Meeting the Needs of a Rapidly Changing Workforce: the Learning Organization of the 21st Century
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Automation will change the nature of jobs and the training needs of our workforce will change along with them. Technology hasn't just defined how we consume information, it's changing how we learn. It's time to rethink learning at your company starting with re-examining how learning can happen with new attitudes, tools, & technologies..
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Meeting the Needs of a Rapidly Changing Workforce: the Learning Organization of the 21st Century
- 1. Building the Learning Organization of Tomorrow Workplace that meets the needs of today’s fast changing market Informal Learning Accessible Resources Just in Time Learning Development Plans Mentoring & Peer Support Real time feedback Culture of “Know How” Download the slide version to view the notes to the slides Learner Generated Content
- 2. 2 The robots (and automation) are coming… Good news is they can’t replace: • Decision making requiring emotional intelligence or empathy • Work that requires creativity and ability to think on the fly “For workers to win the race… they will have to acquire creative & social skills.”
- 3. Let’s do a little time travel…. Former limitations of digital & mobile are disappearing How has technology changed how we take in information & share it with others? 3 1995 2003 2007 2015 > 2015
- 4. 4 Evolve, adapt, change…
- 5. The simple equation Learning Culture Learning Environment Lifelong Learners Workplace & Employees Needed Today 5 Can handle rapid change Proactively able to handle a quickly changing market
- 6. The simple equation Learning culture Learning environment Lifelong learners Workplace & Employees Needed Today 6 Can handle rapid change Proactively able to handle a quickly changing market
- 7. What can we do to build a rich learning culture? Make job roles clear and organizational structure transparent so people will know whom to turn to for process, info, knowledge 7 Support informal work integrated learning Reinforce message that everyone is both a potential teacher & student (managers & peers alike) Leaders from the top model lifelong learning and providing and accepting real-time feedback Facilitate better learning interactions Help staff identify buddies or mentors Learning Culture Is NOW!
- 8. Learning Paradigm Shift: Informal Learning I’m informal learning 8 I’m formal training Location based Materials based Static online courses Includes situations where the process, location, purpose and content are all determined by the learner and may not even be aware that instruction has occurred Easy access to resources Hands on Learner driven On the job
- 9. Learning Spectrum If you’re looking for examples between the formal & informal: Formal Informal Certification programs Credit classes, F2F, web-based Mentoring & coaching programs. Planned on-the- job training Training curriculum self selected Self-initiated experiences using resources available Situational learning from new assignments & experiences Unanticipated experiences & encounters that result in incidental learning From Stern & Sommerlad Research 50-90% of learning in the workplace happens here But this learning cannot happen without some formal elements in place. 9 Make content & tools easer & faster to access for on the spot learning/mentoring!
- 10. The simple equation Learning culture Learning environment Lifelong learners Workplace & Employees Needed Today 10 Can handle rapid change Proactively able to handle a quickly changing market
- 11. Learning Technologies for a Robust Learning Organization Typical Technologies Electronic docs (.pdf, doc.) Document repositories Podcasts Databases Online courses Images Simulations Videos Don’t forget… we need an intranet with Search Engine Optimization that blows away our expectations & robust content management Mobile capabilities Enabled! Collaborative Technologies Blogs Wikis (Online Collaboration) Virtual Classrooms/Meeting Space Discussion boards (searchable) User Generated Video/Audio User Generated Screen Capture Social networking Social Bookmarking Are you encouraging your people to use these technologies? 11
- 12. The simple equation Learning culture Learning environment Lifelong learners Workplace & Employees Needed Today 12 Can handle rapid change Proactively able to handle a quickly changing market
- 13. 13 Lame! My desk smells funny This environment was NOT built to grow as many lifelong learners as possible
- 14. Permission Things we need to be the best lifelong learners A plan (IDP) Support Mentoring Environment Online & in person that allows us to search for answers & ask questions of our peers & leaders 14
- 15. Jane as a lifelong learner 15
- 16. Evaluating our learning culture & environment - questions – Is it okay to ask questions? – Is it easy to get the information I need to do my job? – Am I given support to learn procedures and skills needed to do my job? – Am I pointed to others who can help me understand the environment & job better? – Do I have an open space for collaboration of ideas? – Am I given permission to share these ideas? 16
- 17. 17 Help employees develop independent research skills The road we travel Foster collaborative working skills & the proliferation of ideas Be prepared to assume new learner/mentor roles Give employees the connective technology they need Encourage & nurture lifelong learning attitudes Our Learning Organization Make content & tools for learning easily accessible. Stop making it too hard to find!!!!
