AITD National Conference 2016
Sydney 5-6 May 2016 (9:00am - 5:00pm)
Thank you for attending AITD2016.
The 2016 AITD National Conference took place on 5-6 May in Sydney, Australia.
AITD's Annual National Conference has developed a reputation for providing delegates with high quality, dynamic presentations on an exciting range of innovative topics.
Details of conference speakers and program are available on the menu (left). You can also download the program below.
Thank you to everyone involved in AITD2016 and those who participated in the conference back channel. A Storify of the event is now available.
Sponsors and Exhibitors
Sincere thanks to the conference sponsors and exhibitors. AITD encourages you to support the companies that support AITD and make the conference possible.
Sydney Masonic Centre
66 Goulburn Street
Master of Ceremony
2500 Years of Learning Theory - the gapped, the bad and the ugly
Donald is an entrepreneur. He was CEO and one of the original founders of Epic Group plc, which established itself as the leading company in the UK eLearning market, floated on the Stock Market in 1996 and sold in 2005.
Van Gogh on Learning and Performance Support
In only ten years Vincent Van Gogh created a legacy that inspires millions of people around the globe and a ‘brand’ worth billions today. How did he manage to do so with almost no formal artistic education? How did he create his own learning process and performance support to reach such a high level of mastery?
Also Van Gogh's performance in terms of quantity is highly impressive, so besides his ‘works of art’ also his ‘art of working’ is worth a closer look. How did he manage to be so productive in very poor circumstances and overcome the obstacles he faced?
Drawing on in-depth research into hundreds of the artist’s letters, drawings and paintings, Ger Driesen has arrived at seven principles of learning and performance which are as relevant as ever today. He will share and explore with you how Van Gogh’s approach and the 7 principles can be useful today to optimize workplace learning and performance support.Session Highlights:
- The 7 principles Van Gogh applied to create his extraordinary legacy
- Fresh building blocks to improve Learning and Performance Support
- Concrete ideas how you can apply the principles in your situation
- Tons of colorful inspiration!
Donald is an entrepreneur. He was CEO and one of the original founders of Epic Group plc, which established itself as the leading company in the UK e-learning market, floated on the Stock Market in 1996 and sold in 2005.
Reality Bites: Navigating the Learning Transfer Minefield
Does your head spin as you try to navigate transfer, reinforcement, embedding, sustaining and retention of learning?
With so many different terms floating around in the L&D industry it can be difficult to get clear on how to meet the challenge of transferring learning back to the workplace after a learning initiative.
In her keynote presentation, learning transfer expert Emma Weber will help you navigate the minefield of what works and why in successful learning transfer. Emma will help you consider the reality of what you can do from a strategic and practical perspective to create greater impact from your learning initiatives.Session Highlights
- What makes a good learning transfer strategy
- When not to invest in learning transfer
- What you can do to easily and immediately improve your learning transfer results
Digital Capability – Where people and technology intersect
Digital capabilities are both personal and collective, they belong to you and your organisation. How will you build your digital capabilities? This session will examine current research and practices and reveal a framework that can become a foundational element to establish your organisation’s DQ (digital quotient). Case studies will be used to illustrate different approaches that embracing the digital workplace strategies.
It's not a course, it's a movement: Creating large-scale behaviour change with MindMatters
The winner of the 2015 AITD Best Blended Learning Solution award, as well as a Brandon Hall Excellence award, MindMatters is one of those once-in-a-lifetime projects.
Funded by the Federal Department of Health and delivered by Beyondblue, the goal of MindMatters is to teach tens of thousands of secondary school staff around Australia how to improve mental health outcomes for their students. Sounds like a great goal, but the content is complex, it requires long-term commitment from staff, and their engagement is entirely voluntary. So how do you do it?
In this session, Andrew Duval—the project’s creative director and learning strategist—will give you a tour of the solution, and talk you through the key decisions and strategies, including failures and frustrations, behind one of the most innovative learning design projects in the world.
