4 Dec 2019
1:00 pm ET 60 min

The needs of today’s learners are changing in challenging ways. On one hand, their thirst for anywhere/anytime digital learning is increasing. On the other hand, they crave human connection and collaboration in the learning process.

The larger thrust of digital transformation is also changing the methods, places and processes of work, requiring significant reskilling in order to remain competitive. With everything going digital, how do we rehumanize the learning process and build a future workforce that thrives in a competitive landscape?

Join us for this complimentary Training Industry webinar, sponsored by GP Strategies, to discuss learning trends that build on the best of both worlds — human connection and digital efficiency. This 60-minute session will cover the benefits of future-focused tools and talent strategies, such as:

  • Behaviorally-focused digital apps
  • Design thinking
  • Immersive learning, including AR and VR
  • Artificial intelligence
  • Learning experience platforms (LXPs)

Of course, none of these trends has any value unless it fits within the organizational culture and ties back to business outcomes. In order for these trends to align, organizations of the future also need to focus on leadership development, soft skills, better communication, coaching and data literacy — among other skills — that make a human workforce more impactful than an automated one.

We’re at a critical juncture in building the workforce of the future. Don’t miss this informative webinar, filled with insights on how to build collaboration and connection into an increasingly digital world!


The transcript for this webinar follows:

Amanda Longo:
Hello, and welcome to today. Training industry, a webinar learning trends for 2020 rehumanizing L and D for the workforce of the future. I’m Amanda Longo. And I’ll be your host for two things of event. Before we get started a few tips and tricks to help you interact with our speaker and get the most out of your time with us. Of course, you can pop open your chat window at any time to chat with myself, our panelists speaker, or any of our attendees pop open that Q and a window to ask questions about today’s content. And of course we’ll address chat and Q and a at the end, during our official Q and a section, of course, we always encourage you to share it. The information you receive on our events with your colleagues and networks via social media, please follow at GP Corp and hashtag T I webinars.

So we’re able to track your contribution to the conversation when our program ends, you’ll notice that a short evaluation survey has popped up in a new tab of the browser you’re using, and we would greatly welcome your time to give us some feedback about today’s content speaker or topics you might want us to seek cover in the future. As always today’s event will be recorded and archived on training industry.com and you will receive a followup email from us that will include a link to the on demand program, as well as a PDF of today’s slide deck for you to share with your team, if this is your first event with us, as I know it is for almost half of you on the call so far, a very, very special welcome goes out to you. At training industry, we offer dozens of online learning events each year on subjects ranging from technical training and product demos to modern learning systems, content development, learner preferences.

I mean, we cover just about every topic relevant to leaders of training organizations around the globe. If you’ve attended one of our programs in the past, thanks so much for supporting our programming and joining us once again, our objective and offering sponsored webinar events is to allow our subscribers, the opportunity to learn from the most innovative thought leaders in our industry. I know today’s program is one that you’ll find to be most useful as we will discuss learning trends that build on the best of both worlds, human connection and digital efficiency. Now to introduce you to our awesome speaker, Don Duquette is the executive vice president at global strategies, uh, GP strategies, global workforce excellence, and is responsible for leading organizations in designing, implementing, operating, and supporting their talent management and workforce strategies and enabling them to gain greater competitive edge in their markets is more than 30 years of international consulting experience includes the full spectrum of talent management, including strategy, digital workforce, future of learning and governance. He holds a BS in mechanical engineering from Johns Hopkins university and an executive MBA from Layola university and Maryland. And he’s joining us today from Denmark on his travels. Uh, Don, very happy that you could be here. The microphone is yours.

Don Duquette:
Thank you, Amanda. So for the last 10 years, um, every December I hold this learning trend seminar where I try to take a look at over the past year, in my many interactions with companies and chief learning officers throughout the world, what are the existing trends that we’re coming up with that we’re seeing? Um, and what’s looking forward to the, to the future. And I’ll start with, uh, really, uh, learning trends review by, um, Donald Taylor. So each year for the last five years, Donald Taylor does this global learning and development survey. And each year he comes up with the top 14 or 15 categories. Um, and you can see the results here from the 2019, both done in January of 2019. So next month he’ll be doing it again for 2020, and you can see that 5,332 learning professionals chimed in to come up with their top trends.

And so if we take a look at these, I’ll talk about the trends that I’m going to look at today. I’ll discuss five trends today. We certainly don’t have enough time to go over each one of these trends. I’ll try to cover as many of them as possible in the presentation, but I want to start off with a personalized and adaptive delivery. If you take a look at that for the last three years, that has been the number one trend going forward. So if you’re not looking at personalized and adaptive delivery, by now, you’re way behind the curve. And I’ll look at some of the areas where we’ve done personalized and adaptive learning and show you some examples. So hopefully you can start to think about personalized and adaptive delivery in your learning organization, dropping down to number four, you’ll see collaborative and social learning.

