How do we enable a culture of continuous learning? How do we support agile, adaptive and innovative thinking when change is business as usual? And how do we future-proof ourselves in the face of the robot apocalypse? This presentation stems from my work developing Learn2LearnApp.com and serves as a primer in developing learning agility for individuals and organisations.

2. WELCOME TO THE
FOURTH INDUSTRIAL REVOLUTION

3. of existing jobs will be
lost by 2020 *
of Fortune 500
companies won’t exist
in 10 years **
of core skills will
change by 2020 *
*TheFutureof Jobs, WorldEconomicForum
**JohnM. OlinSchool of Business, WashingtonUniversity
WELCOME TO THE FOURTH INDUSTRIAL REVOLUTION

4. My father had one job in his lifetime,
I will have six jobs in my lifetime, and
my children will have six jobs at the same time.
-- Robin Chase, Author of Peers Inc.
In the new world, it is not the big fish
which eats the small fish, it’s the fast fish
which eats the slow fish.
-- Klaus Schwab, Exec. Chairperson World Economic Forum
AN ERA OF ACCELERATED CHANGE

5. THE REAL ISSUE
Avoid the hype.
Keep a level head.
Focus on the most important question…

6. HOW WILL WE SURVIVE THE ROBOT APOCOLYPSE !!!!

7. The rise of digital and data
The rise of personalised experience
Customer centricity and the rise of ‘human’ skills
The rise of agility
KEY TRENDS IN THE FUTURE OF WORK

8. CAN’T COMPETE WITH ROBOTS, ON THEIR TERMS…
Information recording & recall.
Algorithms & calculations.
Rule based problem solving.
Rote, repetitive tasks.
Physically demanding work.

9. SURVIVE THE ROBOT APOCOLYPSE BY EMBRACING OUR HUMANITY (aka. Skills for the future)

10. TWO DIMENSIONS TO ENABLE LEARNING AGILITY

11. LEARNING AGILITY
FOR INDIVIDUALS

12. BEFORE WE START…
The elephant in the room?
You are going to forget this presentation…

13. The perils of:
- Stability bias.
- Automatic processing.
- Reconstructed memory & schema
- Illusions of competence.
- And of course, the forgetting curve!
YOU ARE GOING TO FORGET THIS

14. Choose somebody to tell and take
notes to explain it to them.
Connect it with your knowledge/
experience/ challenges.
Apply actions, soon (and ideally
with others).
Use some of the prompts from this
contract. Free download details
below.
QUICK EMBEDDING STRATEGIES
A free resource from Learn2Learn App. Use it to help embed change from conferences, workshops & events.
For more visit Learn2LearnApp.com
Connect with Arun via arunpradhan.com
LEARN2LEARN
NAME: DATE:POST EVENT & CONFERENCE CONTRACT. EVENT:
CONCEPTS & BIG IDEAS
3 NEW ACTIONS 3 NEW HABITS
ROUTINE REWARDTRIGGER
WHO WILL I SHARE THESE TAKEAWAYS WITH?
WHEN AND WHERE?
WHO WILL HELP HOLD ME TO ACCOUNT?
ACTION
WHEN & WHERE?
CASE STUDIES/ STORIES/ EXAMPLES SKILLS & TECHNIQUES QUESTIONS & ISSUES TO EXPLORE
PEOPLE & NEW CONNECTIONS RESOURCES & TOOLS
MYTAKEAWAYSMYCOMMITMENTMYSUPPORT
MY CHALLENGE
MY GOAL
?
Free download -> arunpradhan.com > bottom of page> ‘Article’ tab.

15. HOW WELL DO YOU REALLY KNOW YOUR BRAIN?

16. 1) We use about 10% of our brains but can improve
this with effective cognitive strategies.
2) At least 7% of people are kinaesthetic learners who
require a more ‘hands on’ experience.
3) When studying in four short sessions, it’s best to
spend the respective sessions studying; testing
yourself; studying; and then testing yourself again.
4) Right brained people are generally better at
multitasking than left brained people.
TRUE OR FALSE?

