I have shared, in a number of places, a diagram of Modern Workplace Learning (MWL) , which I believe visualises all the main ways we learn at work. However, I have recently added a few P words that have helped to summarise the different elements as well as L&D’s role in it in order to help people at work. so I am sharing this diagram below.
This chart explains how 6 P words lead to the 7th = Performance.
How we learn in the Modern Workplace | |||
Courses | Resources | Social Collaboration | Personal Learning |
We learn from instruction (scheduled classroom training or self-paced e-learning that we are required to take |
We learn from information, supporting productivity and job performance, e.g. job aids that we access on demand |
We learn |
We learn individually, as part of daily experiences in the workplace, through self-improvement, and using the Web, (professional networking), keeping up to date, etc) |
L&D’s role in Modern Workplace Learning | |||
PROVIDE TRAINING
|
PROMOTE LEARNING |
||
---|---|---|---|
PUSH |
PULL |
PEER |
PERSONAL |
Create courses that are essential and workers are required to take, e.g. eg mandatory, regulatory and compliance courses, (in modern, relevant and meaningful ways) |
Create or curate resources (in modern and relevant ways) for individuals to use as they need them, when then need them, in the way they want to use them |
Help to build social teams and groups so that they can learn continuously and improve their performance by working more effectively together (using social tools) |
Encourage and support individuals to take responsibility for their own learning, to build the new learning skills and help them to personalise learning experiences to suit themselves |
Note: These materials are part of the draft of my Modern Workplace Learning resource book
Find out more in the MWL Workshops I run
Great additions. I am using this (to my company tweaked a bit interms of terminology and examples) to convince that learning for an L&D is much more than creating courses alone. Management at least are willing now to discuss why L&D should facilitate the “resources” also from a competence point of view.
Karel
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In my conversations a lot of times they ask what the value (Y-axis) actually means, and which KPI ‘s to be chosen to be able to measure. As within all companies all activities in the end should somehow have ROI. Any thoughts on this? Is it about quality of output of the employee? Or is the value about employability and being fit for the job?
Karel, Value is perceived value by individuals. Results of Learning in the Workplace survey show that autonomous/self-organised learning is valued more highly than company training http://c4lpt.co.uk/litw-results/
Hello Jane,
Thanks for the clarification. Makes sense. As a L&D Department I like to focus on facilitating knowledge flows. This graph says it all and explains why I need technical authoring competence within my group.
Karel
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For an academic course, (paper due May 14) I am researching the value of online discussion groups as a means to foster learning in the context of a workplace initiative to foster quality patient care. This is a great visual summary of where discussions would be placed in the context of workplace elearning initiatives. Thanks
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