Now, interestingly about collaborative and social learning, it was number one in 2015 and 16, and it was number two in 2017 and 18. And you can see now in 2019, that dropped to number four, but collaborative and social learning is still a critical part of all of the learning. We do still trying to take a look at each one of those categories, how we can incorporate those in each one of the learning events. And I’ll give you a couple of examples of where GP strategies has integrated both collaborative and social learning into our learning programs, dropping down to number six and see, this is the first year where a learning experience platforms have made the cut coming in at number six. And I’d say that there isn’t a discussion that I have today that somehow doesn’t involve a learning experience platform. And more importantly, not necessarily the platform, but the learner experience.

So today I think from a experience by everybody is looking at what’s the best learner experience that I can create. And number seven, virtual and augmented reality coming in three years at number seven, I think has finally become mainstream. And I want to talk about going into 2020, some of the virtual and augmented reality. If you have not looked at those modalities, how important they can be and how they can definitely create an exciting learner experience. So today I’ll take a look at five trends, I’ll start off with digital transformation, move into design thinking, and then talk about both augmented reality and virtual reality. And I’ll conclude with one of the most important items at all. And that is the learner experience. So let’s get started right away with the digital transformation. When we talk about digital transformation, I would hope that most people today on the phone have their companies going through a digital transformation.

And as part of a digital transformation is what are the key aspects that involve the learning and development organization in a digital transformation. And when we talk about digital learning, what do we think about when I talk about, about digital learning? So if I take a look at the framework of a digital transformation, a digital transformation today for most companies, um, incorporates really 10 major areas shown on your slide right here, starting all the way from security and working through all the way at the bottom, right mobility. And if I take a look at each one of these categories and try to point out where learning and development plays a lead role, you’ll see, starting from the top left augmented and virtual reality. Clearly that’s on my list today and we’ll have more discussions about that. Um, cognitive systems, cognitive systems from a learning and development perspective is adaptive learning.

And then what are we doing today about adaptive learning and then moving to the bottom, taking a look at big data and analytics and social, which is another one we’ll talk about today and last mobility. And that is the ability to take the training anywhere in any time two, you can see that five of the 10 core components of a digital transformation have a significant learning experience in them. And I’ll try to cover each one of those during the presentation today and give you some examples, how we’ve incorporated each one of those into a digital transformation. So if I take a look at today at how the workforce has changed and going through the old approach to learning, and then taking a look at the new approach to learning and work, if you look at the top of the screen, you can see typically the old approach to learning.

And that was, we started out from a learning perspective and the learning perspective started all the way back in grade school. We moved from grade schools, high school, and then onto college. Um, and then to the job where we actually learned about the job. And once we had completed all of those components, we went to work and then typically work took you through the rest of your career until you retired. And we operated for the last 50 or 60 years in that mode of learn work retire today. We’ve seen a drastic change in the way that we need to approach it, both learning and work. So from the learning perspective, we still see the same approach of I go to grade school, the high schools, the college, and then I get on the job and I learned my first job. And then that’s where it ends.

Don Duquette:
And then from that point on, do the rest of my career. I go through this cycle of having to work, learn, change, work, learn, yeah, changed. And we’re going to see that through the rest of the presentation, as what jobs are going to be created in the future. How is we as learning and development professionals have to get ready for those, for those jobs. And then how I have to be able to train the workforce to go through that continuous cycle now of work, change, work, learn, change, and you can see, unfortunately today we’re in the, in the old approach to learning or I learned, I worked and then I retired at 65 and I got a pension. And then I lived out the rest of my days with a pension. They’re all gone today for most, every company in the world. And now we go back to this, I think to work and learn through a great deal of our career before we’re able to, if anybody retires, we’re able to, to retire.

So if we think about that, we have to take a look at as a learning and development professional, what jobs are going to be creating the future that we need to plan for. And we need to start thinking about developing training programs for, and if we go take a look at the latest study done by cognizant, so this a, this is available online. If you go to cognizant 2100 or jobs of the future, you can see from cognizant perspective, some of the jobs of the future that they have created and that they believe will, will come true. And I want to focus on a couple of those. So if we take look at the mid to high tech within the next year and years, those of you who greatly desire to be a flying car developer, you can start to think about the training now about what would you say I need to be that, that flying car developer, but much more practically.

If you look at the mid to high tech stream and you look at the bottom of that mid to high tech within the next five, five years, you’ll see this news job coming up called an algorithm bias auditor. And you may say, start to think about number one, what is an issue, algorithm bias auditor. And of course, as we build in algorithms, whether the algorithms, a chat bot, whether an algorithm is a simple online application, the individual that built that algorithm could have unknowingly introduced biases into that algorithm. And someone might say, well, what, what would that effect have? And how can that possibly be a problem? And of course, if you’ve been keeping up with the news over the last couple of months, you may have read about the new Apple credit card with JP Morgan chase, uh, a husband and wife, both applied for their Apple credit card.

And the wife actually had a higher paying job and a better credit score than her husband. And when they applied for those credit cards, the husband was giving a credit limit about twice as high as his wife. So obviously whoever put the algorithm together, definitely had a bias on females that created a much lower score. And of course, that’s been in the news for the last couple of weeks now. So an algorithm bias audit, there would be somebody who would consciously look at the algorithm and try to take out any possible biases and there. So if we just take a look at all of those categories, thinking as a learning and development professional, to say, what training program do I have to put in place to train an algorithm, bias auditor, or a flying car developer, as you start to continuously think about jobs of the future going forward.

