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Organizational Learning Engineering

Clark Quinn

Organizational learning processes – across L&D, Executive Development, Leadership Development, and more of the roles in HR and talent management – are largely still rooted in both industrial era models and myths. We see practices that don’t make sense, and we’re not aligned with what we now know about how we think, work, and learn. Let’s go!

Uberizing Organizational Learning – Thinking Beyond Courses

ID Reflections

We have to think agile, instant, accessible, contextual, micro-sized, real time… We need to uberize organizational learning. So, what do I mean when I talk about uberizing workplace learning? Before I delve into some of the characteristics of uberization that we can extrapolate to workplace learning, here’s a few guidelines to keep in mind wrt expectations from L&D.

Organizational Learning in the Age of Ideas

The Peformance Improvement

culture of command-and-control is a barrier to organizational learning. Without these qualities, an organization can’t learn. Communication Employee Engagement Leadership Learning Culture Management Organization Culture Organizational Learning Age of Ideas Industrial Era Steam EngineMost organizations are “locked in an industrial mindset.”

10 Principles of Organizational Learning DNA

The Peformance Improvement

How do we know if an organization has the “DNA” that predisposes it to organizational learning? Gary Neilson and Jaime Estupinan have been studying and writing about "organizational DNA" for the past 10 years. Using this DNA metaphor, here are 10 principles that determine whether an organization has a strong or weak environment for learning: Leaders support learning.

Whitepaper: When The LMS Isn’t Enough

Learning Retention for Bottom Line Results W H I T E P A P E R 2Table of Contents. Introducing the Axonify Continuous Learning Model.8 Over the past decade, most organizations have invested in Learning Management Systems. Employees aren’t learning more. effectively applying what they’ve learned to their jobs. Learning is still an “event.” learning process.

Assessing Your Organizational Learning Culture

The Peformance Improvement

To what extent does your organization have a learning culture? Using Edgar Schein ’s definition of organizational culture, you’ll want to know to what extent: Underlying beliefs and assumptions support learning in your organization. Values and principles drive learning in your organization. Do they know how to sustain this learning over time? What do you see?

Technology-aided learning: Changing the game in Organizational Learning

G-Cube

On October 9 th -10 th , G-Cube attended India’s largest and most prestigious Chief Learning Officers’ Summit , which brought together learning leaders from different industries from all over India and the world. The theme of event was – Organizational Learning: Impacting business, Changing the game. This increases the impact of workplace learning by leaps and bounds.

Cultural Barriers to Organizational Learning

The Peformance Improvement

Some cultures support learning more than others. Some cultures stifle learning by marginalizing the training and development function, by discouraging risk-taking, by not rewarding learning, by not allowing opportunities for informal and social learning, and by undermining performance improvement efforts. All organizations have a culture.

Taming the social learning ‘beast’ for organizational learning

G-Cube

Much of the learning in the workplace is now becoming learner-driven – a perfect setting for social and collaborative learning. With a little structure, social learning can be a huge success for organizational learning. How to drive Social Learning strategy in an organization? Identify your social learning champions. Blog e-Learning LMS New Ideas

How to Achieve an Organizational Learning Goal

The Peformance Improvement

You can apply these same principles to organizational learning goals. For individuals, teams, and whole organizations to achieve their learning goals, they need to develop supportive processes and relationships. And it’s not enough to select a method for learning. How has that been going and what can you learn about your own process of learning?

Organizational Learning in the Network Era

Learning and Working on the Web

Edwards Deming, American management visionary, understood that systemic factors account for most organizational problems, and changing these has more potential for improvement than changing any individual’s performance. But the real barrier to systemic change is hierarchical management, as it constrains the sharing of power, a necessary enabler of organizational learning.

Disruptive Innovation and Organizational Learning

The Peformance Improvement

Disruptive innovation has become a very popular notion about competition and organizational change. Rather than trying to predict disruptive innovation or create a department for disruptive innovation, executives and employees need to be continually learning so that they can adapt to change quickly, whether that change is external or internal. It’s not more than that.

Why Continued Organizational Learning is Critical to your Performance and Culture

WalkMe Training Station

The first article was “ How ‘Learning Organizations’ Beat Natural Selection”  . Organizational learning allows for teams to learn exactly what is relevant to their specific tasks and specialties while other information they do not need is given to the individuals and teams that need it, with some Venn overlap between for cooperation.

Democratization of Organizational Learning

The Peformance Improvement

Organizational learning has, for too long, been owned by consultants and chief training and learning officers. Any effort to learn how to improve leadership, management, team building, communication, planning, or other organizational skills, has started with these external and internal gatekeepers. Maximize organizational learning. Assess culture.

