Learning and

Development

Revolution 4.0

Are Your L&D

Skills Future

Ready?

T H E F A C I L I T A T O RI N N O V A T I V E S O L U T I O N S & I M P R O V E D P E R F O R M A N C E

Power, Focus and Influence

L&D Talent

Development

Organizational Effectiveness

Finance Operations

HR

IT

Are you

prepared

for

change?

• History/Context - Industrial Revolution

4.0

• Skills Revolution

• Learner Insight

• Learning Technology

• Analytics

• The Big Reveal

1. Driven by adoption of new

technologies at an exponential

rate

2. Data is collected from physical

systems, processed, and then

analyzed by humans to drive

decisions and performance

3. The change is global, not only

technical, but also social,

cultural and economic

4. Disruptive

The Era of the Fourth Industrial Revolution

1st

Mechanization

2nd

MassProduction

3rd

ElectronicSystems

4th

Cyber Connected

Systems

What does Digital Transformation look like?

New Technology - Data - Physical Systems - Humans - Global Change - Disruptive

Impact of Industrial Revolution 4.0 on L & D

• It’s about performance, not learning

• Resources before courses

• Making decisions with data

• Influencing the performance of everybody, every day

• Resources first, supplemented by formal events

• Empowering employees to be self-sufficient and to contribute

• Establishing personal learning networks

Skills Revolution

Resilience Data Analytics Problem-solvingCreativity

InnovationLeadershipEmotional

Intelligence

1. Gone are the days when formal education was the only education anyone needed

2. Pressure for transformation is caused by longevity and rapid rate of change

3. Lifelong learning is no longer an option, it is a necessity

Life-Long Learning Old Approach to Learning & Work – The 3 Stage Life

* High School Diploma, Bachelors, Masters taught top down, through rote

memorization because information was finite

Learn* Work Retire Dead

New Approach to Learning & Work – Multi-Stage Life

Learn to Learn, Un-learn & Re-Learn**

Work – Learn – Change – Work – Learn – Change - Work Retire

0 25 50 75 100**Critical Thinking Skills, Complex Problem Solving, Creativity & Innovation, Empathy, Emotional

Intelligence, Active Listening, Dynamic Learning, Change Acceptance.

Learn to model & practice collaboration because information is infinite.

The Human Skill Gap vs Technical Skill Gap

Required Human Skills

Accountability

Change Acceptance

Collaborate

Creative Problem Solving

Critical Thinking

Data Analytics

Emotional Intelligence

Empathy

Influence

Innovate

Lead

Open Mindset

Resilience

The Future is Now

Work

Today

Impact on L&D ?

Challenges

• Giving people the choice, confidence, opportunity

and capability to earn a meaningful living through

the period of disruption

• Recognizing increasing difficulty for some people

who aren’t comfortable or capable of learning new

things quickly and interacting with other people

• Preparing for upskilling

Goals

• Identify ideal qualities in members of the workforce

• Conduct a skills inventory

• Distinguish the roles / responsibilities of L&D and OD

• Align employees’ hearts and minds with a culture of

trust, life-long learning, and future of work.

