The Digital Learners

Navigating the Tsunami of Changes in Education

As we reflect on the rapid evolution of technology, it's striking to consider how a seemingly minor trend can turn into a full-blown phenomenon. Just as a tsunami begins as an imperceptible wavelet, driven by even the slightest wind movement, so too has our collective obsession with screens become a force that cannot be ignored.

In recent years, we've witnessed a shift in behavior among young students, who now seem to prefer learning from their cell phones rather than the traditional teachers and teaching methods. This is not a passing fad; it's a tsunami of change that demands attention and strategic planning from Organizational Development (OD) practitioners and learning specialists.

Climate Change and Digital Disruptions

Climate change has already begun to impact our education system, with many students facing disruptions in their schooling due to environmental conditions. Meanwhile, digital distractions have become an ever-present challenge, sucking away the attention of even those who do attend school. Consider the ever present multimodal digital learning channels. FB, YouTube, Instagram. LinkedIn. Whose screen performance seem to become better and better and even shorter and shorter. Everyday. The result? A generation of learners growing up in a world where the boundaries between work and play are increasingly blurred.

AI: A Game-Changer for Education

And then, there’s AI. AI has made learning easier and more accessible than ever before. However, this convenience comes with a cost: motivation. Traditional teaching methods, which once held a certain allure, now risk becoming obsolete as students find themselves effortlessly accessing knowledge through digital channels.

The Digital Tsunami

So, what can OD practitioners and learning specialists do to prepare for this seismic shift in education? Here are some guidelines to consider:

1. Stay Informed: Continuously monitor changes in technology, climate change, and societal trends that impact education.

2. Collaborate with Experts: Engage with AI researchers, educators, and policymakers to stay up-to-date on the latest developments and best practices.

3. Design Flexible Learning Paths: Develop flexible learning paths that incorporate digital tools and AI-powered resources, while also preserving traditional teaching methods.

4. Foster Digital Literacy: Teach students essential skills in digital literacy, online safety, and critical thinking to navigate the complexities of a rapidly changing world.

5. Emphasize Soft Skills: As AI takes over routine tasks, focus on developing soft skills like empathy, creativity, and problem-solving to prepare students for an increasingly complex workforce.

Dealing with the Digital Tsunami…Proactively!

To mitigate the impact of the digital tsunami, we must adopt a proactive approach. Here are some strategies to consider:

1. Develop Adaptive Learning Systems: Create adaptive learning systems that adjust to individual student needs, providing personalized support and feedback.

2. Invest in Teacher Training: Provide ongoing training and professional development opportunities for educators to stay current with emerging technologies and teaching methods.

3. Encourage Parental Engagement: Engage parents in the learning process by providing resources and support to help them navigate the digital landscape alongside their children.

4. Foster a Culture of Innovation: Encourage a culture of innovation and experimentation, where students and educators feel empowered to explore new ideas and approaches.

Screen time | 60 Minutes Archive

A look back at Anderson Cooper's 2018 report on how screen time impacts the physical structure of kids' brains, as well as their emotional development and mental health. "60 Minutes" is the most successful television broadcast in history. Offering hard-hitting investigative reports, interviews, feature segments and profiles of people in the news, the broadcast began in 1968 and is still a hit, over 50 seasons later, regularly making Nielsen's Top 10.

Conclusion

The digital tsunami is upon us, and it's up to OD practitioners and learning specialists to navigate its challenges and opportunities. By staying informed, collaborating with experts, designing flexible learning paths, fostering digital literacy, emphasizing soft skills, and adopting a proactive approach, we can prepare our future generation for an increasingly complex and technologically driven world. The battle between digital and non-digital training methods is far from over; let's harness the power of change to create a brighter educational future.

NOTES

The OD Conversations

Leveraging Analytics in OD and Change Management with Mr Bong Austero on November 20, 10am-12nn, via zoom; and the OD Course: Process Observation and Analysis with Dr Josephine Perez, PhD, RPsy, on November 28, 8am-12nn at the Meralco Power Tech.

Ed Canela’s Courses

AI4 Publishing Industry. 2 Cohorts, Dec 3 to 13, by special invitation.
AI4MSMEs TOT, Virtual for Enterprise and Development Centre, Pvt. Ltd. Laos. November 14 to 16, 2024 (by Special Invitation)
Data Literacy for Public Sector, CSC Leadership Institute, November 22, 2024.
AI TOT for CSC December 10 to 11, 2024.

