The future of organizational learning
- 1. The Future of Organizational Learning
- 2. 2 Go to: “Insert > Header & Footer” to insert your title on all slides
- 3. 3 “I believe… through positivity, collaboration and passion we can change our work and change our lives.”
- 4. 4 Go to: “Insert > Header & Footer” to insert your title on all slides
- 5. Fire exit procedures 1. Exit to the hallway 2. Exit to 1st avenue 3. Proceed to muster point 5 Go to: “Insert > Header & Footer” to insert your title on all slides
- 6. 6 Go to: “Insert > Header & Footer” to insert your title on all slides www.slideshare.com Follow on Twitter at #SAHRP0925 Join the group “The Future of Organizational Learning” on LinkedIn
- 7. 7 Go to: “Insert > Header & Footer” to insert your title on all slides “We spend the first three years of a child’s life teaching them to walk and speak, only to have our school systems teach them to sit down and shut up.” - Sir Ken Robinson
- 8. 8 Go to: “Insert > Header & Footer” to insert your title on all slides “It’s much more important to focus on what is going right with education, rather than what is going wrong.”
- 9. What is one thing you learned in the past 24 hours?
- 10. The Evolution of Learning
- 11. Pre-2000 Classroom Instructor-led training (ILT) 2000-2008 Classroom (ILT) E-learning Blended (E + ILT) 2008-2013 Classroom (ILT) E-learning Blended learning Collaborative Formal learning Individual focus Social learning Group focus Sources: Bersin, From E-Learning to We-Learning, The Conference Board of Canada. 1. Shifting demographics 2. The explosive rise of social media 3. Dissatisfaction with traditional organizational cultures Drivers:
- 12. 1. Shifting Demographics • Traditionalists (born 1925 – 1945) • Baby Boom Generation (born 1946 – 1964) • Generation X (born 1965 – 1976) • Millennial Generation (born 1977 – 1997) Generational breakdown Generations Traditionalists Baby Boomers Generation X Millennials36% 45% 17% The rise of the millennials • 50% of the workforce by 2020 Traditionalists Baby boomers Generation X Millennials Generation 2020 51% 20% 22% 6% Sources: Bureau of Labor Statistics Employment Projections.
- 13. Constantly connected… On a date…At the movies…During a marathon…On the big day…
- 14. 2. The rise of social media
- 15. 3. Dissatisfaction with the workplace “A move from command and control, to encourage and engage.” - Jane Hart
- 16. Learning 1.0 to Learning 2.0 A shift from viewing learning as a product created for learners to a collaborative and connected process involving learners. Sources: Learning and Development: 2011, The Conference Board of Canada.
- 17. Flat Army Pervasive Learning “The switch from a “training is an event” fixed mindset to “learning is a collaborative, continuous, connecte d and community-based” growth mindset. - Dan Pontefract - Source: Dennis Callahan
- 18. Imagine it is 1996, and you are presented with two business plans… - Current leader - Large and profitable - Team of highly paid professionals - A strategic marketing plan to sell to the masses - Start-up - No money or resources - All contributions are made voluntarily - Revenue is generated through donation - Source: Daniel Pink. Drive, 2009
- 19. Rethinking 70-20-10 70% 10% 20% Learning occurs from on-the-job experiences Learning from others Learning from formal courses Source: Robert Eichinger & Michael Lombardo, CCL.
- 20. Formal Learning “A self-contained learning event, occasionally scheduled, typically tracked, providing a comprehensive approach to a topic.” Informal Learning “An opportunity without conventionalism that provides guidance, inspiration, expertise and acumen typically in a non-formal environment.” Social Learning “An exchange of ideas, knowledge or information that provides initial or supplemental understanding through personal and professional networks.” 3-33: Pervasive Learning Model Source: Dan Pontefract, Flat Army 2013
- 21. Formal Learning “A self-contained learning event, occasionally scheduled, typically tracked, providing a comprehensive approach to a topic.” Source: Dan Pontefract, Flat Army 2013
- 22. Formal Learning
- 23. Formal Learning
- 24. Formal Learning
- 25. Informal Learning “Learning that occurs primarily spontaneously and outside of formal, designed activities.” Source: Dan Pontefract, Flat Army 2013 “Learning on demand!” “Learning at the speed of need!”
- 28. Social Learning Source: Dan Pontefract, Flat Army 2013 “Social learning can either be formal or informal, and involves learning through interactions with others.”
- 29. Social learning is NOT social media. Social media provides a tool through which social learning can thrive.
