Advancing L&D – #cipd14

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To begin, I love that I am at the CIPD annual conference and we have an L&D speaker, it doesn’t happen often so I decided that I needed to grab the chance when I can.

Andy Lancaster opens us up for this session where Andrew Jacobs and Helena Moore.

Helena opens by saying she’s is Andy Jacobs warm up act. The work she has been doing at Bromford has been honing down what they do to actually make a difference to people.

To begin though Helena takes us into the future and what the world of work may be like. For example how long will corporates be at the top of their game? How will start ups affect work and L&D? What about the world of entrepreneurs? What this means is how do we capture that within learning in the workplace?

We also need to think about how the supply chain is evolving. Thinking about uber or people per hour or task rabbit. What these things are doing is fundamentally changing how the world works as you buy in what you need when you need it, especially with specific skills.

What this may mean for learning is that we will be having more free lancers and part time people as they will be doing their work in different ways. For example, I may work part of my time with company A and then for the other part as a free lance person with companies x y and z. An interesting thought.

Knowledge for all is also going to be a part of the future as the hierarchy is going to flatten more. The idea that learning content should be restricted to few or specific groups is a bit of a dated one really. Anyone can access learning now through tech in their general life so why restrict that in the workplace?

So what does that mean for leaders of the future and Leaders of 2020. Helena suggest:

Leaders who coach – will the word leader die and coaching take its place. Also will people ever actually retire? They may take career breaks or changes over time and yet the ability to coach will hold across all of that.

Captains of vessels or expeditions and great networkers as we will pull groups together to do distinct pieces of work for set periods of time or for specific purposes.

The use of matrix & democratisation working across boundaries and even organisations. This will also involve multimedia communicators and communication tools.

Helena’s final thought was ‘there is no spoon’ in that in the future you will not have your learning fed to you.

Then it was over to Andrew Jacobs to take us though his session.

As openings go, it couldn’t have been clearer.

‘If we do not change we will die’

Andrew took us through how we need to stop asking or waiting for the business to do stuff for us and we need to grab hold of what we do and say what we need to do for the business.

At the moment, Andy described us as shop keepers where we take requests for training and then deliver. Andy introduced a few ‘just in’ elements:

Case – We need to move away from ‘just in case’ training solutions and really focus on how we can use the accessibility to development.
Time – Making it so learning is available in whatever form when you need.
For me – Wanting to get what I need when I need it for me. This isn’t about doing stuff on my own, it is taking my personal record from a group experience.

Andy then shared the clothes line paradox and what we currently do in L&D is make tumble driers. We need to start to take down fences and create spaces for people to learn on their own.

The approach that Andy introduced at Lambeth council was to create learning in 52 minute chunks. Research from the cipd indicates that organisations invest between 2 and 6 percent of their budget into L&D and so based on a 35 hour week that gives 52 minutes (2.5% of time) we could invest in learning.

So doing this will be easy right? Andy suggested 4 barriers you will see and 4 answers:

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I loved this session and it was really inspiring to hear from both of them.

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One response to “Advancing L&D – #cipd14

  1. Pingback: CIPD14 - All the blogs in one place | Kingfisher Coaching·

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