Essentials of Developing an Organizational Learning Culture

The Peformance Improvement

Are employees constantly looking for more opportunities to learn and grow both in your company and in other organizations? Are you not getting the impact on organizational performance that you would like from current training programs? If you answered “yes” to any of these questions, you would benefit from learning how to create and sustain a learning culture in your organization.

Organizational Learning & Improvement Challenges

The Peformance Improvement

If you need tools and experts to help you, go to Learning to be Great. Communication Employee Engagement Evaluation Leadership Management Organization Culture Organizational Learning challenges improvement learning performance survey What challenges do you face in your organization? Take this survey to identify the most serious ones, the ones you want to work on now. Create your free online surveys with SurveyMonkey , the world''s leading questionnaire tool.

70:20:10 For Trainers

Learnnovators

Learning & Development Professional has been running a poll on the following question: Is the 70:20:10 model still relevant today? It just refers to the general observation that the majority of learning in the workplace is done on the job, a substantial chunk is done by interacting with others, while a much smaller proportion is done off the job (eg in a classroom).

Developing a Learning Culture Infographic

The Peformance Improvement

Leadership Learning Culture Management Organization Culture Organizational Learning Training Training Impact infographic

Demystifying Working Out Loud

Learnnovators

In this post, I want to demystify working out loud and highlight the organizational as well as personal growth that accrues from the practice. I am a huge believer of the practice because I have experienced the effect first hand. It has helped me to develop my personal learning network (PLN) and enabled my PKM. have been writing about working out loud as a practice for some time now.

INFOGRAPHIC: If Learning Was Water

Learnnovators

Learning 101 with a quick, slightly soggy, metaphor. x—–x—–x—–x—–x. Arun Pradhan  has over 17 years’ experience in digital and blended learning. In his spare time Arun blogs about learning, performance and 70:20:10 solutions at  Design4Performance. x—–x—–x—–x—–x.

Organizational Learning in Colleges and Universities

The Peformance Improvement

In order to change, colleges and universities must first learn; that is, acquire new organizational knowledge and new organizational skills. They must create an organizational routine of feedback, reflection, and active social learning. They need to learn how to examine what they do, compare that to what needs to be done, reflect on what they have learned from their actions, and make the needed changes in the organization. Jeffrey J. And there are other pressures on higher education institutions to change and improve.

Laura Overton – Crystal Balling with Learnnovators

Learnnovators

Laura Overton is the Founder and Managing Director of Towards Maturity – a not for profit benchmark practice that provides independent research to help organisations deliver improved performance through learning innovation. Laura authored ‘Linking Learning to Business’ in January 2004 – one of the first industry benchmark studies at the time. THE INTERVIEW: 1. Learnnovators: Hi Laura.

INFOGRAPHIC: Design Thinking for Human-Centered Learning

Learnnovators

A co-design process to focus on the learner and create human centered learning solutions. Arun Pradhan  has over 17 years’ experience in digital and blended learning. The post INFOGRAPHIC: Design Thinking for Human-Centered Learning appeared first on Learnnovators. Designed by our Guest Blogger, Arun Pradhan. Copyright of posts written by our Guest Bloggers are their own.

6 Steps To Creating Learning Ecosystems (And Why You Should Bother)

Learnnovators

70:20:10 has shone a spotlight on the limits of formal learning. In contrast, social and experiential learning continue to be veritable goldmines of productivity, placing learners at the centre of their story and demanding a major shift from Learning & Development professionals. That’s where learning ecosystems come in. Here’s a quick recap for those just tuning in….

INFOGRAPHIC: The Future of Corporate Learning

Learnnovators

Arun Pradhan  has over 17 years’ experience in digital and blended learning. In his spare time Arun runs a blog about the neuroscience of learning & creativity entitled ‘ Your Incredible Brain ’; is an award winning fiction writer; an avid cartoonist; and is currently developing an app business to be launched in 2016. x—–x—–x—–x—–x.

Stop Training Leaders and Start Developing Leadership

The Peformance Improvement

[This post first appeared on the Learning to be Great Blog.]. According to the  authors, to create this learning culture, share responsibility so that employees can experience risk-taking. Accept failure, as long as it results in learning and performance improvement. Encourage strategic leaders to learn from each other. However, there is a shortage.