AI Re-Skilling in your Organizations

OD Practitioners are Leading Agile Learning

AI’s Real Impact on Organizations

When I started self-learning data science concepts, the AI revolution was just picking up speed, with GPT models and other advancements catching widespread attention. Initially, I saw AI as simply another wave in the ongoing tech evolution—following computers, internet, digital transformation, and big data. But after two years of diving deeper into AI, I came to realize that this shift wasn’t just about technology; it was about transforming how we think, work, and learn.

For those with data science backgrounds, AI might be straightforward to grasp and scale within an organization. Yet, the true complexity lies in managing the profound cultural change the AI carries, especially in how we train, learn, and reskill talent. This revolution goes beyond technical skills—it reshapes our approach to learning itself.

The Evolving Re-skilling Role

We've seen technological shifts before. Every major disruption has driven organizations to retool and reskill their workforce. Are OD Practitioners Becoming the New AI Educators?

Indeed, we’re stepping into roles that blend technical know-how with educational leadership. Are we becoming the new AI educators, or will reskilling efforts eventually be outsourced to external platforms? Perhaps, more than ever, it’s time to shift from the idea of “knowing it all” to “learning it all.”

In this era, learning agility has become the core skill that AI demands—not because of the technology itself but because of the rapid pace of change it drives. The traditional “Train-the-Trainer” (TOT) model is outdated. Now, the focus is on *learners teaching learners*, fostering a community of continuous growth and collaboration.

Reskilling isn’t a destination; it’s a journey of adaptability. For OD practitioners, guiding this journey will be one of our most critical contributions to our organizations as AI continues to shape the future of work and learning.

But today’s AI-driven landscape introduces unprecedented challenges. Multimodal platforms like YouTube, TikTok, and Vimeo have evolved from entertainment sites into indispensable training resources, now powered by AI to generate, distribute, and assess learning content. This presents us with a key question: how can organizations effectively manage AI-driven reskilling across these diverse channels? The other day, a client asked me if AI can make e-Learning courses? I answered without any hesitation. Off course. AI can make e-courses either for groups or even for individuals. Read that again. Individuals. And in the channel preferred by the individual. Personal learning is here.

An Agile Learning Pathway

Below, I’ll outline a practical approach OD practitioners can use to build reskilling programs that are not only comprehensive but also adaptive and sustainable.

1. Conducting a Skills Gap Analysis

To navigate AI-driven reskilling, start with a robust skills gap analysis:

-Identify Competencies Needed for AI-Enabled Roles. Understand the new skills required and pinpoint those that will complement AI rather than compete with it.

-Gauge Digital Literacy Levels. Assess digital literacy across different employee segments to determine readiness for AI integration.

-Prioritize Skills That Foster Collaboration with AI. Shift the focus to skills that enhance AI capabilities within teams rather than attempting to compete with automation.

2. Designing a Blended Learning Architecture

Blended learning is essential to a balanced reskilling strategy in the age of AI.

-Develop a Core Curriculum. Cover foundational AI concepts in formal, structured courses.

-Incorporate External Learning. Leverage high-quality, curated content from platforms like YouTube as a complement to internal training.

-Use Microlearning for Quick Updates. Supplement core lessons with short, targeted content that reinforces skills in real time.

3. Crafting Personalized Learning Paths

AI-driven reskilling must be relevant to each role, making personalized learning a critical element.

-Tailor Learning Journeys. Customize pathways that align with specific job functions and skill needs.

-Offer Flexible Formats. Allow employees to choose learning modes they’re most comfortable with, whether videos, articles, or hands-on practice.

-Combine Technical and Soft Skills. Include both hard and soft skills in the learning path, with clear progression milestones to track growth.

4. Integrating Learning with Real Work

Re-skilling must move from theory to practice, creating real-world relevance for learners.

-Apply Project-Based Learning. Engage employees with projects that address real challenges within your organization.

-Mentorship for Skill Transfer. Foster mentorship between AI-savvy employees and learners to accelerate practical knowledge sharing.

-Immediate Skill Application. Design projects or roles where new skills can be immediately tested and refined.

