Building an Inclusive Learning Culture for Personal and Organisational Growth
Date Thursday, Nov 24 Time – Room Potsdam III
Without the right learning culture, nothing is possible. But how do you influence it? In this session, our panel explore different aspects of learning culture.
They will look at how to help employees develop a new understanding of learning in their everyday working lives, and to take control of it, but also examine the importance of equity and inclusivity as part of a learning culture. And the panel will also look at how organisations can draw on their strengths to build a growth learning culture.
Architect Learning & Innovative Organizations, Red Monkey Company, Belgium
Jef Staes (Belgium, 1956) is an authority on learning processes and innovative organizations. After a career in Software Design, Project Management, Open Learning Centers, Training Management and Corporate Learning (Corporate Learning Officer Siemens Belgium), he currently assists CEO’s and organizations to find a comprehensive answer to the changing dynamics of today’s market. “Why don’t organizations learn and innovate fast enough?” Jef Staes answers this question as an author (Red Monkey Trilogy), international speaker (incl. 4 Times TEDx Speaker) and expert. He not only awakens people, but also presents them with a unique concept to guide them through the necessary changes.
AVP Organizational Growth, AppsFlyer, Israel
A management consultant and leading expert in training, organizational learning, e-learning, knowledge management and performance improvement. I'm also focusing on innovation learning and groundbreaking learning technology. A recognized thought leader in the profession. Speaks to audiences around the world.
Today I lead the learning and innovation technologies of appsflyer, Teaches the field of learning technologies, in the BA and MA degree studies of the Holon Institute of Technology, and writing my PhD.
Holds an M.A. degree in social psychology from Tel Aviv University and a B.A. degree in psychology, published a thesis as part of his M.A which studied psychology of deception and additional articles on learning technologies.
With more than two decades of experience, I function in a number leading positions in the L&D industry, In the past served as product manager at Kryon Systems (leading EPSS tool in the L&D market), the head of instructional design and learning technologies with Pelephone Communications, Israel’s largest mobile carrier; as the head of learning technologies with HOT, a broadcasting provider; and as a learning manager at Meitav College where I redesigned and built the college’s core courses using eLearning strategies.
Founder & CEO, Forever Day One (4ed1 GmbH), Germany
Always exploring at the forefront of change Moritz founded Forever Day One an organization to redesign the way we learn and grow into a desirable future.
Moritz knows one thing for sure: All we can say about the future is that it will be different. Therefore, the most important skill today is our ability to deal with change, learn new things and maintain mental balance in unfamiliar situations.
For this Moritz and his team create innovative education and consulting services for international companies and children. With cutting edge learning experience design his company "Forever Day One" leverages people`s change capabilities - and thereby puts them back in the driver seat of the transformation of their world.
CEO, International Speaker, Analyst, Facilitator, Emerging Stronger, United Kingdom
Laura Overton is an author, facilitator and award-winning learning analyst dedicated to uncovering and sharing progressive practices that add strategic business value. She led a 15-year global research programme that explored impactful learning strategies. Her work through #Learningchangemakers and Emerging Stronger continue to support and inform the changing world of workplace learning.
Valuable@Work, Jef Staes
During this presentation Jef Staes will explain that our obsessive focus on 'training & education' to become more agile or innovative is wrong. This presentation will not only confront participants with ‘the enemy within’ but will also propose a mindset to break the paralyzing powers from the ‘past’.
The world is changing faster and faster. Climate change and disruptive innovation forces education and industry to adapt. They have to embrace agile, sustainable and disruptive innovation. But Covid learned us one thing: Industry and Education are not built to learn or innovate.
Industry and Education have a hard time in keeping up with this fast-changing world, not because it is not possible, but because they don't have the courage to cast or recast the right people in the right roles. Because of this, they are not working on the right solutions.
Access to information to enable learning & innovation, is not the issue anymore. 'Real Learning & Innovation' happens spontaneously if students or employees are able to work or study in the groove with their talents. No passion to learn and not allowed to act, are the main reasons why education and work are not able to adapt.
We need to disrupt the learning and working culture in education and work. We need heroes!
The concepts of 3D-Smarting, Power Defect and Red Monkey Innovation Management will disrupt your brain.
- What is real learning & innovation?
- We have to accept continuous disruption in employment to create real learning and innovative organizations!
- Most change projects fail because of the wrong management culture. We need management heroes!
5 Principles for Growth Learning Culture - Our Case Study, Yanay Zaguri
This presentation shares the case study of how Forever Day One (4ED1) GmbH underwent a significant change process through which they shaped a Growth Learning Culture.
Learning culture is perhaps one of the most important factors for the success of both us as L&D and the organizations we serve. We often underestimate our ability to influence a learning culture. In practice, our day-to-day activities shape the culture of learning.
We will be happy to share with you our journey and the 5 main principles that support our people, culture, and business. With the help of our journey and the principles we have extracted from it, we will help you identify the strengths of your organization.
These strengths will be translated into day-to-day activities that demonstrate a learning culture that supports your success. We will help map the key factors influencing learning opportunities and provide principles to lead to the growth of your organization, people and business.
- Understand what is Growth Learning Culture.
- Design learning strategies that encourage Growth Learning Culture.
- Manage the change required for Growth Learning Culture.
Next Level Learning Organisation - The Prerequisites for Successful Business Transformation in the 21st Century, Moritz Ettl
This interactive presentation will be the starting point for companies that want to take the next step on the path to becoming a learning organization.
With a view to the new learning opportunities/ecosystems/technologies, we have repeatedly found with our partners that the prerequisite for the success of the learning ecosystem is that the employees develop a completely new understanding of education and learning in their everyday working lives in order to navigate the ecosystem in a self-determined manner and to use it for themselves and their companies.
To put it bluntly, we are currently seeing many organizations that give their employees a kind of Bahncard100 for learning, but many don't even know where to go or how to take the train at all.
The way we work and the reasons why we work are changing at breakneck speed. To master this change, future-proof organizations have to create frameworks that embed deep learning and change capabilities in the workforce.
In this presentation we will:
- Show the new importance of learning and of the capability of change in the 21st century and give you the right arguments and examples to make the topic more of a priority in your organization
- Create a common understanding of what a learning organization means today.
- Help L&D managers to develop the right conditions to enable employees (from trainees to managers) to become "self-directed learners". We will do this from a training, role model, communication and process/structure perspective.
- Share the actions and talk about barriers that can get in the way of implementation and how to overcome them.
- New arguments and a narrative to more compellingly demonstrate the priority of learning and the capability of change in an enterprise.
- Concrete tools to design a learning organization, starting with its users, the employees.
- "Hands-on" concrete recommendations for action and best practices from the field.