- 18. Share more with me & connect 18 • @nlkilkenny on Twitter – https://twitter.com/nlkilkenny • Blog: Design for Learning – http://nkilkenny.wordpress.com/
Hinweis der Redaktion
- An article from the Huffington Post from January 2014 estimated that by 2024 47% of jobs would be automated. Doesn’t mean that we won’t have new jobs to replace them – and many of these jobs are going to require employees to be more creative and collaborative. According to a 2013 Oxford Martin School Study…. "Our findings thus imply that as technology races ahead, low-skill workers will reallocate to tasks that are non-susceptible to computerisation – i.e., tasks requiring creative and social intelligence. For workers to win the race, however, they will have to acquire creative and social skills," that study says. But to enable this workforce for a creative economy – we seriously need to revise our thinking our how learning happens in the workplace. Image from the Morguefile http://www.huffingtonpost.com/martin-ford/job-automation-is-a-futur_b_832146.html http://www.huffingtonpost.co.uk/2014/01/17/rise-of-the-machines-economist_n_4616931.html
- Can’t really take you through a trip through time & space, but… just to put things in perspective let’s look at how quickly technology has changed how we share content with each other and ask yourself about what the expectations are for learners as well as the possibility. 1995 – when I remember just starting to use the Internet to reach out to people? What ways did we communicate back then? – snail mail, land lines, email. 2003 – Let me ask you what had changed between 1995 & 2003? Other than the fact that we now could get Star Trek communicators? Asynchronous forums, email again, proto-social networking sites like Friendster that applied the 6 degrees of separation. I will admit I actually met my husband on Friendster. Which made it possible for two introverts like he and I to connect outside of a physical social setting ;) 2007 – The year the iPhone or actual smartphone was released. It’s still hard to read a spreadsheet on the phone but we’re now using it to blog, photo & video blog. By 2012 only 26% of small businesses have mobile sites but over 90 percent of smartphone users say they use their phones to check the internet and do research on the web. Don’t forget tablets and drawing pad technology is allowing many users to break out of their keyboard prison sentence. Advances in digital artist studios allow artists to create rich media and animation. 2015 – Some phones are going to be outfit with digital paper projection which will allow the user to view content on larger spaces. >2015 – Sony is currently working to create digital paper – which will allow users to annotate by hand electronic paper forms. Users maybe able to contribute to whiteboard drawings from a park bench.
- This fish is trying to change. Not sure how user friendly that iPad is going to be for him, but the message here is change is inevitable. We need to ask ourselves are we ready to handle change. Are we adapting the rapidly changing needs of a market constantly changing with technology advances? Are we agile as an organization? Can everyone from leaders to individual contributors and staff learn to change how they do things rapidly? Artwork – E. Kilkenny
- Fast pace change or turning the ship no matter how massive it is - is NOT impossible. Three things needed to do so are: Learning Culture Learning Environment Lifelong Learners This session will walk through how to start building an awareness growing each of these areas. Read more: http://www.businessinsider.com/what-is-the-key-to-survival-in-a-constantly-changing-environment-2011-3#ixzz34Fw8yUYJ “The key to our success in dealing with change -- at an individual and at an organizational level -- lies in our willingness to accept change and to respond at lightning speed to the demands placed by our environment with empathy for all those who are involved. It is normal to want to resist change: to try bargaining and negotiating things back to the way they were; and to feel frustrated when the change inevitably continues. It is equally important to understand that these feelings are within the leader as well as all team members and must be dealt with if the organization is to grow as a cohesive group. In order to survive in a globalized society and in a universe that is constantly changing, we need to see change for what it is: the natural order of things!”
- Let’s return to our simple equation. The first step we need to take is building that “Learning Culture” and the imperative need to learn to grow not just our business acumen, but our ability to learn & grow quickly. But culture is not an ‘easy’ thing. Being so abstract there is not checklist of to do’s or a list of top ten things to do to change a company or organization’s culture. Culture is built from both ends top to bottom in an organization, but the first steps to building the culture of a learning organization should be guided and modeled by leadership. In the next part of this presentation we will explore what the leaders need to know about building this culture as well as how to look at learning differently.
- Stop pushing mostly all-purpose formal learning in the workplace Instead support customized, informal, work-integrated learning Create modular learning or pathways that are appropriate to different job roles Make all content ready for learning purposes: support any “learner” or “teacher” (whether they have this title or not) in finding any needed content to be used for learning purposes Use clear process workflows, visuals Write context guides into documentation – if you’re teaching/modeling this process…, if you’re learning this process on your own… Facilitate better learning interactions: make the environment more conducive for workplace learning interactions (We’ll talk about that in slides 9 & 11). Help staff identify buddies or mentors Encourage teambuilding and open communication between all team members Make job roles clear so new people will know whom to turn to for what process, content information or knowledge Have leadership model and encourage coaching & teaching Set the expectation that fostering learning environment is key – Everyone is both a potential teacher & student Reward those who display coaching behaviors
- On the left you have training from the past On the right is where learning development is going – as part of our learning culture we need to foster engagement in INFORMAL LEARNING.