-Incorporate Feedback Loops. Continuous feedback and reflection allow for adjustments and improvements in the learning process.

5. Establishing Quality Control Measures

Quality assurance is essential to maintain the relevance and effectiveness of AI-driven learning content.

-Vet External Resources. Ensure all third-party content meets your organization’s standards for accuracy and relevance.

-Keep Content Current. Regularly update courses to stay aligned with the rapid pace of AI advancement.

-Measure Outcomes. Use assessments to track learning progress and gather feedback to enhance course content and delivery methods.

In this forum, Christina “CK” Kerley, a 25-year veteran in disruptions, digital revolutions, and business reinventions, discussed the top three drivers of the AI re-skilling revolution in organizations today. CK’s core message is that the same innovations that power game-changing businesses can also ignite life-changing careers. Stay until the end for ten takeaways for OD practitioners in AI-powered organizations.

The AI Reskilling Revolution – closing the skills gap

NOTES

ODPN Conversations

Process Observation and Analysis with Dr Josephine Perez, PhD, RPsy on November 28 in the Meralco Power Tech. Join us!!!

Ed Canela’s Seminars

AI4Business. First Cohort, November 13, 20 and 27, 2024 (3 Wednesdays at 9:00 to 5:00 pm, in-Person) at the University of the Philippines Institute for Small Scale Industries (UPISSI) REGISTERNOW. REACH US AT: University of the Philippines Institute for Small-Scale Industries Room 401, Fourth Floor, E. Virata Hall, E. Jacinto Street, UP Campus, Diliman Quezon City, Philippines 1101 Trunk Line: 8981-8500 loc. 4054 or vist UPISSI.
AI4 Publishing Industry. 2 Cohorts, Dec 3 to 13, by special invitation.

Affordance in Organizations

Change, Action and the OD Practice

An all-too-common scenario

A newly designed collaborative workspace in a startup, vibrant and inspiring, remained largely underutilized. Employees simply didn’t know how to engage with it. A survey revealed the issue—unclear signage and guidelines left staff unsure of how to use the space. The result? Missed opportunities for innovation at a critical growth stage. Only after management held workshops showcasing its potential did the space come alive, buzzing with creativity. This story highlights a core challenge in organizational change: recognizing and communicating affordances effectively.

Affordance Theory: A Game Changer

Affordance theory, developed by psychologist James J. Gibson, offers valuable insights for OD practitioners. It explains how objects, systems, or tools signal possibilities for action, based on their interaction with humans. Whether it’s technology adoption or workplace design, understanding affordances can unlock new opportunities for organizational performance, growth and efficiency.

Why Do We Act—or Fail to Act?

Despite having access to proven action and learning frameworks, many organizations struggle to act swiftly and decisively. Whether it's slower tech adoption or inadequate responses to global challenges like climate change, affordance theory sheds light on why some organizations act and others don’t. It helps us understand the signals that drive—or stall—action.
In essence, affordance relates with the opportunities for action provided (or offered) to the action performer by the environment. But then, there are also invitations for action from the world around us that can or cannot be accepted based on the action performer's goal, intention or even perception and understanding. Without congruence, actions may be unexpected, delayed or may not even happen.

Why Affordance Theory Matters in OD

1. Decoding Interaction Dynamics: OD practitioners can leverage affordance theory to understand how organizational tools and artefacts (and structures) interact with people, guiding effective implementation of change.

2. Goal-Oriented Actions: Identifying goal-oriented potential actions within systems helps align organizational goals with available resources and technologies.

3. Contextual Sensitivity: Organizational culture and existing processes shape how affordances are perceived. This understanding allows OD professionals to tailor interventions more effectively.

Practical Applications in OD

- Technology Adoption: Recognize and utilize new tech functionalities to drive better outcomes, from project management tools to AI-powered platforms.

- Visual Management Tools: Tools like Kanban boards afford clear, actionable visual cues, enhancing team coordination.

- Digital Health Solutions: mHealth apps afford action tracking, driving engagement and adherence to health protocols.

- Change Management: Highlighting affordances of new processes helps employees embrace organizational change.

- Collaboration Tools: Platforms like Slack or Teams afford seamless teamwork, boosting productivity.

