7 Big Ideas Transforming L&D

9000+ Graduates from 72 countries | Executive Education for over 100 Corporates | U21Global Academic Heritage

Improving workforce productivity through

effective learning

7 Big Ideas Transforming

L&D

When your talent is spread across a hundred countries, how do you give them a platform to train, brainstorm, and learn together? How do you respond to the learning needs of a diverse, distributed workforce that need to develop into your organization’s future leaders? How does one develop innovative leaders capable of a high level of critical thinking? What are the newest ideas in pedagogy?

Here are some ideas and trends which are rapidly transforming L&D.

The new reward mechanism

01 SWAPPING CARROTS FOR MEANING AND VISION

www.globalnxt.edu.my

Vice Chancellor at GlobalNxt University, Dr Lam held senior consulting roles at Accenture and Logica assisting major clients with business solutions based on large scale technology systems and has published over 80 articles.

Dean of the business school at GlobalNxt University, Dr Fitzsimmons is a serial entrepreneur with significant industry experience.

Professor of Corporate Strategy at GlobalNxt University, Dr. Esposito also teaches Systems Thinking and Complexity Management at Harvard University. He is the founding director of the Lab-Center for Competitiveness, a think tank at Harvard Business School.

Dr. Wing LamSingapore,Technology Management

Dr. Jason FitzsimmonsAustralia,Finance & Entrepreneurship

Dr. Mark Esposito USA, Business Strategy

02 L&D FOR DISTRIBuTED TEAMS

Why e-learning really is the future of L&D

Today, 4,600,000 college students are taking at least one of their classes online. By 2014, this number is expected to increase to 18,650,000. Seventy-seven percent of American corporations used online learning in 2011. According to a corporate e-learning report, e-learning increases knowledge retention by 25 percent to 60 percent. The Towards Maturity Benchmark Survey shows that 72 percent of the 600 companies surveyed claimed that learning technologies helped

The last few decades have seen a number of cultural shifts. The shift from the individual to the collective, and subsequently to the individualist collective, along with the movement from monologue to dialogue, is stimulating a change in motivational mechanisms—from the extrinsic to the intrinsic. Today’s young and introspective workforce values knowledge and professional growth over financial incentives. Their professional ambitions are underpinned by a desire to improve their understanding of their work and the world. At a time when intrinsic intellectual motivation is replacing extrinsic obedience motivation, empowering employees to take charge and play more meaningful roles in the organization has become essential.


This is really at the heart of the GlobalNxt learning pedagogy. In a world where intellect and expertise trump mechanical efficiency, the focal point of the traditional learning system is shifting. To enable learners to absorb, infer, and ultimately create, course design can now be focused on creating an environment (regulated, unstructured, and unpredictable in equal measure) conducive to emergent knowledge. Achieved through a combination of reiterated investigative questions and

Amidst all this talk of adaptive, intuitive learning and flipped classrooms, a transformation that makes for interesting observation is the role of the teacher. Formerly an instructor, a behavior controller, and a tutor, the new pedagogical role is that of an inspirer, a catalyst for viral contagious learning, and a game designer. While the methods of knowledge delivery and acquisition are largely technology driven, the role of the inspirer isn’t one to be taken lightly. A ‘moderator’ sets and regulates the boundaries of these learning systems, to avoid a descent into chaos and to maximize the potential for innovation and learning. Traditional presentation skills have dwindled in importance, only because in this age of omnipresent data and information, the need for mentorship and inspiration takes precedence.

03 SELF-REALIZED,PARTICIPATIVE LEARNING

The tectonic shift in the focus of education

04 ANTAGONIST TOSYNERGIST

The changing role of the teacher

05 ADAPTIVELEARNING

Personalized learning solutions that evolve with the needs of the individual learner

their businesses adapt more quickly to change. By addressing the pertinent issues of specificity, expenditure, and scale, online learning is starting to be seen as a powerful tool, crucial to the growth of a business. But with this form of learning, the speed, quality, and consistency of content creation and distribution pose a challenge. This is where experienced education partners come in, allowing organizations the comfort and clarity of a well-crafted, agile training program, without any logistical burden. Our Executive Campus solutions have helped over a 100 international organizations deliver world-class, rigorous, customized programs that are relevant to the organization.

learner-generated feedback, emergent knowledge systems treat a learner’s psyche as a system, querying and generating, uploading and downloading data. This facilitates unbiased, self-realized learning. This new learning ethos instills trust and faith in the system, and a sense of achievement in the learners.

