Take a look at my blog post HERE.
For many, many years now the role of the L&D department has been to take charge of what and how people learn in the organisation. They create the content, deliver it to the people (in a classroom or via computer) and manage the outcomes. However, things are changing. Many people now make use of online tools and services to address their own learning and performance problems quickly and easily. As a consequence, key features of this new approach to learning are that it is autonomous, small/short, continuous, on demand, social and takes place anywhere on any device.
This independent approach to learning is either viewed as inconsequential by the L&D department, or as a threat to the work they do. However, rather than being incompatible, these two streams are actually complementary learning forces. They are interconnected and interdependent and they interrelate and support - rather than conflict - with one another. We might even refer to them as the yin and yang of modern workplace learning!
In other words rather than dismissing these new approaches to learning, we might ask these two questions?
(1) involves a re-focus from building new content to building new skills and helping individuals and teams develop independent modern learning strategies to learn for themselves, and "bring the outside in", i.e. introduce new ideas, new thinking and new resources into their organisation.
(2) involves modernising existing face-to-face and online training approaches, to bring them inline with the new ways that people are learning - essentially by considering these questions.
Find out more at 20 ideas to modernise workplace learning.
If you are interested in updating your organisation's approach to workplace learning, and don't want to start a revolution, but rather prefer to introduce change gradually, why not join the Modernise Workplace Learning Online Symposium, which is taking place from 19 May for 4 weeks.
Now closed, find out more about the resources available at 20 ideas to modernise workplace learning.
Every day I share links to great blog posts and articles I find on Twitter. I'm very discriminating in that I don't just share everything I come across, but only share things that say something new or different about the current or future state of learning in the workplace or education.
At the end of the month I aggregate these links in my 2014 Reading List and review them, selecting my MUST READs for the month. If you've not got enough time to read all of the ones I've bookmarked, just go for the "must reads".
In my last post I wrote how for many people the way to move their organisation from outdated, traditional training practices towards modern approaches to learning was not to take the “big bang” approach but make small, incremental changes.
In this post I want to look at what that means by first considering the disconnect between current (face-to-face and online) training practices and the way many are now learning.
At the Centre for Learning and Performance Technologies (C4LPT) I've provided a variety of free resources for many years now on workplace trends, technologies and tools - notably the Directory of Learning Tools and the Top 100 Tools for Learning lists.
But I also produce a number of low cost professional development resources, which includes my recent Social Learning Handbook 2014 as well as a range of workshop and learning materials on new approaches to workplace learning.
Many of these learning resources and materials have previously been scattered around the Internet on different websites that I own, but I have now aggregated them in The Learning Store on the main C4LPT site, and I will be adding more items in due course.
Come and take a look.
The 8th annual survey is now open to find the Top 100 Tools for Learning 2014
A learning tool is defined as any software or online tool or service that you use either for your own personal or professional learning, for teaching or training, or for creating e-learning solutions.
This annual list of learning tools has become very popular as it has been compiled from the contributions of learning professionals worldwide.
The Top 100 Tools for Learning list has also appeared in the KCPB Internet Trends 2013 slideset (viewed nearly 3 million times).
Compiling this list every year has also become a useful longitudinal study of how the way people learn is changing, e.g. see The Web is 25 years old today, so how has it changed the way we learn
Please share your own favourite tools for learning. For voting guidance and a voting form (you can remain anonymous if you wish), please visit the Vote for the Top 100 Tools for Learning 2014 page.
Public online workshop runs: 5 May - 6 June 2014
About the Workshop
The Networked Age demands a new set of learning skills and tools. In this fast moving age, it is no longer just about acquiring existing knowledge and skills in formal courses but “learning the new" - that is continuously discovering new ideas, new thinking and new resources relevant to your industry and profession
Why is "learning the new" important?
Each week of this 5-week online workshop focuses on a different set of skills and tools for "learning the new" (as shown in the diagram on the right and explained briefly below)
Week 1: Growing your professional learning network - A knowledge networker knows a lot of people, so in this first week we look at how to grow your network of colleagues and connections (on diferent social networks and community platforms) as well as review the value that they are bringing you.
Week 2: Building your professional resource base - A knowledgeable networker makes use of a lot of information resources, so in the second week we look at where to discover and search for resources, as well as how to receive a constant drip feed of new ideas and resources from the Web of relevance to you.
Week 3: Knowledge mining (Extracting Learning), Curation & Storage - A knowledgeable networker applies a range of new skills to deal with the immense amount of information s/he encounters. In third week we look at how to filter out the "signal from the noise", evaluate the resources you find, and "join the dots" between random pieces of information in order to extract the learning. We will also look at the range of tools you might use to organise and store what you find - either temporarily or long term, privately or publically.
Week 4: Recording and evidencing learning, Building your professional brand - A knowledgeable networker records what s/he has learned not only as a personal (reflective) activity but also as a way of evidencing his/her learning. In the fourth week we will look at the tools you can use to do this, as well as how to build you personal/professional brand in order to market and promote yourself to prospective employers.
Week 5: Learning out Loud (Sharing the New) - A knowledgeable networker shares what s/he learns with the appropriate people in the appropriate network. In this final week we will look at how to add value to what you share and how to avoid over-sharing.
How the workshop runs Acquiring these new skills takes time and practice; it's about making small incremental changes to the way that you learn. So each week a set of resource pages will be made available which contain advice and guidance, tips and tools, readings, activities and conversation items. You are invited to make use of these resources in the best way that suits you - nothing is compulsory - and share your thoughts and experiences with the group.
The Workshop will be facilitated by Jane Hart, who will be available to answer any questions you might have.
This workshop is suitable for
Anyone who wants to acquire or refine these new learning skills for themselves, or for educators and workplace learning professionlas to consider how to help others (students, employees) to do so too.
To book a place on this Workshop
The introductory price for this 5-week workshop is £79. Click the Buy now button to sign up.