“Tell me and I forget, teach me and I may remember, involve me and I learn.”
– Benjamin Franklin
The Promise of Learning and Development in Professional Environments
“Learning never ends.” -Mikelle Barberi-Weil
#FamousQuotes
Types of Learning at Work:
a) Informal learning.
Look around….the wisdom is in the room. Similar to an osmosis state and the opposite of formal learning, professionals learn from their peers in natural and impromptu ways. Creativity is fed through this type of informal learning.
c) Blended learning.
Considered to be an '“e-Learning sandwich.” Learning and development teams have learned to support professionals at work through a range of sources and activities. Information is delivered, applied, and reflected upon.
b) 70:20:10
Learning in professional environments is context dependant. Learning happens through challenging experiences, complex conversations, and through contemplative after-action reviews.
70%: experiential ——>20%: collaborative——>10%: formal
d) Continuous learning.
Intentional and structured, the continuous learning model aims to provide routine learning opportunities to professionals in an on-going effort. Learning and development teams foster the progression of continual learning and improvement.
Revisiting the schoolroom assumption.
As we have discovered, learning takes place in both formal and informal settings and continues into professional environments through L&D support. The assumption is that learning must take place in a classroom, however, Bob Mosher and Conrad Gottfredson contend that no matter where the learning takes place, learning must be delivered through a course. The learning occurs in these five moments of learning:
When people learn something for the first time (New).
When people expand what they have learned (More).
When they need to act upon what they have learned (Apply)
When problems arise (Solve).
When people need to learn a new way of doing something, which requires them to change skills and ingrained practices (Change).
#LearnersForLife #LearningAtWork #Constructivist #Collaborativist #L&D
The demand for learning technologies.
The main driver for a heightened demand in learning technology is a result of the change in the world of work. Human capital and the intangible assets that makeup over 75 % of the GDP (Gross Domestic Product) is what constitutes an organization’s greatest value. Historically, the aftermath of any significant world event such as WWII or 9/11threatened economies because manufacturing was the main GDP driver. The differentiator…strong economies and companies have a direct link to the resilience of human beings. The more highly skilled and developed your team, the more effective, scalable, and fast your organization will be when it’s time to adapt.
#DevelopYourPeople #Forecasting #InnovativeLeadership #Upskill #ComputerizationThreat
Additional resources & Information: