This document provides principles and best practices for developing a learning and development process focused on performance and informal learning. Some key points include: identifying real needs and expected outcomes; using technology to extend memory and support reminding; focusing on performance, not just learning; supporting social and informal learning; integrating learning into workflows; bringing learning to learners; and emphasizing self-directed and on-demand learning over structured training. The goal is to transition from a training culture to one focused on continuous, relevant learning that improves performance.

1. bracing for the
future of L & D
Process
Principles for success
Mindset
Design
Harness informal learning /
Extend Learning into the workflow (70 20 10 model)
Start with identifying the real needs and expected outcomes
Harness technology to extend memory (for the "knowing") & Support "reminding"
Practice
One-on-one mentoring
Providing Experience vs Providing Learning
Moving from Training Culture to Learning Culture
Developing potential, not simply building capability
Focus on performance, not learning
Focus on Performance - "doing"/"making"/"creating" , not "knowing"
Partnership principle
Knowledge without application is useless
Supporting Community/Social learning
Consider performance support (augment memory) that extends into the workflow
Move from Supply-side Thinking to Demand-side thinking
Start small, Think Big, Move Fast
Define & have consensus on the measures of success upfront
Leadership is critical: "transformative change requires strong leadership support"
High value and creative tasks necessitates more informal learning
(less structured form of training) compared to low value, routine task
Work backwards - start with the desired performance,
then decide on the learning and the resources support needed
Integrating the learning into the learners' routines
(work and personal)
"Bringing" learning to learners vs "attracting" learners to the learning
Create the Motivation to learn
Integrate stories and/or conversations
Human learn through conversations, practice & from experts
Design to support the cognitive process of our brain
creating resources in more relevant and flexible ways
[supporting everyday (personal and team) learning]
anytime, anywhere access where possible
capitalise on short "window of learning" periods
in the daily routines of learners
Focus on business outcome/desired impact
Ensure the decision-makers interest is surfaced
70: experience
20: social
10 structured
70 drives the 20 and 10
Learning is at its best when completing a task
The higher the challenge of the task completed
the greater the learning
Embrace the opportunities of self directed learning
/ Encourage & support DIY learning (Pull learning)
at Needs Analysis stage
at Design & development stage
at Implementation stage
Push vs Pull learning
Novices may need more structured learning
(to create in them to state of "Conscious incompetence" &
induct them into state of "Conscious Competence")