should l&d/hr be architects of lifelong learning in the workforce?

Thurs, 25th May 2017, 12-1 PM, Sydney

Ways to participate:

• Q&A Box - comment, whinge & opinions

• Twitter Backchannel - @lrncafe #LifelongLearning

Should L&D/HR be Architects

of Lifelong Learning in the

Workforce?

Knowledge

Sharing

Better Practices

Experienced

Panel

Introductions AIRAH

ANZ

ANZ Bank

Austrade

Australian government

Australian Red Cross Blood

Service

BAE Systems Pty Ltd

CareerTrackers

CBA

CBH Group

Churches of Christ

CIO

Commonwealth Bank of Australia

Degreed

Deloitte

Equifax

FlexiGroup

Fuel50

Generation Knowledge

Consulting

HBP

IMC

Insurance Australia Group

Latitude Financial Services

Macquarie

NSW Department of Education

Oliver Wyman

People Capability Manager

Pernod Ricard Winemakers

Sydney Water

Telstra

Unilever

Westpac

WVI

Yarno

Registrations60+

Tony Gleeson

CEO & Company Secretary

AIRAH

35+ Organisations

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Jeevan Joshi

Producer & Founder

LearningCafe & CapabilityCafé

Rhonda Brighton-Hall

Founder and CEO

mwah.live / Director AHRI

Kristin Boag

HR Manager, Performance &

Capability Development

Australian Trade and Investment

Commission

Thought

Leadership

Webinar

Discussions

UnConference

Blog

Magazine

Coffee

Catch Ups

Capability Building

Workshops Community of

Professionalswith a focus on

implementing ideas

Building

Capability

4

4

Culture

Leadership

Tools

Frameworks

Business

Results

Competencies

Learning

CAPABILITY MANAGEMENT Ver 0.8

6

7

8

9

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How important is being a

lifelong learner for

individuals? Who is

responsible for it?What role is L&D playing

in Lifelong Learning?

How the current L&D

offerings can be

hopefully tweaked for

Lifelong Learning?

Do our organizations

support Lifelong Learning?

Is there a mandate? Is

there a budget?

Tony Gleeson

Chief Executive Officer & Company Secretary

at AIRAH

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Why Is Life Long Learning Important?

•Slam Dunk – Isn’t it?

•What is the value of a degree?

•PWC, IBM, Google etc.

•Richard Branson, Bill Gates and Mark Zuckerberg

•Learning itself is a skill

•Skills that require the desire and curiosity to learn

•Employers don’t or won’t pay!

•Skill base is changing rapidly.

"The classic model of education—a burst at the start and top-ups through company training—is breaking down". -Economist

People are working for longer

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Employment for those

aged 55 to 64 years

recorded the largest

growth of any age group,

increasing by 80.4 per

cent) over the ten years.

The second largest

increase was recorded

for those aged 45 to 54,

up by 442 500 (or up by

22.0 per cent)

Workforce Ageing Report http://lmip.gov.au/default.aspx?LMIP/GainInsights/SpecialTopicReports

A Changing Dynamic

Demand is now for Hybrid Jobs

Flexibility is the key !

Rise of the MOOCs,

- Coursera, Udacity etc

By Definition

Lifelong learning is the "ongoing, voluntary, and

self-motivated" pursuit of knowledge for either

personal or professional reasons.

Therefore, it not only enhances social inclusion,

active citizenship, and personal development, but

also self-sustainability, as well as

competitiveness and employability.

Main Traits: Curiosity and Interest

Kristin Boag

HR Manager, Performance & Capability Development

at Australian Trade and Investment Commission

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Austrade

Case Study

An Introduction to Austrade

Austrade’s International Network

The Austrade Institute

Learning Communities

Austrade’s Learning Culture

•Creating a culture of curiosity— When people are curious,

they seek out knowledge. They become engaged, active learners.

•Curating the best material— There’s already so much good

material online. Leverage it and find the best to share with your teams.

•Sparking conversations— Find material, or create new

questions / ideas for your organization that spark people to have more

conversations about new ways of doing things.

•Connecting people, resources, tools

Life-long learning

‘Live as if you were to die tomorrow.

Learn as if you were to live forever.’

Mahatma Gandhi

Rhonda Brighton-Hall

Founder and CEO mwah.live /

Director AHRI

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Why organisations should invest in making employees

lifelong learners.

i.e. what is in it for them?

Is Life Long Learning Important?

Why?

1. People grow, business grows

constantly + organically

2. Context of control and power has gone

or should be gone

3. And, most importantly, because businesses are part of society,

not just the recipients of the resources. Building resources (economic

and social) is an important role.

From a crazy misconception

To realityHelping build a society,

you can do business in.

How?

It doesn’t have to start with learning…

It might better start with

•Performance

•Development

•Work Design

•Understanding collective versus individual dynamics of why teams and

businesses work well – for the business and for people

•Rethinking HR and L&D – shifting capability and work

•Rethinking Employment – and who owns human capital

JEEVAN JOSHI

Producer at LearningCafe & CapabilityCafe

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Business Case

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Workforce that is nimble

and flexible learners

Workforce that more

reason to be engaged

Corporate Social

Responsibility

Employment compact is becoming more

transactional (mercenary ?)

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Increasing choices for work relationships

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35 https://2020workforce.com/tag/flexible-work/

36 https://2020workforce.com/tag/flexible-work/

“Helping the

workforce become

lifelong learners is

good for the

organisational soul &

the bottom-line”

LearningCafe

Going About It

# 1 Build a case for Altruistic Learning

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Altruistic Learning Value Added Learning

Junk Learning Forced Learning

Pers

on

al

Rele

vance

Low

Low

High

High

Business

Relevance

Compliance Learning

Inappropriate

Learning

e.g. Agile training for

casual sales force

paid commission

Hobbies

Useful learning

that is not

relevant to job

role

Business Acumen

Basic of Finance

Time Management

Save money

here

Get

Funding

Going About It

#2 Extend your Learning Infrastructure

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Class

Room

Training

Online

Courses

Library

Funding

Further

Education

Anyone from

workforce can

attend existing

classes

Organise classes

Invite family

members to

undertake classes

in the workplace

Make content

library available to

everyone

Make online

courses available

Invite family

members to

undertake classes

in the workplace

Lifelong skills i.e.

financial / retirement

skillsExisting Learning Extended Access

Increase funding

Reduce

expectations of

return

$$

Coaching

Make coaching

available for more

in the workforce

$$$

$

$$ $$$

$$

Going About It

#3 Be Smart and Leverage

LET US TALK TO THE PANEL AND

YOU

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