And if you’re interested then about will a robot replace my job interestingly, a year or so ago, time magazine, uh, worked together with McKinsey to create a online, uh, poll of will my job be, uh, taken by a robot. So if you do a Google search after this, this a webinar to say, and look at the term, find out if a robot will take your job, you’ll come to the time magazine online and you can put in your job. And of course it doesn’t cover all jobs, but just to make sure that everybody on the phone feels safe. I typed in training and development manager, and sure enough, that was one of the jobs. If you type in training and development manager, the report comes back that says 38% of your job can be done by a robot, but your job is safer than 53% of all the other jobs.

So if we take a look at those jobs that are gonna be replaced by a robot, that brings up the whole idea of do we need to rescale our existing workforce, but more importantly, what critical skills do we continue to need as humans? And are we exist? Are we developing training programs today, or do we have training programs in existence that can meet those skills? And if we take a look at those critical skills, they are typically those higher level cognitive skills. And this report came out in 2015 from McKinsey. And then three years later at the 2018 world economic forum, they came out with a report called job skills of the future. And they came up with the exact same list of here are the critical training we’re going to depend on from humans going forward, that they’re going to the need. They will never be able to replace by a robot.
And those are of course, creativity, critical thinking decisions, making complex information processing. So as a learning and development professional today, Hey, you should be asking yourself in 2020, do I have a training program in place now that I can teach my existing, uh, staff, those critical cognitive skills going forward? And if you don’t have those training programs in place, what are you going to do to make sure that those are put in place during 2020 digital transformation is going to create that foundation for the next several years that are going to, I think, create a significant amount of trends that we have to continue to do look for going forward. If I look at the next trend in 2020, it’s the design thinking trend. And over the last couple of years, design thinking has taken off in the learning and development world. And I would say today that about 30% of the training programs upped by GP strategies, corporation involved design thinking up from about 0%, three years ago.

So design thinking continues to be a big part now of content design and development, but typically like most initiatives, the learning and development professionals were a little bit behind. So we think about design thinking. The first thing to think about design thinking is design thinking is not a training initiative like Addy. So it’s not the analysis design development implementation designed specifically for training design thinking applies to processes. Design thinking applies to machines. Design thinking applies to buildings and design thinking was actually first, uh, came up with in 1959 by John Arnold when he came up with this book called creative engineering. And he was the first one, the quote, the word design thinking, and it just took us about another 40 or 50 years for the learning and development professionals to kind of come up with it, design thinking and how that was going to be used from a learning and development perspective.

So when people ask me, if they’re not under, it’s not familiar with design thinking, people say, well, what does design thinking? What does that mean? And then I’ll show them typically this photograph and say, this is a very simple way to think about design thinking as that applies to the construction of a building, what an architect would be. And I’m sure all of you are familiar with this exact experience. So design thinking focuses on the user experience and you can see I’m sure everybody has an example of this and their neighborhood or that they’ve come up with before were the architect and the design of this particular campus created this great layout of the campus from a design perspective, but did not meet necessarily the user experience. And you can see what happened from the design to the user experience. The other example from machine perspective on design thinking is if I may MRI standpoint.

So anybody on the phone that has been listening to this webinar that has had the unfortunate need to go into a MRI or whatever illness they might have, um, knows full well that the MRIs are pretty scary machine. You can see it here, a very big device of what you get on a very cold table in which you are slid into a very small hole. Um, and then which time you are held captive in that device, until it does the scan holding a panic button in your hand, hoping that you don’t have to press that because the alternative to pressing that device is for the table to come back out of the MRI scanner and to you be issue to sedative before it puts you back in the scanner. So as an adult, you can see how scared would be of a, of a MRI scanner.

And so you can imagine from a child’s standpoint. So when GE designed this machine at all the intentions of providing the best healthcare in the world that we could possibly get, but unfortunately from a design thinking standpoint, didn’t think at it from not only adult standpoint, but much more importantly, a child standpoint. So if you look at the statistic on the screen there, you can see that when this machine was put in place, the sedation rate for children was 80%. So significant amount of kids were absolutely petrified of getting on this table and being slid into the machine. When you take design thinking and you go from the user experience, you take this relatively cold, big machine, and you completely recreate it to actually cause from a user experience than a child’s standpoint, a much different experience. And the experience you’ve come up with is you turned it into a pirate ship.

And so you can see here, the example of an MRI, a GE MRI scanner turned into a pirate ship, and you can see what happens when you think about it from a user experience standpoint, and you go from a sedation rate of 80% to a sedation rate of less than 8%. So here’s some great examples. And, um, outside the training world of design thinking has done an amazing job to create a better user experience. So how does this relate to training? I’ll give you an example coming up right now. It shows you how GP strategies use the design thinking process to create a much better user experience for a retail bank. So here’s an example of sitting down with a number of employees that in a large bank and more specifically the retail banking part of that operation to take a look at how you would best learn in a, in a, uh, your job as a retail banking person.

