ACCELERATED

© Debbie Craig & Kerryn Kohl

Accelerated Learning in action: Future world of work & learningDebbie Craig & Kerryn Kohl

Base Camp Pic

Key Themes?

What does this mean for us?

New World of Work New Breed of Learner New Learning Organisation

• Perfect Talent Storm

• Key Paradigm shifts

• Organisations driven by MTP’s -

• Rise of the Exo’s

• Everything Digital

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The Perfect Talent Storm

Talent and Skills Gap

Education & unemployment crisis

Aging workforce

Continuous change (VUCA)

Economic uncertainty, mechanization, political

instability

New breed of learner

Hyperlinked, social, visual, self-directed, JIT,

multiple roles

neuroplasticity

Learning organisation

MPPP - UCLA

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Private to Transparent

Isolation to Connectivism

Reaction to Interaction

Emerging learning technologies driving this shift

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Cloud Computing e.g Global Curriculum Project

Mobile learning / Tablet Computing e.g. Educational Apps = 2nd most

downloaded

Learning Analyticse.g. Constant Therapy

Open Content / MOOCse.g. Free digital textbooks

Wearable technology e.g. Muse or Memoto

Gamificatione.g. SimArchitect or Star Base

(includes 3D printing)

How do you master your

environment?

Start by defining your MTP – Massive Transformational Purpose!

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The Massive Transformative Purpose (MTP) is the higher aspirational purpose of the organisation, capturing the hearts and minds of those both inside and especially outside of the organisation

TED: “Ideas worth spreading.”Google: “Organize the world’s information.”X Prize Foundation: “Bring about radical breakthroughs for the benefit of humanity.”Quirky: “Make invention accessible.”From 300 to 29 days – full product cycleSingularity University: “Positively impact one billion people.”

What is your Why?

Simon Sinek

The New World

Organizations must build the capability to adapt to this new world of deep and ubiquitous information and convert it to competitive advantage, have evolved to manage scarcity,

and are structured to address the accelerated, non-linear, web-driven pace of modern life – The Exponential Organisation

The New Breed of Organisation

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Our Physical world still exists but how we relate to it has changed. Knowledge no longer only resides with in us, it now exists external to us with life of its own!

Example Exponential Organisations

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• New Breed of Learner

• Future fit Competencies

• Digital Learning Quadrant vs. Generational theory

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Let’s Meet our Modern Learner

Hyperlinked, multi-taskers, visual, experiential, short attention spans, very social, different roles, “just in

time” learners , immediate feedback, independent - teach themselves, construct own learning

Mind Sets and Skills Required?

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New Skills: self-awareness, self-directed, digital & collaborative learning, change agility & resilience, virtual teaming, entrepreneurial thinking, innovation, digital fluency, data & analytics, social media, digital branding and marketing, gamification, strategic influencing, agile project management, knowledge management.

Not only learning but consciously unlearning – re forming and reshaping paradigms

Sourcing and Developing Talent for a

Digital Future

Leadership

PersonalTechnical

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To … ExponentialFrom … Linear

Trend tracking, strategic decision making, influencing,

global leadership, virtual team leadership, diverse stakeholder engagement, creating learning cultures

self-awareness, change resilience and

responsiveness, learning agility, teaming, collaboration,

entrepreneurial thinking, innovation, collaborative

learning

Analytics, social media, digital branding and marketing, gamification, technology

upskilling, flexible financial and business modelling and

scaling, agile project management, knowledge

management

Activity: Identify Yourself

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Source: http://www.danpontefract.com/introducing-the-digital-learning-quadrants/

What kind of Digital learner are you? What is your learning style?

