A master plan for L&D in 2020: humanising your learning
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Discover how a humanised, user-centred L&D approach, focused on learners’ needs, can deliver long term results for your organisation and prepare you for 2020 and beyond.
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A master plan for L&D in 2020: humanising your learning
- 1. 2020 A MASTER PLAN FOR L&D Gary Spring, Barclays - Head of Design Richard Hyde, Learning Consultant
- 2. Evolve or expire? What makes us human? New approaches?
- 3. Hey Gary, I think we need to change Sounds familiar Richard, there’s a story to tell! Evolve or expire? Gary Spring, Barclays - Head of Design Richard Hyde, Learning Consultant
- 4. Barclays UK MTP “We will leave no one behind in the digital revolution” Ashok Vaswani CEO Enriched client conversations Award winning Create a gamification revolution Great internal engagement & stories Strengthen our relevance in digital education Inspirational content Enhance our external partnerships Disrupt Barclays internal learning Positively impact 80,000 people Engage internal colleagues with digital
- 5. Where are you on the disruption spectrum? http://pollev.com/mindclick
- 6. “They're selling hippie wigs in Woolworths, man” Digital agencies invading our space Savvy customers know their onions Playing safe is too risky New clothes for a new audience
- 7. Limited time for learning 1% of a working day Knowledge required ‘in the head’ 5-10% in 2016 Who is this gen Y dude?
- 9. community security attention privacy status competence meaningintimacy control [Griffin & Tyrrell]
- 10. security privacyintimacy Game partners Safe place to try new behaviors Discreet retakes Mapping to game play
- 11. New approaches?
- 12. Game mechanics User experience design Enticing the new learner observe use cases ideate sessions anxiety repetition Player explore rules failure
- 13. Think “agile” BRAIN STORM LEVELSAESTHETICS ENGINE PAPER VERSION PROTOTYPE FINAL SPRINT SPRINT SPRINT
- 16. Evolve to survive Take bold risks to survive Design for human beings Look critically at your role Find strength in partnerships
Editor's Notes
- This talk is based on an ongoing partnership with Barclays Only me here today Together we’ve been trying to change the face of learning and development as we move towards 2020 But we are a supplier and organisation at significant crossroads Honest story of survival in a changing, very challenging world Do think we’ve come out the other side With a strategy to humanise our joint approaches to learning development
- Really a story of evolution - at looking back at what makes us human Three parts to this session Evolve or expire - joint realisation that we stood to be superseded What makes us human - exploration of human givens A new approach - evidence of how we have changed our approaches
- Met Gary in 2015 as part of the Barclays supplier panel Early conversations very different to other engagements we’ve had Both supplier and organisation at a crossroads in application of learning technology Joint vision to radically change direction to keep pace with the modern learner An honest story of our parallel realisation to survive in a challenging world
- Barclays situation, CEO statement about future of management training 12 point vision of the future to support gen Y learners Gary needed a radical overhaul of Barclays L&D function to support this He knew something had to change - seminal moment Turned down digital driving licence project as it was too complex - handed to marketing Stood back, are L&D becoming redundant? Knew then that if L&D didn’t evolve they would become extinct
- Gary had a choice - respond or die Remain in the bubble of being a great learning function who responds to businesses needs or Redefine his purpose so he became a disruptive force that leads innovation rather than follows neatly behind Where are you and your learning team on this spectrum? I need to know who is with me! Are you sitting on a comfort blanket or on an innovation quest? https://www.polleverywhere.com/free_text_polls/emU6q9Gfcdv0l5Y
- So Gary was at risk of extinction - what about us as a supplier? Quote from Withnail and I, end of the 60s, being a hippie is no longer cool Digital agencies have moved into our world and were winning awards for innovative solutions Not constrained by trad instructional design - creating solutions based on emotional impact Customers far more savvy about trends, ahead of the game, know what the modern learner needs For us, playing safe would be very risky, could not afford to deliver safe solutions against higher expectations We needed new clothes for a new audience As for Barclays we simply had to evolve, and quickly
- What was going on? Some eye opening stats on the modern learner. How limited they are in the amount of learning time available to them. What knowledge they need in their heads, compared to what they can find on the fly. Taken together, this summarises the backbone behind the challenges we faced
- Before we did anything we did some research with Barclays Orgs now looking for 2 types of solution: Emotional experience to change behaviour or Performance Support Orgs doing performance support internally so our focus had to move to emotional experience This is what we weren’t providing enough of But why a Neanderthal? Well… We got very interested in what underpins human behaviour to help us evolve and create better solutions Humans have evolved over millions of years A lot of our behaviour comes from our genes This behaviour is incorporated into our biology and is called the 'human givens' Let’s explore these a bit more
- 9 human givens - Griffin & Tyrrell Biological psycho-social model of human functioning. Party ice breaker In essence, what is a human being? What motivates human behaviour? Can we tap into these components and help people flourish in the workplace? Encouragingly, many of these we do in L&D already Look at them and consider how your current learning exploits some of these
- Game play maps well onto most human givens Let’s take 3 more interesting ones Intimacy - all humans want to be loved, in game play this can be partners Security - we can give learners a safe place to try risky behaviour Privacy - most interesting, let learners retake learning without prying eyes
- Based on this common vision and a refocus on human behaviour Barclays and ourselves changed their approaches to learning development Here’s a snapshot of what we’ve achieved
- Our drive is to entice this new type of learner Critical to think differently as designers from the outset Self motivated player - let them explore, rules not objectives, encourage failure Game mechanics to draw them in - short sessions, anxiety to return, repeat encouraged UxD to innovate in design - talk to them, use case flow of activity, ideate creative brainstorming
- What about the actual design process? ADDIE is far too rigorous for modern learning design Evaluation happens too late in process More agile process very successful Very effective for game design, many iterations required to manage innovation Group brainstorm Play it on paper Split design, learning and technical dev into 3 parallel streams Sprints then come out of each parallel stream All leading to a rapid prototype then final
- That’s how we have changed, what is happening at Barclays? This is what Gary has achieved with imagination and determination Only a snapshot - rest is in whitepaper Welcome to BarclayTown
- Watch this video
- This has been a summary on how learning functions HAVE to evolve to survive This impacts internal L&D teams and suppliers It is disrespectful to our learners to not appreciate how their world is changing Together, conceive bold plans that push your organisations forward - particularly if work is not coming your way Look inwardly at what you do and your role in supporting modern learners – may involve reskilling and changing processes Cut through complexity and design simple, elegant solutions for human beings – look at the human givens, we often forgot what motivates people Find partners internal and external who share the same mind set – remember the more people on board can turn even the most stubborn cogs