The document discusses the future of learning and development in organizations. It outlines new roles for learning professionals, including content curators, learning architects, and learning consultants. It also describes critical skills like technology expertise, broad networks, and change leadership. Finally, it contrasts the traditional enterprise learning function focused on training specialists with the future state focused on learning specialists who create a learning environment and scaffold frameworks to help employees learn how to learn.

1. T H E F UT UR E O F L E A R N I N G I S H E R E
THE NEW L&D

2. Learning

3. THE NEW LEARNER

4. NEW ROLES
• Content aggregators and curators
• Learning architect
• Cultivate strong learning culture
• Provide framework & conditions for learning
• Build new social learning capabilities
• Manage and support ESN’s
• Support knowledge sharing & collaboration across org.
• Build and model new learning habits
• Information manager
• Build learning communities
• Learning Consultant
• Professional Learning Specialist

5. CRITICAL SKILLS
Professional
Learning
Specialist
Technology expertise Broad networks
PKM
Strategic alignment Resource broker
Community builder
Curiosity
Change leadership

6. THE ENTERPRISE LEARNING FUNCTION
From
• Training Specialist
• Driving ownership of individual learning
• High volume of offerings
• Teaching “what” to learn
• Sage on stage
• Creating knowledge objects
• Packaging content
• Order takers
• Focus on answers
To
• Learning Specialist
• Driving shared ownership to create a learning environment
• Curated relevant choices
• Teaching “how” to learn
• Information manager
• Creating knowledge actions
• Scaffolding frameworks
• Business partners
• Focus on questions

7. Jane Hart, 2014