Modern Workplace Learning means building and supporting a continuous learning culture. Let’s review what that means
- It doesn’t mean continuously taking courses – although studying can be part of an individual’s personal and professional continuous learning strategy.
- It doesn’t mean continuously training people – although training may well be part of of an organisation’s continuous L&D strategy.
It means everyone constantly acquiring new knowledge and skills in many different ways – both planned and unplanned, formal and informal, at work and outside work.
Continuous learning therefore requires a new organisational learning mindset – one where LEARNING is not defined purely as a traditional training/educational activity, but in terms of the 4 D’s: DIDACTICS (being taught); DISCOVERY (finding out for oneself), DISCOURSE (interacting with others) and DOING (having experiences).
Continuous learning therefore requires a new organisational learning culture, where
- individuals take responsibility for their own continuous self-improvement, learning and development to stay relevant in their jobs – and not rely on being spoon fed by their organisations
- where managers take (much more) responsibility for the growth and development of their people in their daily working lives – and not just pass this off to their L&D department
- where L&D teams build, enable and support this new organisational learning culture – after all they can no longer provide everything everyone needs to do their job and prepare them and the organisation for the future – and in doing so establish a new relationship with the business as summarised on the graphic below
L&D work can be broken down into 2 main areas:
- providing modern training (where appropriate) – by creating and curating resources, events and experiences, for people to make use; and
- supporting modern learning – working with individuals and their managers to help them learn from their daily work as well as through planned self-learning
Whilst some L&D teams will be content to simply tweak the traditional training model by providing modern training, other L&D teams will want to go further than this and build and support the modern learning skills necessary for their people to become self-reliant and take charge of their own self-learning. It is this part of the work that that will make the real difference in organisations.
What do you think will be the different skills required for L&D to provide modern training and support modern learning?
Last updated: July 29, 2019 at 10:13 am