INFOGRAPHIC: Heroic Journeys To High Performance

Learnnovators

What does 70:20:10 & continuous learning have to do with Sherlock Holmes, Buffy the Vampire Slayer, Harry Potter and other heroic fictional characters? Arun Pradhan  has over 17 years’ experience in digital and blended learning. Possibly nothing… unless you believe this infographic. x—–x—–x—–x—–x. Published on 21-Apr-2016.

Aligning Employee Learning with the Organization

The Peformance Improvement

Improving employee learning and performance in organizations today means systems change. wish it were otherwise, but learning is not just a classroom activity anymore, it must be a total system activity that takes into account strategic goals of the organization, the culture of the organization (values, beliefs, artifacts, structure, etc.), Create a context for learning.

INFOGRAPHIC: 8 Top Tips To Boost Your Learning

Learnnovators

Work smarter and make learning stick with these eight simple techniques. Arun Pradhan  has over 17 years’ experience in digital and blended learning. The post INFOGRAPHIC: 8 Top Tips To Boost Your Learning appeared first on Learnnovators. Written by our Guest Blogger, Arun Pradhan. Copyright of posts written by our Guest Bloggers are their own. Published on 30-Nov-2015.

Training Culture vs. Learning Culture

The Peformance Improvement

What’s the difference between a “training culture” and a “ learning culture ”? The answer is, “A great deal.” As the chart shows, in a training culture, responsibility for employee learning resides with instructors and training managers. In that kind of culture the assumption is that trainers (under the direction of a CLO) drive learning.

INFOGRAPHIC: High Performance Learning Ecosystems

Learnnovators

I’ve previously written about the need to design learning & high performance ecosystems here , and have been reflecting on some common ingredients for effective ones. I’ve captured some of these in the infographic below: 5 Ingredients of HIGH PERFORMANCE ECOSYSTEM : COMPANY CULTURE. Arun Pradhan  has over 17 years’ experience in digital and blended learning. MINDSET.

Microlearning: Fab or Fad?

Tom Spiglanin

Like its predecessors social learning, mobile learning, and blended learning, it’s being tossed around as the new big thing, something we must all get on board with or face extinction. Generally, the term “microlearning” refers to micro-perspectives in the context of learning, education and training. 1. Mobile Learning: The Time Is Now. 27 Feb.

Organizations Don't Learn

The Peformance Improvement

The culture of most organizations prevents them from learning. And without learning they are destined to have disengaged employees, high turnover, low performance teams, unproductive workplaces, inadequate responses to competitive pressures, an inability to keep up with the pace of change, and an unsustainable business. What prevents organizations from learning?

INFOGRAPHIC: 3 Facts About Mindset In Learning

Learnnovators

Mindset is an often ignored yet crucial factor in learning. Here are three well established aspects of mindset in learning, and each is supported with tips for learning designers to make the most of them. TIP FOR LEARNING DESIGNERS: Prime a learning experience with open-ended scenarios and/or introductory videos. 2. INTEREST DRIVES LEARNING.

The Incredible Power of Design Thinking in Learning Design

Learnnovators

Though we had been following some of these discussions with much interest, and also trying out integrating the internal development process at Learnnovator s in a loosely structured way around this approach, a recent article by Clark Quinn prompted us to embark on a quest to find answers to the following questions: Is design thinking a new subject, at least in learning design? INTERVIEWS.

Design 139

A Framework For Content Curation

Learnnovators

As learning in the workplace inevitably informalises, the motivation of employees to drive their own development becomes increasingly pivotal to their performance. Essentially this means putting the topic into context for them, clarifying how it relates to their role, and explaining why they should bother learning it. Box’s quote that “all models are wrong, but some are useful”.

The 70:20:10 Lens

Learnnovators

For example, we needn’t assign 70% of our time, effort and money on OTJ interventions, 20% on social learning, and 10% on formal training. Similarly, we shouldn’t mandate that our target audience aligns its learning activity according to these proportions. Our role then as L&D professionals is to support and facilitate this learning as best we can. It just is.

Learning to Work in a Time of Digital Disruption

The Peformance Improvement

These new capabilities, if they are to be sustained, require that workers acquire new knowledge, skills, and beliefs, teams learn how to make good decisions and act quickly, and whole organizations learn how to use their collective intelligence to make good decisions in the face of profound transformation of their industries. What will the workplace be like in an age of disruption ?

The State of Instructional Design

Tom Spiglanin

The conversation erupted on social media, as it has before, about the state of affairs in the field of Learning and Development, or L&D. 1 The conversation was generally about how we have all been committed to changing the practice of L&D for years, yet we were having much the same conversation all over again. Less than a week later, Andrew Jacobs wrote very similar thoughts.