Driving Organizational Success

By understanding and acting on affordances, OD practitioners can enhance efficiency, align goals, and support innovation. This theory offers a practical roadmap for unlocking an organization’s potential, driving long-term success in a rapidly changing environment.Let affordance theory be your next powerful tool in navigating organizational change.

Navazhylava Kseniya of EMLV, France explains the affordance theory in organizations. Although this approach will never provide the creator with all potential user actions, it helps change one’s viewpoint to a more reflective one, and devise organizational designs and technologies that are safer and easier to use.

NOTES

ODPN Conversations

Leveraging Analytics in OD and Change Management on Friday, October 25, 10am-12 nonn, via zoom with Mr Schubert Caesar "Bong" Austero.
Process Observation and Analysis with Dr Josephine Perez, PhD, RPsy on November 28 in the Meralco Power Tech. Join us!!!

Ed Canela’s Seminars

National Hackathon Judge for AI for Business Innovation: Empowering the Next Generation of Entrepreneurs, Red Bull Basement program, 26 October, University of Asia and the Pacific (UA&P) 3 to 7PM. 
AI4Business. First Cohort, November 13, 20 and 27, 2024 (3 Wednesdays at 9:00 to 5:00 pm, in-Person) at the University of the Philippines Institute for Small Scale Industries (UPISSI) REGISTERNOW. REACH US AT: University of the Philippines Institute for Small-Scale Industries Room 401, Fourth Floor, E. Virata Hall, E. Jacinto Street, UP Campus, Diliman Quezon City, Philippines 1101 Trunk Line: 8981-8500 loc. 4054 or vist UPISSI.

Data Literacy and OD

Keys to Successful Digital Transformations Today

During a recent Data Analytics webinar, one participant's remark resonated with everyone in attendance:

"Imagine pouring resources into a digital transformation initiative, only to watch it falter because your team lacks the data literacy to make sense of the resulting numbers."

This statement struck a chord. It reflects the harsh reality many organizations face today. The success of transformation efforts hinges on fundamental data literacy and a culture of data-driven decision-making among leaders and executives.

Recognizing Data Literacy

Data literacy is increasingly recognized as a critical skill gap in today's world of Big Data and AI. It is essential for organizations striving to foster a data-driven culture. Data literacy encompasses the ability to read, understand, create, and communicate data effectively, enabling individuals to derive meaningful insights and apply them to inform decisions. Data literacy is a precondition for a data culture to emerge in our organizations.

Framing its Significance

Data literacy involves transforming raw data into actionable insights that can drive decision-making across various domains, including business, government, and education. It enhances and sharpens the existing mathematical and statistical capabilities of executives. This skill set includes both hard skills (problem definition, analytics, visualization, insights) and soft skills (contextual understanding, critical thinking, storytelling, identifying misrepresentation). It extends beyond basic statistics to encompass a broader understanding of what data means and how it can be visually represented.

Organizations that cultivate a culture of data literacy tend to perform better, reporting improved decision-making quality, innovation, and customer experience. Companies with strong data literacy are more likely to achieve transformational outcomes compared to their less data-literate counterparts. Moreover, an organization’s trust assets are enhanced when staff understand the value, origin, and quality of their data.

Addressing the Challenges

For organizational development (OD) practitioners, inadequate data literacy in client organizations may stem from several factors:

1. Skill Gaps: Staff may lack the necessary skills or struggle to acquire them.

2. Resistance to Change: Transitioning to a data-driven culture can meet reluctance from employees.

3. Lack of Champions: Successful implementation often requires advocates within departments; without them, initiatives may stall.

4. Data Governance Issues: Effective governance practices are essential for fostering a culture of data literacy.

By integrating targeted strategies, organizations can boost data literacy and enable more informed, data-driven decisions at all levels.

Some OD’s Ways

Here are some key OD interventions designed to enhance data literacy:

1. Assess Current Literacy Levels: Evaluate your team's current understanding of data. Identify gaps and tailor initiatives accordingly.

2. Tailored Training Programs: Offer customized training programs that teach employees how to collect, analyze, and interpret data relevant to their roles.

3. Promote Data-Driven Mindsets: Encourage leaders to model data-driven decision-making; when leadership uses data effectively, it sets an example for the entire organization.