And as a result of that, we created this portal. And as you can see, the portal is really an all encompassing portal to make sure that a retail banking individual’s learning journey from day one till the day they leave is laid out in one single place. And if we look at the top right hand side of this portal, you can see that where it takes them from their first day on the job, the introduction through their competence, through their growth and through their expert phase. So it guides them through their entire phase. If we take a look at that standpoint from a, um, activity standpoint, we’ve incorporated simulations, we’ve incorporated social collaboration. And so we’ve added every possible modality into this single portal. We’ve created the social. So we saw how important from the Taylor study at the beginning, from a social we’ve incorporated the social collaboration aspects into those to create a much better user experience going forward.

So this is a great example of design thinking to actually start to completely recreate. So design thinking can work from a portal perspective, design thinking can work from a course perspective. So I think that those important aspects of design thinking if you’re not using design thinking, um, then I highly encourage you to get an understanding of that and to see how valuable that modality can be when you’re creating those courses or when you’re creating those portals. And if you are doing design thinking, and then you can certainly continue to look at expanding that role of how you can use design thinking in many, many, many areas in the learning and development world. So let’s take a look at our first poll. We’ve got a lot of people on the phone, about 350 people on the phone. And if we take the first poll coming up here, um, with how often are you using design thinking to, to create courses?

I can remember it was about four or five years ago. I was actually the Macy conference in Orlando, Florida. So it must’ve been learning 2013 or 2014. And I were attending a number of the sessions and I went to each session and as I went to each session and look and listen to some of the top learning people in the world, they kept coming up with we’re using design thinking, we’re using design thinking. And at the time and point, I must admit that I said, what the heck is design thinking and why aren’t we doing anything with it? And what is it? So that was about my first interaction with it. As I got back from the, from the conference, I pulled my existing design and development staff and said, okay, we need to get up to speed and we need to start immediately incorporating design thinking.

So we got the training, we got up to speed. And I think basically, and I think in 2019 you saw that we’ve had a big increase in design thinking. I think that’ll continue to be a massive trend, a massive trend going forward. So Amanda, how are we looking online for design thinking? Okay. So that’s a pretty interesting, um, so the great to the 16% percent of the people you can see adopted it, seeing great results. So I think that’s, that’s amazing for the 23% of the people that tried it. It’s, it’s, it’s, uh, definitely takes a little more work. I think it produces a better output, but it does take a little more work up front. So, um, and then you can see the, about the, the 21% that never heard it, then you’re exactly in the same spot that I was in probably 2014 or 2015. So I encourage you to learn all you can about, about design thinking. Many companies provide training on, on design thinking and then do like the rest of them did try it. And I think you’ve got to find out that it produces some great results going forward, and that you’re going to see that it’s going to be a great part of the learning and development experience going forward. So thanks for that, Amanda.

Okay. I’ll move on to the next trend. When I talk about the next trend, I’m going to focus now on, um, augmented reality. So, and I think this is another area where we’re seeing quite a bit of, um, uptick and 2019. And I think we’ll see a significant increase in 2020. And I’ll talk about augmented reality, augmented reality. Of course, we can see that in to, uh, basic arenas and that is at the bottom left. You can see it on your phone and over the past couple of years, for those that have been Pokemon goals, big fanatics, you can see that that’s clearly a big part of an augmented reality gaming experience. And then of course, on the right hand side, you can see the Microsoft total lens, which Microsoft put out a few years ago, which has made some significant end roads. And I’ll show you some examples of where each one of those really can produce some amazing learning and development results.

So let’s start off with the first example and here this for a major car manufacturer that we work with, where we created these augmented reality applications, which allowed you to take your iPad or your iPhone, and actually then look inside the vehicle. So you could be in a room and you could create the vehicle in the room, and then you can take your iPad and you could walk around the vehicle with your iPad and look at the side of the vehicle, the top of the vehicle, the trunk, you could also then climb inside the vehicle and you could start to take a look at the features and functionality of those vehicles. And as you can see on the left side, we created a significant number of hotspots for that vehicle. And so this is a perfect example of where from a sales perspective, a dealer, um, and their sales representatives inside the dealership could look inside their vehicle, but much more importantly for that, if you, if you, if we panned over to the driver’s side window and we, and then we clicked on the window, you could jump immediately into a competitors’ vehicle of the same make and the same size.

So this allowed a dealer and the slide, a salesperson in the dealership to quickly get the competitive data that he or she needed about not only what features and functionality of the car that they were selling, but the features and functionality of the, of the major competitors. So this was a great example of how to create an augmented reality application, and more importantly, these applications typically retail costs under $50,000. So I think in both the augmented reality and the virtual reality standpoint, I think the first question I hear most often is these are extremely expensive options. And I’m here to tell you that these are not extremely expensive options. They are amazingly affordable. The technology today built into an iPad, and my phone has all the capabilities from an augmented reality standpoint. So no additional download needed, no additional software needed. All you need is basically the learning program that makes use of all of the capabilities in both an iPhone and an iPad to create an amazing augmented reality experience.

