In my previous post, What does L&D “transformation” really mean? I concluded by saying that L&D transformation won’t come from the application of new learning technologies to solve old training problems, i.e. by creating e-learning or by adding social, mobile, micro, gamification into the mix. Transformation will only come from changing the very essence of what learning means in the organisation.
This first requires a recognition that people “learn” at work in a multitude of ways – not just through training or e-learning – as people carry out their daily jobs and from activities and interactions both in and outside the organisation and that all these ALL need to be valued, encouraged and supported. And that this will only happen by doing things very differently as described below.
1 – SUPPORTING TEAM AND PERSONAL LEARNING
This means working closely with managers and their teams to help them develop a new learning mindset, to help them learn with and from one another as they work – underpinned by enterprise social technologies, as well as encouraging and supporting individuals to take responsibility for their own learning (in and out of the workplace). If you’d like to find out more about this type of work, come and join my upcoming online workshops.
- 4-29 April
Supporting everyday learning: Part 1 Personal Learning
4-week online workshop that looks at how to work with managers and individuals to develop a continuous approach to personal learning at work
- 2-27 May
Supporting everyday workplace learning: Part 2 Team learning
4-week online workshop that looks at how to work with a manager and his/her team to help the team learn from one another as they work together
- 30 May – 24 June
Online community management
4-week online workshop that looks at how to support the planning, launch and running of an online community.
2 – ORGANISING MODERN LEARNING AND NETWORKING EXPERIENCES
This means designing and faciliting events and experiences that support knowledge sharing and knowledge building, collaborative problem solving and relationship building throughout the organisation, ones that take place either face-to-face or online, but are much more in tune with the way people learn for themselves: experiential, participative and collaborative. If you’d like to find out more about this type of work, take part in my upcoming online workshops.
- 6 June – 1 July
Curating and coordinating learning opportunities for the workplace
4-week online workshop that considers how to curate and coordinate learning opportunities from internal and external content and people.
- 4 – 29 July
Designing learning campaigns and challenges
4-week online workshop that considers how to design learning campaigns and challenges.
- 1 – 26 August
Organising modern learning & networking events
4-week online workshop that looks at how to organise different types of in-person learning and networking events.
If you would like an introduction to all these areas in one place, then you might like to take part in my 2nd L&D Challenge running …
- 16 May – 5 August
L&D SUMMER CHALLENGE
This 12 week online challenge will help L&D professionals extend their own personal learning skills in order to (b) support learning in the modern workplace.
Latest posts by Jane Hart (see all)
- Why is Twitter no longer No 1 on the Top Tools for Learning list? - 18 October 2016
- The Top 200 Tools for Learning 2016 is announced - 3 October 2016
- Jane’s Top 10 Tools for Learning 2016 - 18 September 2016