Preparing for the future of learning

This week’s post comes from #chat2lrn crew member, Judith Christian-Carter B.Ed (Hons), M.Phil, FLPI, Chartered FCIPD. Judith is a Director of Effective Learning Solutions, a UK-based learning services company. You can find her on Twitter @JudithELS

Are you preparing for the future of learning and if so, how?   We all know of L&D people future-of-learning-jlswho stubbornly refuse to let go of what they hold dear, most of it historical and deemed to be safe. Some will say that “if it isn’t broke, then don’t fix it”, but the growing consensus is that L&D is broken and in desperate need of being fixed!  So, just how can it be fixed and how can we prepare for the future of learning? Inspiration for this post comes from an excellent Towards Maturity* report published earlier this year.

The fast changing world of work

Here’s the thing: we live in a world in which new working practices are fast emerging, new technologies are being adopted, flexible working patterns are becoming the norm, people are working in different locations and often in multi-generational teams. The upshot of which means that how, when and where people learn is also changing, which, in turn, leads to a new and different learning landscape. It is this new landscape that requires an accessible, agile and flexible approach to be adopted by all L&D professionals, as only will such an approach ensure that L&D plays a major contribution to the performance and productivity of all organisations.

For most L&D functions small tweaks will not suffice, it is major shifts that are required: “But for these shifts to take place, learning professionals must also address their own knowledge and practice, and to upskill and reskill themselves. They need to make sure they have the skills to listen, observe, question and reflect how learning can best support the delivery of organisational goals. They need to understand where and how learners are learning, and to understand the potential for all the different forms and channels for learning, and when to create and when to curate. They must be role models in the new learning agenda where close alignment to the business operation must be the norm.” (Peter Cheese, CEO of CIPD, 2016). So, what exactly do these “shifts” entail and, even more importantly, how can they be achieved? This is the focus for our chat.

What does L&D need to do?

We need to:

  • let go and move on
  • change our attitudes towards learning
  • ditch all those learning traditions that are downright unhelpful
  • always stay relevant to the needs of our learners
  • become facilitators, creators of network connections, social mentors, curators of knowledge and learning resources.

How can L&D achieve this?

We need to:

  • improve our “business” credibility
  • demonstrate our value, and help people to develop and build the skills they need to do their jobs
  • move to a more customer-activated strategy
  • respond quickly and work fast, and be accountable to our customers
  • demonstrate key behaviours – all based on actions and not just words. 

This is your task, if you will accept it, to join in and discuss these requirements on 20 October, 2016, and let’s see if we can generate ideas for some much needed changes in true #chat2lrn style.

*If you have time, check out:

http://www.towardsmaturity.org/article/2016/05/09/in-focus-preparing-future-learning-2016/

 

Advertisements

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s