- Creating a premium user experience
- The role of high-end video production
- The power of humour and emotion
- Designing for long-term behavioural change
Reconnecting VET and Learning and Development
This presentation looks at the reasons behind the choices that are made by learning and development professionals working in organisations, their drivers and considerations and how that effects the usage of the Australian Vocational education system.
It will also consider the drivers from the VET sector, both at strategic and coal face levels that tend to perpetuate and reinforce the decisions made by organisations. The disconnection between these two sides of the equation will be evaluated and model developed which can assist both organisations and training providers to be better able to communicate and meet learning needs, both at an organisational and individual level.
- Model for better connection between VET and L&D
- What L&D should ask for and expect from VET/RTOs
- How RTOs can work with and assist L&D Departments
Be Excellent! How to prepare a successful application for AITD Awards
Want to apply for an AITD Excellence Award? With the Awards nominations now open, come and learn about the awards and how to create a winning entry.
During this session you will learn about the awards categories, criteria and the application process, as well as tips to make your submission stand out. If you or your company are making an impact through learning initiatives, then consider nominating for an Excellence Award.
- Excellence Award categories in 2016
- What evidence is needed to support your entry
- Common errors and how to avoid them
- Using the new online awards entry portal
- Awards timelines
Elizabeth Robinson is the Chief Executive Officer of the Australian Institute of Training and Development (AITD), the peak membership association for learning and development professionals.
Linking organisational capability requirements with nationally recognised qualifications
A common criticism of Nationally Recognised Training is that competency or qualification requirements don’t necessarily align with the specific work of staff in diverse organisational roles.
In this case study you’ll hear how the Commonwealth Bank of Australia ensured the relevance of national qualifications to their lending staff and proprietary lending’s strategic direction by beginning with the “end in mind”.
The programs developed not only met the packaging requirements for their requisite qualifications, but were also based on the benchmarking of best practice lending capability. Content was contextualized, and additional components were embedded throughout to ensure participants were able to demonstrate they could meet the challenges of the current market while offering a superior customer experience.
James Sheffield is General Manager, Proprietary Lending Support at the Commonwealth Bank of Australia (CBA).
Lisa Cartwright is the Head of Home Buying Academy at the Commonwealth Bank of Australia.
Reflective Discussion: 70:20:10 Beyond the numbers
How do we design learning ecosystems that both harness and create all elements of the 70:20:10 framework? How to we bring about the mindset shift for this (new?) learning paradigm?
Reflective Discussion: Marketing L&D within the business
Learning and Development is often seen as a cost centre that provides training. How can we shift this perception and demonstrate broader value? What metrics and data can be used? How do we communicate this to our organisations?
Reflective Discussion: What's in a Name?
Our profession has a range of terminology. Does what we call ourselves matter? Training, Learning and Development, Performance Consulting, Organisational Development, LX design, Facilitation. Does our language shape our practice and perceived value? Is there value in the range of terminology or does it just create confusion?
Reflective Discussion: Bridging the Divide
Corporate Learning and Development and the VET sector. Does a divide exist, can we bridge it, do we want to? Where are the connection points and what are some ways forward? Is it possible to exist in or move between both worlds?
Innovation Cultivation: The National Innovation Agenda and its impact for learning and development professionals
The national Science and Innovation Agenda, released in December 2015, sets out the plan for Australian companies and research bodies to embrace innovation and to build sustainable businesses.In an era of significant change to consumer and enterprise behaviour, particularly in terms of technology use, the Agenda is significant in its support of training and development programs and projects around innovation. But there is still widespread distrust of innovation programs in businesses of all sizes, due to risk and cost intolerance, as well as disunity over what qualifies as 'innovation'.
Learning and development professionals need to understand the scope of innovation opportunities in business contexts, and to be able to communicate these effectively in corporate environments. Further, they need to understand how to tap in to the opportunities that the Agenda provides for making businesses innovation-ready. This session will untangle the innovation jungle, preparing learning and development professionals for innovation cultivation.
- Definition of what constitutes innovation and how it can help sustain business
- Scope of the Science and Innovation Agenda as it pertains to learning professionals
- Details on how to develop programs that capitalise on the Innovation Agenda
- Inspiration for innovation education in your business
Cafe PD: Twitter
Interested in Twitter but not sure where to start? Keen to get involved in the conference backchannel through social media? Come along before the conference begins on Day 1 for this informal learning session and gain assistance and advice from experienced Twitter users. Bring your own device and build your personal learning network.
