Reimagining Learning and Development Masterclass with Professor Dave Ulrich

Introduction

• Focus on reimagining learning and development as an inflection point in our lives.
• Importance of investing in people even during economic crises.
• Richard Branson’s philosophy: Employees come first, they take care of clients.

Impact of the Pandemic on Learning & Development

• 41% of companies faced serious budget cuts due to the pandemic.
• 59% maintained or increased their training budgets.
• Shift towards digital learning: 33% had a strong e-learning culture, 57% started exploring it.
• Up-skilling and re-skilling are prioritized, with key skills being resilience, digital competency, leadership, agility.

Keynote by Professor Dave Ulrich

• Passion for innovation and learning, committing to 15-25% new material every 12-18 months.
• Emphasis on value creation in Learning & Development (L&D).

Research Foundation

• Based on four areas of research: Talent, Leadership, Organization, Human Resources.
• 13 dimensions of talent; Leadership code and brand; Organizational capabilities.

Main Assumptions and Ideas

Value Creation

• Value is defined by the receiver, not the giver.
• L&D is about creating value for stakeholders: employees, customers, investors.

Serving Stakeholders

• Importance of serving all stakeholders, not just internal but external (customers, investors).
• Align internal culture with brand promises to customers.

Technology in Learning

• Shift from just using technology to focusing on the impact of technology-enabled learning.
• Design principles for effective online learning: personal touch, practical application, blended learning.

Trends in Learning and Development

What is Learned

• Focus on upskilling around actions and mindsets.
• Leadership development focusing on soft skills and managing paradoxes.
• Culture should be aligned with external brand identity.

Where Learning Occurs

• 50% on-the-job, 30% education and training, 20% experiences outside work.

Who Teaches and Attends

• Encourage team learning, customer inclusion in learning events.
• Broaden who can facilitate learning: self, managers, customers.

Transferring Learning

• Importance of action learning and learning solutions.
• Sustainability of learning: ensuring learning translates into lasting change.

Improvements in Learning and Development

Learning Experience

• Focus on user experience in learning processes.

Measuring Learning

• Shift from activity-based metrics to impact-focused metrics.

Roles in Learning

• Shared ownership: Line managers, HR, and employees themselves.
• Encourage personal accountability in learning.

Competencies for L&D

• Necessary skills for HR professionals: Credible activist, strategic positioner, paradox navigator.

Guidance in Learning

• Prioritize learning activities based on impact on stakeholders.

Conclusion

• Emphasize creating value through learning and development.
• Best year in learning is always the next one, focus on continual improvement and learning.