Skills for Tomorrow's L&D Leaders: Curator, Digital Librarian, and more...

David WentworthPrincipal Learning Analyst,

Brandon Hall Group

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Becky Willis, Principal, WillLearn

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Agenda

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The Changing Landscape

The Evolution of Learning

New Learning Skills

Summary/Questions

The World of Work is Changing

OLD

Hierarchy

Data/process-centric

Top-down control

Homogenous

Managed change

Integrated silos

Permission

Incremental improvement

New

Wirearchy

People-centric

Bottom-up collaboration

Diverse

Organic innovation

Borderless unification

Enablement

Agile transformation

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Learning is Changing, Too…

• Classes

• Courses

• ADDIE

• Compliance

• Completions

• Grades

• Experience

• Social/Collaborative

• Video

• Mobile

• Agile

• Connections

• Context

• Personalization

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A Shifting Workplace

34.6%42.4%

34.1%

31.6%

28.9%20.4%

2.4% 2.6%

2015 2017

Millennials Generation X Baby Boomers Traditionalists

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POLL 1: What workforce trends are most impacting your organization?

1. Millennials specifically

2. All generations in same workforce

3. Organization stuck in old ways of thinking

4. Technology and digital transformation

5. Accelerated rate of change

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Top Learning Initiatives for Achieving Business Goals

38.4%

52.1%

50.7%

50.3%

45.9%

43.8%

41.1%

46.2%

26.0%

15.1%

14.0%

11.0%

11.6%

14.0%

Aligning the learning strategy with the business

Increasing the amount of experiential (on-the-job) learning

Increasing the amount of informal learning

Improving learning analytics

Revising existing content for new modalities

Creating smaller content objects

Redesigning the classroom experience

Important Critical

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We’re Not Ready

17.5%

18.5%

18.2%

13.7%

15.4%

7.2%

7.9%

14.0%

7.9%

8.2%

7.5%

12.3%

17.5%

19.5%

20.5%

22.3%

24.3%

32.5%

37.3%

38.4%

39.7%

50.3%

Increasing experiential learning

Redesigning the classroom experience

Revising existing content for new modalities

Increasing the amount of informal learning

Creating smaller content objects

Improving learning analytics

Incorporating social tools

Leveraging simulations

Incorporating mobile delivery

Increasing learner-contributed content

Exploring games/gamification

Not at allprepared

Ready to takeaction

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Budget Allocation

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Internal L&D staff 34.81

External consultants/contractors 20.65

Internal tools and technology 11.42

Internal content development 12.64

Procurement of external content 10.78

Third-party technology vendors 8.11

Third-party content providers 14.26

Other 8.56

New L&D Talent

AGILE designers 31.6%

Web designers 27.8%

Game designers 26.6%

HTML5 programmers 24.1%

User experience designers 54.4%

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New skills, philosophies, platforms and technologies

will be required to keep organizations moving

forward.

Modern learning delivery cannot occur within the same hierarchies and infrastructure we have relied on for decades.

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Today’s business environment does not allow for the

time it used to take to find

relevant, useful content.

Consumerization is changing expectations

OVERWHELMED

EMPLOYEES

KNOWLEDGE

SEARCH

LOTS

OF CONTENT

CONTEXT

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Digital learning changes learning to performance support

From To

Push Pull, Filter

Moment of need, performance

L&D Command & Control Learner centric, SME/Leaders

Curriculum Pathway, new blend, flexible

Create courses Curate, aggregate, AI

Internal/External, Formal/Informal

Blend micro > Maxi

Manage multiple vendors Use subscriptions

LMS Internal and external

Anytime, anywhere, mobile 1st

Focus Personalized, easy user interface

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So what does this all mean for learning professionals?

Opportunity

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The new learning skills

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Curation tames the sea of information

Art Science

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The art and science of curation

Learning curator actions:

• Find

• Filter

• Blend

• Add

• Sign

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Instructional design and digital learning

The real need

Purpose

Modality

SME Leader

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Content hierarchy in digital learning

Channel

SmartBite

Pathway

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The good news – lots and lots of content

The bad news – lots and lots of content

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Design and curation example: Difficult conversations

Internal Content

WhatWhy How

SME

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Good learning design

Learn Do Share

Small bites Experiences Social

Internal courses Reflections Cascade

External resources Exercises Birds of a feather

Formal and informal Case studies etc. Onboarding buddy

Cohort based Team challenges Cohort

Video Projects Teach

Subscriptions Assignments Job share

SME/Leaders

From 70/20/10 to….

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Learner centric Curate the best content

Easy user experienceMobile first

Personal In context

Concepts to keep in mind

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New tools and ideas

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Let it go

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Key Takeaways

• The workforce is changing and so we need to think about learning differently too

• We can engage employees by focusing on their career development and helping them build skills for now and the future

• It’s important to understand how people really learn (and like to learn)

• It’s crucial to help ALL employees build skills and expertise and to find the right technology to enable this

• We should embrace the evolving role of the CLO and the new learning organization

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Questions?

P O W E R I N G T H E K N O W L E D G EE C O N O M Y

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THE NETFLIX OF KNOWLEDGE & LEARNING

CONTENT AGGREGATION-CURATION-PERSONALIZATION

In the knowledge economy, we need a Netflix of

educationhttps://techcrunch.com/2017/07/04/in-the-knowledge-economy-we-need-a-netflix-of-education/

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AI FIRST: UNIFIED CONTENT DISCOVERY/CREATION PLATFORM

EDCAST PLATFORMAGGREGATE | CREATE | CURATE | TARGET

EDCAST DISCOVERY API

FORM

AL

LAYER

INFORM

AL

LAYER

AGGREGATI

ON

LAYER

DISCOVE

RY

LAYER

EXPERIEN

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LAYER

EDCAST MOBILE / WEB

INTERNAL

CONTENT

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YOUR EXPERTS

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PREMIUM

CONTENT

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FORMAL LEARNING CONTENT5

CUSTOMER MOBILE / WEB

FREE/OPEN

CONTENT

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EdCast Acquires Content AI Start-up Sociativehttp://www.marketwatch.com/story/edcast-acquires-content-ai-start-up-sociative-2017-06-20

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REGISTER BY 7/25:

ALMOST SOLD OUThttps://www.edcast.com/corp/

summit2017/

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• Thank You .

• Becky Wi l l i s , V i ce P res ident

• (BeckyW@edcas t . com)

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Thank you for joining us today!

If you have any additional questions, please email us at success@brandonhall.com.

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