4. Use Practical Scenarios: Incorporate real business cases into training to demonstrate how data impacts daily operations.

5. Foster Cross-Departmental Collaboration: Encourage collaboration between data experts (e.g., data scientists, analysts) and other teams to improve overall data competency.

6. Provide Easy Access to Data: Implement user-friendly tools and dashboards that make it easier for employees to access and understand data without needing deep technical skills.

7. Incentivize Data Use: Reward employees who integrate data into their decision-making processes; recognize wins that stem from data-driven insights.

8. Cultivate Continuous Learning: Create an environment that encourages ongoing learning through regular workshops, online courses, and certifications.

Overcoming Resistance

In addition to knowledge gaps and infrastructure issues, aversion to numbers—including computing—often contributes to resistance against data literacy initiatives in the workplace. For individual OD practitioners, identifying signs of numbers-related anxiety within client organizations is crucial. Indicators may include:

1. Avoidance Behavior: Employees may avoid discussions involving data or defer decision-making to others.

2. Negative Reactions: Noticeable anxiety or discomfort when confronted with numerical information or statistical reports.

3. Limited Engagement: A lack of participation in training sessions related to data analytics or reluctance to utilize data tools suggests underlying apprehension.

Real-World Examples

Here are some examples of OD interventions that have successfully boosted data literacy in organizations:

1. The Data Academy (or Multiversity): This initiative features workshops (in-person, e-learning, mentoring) focused on interpreting data and using analytics tools; role-based learning paths tailored for executives, managers, and operational staff; plus assessments to track progress. The intervention ensures all employees are equipped to use data confidently for more strategic decision-making.

2. The Culture of Data: This program includes learning modules that teach skills such as analysis, visualization, and storytelling; identifies Data Champions within departments; and incorporates hands-on projects allowing employees to apply new skills to real business challenges—resulting in improved efficiency and predictive maintenance decisions.

3. Data Leadership Certification Program: This initiative offers free assessment tools for evaluating current literacy levels; structured learning modules covering interpretation and visualization techniques; executive coaching on using complex data for strategic decisions; practical training on visualization tools; and certification on data literacy as part of employee development plans—leading to improved customer insights and personalized marketing strategies that boost sales performance.

Moving Forward

Dr. Talithia Williams advocates for the importance of data literacy in today's world. As a math professor and science communicator, she emphasizes that understanding data is more crucial than ever, as it shapes our daily experiences. However, she also highlights potential dangers, such as biases in data-driven models that can result in unfair outcomes. By deepening our understanding of data, we can better navigate the challenges that arise in our lives. Dr. Williams encourages us to view data not merely as numbers but as a vital tool for making informed and equitable decisions in an increasingly complex world.

NOTES

Designing Effective OD Interventions with Dr Melissa Reyes, PhD on September 12; and Process Observation and Analysis with Dr Josephine Perez, PhD, RPsy on November 28 in the Meralco Power Tech. Join us!!!

Ed Canela’s Seminars

National Hackathon Judge for AI for Business Innovation: Empowering the Next Generation of Entrepreneurs, Red Bull Basement program, 26 October, University of Asia and the Pacific (UA&P) 3 to 7PM. 
AI4Business. First Cohort, November 13, 20 and 27, 2024 (3 Wednesdays at 9:00 to 5:00 pm, in-Person) at the University of the Philippines Institute for Small Scale Industries (UPISSI) REGISTER NOW. REACH US AT: University of the Philippines Institute for Small-Scale Industries Room 401, Fourth Floor, E. Virata Hall, E. Jacinto Street, UP Campus, Diliman Quezon City, Philippines 1101 Trunk Line: 8981-8500 loc. 4054 or vist UPISSI.

Succeeding in Digital Transformation

What OD Practitioners can Expect?

In an ecosystem where technology permeates every aspect of our organizations, OD practitioners need not look farther than the public sector to learn about a disruptive but transformative change. Our public sector is riding the wave of digital transformation. Almost daily, an agency reports its digital transformation “quick wins.”

But what does this mean for the public sector organization and the citizens it serve? What can OD practitioners take from this presumably long term intervention? What are the indicators of successful implementation? Let's dive into the exciting world of digitally transformed public services.

What is Digital Transformation?

