{"id":777,"date":"2017-06-12T05:29:29","date_gmt":"2017-06-12T05:29:29","guid":{"rendered":"http:\/\/www.maverickminds.com.au\/?p=777"},"modified":"2017-06-12T05:29:29","modified_gmt":"2017-06-12T05:29:29","slug":"notes-from-the-world-of-conferences","status":"publish","type":"post","link":"https:\/\/www.maverickminds.com.au\/uncategorized\/notes-from-the-world-of-conferences\/","title":{"rendered":"Notes from the World of Conferences"},"content":{"rendered":"

Greetings Mavericks<\/p>\n

In the past few weeks I\u2019ve attended the Australian Institute of Training and Development conference in Sydney and the Australian Women and Leadership Symposium in Brisbane.
\nWhile there were different focuses there is also some common ground. For this newsletter I\u2019ll distil a few of the key themes that emerged for me at both conferences and share some of my insights.<\/p>\n

I hope you find them useful as you think about learning and leadership in your organisations.<\/p>\n

2017 Australian Institute of Training of Training and Development<\/strong><\/p>\n

I\u2019m at the airport waiting for my flight.\u00a0 I\u2019m returning home from the AITD Learning Conference with my head and a note-book full of ideas and information. Behind me I hear a conversation that reflects a lot of what has been presented and discussed over the past couple of days.<\/p>\n

A particular sentence catches my attention\u2026<\/p>\n

\u201cEverything is changing so fast I have to be learning all the time\u201d.<\/em><\/strong><\/p>\n

This could be the new mantra for all of us.\u00a0 Most of us are aware of how much information is available and how rapidly things can change.<\/p>\n

How do we stay connected, learn well and find ways to effectively share information in a meaningful and worthwhile way?<\/p>\n

Welcome to the 21st<\/sup>\u00a0Century world of work and learning.<\/strong><\/p>\n

The conference included key notes from Connie Malamed, The eLearning Coach and Sahana Chattopadhyay, Proteeti and other presenters Dr Denise Myerson, Arun Pradhan – DeakinCo, Matthew Mason – Reality Creators, Nicole Davidson – Growing Beyond and Cheryle Walker – Digital Learning Strategists to name a few.<\/p>\n

There was a strong focus on digital learning, which highlighted that there is a gap between business and the use of technology in terms of how learning is provided.\u00a0 Organisations are behind the curve, which presents as an intriguing paradox and challenge given the increasing realisation that digital technology, robotics, AI (automation and augmentation) will be major disruptors for individuals and businesses.<\/p>\n

The 2015 CEDA (Committee for Economic Development in Australia)\u00a0Australia\u2019s Future Workforce<\/em>\u00a0<\/strong>report claims that around 40 per cent of the workforce faces the high probability of being replaced by computers\/AI in the next 10 to 15 years.<\/p>\n

Whether we buy into an optimistic or more pessimistic view or the good or evil of technology \u2013 one thing for sure we will all be impacted in some way and it\u2019s probably best if we adopt a learning and flexible mindset to navigate our professional lives in the 21st<\/sup>\u00a0Century.<\/p>\n

A 2017 Global trend report from Deloitte\u00a0\u2018Rewriting the Rules for the Digital Age\u2019<\/strong><\/em>\u00a0states that Australian organisations are under prepared for the pace of the digital age.<\/p>\n

The reports outlines that the issue is not simply \u201creskilling\u201d or planning new and better careers. Instead, organisations must look at leadership, structures, diversity, technology, and the overall employee experience in new ways.<\/p>\n

Deloitte proposes that organisations are being pressed to rewrite the rules for how they organise, recruit, develop, lead, manage, and engage the 21st-century workforce.\u00a0 It requires a shift in mind-set and behaviour.<\/p>\n

While this might seem daunting, there are great opportunities to be had by organisations that understand the changing nature of business, are prepared to be creative, and take positive action.<\/p>\n