Cafe PD: LinkedIn
Want to make the most of LinkedIn? Come along before the conference begins on Day 2 for this informal learning session and gain assistance and advice from experienced LinkedIn users. Learn about how to create and build your profile, participate in groups, follow your interests and more. Bring your own device and build your personal learning network.
Micro Learning: Size Does Matter
Brain based study has shown that “physiologically, your neurons are keen and alert for no more than 20 consecutive minutes. At the end of those 20 minutes, your neurons have gone from full-fledged alert to total collapse”.
Not only is micro learning beneficial for your brain, it provides an opportunity to learn in a time effective manner in our busy day to day lives.
In this session we will explore a range of tools and tips that learning designers might use to create more bite sized learning objects, that can be stand-alone resources or part of a greater learning experience.
- How to reduce cognitive load using micro learning
- The challenges and opportunities for micro learning
- The 7 step process for creating bite sized learning
Significant change project? Think mentoring
In this case study presentation, learn how mentoring at Toyota is supporting their site closure.
Toyota will close its Australian manufacturing plant in 2017 and its Sydney office will relocate to Melbourne. Hundreds of Sydney employees will be affected by this change. Savvy leaders in the Sales and Marketing division decided to implement a structured mentoring program to assist employees navigate the change and plan their futures.Session Highlights
- Understand how mentoring can support people through major change projects.
- Find out how Toyota went about establishing a mentoring program design for this purpose.
- Hear about the results so far.
Developing a Social Learning Strategy
We are not just learning professionals but educators. It is therefore essential that we consider the whole person, their experiences, biases, life pressures and how they learn socially outside of the walls of the office.
As the boundaries between work and life blur, do we have an obligation to develop the whole person? Rather than just work behaviours, let's continue to provide capabilities across someone’s life. Having a high performing whole person is only going to benefit the organisation.
But how do you gain management buy in for your social learning strategy? And how do you educate your people to get effective involvement in social learning initiatives?
This session will explore how L&D professionals can develop the whole person through a social learning strategy. You will learn persuasion techniques for gaining management support as well as the importance of integration with other learning programs, key strategic business programs and staff initiatives to encourage involvement and commitment of your people.
- Considering the whole person as an underpinning of your learning programs
- How to gain management buy-in
- Getting effective involvement in social learning initiatives.
Building Your Personal Brand
We often associate brands with large corporations and products. But it is just as important to build a personal brand which establishes who you are. Creating a personal brand can help you stand out in your workplace, expand your professional network and lead to new opportunities.In this panel discussion we will talk with learning and development professionals who have created their own personal brands, beyond their current workplace identities, and become recognised in the L&D profession and beyond.
This discussion will explore:
- Why build a personal brand - what are the benefits?
- How to get started on a branding journey.
- How to define who you are and who you want to be.
- How to build and sustain your brand credibility.
- How to monitor your brand.
- How to find time to build your brand with a busy work/personal life.
Natalie is the founder of Launch Pod and Learning and Development Manager for Peoplebank.
Engaging with Online Events – Trends, Tips and Tools
Webinars and webcasts – the benefits have been proven and we’ve all heard the success stories, but where do we even begin? In this session we’ll uncover it all.
From trends to planning, from features to presenters – you will be provided with the necessary steps needed to organise and deliver seamless online events
as well as tips and best practices on how to best get the most from what you put in.
- Webinars vs. Webcasts and Key Trends
- The Planning Stages – before, during and after your event
- Marketing best practices
- Presenter Tips Measuring Your Return On Investment
Moving learning into the workflow: Samsung Australia's shift from content to experiences
In this case study presentation you will hear about Samsung Australia's current approach to learning, the launch of it's latest 'Hero' product and the journey from formal learning towards high-impact, high-engagement experiences.