- 30. What is an enterprise social network? Enterprise social networking is an organization's use of internal social media, to connect individuals within the organization for the purpose of collaboration. • Access is restricted • Environment is open and collaborative • 92% of fortune 500 companies have implemented an enterprise social network
- 31. Why Enterprise Social? • Breakdown Silo’s • Drive innovation • Foster learning (informal & social) • Support a culture of collaboration
- 32. Use Cases for Cameco Phase One: 1. Webjams 2. Leadership alumni groups 3. Video-based learning 4. Collaborative innovation Phase Two: • Onboarding • Knowledge Transfer
- 35. Video Sharing
- 36. A 3-33 approach to onboarding at Cameco 1 2 3 “The process of acquiring, accommodating, assimilating and accelerating new talent in alignment with our overall business strategy. - Yammer group - Specialist support - After 5, under 1 - “All about U” - “Total Rewards and U!” - “Start-up” E-learning - “Discovery Day” - New-hire Talent Portal - Youtube channel - Uranium101.com - Cameco.com Informal
- 38. What will learning look like in 2020? 1. The rise of gamification 2. MOOCs 3. The “flipped” classroom
- 39. Gamification “A business strategy which applies game design techniques to non- game experiences to drive user behavior.” Source: Gamification.org Source: @DanPontefract
- 40. Massive Open Online Courses (MOOCs)
- 41. “Flipping the classroom” “Assign the lessons as homework, and take what used to be homework and have students practice in the classroom.” - Sal Khan
- 43. “Itunes saved the music industry.” - Wall Street Journal • $2.4 billion worth of downloads in Q1, 2013 • Average consumer spends $40/year on Itunes • 63% of music purchases are made through Itunes • Over 25 billion songs downloaded
- 44. The Future for L&D: ARC ACCESS RECOMMEND CURATE Source: Brown, Conner, Pontefract. 2013.
- 45. “The only way to know the future, is to create it.”
Editor's Notes
- #2: Thank you!This is really exciting. And I must admit, I am absolutely terrified of this microphone.I was recently at a workshop and the facilitator was wearing one of these and at one point she forgot she had it on and she slipped out to use the bathroom.Could you imagine?Don’t. Don’t imagine it!Long story short, I’ll go easy on the water over the next hour.Seriously though, can everybody hear me at the back? Perfect.Well thank you very much, this is wildly exciting. I am super pumped up about this, because I love talking about all things involving “learning”. And I truly believe there has never been a more exciting time in the history of the world to be involved in the field of organizational learning.
- #3: So in the words of the great Simon Sinek, shown here…Let’s start with why.Why are we here?Aside from the buffet and the CHRP credits.The reason I am here is because over the past 5 years rapid changes in the nature of work have led to changes in the way that learning is conceptualized within organizations. And, in the future, the pace at which learning will evolve will only become more rapid. In addition I firmly believe that as HR professionals, we will have tremendous influence over whether or not our organizations, and ultimately the people within them, thrive or fall behind based on the learning cultures we have built.And this, for lack of a better term, excites the crap out of me! There has never been a better and more exciting time in the history of the world be involved in the field of learning and development.
- #4: So that is why we are here. Just breifly, who I am, what I do, and what I believe in.My name is Brett Elmgren. I work as a leadership development specialist, although I am still trying to figure out what that means. I probably shouldn’t admit that because my boss is here, but then again his boss is also here, so now we are both probably in trouble…I should probably just move on….I work at a company called Cameco. We are global uranium mining company with roughly 5000 employees and our mission is to bring the multiple benefits of nuclear power to the world. On a personal level, I am extremely passionate about leadership, culture and ultimately organizational learning. And finally, my purpose is driven by my beliefs, and I personally believe that through positivity, collaboration and passion we can change our work and change our lives. This is the core reason why I am extremely excited to share this information with you today.
- #5: Before we begin our journey, I want to pause for a moment to talk about safety.Safety is Cameco’s first value and our primary focus. As a result, we have built a strong safety culture in part due to the fact that we have incorporated the concept of the “safety moment.”At Cameco, we begin every meeting with a safety moment, which is time to reflect and discuss a relevant safety topic to ensure we focusing on safety first.I would be remiss if I didn’t transfer our safety attitudes with me outside of the workplace, so if you will indulge me, I would like to begin this presentation with a brief safety moment.Our safety moment today will focus on the facility in which we are located. We have gathered many times at the Hilton to enjoy these luncheons, but it is important that we all understand the proper emergency exit procedure in the event that we have to evacuate the facility. So to demonstrate what can happen if you aren’t properly prepared, I scavenged our good friend YouTube for a clip on what can go wrong if you aren’t properly prepared.Please take a moment to direct your eyes to the screen.
- #8: I want to set the stage for our discussion with a story.Does anybody know who this is? This is a picture of Sir Ken Robinson, who is a leading figure in the movement to revolutionize education systems around the world. If you haven’t seen his TED talk on how “schools kill creativity” I strongly recommend investing 15 minutes and watching it. It has been viewed by over 30 million people around the world, and truly has put a wrinkle in the universe.Anyway, I was fortunate enough to hear Ken speak recently
- #46: Thank you!This is really exciting. And I must admit, I am absolutely terrified of this microphone.I was recently at a workshop and the facilitator was wearing one of these and at one point she forgot she had it on and she slipped out to use the bathroom.Could you imagine?Don’t. Don’t imagine it!Long story short, I’ll go easy on the water over the next hour.Seriously though, can everybody hear me at the back? Perfect.Well thank you very much, this is wildly exciting. I am super pumped up about this, because I love talking about all things involving “learning”. And I truly believe there has never been a more exciting time in the history of the world to be involved in the field of organizational learning.