Rather than be overwhelmed we can take on board what Sahana Chattopadhyay suggests and start with micro changes that over time can create a powerful shift.
\nRemember a lot of organisations that currently exist will not be around in the next 15 years so now is the time to have a good look at what is going on in your business.
\nWhile its comforting to know that things maybe OK for now it is about what might be needed in the future.\u00a0 It\u2019s easy to let today\u2019s busyness cloud clear thinking for the future.<\/p>\n

Regardless of what view we hold for a digital, automated\/augmented world there is no doubt that technology is changing the nature of work, how we work, where we work and with whom we work. Some of the emergent themes that seem significant and worth exploring include the following:<\/p>\n

    \n
  1. The why of what we do is crucial to success.\u00a0 Our sense of purpose as an individual and as an organisation is essential.\u00a0 It helps us to create meaning and value for our clients.<\/li>\n
  2. Personal\/Professional Networks hold knowledge \u2013 develop and understand who is in your network and whose network you are part of.\u00a0 Who can you help and who can help you?<\/li>\n
  3. Recognise that the nature of most work is interdependent.\u00a0 People need to understand where, how, when and why sharing and collaboration is needed.\u00a0 People also want autonomy \u2013 both are possible.<\/li>\n
  4. Understand what skills and capabilities are transferrable.\u00a0 Allow people to shine in the workplace by supporting them to explore and share their experiences and what they have to offer.<\/li>\n
  5. Organisations and government institutions and policies are slower to respond to change than individuals.\u00a0 Individuals can and will learn and respond to change positively when they understand the why of change.<\/li>\n
  6. Provide flexibility at all levels and areas of business in the workplace – everyone will benefit.\u00a0 Learning needs to be flexible, mobile, relevant and timely. Learning needs to align with the business and the individual.<\/li>\n
  7. Help people to share knowledge and information through communities of practice, face-to-face interactions, beyond silos and look for ways people can engage easily through digital platforms.\u00a0 The curation of information is an exciting development and worth exploring.<\/li>\n
  8. While digital and data fluency is necessary we also need to be human.<\/li>\n
  9. Learn and unlearn \u2013 the cycle of learning \u2013 don\u2019t get stuck.<\/li>\n
  10. Technology can be a facilitator and is part of the solution it\u2019s not everything.\u00a0 We need to become the Masters of Technology, not Technology the Master of Us.<\/li>\n
  11. Work and learning are ultimately the same thing \u2013 the two worlds need to merge \u2013 how does learning impact on work and how is it integrated into work.\u00a0 This raised the question around the word \u2018Learner\u2019 and whether it is the most appropriate word to use as people may not see that as their primary focus.\u00a0 If not learning then what else?\u00a0 An interesting question to ponder and what that might mean in your organisation.<\/li>\n
  12. Have bold goals, be clear with your purpose, and more importantly create tangible micro changes that enable people to move toward those goals.\u00a0 Remember a lot of organisations that are around now will not be around in the next 15 years.<\/li>\n<\/ol>\n

    I have a confession. I love the person-to-person world.\u00a0My bias is to get together with people and see what emerges when people interact.\u00a0 It can be unpredictable and that is where creativity and opportunities converge \u2013 the intersection of people coming together to explore what might be possible and then to figure out what action needs to be taken.<\/p>\n

    I enjoy meeting people. It\u2019s my preference for learning as well as educating and facilitating groups.\u00a0 However I am aware there are other approaches and digital learning has a place in the learning space.\u00a0 Ultimately how I embrace this brave new world will be negotiated through the interactions I have with my clients and understanding their needs.<\/p>\n

    Women & Leadership Australia Leadership Symposium<\/strong><\/p>\n

    As a WLA Alumni I had the good fortune to attend the Australian Women\u2019s Leadership Symposium as part of the Advanced Leadership program I recently participated in. It provided a chance to reconnect with WLA and the wonderful alumni cohort I am part of.<\/p>\n

    My WLA cohort is a diverse group with a good cross section of people from industries such as health, defence, education, mining, agriculture and business holding senior management roles.<\/p>\n

    What is striking about the group is its diversity which happens to be its strength.\u00a0 We respect and value the different experiences and insights each of us bring to the group.\u00a0 There is a real sense of sharing and interest in each other.\u00a0 The group is committed to finding ways we can get together even though we live in various locations across Australia.<\/p>\n

