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Principles of Workplace Learning2010

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Cultivating Experience

The Goal: Increasing the intent to

learn

Learning is

IntentionalLearning is

Incidental

Visible

Explicit

Significant

Shared

Enduring

Harnessed

Hidden

Vague

Insignificant

Private

Short-term

Lost

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The Context

� Generational, Global and Technological

� Community

� Pace

� Volume

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6 Principles of Workplace Learning1. Link learning to value for the individual and the organization

3. Address learners’ attitudes and beliefs in addition to their behaviors

4. Provide learners with a balance of challenge and support

2. Connect action and reflection in a continuous cycle

5. Create opportunities for participants to teach as well as learn

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1. Learning Is The Work

“Continuous learning is the only sustainable advantage that

business has got.”

-Charles Jennings,

former CLO of Thomson Reuters

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Learning Is The Work

� The core content for learning is the work itself

� The core method of learning is collaborative, reflective practice (work)

� The context of learning needs to be as close to the work as possible

� Reflection is essential to insight

� The most effective learning ‘objects’ are embedded at the point of need

� Learners need help with retention and recall

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2. Role of Leaders in Learning

“I have no special talents. I am only passionately

curious.”

-Albert Einstein

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Role of Leaders in Learning

� Make their own learning visible

� Encourage critical reflection

� Publically recognize and value expertise, knowledge and experience

distributed in their workforce

� Support ‘fail quickly’ experimentation

� Model collaborative learning and constant feedback

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3. Shifting Role of Learning

and Development

“If anything, Learning and Development (is) even more

essential in this new age we are working in”

- George Siemens, Ph.D.,

author and theorist

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The Shifting Role of Learning and

Development

� Equip business unit leaders as

“leaders of people”

Equip business unit leaders as

“leaders of learning” and as

“cultivators of experience”

� Distributors of learning solutions

� Focus on curricula and program

deployment

� Supportive of the talent

management strategy

Enablers of knowledge sharing

and access, and the distribution of

expertise

Focus on learning as a tool to

resolve strategic business issues

Central to an integrated talent

management strategy

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Increasing The Intent To Learn:

4 Keys to The Future

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4 Keys To The Future

� New media technology exploitation and fluency

� Climate, processes and tools for critical reflection

� Performance-oriented learning environments that enable retention,

recall and mastery

� Cultivated learning networks that support and capture the learning in

the work, and generate reflection, connection, and community

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Thank You!

Next Panel Discussion Topic: Integrating Learning and Work

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October 15, 2010 1:00 – 2:30 Eastern

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Strategy. Accelerated.Forum mobilizes people to embrace

the critical strategies of their

organization and accelerate results.

When you need to swiftly align your

people to tackle an opportunity or tear

down a roadblock, Forum is an

essential business asset.www.forum.com

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