Once a sci-fi prediction, adaptive learning is now relevant and crucial to effective learning. Centered on the premise that every learner has different needs and intelligences, adaptive learning systems utilize comprehensive user data to develop and evolve based on the strengths and engagement levels of the learner. Adaptive learning models vary from the simple (segregating learners into interest-based groups) to the sophisticated (drawing intelligent references about a learner’s knowledge gaps through content analysis). Executive education, in particular, requires a focus on self-paced learning, without diluting the importance of collaboration and teamwork.


decision-making models, while answering ethical, and sometimes existential queries. Learners may now view assessments as an extension of the learning process, as opposed to a test of existing knowledge. A constant process of learning and evaluation means that the courses of the future will not be judged by the answers they provide, but the questions they ask, and the thinkers and experts they inspire.

A large number of these ideas have been made possible by technology. However, one change that unifies these ideas is the shift in educational philosophy. New-age learning systems have started to acknowledge that human beings are not just intellectual entities—but social and emotional ones, too. Gradually breaking away from organizational control, which was once so strong, learning and development is now focused specifically and entirely on the most important element of the process—the learner.

Gamification is the act of using game mechanics to achieve various objectives on your digital property, site, or community. A gamified system taps into the innate human need for validation, accomplishment, and status to boost learner engagement. Real- time feedback, a structured progression system, and transparency are all key features of the consummate gamified platform. Today, over 70 percent of the Forbes Global 2000 companies plan to use gamification to achieve their diverse business goals.

GAME, SET, AND LEARN!

Gamified systems to boost engagement through compelling narratives and instant feedback

06 GAME, SET, AND LEARN!

LearnEvaluateEngageSharePerformCollaborateGrowMaster

05

GAME, SET, AND LEARN!

Rich questions, activity sequences, and ethical dilemmas to develop thinkers and decision makers

07 ASSESSMENT 3.0

Possibly the most dramatic of the entire list, this development changes the way learners are questioned. The initial wave of change saw the transition from closed questions to test memory to open, discussable questions that query perspective and reasoning. However, this new system of questioning and activity sequences is less concerned with absolute answers and more geared towards creating

CONTACT uS

GlobalNxt University brings together faculty from some of the best institutions across the world. Our global faculty design and deliver world class, interactive, individualized and rigorous management education programs in flexible study modes.

U21Global Heritage | 75 faculty from 17 countries | 9000+ graduates from 72 countries | Executive Education for over 100 corporates

Write to us to learn more about our L&D solutions: [email protected] or call: 91 9972529252

For a full list of references, please visit http://www.globalnxt.edu.my/corporate-education/big-ideas-LD-references.



About GlobalNxt university

GlobalNxt University offers high quality interactive education centered around a global learning community of students and professors, delivered in a flexible, online, community based format aimed squarely at working professionals who are committed to fulfilling their management and leadership potential.

GlobalNxt University brings together professors from leading institutions across the world, who are passionate about learning innovation. The academic team at GlobalNxt University works relentlessly to track, design and integrate with our curriculum, the latest ideas in pedagogy.


Learning Philosophy The students are at the center of the learning eco system at GlobalNxt University.

Constructive Environment: Enabling the learning to build knowledge and skills from responsive content, peers and faculty experts.

Situating Environment: Preparing adult learners to apply skills in real world business situations.

Collaborative Environment: Technology that makes discussions and collaborations enjoyable and seamless for students from across 72 countries.

Evaluative Environment: Continuous learning assessment based on application of knowledge and not merely theoretical knowledge.


At GlobalNxt University, learners can look forward to an engaged, interactive and enjoyable learning experience.
