Everything is there on the internet, but how can L&D specialists contribute to make learning within organizations effective and efficient?

1. Enterprise learning in the 21st century
Brigit Calame, Learning & Development

2. Fundamental paradigm shift
Knowledge = power Sharing knowledge = connection
Power = growth Connection = growth

3. Trending topics in L&D
Social Learning
Flipping /skipping MOOC’s
the classroom
Social LMS
Facilitating employees to direct their own learning process:
“Everything is there on the internet”

4. L&D challenge
Have employees tap into the right streams of
knowledge and connections
efficiently and
effectively

5. How?
1. Distinguish between types of
learning
2. Determine strategy per type of
learning
3. Do it and above all:
WALK YOUR TALK!!
(so work on your Klout score….)

6. 1: Distinguish between types of learning
Fit to the job
Blended learning to a known schedule and curriculum,
Building skills and knowledge for the job
partly self-directed
Solving immediate issues
Answering existing immediate issues with impact on business Learning is immediate and short (just in time)
performance
Fully self-directed
Innovation-driven
Co-creation of knowledge, skills from personal (learning) Learning is ongoing process, partly serendipitous
network, inside and outside the organization Fully self-directed

7. Relationship learning types and
five moments of learning needs
Solving
immediate
issues
More Solve Innovation-
driven
New Change
Apply

8. 2. Determine strategy per learning type
 Fit for the job learning
 Developing and managing structured blended learning
programmes (incl. flipping the classroom) challenges: creating
common ground on
 Enriched by possibilities of social LMS what learning is &
(self-directed learning) transfer to the
 L&D as ambassadors (walk the talk) workplace
 Sharing knowledge is power; sharing = connection = growth
 Filtering and curating content
 Enhance transfer to workplace by:
 Developing programmes with business performance goals in mind
 Addressing aspects which hinder business performance but are not
within L&D scope (L&D transforming into performance consulting)
 Mentoring/coaching/peer-to-peer learning on the job (transfer)
 Creating possibilities for instant feedback on progress by clever use of
technology (e.g. mobile app which connects
learner, mentor/coach, manager any where, any time)

9. challenges:
paradigm shift;
 Solving immediate issues learning dare to share
 L&D as ambassadors (walk the talk)
 Sharing knowledge is power; sharing = connection = growth
 Starting, entering and contributing to conversations on
social collaboration platform (SCP)
 Providing accurate resources and experts on SCP
 Filtering and content curation

10. challenge: tap
into the right
 Innovation-driven learning stream(s) and
manage streams
 L&D as ambassadors (walk the talk)
 Sharing knowledge = power; sharing = connection = growth
 Providing instruction on how to build Personal
Learning Networks and manage learning streams
 Taking lead in creating twitter lists of who to follow
 Providing Youtube channels on trending topics
 Filtering and content curation
 Innovation-driven learning is apt for certain
functions/roles within the organization

11. Future developments
 Learning primarily self-directed, made possible by
intelligent tracking and tracing (e.g. Experience API)
and intelligent recommending
 Social LMS develops into personal learning
solutions/portal (integration with
LinkedIn, Facebook, Twitter?), managed by the
individual, not the enterprise. Possibility to export
relevant data to the company you work for at a
particular moment in time.

12. Work in progress
Our potential of knowledge creation is infinite!
I hope you want to tap into the stream and share your
ideas on making enterprise learning 21st century proof!
Brigit Calame
@calame_tweet
nl.linkedin.com/in/brigitcalame/