Laura Overton and Andy Lancaster shared a joint presentation at the 2015 CLC Conference looking at the future of learning.

1. Getting Ready for the Future of Learning
Laura Overton, MD of Towards Maturity
Andy Lancaster, Head of Learning & Development Content, CIPD

2. @LauraOverton
@AndyLancasterUK
@LauraOverton
19th November 2015
Getting ready for the
future of learning

3. Business Today
Global
Fast
Digital
Fluid
Complex

4. Workers
today:
Curious
Connected
Tech-Savvy
Self-Directed

5. Embracing Change
2015-16 Towards Maturity Benchmark
All content © 2015 Towards Maturity CIC Ltd. Not to be distributed or copied.
www.towardsmaturity.org/2015benchmark

6. The future of Learning and Development
INDIVIDUAL
PROCESSES
EFFICIENCY
PRODUCTIVITY AND
ENGAGEMENT
BUSINESS
RESPONSIVENESS
LEARNING
CULTURE
PROGRAMMEORGANISATIONCULTURE
Improve induction 95%
Speed up implementation of new processes 91%
Improve productivity 94%
Adapt to individual need 94%
Improve talent strategies/keep best people 94%
Improve organisational performance 85%
Share good practice 96%
Increase self directed learning 83%
Improve admin and management 95%
Increase volume 91%

7. HOW READY ARE WE FOR THE FUTURE OF LEARNING?

8. We are not all realising the future …yet
INDIVIDUAL
PROCESSES
EFFICIENCY
PRODUCTIVITY AND
ENGAGEMENT
BUSINESS
RESPONSIVENESS
LEARNING
CULTURE
PROGRAMMEORGANISATIONCULTURE
Achieved by 39%
Achieved by 41%
Achieved by 29%
Achieved by 24%
Achieved by 21%

9. Who is ready?
What are they
doing differently?
T O W A R D S M A T U R I T Y I N D E X
TOP
DECK
TOP LEARNING ORGANISATIONS
Faster response
to changing
business conditions
Increased productivity
on the job
TOP DECK Average 2014

10. Top Deck
x3 x5 X8x5x3
They are more ready for the future of learning
Quartile 1
(25%)
Top Deck
(10%)
Quartile 2Quartile 3Quartile 4

11. Getting Ready for Digital Transformation

12. The workplace is changing fast – Learning must evolve

13. We need a compelling vision for the future of learning

14. New things can feel a bit uncomfortable

16. CIPD/TM “L&D: Evolving roles, enhancing skills”
The changing focus of L&D

17. Spanning the gulf in practice
L&D driven agenda
Little meaningful data
Good ideas
Creating from scratch
Prescriptive offer
Mainly formal
Delayed delivery
Occasional feasts
Face to face
Business aligned
Metrics driven
Science-based
Curator-concierge
User choice
More social
Just in time in flow
Regular bite sized
Digital-mobile

18. Getting Ready to Support the Self Directed Learner

19. Today’s workers are self-directed learners
So how do we support them?
87%
know what learning
they need to do
their job
74%
know how to access
what they need for
learning
88%
learn more by
finding things out
for themselves,
rather than through
F2F training
76%
want to be able to
do their job faster
and better MOTIVATED
IDENTIFY
& ACCESS
RESOURCES
UNDERSTAND
OWN NEEDS
TAKE INITIATIVE
THE SELF-
DIRECTED
LEARNER

20. 86%
of the Top Deck
are proactive in
understanding
how their staff
learn
(30% average)
CONSUMER DRIVEN

21. 76%of the Top Deck
involve users
in design
(35% average)
LISTEN

22. DESIGN
DESIGN
80%OF THE TOP DECK
use stories
in learning
design
(32% AVG) CAPTURE AND SHARE
STORIES

23. 73%of the Top Deck
are confident
using new media
in learning design
(28% average)

24. 76%of the Top Deck
use learning
communities
(46% average)
FACILITATE CONVERSATIONS

25. 88%of the Top Deck
welcome
innovation &
contributions
from staff
(51% average)
WELCOME IDEAS

26. The Top Deck
INCREASE
ACCESS
TO COMMUNITY
TO CONTENT
TO TECHNOLOGY
TO CLEAR COMMUNICATION
AT THE RIGHT PLACE AND TIME

27. The Top Deck
EMPOWER
LEARNERS
in current and
future jobs
78% support career aspirations (21%)

28. The Top Deck
helpstaff
learn how
to learn79% offer study skills
training (51%)
EMPOWER STAFF

29. Towards Maturity Report 2105 : “Embracing Change”

30. Time to invest in our development – what’s CIPD up to?
 CIPD New L&D qualifications at Level 3 and 5 – online
 New ‘Future of Learning’ CPD product in January 2016

31. What tips can we share to
help us get ready for the
future of Learning?

32. Ask senior leaders
“What would you
like me to help fix?”
Find what
organisational data
exists and use it
Read up about and
apply AGES and
RAD neuromodels
For key programme
curate new
resources to
support
Create optional
learning. Invite user
generated content
Use existing social
communities to
support learning
Learn to create
digital assets.
Use your phone!
Curate and create
optional resources
Train peer coaches
Consider bite size
provision such as
“lunch and learn”

33. Ask Staff‘How do
you learn what you
need to do your
job?’
Involve staff up
front before you
start designing
Capture and share
stories from within
Ask CLC for
workshops to help
build the skills you
need
Build your own
Personal
Knowledge
Network
Welcome
innovation in your
own team
Review and Cull
Work with HR to
improve staff
experience
Check out
Jay Cross
new book:
REAL LEARNING

34. @LauraOverton
Getting ready for the
future of learning
What are you
going to do next?