Click on the link to see the definitions of each Quadrant: Click on the links if you would like to analyse your learning style in more detail:

http://www.educationplanner.org/students/self-ssessments/learning-styles-quiz.shtml?event=results&A=11&V=2&T=7

http://www.edutopia.org/multiple-intelligences-assessment

Digital Learning type

Access

Participation

• Digital and Accelerated Learning

• Neuroscience Principles

• Gamification

• 70:20:10

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The Journey from Training to

Learning

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INDUSTRIALISED WORLD• Information scarce• one source of truth• jobs predictable, repeatable• cogs in one big wheelTraining was sufficient

NEW DIGITAL WORLD• 4th Industrial revolution• abundance of information• automation of routine tasks• focus on creativity and problem solvingSelf-directed learning is critical

No longer can training be the cornerstone of organisational learning; social connection must be. - Mark Britz

Source: Introducing Muse: Changing The Way The World Thinks. https://www.youtube.com/watch?v=GYO_WC7TE4c

Craig & Kohl: Elements of a Learning Culture

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LEARNING CULTURE

Supporting learning

Strategic & Systemic Thinking

Leaders diving the

culture

Organisation learning

Individual learning

Team learning

Community learning

Start with why:Business Case

Measurement

Individual Learning

Support

Organisational

Learning Support

Technology

Learning Support

Clear Purpose

Leadership Brand

Leadership

Learning

Building culture is a

core focus

Embrace

Change

Collaboration

Knowledge

Management &

Innovation

Talent Centric

Enculturation

Clear expectations

Performance&

growth dialogue

Leadership and

Learning

Team development

Team facilitation

Techniques

Team Dialogue

Cross boundary

collaboration

Engage

stakeholders

Community

Dialogue

Learn from

Competitors

Engaged Employee

Communities

Clear Learning

Strategy

Systemic and

strategic thinking

Learning Structure

Long term

investment

ExO’s – rapid move to digital

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Accelerated Learningwhole systems, whole person, whole brain … digital

Repetition…Recall…Review…Reinforcement

DIGITAL LEARNINGEffective because it assumes that we are natural learners and gives learners control over: • Preference• Pace• Place• Path Our potential as natural learners is unlocked because it encourages Autonomy, Curiosity, Self – Pacedlearning!

ACCELERATED LEARNINGSystemic approach that speeds up and enhances both the design process and the learning process

Effective because it assumes that we are natural learners and taps into this natural way of learning

Our potential as natural learners is unlocked through Whole Brain; Whole Person; Whole system. approach

Preference … Pace … Place … Path

Workings of the Brain

The Learning

Cycle

Attention & Memory

The Emotional & Social Brain

Brain Deception

Environmental Factors

Neuro-learning - Whole brain factors

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Paradigm shifts

Exploring searching

Support, Feedback &

coaching

Just the right amount, SCARF factors

StimulateAll senses

Visual, FocusNovelty, fun

Individualise, choice,

self-driven

Gather, reflect, create,

test

Limbic vs pre-frontal cortex(fight/flight/freeze)

chunks, visual, 4Rs (Repeat, recall,

review, reinforce)

Light, sleep, nutrition,

movement, energy

Mindfulness

“Neuroplasticity: neurons that fire together wire together.”

Collaborate, engage, share (mirror neurons)

2 systems

Flight – Fight – Freeze mode (reflexive)

• Limbic System (Emotional Brain) -

Reacts within 0.05 secs

• Manage fears or threats (stress) for

safety and survival

• Sympathetic nervous system (SNS) –amygdala, brain shut-down of non-

essential neural paths, releases hormones (cortisol, noradrenalin)

• Feel anxious, fearful, irritable,

frustrated, out of control, distorted perceptions (threatened),

judgemental, negative,

• Rapid heart rate, increased blood

pressure, sweating and an increased respiratory rate

• Less open, flexible, creative, learning,

memory, risk tolerance

• Reduced immune function and general metabolism

Executive Decision mode – (reflective)

• Pre-frontal cortex (Thinking brain) –

slower to respond

• Seat of concentration, motivation,

working memory - evaluates, integrates, chooses

• Parasympathetic nervous system

(PNS) – vagus nerve, slows heart rate, releases hormones (oxytocin,

vasopressin, dopamine)

• Feel positive emotions, optimism, well-being, compassion, energised,

greater intuition, heightened learning state, social judgement, in flow

• Reduced heart rate, calm, deeper breathing, relaxed

• Less anxiety, fear, stress

• Greater long-term health

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Gamification – Emotionally

Immersive Learning

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MOTIVATION

Autonomy: I get to choose – to “opt in”

