Opening keynote presentation from AITD (Australian Institute of Training & Development) National Conference 2015. Overview: The nature of work is fundamentally changing. Workplaces are being physically redesigned into activity-based spaces where collaboration with others is expected. Yet our current learning practices remain focussed on classroom sessions or eLearning programs with limited integration with work based activities.

1. ripple effect
group AITD May2015
Anne Bartlett-Bragg
Learning in the workplace of the future

2. • 5 emerging mega-trends
• The impact for organisational
learning
The New Normal - the Age of Transition

3. What 3 issues concern
you the most about the future of
learning?

4. The new normal: 5 mega-trends

5. 1
Nature of work
New office designs
New roles
New organisational structures

6. Office re-designs
• Activity-based working
• Flexible ways of working
• Rise of the freelancers
• Creating new learning landscapes
One team decides to run a brainstorming session in a
dedicated conference room, dialing in team members who
work away from the office.
Another team prefers to socialise and discuss ideas in one
of the informal workspaces - all their notes are easily
transferred across the company’s intranet and different
devices.
Katie sets an innovation challenge to make the company
more sustainable and shares it on the companies
enterprise social network.
Everyone – in the office, branches and remote workers -
can access the innovation ideas from anywhere, on any
device, and vote for the concepts they would like to see
implemented.
The best idea is presented at the monthly innovation
meeting, for further prioritisation and feedback. With the
help of the enterprise social network, Katie can allocate
tasks and track its impact on the company.
All the ideas are gathered on the enterprise social network
and also displayed on interactive digital walls found in
different workspaces across the office.

7. If our offices are being re-designed, why are we still building classrooms?

8. Digital organisational structures
The Digital Workplace 2015: http://www.digital-workplace-trends.com/

9. Changing structures - Changing roles
New C-Suite roles:
New IT team roles:
Chief Innovation Officer
CIO*
Chief People Experience
Officer
CPXO
Chief Data Officer
CDO*
Chief Digital Officer
CDO*
Chief Customer
Experience Officer
CCXO
Chief Customer
Experience Officer
CCXO
Chief Anthropologist
CA
Behavioural
Psychologist
Science Fiction Writer
Digital Ethnographer
User-experience (UX)
Engineer
Artist Cultural Anthropologist

10. Any role that can be AI’d or automated!!
What jobs will become obsolete in the next 5 yrs?
• 44 per cent or 5.1 million current Australian
jobs are at risk from digital disruption in 20
years.
• The top 3 at risk are:
• accountants,
• cashiers and
• administration workers
What about workplace trainers?
Meet Nao !
Nao works at the Bank of Tokyo
can understand and answer customer questions
in Japanese, Chinese and English.
PWC 2015
Smart Move: Future-proofing Australia’s workforce by growing skills in science, technology, engineering and maths (STEM)
http://www.pwc.com.au/about-us/stem/index.htm

11. What workers want
Steelcase 360: What workers want
A complex mix of generations

12. “They don’t want a career, they want an experience.”
Millennials

13. Question:
How is L & D responding to these trends?

14. 2
Technology
Mobile & ubiquitous
Wearable & Internet of Things
Architecture & infrastructures

15. Dash Smart In-Ear Headphones
Emotiv headband
Google Glass
Narrative Clip
Smart watch
NFC ring
FitBit Flex
Lecha shoes
Google contact lens
Omsignal
New technologies in action

16. • The API evolution / revolution
• Cloud-based everything
• Storage of massive data / files
• Connected sensors
• Internet of Things
• Device ecosystem:
from BYOD to WYOD
Technology architecture & infrastructures

17. How does learning adapt to new technologies?
“Technology is less consequential to learning
impact than the importance of a pedagogical
framework to successfully integrate new
technologies into learning environments.’’
Anne Bartlett-Bragg, 2013,
PhD thesis: The Adult Learners’ Experience of Self-Publishing

18. Master / Apprentice
• Expert - novice
relationship
• Age differential
• Transfer of expertise
• Unequal power
relationship
Relationship centred
• Shared experiences
• Shared problem-solving
• MKOs
• Shifting power relationships
• Mutual respect
•
Teaching & learner centred
• Power relationship exists
• Focused on transmission of
knowledge
• Pre-determined outcomes
• Competency / skill acquisition
3
Nature of learning
Learning analytics
Design thinking
MOOCs & Gamification
Social learning

19. Understanding learning in context:
application of 70:20:10

20. Continuous Learning Approach
Source: Bersin by Deloitte, Re-imagining L&D capabilities to
drive continuous learning, 2015.
‘Unlike traditional training,
continuous learning should be
a process rather than
a series of programs’

22. • Self-directed
• Self-regulatory
• Freelance & specialised
The rise of the empowered worker/learner
Towards Maturity, 2014: The Learners Voice

23. Design Thinking vs Instructional Design

24. • People analytics
• Learning analytics
• Combined insights = Predictive
analytics
Analytics: Beyond clicks & completions

25. Analytics: Beyond clicks & completions

26. Microsoft’s approach
MOOCs Mature
Curated MOOC catalogues -
Bank of America

27. towards sustainable engagement to
motivate actions.
From leaderboards & badges
Gamification gets serious

28. Section Title
Subtitle
https://www.youtube.com/watch?v=bGJSEEx2pXc
https://www.youtube.com/watch?v=RDiZOnzajNU
https://www.youtube.com/watch?v=2lXh2n0aPyw
https://www.youtube.com/watch?v=JOHVVwqjeFo
Challenge: What is driving people to take action?

29. New ways of working require
new ways of learning
https://www.flickr.com/photos/davegray/sets/72157626546771488/

30. Q: What new roles will we see in L & D?
Design thinking
specialists
Technologists
Hackers
Curators
Educational
Psychologists
Relationship Managers Engagement specialists
Communications
Generalists
Learning Experience
(LX) Designers

31. New business models
Shared economy
Freelance economy
Platform thinking
Start-up mindsets
4
Holocracy

32. Question:
How would you re-invent the L & D department?

33. My 6 C’s for the future educator:
• Connector (of people)
• Collector (of resources)
• Curator (of content)
• Convenor (of learning events)
• Conversationalist
• Co-ordinator
5
Connected Educator
Organisational API integrator
Collector & Curator
Convenor & Co-ordinator
Conversationalist
Anne Bartlett-Bragg, 2013,
PhD Thesis: The Adult Learner’s Experience of Self-Publishing

34. The extinction of the adult educator??
2013

35. The Connected Educator is a
mind-set NOT a skill-set.
It is not a list of tasks
or a job description
It is not a competency
nor a capability
It is an approach
It's about people over process
It's about people before technology
Technology is the enabler / driver
The Connected Educator

36. What 3 issues excite
you the most about the future of
learning?

37. +61 418 852 581
annebb@rippleffectgroup.com
@annebb
Are you ready to
take
the next step
towards the
new normal?
ripple effect
group