17. 1) We use about 10% of our brains but can improve
this with effective cognitive strategies.
2) At least 7% of people are kinaesthetic learners who
require a more ‘hands on’ experience.
3) When studying in four short sessions, it’s best to
spend the respective sessions studying; testing
yourself; studying; and then testing yourself again.
4) Right brained people are generally better at
multitasking than left brained people.
TRUE OR FALSE?
Multi-tasking
Learning styles
Right brain/ left brain
10% of brain usage
The new theory of disuse
Desirable difficulties
Spaced repetition
Retrieval practice
Interleaved study
FALSE
OUT
IN
Bjorkondesirabledifficulties.

18. WHY ISN’T THIS PRESENTATION JUST ABOUT MEMORY HACKS?

20. Most people don’t focus on learning.
They’re too busy being overwhelmed, busy and outcome driven.
They focus on getting things done - faster, easier & better.
In that context, learning is simply one means to performance.
REALITY CHECK

21. LEARNING FOR PERFORMANCE

22. LEARNING FOR A CHANGE

23. LEARNING AGILITY - FIVE KEY AREAS

24. How would that free you up to be uniquely
human and add value to your work?
What new mindsets, skills and knowledge do
you need to make the most of this new
opportunity?
AUGMENTING WITH TECHNOLOGY & SYSTEMS – 3 BIG QUESTIONS
What part of your job do you actually want
to be automated / augmented?

25. Consider your own tech ecosystem.
Here’s mine…
Ideally combine with (low-tech)
habits.
My priorities:
- Getting stuff done
- Improving:
- Developing mental models
- Gathering & storing relevant
info (not in my brain)
AUGMENTING WITH TECHNOLOGY & SYSTEMS
PUBLIC
PERSONAL
AT WORK
mental models
& templates
collecting and
tagging contentcollaborative
work
organising &
prioritising
networking, wol
& exploration
content,
courses &
ideas
spaced
recall app
JaneHart’s TopTools 2018

26. Developing
know who.
Working out
loud = sharing
unfinished
work.
Contributing to
others.
AUGMENTING WITH PEOPLE
JohnStepper. WorkingOut Loud.

27. Growth mindset – Carol Dweck.
Curiosity.
Optimism through ambiguity.
Metacognition: the first step to shifting your
‘inner voice’ is bringing awareness to it.
MINDSET
Mindset byCarol Dweck.

28. Gladwell’s 10,000 hours.
Ericsson: Deliberate Practice.
DEVELOPING SOFT & COMPLEX SKILLS

29. Deliberate practice is focused, conscious action
with feedback to improve.
Pattern recognition from experience,
observation & stories (with reflection).
Supported stretch projects to challenge and
expand.
DEVELOPING SOFT & COMPLEX SKILLS

30. Broad definition: Mental
models are assumptions,
generalisations, or concepts
that allow us to quickly
interpret our surroundings and
take action.
They are short cuts and
cognitive tools that we use to
understand and act.
DEVELOPING HIGHER ORDER THINKING & PROBLEM SOLVING

31. Learn less facts. Learn more mental models.
Construct a ‘latticework of mental models’
(Charles Munger) = expanded cognitive toolkit.
Criteria
- Does it help shed light on myself and inform
my action?
- Does it help me predict and engage with the
world?
DEVELOPING HIGHER ORDER THINKING & PROBLEM SOLVING

32. DEVELOPING HIGHER ORDER THINKING & PROBLEM SOLVING

33. The good and bad of tacit mental models.
Unconscious competence vs unconscious
bias.
DEVELOPING HIGHER ORDER THINKING & PROBLEM SOLVING

34. DEVELOPING HIGHER ORDER THINKING & PROBLEM SOLVING

35. THOSE FIVE KEY AREAS AGAIN

36. ANATOMY OF AN AGILE LEARNER – SUMMARY STRATEGIES

37. LEARNING AGILITY
FOR ORGANISATIONS

38. How would you stop people learning
in your organisation?
BE EVIL L&D INCORPORATED FOR A MOMENT

39. ANATOMY OF A LEARNING ORGANISATION – ENABLING LEARNING AGILITY

40. Microsoft Satya Nadella embracing growth mindset,
calling on his people to be a ‘learn-it-alls’ rather than
a ‘know-it-alls’.
Monthly ‘what I learned’ videos.
Investing in diversity programs, including KPIs.
HBR 2016* reported on other initiatives: Hackathons,
high risk projects & talent programs (= annual week
of CEO and exec time)
DIRECTION > LEADERSHIP - MICROSOFT
*https://hbr.org/2016/10/how-microsoft-uses-a-growth-mindset-to-develop-leaders

