formal or informal, and involves
learning through interactions
with others.”
34. Social learning is NOT social
media. Social media provides
a tool through which social
learning can thrive.
35. Why Enterprise Social?
• Breakdown Silo’s
• Drive innovation
• Foster learning (informal & social)
• Support a culture of collaboration
38. What will learning look like in 2020?
1. The rise of gamification
2. The “flipped” classroom
3. Blurred lines…(not the song)
39. Gamification
“A business strategy which applies game design techniques to non-
game experiences to drive user behavior.”
Source: Gamification.org
Source: @DanPontefract
40. “Flipping the classroom”
“Assign the lessons as homework, and take what
used to be homework and have students practice
in the classroom.”
- Sal Khan
Thank you!This is really exciting. And I must admit, I am absolutely terrified of this microphone.I was recently at a workshop and the facilitator was wearing one of these and at one point she forgot she had it on and she slipped out to use the bathroom.Could you imagine?Don’t. Don’t imagine it!Long story short, I’ll go easy on the water over the next hour.Seriously though, can everybody hear me at the back? Perfect.Well thank you very much, this is wildly exciting. I am super pumped up about this, because I love talking about all things involving “learning”. And I truly believe there has never been a more exciting time in the history of the world to be involved in the field of organizational learning.
So in the words of the great Simon Sinek, shown here…Let’s start with why.Why are we here?Aside from the buffet and the CHRP credits.The reason I am here is because over the past 5 years rapid changes in the nature of work have led to changes in the way that learning is conceptualized within organizations. And, in the future, the pace at which learning will evolve will only become more rapid. In addition I firmly believe that as HR professionals, we will have tremendous influence over whether or not our organizations, and ultimately the people within them, thrive or fall behind based on the learning cultures we have built.And this, for lack of a better term, excites the crap out of me! There has never been a better and more exciting time in the history of the world be involved in the field of learning and development.
So that is why we are here. Just breifly, who I am, what I do, and what I believe in.My name is Brett Elmgren. I work as a leadership development specialist, although I am still trying to figure out what that means. I probably shouldn’t admit that because my boss is here, but then again his boss is also here, so now we are both probably in trouble…I should probably just move on….I work at a company called Cameco. We are global uranium mining company with roughly 5000 employees and our mission is to bring the multiple benefits of nuclear power to the world. On a personal level, I am extremely passionate about leadership, culture and ultimately organizational learning. And finally, my purpose is driven by my beliefs, and I personally believe that through positivity, collaboration and passion we can change our work and change our lives. This is the core reason why I am extremely excited to share this information with you today.
Before we begin our journey, I want to pause for a moment to talk about safety.Safety is Cameco’s first value and our primary focus. As a result, we have built a strong safety culture in part due to the fact that we have incorporated the concept of the “safety moment.”At Cameco, we begin every meeting with a safety moment, which is time to reflect and discuss a relevant safety topic to ensure we focusing on safety first.I would be remiss if I didn’t transfer our safety attitudes with me outside of the workplace, so if you will indulge me, I would like to begin this presentation with a brief safety moment.Our safety moment today will focus on the facility in which we are located. We have gathered many times at the Hilton to enjoy these luncheons, but it is important that we all understand the proper emergency exit procedure in the event that we have to evacuate the facility. So to demonstrate what can happen if you aren’t properly prepared, I scavenged our good friend YouTube for a clip on what can go wrong if you aren’t properly prepared.Please take a moment to direct your eyes to the screen.
I want to set the stage for our discussion with a story.Does anybody know who this is? This is a picture of Sir Ken Robinson, who is a leading figure in the movement to revolutionize education systems around the world. If you haven’t seen his TED talk on how “schools kill creativity” I strongly recommend investing 15 minutes and watching it. It has been viewed by over 30 million people around the world, and truly has put a wrinkle in the universe.Anyway, I was fortunate enough to hear Ken speak recently
Thank you!This is really exciting. And I must admit, I am absolutely terrified of this microphone.I was recently at a workshop and the facilitator was wearing one of these and at one point she forgot she had it on and she slipped out to use the bathroom.Could you imagine?Don’t. Don’t imagine it!Long story short, I’ll go easy on the water over the next hour.Seriously though, can everybody hear me at the back? Perfect.Well thank you very much, this is wildly exciting. I am super pumped up about this, because I love talking about all things involving “learning”. And I truly believe there has never been a more exciting time in the history of the world to be involved in the field of organizational learning.