So if you haven’t taken a look at that from an augmented reality standpoint for that type of training, then I think you can see that there’s a significant amount of advantages. And so that’s automobile dealership sales. We took that same concept from an perspective, and we created the same thing for an insurance adjuster training. So here’s a case where an insurance adjuster can take a look at a vehicle that we have damaged. So we have had a front end collision with the, yeah, we have had a rear end collision with the vehicle. We’ve had a side impact from the driver’s side and the passenger side and the, and the adjuster can take his or her iPhone or iPad add and scan around the vehicle and see the damage and then come up with and determine an estimate. And then we can provide the training about what his or her estimate was versus what the expected estimate would be.

And those would be cases where we could see that, that, uh, damage on the vehicle. And so, no, it’s very similar to what I’m showing here. So I don’t necessarily have a slide showing that, but it’s the same concept of we took that vehicle and we moved that and we moved that forward from a manufacturing environment. Here’s another way to use augmented reality. And here’s an example where the employee, it has a, has a similar do a holo lens on, and during that whole timeframe, then you can see what happens then is that looking in the upper right hand corner, you can see that the instructions are coming into that individuals feel the vision right on their glasses to tell them what the next step is, what to do it. And more importantly, while they’re looking at that piece of equipment, actually showing them where that is and what direction they should be turning it in case they’ve lost the basics of righty tighty lefty loosey, and allow them to walk through the whole process efficiently and effectively, which significantly reduces the errors that are made and the assembly in this case, assembly of a generator or, or for any type of application that you may see going forward.

Another example that I can come up with in this case is for a major wireless telecommunications provider, they provided the individuals in the field, what this augmented reality built into their hard hats, so that I can go up to a connection, um, in a residential street, for example, and flip my, my lens down and then open up the box and then immediately get the instructions of what’s happening inside the box. And what do I have to do next if I’m not sure what to do. And they’ve added the additional feature and functionality to be able to then wirelessly connect to a 24 hour help center. And when the help center gets on the line, they can see the exact same thing the technician is seeing through his or her glasses. And then therefore they can provide live support, technical subject matter expert support in real time to that individual.

So that that individual doesn’t have to come off the job, get on their phone, call somebody, try to explain it. So here are ways where augmented reality has made a significant difference in both the initial training of employees and then the continuing training of employees to make sure that each one of those components is put together efficiently and effectively. I’m going to move on now to virtual reality and from a virtual reality standpoint, course, window virtual reality, where I put on a, um, a headset and I can see the environment, um, in that, um, three dimensional computer generated environment. So a difference of course, augmented reality is I’m seeing the actual device in front of me. Virtual reality is I’ve created a completely, uh, computer generated type of environment. But the amazing thing about virtual reality now is that it has become, again, I think extremely inexpensive to put together virtual reality type of activities.

And in fact, this year, um, Oculus came out with their latest virtual reality headset called the Oculus go. The amazing thing about the Oculus go is number one, it has 32 gigabytes built into the headset itself. So I don’t need to be tethered to a computer or any other device also have to do is live within the 32 gigabyte environment. And I can create an, a virtual reality experience without being wired to anything else. And I can do this all for the amazing price of $199, which the Oculus go currently retails for. So the only additional work is to be actually start to create the virtual reality environment. And if you haven’t done it before, I kind of walk you through quickly the virtual reality planning phase. And if you look at this planning phase for those that are currently today, design and development training, you’re going to see like, this is no different than how I design and develop a regular online course.

And the answer is that’s exactly right. So for a virtual reality environment, our designers in development first create a series of storyboards. They then come up with a list of, of, uh, shots that has to be made and I’ll show an example of that coming up. They do some whiteboard planning about how the activity should come down. And then of course they have to, might have to scout some locations of where, um, or pictures or video has to be taking. So if we take a look at that shot list and that kind of that scouting, here’s a great example of that shown where we actually did this in a data center for major online social network. And I want to call your attention to the left hand picture in the middle of the screen, where you see this funny look and try pod, and this device sitting on top of that, and that is a 360 degree camera.

And so that 360 view camera scans the entire via environment from the floors to the ceilings, to the actual server assemblies you see on the left hand and right hand side and recreate that entire environment. And in virtual reality. So this is a case where we’ve done it simply stationed on a tripod. We upped the ante a little and the next round, and we put that 360 degree digital camera on a drone. And we were able to then fly the drone around the data center to create that same 360 degree environment. And what that did the course has give us the entire picture that we then had to develop the training around when we’re developing the training in that environment today, we’re using two pieces of software, and there’s a number of different softwares out there that you can use that will create that learning and development experience.

But from our perspective, right now, we’re using two pieces of software to create this augmented, uh, excuse me, to create this virtual reality type environment. First is unity. That’s the 3d development engine that allows us to create that three D environment and to create the training around it. So typically the same stuff you would use from a gaming environment. And then of course at the same time we use panel tour and panel tour takes that video input from the three 60 degree camera. And that allows that to incorporate inside the, um, the three D environment. So the combination of unity and panel tour from a technology standpoint and the creation of the storyboards allows us to create an extremely realistic, uh, virtual reality type environment where we can train individuals to do extremely complicated tax that they typically cannot do and cannot practice beforehand. And here’s this example, single screenshot from a virtual reality type environment that we created.

