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After spending 20 years leading insanely talented teams trying to create the perfect approach to e-learning, the speaker finally gave up and started over. In this session the speaker will share (painful) lessons learned from leading a small team in a three year project to build a new approach to digital learning. You'll learn a tool and technology agnostic approach to creating super-engaging, mobile-friendly, digital content that can support diverse needs: from structured learning to performance support to field exercises. Whether you're a learning leader or a learning developer, you'll laugh, you'll cry, and you'll walk out with the seven secrets of a new approach to digital learning content.
How do you promote creativity and innovation in yourself and your organization? The fate of most companies is determined by the creativity of their people. This session describes four simple steps for facilitating innovation that have been used by many successful companies in Asia. You will have a chance to examine the factors that obstruct innovation in your organization. The concepts are driven by research on how to foster innovation in organizations. The approach is organized into proven techniques and processes for generating new ideas. These ideas are then filtered down to those that are most likely to succeed. They become viable initiatives that create bottom-line business results. This session will include hands-on training that the audience can immediately use to stimulate innovation efforts in their workplace.
Getting outside your normal working and thinking mode is critical to creating elegant, meaningful solutions for your organization. Learn how to frame innovation so that your team can experience a whole new paradigm for thinking, based on the skills of improvisation, which leads to more creative, flexible, and adaptive work. We not only examine creativity—we apply it to real situations so that the information is useful rather than theoretical. You'll learn how improvisers can be so creative in risky, stressful situations. We will examine how creative and innovative people and organizations interact, how they manage risk, and the most effective ways to implement creativity in a culture. You will engage in improvisational exercises, small-group discussions, and intense challenges.
This highly participatory session will focus on innovative best practices for how senior leaders, managers, and the L&D function can collaborate to get employees aligned and energized during times of major change. The speakers will show how the principles of cognitive diversity, combined with a experiential-learning approach, helped employees at a major U.S. food company understand and embrace a new corporate direction. Using a case study approach, the speakers will share real-world lessons from their joint work with the company's CEO, L&D leaders, and extended management team. They will: Define and give examples of cognitive diversity—the different ways people see and experience organizational life, apply the latest neuroscience research to the challenge of promoting workforce engagement, share the innovative engagement model developed by Dialect to address the known differences in thinking styles and promote organizational 'sync' across departments, demonstrate why discovery learning has proved uniquely effective at translating a new strategy and creating meaning for employees, 'go under the hood' of the discovery learning developed for the company, including the incorporation of creative visuals, gaming elements, and small group discussion, describe the collaboration between the L&D team and the CEO in cascading the company's custom learning to the entire workforce, and discuss key takeaways for session attendees.
Our concepts of what makes an innovator (eccentric genius)—and who should be innovative (leaders)—are dated and put us at risk for failing to meet the demands of our time. We are in the midst of a seismic shift, whereby the realities of global interrelations, against the backdrop of pervasive connectedness, require that everyone become more innovative. In every sector, at every tier, and at all phases of development, everyone must speak the language of innovation in order to rise to the scale and frequency of today's challenges. But how do organizations develop innovation as a core competency not just among their leaders, but among all of their people? LUMA Institute believes that teaching human-centered design is the answer. The foundational elements of this discipline—problem framing, engaging with people, generating good ideas, and rapid iteration and improvement—are what support innovative behavior. When all levels of an organization are literate in this practice, the tide of innovation rises repeatedly and predictably. This session introduces the thinking behind innovation as an essential human literacy, and takes you through a series of active exercises that demonstrate several go-to methods in support of practicing human-centered design. You will leave with: a new understanding of how everyone can learn to be innovative, immediately applicable job aids for methods covered, and a reference poster of methods and templates.
How do you transform a global culture when classroom training is not an option? How do you inspire and engage 20,000 hyper-connected, tablet-toting workers to breakthrough innovation and performance? That was the challenge facing Kimberly-Clark. This presentation will describe its innovative diversity and inclusion initiative, featuring television-style video dramatizations, podcasts, scribe videos, QR codes, blogs, e-learning, and more. The centerpiece of the campaign was a scripted video drama series called the iTent. Some 20,000 leaders and employees could access the show every other week. It dramatized the main learning points about how to optimize the performance of diverse teams by managing people more inclusively. The 'mockumentary' video format of the iTent series was built around the concept of a video team shooting a documentary. Other creative video formats in the Kimberly-Clark campaign were 'scribes' where the story unfolds through a series of sequential artist sketches drawn on a whiteboard and 'machinimas' with avatars shot in a 3D virtual world. A radio-style podcast series featured interviews with company leaders. Interactive, always-on e-learning built on-the-job awareness and competency. Blogging and message boards created communities of learning. The speakers will show how this multi-modality campaign drove transformative behavior and created a more inclusive and innovative workplace.
Learning & Development (L&D) is charged with supporting an organization's success, and increasingly, that success is due not only to optimal execution, but continual innovation L&D is not doing all it can and should be doing and, worse, what it is doing it is doing badly. Most of what we see in training isn't aligned with how we actually learn, and we're not looking at other, often more effective, ways of supporting organizational performance and innovation. In fact, L&D has not caught up with what we now know about how we think, learn, and work, and is operating on industrial principles in an information age. In this session we will review the problems, the new elements that need to be covered, what it would like if we were doing it right, and the steps to get there. L&D needs a revolution that shifts the focus to performance and innovation, creating a strategy appropriate to an information economy. Come see the future!
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