Driving Digital Change in Education. Using Emerging Technologies to transform Education.

1. Driving digital
change.
Emerging technologies
in education #EdTech
How to transform your
organisation?

2. Key drivers for digital
change in Education!

3. Are you ready?
Will your organisation
ever by ready?

4. Great uncertainty –
we can't predict the
future

5. Talent crisis – talent
is under utilized in
organisations

6. No guarantees –
the true value of a
diploma or degree

7. Gap academic and
corporate world – how
can we bridge that gap?

8. We educate for jobs
that don't exist – 21st
century skills

9. Flexible workforce –
rise of the free agent
nation

10. Can we handle speed of
change – including
digital diversity and
maturity

11. Sharing economy –
we need to build a
sustainable future

12. Contrast
90% of all work is drudge work
Working with the same old gang
Well defined organizational borders
Products last for years
Technology helps link parts of the organization
We are proud of being close to our customer
We sell rigorously engineered "great product"
Procedure centric
Passive: performs tasks as requested
"Silos & Stovepipes"
Product or Service
It works
I'm glad I bought it
Satisfied customer
Agrees with your wallet
You get what you pay for
Microprocessors do most drudge work
Constantly expanding one's network of teammates
Shifting organizational alliances
Products last for weeks
The network is the organization
We are proudly "at one" with our customer
We sell information-enabled "awesome experiences"
Client centric
Active: creates WOW projects as inspired
One seamless enterprise
Experience
It leaves an indelible memory
I want more!
Member of the Club
Agrees with your psyche
You are surprised and delighted at every turn
WAS IS
Source: Tom Peters, The PSF Solution

13. Customer is in
control!
The road to the heart of your
students!

14. Power shift
Does your organisation
believe this?

15. Emerging technologies a
catalyst for change

16. Data Analytics &
Information
Management will
drive personalization
Emerging technologies a catalyst for
change

17. Wearable
Technologies &
Internet of Things
will support greater
mobility
Emerging technologies a catalyst for
change

18. Augmented Reality
& Ambient
Intelligence will
provide a richer
experience
Emerging technologies a catalyst for
change

19. Screens are
everywhere and
support greater
flexibility
Emerging technologies a catalyst for
change

20. Robotics & 3D will
help to automate
and drive a future
based on creativity,
improvisation and
experimentation
Emerging technologies a catalyst for
change

21. Network era shift
Routine
Standardized work
Non-routine
Customized work
Industrial
Market
Economy
Creative
Network
Economy
Labour
Compliance
Dilligence
Intelligence
Replaced by
automation
Enhanced by
connectivity
Talent
Curiosity
Creativity
Empathy
1975 1995 2015
Source: Harold Jarche – jarche.com

22. 1. Increasing the number of higher education
graduates
2. Improving the quality and relevance of
teaching and learning;
3. Promoting mobility of students and staff and
cross-border cooperation;
4. Strengthening the "knowledge triangle",
linking education, research, and innovation;
5. Creating effective governance and funding
mechanisms for higher education.
European Union modernization
agenda for Higher Education:

23. Differentiate & create
true value or die!

24. In the new world value add
comes from the quality of the
experience provided.

25. Think beyond classroom
solutions provide memorable
experiences.

26. Digital Change & Emerging
Technologies will fuel and enhance
the student journey and experience.
This enhanced experience will
provide extra and greater value and
drive impact for students.
It all starts with
Purpose & Promise...
1
2
3
Where to start?

27. Can you deliver on your promise?
How do
they feel
as a result?
How do we
enable
students to
do more?
What do
we enable
students to
do more?
Massive Transformative Purpose
(MTP)* & Promise of the organisation
Deliver on your promise to students!
What value can you offer to students?
* Source: Yuri van Geest, Exponential Organisations - Singularity University

28. Blended value
Maximize the total value
creation potential
Value
Environment
EconomicSocial
Source: blended value framework, Jed Emerson

29. What is the added value that you provide?
How can this help to enhance the student
experience?
Which role will emerging technologies
play?
Key question(s)
Do you understand Digital Maturity of your organisation?

30. Digital Maturity Model
1
23
4
Massive
Disruptor
Journey
Mapping
Think
Experience
Value
Creation
Understand massive disrupter
(technology) and determine
how this will impact the
experience and the value
created in the journey
Understand your
organization’s
digital maturity
Build growth
model for change
Develop your
transformation
roadmap.

31. Digital Maturity Dimensions
How do you run your
organisation?
How do you engage
with students,
parents, community &
companies?
What role is
technology playing?
How does this
affect your
organisational
culture and does
this require
change?

32. Organisation maturity model
Organised in a
hierarchy
Organised in cells
& networks
Focus is cost
savings
Focus is impact &
value creation
Fix it, & drive
incremental
change
Redefine, & drive
exponential
change
Micro
management -
Top down
Macro
management –
Bottom up
There is no right or wrong. Please determine where you are.
On the organisation maturity scale: where is your current
focus of activities?
Closed &
Protective
Open, & complete
transparency

33. Technology maturity model
There is no right or wrong. Please determine where you are.
Using the SMAR model: where is your current focus of
activities?
SUBSTITUTION
Technology acts as a direct tool substitute, with no functional change
AUGMENTATION
Technology acts as a direct tool substitute, with functional
improvements
MODIFICATION
Technology allows for significant task redesign
REDEFINITION
Technology allows for the creation og new tasks, previously
inconceivable
Enhancement
Transformation
Source: The SAMR Model Ruben Puentedura Maine Department of Education.
This model is since enhanced with other models such as Blooms Taxonomy and others

