Corporate Learning Trends Ethics and Compliance from the ...€¦ · Knowledge and Solutions...
Transcript of Corporate Learning Trends Ethics and Compliance from the ...€¦ · Knowledge and Solutions...
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Compliance and Ethics Institute, September 2010
Marsha H. Ershaghi, CCEP
Knowledge and Solutions Leader, Education
Corporate Learning Trends
Ethics and Compliance from the Employee Perspective
New Corporate Learning Landscape
• Corporate Learning undergoing a transformation
• Convergence of generations in the workforce, evolving at such a rapid
speed.
• Layers of expertise, tenure across generations:
– baby boomers still working, probably retiring at a later stage in life
– Gen-Xers
– Millennials, the newer, younger generations in the workforce
– Three generations working actively hand-in-hand, going after similar
positions or roles, and being evaluated not so much on tenure anymore
but on their skills and ability to communicate and collaborate, leveraging
so many of the new tools that are out there.
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What Enables Good Learning?
Discussion ● Practice & Application ● Collaboration ● Evaluation
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How do you Enable Learning?
• How do learners learn?
• Why do learners learn?
• How do you make sure that learning sticks?
• Three core learning styles:
– Auditory
– Visual
– Kinesthetic
Learners gravitate towards learning styles that fit their comfort, style.
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Know Your Audience
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Generation Effect
A new generation has entered the workforce
Gen Y or Millennials (1980-2000)
• Technology has transformed how this generation works, collaborates, seeks
knowledge.
• Expect immediate feedback with interactions
• Seek stimulation & engagement
• Expect integrated media (streaming video, epistemic gaming)
• Expect organization to address different learning styles
• Expect brief & succinct learning, short attention span
• Seek to be a part of the learning experience
– Self Directed or
– Peer to Peer (social collaboration)
• Desire to self-manage learning
*Gen Y seek leaders to coach rather than manage
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Planning for your Future Workforce
Prepare:
• In 5 years, Millenials (born 1977-1997) will make up 47% of the workforce
• Millenials lead with communicating, seek to share knowledge with various social
media tools.
• Expect these tools to be available and accessible in workplace learning
Implications:
• Simulations and games could take on a whole new level of interactivity
• Technical training can be done virtually without expensive labs
• Leadership and management conferences can become networking events
designed around finding knowledge content built on a pre-event profile
Changing Landscape
What are your employees seeking?
• Formation of online communities and networks
• Co-creation of knowledge and content
• Collaborative learning
• Full participation (vs passive)
New Behaviors:
• Open communication (inspires creativity)
• Employees seek freedom to share ideas
• Flatter organizations, less hierarchy
• Management facilitates and coaches, doesn’t ‘rule’
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Recognizing Generational Preferences
• Traditionalist & Boomers: – believe experience comes with age and tenure
– loyalty to company
– stronger deference to hierarchy
• Boomers – find too much feedback annoying or insulting
– find it uncomfortable to facilitate dialogue or promote knowledge sharing.
• Gen X & Y seek equal respect, regardless of age or experience – greater loyalty to individuals than companies – which means they are more
likely to seek employment elsewhere if the organizational culture & access to knowledge is strained or limited.
– Gen Y, in particular, is constantly trying to connect, engage, dialogue.
Traditionalists (1927-1945) Boomers (1946-1964) GenX (1968-1982) GenY (1980-2002)
Data from Tolbize, A. (2008), “Generational Differences in the Workplace, University of Minnesota.
Today’s Learner is the New Consumer
New Frontiers of Learning Tools:
– Mobile
– Virtual Worlds
– 3-D Simulation
– Serious Games
– Multi-player
– Social Collaboration
• Today’s Learners seek to be ‘Edu-tained
Blend of analysis
Critical thinking
An element of entertainment
Immediate feedback
Practical application
Personal relevance
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Should you Go Mobile?
• By 2013, mobile workers will number 1.2 Billion* = 35% of the workforce
worldwide.
• Considerations for developing a mobile learning strategy:
– Audience analysis
– Integrate mobile learning strategically and cost effectively
– Optimize content and learning design to make mobile learning easy and
intuitive
Refresher messages
Reinforcement
Offer resources & tools (FAQs, Top 10s)
Raising awareness
– Measure, analyze and report on your results to assess impact
*(source IDC, April 2009)
Does this speak to you?
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Social Media
Fundamental Shift in How we Communicate
Types of Social Networks
• Video
• Audio (podcasts)
• Photo
• Event-based
• Collaborative Tools
• Wikis
• SMS
• Micro blogs
• Personal Social Networks
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Social Media
Harnessing the Collective Intelligence of Others
• Enables learning and entertainment to ‘mash up’
• Promotes concept of ‘supporting the tribe’, community
• Attractiveness of social media tools
– Forum of diverse angles
– Points of view on same issue
– Learn through observation
– Safe to ‘engage’ or ‘disengage’
• Impact:
– Quick adoption
– Frequent and regular contact
– Learn faster
– Innovate and build knowledge faster
– Share knowledge faster
– Engage with peers, business, customers Technologically expanding platforms
Why are organizations using Social Learning?
• Top Reasons for using Social Learning:
– Provides opportunities to share knowledge & experience of colleagues (90.7%)
– Social ‘momentum’ motivates learners in the learning process (48%)
• Types of Social Learning activities*:
– Collaborative documents (wikis, blogs) for learning (77.5%)
– Internal social networks / media for learning (67.3%) (e.g. Yammer)
– Classroom-based collaboration or group learning (44.5%)
(*source: The Masie Center)
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How Collaboration is Used….
Source: eLearning magazine & allcollaboration.com
Ethical Dilemmas,
Scenario-Based
Cases
Tomorrow is Here
Employees Seek a Multidimensional Approach
…with Choices
Personalized learning solutions
Dilemmas that speak to employees’ hearts and minds
Situational learning that promotes problem solving
Tools and resources that support knowledge construction
Interactive channels that offer on-demand, dynamic and interactive
platforms to build learning