Um, and this again is for a major social networking company, and this is their data center. And these are type of operations that have to take place in the data center if they have to repair a piece of equipment. And of course we all know that it is, you don’t have the advantage of being able to necessarily at all times take the environment down, uh, spend a lot of time figuring out what’s wrong and put it back together because we, as the consumers get extremely upset when we can’t access our favorite social network. So in this case, we created an entire virtual reality environment where the individual could practice all the way from the pre-brief of the operation in a conference room to getting into the data center dressing appropriately with the right tools. And you can see a tool in front of them right now, showing them the exact procedure and allowing them to practice the entire operation over and over again until they were extremely proficient at doing it.

So when they actually had to go in and do it, they could, if it needed downtime, they could minimize the downtime to the smallest possible window. And we created this entire operation and one process flow for about $75,000. So you can see in most cases, this did not, was not an expensive operation. So when you’re thinking virtual reality environment, you’re not talking millions of dollars. So I’m sure we could create a virtual reality environment for a million dollars, but we’re talking about realistically creating virtual reality environment for under a hundred thousand dollars. So an extremely cost effective, I think an extremely, uh, great learner experience in being able to actually go through and practice a procedure or practice a process without ever having to actually step inside the room and do it. So I’m really excited about both augmented and virtual reality, and I think how they’re gonna make a big difference in the learning and development arena going forward.

So if you haven’t ventured into those, um, those, um, modalities, then I’d strongly encourage you to do that, but let’s see from the people that are on the line, you know, how are we currently invested in those immersive technology? So we implemented augmented reality into our current virtual environments. Um, we have not even considered there’s. We see these values. So I think most cases are, they said, what I get is the pushback of costs. This is going to cost too much money. And I say, okay, so you can buy a goal for $199 and you can create a, a, a virtual reality environment for $75,000. I can name several, um, companies that have created a simple static e-learning courses for $75,000. So clearly they add a lot of features. They add a lot of functionality, um, and I don’t think they necessarily break the bank when you’re talking about either a virtual reality or an augmented reality environment.

So Amanda, how we come in on this one? Okay. So we have some work to do here. So, um, I think from the bottom perspective, those 41% of the people that I have not considered that I’d asked you in 2020 to consider that for the next ones up, that we see the value, but cost is per is prohibitive than unless you’re an extremely small organization or have a very limited learning and development budget, then maybe you just pick the wrong company to start with. But I think that our Mar experience and my experiences augmented reality and reality can be relatively cost efficient. And of course, that’s all relative to how much money you have. So 75,000 or a hundred thousand dollars might be a lot of money to a relatively small organization, but might be clearly within the budget of those. So sometimes excited about the 9% that have already done that.

Um, and I think that’s why this is a big learning trend is that a, you can still see that about 90% or so of the people continue to explore Lauren continue to move forward in both the augmented and virtual reality environment. And last, but of course, not least in my learning trends, presentation is the learner experience. And I saved this for last because clearly it is the one that I hear about the most often. And I hear about it all the time that we need to create a better learner experience going forward. So I want to kind of categorize learner experiences, learner experiences, um, fall into really three different areas of learner experience can be created from a portal perspective. A learning experience can be created from a program perspective on the learning experience can be from a course perspective. So you can take a look at them, the learning experience from each one of those lines, and then how you take a look at that learner experience.

And here’s the first learner experience coming up. And this is an example from a tech company that you may recognize by some of the, the writing on the actual portal, but here’s an amazing portal that creates a emergency. So learner experience that incorporates a number of different things. [inaudible] all the way from podcast to presentations, to videos and gives you that Netflix life like experience where it will show you the most popular videos. It’ll show you the most popular videos in a category. So it’s the same way we might search Netflix for what’s the best drama movie. What’s the best action movie. What’s the best comedy movie. So from a corporate perspective, try to recreate that the same learner experience to make sure that learners could find the learning that they needed. And the most important thing about this portal is that all of the learning on this portal is user generated.

So this is no professional learning development type of produce training. This is definitely curated by the learning organization, but all of the learning is produced by subject matter experts. And so I think it’s a perfect example of an extremely effective portal learning experience going forward. If I take a look at drop it down a level to a course type of learning, then I think what we’re seeing today is adaptive learning. So those that are not familiar with adaptive learning, adaptive learning is this newest area of learning where I, as the learner am going to go through a course and it is going to adapt in real time while I am taking it, um, to create a better learner experience. So if I’m struggling with a learning topic, it’s going to give me more examples. If I am mastering the topic, it’s going to get me through the course faster, it’s going to speed me up.

And so this is all done with a piece of technology that creates this adaptive learning platform. And I’m really excited about adaptive learning going forward to see what it’s going to do currently today, we’ve just started working with a company called area nine and area nine has an adaptive learning platform, and we are developing some of our first pilot courses in an adaptive learning environment. So I would tell you to watch out in 2020 for some upcoming webinars from GP, specifically focused on adaptive learning, where we will tell you about our lessons learned from both not only from a design and development standpoint and adaptive learning, but also from a user generated standpoint and adaptive learning. And I think that, uh, adaptive learning can really take off in 2020 if it lives up to all the hype going forward.

