Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

L&d in the workplace today

A short presentation on the key skills required by L&D and the changing face of workplace learning today.

  • Login to see the comments

L&d in the workplace today

  1. 1. Re-imagining workplace learning
  2. 2. RossDawson’s Framework
  3. 3. Paradigm Shifts Past Present/Future Employee as an individual Employee as a connected node Employee trained by experts Employee learns from peers, networks SMEs within the organization SMEs anywhere – within & without Training was location specific Learning is location agnostic Just-in-case learning/training Just-in-time performance support Yearly feedback cycles Instant feedback required Jobs for life Life of jobs and projects Career as a ladder Career as a jungle gym L&D managed learning/training L&D MUST facilitate learning/training
  4. 4. New Paradigms Share is the new save Open is the new Social Everyone is the new HiPo Learning is the new Efficiency The Edge is the new Core Giving is the newTaking The Individual is the new Institution Adapt is the new Adopt Media is the new Brand Reference:Jonathan Anthony
  5. 5. Key Skills Problem solving Analytical thinking Pattern sensing Meaning making Networking Exception handling
  6. 6. What can L&D Do? Have an enterprise collaboration platform Facilitate “working out loud” Be a connector Design micro- learning bytes Encourage user- generated content Enlist advocates and champions Foster conversations around courses Talk to business continuously
  7. 7. Five Skills for the Future L&D Learning agility Community management / facilitation Social media use Facilitating self-driven learning Building L&D CoPs
  8. 8. #1: Learning Agility Innovating: • They are not afraid to challenge the status quo. Performing: • They remain calm in the face of difficulty. Reflecting: • They take time to reflect on their experiences. Risking: • They purposefully put themselves in challenging situations. No Defending: • They are simply open to learning and resist the temptation to become defensive in the face of adversity. http://www.ccl.org/Leadership/pdf/research/LearningAgility.pdf
  9. 9. #2: Community Management Create Key Groups Define Objectives Seed with Content Design Information Architecture Have a dedicated Community Facilitator •Who will the users be? Where are they? What are the burning needs and issues? Why shd they collaborate? Talk to key advocates and members •Will the users mainly consume content? Will they primarily use the group for discussions? How will joining the group help them? Define the purpose •How do the users currently communicate? How might this impact their participation? How much change will the “new way of learning” bring? Explore current communication channels
  10. 10. #3: Social Media Use Begin with a tool Follow people Ask questions Share links Work out loud Participate Solve problems Have fun!
  11. 11. #4: Self-Driven Learning Facilitate exploratory, self- directed learning Support cross- functional knowledge and skill sharing / learning Foster meta- learning skills through collaboration Enable personal knowledge management (PKM) Facilitate dialogue, discussion and user-generated content
  12. 12. #5:L&DCoP
  13. 13. http://idreflections.blogspot.in/ https://twitter.com/sahana2802 in.linkedin.com/in/sahana2802/ http://in.pinterest.com/sahana2802/ About Me
  14. 14. Thank You! Let’s keep collaborating and sharing and learning…

×