Digital transformation isn't just about the procurement of new gadgets and software. It's a fundamental shift in how organizations operate and deliver value for its intended constituencies. For the public sector, it means:

1. Leveraging new technologies to gain competencies that traditional organizations lack

2. Attracting (and more importantly, sustaining) the satisfaction of the citizens

3. Enhancing positivity among the behaviors of the constituencies

4. Continuously developing new and efficient ways of doing business

Imagining a Digitally Transformed Organization

Imagine a government that's as responsive and user-friendly as your favorite app or software. Here's what it might look (and perhaps, even feel) like:

-Integrated Digital Platforms. One-stop-shops for all your citizen services and needs

-Data-Driven Decision Making. Policies shaped by real-time insights, data and citizen’s feedback

-Mobile Accessibility. Government services in the citizen’s pocket

-Automated Processes. Say goodbye to long queues and paperwork

-Open Data Initiatives. Transparency at your fingertips

Streamlining Bureaucracy

While some bureaucracy is necessary, digital transformation can significantly reduce red tape:

- Streamlined approval processes

- Role-based access control for enhanced security

- Feedback loops for continuous improvement

Goodbye, Paperwork!

One of the most exciting prospects of digital transformation is the reduction (or even elimination) of paperwork:

- Digitized records for faster information retrieval

- E-signatures for quicker processing

- Online forms to improve data accuracy

- One source of information and one copy per document (say goodbye to photocopying!)

Navigating the Challenges

For the organization and more specially, the OD practitioner, the path to digital transformation isn't without its hurdles. Common pitfalls include:

- Poorly pre-processed, maintained, and insightful databases

- System integration issues

- Staff learning and development, specially Data Literacy!

- Cybersecurity vulnerabilities

- Tightened collaboration, coordination and control

At scale and reach, each of the above challenge may require specific projects or combination of micro interventions—opportunities for proper OD planning and meticulous change management execution to overcome.

The Payoff: Enhanced Citizen Engagement

The ultimate goal of digital transformation in the public sector is to hasten its service delivery and enhance citizen engagement. The benefits are clear:

- Increased accessibility to services

- Enhanced communication between government and citizens

- Empowered and informed citizens

- More efficient resource allocation

Key Steps to Success

Implementing digital transformation in the public sector requires a strategic approach:

1. Make digital transformation a strategic priority

2. Build a creative team to drive implementation

3. Define clear implementation phases with visible benefits

4. Ensure organization-wide participation and buy-in

Learning from the Best

For inspiration, check out these Top 10 Countries Leading the Charge in Digital Transformation. Moreover, have a visit to Estonia. Their e-government initiatives have revolutionized citizen-government interactions, from online tax filing to digital voting. On average, the Estonians will only have 3 face-t-face visits to a public sector entity over their lifetimes. All else is done digitally. By focusing on digital literacy, cybersecurity, and citizen-centric services, Estonia has become a shining example of successful digital transformation in the public sector.

What a digital government entity looks like:

For the OD practitioner, it's clear that digital transformation in the public sector is not just a trend. It's a necessity! By embracing technology, reducing bureaucracy, and enhancing citizen engagement, public sector organizations can create a more efficient, transparent, and responsive environment. The journey may be challenging, but the benefits for citizens and society as a whole are undeniable.

Are you ready for a government that works at the speed of technology?

NOTES

ODPN Courses

OD Conversation: Social Media’s Double-Edged Sword: Navigating Well-being and Productivity with Ms Ria Puangco, on September 25, 10am-12nn, via zoom. Ria is currently Director of The Applied Improvisation Network (AIN) and owns/manages 9 Life Lessons, Inc. that specializes in embedding psychologically safe practices in the workplace.

Designing Effective OD Interventions with Dr Melissa Reyes, PhD on September 12; and Process Observation and Analysis with Dr Josephine Perez, PhD, RPsy on November 28 in the Meralco Power Tech. Join us!!!

Ed Canela’s Seminars

Guest Speaker for AI for Business Innovation: Empowering the Next Generation of Entrepreneurs, Red Bull Basement program, 21 September, University of Asia and the Pacific (UA&P) 3 to to 7PM.

AI for HROD Professionals SAIDI Webinar on October 3, 4 and 7. Course will equip the participants with the right AI tools for key HROD tasks.