One of the challenges facing many L&D departments is the need to understand what’s happening across the L&D landscape. There is a lot of rhetoric about how L&D is changing and moving towards self-directed learning, social learning and collaborative learning, as well as traditional learning solutions like courses, workshops and e-learning.
How can we best support those L&D teams, managers and consultants who don’t know what a lot of this stuff looks like, who aren’t sure how to implement their ideas, and need practical guidance on what to do to modernise their learning solutions?
Modern learning theories like the 70:20:10 model, collaborative learning, and social learning have given us new understanding of how learning takes place at work, how technology can be used to enable learning in very easy and efficient ways and that there are a now a number of options to consider when it comes to designing a learning solution which extends beyond traditional approaches to learning solutions.
I’ve had the fortune of being plugged into the conversations and forums where people actively discuss the above, and share their learnings on how things get done. It’s given me the strength of belief and conviction to try these things out for myself and see how effective they are.
– When I see how using dialogic based facilitation in workshops and courses I see how people become far more engaged in their learning experience and are willing to challenge their thinking as well as others in a safe environment.
– When I have implemented a collaborative learning platform, I see how people are willing to add content, share content, engage in discussions and develop their skills and knowledge.
– When I have given subject matter experts clear criteria on how to develop effective e-learning, I see how they make the content more engaging, relevant and useful for users.
– When I have held open mic presentations for internal knowledge sharing, I see how people from a range of departments attend the session to hear about a topic they may not normally have the opportunity to know about.
– When I’ve partnered with an external supplier on leadership content, I see how they provide expertise on creating engaging learning environments that my leaders can access when they want, how they want, and access a range of useful content.
These are examples of learning solutions that I advocate as being part of what I call Holistic Learning Solutions. If you want to talk to me more about how you can design learning solutions for your organisations that are modern and holistic, get in touch.