If I take a look at employing a good user experience from a program perspective, here’s a great example of something we just created this year. So in 2019, we created a leadership essentials course, and this leadership essentials course is a modern, digitally enabled program that goes eight weeks, eight topics takes about 90 minutes per week. So in a typical moot type of format and incorporates every single piece of modality and every single piece of a learner experience that we can envision in the course. And you can see them listed right now on the screen. So all the way from offline instructor led sessions to coaching, to quizzes, to podcast, we have incorporated into this eight week program and we have run this program now a couple of times to some amazing results from a user experience standpoint, and we’re using the Intrepid platform. So that’s kind of our move technology going forward.

And the Intrepid platform is extremely adaptable. And as you can see from this example right here, it allows you to create from the upper left hand side of virtual kickoff, it can be a video, or I can watch that typical video. And then going down to the middle of the assignments, dropping down to the lower left, we have a leaderboard where we crack points in the middle of the bottom. You can see there’s the meetup, that’s the social section. And so we tried to incorporate all of the possible, um, items into a learner experience from a program perspective, um, to create the best possible learner experience going forward. If we flash forward to this is the week one, the screen. And so I want to tell you point out a couple of important things about the week one, the screen. So week one is your role as a leader, you can see the eight weeks on the cross, the top there.

So week one is your role as a leader, then trust and communication, delegation, accountability, coaching, high performance teams, and change. If you look in the middle of the screen, you can see here’s the video, the introduction, kind of your role as a leader, um, the discussion forum on the right hand side, and then three of the videos below that, that, that, uh, take about 75 minutes. You can see, we put time limits for each one of them, 45 minutes, 15 minutes, 15 minutes. So that gives you that 75 minutes. Um, and the top might take you about 10 or 15. So that’s kind of that 90 minute exercise for, for week one, you’ve run these in cohorts. So we’ve had cohorts from 35 to 50 people in each one of those cohorts. Um, and we’ve allowed people to do this. The course material is launched at the beginning of each week, and that could be a Sunday evening or a Monday morning.

Um, and that week’s topic stays current until the next week where the next week’s topic is launched. And so this gives a preschool a week during that period of time to create all of these activities. So this is an experience that I envisioned as kind of the best way to do a classroom training environment without ever bringing somebody into the classroom. So it creates the video portion where I’m listening to the Instructure. It creates the discussion where I’m having discussions with my peers and the program. Um, and it also creates the assignments that I need to do in order to get done each. So I kind of flash forward now to, um, the accountability week, which is week five. And I think a couple of the important things you can see here on week five is week five. You can see in the middle of the screen at the top, there’s a quiz.

So this is the time where a quiz pops up. And right next to that on the right hand side is a podcast. So I can download and listen to the podcast when I, when I’m, um, necessary and right below the quiz, you can see that this is the time where you can see now a coach has been introduced into the program. So this is a real time live coach was actually participating in the discussions that might be coaching you from a one-on-one perspective about what you need as a leader. So there’s creates that kind of that personal accountability and that coaching. So now we’ve tried it. We brought in quizzing, we brought in discussions, we brought in coaching, we bought in videos. And so we’ve really worked hard to create an amazing learner experience and having run this program now two or three times, or getting some tremendous feedback on the engagement that the learners have in this leadership essentials program.

When we talk about learner experience, I think we often get caught up in it all. It’s all about tech. And so I want to go to the other end of the spectrum to the low tech side of the spectrum and talk about a on line on onboarding game that we created did. So this is a game comes in a box, you open it up, play or pieces just like you would do from a monopoly perspective. We created this with general dynamics, electric boat. If you’re not familiar with general dynamics electric boat, they’re the builder of the Navy’s U S nuclear powered submarines. Uh, the Navy has, has ordered a significant amount of, uh, new submarines to be built and general dynamics electric boat will have to build those. They have to hire about 15,000 employees to do that. Um, and when they onboard the employees, they wanted them to understand the entire operation of how a submarine has put together and built all the way from the design and engineering to the delivery.

So if you look at that board, you can see that this takes the new, the new employee through the entire experience of, uh, building a submarine from the design to the contracting, to the supply chain, to the assembly, to the delivery, and allows that new, he allows each new employee to kind of experience the whole breadth and depth of what general dynamics electric bill does. And again, the feedback from the new employees taking this is that it gave them an amazing overview of the company of GD electric boat. Um, and how number one, how important their mission is today to creating those, those submarines, but more importantly about how they in a very single area. So they might be in the assembly area. They might be in the contracts area, how they play such an important role and the resulting of delivering and producing a nuclear powered submarine.

