“A revolution is a fundamental change in power or organizational structures that takes place in a relatively short period of time.” (Wikipedia)
The Internet has dramatically changed the way we live, and is now changing the way we learn. This new book looks at what is happening and how organisations can support these new ways of learning in the workplace.
As more and more individuals and teams are bypassing L&D departments and addressing their own learning and performance needs by sourcing tools and solutions in powerful new ways, training departments need to re-think their role and approach in the organisation. It’s not going to be about adding on “informal” or “social” or “mobile” into current e-learning approaches, but fundamentally changing the type of service the L&D department provides. This means moving from a focus on organising and managing training to working in close partnership with people managers to enable and support the continuous development and performance improvement of their people through both team collaboration and independent professional learning, as well as helping them to address specific performance problems in the most appropriate way.
Broadening the scope of the L&D function in this way will also help ensure its survival, as training is increasingly outsourced – although it will need to shake off a lot of its traditional thinking, in order to do so. But there are no “one-size-fits-all” or “cookie-cutter” solutions, every organisation is different. So, the purpose of this book is to provide some ideas and suggestions for ways to deal with the challenging and changing situation in your own organisation, in order to enable and support learning in more relevant ways for today’s smart, connected workers.
Last updated: May 11, 2013 at 12:34 pm
PART 1: How the way we learn at work is changing
- The trouble with training
- New trends in workplace learning
- How the smart knowledge worker learns today
- How knowledge workers like to learn
- 5 characteristics of how Knowledge Workers like to learn
- The importance of continuous – or constant – learning and performance improvement
PART 2: New thinking, new doing
- How does your own as well as your organisation’s thinking shape up?
- New thinking; new doing – 10 guidelines for the future
- Why change?
PART 3: Enabling and supporting new ways of learning
- Constant learning and performance improvement
- Addressing performance problems and dealing with mandatory training
- “Joining up” learning and working
© Jane Hart, The Workplace Learning Revolution, 2013