- On the left you have the more traditional formats for learning. Please note in the new view of the Learning Organization formal training and classes don’t entirely go away. They are still used, but their use is dependent on the type of training needed for one’s job. The shift will focus on making the content and tools more accessible to workers in a ready to go basis. INSTEAD of only thinking “What content do I need to make for learners?” Training departments need to consider – how can we connect our learners with the right material they need to learn how to do their job well and quickly? In some cases, especially with Generation Y & C (Connected) they may create their own content using their own knowledge of quick video & video capture and post it themselves. EXAMPLES: Amazing SEO capability that allows users to find the content needed from their intranet or learning management systems or both. Easily searchable forums – where you can search for situations or information and find out what others have done to learn? Or Post questions for live feedback 5-10 minute training videos on specific tasks: “How to use V-look up or Pivot Tables in Excel” “How to manage a virtual meeting in more than 3 sites” Easily connect with mentors and peers virtually for instant feedback NOTE Not all of this content has to be created internally.
- The culture has to be there to give permission to learn and use a robust learning environment in order to have an organization poise to thrive in a marketplace driven by fast pace change.
- We learning environment doesn’t just encompass the virtual space we occupy but the virtual one we work in. As was hinted at earlier in order to give our workers what they need to thrive we need to be able to get the content they need to them ASAP. Just making the Search Engines work on the intranet site can help. But starting to approach content management from a user generated model is something that should be investigated. Allow learners to curate and organize their learning content and then share it with their co-workers. Some CIO’s biggest fear is that the amount of content out there will get massively unwieldy. However, allowing users/learners to vote on and rank the best content developed might help filter the wheat from the chaff. But cool tools and mashups aren’t the only thing needed – providing a place to easily share these things will be key. Here are some examples of collaborative technologies in the slide. If you want to learn more about how to leverage them for workforce training there blogs are a good place to start: Jane Hart - http://c4lpt.co.uk/jane-hart/ Cammy Bean - http://cammybean.kineo.com/ Learning Technologies Blog - http://www.astd.org/Publications/Blogs/Learning-Technologies-Blog If there are others out there please share with me @nlkilkenny on Twitter
- The last ingredient of course is the life long learner. We want to grow life long learners and encourage life long learning behaviors.
- We’re not always ready to embrace lifelong learning. It’s not our fault. We older generations (I’m Gen X)… We’ve sort of been trained NOT to think and value embracing new situations and change as prime opportunities to learn. We grew up in or on the tail end of the Factory Era of educational development when ideal workers were those who quietly followed orders and didn’t challenge the top down chain of command. Personal inquiry or continuous learning wasn’t easily fostered for many in the old school environment. Though with the push towards standardized testing I’m not sure that’s so true today either. By the time I was in the 6th grade this classroom set up was obsolete thank goodness. Rows became pods and workgroups. Paper boards decorated only by the teachers became learning stations with hands on projects for students. Hopefully the remedy continues to develop – BUT UNLESS WE CHANGE HOW WE EDUCATE OUR KIDS WE WILL NOT MEET THE NEEDS OF THE UPCOMING WORKFORCE.
- Here’s a list of the things individuals need to become the best life long learners: Permission – Permission to be a lifelong learner always starts with oneself. But in a business environment, positive attitudes toward lifelong learning & learning culture has to be modeled & communicated via leadership. Leadership must reinforce that learning is okay, supported, even rewarded. A Plan – Your individual development plan (IDP) must touch upon in some level some of your long term & ‘stretch’ learning goals. Resources – Internet, ready to use online learning media, wikis or social networks where cross-team/discipline education is encouraged. Remember that environment we talk about on slide 11. Mentoring – Support from more experienced and peers is always necessary. We can’t live like feral children on the Internet or virtual resources alone. Human guidance and feedback is always essential to learning & growth. Support – professional development, actual formal training as needed
- Life-long learner REAL LIFE example: These are the workforce behaviors we want to encourage. Reaches out to parties (sometimes across groups)for information Navigates & develops networks to learn & improve work Researches or self-teaches how to use systems Explores existing documentation
- Frequency of Use Resource web page visit Wiki page traffic Downloads of documentation & materials
- This is a roadmap. Don’t act like a parent – allow workers to take some initiative. Leadership modeling life-long learning and researching to their staff is good – I GOOGLE IT Help employees develop collaborative working skills… set expectations and reward collaborative behavior. Point it out. Prepare to assume new roles Leadership act more as mentors & teachers than they already do… Training Development teams work as being architects for environments that facilitate self-learning. Also build a role as consultants for monitoring learning efficacy and also advising when formal training is necessary. Give us the technology – as we’ll talk about later SEO, Content management systems that allow us to find the information we need and update it as needed & collaborative software, wikis, social networking (SHAREPOINT, other collaboration tools) Build and encourage learning environments See Jay Cross’s post: http://www.internettime.com/2012/08/how-to-replace-top-down-training-with-collaborative-learning-2/ Additional Resources: http://www.elearningguild.com/surveys/?sid=209 http://www.elearningguild.com/content.cfm?selection=doc.1025 http://2.bp.blogspot.com/-9DNouWzf3pk/Th-MoBlY4sI/AAAAAAAAAKQ/V4jjzGv3xU4/s1600/Dirt+road+B%2526W.jpg
- I’m just starting on my journey to learn more about what’s possible with learning technology in my work environment. Come join me. You can follow me on Twitter or on my Blog: Design for Learning