Development Revolution 4.0 Are Your L&D Skills Future Ready? - - PowerPoint PPT Presentation

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 R

I 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

Mass Production

3rd

Electronic Systems

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-solving Creativity Innovation Leadership Emotional Intelligence

1. Gone are the days when formal education was the

• nly 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

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

• f 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 Outside my company Offline Inside my company

Enterprise social network Resource authors/creators Manager Team members HR/L&D Other colleagues Twitter LinkedIn Facebook Blogs Podcasts Media

• utlets

Peers in other companies Professional membership Industry publication and leaders Friends Mentors 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

1980s LEARNING ADMINISTRATION 1990s E-Learning and Blended Learning Management 2000s Talent Management and Talent Development TODAY The Learning Platform

Learning Experience Platform

$

Video Udemy MOOC LMS LCMS Simulation SharePoint Slack Associate Performance SuccessFactors ERP Evaluation Engine Survey Monkey Talent Reviews ERP Associate Recognition Talent Development Leaders Managers Talent Insight Business Intelligence Data Warehouse

xAPI xAPI LEARNING RECORD STORE

TALENT DEVELOPMENT ECOSYSTEM

Learning Data Analytics

Data 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 1 Start with what’s easy, if: Approach 2 Start 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

• utputs 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

• r 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.

• Make small improvements
• Make reports clearer and easier to

understand

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

instead of monthly reports

• Volunteer to drill down into the data

instead of static charts

• Allow stakeholders to quickly build their
• wn 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 Indicated

Align

Identify project goals and evaluate alignment with strategic priorities (Value of Learning)

1

Define

Identify 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.

2

Discover

(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

Design

Design 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

4

Monitor

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

5

Analyze

At 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.

6

Explore

(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 GUIDE CAREER COACH GIG FACILITATOR

PURPOSE

VALUES

VISION

Your Career Plan

Where to start?

• Reflect on what YOU WANT
• Set SMART goals
• Specific
• Measurable
• Attainable
• Relevant
• Time-based
• Consult – input on how to achieve

your goals

• Resources
• Assessment
• Coach
• Mentor

A goal without a plan is just a dream

YOU

New 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 Check Act

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,

• r a Disruptor?
• Emotional Intelligence and Change

Acceptance Assessments

• Create a career plan
• Assess current and future skills
• Set goals
• 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 R

I 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