The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Managing Learning in Times of Change".

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Managing Learning in Times of Change
Change Management
MTL Course Topics
Managing Learning in Times of Change
CHANGE MANAGEMENT

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Managing Learning in Times of Change
Change Management
MTL Course Topics
The Course Topics series from Manage Train Learn is a large collection of topics that will help you as a learner
to quickly and easily master a range of skills in your everyday working life and life outside work. If you are a
trainer, they are perfect for adding to your classroom courses and online learning plans.
COURSE TOPICS FROM MTL
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Managing Learning in Times of Change
Change Management
MTL Course Topics
ARE YOU READY?
OK, LET’S START!

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Managing Learning in Times of Change
Change Management
MTL Course Topics
INTRODUCTION
Learning is at the heart of managing change. Learning not
only equips us with the skills to cope with new situations, it
also creates the right mindset to approach change. In
learning, we let go of old ways in favour of new. We adopt
attitudes of curiosity, enquiry and experimentation in place
of attitudes of complacency and "I-know-it-all". Learning
teaches us how to be patient, how to set goals, how to learn
from everyday experiences, including our jobs. And in
continuous learning, we become masters of continuous
change.

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Managing Learning in Times of Change
Change Management
MTL Course Topics
LEARNING AND CHANGE
Learning is the point of contact between ourselves and
change.
In stable cultures, people don't like to be called learners. It
implies that they lack competence and skills. In unstable
cultures, however, a totally opposite view prevails. Learning
is the route through unmapped territory; it is the passport
to survival.
Learning does three important things...
1. it provides us with the skills and knowledge needed to
learn new methods, new technologies, new procedures
2. it encourages us to explore and discover. Through
learning we develop the essential qualities that can take us
through change: enthusiasm, curiosity and creativity.
3. it creates the right mind-set for coming to terms with
change, because like change itself, it never ends.

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Managing Learning in Times of Change
Change Management
MTL Course Topics
CHAMPIONS OF LEARNING
Being able to maximise all the opportunities we have to
learn is the surest way to become a champion of learning as
well as a champion of change.
There are innumerable ways to learn. These are eight of the
most important...
1. keep your personal wheel of learning moving
2. remind yourself of the benefits of learning
3. turn your workplace into a learning organisation
4. become a lifelong learner
5. be an in-the-job learner and an out-of-the-job learner
6. learn informally; practise anarchic learning
7. learn from mistakes
8. learn from others.
"In times of drastic change it is the learners who inherit the
future. The learned usually find themselves equipped to live
in a world that no longer exists." (Eric Hoffer)

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Managing Learning in Times of Change
Change Management
MTL Course Topics
THE NEED FOR LEARNING
Not so long ago, it used to be that leaders led other leaders,
managers led other managers, and experienced people led
the inexperienced. We were told what to do, then we told
other people what to do and they told others somewhere.
Now things have dramatically changed, particularly with the
young who are the future of work. You can no longer wish
to turn the clock back and say, “I don’t want to think about
it. I don’t want to lose my old skills and learn new ones. I
just want everything to be like it was.”
Nathaniel Branden in his book, “Self-Esteem at Work”, says,
“We now live in a global economy characterized by rapid
change, accelerating breakthroughs, and an unprecedented
level of competitiveness. These developments create
demands for higher levels of education and training than
were required from previous generations.”
Today, the top-down silo has been replaced by an intricate
but wonderful kaleidoscope of change.

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Change Management
MTL Course Topics
THE LEARNING WHEEL
The Personal Learning Wheel is a model of how we learn
from experience.
The wheel has four spokes:
1. Questions. All learning starts with questions about
ourselves, such as "What do I want to do with my life?"
"What do I need to do this job?"
2. Theory. The second spoke on the wheel seeks answers to
our questions from existing knowledge. These theories may
start as "I wonder if..." or "I suppose I could..."
3. Testing. The third spoke on the wheel tests our theories,
first in our heads and finally in reality.
4. Reflection. After we test our theories, we reflect on what
happened and what meaning to give it. This is where
learning takes place.
It is easy to get stuck at any point on the learning wheel. To
keep the wheel moving, we need a clear view of where we
are going and the stimulus of change.

