A short presentation on the paradigm shifts we are experiencing in the VUCA world and the need to re-imagine learning in the workplace to stay relevant.

1. Confidential – Not to be Shared

2. WHY REIMAGINE LEARNING?

3. Confidential – Not to be Shared
Key Forces
VUCA WORLD
Mobile Social Cloud Big
Data
AI &Robotics Gamification Pervasiv
e
SOCIAL FORCES
GLOBALIZATION
DEMOGRAPHY
& LONGEVITY
TECHNOLOGY
NATURAL
RESOURCES

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Impact of Key Forces
Working lifespan
increasing; need
for reskilling
rising
Power of Social-
Local-Mobile felt
in all spheres

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Rise of the Collaborative Economy
The pace of
change will
ENFORCE
collaboration
The
connected
web will
ENABLE
collaboration
Professional
& personal
development
will REQUIRE
collaboration
Five
generations in
the workforce
will ENRICH
collaboration
Cognitive
diversity will
ENABLE innovation
through
collaboration L&D has to don
different hats
to FACILITATE
collaboration

6. Confidential – Not to be Shared
Today’s Workforce … from Consumers to Co-Creators

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New Skills Needed for the VUCA World
Sense Making Social Intelligence
Novel & Adaptive
Thinking
Cross-Cultural
Competency
Trans-Disciplinarity Design Mindset
Cognitive Load
Management
Virtual Collaboration

8. Confidential – Not to be Shared
The Connected Employee & “Open Work”
Collaboration
Co-creation
CommunityCommunication
Cooperation
Goal-driven with the intent of
achieving an outcome by
connecting with diverse minds.
Diverse minds coming together
to co-create an artifact that
could not have been effectively
created by an individual.
Ongoing discussions and exchanges that
facilitate immediate sharing of knowledge
– tacit and explicit – and also creation of
new knowledge.
Conveying information to selected
individuals or wider community to
create an environment of ambient
awareness.
Sharing information, knowledge
and learning without a defined
outcome in mind, in the spirit of
generosity and transparency.
Powered by digital tech…

9. Confidential – Not to be Shared
Performance Development through “Open Work”
Transparent
conversational
flow of work
Content
awareness and
accessibility
Network-based
connection
Knowledge
building &
performance
development
Transparently co-create content
Social and ongoing feedback
Connect content to work dialogues, streams
Ask and answer questions
Change/update awareness via streams, alerts,
filters
Expanding visibility of work
Inviting diverse inputs and ideas
Greater opportunity for knowledge building and
creation
Awareness of who’s who and connects
Sharing of updates and learning (microblogs,
comments, questions)
Leveraging open channels for contribution and
collaboration
High
Performance
Connected
Organization

10. Confidential – Not to be Shared
The New Learnscape
Deal with Change
Facilitate Self-Driven
Learning
Enable Personal
Knowledge
Management
Leverage Technology
to reach Distributed
& Diverse Workforce
Make Learning part of
the Workflow – On-
Demand & Autonomous
Make new ways
of Learning a part
of the Learnscape

11. WHAT IS #MWL?

12. Confidential – Not to be Shared
Defining #MWL
#ModernWorkplaceLearning is a Mindset, an Approach, a Conceptual Framework
and an Osmotic Process.
It brings together the powers of Ubiquitous Connectivity, Social Networks & Tools,
Digital Forces.
These come together to connect individuals inside and outside of the organizations,
Which facilitate their personal and professional growth
Given this context, Workplace Learning has to be REIMAGINED in a new avatar
where all of the affordances of Digital Forces – Social, Mobile, Analytics, Cloud – are
applied by organizations,
to help each individual REALIZE THEIR POTENTIAL, in alignment with organization’s
purpose & vision.