• Create a learning ecosystem

Learner Insight

HOW modern

professionals

learn

Jane Hart, CWPL, 2019

WHY modern

professionals

learn

Jane Hart, CWPL, 2019

For inspiration To Innovate For the joy of learning

To discover new things

To keep up to date with what’s happening in their industry or profession

To learn to do (continuously) improve the work they do

To solve a performance problem

To become compliant or conformant

To acquire a new body of knowledge or skills

How the tools for Personal and Workplace Learning Compare

PERSONAL AND

WOKRPLACE

LEARNING

Personal Learning Network

Online

Outsidemy company

Offline

Insidemy company

Enterprise social network

Resource authors/creators

Manager

Team members

HR/L&D

Othercolleagues

Twitter LinkedIn

Facebook

BlogsPodcasts

Media outlets

Peers in other companies

Professional membership

Industry publication and leaders

FriendsMentors

Coaches

Jane Hart, CWPL, 2019

How the tools for Personal and Workplace Learning compare

LEAST VALUED ways to learn at work are classroom and eLearning

Learning Technology

Learning Technologies

Mobile

Social

Data Analytics

Learning Ecosystems

Evolution of Learning Platforms

Classroom Materials

Wait List

Attendance

E-Learning

Virtual Classroom

Blended Learning

Simulations

SCORM TRACKING

Performance Management

Career Development

Mobile Learning

Compliance

Certification

MOOCs

Video

Apps

Machine Learning

Business Data

1980sLEARNING ADMINISTRATION

1990sE-Learning and Blended Learning Management

2000sTalent Management and Talent Development

TODAYThe Learning Platform

Learning Experience Platform

$

Video Udemy MOOC LMS LCMS Simulation SharePointSlack

Associate PerformanceSuccessFactors ERP

Evaluation EngineSurvey Monkey

Talent Reviews

ERP

Associate Recognition

Talent Development Leaders

Managers Talent Insight Business Intelligence Data Warehouse

xAPIxAPI

LEARNING RECORD STORE

TALENT DEVELOPMENTECOSYSTEM

Learning Data AnalyticsData has a better idea!

5 Steps to Start Using

Learning Analytics

Step 1 – Gather your data.Which approach should I follow?

What data do you want to pull ?

Approach 1Start with what’s easy, if:

Approach 2Start with what’s valuable, if:

You don’t have a goal in mind. You have a specific goal(s) in mind.

You want to get started quickly. You have additional time to get started.

You want to uncover unexpected insights and benefits.

You want to produce specific outputs that your organization needs.

You start by brainstorming the pieces of data you might be able to collect.

You start by identifying a clear business goal.

You’re agile when it comes to planning.

You partners need structured, detailed planning.

Level 4 Results

Level 3 Behavior

Level 2 Learning

Level 1 Reaction

Step 1 – Gather your data. (cont.)

What method do you want to use to pull the data from multiple

sources ? The goal is to gather data to the Learning Record Store (LRS)

Method 1: xAPI Easiest way, but all products with tracking output in the learning ecosystem must have xAPI connectors

Method 2: Connectors Some applications, especially those outside of the learning sphere (HRIS) don’t support xAPI, but they do have their own product specific APIs. In this case you can use a connector, which is an application that sits between your data and your LRS

Method 3: Performance Checklists Checklists are used for real time observations; manager, mentor, trainer or peer can observe learner completions and record performance against a set of criteria. Check out xapiapps

Method 4: CSV Import Import data tables as comma separated variable files (CSV)

Step 2 – Check your data

Use this step to start reviewing the data as well as quality assurance for Step 3.

ASK• Does the data seem reliable?

• Were the xAPI queries scripted correctly?

• Was the data recorded correctly before the transfer to LRS?

• Is there an error in report configuration?

• Learners are behaving in a way you didn’t expect? Why?

• Measures and averages are being calculated slightly differently ?

DO• Identify gaps.

• Eliminate the junk.

• Configure a few reports. Visualization will quickly highlight errors. (Tableau)

• Make sure you are confident reports are accurate.

Step 3 – Operationalize the data

• Look for some quick wins to gain internal support

• Review existing operational reports then add

a sampling of new finding for improvement.

o Make small improvements

o Make reports clearer and easier to

understand

o Provide on-demand, up-to-date reports

instead of monthly reportso Volunteer to drill down into the data

instead of static charts

o Allow stakeholders to quickly build their

own reports and ask their own questions• Report on additional, new metrics

• Define benchmarks

Step 4 – Explore the Data. • Now is time to start asking, “Why?”• Explore the surprises.

• Study the outliers.

• Ask more questions.

• Evaluate your programs.

……….your evaluation metrics design

Was the goal achieved?

Are people performing as they need to?

Are people learning what they

need to learn?

Is the solution working?

Your learning design is mirrored by………….

Business goals

1

How do people need to perform to achieve that?

2

What do people need to learn to

perform?

3

What solution is needed for them

to learn that?

4

Step 5 – Build On What the Data IndicatedAlignIdentify project goals and evaluate alignmentwith strategic priorities (Value of Learning)

1DefineIdentify success metrics most appropriate to the company (Value of Learning). Ensure that these metrics cover the complete story from learning to achievement of the project goals.

