Thurs, 7th December, 2017, 12-2 PM, Sydney

Ways to participate:

• Q&A Box - comment, whinge & opinions

• Twitter Backchannel - @lrncafe #lrnomnibus

LearningCafe Year End

Omnibus Webinar

Knowledge

Sharing

Better Practices

Experienced

Panel

Agilitas Learning

AIS

Allianz

Insurance

Anglicare

ANZ

Austrade

Auto & General

BAE Systems

Pty Ltd

Belong

BGIS

Capgemini

Cbus Super

Fund

ChapmanCG

Churches of

Christ in

Queensland

Coco Cola

Amatil

Create LMS

deakinco

DEDJTR

Dimension Data

Domain Group

DTAF

Eastern Health

Enable

Performance

Consulting

EY

Sbs

Siemens

simPRO

Skilsoft

South Australia Police

Sportsbet

Squiz

Standards Australia

Studiosity

Suncorp

Sydney Airport

Sydney Water

Tafe

TAL

Target Australia

TCSA

Telstra

Tennis Australia

Thiess

Thomson Reuters

Unilever

University of Limerick

VMIA

WEA Illawarra

webqem

Westpac

WVI

Xypex Australia

Learn Studios

LearningCafe

Linkedin

165+

80+

Registrations

Organisations

Fairfax Media

FlexiGroup Limited

Fred Hollows Foundation

Fuel50

GO1

Griffith University

Gritify

hipages

Hudson

IAG

IECL

IIM Indore

IMC

Inspire Group

IAG

iwise2ebusiness ltd

kNewView

KnowledgeWorking

Macquarie Group

MCI

MPK Consulting

Navitas

NBNCo

NSW Department of

Education

Presence of IT

Profiling Online

Qantas

RFDS

sanitarium health and

wellbeing

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

Using Agile/SCRUM in

Human Resources and

Learning

http://bit.ly/capcafejan18

Thurs, Feb 1, 2018 12 PM

AgileforHR.com.au

SCRUM Masters

Aaron Tooth

CSM CSPO

Jeevan Joshi

CSM

We help organisations transform the way Learning is delivered using a ecosystem view which leverages Agile, Human Centred Design and Technology

Optimise Learning Ecosystems

• Strategy & Roadmaps• Business Case Devp• Current State Review• LMS & Technology

Selection• BUD Alignment

Workshop• Integration with Talent &

HR systems

Plan Innovate

Getting Ready for the Future of Work

• Artificial Intelligence/ Machine Learning

• Voice Recognition• Location Based

Learning• Blockchain

Transform

Help embed transformative practices

• Learning Portals• Agile/SCRUM• Merging Knowledge

Management & Learning

• xAPI/TinCan AR/VR• Collaborative & Social

Learning • Learning Analytics

David Hegarty

Jeevan Joshi

Robin Petterd

learnd.com.au

6

State of

Organisational

Learning

7

Maree Howard

Head of Learning

Lendlease

Natalie Nunn

Asia-Pacific Talent

Development Leader

EY

Current drivers and

challenges of Organisation

Learning.

8

Budget $

L&D Capability

Technology

Audience/ User Experience

Design

Solutions – Learning, Knowledge, Skills

Capability

Performance

Strategy

Business Outcomes $ +

Learning & Performance

EcosystemEnablers

Solution

Business

Visualising the Learning Ecosystem Stack

10

L&D & KM folks are excited about

Content CurationMicrolearningPersonalised knowledge etc.

Only because Learning & KM have not converged

LMS KM Systems

LMS + Content

Curation + Micro

learning

+

KM +Content

Curation +

Micro

learning

+

LMS + Content Curation + Micro learning

Page 11Composing the Talent team of tomorrow

Symphony

Trends in Learning & Development at EYNatalie Nunn, Asia-Pacific Talent Development Leader

PRIMARY TRENDS

Learner-fed to learner-led

We now have the technologies, systems and the

motivation to enable learners to source and drive

their own learning

Shorter attention spansThe ascendency of mobile-enabled just-in-time

micro-learning as stand-alone or part of a blended

journey

Social learningNot just learning through social platforms, but peer-

coaching and experimentation

Virtual classroomsThe costs of delivering physical classroom learning

are becoming prohibitive. EY is driving an ambitious

agenda to provide more engaging and effective

virtual learning

ConvergenceThe necessity for L&D to work up, down and across

the organisation to deliver value effectively and

efficiently

Big data

Provide

insights

and drive

better

business

decisions

Digital

disruption

Create

conditions

for learning

and

developing

Diverse

workforce

Engage and

appeal to a

diverse

workforce

Demographic

shifts &

geopolitical

instability

Fertile

conditions

for learning

Sustainable growth strategy

Indirect Cost

Pressures $

12

How do we make it work?

