Agile Learner; Agile Leader

The Performance Improvement Blog

I have to admit that prior to hearing Elliott Masie talk about “learning agility” last week at the virtual Human Captial Media Symposium for CLOs , the concept was not on my radar. However, aspiring to be agile myself (mentally and physically), I’m willing to learn something new and, maybe, discard some old notions about human development and leadership. It appears that there are at least three definitions of learning agility being used in the field.

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Force Field Analysis of Organizational Learning

The Performance Improvement Blog

learning) and the factors that block people from achieving that change. The table below lists forces that commonly drive learning in organizations and the factors that block learning in organizations. Lack of Leadership Support. Work vs. Learning. Need for Agility. What are the factors that drive and block learning in your organization? Leadership Learning Culture Organization Culture Organizational Learning Teamwork Training

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LearnTrends: Reinventing Organizational Learning

Experiencing eLearning

These are my live blogged notes from Jay Cross & Clark Quinn’s LearnTrends session on Reinventing Organizational Learning. Article they wrote for CLO mag: “Become a Chief Meta-Learning Officer&#. Need to be more agile & change. If you don’t know the solution & need to network/collaborate to find it, that’s learning. Clark: “we’re the people who’ve retained our love of learning despite our education&#.

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. Uberization ” has taken off as the new term that according to me has come to stand for – disruption, innovation, lean operating model, harnessing of the affordances of the sharing economy, and a hyper-connected world driven by imagination and creativity where everything is a mobile-click away – including learning. Learning is no exception.

Search for the Agile Learner

The Performance Improvement Blog

Modern organizations need agile learners. The most successful employees will be those who embrace the change and seek out learning when, where, and how they learn best. In other words, they must be agile learners. As I wrote in a previous blog post, at least three definitions of learning agility are being used in the field. They write that agile learners…. Elliott Masie suggests a third definition of learning agility.

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Organizational Learning Is A Social Act

CLO Magazine

We make many assumptions about organizational learning. On the surface we seem to know what organizational learning is: People attend programs or complete e-learning modules, they learn something new and they somehow become better. But this approach doesn’t represent how people in organizations actually learn. Hence we see massive failures across the board in the effectiveness of organizational learning.

Keep Growing Your Organizational Learning Pyramid

CLO Magazine

An Inclusive Learning Growth Pyramid. Some organizations provide myriad opportunities for learning at different levels of the organizational pyramid. An inclusive learning pyramid would help employees at every level to learn the relevant skills and grow to the next level. Careers are no longer narrowly defined by jobs and skills but through experiences and learning agility.”. Onboarding forms the base of the inclusive learning growth pyramid.

This Is What I Believe About Learning in Organizations

The Performance Improvement Blog

This is a future in which workers are smarter, more agile, and more innovative. The Purpose of Business is Learning. But none of this is possible without learning. At its core, any high performing organization is about learning; continually using new information to become smarter, better, and more effective. To survive and thrive today, industries need innovation which is essentially about learning. Training Is Not Learning. Work is No Longer Work .

Reasons Why You Need to Create a Learning Culture

The Performance Improvement Blog

I have argued in previous blog posts that organizations need a learning culture because training is not sufficient to develop the necessary competencies of 21rst century workers. For one thing, the learning from training events is often not transferred to the workplace. Also, formal training cannot be responsive to the kind of learning agility that is needed in the high tech, competitive world that we live in today.

Leadership Development - Webinar Poll Results

Nomadic Learning

I recently co-hosted a webinar with Cindy McCauley from CCL© on Making Leadership Happen, at Scale. We explored the shifts that are happening in the business environment and how combining collaborative approaches to leadership with emerging digital tools can help you develop prepared and agile leaders at all levels of your organization. During the webinar we took the opportunity to ask the audience their views on leadership and leadership development.

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Learning to Lead in the Time of Disruption

The Performance Improvement Blog

Organizations must be learning constantly to ensure survival. So, what are the leadership skills for “…complex, ambiguous, and uncertain environments”? Annmarie Neal and Daniel Sonsino, in their ATD blog post titled “Challenge Your Assumptions About Learners” argue that the new, digital generation of workers are tech-savvy, collaborative and connected, want flexibility in how they work, learn, and play, and have an “I can do anything” mentality (Sounds a lot like my generation!).

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Why Management Needs to Change

The Performance Improvement Blog

Your primary responsibility is to lead people into a 21st-century knowledge economy that supports and sustains learning over everything else. Learning is the critical differentiator in the knowledge economy. How you manage that learning is the new competitive advantage. The lesson is clear: Corporations must learn to listen to their customers and employees or face the consequences.

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Learning Different

The Performance Improvement Blog

What and how people learn is changing dramatically. Digital technology has opened the door to new learning formats and created a demand for new, more fluid types of training and development efforts. The rapidly changing business landscape demands constant learning of new skills and domains, retraining, and applying existing capabilities in new contexts. In this “rapidly changing business landscape”, we need individuals and organizations that know how to learn.

