Often in organisations you can only access learning because of grade or role, or it is a reward, a corrective action or controlled gateway to X,Y,Z opportunities at work.. It reminds me of a pipeline that is switched on and off by HR with line managers who act as often poorly informed gate-keepers to the pipe - we need to smash the pipe.
L&D professionals need to become Learning Architects responsible for creating places of learning (virtual and real world) that deliver free and freely accessible learning for all staff and partners & points of learning eg content moved online into virtual collaborative places of exchange of learning, ideas and sharing of knowledge and expertise at work. Staff driven demand + well organised free supply of learning + reframed performance review & development conversations + change in expectation of every person in their commitment to learning and return on that investment to the business.
Hi Julie
Like the points you make here and particularly learning online and virtual collaboration. This is something that I value and am involved with so look forward to working with you and the team to develop the mini hack further.
Karen
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Julie I've already signed up for several mini hacks or I'd join you all. Happy to keep in touch on this one I've been working quite hard to make this work at my organisation for last couple of years, it's a work in progress but happy to share ideas/ experiences. You might also want to take a look at Jane Hart's (@C4LPT. Recent work on the learning concierge idea which is along the same lines. http://www.c4lpt.co.uk/blog/2013/07/03/learning-concierge/
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Julie,
Thanks for the mini-hack here - something close to my heart is the open learning style/approach you advocate within this. Help people understand how to learn; make it available and have them help you measure the impact. Great. Open-source; wikified; collaborative; just in time; accessible; tailored; - it all works for me. Learning Architects is a nice phrase too like that.
I think there will be a lot of progressive, radical and forward thinking Learning Professionals who will be right with you on this one.
I'd be interested in talking some more on this and I would like to signpost you to a community of learning professionals in this country who think like you appear to - L&D Connect - http://www.linkedin.com/groups?home=&gid=4307951&trk=anet_ug_hm
Thanks for the comments here.
Perry
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Perry, love to join the group - thank you for the signpost. - good to have a vehicle to talk beyond the hackathon Julie
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Great contribution! I agree - learning does not have to cost anything but relies on curators/architects to pull this together. I do not think however that this is solely the role of the L&D Professional as I think the rate of change requires as many people as possible to capture learning.
At one of the BT sites in the UK, employees are provided with Flip Camera's to capture learning. When an employee has a question they will chase to have it answered, they then create a video of the answer. So for example, while getting used to a new telephone system, an employee may have a question about forwarding a call. They find out the answer and then record it. This is then posted on a YouTube channel that provides 'on demand' answers to all employees.
Another example is capturing lessons learnt during and following a project.
It is my belief that L&D Professionals need to facilitate the organisations to have the right platforms where this knowledge can captured, filtered and re-used on demand.
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Yes, if L&D Professionals get the right platforms and the right architecture for learning in an organisation and across strategic partnerships it could be fantastic - liberating, creative, positive supporter of personal and organsational change. I would also like to see L&D teams focus resources on equipping every person in their orgnisation to learn better, faster, smarter....for example, induction/onboarding could include help to improve your ability to learn and become that self reflective practitioner no matter what role you have. The Learning Architect's challenge is to combine technologies, platforms and ways of learning that explicitly support every one of those design principles in some way and to enable managers to make learning a core part of 'business as usual'.
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