GLOBAL LEARNING• Global L&D strategy and principles aligned with and supporting the strategic goals of

the organization

• Global leadership and business capability solutions

SOLUTIONS• Partnering with global functions including

Talent, D&I, EH&S, Change, Finance etc

• Partnering with L&D managers to develop

business relevant solutions

• Project manage vendors

• Impact metrics

CONNECT AND

COLLABORATE• Learning portal for L&D and HRBP

• Learning portal for learners

• Learning communities

• Connect and collaborate technology

L&D MANAGERS • Partnering with HRBPs and solution team to support learning needs of the business

HRSLEARNING

SERVICE

PROVIDERS

13

Influence of learning on business performance

1. Nature of work, workers and the way we learn is changing – there is an important link between our business of transforming workplaces and how we learn at Lendlease

2. Learning has a clear link to growth, innovation and motivation

3. Ability to transform workplaces and the organisation is strongly linked to learning

• LEARNING@LENDLEASE

14

Change Journey

• Sponsorship is key, yet it will be important not to over promise to the organisation – get traction and keep moving forward

• Not about mandating – rather about delivering outcomes

• Need to address our own concerns/ mindsets and capabilities in HR and learning. We are not alone in this!

• LEARNING@LENDLEASE

15 Source: https://www.clomedia.com/2017/09/19/good-vibrations/

2014 Trends in Global Employee Engagement – Aon Hewitt

Culture

Leadership

Tools

Frameworks

Business

Results

Competencies

Learning

Capability

Management

Architecture

Governance

Systems Process

CAPABILITY MANAGEMENT Ver 0.8

18

Learning Design in

Flux

19

Changing the shape of Learning

Design i.e. impact of Agile and

tech and whether L&D is being

responsive.

Peter Hall

Head of Leadership and

Learning - Australia and Asia

Pacific

QBE Insurance

Michelle Novis

Senior Manager

Portfolio and

Enterprise Learning

Westpac

Tom Craig

Head of Learning

Performance & Careers

Auto & General

20

Success =

course completions + passing assessment

21

Compliance

CPD

Technical

Mandatory is an easier world.

65 respondents: Source – LearningCafe Webinar - Learners as Consumers Webinar

21 July 2016

• Funding is easier

• Need is beyond dispute

• Employees don’t have a

choice

• Success is clearly

understood.

Organisational Learning is shifting away from

mandatory Learning

http://www.simplypsychology.org/maslow.html

Compliance

Technical Training etc.

Behaviour

Productivity

Innovation

Culture

Competitive

Advantage

Mandatory

Easy to

Measure

Difficult to

Measure

Compliance

Technical Training

etc.

Innovation

Culture

Behaviour

ProductivityCurrent

L&D world

What

business

needs

What

business

gets

24

Thinking of Learners As Consumers

Learners as

Consumers

Employees as

Customers

Value for Time

Value for Money

Value for Cognitive

Bandwidth

Relevance -Does it

solve my problem ?

Does it help the

organisation I work for

?

Compliance Learning does

not give competitive

advantage. Just makes you

safe.

26

Down from

89%

In 2016

27

*Sample size = 115

4-hour workshop

Rapport

Listening

Questioning

Paraphrasing

Adopting an Iterative and Incremental Approach to

Learning Design & Delivery

1-hour workshop

Rapport

EvaluateImplementDevelopDesign

Analysis

EvaluateImplementDevelopDesign

EvaluateImplementDevelopDesign

EvaluateImplementDevelop

Design

Value-add Value-add Value-add Value-addTimeline post-analysis phase + 1 Week + 2 Weeks + 3 Weeks + 4 Weeks

1-hour workshop

Listening

1-hour workshop

Questioning

1-hour workshop

Paraphrasing

Two Speed Learning

Tech

29

Sift through the real/practical impact

of technology.

Rob Wilkins

Leader - Information

Management

NSW Department of

Education

Jeevan Joshi

Digital Transformation

Expert & Founder

LearningCafe &

CapabilityCafe

Mike Pino

Senior Director, Cognizant

Digital Academy

Cognizant

30

● Visits to Learning Portals is low. Public

web sites would close down.

