the future of workplace learning: integrating learning & work future of... · 2019-11-11 ·...
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The Future of Workplace Learning:Integrating Learning & Work
Klara Michal - Chief Learning Officer, African Management Initiative
Lovely to be here with you!
Klara MichalChief Learning Officer
• 15+ years of experience in management, leadership & business development
• Responsible for learning design & delivery of programmes at AMI
• Former Chief Learning Officer at the African Leadership University
• Former global Dean of OrganisationLearning for McKinsey & Company
AMI – helping managers and organisations grow
• Trained over 26,000 managers
& entrepreneurs from over 15
countries in Africa
• Collaborating with top business
schools & expert practitioners
to develop content
• Blended learning – 55+ online
modules, 3,000+ downloadable
tools, experiential workshops/
projects
• Deliver practical and scalable
workplace learning through a
blended learning approach
Learning is the #1 challenge for HR professionals
Learning is the top-rated
challenge among 2019’s
Global Human Capital Trends#1
#1
#2
#3
Source: Deloitte Global Human Capital Trends Report 2019
(10,000 respondents, 119 countries)
Organisations are spending more on L&D
Source: LinkedIn 2019 Workplace Learning Report
(1,200 Talent developers, 2,100 workplace learners)
Soft skills still matter & Tech skills are in high demand
Most in-demand skills for 2019
Source: LinkedIn 2019 Workplace Learning Report
(1,200 Talent developers, 2,100 workplace learners)
How learning is done is changing – Trends for 2019
Learning systems are focusing on ‘learning all the time’
LXS (Learning Experience System)
LMS (Learning Management System
Fundamentally, learning needs to change to better match how adults learn best
Just in Case Just in time
Concepts Tools
Traditional
learning
Experiential
learning
Behaviours Habits
Source: Charles Jennings
Training works when… it focuses on habits!
Personal habits
Practicing softer skills of managing self
and working with others
Organisational Habits
Taking practical steps to implement the
fundamental, simple practices of good
business
Our current research – organizational practices (‘habits’) that drive performance
• Building on research by Bloom &
Van Reenen
• 1-year research study with 500
SMEs in East & South Africa
• Looking for link between the
introduction of select organisational
practices & tangible business
growth/results
But today, let’s look at personal habits…
Good habits Bad habits Missing habits
Habits – why are they important?
“45% of what we do each day is automatic (we don’t think about it)”
“Habits allow us to ‘automate’ our behaviour so that we can
save energy and focus on new, more complex challenges”
You need good ‘autopilot’ stuff though… not bad unconscious things
Habits – how to get into them & get them to stick!
Habit = + RoutineReminder(cue, trigger, context)
+ Reward (3Rs)
It rewires the brain…
There are 3 different types of habits we need
‘Doing’ habit ‘Thinking’ habit ‘Reflection’ habit
What do you mean, ‘reflection habit’?
1. Experience
3. Conceptualisation
(thinking)
2. Reflection4. Experimentation ReflectionExperimentation
Kolb’s Experiential Learning Cycle
We need to become aware of our bad habits & replace them with better ones
Awareness* – getting curious about behaviour
Replacement – replace with different routine
(get help from a tool!)
* Source - Judson Brewer (addiction & mindfulness)
Learning Staircase – from awareness to expertise
Unconsciously Unskilled‘Don’t realize what you don’t know’
Consciously Unskilled‘Realization that you don’t know how to do it and you need to learn’
Consciously Skilled‘You’ve practiced and can do it, but you still need to focus/think about it’
Unconsciously Skilled‘Can do it naturally/ without thinking’
‘Oops moment’(failure)
‘Practice, reflection & feedback’
‘Practice, practice, practice’
Over time, the environment or skills needed change…
How should I do
things differently?
(new routine)
Different routine – having the right tool at hand is critical
Now let’s help you with one of your habits…
Reminder Routine (+ tool) Reward
Tools need to be well designed
Simple
Easy to read
Easy to pull up
Highlights
‘failure modes’
Generic enough
Encourages
reflection
Action-oriented
• Private, branded communities
• Over 55+ video-based courses
• 3,000+ searchable, downloadable
management tools
• Competency assessment & goal setting
• Low bandwidth and local content
• Social Learning
• Discussion forum, study groups
• Profiles and achievement badges
• Buddies and Accountability
Partners
Interesting in learning more? Talk to us about our tool-based approach to learning
26,000 peoplethrough structured blended
learning programmes
62,000 usershave engaged with our
online platform
AMI has reached
participants in
15 countries
of our participants are
women
Net Promoter Score is 69 and our renewal rate of 70%15
71%
70% Of participants in our Youth
Employment Accelerator
found work or returned to full-
timer education.
97% Of participants report
applying what they learned
at work
100%Of CEOs/HR leads saw
tangible performance
improvements
90%Of clients says business
improved after they ran AMI
learning programmes with
their employees
Our ImpactAMI’S REACH