Staying the Winds of Change

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The ASTD Community As practitioners
professionals

• We will be helping fallen companies and damaged
  industries to rebuild.
• We will be helping many displaced workers to get
  back to work.
• We will be helping new employees to get up to
  speed.
• We will be helping individuals to respond to the
  many changes ahead.
• We will be helping leaders to develop new
  strategic plans.
• We will be helping in countless other ways as
  well.

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Todays Objectives

• Understand how the knowledge economy is
• affecting organizations
• Understand how these changes affect the
• provision of training
• Realize the importance of
• your role in todays environment
• Take a look at how this applies to your work
  environments and career development

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Four Crucial Questions
1. Who will I be working for? 2. What will I
need to know? 3. Who will I be training? 4.
What will they need to know?
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The Forces Behind the Winds of Change

• Globalization

• Technology

• Demographics

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What Weve Learned

• We cant wait for the storm to blow over, weve
  got to learn to work in the rain
• Pete Silas, Chairman, Phillips Petroleum

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The Big Picture How the Winds of Change are
Affecting Organizations

• Connections consolidations

• Speed, flexibility innovation

• New organizations imperative to go online

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More connections consolidations

• Increased merger activity across industries

• More partnerships, networks and
• joint ventures

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THE BLUR

• The blur of Connectivity, as players become so
  connected that boundaries become fuzzy

• The blur of Intangible Value, as physical
  capital
• becomes more liability than asset.

• The blur of Speed, as business changes so fast
• its hard to get your situation in focus

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New organizations imperative to go online

• New technologies fuel new types of organizations
  and new ways to work

• 40 percent of the adult population uses
• the internet regularly

• Increase in internet marketing and
• wireless communications

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The Bottom Line for LearningHow the winds of
change are affecting the provisions of training

• More investment by employers in human capital
• New jobs, New skills
• Increasing skill requirements
• More attention to learning results
• Growth in technology-delivered learning
• Emphasis on new ways to manage the
• delivery of training
• Changes in corporate training departments

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Growth in Technology Delivered Training
O
O
C
E
C
E
E -e-learning C -c-learning O -other
Source ASTD
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New Jobs New Skills

• Simply put, more sophisticated machinery and
  work processes require more sophisticated
  skills.
• ASTDs 6 Trends Laurie Bassi, George Benson,
  Scott Cheney

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Economic Transformation

• Old Economy
• Mass Production
• Making things
• Manual dexterity

• New Economy
• High tech service
• Move, process and generate information
• Mental dexterity

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Competencies for the New Millennium

• Systems Thinking Understanding
• Performance Understanding
• Knowledge of Interventions
• Problem Solving Skills
• Consulting Skills
• Industry Awareness
• Technological Awareness Understanding

• Ability to see Big Picture
• Business Understanding
• Organization Understanding
• Leadership Skills
• Interpersonal Relationship Skills
• Buy-in/Advocacy Skills
• Negotiating/Contracting Skills
• Coping skills

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Key Roles

• Analyst
• Intervention Specialist
• Change Manager
• Evaluator

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So what does this mean to you?

• Only those who constantly retool themselves
  stand a chance of staying employed in the years
  ahead
• Tom Peters
• Question What are you doing to keep up?

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More Attention to Learning Results

• Greater alignment with business objectives
• Focus on Performance
• Establish the link between training
• and performance

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How Investors See the Education Industry

• Huge market, almost 10 of GDP
• Human essential service
• Huge potential undercapitalized
• Highly fragmented cottage industry
• Very inefficient
• Low technology
• Lack of professional management

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Misalignment?
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• You must start by understanding the business
  issue, not the training need, then bring back a
  learning solution which may or may not involve
  training,
• - Edward A. Trolley
• Senior VP, Forum Corporation
• Running Training Like a Business.

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Training Investment Can Mean Financial
Performance
900
275
Net sales
Gross Profits
Annualized Net Sales per Employee 1st half 1997
Annualized Gross Profits per Employee 1st half
1997
Bottom half of distribution for training
expenditures per employee 1996 (275 per employee)
Top half of distribution for training
expenditures per employee 1996 (900 per employee)
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Conclusion

• In the knowledge-based economy
• Intellectual assets will outweigh physical
• Organizations will leverage all assets
• to impact organizational performance

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You cant direct the wind - you can only adjust
your sails