41. Citi experience, exposure,
education marketing-style
#BeMore campaign.
Engaged leaders to work out
loud.
Social learning focus.
Challenging micro-actions, 10
minute activities.
PURPOSE & WIIFM > CAMPAIGNS - CITI
LearningSolutions Magazine–LearningAgility: Citi’s
Campaignfor Continuous Learning.

42. PURPOSE & WIIFM > CAMPAIGNS – OTHER EXAMPLES
Unilever C4G (Connected for Growth) campaign
Focus on entrepreneurial leadership qualities for
innovation.
Developing an ‘owners mindset’ for ownership,
collaboration and test & learn.
Using a curation platform for learning.

43. PURPOSE & WIIFM > CAMPAIGNS – FROM THE LEARN2LEARN APP

44. Focus on 2025 future skills = portable skills such as
resilience, collaboration & adaptive thinking.
Use Learning Bank – curated and resource platform.
Piloting micro-credentials as the ‘currency’ for soft skills.
Micro-credentials are skill specific certifications which
focus on actual capability.
FEEDBACK > MEASURE - WESTPAC
DeakinCo. Report: EnablingtheFutureof Work.

45. Bosch digital transformation = greater
collaboration.
Be visible with work, share your knowledge
and expertise.
Targeted networking with experts.
Habitualise sharing knowledge, giving and
seeking feedback and virtual collaboration.
OPPORTUNITY > KNOWLEDGE SHARING - BOSCH
http://www.bosch-presse.de/pressportal/de/en/working-out-loud-at-bosch-137280.html

46. Example of augmented worker.
Amazon hires about 120,000 holiday staff
who previously had 6 weeks training.
Updating environment = 2 days on-the-job
training.
Robots identify packages, move required
items and include touch screens with just-in-
time training.
EASE > SYSTEMS - AMAZON
Techtimes ‘AmazonHolidayJobs, tappingrobots for faster training.

47. “Our hit ratio is way too high at the
moment. We have to take more
risks.” – Netflix CEO, Reed Hastings.
See the famous ‘culture slide deck’:
Encourage bias-to-action, take smart
risks and challenge prevailing
assumptions.
“We took risks with the people stuff
like we took risks with business.”
Patty McCord, cofounder.
CONFIDENCE > CULTURE - NETFLIX
Netflixcultureslidedeck

48. - Begin with reality check before co-designing a way forward.
- Encourage influencers & leaders to share their learning stories.
- Align learning with business values.
- Focus on outcomes, what it will give your customers.
- Encourage and enable curiosity, honesty and feedback.
- Invest in connecting the right people at the right time.
- Measure & reward individual strengths = a ‘skills marketplace’.
- Consider what platform and systems will enable knowledge
sharing and collaborative work.
- Provide leaders and teams with tools and WIIFM around
inclusivity, curiosity and psychological safety.
- Embed language, awareness & strategies on learning agility.
MY MAIN LESSONS FOR ORGANISATIONAL LEARNING SO FAR

49. - Focus on human skills of empathy &
communication.
- Reinvent yourself & champion learning
agility.
- Use memory hacks, but go beyond them:
how will you develop & augment yourself?
- Focus on the 5 areas shown, especially
developing diverse mental models for
yourself and organisation.
IT START WITH YOU.

50. arunaway arunzpradhan
arunpradhan.com
I’m an Australian based learning & performance
consultant who specialises in:
• Using design thinking to co-design impactful
performance solutions and L&D strategies.
• Enabling a culture of learning agility and
continuous learning.
• Empowering & upskilling L&D teams.
Don’t be a stranger. Connect and let’s chat.
learn2learnapp.com
Learning agility and innovation for enterprise – contact for pricing & a demo.