- Conversations and actions required to transform organisation-wide learning
- Design strategies for learning experiences
- Turning learning into action, ensuring an effective transfer of learning
- Supporting large-scale learning roll-outs
Jessica is the National Learning and Development Manager at Samsung Electronics Australia.
What Divides Also Unites – Bridging Cultures to Build Careers
Indigenous people from all over the world are struggling to build careers and organisations find it equally hard to recruit, engage and retain them.Sean O’Toole is the 2015 Fulbright scholar in vocational education and training and he has devoted the past twelve months to investigating innovative solutions to this problem. Sean will provide valuable insights into Indigenous cultures and learning styles and practical examples of some of the world’s best practices in Indigenous education and career development.
This presentation will show how organisations need to move beyond traditional models of cultural awareness to expand employee understanding of diversity and inclusion.
- Improved understanding of Indigenous cultures
- Strategies to increase organisational cultural intelligence
- Strategies to enable organisations to engage and retain Indigenous employees
Crunching the numbers: Using workforce analytics data to support L&D initiatives
The ability to understand and strategically use data to explain the contribution of L&D to a business is paramount for L&D Managers.Workforce capability analytics measure the actual current capability of staff. For organisations to feel confident when identifying strengths and weaknesses in a workforce, analysis of valid, reliable data will provide an evidence base for deciding whether to undertake a targeted L&D initiative, recruit to meet skill gap, or pursue another intervention.
During this session real case studies will be showcased to explain the process of capturing current skill levels of an organisation, interpreting data, and developing a capability development plan that includes a series of agreed L&D initiatives to meet organisational objectives.
- Learn how to measure actual current capability of your workforce by using self diagnostic assessments mapped to the AQF and benchmarked against other Australian groups
- Understand the importance of using evidence-based workforce capability analytics to identify strength and weaknesses of skills to target L&D initiatives based on organisational objectives and strategies
- Hear case studies on how workforce capability analytics have been implemented successfully by Australian clients in the public, private and education sectors.
Making Better Progress on Work in Progress
Working out loud is the practice of sharing work in progress with others to make work more productive, foster learning and enable collaboration.Working out loud is a core practice to support social learning, enhance agility and effectiveness in the future of work. This session will introduce working out loud, explore how you can personally benefit from sharing your work more widely and will give you practical approaches to foster the practice in your organisation.
The Reality of AR and VR in Learning
Augmented Reality (AR) & Virtual Reality (VR) used to be within the realm of science fiction, seen only in movies (think R2D2’s projection of Princess Leia in Star Wars, Iron Man’s heads up display and Avatar’s projection of the tree of life). However, in recent years, the development of information technology has progressed in leaps and bounds.
With Facebook’s purchase of Occulus for $2B, Apple’s purchase of AR company Metaio and Microsoft’s development of HoloLens it shows that the big players are moving into the AR/VR space.
The utilization of AR/VR technologies in training & development will blend the real world with online applications to provide an engaging, immersive, contextual and customized learning experience.
In this full day workshop participants will be able to experience some examples of this rich learning first hand. They will also be presented with a design challenge, on how they can implement AR/VR in their role or industry. Participants will also engage with some of the tools available to create AR/VR experiences, to create a simple AR/VR experience.
The structure of this workshop will include:
- What Augmented Reality & Virtual Reality is
- A hands-on look at some applications of AR/VR in learning
- Options for creating AR/VR in learning
- Tools for creating an AR/VR experience
- Practical application of the tools
Measuring Return on Investment (ROI) - Evaluation and Measurement techniques for Learning and HR Professionals
Learning and Development and HR practitioners are under increasing pressure to demonstrate the contribution that learning experiences maketo their organisation’s effectiveness. Resources are not infinite and measuring results beyond the end of a learning intervention is a powerful way to demonstrate to your organisation that staff development can make a real difference to your bottom line.
This workshop will present you with a valuable opportunity to learn the concepts of return on investment(ROI)along with practical skills that will help you measure the effectiveness of your learning interventions.
As a complimentary bonus to ensure you transfer learning back to your workplace, you will receive three, 30-minute Turning Learning into ActionTM follow up sessions over a period of weeks following the workshop. These highly valued sessions will ensure you create real business impact from your learning.
