Learning and Development Revolution 4 Materials... · 70-20-10 Learning on demand Embedded learning...
Transcript of Learning and Development Revolution 4 Materials... · 70-20-10 Learning on demand Embedded learning...
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
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
614 440 7962
Land O Lakes, FL