Challenge: Progression – the experience, feelings, and overall well-being as a result of challenging successes

Mastery: Overall success in an individual

Achievement: Progression in work orientation, endurance, cognitive structure, order, play, and low impulsivity

Purpose: Being a part of a bigger picture – or something that is larger than me

GamificationGamification applies the “stuff” that

makes games fun and irresistible and applies this measurably into non-game contexts. Engaging

“players” through Feedback, FUN and Friends. Darryn Van den Berg

e.g. avatars, points, badges, levels (status), leader-boards, challenges, rewards

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Game-based learning = a type of

game play that has defined

learning outcomes, is designed to

balance subject matter with

gameplay and the ability of the

player to retain, and apply

subject matter to the real world e.g. board games, simulations, experiential

learning challenges, amazing races etc

High tech vs low tech

New learning frameworks:

unpacking the 70:20:10 framework

10 Formal learning:

84% blend use of learning technologies in design (compared to 22% on average)

80% apply storytelling techniques in instructional design (32%)

55% use defined performance support practices to support learning transfer after

formal learning (13%)

20 Social learning:

43% encourage staff to solve problems together using social media (11%)

51% encourage staff to collaborate in building knowledge resources together (12%)

88% use coaching and mentoring as an important part of work culture (40%)

70 Learning in the workflow:

71% provide access to job aids online or via mobile devices (29%)

90% expect managers to take responsibility for developing the skills of their staff (60%)

78% encourage staff to learn from their mistakes as well as from peers and managers (41%)

Source: 2015 Towards Maturity Annual Benchmarking report

• New design principles and approaches

• New Breed of learning professional

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Design to Accelerate Learning

Climate

Behaviour

System &

Process

Skills

Accele

rate

d L

earn

ing

Pro

gra

m

Accele

rate

d L

earn

ing

Pro

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m

Climate setting dialogue:

• Focus on reframing learning culture

which needs to encourage cross sharing

of knowledge and best practice sharing

• Using stakeholder engagement,

communication, leadership dialogue

sessions, learning chains, etc.

Behavioural Learning:

• Use a blend of learning methods for the

learning chain, provide support through

coaching along with a full spectrum

assessment chain

System and process skills:

• Delivered through behaviour based e-

learning modules and dedicated process

and system based e-learning modules

A supportive Learning Process:

Creating the Learning Landscape: Designing the Learning Chain:

Strategic Assessment:

Who needs to What and Why?1

2

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When (how much time) What (Content)? Where and How (Blended Learning / SAM)

Application and Reflection to develop knowledge and insight

Reflection, Creation, Active Testing

Gathering

Learning Profiles / Learning Set / Coaches / Leadership / Faculty

Norbert Bruning – Learning Chain

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New learning roles required

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Chief Learning Officer

Learning community leader

Agile learning designer

Digital learning curatorSelf-

driven learner

Collaborative learning community

The New breed of learning

professional

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Customer

insight

Accelerated

design

expertise

Resource

collator

Journey

facilitator

People

connector

Social

Learning

Fearlessly

curious

Authentic

Agile

Inspirational

Rapid

instructional

design

Outcomes

focusedDigitally Fluent

Embrace multiple learning

pathways

• Clear outcomes

• Choice

• Learning

preferences

• Self-directed

• Tracked

• Experts on hand

• Support

• Collaboration

• Evidence of results

• Recognition

Build a learning culture

• Systems thinking

• Leaders driving

learning

• Individual learning

• Team learning

• Organisational

learning

• Community learning

• Supporting learning

• Engage and reward

• New roles required

Consciously drive change

• Move up the

change curve

• Awareness

• Desire

• Knowledge

• Ability

• Reinforcement

• Leaders leading

the change

• L&D custodians

Making the change happen

Change Journey example

KnowledgeWhat the change looks like

Journey map

AbilityKnowledge, skills, behaviours, mind-sets

Process alignment

DesireVisible Leadership commitmentDesire for change by Employees

AwarenessWhy important to change

ReinforceMeasure, monitor, manage

• Awareness of the need to change• Desire to participate and support the change• Knowledge of how to change (and what the change looks

like)• Ability to implement the change on a day-to-day basis• Reinforcement to keep the change in place