● Learners don’t see value in using the

Learning Portal

Different Approaches – Choose the one that

works for you

31

32

Learning Café View

Time ->2016

Now

2020

Face to Face

Online Learning – Legacy /compliance approach

Online Learning – Next Gen (VR,AR, Social)

Self Organising Learning

Tin

Can

L&D Capability

Jump

L&D Capability

Jump

L&D Capability

Jump

Roadmap for our

Profession

34

The state of jobs/career in

L&D and the changing L&D

skill sets.

Aaron McEwan

Senior Director | Advisory Leader

CEB, now Gartner

Fiona Jury

Director - Executive Search

Human Resources

ChapmanCG

Nicole (Clark) Thompson

Chief People Officer, APAC

Hudson

35

36

LearningCafe Webinar 37

TRENDS IN THE L&D JOB MARKET

• Organisations are ROI focused, roles are more complex, learning is

often embedded in broader Organisational Development roles

• L&D is an “executive lever to drive change”, moving towards

coaching/advising on business performance

A Shift Towards Building Capability: “The Big Learning mindset that pervades the future of work

highlights that competitive advantage in the next century is based on the ability to build the

capabilities required to compete in an environment of uncertainty. Rather than specifying a

fixed goal of competency, we seek to build an open capability to fulfil our strategic intent and

our customers’ needs as they arise”

"Competency vs Capability Mindset Organisations" - Blog by Simon Terry

LearningCafe Webinar 38

L&D SKILLS/COMPETENCIES IN-DEMAND

• Digital Savvy

• Commercial Acumen

• Future of Work, Enterprise Social Networks

• Change Resilience

• Talent Management

39Source : https://joshbersin.com/2017/03/the-disruption-of-digital-learning-ten-things-we-have-

learned/

Professional Development Framework

for the Next Gen L&D - Where do I start?

40

Business Partnership

Project Management

L&D Theory

An

aly

sis

De

sig

n

De

ve

lopm

ent

Imp

lem

en

tatio

n

Eva

lua

tionD

igital A

cu

me

n

Co

nsu

ltin

g A

pp

roach

Bu

sin

ess A

cu

me

n

Ag

ile &

De

sig

n T

hin

kin

g

Emerging

Tech

Start Up/

Entrepreneurship

Knowledge

Management

Workforce/HR

Trends

Emerging Research in Management

Industry

Knowledge

Capability Management

Existing Capability

Next Gen Capability

Scaffolding Awareness

LearningCafé View

Time ->2016

Now

2020

Face to Face

Online Learning – Legacy /compliance approach

Online Learning – Next Gen

Self Organising Learning

Tin

Can

L&D Capability

Jump

L&D Capability

Jump

L&D Capability

Jump

Trends

42

McKinsey Deloitte LinkedIn Towards Maturity

Mobile Platform for

Learning

YouTube-style” learning Demonstrate business

impact and value.

New Learning

Organisation -agile and

fluid in nature

Immersive classroom

experience

Design Thinking Video-based online

training

Holistic People

Experience

Building a culture of

social learning and real

time feedback

Build Learning Apps Deliver modern learning

experiences

Thriving Ecosystems

Big data and predictive

analysis

Learning Experience

Systems

Transformative

Learning

Performance analytics

to drive organisational

performance and

customised experience

Challenges

43

McKinsey Deloitte LinkedIn Towards Maturity

Share ownership of

Performance

Bring together a

consumer-like

experience

Limited budget Position learning as a

strategic pillar

Become less of authors L&D teams embed

themselves in the

business

Demonstrating ROI Understanding digital,

technology, automation,

robotics and AI, driving

a new business model

Transition from a

service provider to a

strategic partner

Helping people to

perform,” not just

“delivering great

training.

Aligning to the

company’s overall

strategy

Connecting business

and learning impact.

Risk free Learning

Environments

Apply the disciplines of

design thinking to the

way people learn

Lacking data and

insights to understand

which solutions are

effective

Continual Engagement

Alignment between

learning and our overall

business strategy

Become video

producers, not just

instructional designers.

Having L&D

decentralized within the

company

Intelligent decision

making

www.learningcafe.com.au

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http://bit.ly/lcafefb

blogs

learning conversations

free resources

workshops

UnConference 2016Sydney Melbourne

Webinar recording, ebooks, L&D frameworks

Building Effective Employee Social Networks

44

Ideas@work Collaborations

Next Steps

Join Special

Interest

Community

Attend Workshops

Attend

UnConference

Melbourne

Brisbane

LearningCafe

LinkedIn Subgroup

Register interest

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Register interest

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45