2Discover(Optional) identify what learning is already occurring in the organization that support the

project’s goal. Research those activities and identify what works well and what doesn’t. 3

DesignDesign the solution itself, including determining how data relating to evaluation metrics will be captured, aggregated and displayed/used. Consider the use of dashboards for the ongoing monitoring and reports for analysis at specific points of time

4MonitorContinually monitor success and progress towards the solution goal and keep stakeholders updated. Make changes to the solution as required in response to ongoing data.

5AnalyzeAt the end of the solution project and/or at specific dates after implementation, analyze data in detail. Celebrate and share evidence of successes; document and share lessons learned.

6Explore(Optional) Research further into particularly successful and unsuccessful elements of the project o uncover more lessons learned.

7

In a knowledge-based economy, learning

should be one of the most strategic

weapons a company can deploy.

You have long known

that learning is vital, now

you can prove it!

• Use insights to gain stakeholder buy-in

• Use data to promote your campaigns

• Don’t keep insights to yourself

The Big Reveal

The Shift Is BIG and Stakes Are High

Close Skill Gaps and Upskilling

Marketing

Learning and Channels

Influence and Budget

Create Learning

Opportunities

Welcome to Your Future!

Close Skill Gaps and Upskilling

Marketing

Learning and Channels

Influence and Budget

Create Learning

Opportunities

INSTRUCTIONAL ARCHITECT

ECOSYSTEM DEVELOPER

CURATORS

KNOWLEDGE MANAGER

EMPLOYEE EXPERIENCE

ADVISOR

LEARNING ENABLEMENT

ANALYTICS

CHIEF TALENT DEVELOPMENT

OFFICER

HEAD OF PERFORMANCE,

TALENT AND DEVELOPMENT

LEARNING & PERFORMANCE

EXPERIENCE DESIGNER (lPX)

CULTURE CONSULTANTS

L & D DATA ANALYST

EXPERIENCE GUIDECAREER COACHGIG FACILITATOR

PURPOSE

VALUES

VISION

Your Career Plan

Where to start?• Reflect on what YOU WANT

• Set SMART goals

o Specific

o Measurable

o Attainable

o Relevant

o Time-based

• Consult – input on how to achieve

your goals

• Resources

o Assessment

o Coach

o Mentor

A goal without a plan is just a dream

YOUNew Challenge

Success

Strengths

Weaknesses Motivation

Purpose

Values

Qualifications

Self-reflection?

• Quarterly Review

• Update

• Realign Annually

• Document

• Review

• Implement

• Assess

• Explore

• Prepare

• Smart Goals

Plan Do

CheckAct

Reflection – What is your why?

Learning & Development 4.0

Continuous

Learning

Video, self-authored, mobile, YouTube

70-20-10

Learning on demand

Embedded learning

LMS as experience platform

Instructional Designer, Classroom Facilitator, Program

Developer

Digital

Learning

Micro-learning, Real-time video, courses everywhere

Design thinking, learning experience

Everyone, all the time, everywhere

LMS invisible,, mobile

Knowledge Manager, Culture Consultant

Intelligent

Learning

Personalized

Machine-driven

Performance Driven

Business Data

Data Analyst, Instructional Architect, Ecosystem

Developer, Career Coach

Formats

Philosophy

Users

Formats

Roles

2010 2018 2021

L&D Is Changing Blindingly Fast

Career Planning Tips

and Techniques• Reserve time for introspection

• Review your mindset. Are you a

Resister, Explorer, Player, Transformer,

or a Disruptor?

• Emotional Intelligence and Change

Acceptance Assessments

• Create a career plan

o Assess current and future skills

o Set goals

o Build an action plan

• Carve out dedicated self-learning

time at work and home weekly

Dear Future, I am ready!

Questions

T H E F A C I L I T A T O RI N N O V A T I V E S O L U T I O N S & I M P R O V E D P E R F O R M A N C E

Thank You!

Midge Streeter, MBA, GCDF

mbstreeter@change4growth.com

614 440 7962

Land O Lakes, FL