The way we learn at work is changing. As expectations shift, workplace learning must evolve. Find out how to harness innovation and technology to meet the needs of your next generation learners.
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Next Gen Learning: How New Tech is Changing the Game
1. CIPD L&D Show
May 2014
www.brightwave.co.uk
Next generation learning:
How new technologies are
changing the game
Meg Green
Head of Production (Products)
2. • Trends that impact organisational
learning.
• What do learners want/need?
• What are the challenges for L&D
departments?
• How new innovations in
technology help bridge these
and provide real benefit for
organisations.
Today we’ll be looking at…
4. "We're seeing more and more jobs that
simply didn't exist five years ago but
were created as a result of employees
driving toward new goals and
objectives."
– Chris Hoyt, a recruiting strategist at
PepsiCo [www.fastcompany.com]
5. Empowered learners, wanting to
enhance their own knowledge…this is
the dream of Learning &
Development…
Right?
What challenge does this trend
present for L&D teams?
6. The game is always
changing
learning needs must be
focused on continual
growth
7. No one has time to learn
during their normal
working day, needs to be
easily accessible, mobile
8. These learners get bored
easily, and know how to
search for information
themselves.
But how quickly can
they find it?
And is it best practice for
your organisation?
9. • Give learners a cutting edge environment where they can
take control, find content that’s interesting to them
• Show learners not only what they should do, but what they
might want to do next
• Not only show them what to do, but ask them what they’ve
done
• See what external and internal learning is most useful and
impactful, and quickly and easily make updates
• Provide instant access, from anywhere, anytime
What if we could…
13. What if we could…
• Provide learners with a specific space to quickly get
up to speed on their new role, with a community
focus
• Harness existing knowledge from experts at all levels
of the business and use that knowledge to help train
new staff
• Motivate and engage existing employees to share
their own expertise, reducing the cost of content
creation
• Create a space to share best practice and coach
people starting in new roles within an organisation
14. Less emphasis
on ‘knowing’, more
emphasis on being able
to find the answer quickly.
Trend:
‘just in time’
learning
15. • Learners need bite-sized learning,
search enabled
• Mobile and instant access is vital
What do learners
need?
16. ‘I know what I need,
I can just find it
myself – I’ll just
google it’
17. • L&D as framework owners and
curators
• Introducing the coach
New opportunities
18. What if we could…
• Create a google atmosphere with
bite-sized, just in time learning, that
achieves larger business objectives
• Give learners additional focus and
attention with 1:1 coaching and
feedback, framed by role-based
objectives that encapsulate formal
and informal learning
19. • Learners are more attuned to technology
than ever before – the emerging workforce
don’t know how to cope without it
• Learners are more aware of the boundaries
and etiquette of online social interaction than
ever before
• Organisations are starting more and more to
use social tools for learning – 66% according
to the latest Towards Maturity benchmark
The good news
22. 1. promote meaningful connections between learners,
even across distance
2. provide instant access to carefully curated resources at
time of need
3. capture learning from individuals for future use by
organisations or learners themselves
4. enable companies to swiftly on-board their ever-
changing staff
5. provide an org-led framework to qualify informal
learning
6. motivate learners to use their own time to better their
opportunities in your organisations
So how can we…?
23. How can a total
learning system take us
a step away from the
traditional LMS and…
• Improve engagement
• Reduce cost
• Increase quality productivity
24.
25. Give learners control of their own learning:
access to what they need to do, plus what
they may want to do
Core training plus additional resources
26. Enable learners to draw their own external,
informal learning into the system
29. Enable benchmarking of formal and
informal learning against tasks and
learning objectives
30. Enable coaching and motivation for
learners, from their peers and line
managers
31. Enable this to happen anytime,
anywhere. Quickly, easily.
32. Organisations can benefit from the
work these employees are ALREADY
putting in, but currently can’t be
harnessed by the organisation.
• Other learners benefit
• Organisations get to keep the
learning for future onboarding
• Orgs get the data to show the work
patterns and informal learning
activity of motivated/engaged
employees