34. Engagement maturity model
There is no right or wrong. Please determine where you are.
On the engagement maturity scale: where is your current
focus of activities?
Top down –
know it all
Partnership & Co-
creation
Planning &
Thinking
Doing, Feedback &
Reflection
Passive
Consumption
Active
Participation
Push a standard
method or
currciculum
Reciprocation &
Personal
Experience
Controlling &
Task Driven
Participating &
Empowerment

35. Culture maturity model
There is no right or wrong. Please determine where you are.
On the culture maturity scale: where is your current focus of
activities?
Fixed Mindset Growth Mindset
View setbacks as a
reason to give up
View setbacks as
challenges to
overcome
Directive & Strong
hierarchy
Self direction &
Ownership
Stick to what I
know
Curiosity &
Experimentation
Failure is the limit
of our abilities
Failure is an
opportunity to grow
Play defense Play offense
Success of others
is seen as a threat
Succes of others is a
inspiration

36. Growth model for change
Redefine &
Reinvent
Fix the isssue
Incremental
Finite initiative
& project
1. The idea, we understand what we need to change: cultivate,
discover and identify
2. The start, just do it: configure, set up, fall on and develop
3. The impact, validation: reflection, feedback and learn. Celebrate
(quick) wins & determine next steps
Shift
frame of
reference
Exponential
Driven by Tactics Driven by Strategy
Adaptive & Fluid
Organisation

37. Transformation roadmap
CRAWL
Listen, monitor and start with small
experiments. Establish the
infrastructure for change.
Manage execution,
activity & traction
WALK
Leveraging platforms, bolder
experiments, organizing feedback
& validation, creating ambassadors
From informal to
fomalized
approach
RUN
Engagement with students, teachers
& companies. Connecting
ambassadors and sharing best
practices.
Strategic level
of maturity
FLY
Scale, integrate & systematize the new
approach. Redefine all processess
including learning & personal
development
Adaptive
organisation
Learning to fly

38. Measure & manage traction
Experiments Ambassadors Concepts
Create activities to grow these important ingredients of digital change
Feedback
Grow and scale to build a strong transformation infrastructure

39. Role of the teacher is changing
What is their added value and their talents? Make sure as an
organization you utilize and maximize talents in your
organisation.
• Mentor & Coach
• Resource Provider
• Designer
• Curriculum Specialist
• Movie Director
• DJ
• Researcher
• Data Manager
• Social Media Specialist
(blogger/vlogger)

40. Involve teachers early on
Develop added value together
1. Memorable Experience
• Story
• Vision
• Word of mouth
• Connect
2. Create Ambassadors
• Early adopters
• Game changers
• Patriots
• Most critical people
• Unusual Suspects
3. Establish a journey
• Explore together
• Opportunity
mapping
• Roadmap creation
• Visualization
4. Breakthrough
• Small steps & Priorities
• Quick Win
• Celebrate wins
5. Learn & Grow
• Feedback
• Next steps
• Reflection
• Curiosity
• Sharing
CREATE
OPTIMIZE
MAXIMIZE

41. So it’s not about replacing people
or teachers!
It’s really about deepening the
engagement that teachers and other
people in school have with students.

42. Key success factor for deepening the engagement
with students is maximizing the empathic
potential of your complete organisation.
1. Cultivate curiosity about strangers. Nurturing curiosity.
2. Challenge prejudices and discover commonalities
3. Try another person’s life. Experiential empathy.
4. Listen hard and open up. Practice the art of
conversation.
5. Inspire mass action and social change in or outside your
organisation.
6. Develop an ambitious imagination – Schools,
universities everyone in education should be ambitious
with their empathic thinking.
Source: the six habits of highly empathic people, Roman Krznaric
Focus on outrospection and practise hostmanship

43. Change is
ultimately an
individual choice

44. Let us be the change we
want to see in the world
Ghandi

45. Change
Vision & Purpose
Desire & Curiosity
Connections & Network
Amplify & Reinforce
Learn & Redefine
Driving change in your organisation is all
about:

46. Understand what might be not
just what currently is

47. Automation, robotics and software will do some of our
work.
Teachers will continue to make a difference. Now and in
the future.
If they offer value that cannot or is hard to automate
and digitize.
Skills & traits such as empathy, authenticity, creativity,
improvisation, critical thinking, emotions are critical.

48. Are you driving change? Or are you
driven by it?
Lead change is the only option!

49. The future gets happened. Be a part of it.

50. In order for me to develop this Digital Change in Education
Manifest I have used content and resources from various
business, marketing, and education professionals. I want to
thank them for all the inspiration. This is the list of resources
that I used:
Mahan Khalsa, Let's get real or let's not play
The Cluetrain Manifesto
Thomas Friedman, The world is flat
Tom Peters, Re-imagine
Tom Peters, The Professional Services Firm (PSF)
Harold Jarche, The Network Era
Yuri van Geest, Exponential Organisations - Singularity University
Jed Emerson, Blended Value Framework
Ruben Puentedura, The SAMR Model
Eric Ries, The Lean Startup
Brian Solis, The End of Business As Usual
Alexander Osterwalder, Business Model Generation & Value Proposition Design
Gerd Leonhard, Digital Transformation: are you ready for exponential change?
Roman Krznaric, The Six Habits of highly empathic people
Jan Gunnarsson, Hostmanship – the art of making people feel welcome

51. Please contact me if you would like to continue
the discussion:
jacspierings@gmail.com
www.twitter.com/jeroenspierings
www.linkedin.com/in/jeroenspierings
www.jeroenspierings.nl
www.pinterest.com/jacspierings/