Engaging change
Dave Briggs
Community Evangelist
www.learningpool.com
dave@learningpool.com
www.davepress.net
@davebriggs
What I do
• Think
• Write
• and
• Talk
The internet and the cuts.
Searching for relevance.
Because: ‘If you don’t like change, you’ll like
irrelevance even less’.
News
Music
TV
The question is not ‘how does the internet
change the way we do things?’
It’s ‘how does the internet change the
purpose of what we do?’
Add in the cuts.
Everyone must justify what they are doing in
terms of actual outcomes.
In other words, in an age of instant
publishing, limitless availability of content
and always-on connectivity...
...and where funding will be cut wherever it
can’t be justified...
...how do learning and development folk
remain relevant?
It’s all about positioning.
Budget cuts mean organisational redesign
which means change on a massive scale.
Everyone says the hardest thing about
change is engaging staff.
(And in this context, we mean the poor
saps who are left.)
Learning and development should be
positioned as being the main enabler of
organisation-wide change.
You have the tools with which staff can be
informed and engaged with the vision of
change on a massive scale.
Because traditional internal comms just
doesn’t cut it anymore.
(It’s mostly irrelevant.)
E-learning style content.
Videos and podcasts.
Live web chats.
Discussion forums.
A vital channel for messages to be
distributed in the format that suits the
recipient.
Most importantly, the ability for staff to
query and clarify in a safe environment.
After all, the last thing you want is for staff to
be grumbling on Facebook.
As ever, Learning Pool is here to help!
We’ll be sending you a copy (whether you
like it or not).
Talk to your learning consultant about how
you can put together modules and
interactive elements to create a change
‘hub’ ...
Or if you’d like some help from me and
Breda, just get in touch!
dave@learningpool.com
breda@learningpool.com
Engaging Change
Engaging Change
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Engaging Change

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Presentation to Learning Pool 'Hit the North' event in Sheffield in November 2010. All about how L&D folk should see organisational change as an opportunity to position themselves as the best channel for internal comms and cultural change messages using social tech.

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Engaging Change

  1. 1. Engaging change Dave Briggs Community Evangelist www.learningpool.com
  2. 2. dave@learningpool.com www.davepress.net @davebriggs
  3. 3. What I do • Think • Write • and • Talk
  4. 4. The internet and the cuts.
  5. 5. Searching for relevance.
  6. 6. Because: ‘If you don’t like change, you’ll like irrelevance even less’.
  7. 7. News Music TV
  8. 8. The question is not ‘how does the internet change the way we do things?’
  9. 9. It’s ‘how does the internet change the purpose of what we do?’
  10. 10. Add in the cuts.
  11. 11. Everyone must justify what they are doing in terms of actual outcomes.
  12. 12. In other words, in an age of instant publishing, limitless availability of content and always-on connectivity...
  13. 13. ...and where funding will be cut wherever it can’t be justified...
  14. 14. ...how do learning and development folk remain relevant?
  15. 15. It’s all about positioning.
  16. 16. Budget cuts mean organisational redesign which means change on a massive scale.
  17. 17. Everyone says the hardest thing about change is engaging staff.
  18. 18. (And in this context, we mean the poor saps who are left.)
  19. 19. Learning and development should be positioned as being the main enabler of organisation-wide change.
  20. 20. You have the tools with which staff can be informed and engaged with the vision of change on a massive scale.
  21. 21. Because traditional internal comms just doesn’t cut it anymore. (It’s mostly irrelevant.)
  22. 22. E-learning style content.
  23. 23. Videos and podcasts.
  24. 24. Live web chats.
  25. 25. Discussion forums.
  26. 26. A vital channel for messages to be distributed in the format that suits the recipient.
  27. 27. Most importantly, the ability for staff to query and clarify in a safe environment.
  28. 28. After all, the last thing you want is for staff to be grumbling on Facebook.
  29. 29. As ever, Learning Pool is here to help!
  30. 30. We’ll be sending you a copy (whether you like it or not).
  31. 31. Talk to your learning consultant about how you can put together modules and interactive elements to create a change ‘hub’ on your DLE.
  32. 32. Or if you’d like some help from me and Breda, just get in touch!
  33. 33. dave@learningpool.com breda@learningpool.com

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