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Managing Learning in Times of Change
Change Management
MTL Course Topics
CONTINUOUS LEARNING
There are a wide range of benefits which come from being a
continuous learner...
1. learning keeps you up-to-date with know-how,
knowledge and skills and so enhances your job and
career prospects
2. learning makes boring jobs interesting
3. learning makes you more interesting because you are
more open to experience
4. learning increases your options; it enables you to make
choices and not have them made for you
5. learning can be enjoyable and fun as you see
connections and marvel at new discoveries
6. learning makes you familiar with some of the qualities
that help you cope with change: frustration,
apprehension, confusion, inadequacy
7. learning teaches you humility when you fail and
confidence when you succeed.

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Managing Learning in Times of Change
Change Management
MTL Course Topics
LEARNING ORGANISATIONS
According to Fortune magazine, the successful organisation
of the future will be "something called a learning
organisation.“
A learning organisation is one in which...
1. every employee is actively engaged in personal
development in and out of the job
2. people accept the notion of lifelong learning
3. a range of activities are taking place which help people
to learn new skills
4. people ask others for help and get it
5. people listen to one another
6. everyone is working towards personal achievement
goals
7. nobody says: "I know it all" or "I'm better than you"
8. nobody holds back on any information which they think
others can use
9. people accept change as the norm.

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Managing Learning in Times of Change
Change Management
MTL Course Topics
IN LEARNING MODE
The traditional concept of the learner in the classroom no
longer holds true in the learning organisation. Learning is
not restricted to one method, one place or one time. It can
be done to us or by us, from us or through us.
We can get into learning mode in many ways, for example, if
we are willing...
1. to improve the way we work by gathering tips, knacks
and habits from others
2. to talk to interesting people and listen to them
3. to watch skilled people and observe the tricks of their
trade
4. to seek out someone who can act as a mentor to us
5. to read more, watch interesting television programmes,
get on the Net, enrol in an evening class
6. to volunteer for community work
7. to teach someone else something we're interested in
8. to learn a new skill that has nothing to do with our job.

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Change Management
MTL Course Topics
IN-THE-JOB LEARNING
In-the-job learning is learning that is part and parcel of the
job. Unlike learning that takes place away from the job, such
as an off-the-job seminar or a college course, or a break
from the job to review it, in-the-job learning comes from
actually doing the job. We learn about it by setting learning
objectives based on what we do, thinking about what
results and drawing conclusions from it.
For example, a sales rep's personal objectives could be
stated as: "to achieve monthly sales targets". That's work.
But, state them as: "to understand how targets contribute
to the regional plan; assess trends; analyse purchase
patterns; monitor service levels; identify customer-
perceived success factors" and that's learning.

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Change Management
MTL Course Topics
OUT-OF-THE-JOB LEARNING
After the privatisation of the UK water industry in 1989,
profound cultural changes took place in many of the water
companies. In Anglian Water, the culture change was aided
by an "out-of-the job" learning programme called "executive
stretch".
This programme aimed to promote a learning culture in the
organisation by stretching employees outside their
immediate jobs. Typically, groups of up to eight people
would form project groups with the aim of extending their
knowledge to areas outside the job. The programmes were
called "transformation journeys" and the plans were called
"travellers' briefs".
Examples of briefs included a collaboration with the
University of Lincoln to run a MSc in water management;
and an expedition to develop ways of running electricity to
remote sewage works using windmills.