13. Confidential – Not to be Shared
Defining #MWL
#MWL enables each individual with the Frameworks, Processes and Tools, to:
 Drive their own learning
 Solve problems
 Connect with individuals
 Reduce the cost of coordination
 Enable contextual collaboration
 Facilitate building of networks & communities
 Provide access to expertise at the point of need
 Converge learning and working
#MWL = Work is Learning, Learning is Work @hjarche

14. Confidential – Not to be Shared
HOW TO REALIZE #MWL?

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The #MWL Design Framework

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BLENDED LEARNING EXPERIENCE
SOCIAL COLLABORATION
GAMIFIED LEARNING
PERSONALIZED LEARNING
#MWL Enablers
INTUITIVELY ANYWHERE MY TIME MY DEVICE
SELF DRIVEN CURATOR
AGGREGATORCO-CREATOR
NETWORKER CONNECTOR
CONSUMERCOLLABORATOR
WHO AM I
HOW I WANT
TO LEARN
PERSONAL KNOWLEDGE MANAGEMENT & PERSONAL LEARNING NETWORK
DEMOCRATIC MICRO MOOCs EMBEDDED GAMES SIMULATED WEARABLES
HOW
I WANT MY
LEARNING
EXPERIENCE
TO BE
MY #MWL

17. Confidential – Not to be Shared
Making it Happen
Leadership
Involvement
Defined
Governance
and Policies
Aligned with
Business
Goals`
In the
Workflow
Continuous
User Support
Community
Management

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Community Enablers

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Community Management

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#MWL = A Cohesive Experience
PERFORMANCE
& GROWTH
COLLABORATE
COMMUNICATE
CREATE VALUE
WORKFORCE WORK
LEARN
KNOWLEDGE
INNOVATION
RECOGNITION
GOALS
Create an environment where workforce can EXPERIENCE all of this SEAMLESSLY everyday!

21. Confidential – Not to be Shared
The Reimagined Workplace

22. Confidential – Not to be Shared
Cost of Not Making the Shift
• Distributed workforce will lack connection and one-ness with the organizationSiloed organization
• Reinvention of the wheel will continueOperational Inefficiencies
• Diverse thoughts and ideas will be lost through lack of conversation and connectLoss of Innovation
• Attrition, Retirement, Siloed pockets – all lead to loss of Tacit Knowledge which is
very important for the organizationLoss of Tacit Knowledge
• Smart knowledge workers leave for orgs where scope for learning and mastery are
higherLoss of Talent
• Outside of “Norm” requires collaboration and crowdsourcing of ideas and solutionsException Handling becomes Difficult
• Without the influence of diverse thinking, old processes and hierarchical thinking
continue to existStagnation

23. Thinking Learning Experience

24. Confidential – Not to be Shared
Paradigm Shifts

25. Confidential – Not to be Shared
Some Components
Instructional
Design
Mobile
Learning
Social
Learning
Micro-
Learning
Working
Out Loud

26. Confidential – Not to be Shared
L&D’s Roles – Some New, Some Old
•Will facilitate self-driven learning in the workforce
•Will help them to build PLN & PKMSocial & Informal Learning Enablers:
•Will facilitate collaboration across groups on ESNs
•Enable community building. Provide curated contentCommunity Manager:
•Focus on trends & patterns based on data
•Will map business requirements & data to craft impactful strategiesBusiness & Data Analyst:
•Will help workforce & other stakeholders to use latest tech for learning, collaboration and
communicationTechnology Enabler:
•Will liaise with business stakeholders to design learning systems based on business matrices
Performance Consultant:
•Will take care of programs / project management, learning evaluation, stakeholder
management, supplier management for formal programsLearning Management:
•Will facilitate & present learning events for in-class and virtual sessions where needed
Learning Delivery:
•Will conduct needs analysis, competency-skills framework building based on design principles
& structure learning events for different delivery channelsLearning Design:

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ID’s New Hats

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Design Micro-Learning

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Micro-Learning Forms

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#WoL Characteristics from John Stepper
Relationships
Generosity
Visible work
Purposeful discovery
High performance & growth
mindset

31. Confidential – Not to be Shared
Build the Habit
Make a daily
contribution
Start with
one tiny
habit at a
time
Be authentic
in all
interactions
Be generous
with sharing
Keep an eye
on the goal
Spread the
learning

32. Confidential – Not to be Shared
Make it Happen
Connect Show appreciation Share learning Connect the dots
Ask a question Answer a question Offer feedback
Share your
experience: Reflect
on your work
Offer original ideas

33. It’s a JOURNEY…