He will bring this keynote: THE CHANGING WORLD OF WORK AND WHAT IT MEANS TO OUR L&D PROFESSION

There are many drivers shaping the future of work, from social and demographic change, geopolitical and environmental crises, to increasing digitisation and the impact of technology. These are uncertain and challenging times, but it is vital that we all work together to shape a better future, where work is good for us and our wellbeing, there is fairness of opportunity, and organisations and leaders are acting responsibly in recognising all their stakeholders.

So how do we respond and what is the role of L&D and HR? One of the most significant challenges that businesses today are facing is access to the right skills and talent, and that gap is likely to grow further as new job skills emerge. We need to be able to adapt and to upskill and reskill, to reinvent learning in the workplace, and to work more closely with our systems of education that also need to evolve. We have to be able to plan ahead and understand emerging capability needs, to develop more strategic approaches to workforce planning, and to look more holistically at all the options in filling capability gaps. We have to create cultures of learning, of agility, and of inclusion. This means more understanding of behavioural change as well as how we develop the more direct job skills.

This session will explore these issues and encourage debate as well as providing some inspiration and optimism for the future.

The key takeaways should be:

• Broader understanding of the context and drivers for the future of work and the priorities we need to respond to
• The role of L&D and how it also needs to evolve in helping to respond to and shape the future of work
• The importance of positive and supportive cultures, of inclusion and purpose, and of leadership development, and how together we can make those happen

Felipe Zamana will bring us a HOW CREATIVITY CAN HELP US BUILD ECOSYSTEMS OF LEARNING

We all need a safe space to share ideas, build trust and friendship, lead and be led, with the deeper need to help others.

Ecosystems’ domain became well known since the cross-industrial collaboration become the main driver of innovation and economic evolution. So, if major characteristics that make us human are interpersonal relationships and the ability to create, creative ecosystems are human relationships directed towards creation with learning at the heart of it.

Because of their unpredictability and their spontaneity, creative ecosystems offer a greater idea yield from the assembled brains than traditional approaches. The challenge now is to renounce reliance on strictly strategy and power and to, instead, invite others to come onto your social groups and contribute with their ideas and dreams.

So, let's create together more creative ideas, projects, and solutions?

In this session you will:

• Understand how creative ecosystems work and the roles of each individual belonging to this system
• How to apply this systemic approach to navigate complexity and manage change
• How to create a strong environment to learn, develop skills, share knowledge, and cultivate attitudes to better performance

WHY L&D CAN’T AFFORD TO IGNORE DIGITAL ACCESSIBILITY

In this talk Susi Miller will outline the case for digital accessibility. The talk will explore key concepts around different access needs and will challenge some of the common assumptions and misconceptions which often prevent organisations from taking advantage of the many benefits of accessibility. Susi will also focus on the reasons why digital accessibility is rapidly becoming a business priority and how accessible learning content can help L&D better achieve their learning goals and improve workforce productivity.

This session will lead participants through:

• The ethical, legal and business case for digital accessibility
• The importance of accessibility for diversity and inclusion
• The benefits of accessible learning content

Ae will bring us THE DESIGN AND SEQUENCING OF MEANINGFUL E-LEARNING INTERACTIONS

Learning management systems enabled instructors to meet the educational needs and interests of millions of students and working professionals during the pandemic. The problem is the use of interactive technology does not ensure that meaningful interactions will occur. Good instructors facilitate many interactions in class, but they typically do so spontaneous based on intuition, and verbal and non-verbal cues. In online and hybrid courses, such interactions must be explicitly designed and sequenced to facilitate e-learning. During this session, Dr Hirumi will share tools and techniques for designing e-learning interactions synthesized over the past 25 years.

People will leave with:

• An array of strategies for designing and sequencing e-learning interactions,
• Guidelines for determining which aspects of a hybrid course to facilitate synchronously vs. asynchronously, and
• Agile techniques for ensuring the effectiveness, efficiency, and engagement of online and hybrid learning experiences.

LEARNING WITH THE BRAIN IN MIND

Learning and development (L&D) professionals need to carefully consider the role of memory when planning training. An awareness of how the brain remembers information can help enormously when designing programmes to help people learn best. In this session, a number of key questions about how the brain learns best will be answered. Practical advice on how this can be incorporated into individual, team and organisational learning will also be provided.

Learning and memory are intertwined. Indeed, the function of learning is to put information into memory so that it can be accessed when required at a later date. Thus, one key question for L&D experts to consider is what does the brain store and how does it do this? To answer this, we need to better understand how memory works and what makes it fallible. We also need to know what the brain chooses to pay attention to and what it ignores. Another question might be what stops learning from being ‘sticky’ and transferable from the training room to the workplace? The answer to this lies in how we break old and create better habits of learning both individually and organisationally.

Learning and memory can sometimes fail us, but there are ways to harness it to ensure learning remains sticky and can be recalled not just in the short term but also in the long term.

In this session you will:

His presentation FOCUS ON PERFORMANCE - PERFORMANCE & ENABLER ANALYSIS will include:

People are on the payroll not to perform behaviors or tasks, but to produce Worthy Outputs that become Inputs to downstream customers, internally and/or externally, and create acceptable Outcomes for all of the Stakeholders.

L&D content needs to be authentic and address the real-world requirements of its Target Audiences back on the job, including sharing both the overt Behavioral and the covert Cognitive Tasks, and the strategies and tactics Master Performers use in avoiding the barriers to Performance in the first place, and in recovery if the barriers were unavoidable in the second place.

In this session, we'll explore

• the Analysis or Discovery Data needed to feed L&D Design and Development
• a Data Framework for capturing both Performance and Enabler Data
• a set of starter Questions to Elicit the Analysis Data
• a simple method for determining whether your L&D Content should be deployed as Performance Support, a Learning Experience, or both