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Managing Learning in Times of Change
Change Management
MTL Course Topics
INFORMAL LEARNING
In a study conducted by the Campaign for Learning, most
working adults report that they learn in many ways other
than the formal training course. These constitute the
informal learning that goes on all the time and includes:
learning from books, newspapers, magazines, articles;
learning from the television; learning tips from colleagues;
learning by trial and error.
Almost half of those in the survey said the workplace is the
strongest influence on their learning. Three quarters said
they would prefer a job that offered them learning
opportunities rather than one that didn’t.
"Those who are always learning are those who can ride the
waves of change. They see a changing world as full of
opportunities. They are the enthusiasts of new ways, forms
and ideas. If you want to be in control of your change,
learn." (Charles Handy)

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Change Management
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LEARNING FROM MISTAKES
One of the best ways to learn is from mistakes.
Few successful teams achieve their goals without making
some mistakes. It is what they learn from them that turns
the mistakes into valuable lessons.
Michael Pearn, Chris Mulrooney and Tom Payne in their
book "Ending the Blame Culture" say there are eight ways to
learn from mistakes.
They are:
1. explore what happened don't judge it
2. remain calm instead of getting emotional
3. find out what actually happened instead of reacting to
what you think happened
4. focus on faulty processes not faulty people
5. provide support instead of finding fault
6. concentrate on causes instead of effects
7. assume an attitude of learning instead of guilt
8. see the mistake as part of a wider learning process, not
something to be avoided.

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Change Management
MTL Course Topics
ANARCHIC LEARNING
Anarchic learning is learning that can take place anywhere,
anyhow and at any time. In anarchic learning, learning
doesn't have to be in the traditional manner from teacher to
pupil; it can be sideways, bottom-up (you can learn from
children), informal, unexpected, opportunistic.
Dunchurch Management College is the learning centre for
GEC, the engineering giant. They have embraced a climate
of anarchic learning using some of the following methods...
1. volunteer improvement groups which study how the
business can learn
2. mentoring, partnership and shadowing schemes
3. virtual learning centres based on the Internet
4. process mapping in which people learn how to make
visual representations of their jobs
5. a learning table at lunch; a learning notice board.

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Change Management
MTL Course Topics
LEARNING FROM OTHERS
The intellectual capital of organisations is an invisible but
crucial asset. It is all the knowledge that the organisation
has accumulated, stored in what people know and can do.
While some of it is unrecorded, the vast majority of this
treasure is in people's heads.
Accessing this information has hitherto been impossible:
knowledge was power and protected jealously. Even if
people were willing to share, the means would make the
effort impractical. Today, however, with the aid of electronic
databases, intranets and the work of knowledge managers,
organisations are beginning to realise the wealth they
possess. Learning from others may become the most
important feature of the learning organisation.
"Trying to identify and manage knowledge assets is like
trying to fish bare-handed - it can be damnably elusive."
(Thomas Stewart)

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Change Management
MTL Course Topics
TO LEARN IS TO CHANGE
Steve Chandler and Scott Richardson, in their
book, “100 Ways to Motivate Others”, tell the
story of one of their clients who needed to
change the way her staff handled their
customers. “They don’t ask enough questions,
or get interested in their lives, or find out areas
where we might have another product or
service that would help them. They are just
order-takers.” Christina said.
Steve and Scott asked what Christina had done
to change her team. First, she sent them an
email telling them what she wanted but it went
down like a lead balloon. Then she tried to get
her team leaders to pass the message down but
still nothing changed. Finally, she had asked HR
to arrange a course but she was still waiting for
that to happen. That’s why she had called up
Steve and Scott.
Steve and Scott had a simple answer: why don’t
you show them yourself? And that’s what she
did. She spent time sitting with her team on the
phone demonstrating the steps she wanted
them to take and using their own individual
warmth and personalities. It was easy, quick,
and straightforward. Overnight, the staff
changed their approach by a simple act of
learning what was needed.

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Change Management
MTL Course Topics
THAT’S
IT!
WELL DONE!

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Change Management
MTL Course Topics
THANK YOU
This has been a Slide Topic from Manage Train Learn