Tapping into the right stream

Enterprise learning in the 21st century

Brigit Calame, Learning & Development

Fundamental paradigm shift

Knowledge = powerPower = growth

Sharing knowledge = connectionConnection = growth

Trending topics in L&D

Flipping /skipping the classroom

MOOC’s

Facilitating employees to direct their own learning process: “Everything is there on the internet”

Social Learning

Social LMS

L&D challenge

Have employees tap into the right streams of knowledge and connections

efficiently and

effectively

How?

1. Distinguish between types of learning

2. Determine strategy per type of learning

3. Do it and above all:

WALK YOUR TALK!!

(so work on your Klout score….)

1: Distinguish between types of learning

Innovation-drivenCo-creation of knowledge, skills from personal (learning)

network, inside and outside the organizationLearning is ongoing process, partly serendipitous

Fully self-directed

Solving immediate issues

Answering existing immediate issues with impact on business performance Learning is immediate and short (just in time)

Fully self-directedFit to the job

Building skills and knowledge for the job Blended learning to a known schedule and curriculum,

partly self-directed

Relationship learning types and five moments of learning needs

New

More Solve

Change

Apply

Innovation-driven

Solving immediate issues

Fit to the

joblearning

2. Determine strategy per learning type Fit for the job learning

Developing and managing structured blended learning programmes (incl. flipping the classroom)

Enriched by possibilities of social LMS(self-directed learning)

L&D as ambassadors (walk the talk) Sharing knowledge is power; sharing = connection = growth

Filtering and curating contentEnhance transfer to workplace by:

Developing programmes with business performance goals in mind Addressing aspects which hinder business performance but are not

within L&D scope (L&D transforming into performance consulting) Mentoring/coaching/peer-to-peer learning on the job (transfer) Creating possibilities for instant feedback on progress by clever use of

technology (e.g. mobile app which connects learner, mentor/coach, manager any where, any time)

challenges: creating common ground on what

learning is & transfer to the

workplace

Solving immediate issues learningL&D as ambassadors (walk the talk)

Sharing knowledge is power; sharing = connection = growth

Starting, entering and contributing to conversations on social collaboration platform (SCP)

Providing accurate resources and experts on SCP

Filtering and content curation

challenges: paradigm shift; dare to share

Innovation-driven learningL&D as ambassadors (walk the talk)

Sharing knowledge = power; sharing = connection = growth

Providing instruction on how to build Personal Learning Networks and manage learning streams

Taking lead in creating twitter lists of who to follow

Providing Youtube channels on trending topics Filtering and content curationInnovation-driven learning is apt for certain

functions/roles within the organization

challenge: tap into the right stream(s) and

manage streams

Learning primarily self-directed, made possible by intelligent tracking and tracing (e.g. Experience API) and intelligent recommending

Social LMS develops into personal learning solutions/portal (integration with LinkedIn, Facebook, Twitter?), managed by the individual, not the enterprise. Possibility to export relevant data to the company you work for at a particular moment in time.

Future developments

Work in progressOur potential of knowledge creation is infinite! I hope you want to tap into the stream and share

your ideas on making enterprise learning 21st century proof!

Brigit Calame@calame_tweetnl.linkedin.com/in/brigitcalame/