laura overton & andy lancaster - getting ready for the future of learning

Getting Ready for the Future of LearningLaura Overton, MD of Towards Maturity

Andy Lancaster, Head of Learning & Development Content, CIPD

@LauraOverton

@AndyLancasterUK

@LauraOverton

19th November 2015

Getting ready for the

future of learning

Business Today

Global

Fast

Digital

Fluid

Complex

Workerstoday:

CuriousConnectedTech-Savvy

Self-Directed

Embracing Change2015-16 Towards Maturity Benchmark

All content © 2015 Towards Maturity CIC Ltd. Not to be distributed or copied.

www.towardsmaturity.org/2015benchmark

The future of Learning and Development

INDIVIDUAL

PROCESSES

EFFICIENCY

PRODUCTIVITY AND

ENGAGEMENT

BUSINESS

RESPONSIVENESS

LEARNING

CULTURE

PR

OG

RA

MM

E

O

RG

AN

ISA

TIO

N

CU

LT

UR

E

Improve induction 95%

Speed up implementation of new processes 91%

Improve productivity 94%

Adapt to individual need 94%

Improve talent strategies/keep best people 94%

Improve organisational performance 85%

Share good practice 96%

Increase self directed learning 83%

Improve admin and management 95%

Increase volume 91%

HOW READY ARE WE FOR THE FUTURE OF LEARNING?

We are not all realising the future …yet

INDIVIDUAL

PROCESSES

EFFICIENCY

PRODUCTIVITY AND

ENGAGEMENT

BUSINESS

RESPONSIVENESS

LEARNING

CULTURE

PR

OG

RA

MM

E

O

RG

AN

ISA

TIO

N

CU

LT

UR

E

Achieved by 39%

Achieved by 41%

Achieved by 29%

Achieved by 24%

Achieved by 21%

Who is ready?

What are they

doing differently?

T O W A R D S M A T U R I T Y I N D E X

TOPDECK

TOP LEARNINGORGANISATIONS

Faster response to changing

business conditions

Increased productivity on the job

TOP DECK Average 2014

Top Deck

x3 x5 X8x5x3

They are more ready for the future of learning

Quartile 1 (25%)

Top Deck (10%)

Quartile 2Quartile 3Quartile 4

Getting Ready for Digital Transformation

The workplace is changing fast – Learning must evolve

We need a compelling vision for the future of learning

New things can feel a bit uncomfortable

CIPD/TM “L&D: Evolving roles, enhancing skills”The changing focus of L&D

Spanning the gulf in practice

L&D driven agenda Little meaningful data

Good ideasCreating from scratch

Prescriptive offerMainly formal

Delayed deliveryOccasional feasts

Face to face

Business alignedMetrics drivenScience-based

Curator-conciergeUser choiceMore social

Just in time in flowRegular bite sized

Digital-mobile

Getting Ready to Support the Self Directed Learner

Today’s workers are self-directed learners

So how do we support them?

87% know what learning

they need to do their job

74% know how to access what they need for

learning

88%learn more by

finding things out for themselves,

rather than through F2F training

76% want to be able to do their job faster

and better MOTIVATED

IDENTIFY & ACCESS

RESOURCES

UNDERSTAND OWN NEEDS

TAKE INITIATIVE

THE SELF-DIRECTEDLEARNER

86% of the Top Deck

are proactive in

understanding

how their staff

learn

(30% average)

CONSUMER DRIVEN

76%of the Top Deck

involve users in design

(35% average)

LISTEN

DESIGNDESIGN

80% OF THE TOP DECK

use stories in learning

design

(32% AVG) CAPTURE AND SHARE

STORIES

73%of the Top Deck

are confident

using new media

in learning design

(28% average)

76%of the Top Deck

use learning communities

(46% average)

FACILITATE CONVERSATIONS

88%of the Top Deck

welcome innovation & contributions

from staff

(51% average)

WELCOME IDEAS

The Top Deck

INCREASE

ACCESS

TO COMMUNITY

TO CONTENT

TO TECHNOLOGY

TO CLEAR COMMUNICATION

AT THE RIGHT PLACE AND TIME

The Top Deck

EMPOWERLEARNERS

in current and future jobs

78% support career aspirations (21%)

The Top Deckhelp staff

learn how to learn79% offer study skills

training (51%)

EMPOWER STAFF

Towards Maturity Report 2105 : “Embracing Change”

Time to invest in our development – what’s CIPD up to?

CIPD New L&D qualifications at Level 3 and 5 – online New ‘Future of Learning’ CPD product in January 2016

What tips can we share to

help us get ready for the

future of Learning?

Ask senior leaders

“What would you

like me to help fix?”

Find what

organisational data

exists and use it

Read up about and

apply AGES and

RAD neuromodels

For key programme

curate new

resources to

support

Create optional

learning. Invite user

generated content

Use existing social

communities to

support learning

Learn to create

digital assets.

Use your phone!

Curate and create

optional resources

Train peer coaches

Consider bite size

provision such as

“lunch and learn”

Ask Staff‘How do

you learn what you

need to do your

job?’

Involve staff up

front before you

start designing

Capture and share

stories from within

Ask CLC for

workshops to help

build the skills you

need

Build your own

Personal

Knowledge

Network

Welcome

innovation in your

own team

Review and Cull

Work with HR to

improve staff

experience

Check out

Jay Cross

new book:

REAL LEARNING

@LauraOverton

Getting ready for the

future of learning

What are you

going to do next?