Book

This new book is currently being finalised construction. The first section is FREE to view online, but you will need to be a registered user to view the other online sections.

You can purchase access to the online version now and the PDF version when it becomes available later this year.

For discussion around the content, please join one of the supporting workshops.


INTRODUCTION

1 – Understand the modern workplace – FREE to view
In this introductory section we look at how work is changing, how employees are changing, and why this means there is a need for a new approach to workplace learning.

2 – Build a continuous learning culture in the organisation
In this section we look at how to build a continuous learning culture (or mindset) in your organisation, by working with senior and line managers as well as individuals themselves.

A – PROMOTE CONTINUOUS LEARNING IN THE WORKPLACE

EMPOWER INDEPENDENT CONTINUOUS LEARNING AT WORK

3 – Help individuals organise and manage their own daily learning
In this section we offer some general guidance on how to help individuals organise and manage their own personal and professional daily learning.

4 – Help individuals learn something new everyday by themselves
In this section we consider a number ways that you might advise an individual to learn something new by themselves – in 20-30 minutes every day on the Web, and at little or no cost. They won’t have to do all of them, but the aim will be to help them find something (or some things) they can do daily that will be of value to them.

5 – Help individuals learn periodically for themselves
In this section we consider a number ways that you might advise individuals to learn something independently (albeit irregularly) for a more concerted learning experience of at least an hour – outside of the organisation. Many of these are fairly traditional ways of learning, so they should be used to supplement an individual’s daily learning rather than be relied upon entirely.

ADOPT CONTINUOUS PROFESSIONAL SELF-DEVELOPMENT AS AN ORGANISATIONAL LEARNING STRATEGY

6 – Adopt a formal process of professional self-development
In this section we consider a formal process of professional self-development whereby everyone takes responsibility for their own self-improvement and development in order to help build a culture of continuous learning in the organisation.

B – SUPPORT CONTINUOUS IMPROVEMENT AT WORK

Support learning from the daily work

7 – Help managers enable learning as part of daily work
In this section we consider how managers hold the key to a continuous learning culture and how to help them enable and support learning as an integral part of daily work.

8 – Help individuals learn from their daily work
In this section we consider how to help individuals get the most out of their daily work experiences.

9 – Help managers support reflective practices at work
In this section we consider how to help managers enable and support both individual and collective reflection in the workplace.

10 – Help managers develop their own people
In this section we consider how to help develop their team members without resorting to a traditional course or training session.

Support knowledge sharing at work

11 – Help managers build a knowledge sharing culture
In this section we consider the general principles of knowledge sharing underpinned by the use of social technologies.

12 – Help teams and groups make use of a collaboration platform

Help solve performance problems

13 – Provide a performance improvement consulting service
In this section we consider how you can help a manager to understand and address a performance problem in his/her team, and identify the best way(s) to solve it through a process of performance improvement consulting.

C – CREATE MODERN CONTENT, EVENTS AND EXPERIENCES

Provide continuous learning opportunities

14 – Create and curate a flow of daily micro-content
In this section we consider how you might curate or create a flow of daily micro-content (aka micro-learning), and how you might deliver this in a variety of formats.

15 – Create and curate a schedule of events and activities
In this section we look at how you might coordinate a schedule of live events and activities in a variety of formats for a specific team or group of for the organisation as a whole.

Create modern training and performance support

16 – Create modern online resources
In this section we look at how to create modern online resources in a variety of formats suitable for the modern workplace and workforce.

17 – Offer new approaches to classroom training
In this section we will consider the issues involved with current classroom training practices and how you might offer some new approaches in – and instead of – the classroom.

18 – Support modern experiential learning
In this section we consider the concept of experiential learning and focus on ways to provide modern experiential learning experiences through games, simulations and immersive technologies.

19 – Facilitate modern social learning experiences
In this section we consider the concept of social learning and how to enable, facilitate and support a variety of formal and informal social learning experiences.

20 – Run modern learning campaigns
In this section we consider a modern blended training approach known as a learning campaign, and provide guidance for the design and delivery of your own learning campaign.

TOOLS GUIDES

Quick Guides
These Quick Guides provide support for the use of some of the tools mentioned in the pages of this resource.