Who Should Attend?
Learning and Development professionals and HR practitioners who are interested in measuring learning interventions, whether this is business impact or ROI, and who want to be able to demonstrate the real contribution that learning and development can make to business performance.
The workshop will cover:
- What is ROI
- What are the benefits and challenges of using ROI analysis
- ROI Methodology and critical success factors
- The 5 levels of Evaluation and how you choose what to use when
- Measuring effectiveness (including evaluation planning, criteria for selecting levels to evaluate, hard and soft data and data collection tools)
- Starting with the end in mind - how ROI and evaluation measures can shape proposals and design
- Understanding the return your organisation seeks
- Starting an evaluation plan for a specific program
An example of a local government case study, and an easy to use template will also be included in the program for post workshop use.
The facilitator, Emma Weber, will use group discussions and individual exercises to assist participants to understand and practically apply the ROI concepts and methodologies.
Creating a Strategic L&D Agenda
L&D trendcatcher Ger Driesen presents a unique workshop as part of the AITD Conference. This is a rare opportunity to spend a day with a renowned expert in the profession.
The ambition to add maximum value to the strategic agenda of the organisation as a Learning and Development professional or department is a healthy one. It’s also often easier said than done. The mantra of ‘getting a seat at the C-suite table’ as the only way to go, might lead to more frustration than results.
It is good to know there are other ways, other approaches to get you in charge with a step by step process. The first step is to demystify all things ‘strategy’ so you will be able to collect and connect the dots of the strategic agenda of your organisation in a practical way. It will also help you to build meaningful partnerships with stakeholders to create and implement an agreed on strategic L&D agenda. By doing so, it will enrich your job and improve your workplace.
During this workshop we will cover:
- Different forms and appearances of strategy
- Collecting and connecting the dots of a strategic agenda of your organisation
- Matching of the strategic agenda with target groups of personnel
- Creating a strategic L&D agenda
- Applying performance orientation, partnership and the right timing to create a ‘healthy ecosystem’ around the strategic L&D agenda
- Tools and frameworks that help you focus on a performance improvement orientation
- Moving from a strategic L&D agenda to a master plan for implementation
- Creating systems and measures to gain insight in effectiveness and added value of the implemented strategic L&D agenda
Attending this workshop will assist you to:
- Recognise the different ‘faces’ of strategy
- Develop an understanding of the strategic agenda of your organisation
- Translate this to a strategic learning agenda
- Create partnerships to implement the strategic learning agenda effectively
- Create a more rewarding job and get appreciated for your added value
Who should attend:
- Chief Learning Officers
- L&D Managers
- HR Managers
- Professionals involved in developing learning strategies for an organisation.
Terms and Conditions when registering for an AITD event
Including workshops and conferences
- AITD requires 10 working days written notice for any cancellations. A 20% cancellation fee will be deducted from the refund (and will be considered owing if invoice is unpaid).
- For cancellations less than 10 working days prior to the workshop or event, including non-attendance on the day, there will be no refund and any outstanding monies will be considered owing.
- A substitute may be sent in the place of the registered delegate for no additional fee with the exception of a non-member replacing a member (the fee difference will be charged).
- AITD retains the right to cancel a workshop or event and will offer a full refund or transfer.
- AITD is not liable for any travel, accommodation or other costs that you may have incurred in relation to the cancelled workshop or event.
Payment of fees
- All events must be paid in advance.
- You will receive confirmation within 5 working days after receipt of your order.
- Booking forms become a tax invoice once the registration fee has been paid in full.
- Pre-release and Early-bird registration fees must be paid by the expiry date.
- AITD will take active steps to collect any outstanding fees including engaging a mercantile agency.
- AITD reserves the right to vary the program, presenters and speakers where necessary.
- Delegates and sponsors may be given a list of all delegates (name and basic contact details only).
- Receipt of your registration form will signal your acceptance of inclusion on the delegate list.
- Should you wish to opt-out, please contact AITD to indicate your desire to be removed from a delegate list.
- Delegates may be photographed at an AITD event for use in AITD promotional material.
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