Communication sessions- Town hall sessions- Culture pulse survey- Manager’s feedback- Newsletters, etc

Engagement sessions - World Café values activation

session to build desire and get input

- Leadership session with next level leaders to get input on LS behaviours

Team alignment sessions- Exco team alignment session - role in leading

the culture journey- Divisional team alignment sessions - share

and discuss values - what does it mean to our team, what needs to change and our plan to hold each other accountable (including which processes, rituals or symbols need to change)

Learning sessions- Lead Others and above: Leadership

development session and coaching on LS behaviours

- Lead self: Self-leadership and how to align with & live the values

- Process alignment of HR & business processes & rituals

Monitoring- Leadership 360- Manager’s feedback at talent

forums- Culture/values survey- Feedback & action

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When you think Digital – Think People FIRST!

Activity: Accelerated Learning in Action

In the time provided, explore, share, discuss and find the answers to the following questions

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1: Paradigm Shifts 2: Building a Learning Culture 3: 70:20:10 for accelerated results

What are the key Paradigm shifts that you need to make?

Note: Focus on three key shifts and look at how you could go about shifting these paradigms

What are the key elements that you and your team need to focus on to build a LearningCulture?

Note: Focus on one key element and look at how you could go about building this culture

How could you apply 70:20:10 principles to 2 very different learning audiences?

Note: design a learning journey?

Collaborative Learning and

Resources

• Resource guide

• Accelerated Learning Book

• Google

• On-line resources, links and articles

• www.accelerated.co.za

• www.catalystconsulting.co.za

• Team members

• Subject Matter Experts

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• Share your learning with your table to ensure you gain a decent understanding of all the topics. Collaborate across boundaries

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Trade Conference International

• Over 18 years experience in the field of leadership development,change management, talent management, high performance teams andpersonal empowerment

• Founder of Catalyst Consulting (estab 1997) – a successful and well-respected leadership and talent consulting company

• Skilled strategist, design architect, team builder, a powerful facilitator,change agent and executive coach

• Worked from executive level down to front line staff throughoutSouthern Africa and internationally across all 5 continents

• Co-founder of World Alive that offers deep Personal TransformationWorkshops and coaching

• Passionate and deeply committed to her own personal developmentjourney including many trips to India where she has studiedmindfulness and personal mastery

• B.Comm, MBA, NLP practitioner, process facilitator, game ranger, ReikiMaster, Master HR Professional (SABPP)

• Author of 3 books, “I am Talent”, “I am Alive” and “AcceleratedLearning”, numerous articles, and speaker and at many local andinternational conferences and events.

• People describe her style as warm, authentic, energetic, passionate andinsightful, making it easy to connect with her and others in her presence

• Kerryn Kohl is the founder of The Coaching House ~ TalentCultivation. Kerryn has a passion for Learning believing that itunderlies any transformation or change that we wish to make.From this vantage point learning is seen as the not only thespringboard to any culture Transformation but it'sfoundational driving force.

• Kerryn Kohl holds a Master’s Degree in Adult and CommunityEducation and an Honours degree in Psychology, all from theUniversity of Johannesburg. She is a registered life andbusiness coach with CoMensa (Coaches and Mentors of SouthAfrica).

• Kerryn has consulted for a global management consulting firmand brings 14 years of valuable experience as a Talent andOrganisation Performance professional.

• Kerryn has experience across industries and her strengths liein change management, workforce transformation,organisational learning, organisational design, performancemanagement and coaching.

• Kerryn is a strong leader and is skilful in motivating andencouraging others whilst taking the lead.

• “My core value is integrity and I strive to maintain a highlyTeachable Spirit”

ACCELERATED

© Debbie Craig & Kerryn Kohl

THANKS

CONTACT US

Catalyst ConsultingEmail debbie@catalystconsulting.co.za

Web www.catalystconsulting.co.za

Catalyst Consulting Pty Ltd

@CatalystSA

Catalyst Consulting South Africa

The Coaching HouseEmail Kerryn@thecoachinghouse.co.za

Web www.thecoachinghouse.co.za

The Coaching House

@Coachinghouse

Kerryn Kohl