Resilient, Fluid & Fearless: The Future of Learning

Creativity has dominated the business landscape over the past year. Agile organizations met the moment and distinguished themselves from the competition, cementing market share and propelling their brands to the forefront even during a crisis. As organizations migrate out of crisis mode into recovery, fostering creativity remains ever important. In this moment, creativity not born from necessity or survival, for it to flourish in a sustainable way, needs to have the right environment — the right corporate culture.

As HR and learning leaders, unleashing a workforce that confronts challenges, creatively troubleshoots issues and executes innovative strategies is critical for success. Leaders and their organizations must be able to articulate organizational purpose, have the skills to drive employee engagement, and embody the attitudes and empathy to build a truly diverse and inclusive workplace.

In this workshop we will cover:

• The four phases of the creativity process leading to innovative outcomes
• Key drivers enabling creativity at the individual, team and organizational level
• Managing the “paradoxes of creativity”
• Why purpose, engagement and diversity stand out as critical drivers of innovation

Join us for this workshop and learn the priorities needed to unleash a culture of creativity within your organization.

Skill data can provide valuable insights and unearth unique opportunities for your people and your organization. Join Janice Burns, chief people officer at Degreed, to find out how you can harness and apply skill intelligence to reap the benefits of a successful learning strategy and ensure you never miss an opportunity to help grow your company.

In learning and development, we have unprecedented access to tools and technology to drive self-directed learning; associates can look up what they need without leaving their desks or setting down their mobile phones. But as we maximize our automated tools and artificial intelligence, one thing remains: Humans are social beings. We are wired to connect. Human connection enhances our sense of community; it fuels our resilience and ability to thrive; and it correlates directly with our overall health and well-being.

What does that mean for us, as L&D professionals? How do we simultaneously support learning in this post-pandemic, work-from-home world, while enabling human connection? In this interactive session, we will:

• Discuss the business case for human connection, most notably in light of the increased popularly of remote work arrangements.
• Experience a “social connectedness” learning activity.
• Identify ways to use resources already available to you to increase human connection at your organization.

Many organizations aim to build learning cultures where employees can continuously grow and hone their skills to achieve high performance and career goals. To become a learning culture, organizations need to first address how people learn (and how this is different in the “real world” versus in formal education settings). The science behind how people learn questions the model for traditional courses as being “king” in a learning strategy. To develop and evolve their skills and capabilities in a fast-paced corporate environment, employees need to learn new ways to learn.

We all know the 70/20/10 model for learning, but employees don’t really know HOW to learn on the job. During this session, Arin will review a Learn & Grow campaign and program that she engineered while at Expedia, which was designed to help shift their company culture to one where development is a critical part of employee role expectations and to teach them how to learn on the job.

During this session, you will:

• Learn how to create a toolkit for managers for learning on the job. 
• Learn how to create an internal rotation program to enable short term “gigs.” 
• Take away tips for how you can shift your organization’s culture to one that embraces learning and growth as a key part of role expectations.

Mitsubishi Electric is a market leader in heat pumps and air conditioning units around the world. To ensure a consistently high quality of service, they need to train thousands of customer engineers. This is already a tough job, but the COVID-19 lockdown made it even harder.

For Mitsubishi, meeting this challenge meant finding a new way to scale its training, capture expert knowledge and stay flexible despite the shift to remote work. The company also needed a way to quickly create courses, ensure quality content and track training completions.

The answer? Flexible online training delivered with Collaborative Learning.

Join Lance Hitchins, head of training at Mitsubishi Electric, in conversation with Lina Garcia, customer success partner at 360Learning, to hear how Mitsubishi:

• Trained 2,500 customer engineers in just one year.
• Achieved a 99 percent customer training satisfaction rate.
• Reduced course costs by 65 percent.
• Turned its 12-month training waiting list into a 30-day wait.
• Lowered its training carbon footprint.

Have you ever felt powerless to affect meaningful change in your business? Are you seeking ways to have increased impact and influence in your organization? Come hear how your content strategy can help you gain the attention of the C-suite. 

This session introduces a three-step approach that helps you target critical areas of impact in your business and increase your influence in the organization to earn that seat at the strategic table. We’ll explore how microlearning, nanolearning and other content approaches can help you demonstrate the critical nature of the work you do. 

You’ll learn how to: 

• Establish and effectively promote strategic learning programs across your entire organization, including at the executive level 
• Discover the areas of business impact you should address to bring meaningful change to your organization 
• Identify root cause behaviors that are impeding your organization’s ability to achieve its strategic priorities

On November 9, 2020, the SEC-mandated public reporting on human capital in an organization’s 10-K. The rule calls for disclosure of all material information and metrics regarding human capital with development, attraction and retention of personnel specifically mentioned. The hope was that the rule would lead to much greater sharing of key human capital metrics to benefit both investors and employees.

The results thus far have been disappointing, but more rule-making is likely in the near future to elicit greater disclosure. Join this session to learn about the rule, how organizations have responded, and what the SEC is likely to do next. Dave and Jeff will also share the very important 2018 ISO guidelines for public and internal reporting, which can serve as a starting point for your own reporting strategy. Special attention will be paid to the eight L&D metrics recommended by ISO.

An increasing number of learning and development professionals have been utilizing virtual learning simulations as an efficient, learner-embraced delivery tool. As today’s learning leaders evaluate these innovations, however, some core questions emerge: Are learning simulations effective? Can they be easily and cost-effectively adapted for new uses and applications? What are the considerations and components necessary for simulations to be effective?

A 2021 survey conducted by Chief Learning Officer, in combination with research from LinkedIn Learning and Accenture, suggests there is ample evidence of simulations’ ability to effectively deliver meaningful, engaging, impactful learning content to virtually any targeted audience. To be successful, though, correct measurement and reporting tools must be incorporated into the simulation structure from the beginning.

Join this panel discussion, featuring Theresa E. Zeller and Jennifer Iannetta of Merck & Co. Inc., who will share their simulation learning experience, and David Denz of Leieren Performance Learning Systems LLC, who will review some of the key takeaways from the CLO study, and learn best practices for maximizing an investment in simulation learning.