So it can be simple as a board game, or it can be high tech as a, as a movie, I’m going to close out with a kind of an interesting exercise that we did, uh, last month. So you might remember in 2010 Janie Meister and Carrie Warriewood wrote a book called the 2020 workplace. And at the time they identified about 15 or 20 trends in 2010, that they thought would come through in 2020. And of course, the last time I looked at my calendar, we’re only now about a couple of weeks away from 2020. So last month with Carrie Williard now the chief learning officer at visa. We had the opportunity to sit down with her at a customer forum and explore from the 2020 workplace that was envisioned in 2010. How many of their predictions came through and remarkably enough, about 60% of the predictions they made in 2010 came true, um, by 2020.

So we did a quick exercise of what could possibly be the future in 2030. And we came up with about 20 or 30 different items, but I’ve kind of picked out five of them here, and you can look at those and see, as you look forward to 2030, what are you doing about each one of these categories all the way from pervasive and personalized, augmented reality to, to embedded intelligence. So, so I hope you can look forward now to 2020 and what you might have to be considering from a learning and development perspective. And then if you’re looking out for other than that, which you might consider and 2030. So with that, Amanda, we have a few minutes left. I’ll open it up for some questions.

Amanda Longo:
Perfect. Yeah, we don’t have long and we have, there’s a ton of questions. So I’ll go ahead and preface this. But if we do not get to your question, I am sure that deli and GP will get back with you. Um, but let’s jump this one, uh, from Marie, she says, do you have any ROI regarding AR and VR? In other words, anything to help me build a business case when it comes to getting upper management buy-in

Don Duquette:
Yes, we do have, uh, we do have it from the automotive manufacturer that I got, that I showed you. Uh, we do have some great ROI about from a dealership perspective, the sales increases, uh, from those individuals that went through that, that actually used that ROI training. Now remember the good thing about that was they could get that from their phone. So most salespeople have their phone in their pocket. They could, they could call the learning out right there. They didn’t even need the, the iPad. Um, and so we saw a very good ROI from those perspectives. We just completed the one for the, um, for the insurance company, and I’m interested to see, but I’m guessing again that the ROI will be extremely effective. The ROI for the social collaboration and the data center is through the roof, because the amount of the, the cost to actually from a, just from a perspective of consumer confidence to shut down the data center for three hours or two hours to repair something is from a consumer perspective is even hard to measure. But the next time you try to log on to your favorite social application, and it’s not there. That’s exactly what they’re trying to prevent. So, so we do have definitely, I think we’ve shown some really good, um, ROI and each case, um, much more than the cost of the 75 or a hundred thousand dollars that it cost us.

Amanda Longo:
All right. This question comes from Jan. She says, can you speak to emphasis the sizing with both learner needs and business needs in learning design? So we’ll have bridged the gap.

Don Duquette:
Yes, that’s a guess. I think the great thing about if you do design thinking, uh, I think correctly, um, when you looked at each one of those phases, you saw that test and prototype phase. Um, I think that you’re not, we’re not, you’re not creating full-blown prototype, so you’re just doing quick and dirty prototypes. So I think this is not much different than when we develop an online course and we go through an alpha and you go through a beta. So when you create the alpha, you get a lot of feedback and then you make those improvements. I think from a design perspective, you do the same thing from design thinking. Um, you just are much more focused on the user experience, and you’re trying to figure out what that does and you create just a smaller number of screens. You create a very quick prototype, you get some quickly feedback on that, and then you correct.

Don Duquette:
Um, based on, based on that feedback loop. So I don’t wanna, I don’t want to leave the impression that you’re going to use design thinking on each and every project. I think design thinking becomes a much more, uh, as much more effective when you’re really not sure of what the right solution is. So, and there’s some cases where the solution is clear and when the solution is clear, we know how to get the training done efficiently, effectively when the solution isn’t clear. I think that’s when we want to talk about, um, making sure that, um, you’re, you’re thinking about, or at least you’re trying to use some of the components of design thinking. So I would say try it. I think you’ll be, you’ll be pleased at the results. Um, and I think that the business will be too

Amanda Longo:
All right. Well, we have reached the end of our time together, Don, thank you so much as always year after year, it’s a pleasure hosting you, your trends report. We’re getting lots of kudos from the audience. And like I said, I have no doubt that you and your team will be getting back to anybody. We didn’t get to their questions, but thank you once again for being here with me.

Don Duquette:
Thank you, Amanda. And yes, I will answer all the questions, so you’ll get them back. Thank you.

Amanda Longo:
All right, everyone, if you want to check out a couple more events happening in 2019, the training industry.com/webinars gets you all the information you need. Of course, all of our events do prequalify for one credit hour by ISPI Sherm, NCTM, not sure about CBTM, it’s a certified professional and training management program. If you’re looking to up your personal and professional gain by linking your training initiatives to your organizational objectives, this is the program for you. You can join us for any of our Intercontinental practicums or from anywhere in the world for our virtual practicum. Of course, I would love to meet you in person. If I haven’t already at our training industry conference and expo happening next June 16, through 18 2020 in Raleigh, North Carolina, more information at [inaudible] dot com one last time, of course, thanks to Dan Duquette. And of course the GP strategies for sponsoring today’s event, thanks to all of you for attending until we see you back here, enjoy it out there.