On the diagrams on the page Why and how modern professionals learn, I showed that modern professionals learn in many different ways and for different reasons. On the diagram below (click image to enlarge), I illustrate how managers and L&D can enable and support these ways of learning in the modern workplace.
Whereas L&D hitherto has focused primarily on designing, delivering and managing intermittent classroom training and e-learning, there is now a need to broaden the scope of their work to support all the ways kinds of learning (as shown above). This essentially involves THREE overlapping streams of L&D activity, which have been colour-coded as follows.
- PROMOTE CONTINUOUS INDEPENDENT LEARNING
- Empower individuals to become independent continuous learners who organise and manage their own continuous self-improvement and self-development
- SUPPORT CONTINUOUS IMPROVEMENT AT WORK
- Help managers grow and develop their teams, help individuals get the most out of their daily work, and help establish a knowledge sharing culture.
- Provide a performance improvement consultancy service (overlap with 3)
- CREATE MODERN CONTENT, EVENTS AND EXPERIENCES
- Curate and create a flow of continuous learning opportunities (overlap with 1)
- Use appropriate and modern formats and delivery methods to create modern training and performance support
In terms of technology to underpin this framework, it means
- empowering people to use their own SELF-SELECTED TOOLS (resources, networks and services) to organise and manage their own learning
- helping teams and groups make good use of a SOCIAL COLLABORATION PLATFORM to underpin their daily work (and learning)
- employing a range of other ENTERPRISE TOOLS to create and curate resources and activities – integrated within the collaboration platform to provide a seamless working and learning environment.
To appreciate the range of technologies underpinning this framework requires a much broader understanding of the term “learning technologies”, which has hitherto focused on the tools and platforms to create, deliver and manage training – like e-learning authoring tools, webinar tools and an LMS.
The LMS has been seen for many years as an essential tool for a Learning & Development department to track and manage their people’s usage of learning. However as there is now a shift towards supporting all kinds of learning in the organisation, the need for an LMS in the modern workplace is being questioned
Last updated: December 10, 2018 at 8:30 am