This is a page of the first FREE section of the MWL 2021 resource. You can purchase access to the full resource HERE
What do the results of these 3 surveys tell us about a new approach to workplace learning. Let’s review them here. We’ve identified that …
- that people learn in a number of different ways (not just through training or studying): 34% from DISCOVERY, 31% from DOING, 21% from DISCOURSE and 14% from DIDACTICS
- that people learn most frequently (daily/weekly) from DISCOVERY, DISCOURSE and DOING, and less frequently (monthly/quarterly/yearly) from DIDACTICS
- that people value what they learn from DISCOVERY, DISCOURSE and DOING more than they learn from DIDACTICS.
This is plotted on the diagram below where the numbers represent the value rankings. As can be seen frequency of learning does have a high correlation with value.
It is clear that DIDACTICS are the least frequent AND the least valued ways of learning – and yet the role of the L&D function mostly focuses entirely on this approach to learning.
A new approach to workplace learning needs to enable and supports all the ways of learning – particularly the most valued and most frequent learning activities. This is the approach that Modern Workplace Learning takes, and it falls into 3 key threads of work
- Promoting continuous self-learning and self-development that empowers people to do much more for themselves in the ways that suit them best.
- Supporting continuous learning from the work that ensures that people get the most out of their work and that work-based learning experiences don’t go to waste
- Providing modern training that is more reflective of the ways people prefer to learn and is integrated as much as possible in the workflow – rather than taking place in a separate “learning” time and space.
These 3 areas are shown on the diagram below.
What do these 3 strands mean in practice for 2021?