    Leadership was the main conference theme and we heard different stories from women of various professional areas share their experiences and views on leadership.\u00a0 An underlying message that came through strongly is the need for diversity.<\/p>\n

    Presenters included Professor Jan Thomas Vice Chancellor at Massey University; Sadhana Smiles, CEO Harcourts Group Victoria; Catherine Fox Journalist, Commissioner Katarina Carroll, Qld Fire and Emergency Services; Abbie Wright Diversity and Inclusion, Aurecon; Cath Brokenborough, Executive Lead Indigenous Engagement and Reconciliation Action Plan, Lend Lease; Dr Terrance Fitzsimmons UQ Business School and co-convenor of the Australian Gender Equity Council; and Annabel Crabb political writer, Australian Broadcasting Corporation.<\/p>\n

    Here are a few of my favourite things that emerged from the 2017 Women\u2019s Leadership Symposium.<\/p>\n

      \n
    1. Leadership is complex. The whole person makes the leader.\u00a0 It\u2019s worth getting to know yourself well. What inspires you as a leader? Why do you do what you do?<\/li>\n
    2. Surround yourself with people who are different to you.\u00a0 It\u2019s easy to be seduced by people who think and act the same.\u00a0 The underlying message is to make sure you get a range of views and opinions that differ from your own.\u00a0 Be prepared to be challenged.\u00a0 Don\u2019t surround yourself with yes people.<\/li>\n
    3. Listen, Listen and listen again<\/li>\n
    4. Diversity and inclusion requires the whole deck of cards<\/li>\n
    5. Stories have power \u2013 share stories of yourself and stories of success of failure.<\/li>\n
    6. Look in the mirror \u2013 as a leader what did you do and what did you not do?<\/li>\n
    7. We need to help people to become good leaders.\u00a0 It doesn\u2019t necessarily just happen.\u00a0 A quote that sums this up well comes from one of the speakers Belinda Brosnan\u2026\u201djust because you have thousands of frequent flyer points doesn\u2019t mean you can fly the plane\u201d.\u00a0 Leadership is a continuous cycle of learning and leaders need to have a learning mindset.\u00a0 Who can you help and who can help you?<\/li>\n
    8. Be OK with discomfort.\u00a0 Being an effective leader is not always comfortable.<\/li>\n
    9. The type of leadership at the top permeates to the bottom.\u00a0 What is permeating in your organisation?<\/li>\n
    10. One of the leadership stereotypes is the idea that women \u2018get things done\u2019 rather than \u2018women are strategic\u2019.\u00a0 Let\u2019s dispel that right now – women can and are both.<\/li>\n
    11. Be conscious of your biases and then do something about it.<\/li>\n
    12. Being vulnerable as a leader may be scary and it\u2019s worth exploring.\u00a0 Gently, gently and see what happens.<\/li>\n
    13. Be aware of the language you use as a leader and then do something about.\u00a0 What are you saying or not saying?<\/li>\n
    14. The paradox of leadership \u2013 a leader needs to build consensus and at times may not necessarily lead by consensus.\u00a0 Leadership is also about making decisions.<\/li>\n
    15. Make it easy for people to do the right thing. \u00a0Make it easy for people to learn.<\/li>\n
    16. Link diversity and inclusion to KPI\u2019s.<\/li>\n
    17. Diversity in senior\/executive management is crucial to long-term sustainable business success.<\/li>\n
    18. Lack of diversity is not simply unfair it does not make good business \u2013 it\u2019s not clever business.\u00a0 GDP increases by 11% with gender balance.<\/li>\n
    19. Leaders enable others to call and question behaviour.<\/li>\n
    20. Help people understand why change is needed \u2013 help them understand the purpose of change.<\/li>\n<\/ol>\n

      With all of that (and there is more) the big question is what legacy will you create and leave as a leader. What will people say about you now and in the future?<\/p>\n

      On another note if you didn\u2019t get the chance to see the\u00a0Global Leadership Effectiveness Summit<\/strong>\u00a0that I was recently part of here is the link to that interview –\u00a0click here.<\/a><\/p>\n