10 not-to-be missed posts from January 2016

face-1103708_640Here is my monthly selection of articles, posts and resources to read from January 2016. This month I’ve selected 10 and provided a quote from each.

Heather McGowern (LinkedIn, 3 January) in Education is not the answer, wrote

The notion of education implies that there’s a path towards a definitive, finished state wherein an individual has become “educated.” But in a world of accelerated change, with rapid disruption cycles in industry and with rising automation, that end state of being “educated” is just no longer meaningful. An individual must have learning agility – the ability to learn, adapt, and apply in quick cycles.”

Jane Bozarth (Learning Solutions Magazine, 5 January), in Thinking bigger, thinking broader, thinking beyond compliance, explains …

“Remember that our role goes beyond building courses and other experiences, but is about helping people learn. Learning happens all day, every day, in ways that are as often as not accidental. In 2016 I resolve to find ways of throwing more rocks in the learner’s path, to cause serendipity wherever I can.”

Brian Solis (Slideshare, 7 January) shared a slideset containing 26 Disruptive & Technology Trends 2016-2018. I like slide 4:

Roberta Maturson (Forbes, 8 January) gave her 16 Workplace Predictions For 2016.This one appealed to me:

“Those that invest in the development of their people will significantly out perform those who don’t. What are you waiting for? Start investing.”

Jane E Dutton and Emily Heaphy (Forbes, 12 January) wrote in We learn more when we learn together …

We rarely grow alone. In fact, some psychologists have made a compelling case that we only grow in connection with others. However, we don’t need to learn with others in formal training or development programs: we can architect our own opportunities to gain insight, knowledge, and skills that move us on an upward trajectory. We can have more control over our learning at work if we make building high-quality connections a priority.”

Charles Jennings (Informr, 13 January), in an interview explained Why formal learning is just not enough …

“… for new people in their organisation, structured courses are usually important, to get them started – but formal learning alone won’t get them to high performance..”

Donna Hewitson (People stuff matters, 25 January) writes in Forget all the reasons why it won’t work and believe in the one reason why it will:

I’ve learned so much over the years because the way I have learned suits me. It connects with my, delightfully weird, mind. It has also helped to build my self-confidence a thousand fold … None of these are traditional learning methods. But learning, it is. If I had listened to those (when I was younger) who said that formal education is key to a successful future, I would not be where I am now.

Find a way of learning that works for you.”

Harold Jarche (26 January) believes Social media is an unrealised opportunity …

“The gap between social media and our real work can be a deep moat. We entertain ourselves with social media during our free time while many of our workplaces block access to consumer social media sites. Connecting social media to our daily lives can be enriching, if we have the skills and tools to filter, create and discern how to share what is appropriate. Using social media to open our horizons takes effort and practice.”

Julie Drysborough (28 January) in The Importance of Thinking Beyond Your Bubble shows the importance of a diversity:

“At a basic level, if we want to work well together, our ability to think beyond our little bubbles and be curious about others is vital. Do we have learning strategies in our organisations that support critical thinking? Do our leadership courses reflect the need to deal with differing information, be curious about differing viewpoints, and understand some of the positive implications of “difference”?”

Karl Mehta (Business Insider, 28 January, in Informal knowledge sharing alone will create employable workforces, makes a very clear case for informal learning.

“I am convinced that any corporate culture must place value on informal learning and reward informal learning achievements. Knowledge sharing is vital to the success of any company ….It’s alarming that Fortune 500 companies squander nearly $32 billion per year by not sharing knowledge adequately. In a global business environment filled with rapid technology change, hyper-competition and turbulence, such a number is unacceptable. .. So what can be done to fix this issue? Formal learning (such as online classes, certification courses and e-learning based on LMS) has long been a part of talent development for a long time. LMS are old-ERP style software that require people to be ‘pushed’ to take courses which are long-format and often boring … For a company to thrive, it must create a culture where knowledge is actively shared between employees, partners and customers”

And a reminder of my own posts in January

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Jane Hart

Founder at C4LPT
Jane Hart is an independent workplace learning advisor, writer and international speaker. She is the Founder of the Centre for Learning & Performance Technologies. Her recent book Modern Workplace Learning: A Resource Book for L&D is now available, which she supports with a range of online workshops. Find out more about Jane at JaneHart.com.