Learning to Work in a Time of Digital Disruption

The Performance Improvement Blog

The DBT Center says that this will require “digital business agility” and their research suggests that the underlying capabilities are: Hyperawareness – ability to gather and analyze data from employees, contractors, customers, competitors, and the marketplace. Leadership Learning Culture Management Organization Culture Organizational Learning TeamworkWhat will the workplace be like in an age of disruption ?

Hiring for a Learning Culture

The Performance Improvement Blog

One of the keys to creating and sustaining a learning culture is hiring people who are continuous learners and who help others learn continuously. You want people who recognize the learning needs of others and can figure out ways to support their growth as part of the day-to-day work of the organization. Edgar Wilson, in a post on e.Mile , writes that a “healthy” learning culture has four features: . It’s learning ability.

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. It has helped me to develop my personal learning network (PLN) and enabled my PKM. It is perfectly possible to share one’s experience over a “lunch & learn” session; however, if that session can also be aired on Hangout, the impact is amplified tenfold.

Learning for a Rapidly Changing World

The Performance Improvement Blog

I don’t think we want to subject adults to the kind of learning experiences typical of a 13-year-old’s classroom. But I do agree that all workers today need to be continually learning and our institutions need to recognize and support this learning. In the Knowledge Economy, learning cannot end with school. Learning at the individual, team, and whole organization levels must be continuous. E-learning programs are not sufficient.

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Why Management Needs to Change

The Performance Improvement Blog

Your primary responsibility is to lead people into a 21st-century knowledge economy that supports and sustains learning over everything else. Learning is the critical differentiator in the knowledge economy. How you manage that learning is the new competitive advantage. The lesson is clear: Corporations must learn to listen to their customers and employees or face the consequences.

Change 100

Using Your Head and Your Heart

The Performance Improvement Blog

In a December 6, 2016 blog post titled “ Managing Minds, Winning Hearts ”, I wrote: …workers will have to be smarter, more agile, and more innovative than ever. In the knowledge economy, or, as Friedman calls it, the “human economy”, people need to learn continuously, on the job, in the flow of their work.

Agile 100

Reprise: Managing Minds, Winning Hearts

The Performance Improvement Blog

We are now in the "Knowledge Economy" which means that we must learn differently than we have in the past. As I wrote in a previous blog post titled, The Manager's Abridged History of Work and Learning : . This has profound implications for how we manage workers and how we facilitate learning in the workplace. The book, Impact of Emerging Digital Technologies on Leadership in Global Business, reports that 47 percent of U.S.

“Digital Mindset”: What Is It All About?

Learnnovators

“Digital mindset” seems to have become another buzzword–rather buzz-phrase to be grammatically precise–whenever the conversation (online or offline) veers toward social business, social learning, collaboration, and other 21st Century phenomenon in general. One of the oft-repeated reasons for the failure of Enterprise Social Networks (ESNs) in organizations is often attributed to a lack of “digital mindset” in the employees or leadership or both.

Managing Minds, Winning Hearts

The Performance Improvement Blog

We are now in the "Knowledge Economy" which means that we must learn differently than we have in the past. As I wrote in a previous blog post titled, The Manager's Abridged History of Work and Learning : . This has profound implications for how we manage workers and how we facilitate learning in the workplace. The book, Impact of Emerging Digital Technologies on Leadership in Global Business, reports that 47 percent of U.S.

The Top Six Things Organizations Must Do to Enable Emergent Learning

Learnnovators

What is common across the learning modes and methods mentioned? Social learning via an enterprise collaboration platform. Mobile enabled learning accessible anytime, anywhere, on any device of the user’s choice. MOOCs which straddle the line between social learning and e-learning with learner communities. These are essentially “pull” and collaborative learning modes and cannot be imposed. But first, WHAT IS EMERGENT LEARNING?

MOOCs In Workplace Learning – Part 2: Designing a MOOC

Learnnovators

@ ignatia (Inge de Waard) describes MOOCs thus in her Master’s Thesis: “MOOC is above all referring to a pedagogical model with independent learners, access to information, opportunity to create emerging, spontaneous, yet not directed learning communities, etcetera. Corporate Learning will be transformed and will take on more importance wrote Josh Bersin in his HR predictions for 2015. There is an urgent need to re-imagine workplace learning for the networked world.

Workplace Learning in a World “Beyond Automation”

Learnnovators

The remaining tasks will require individuals who fundamentally think differently about work and learning. The key question we (as L&D/HR) need to think of is how are we going to support workplace learning to build such skills in the workforce? The table below captures the shifts as I see it: I have been writing about social and collaborative learning, the importance of communities of practices and networked learning skills like building one’s PLN and PKM for some time now.

