On the way home… ASTD with Epsilon
Last week I spoke at a mini ASTD2012 ICE comeback conference for Epsilon. This blog outlines content and delivers references noted during the session..
To kick off the conference, I showed this small film montage (80 seconds) of the conference..
Before getting into my resume of the conference, I showed the results of my pre-conf survey on what my network expected from the ASTD2012 ICE…
..then I reminded everyone of what @fredericw told us in 2011 about transatlantic trends in learning + development.
I went to the ASTD2012 ICE to get information about 3 main things:
- The future of the L+D profession
- Creating engagement in today’s work environment
- Current and future trends + what this means for learning
Here’s what I got from DAY ONE on the future of the L+D profession:
As Jim Collins said in his key-note, effective people have a “not-to-do-list” to help them think about where they should put their efforts. @innovativesarah Senior L+D Specialist from Google suggested the same thing for L+D professionals:
- What can the learning population figure out for itself?
- What should someone else be doing?
- What should we just forget about?
- How can L+D better work together with the rest of the organisation?
I shared some ideas about Infinite Learning and the 70:20:10 principle evoked by people like @charlesjennings and @C4LPT and discussed the idea that we should not think about either/or, but “and” (more on this in a future blog….). I also added that yes, “command + control” should exist next to “encourage + engage” because what we see with Blanchard and Hersey’s Situational Leadership model should be applied to L+D management as well… Its not because Generation Y likes self-learning that they can be left to do everything themselves! They might need some help…
DAY TWO was all about engagement for me…
First I shared some ideas from Kevin Cope on what L+D professionals should be focussing on.. Read the blogspot here or watch this short video introduction from Kevin at ASTD2012 ICE:
If you think in line of those 5 drivers, some specific investments definately make sense..
- Onboard young professionals in 90 days, as suggested by @alexiavernon
- Invest in all kinds of multicultural skills, because there are SO many different culture differences going on
- Copy the Hard Rock Respect Effect because it creates more innovation, more happiness and more engagement at work
DAY THREE Future trends worth developing
- Learning Agility is the idea discussed by Vicki Swisher that people will need to be able to constantly learn, unlearn and relearn in order to deal with everything
- As @hjarche , another member of the ITA says, the ability to make sense of all that big-data will be key to Personal Knowledge Management (blog = excellent reference for all things PKM)
- …and don’t forget all those tools and technologies we need to excel with !
Personally, I did a lot of blogging and tweeting during ASTD2012 ICE. You can find many more resources from others on the ASTD2012 ICE collected back-channel resources page of @LnDDave or by following one of these links:
- What my network expects from ASTD2012 ICE
- MS SharePoint as a corporate anti-firewall SoMe approach
- Aligning management development to today’s trends
- Learning Agility: the X-factor for future leaders
- ASTD and the content-crisis
- John Boudreau says HR has to change its approach
- HR needs to get commercial
- The perfect learning platform = mobile + brain
- Jim Collins goes from good to great ..by choice
- Jim Collins’ Top 10 things to do
- Sarah Bloomfield on the non-consulting mindset of L+D professionals
- Create or curate? That is NOT the question
- If you want to show value, you’ve gotta have business acumen
- Getting to the high-ground of innovation via jazz improvisation
- Onboarding Gen-Y: Breaking old habits to build new habits
- The Respect Effect rocks the Hard Rock Cafe
- ps, respectfully yours
- Increase learning effectiveness and engagement with Gamification
- Plenty to learn to keep up with the future
…now, go do some work!