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Doris Reeves-Lipscomb

Towards Maturity - 0 views

  • Use Your Towards Maturity Learning Landscape Audit to find out:Your staff's preferences for different types of learning resources or modes of deliveryTheir willingness to use their own technologies and to share their learning with othersHow actively they are using social media and apps in their day-to-day life and workWhat formal learning they are involved with - both inside and outside workTheir views on working online - what works, what doesn’t work, what they find most helpful and what gets in the wayA comparison of the key findings for different groups of staff – managers, job roles, age, experience, location and othersWhen is it useful to conduct a Learning Landscape Audit?When designing new learning and performance solutionsWhen you are setting strategy and agreeing long term business plansWhen allocating resourcesWhen making the business case for changeWhen you need to set a benchmark prior to introducing change
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    This page focuses on the Towards Maturity Learning Landscape Audit (LLA)--survey tool to help businesses understand how their staff learn, both formally and informally. The few bullet points contrast the views of 2,000 randomly selected learners from the private sector with 500 L & D professionals--a wide gap exists with regard to how learners are learning and like to learn with what L & D professionals are doing. For instance, 80% of learners prefer work in collaboration with other team members whereas only 1 in five L & D managers surveyed actively encourage staff to help each other solve problems using social media.
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    excellent points for us to stress in our work, too.
Doris Reeves-Lipscomb

Towards Maturity - Senior L&D Leaders React to the 2014 Benchmark Findings - 0 views

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    Good way to release survey results in "preview" fashion to collect reactions from senior L & D leaders which were then incorporated into the report for final release. Blog post by Levi Phillips on 12/5/14. "We captured some first-time responses from L&D leaders to three simple questions at the event: 1. What caught your attention from the findings presented today? 2. What actions are you taking away from today? 3. What do you think will inspire others in your sector and/or network?"
Doris Reeves-Lipscomb

L&D as Agents of Change | Learning in the Social Workplace - 0 views

  • broader definition of workplace learning;  one that encompasses all learning experiences that take place in the organisation – not just those that are organised and managed by L&D – but ones that happen as a result of individuals and teams working together on a daily basis.
  • “The role has shifted over the years, from leader of a portfolio of training elements to enabler of learning,” he said. “More than anything else, it’s a shift in mindset.”
  • But it’s not a matter of waiting for the change in mindsets to happen before you start your new work; it means starting your new work to bring about this change in mindsets.
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    Jane Hart's blog post (4.13.2015) on how learning happens everywhere in an organization and how L & D needs to support learning wherever it happens.
Doris Reeves-Lipscomb

The L&D world is splitting in two | Learning in the Modern Workplace - 0 views

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    Amazing post by Jane Hart on how L & D professionals are in two camps: traditional "training" leavened with social interactions, mentors, but they are the gatekeepers of knowledge. The other camp is modern workplace learning practitioners--the radicals leaving LMS and authority-driven content provision for performance driven world.
Doris Reeves-Lipscomb

10 ways to use an Enterprise Social Network for Social Learning | Learning in the Moder... - 0 views

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    concise overview of how to use an ESN for L & D in the workplace by Jane Hart--learning challenge=ECO format
Doris Reeves-Lipscomb

4 Myths of Social Learning - 0 views

  • Myth 1: Social Learning is a New Fad
  • Myth 2: Social Learning Means Only One Thing
  • Myth 3: You Don’t Have to Be Social to Get Social
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  • They’ve not participated in online forums, shared their own learning journeys though sense making activities such as blogging or working out loud. Many have not used their own enterprise social networks.
  • In order to understand the impact of social learning, the learning and development professional will need to have gone through the personal learning journey themselves.
  • They need to be social themselves.
  • This means that they are already incorporating new skills such as social collaboration, network building,  knowledge sharing, working out loud, content curation and publishing, community building and sense making into their own work.
  • Myth 4: Social Learning is About Forcing Your People to Use Your New Social Learning Platform
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    nice post by Helen Blunden on how "social learning" is misinterpreted and not practiced by L & D professionals in many instances
Doris Reeves-Lipscomb

Nuts and Bolts: Social Media for Learning Part 1: Extending, Including, Supporting by J... - 0 views

  • course alumni group.
  • encourages reflection, can give a good post-training nudge, and offers a space for graduates to share experiences and get additional support and encouragement as they work to implement their new learning.
  • Branding and performance support
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  • Backchanneling: Including others
  • “Learn-along”
  • But emerging and evolving tools give us the opportunity to engage with our learners in new ways, to help move us toward making workplace learning more a process and less an event. Consider where you have needs to extend the reach of a course, or stay in touch with alumni or people in particular work areas or job categories. Look for staff whose schedules, locations, and job titles keep them from live experiences, and see if you can identify ways to include them. Chances are there are easy ways of solving a problem, enriching conversations, and making L&D’s work more visible and valuable.
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    Make learning more of a process and less of an event. Learning Solutions, Jane Bozarth, September 1, 2015
Doris Reeves-Lipscomb

Deloitte: 8 key trends in learning and development | Consultancy.uk - 0 views

  • The key trends
  • 1 – Learning focuses on increasing business results
  • 2 – Strategic talent management becomes essential
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  • 3 – Personalised learning: focus on the individual learner
  • 4 – Learners become more self-directed
  • 5 – Mobile learning becomes popular
  • 6 – The workplace becomes the learning enviro
  • 7 – More knowledge sharing and team learning
  • 8 – Increased need for content curation
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    Eight trends that medium and large sized multinationals recognize but are not necessarily investing in--such as mobile or individualized personal learning or self-directed learning, Consultancy.uk, August 12, 2015
Doris Reeves-Lipscomb

5 Factors driving Modern Workplace Learning - Modern Workplace Learning Magazine - 0 views

  • 5 – THE EMERGING GIG ECONOMY The emerging Gig Economy means that there is no longer such a thing a job for life.-  in fact, for most individuals this means they are going to have a life of jobs. One estimate is that current students will have more than 10 jobs by the time they are 38. Companies are also going to be seeing a growing contingent workforce (made up of freelancers, independent professionals and temporary contract workers). Research from Ernst and Young shows that two in five organisations expect to increase their use of the contingent workforce by 2020. This means that people are going to be recruited WITH the skills to do a job; not recruited AND THEN trained to do the job. So if employees want to stay in a company they will therefore need to keep their skills up to date themselves. But in fact, supporting individuals to do just this will actually be beneficial to the organisation as it will reduce the costs of recruitment, So this means helping individuals organize and manage their own professional self-development inline with organizational objectives to achieve a  new level of performance.
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    great article on 5 drivers changing modern workplace learning
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