Clark Quinn – Crystal Balling with Learnnovators

Learnnovators

ABOUT CLARK QUINN (Learning Technology Strategist): Clark Quinn, Ph.D., helps organizations align technology with how we think, work, and learn. ABOUT THIS INTERVIEW SERIES: ‘ Crystal Balling with Learnnovators ’ is a thought-provoking interview series that attempts to gaze into the future of e-learning. It comprises stimulating discussions with industry experts and product evangelists on emerging trends in the learning landscape.

MOOCS IN WORKPLACE LEARNING – PART 2: DESIGNING A MOOC

Learnnovators

@ ignatia (Inge de Waard) describes MOOCs thus in her Master’s Thesis: “MOOC is above all referring to a pedagogical model with independent learners, access to information, opportunity to create emerging, spontaneous, yet not directed learning communities, etcetera. Corporate Learning will be transformed and will take on more importance wrote Josh Bersin in his HR predictions for 2015. There is an urgent need to re-imagine workplace learning for the networked world.

The Business of Development

CLO Magazine

How does someone who went to college to become a high school math teacher end up leading learning at Nordstrom? Jesse Schlueter, vice president of learning and leadership for Nordstrom, leverages her passion for numbers in her role managing the development of the retail giant’s 72,000 employees. We are learning all the time about our evolving workforce — what matters to them and what helps them do their best work,” Schlueter said. “We Pivoting to Learning.

CLARK QUINN – CRYSTAL BALLING WITH LEARNNOVATORS

Learnnovators

ABOUT CLARK QUINN (Learning Technology Strategist): Clark Quinn, Ph.D., helps organizations align technology with how we think, work, and learn. ABOUT THIS INTERVIEW SERIES: ‘ Crystal Balling with Learnnovators ’ is a thought-provoking interview series that attempts to gaze into the future of e-learning. It comprises stimulating discussions with industry experts and product evangelists on emerging trends in the learning landscape.

Social Learning Cannot Be A Bolt-On Strategy

Learnnovators

I recently wrote about the challenges of integrating social learning in the workplace. Social Learning and social business go hand in hand. To facilitate social learning, an organization has to become a social business first. When we talk about social learning, we are talking about the fundamental organizational structure of a business. The current failure of organizations to integrate social learning stems from their bolt-on strategy.

5 Things to consider when moving towards adaptive L&D

Matrix

The learning strategy is built to sustain professional development and build capabilities across the organization in due time and in a way that is cost-effective. A lot of times, the learning function is also used as a communication channel. Measure the learning impact.

SOCIAL LEARNING CANNOT BE A BOLT-ON STRATEGY

Learnnovators

Don Tapscott (italics mine) I recently wrote about the challenges of integrating social learning in the workplace. Social Learning and social business go hand in hand. To facilitate social learning, an organization has to become a social business first. When we talk about social learning, we are talking about the fundamental organizational structure of a business. for a ‘learning organization it is not enough to survive.

Chief Learning Officer reveals the 2020 LearningElite award winners

CLO Magazine

Each year, the LearningElite awards program recognizes companies that have a strong and agile learning and development function. KPMG: Learning Strategy. Kaiser Permanente: Leadership Commitment. AT&T: Learning Execution.

Why Organizations Must Encourage Collaboration: Building a Case

ID Reflections

Organizations, i.e., the business leaders and executives are not interested in learning. It is up to us--L&D professionals--to connect learning and collaboration to business goals like customer satisfaction, efficient troubleshooting, innovative design ideas, reduced production time, and such. By empowering, enabling and trusting employees to keep the larger organizational vision in mind, orgs take employees into partnership thus building engagement and commitment.

L&D's Role in the VUCA World: Part 1

ID Reflections

Josh Bersin''s presentation on 21st Century Talent Management: Imperatives for 2014 and 2015 highlights some of the following as the key areas where the biggest capability gaps exist: Leadership , Re-skilling HR, Talent Acquisition and Access , T alent and HR Analytics , Reinventing L&D , and so on. However, one thing I am sure of is that we have to experiment, fail fast and learn from failures. Learning how to learn" is a skill not everyone has.

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Sydney Savion is the 2020 CLO of the year

CLO Magazine

Each year, the Chief Learning Officer of the Year Award is presented to an individual learning executive who delivers the most exemplary development and guidance, is a strategic business partner and provides essential leadership to the organizational learning and development function.

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LinkedIn Becomes A Serious Open Learning Experience Platform

CLO Magazine

LinkedIn has become quite a juggernaut in the corporate learning market. And the company just threw down the gauntlet; it’s now announcing it has completely opened up its learning platform to external content partners. This is the company’s formal announcement that LinkedIn Learning is not just an amazing array of content, it is a corporate learning platform. The company wants to become a single place for all organizational learning content.