learning insights
Learning at what?
Why the title matters: a look at the e.learning age/City & Guilds Kineo Learning Insights report
Peter Williams
trends from the research and conversation among leading learning and development practitioners across the globe.
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The report explains that ‘learning at the speed of need’ is a phrase that has been used by a number of commentators. It can be traced back to Joe Pokropski, former head of client training at Thomson Reuters and now at JP Morgan Chase. More recently the expression has been picked up
by Don Pontefract in his book Flat Army: Creating a Connected and Engaged Organisation. And perhaps it is in that context that the phrase resonates most for those in L&D. Pontefract’s book argues for learning at the speed of need through formal, informal and social learning modalities. His premise is that learning has become pervasive and that learning is now “collaborative, continuous, connected and community-based”. The concept of pervasive learning is that learning
is not trapped in a learning management system or in books or in formal learning but is continuous. The 70:20:10 model recognises this explicitly through its contention that 70% of development and learning comes from on the job experiences and work challenges. Pontefract proposes a different model, that of
3-33, where learning takes place in three modalities in broadly equal proportions namely formal learning, informal learning and social learning. In his model,
erhaps the first thing to look at is the actual title of the report, Learning at the Speed of Need. It is important because it sums up one of the key
Learners are not waiting for the learning to come to them. They are increasingly proactive and are using technology to support them
as in 70:20:10, learning is all around us and is continuous, collaborative and connected. Pontefract’s book attempts to arm the reader
with powerful tools for overcoming resistance to change and creating a culture of collaboration, engagement and employee empowerment. It argues that organisations have to abandon the traditional command and control management style and adopt a collaborative, open leadership. This is not particularly new but Flat Army tried to take the idea further by looking a leadership models and tools that overcome personal obstacles to change and push the boundaries of organisational change. As companies struggle to improve performance,
Pontefract warns disengaged employees can hurt a workplace: surveys suggest 30% of workplace relationships could be defined as dysfunctional – 25% of employees actually lower productivity and 17% are unlikely to do anything beyond their job description. Perhaps those issues are resonating with L&D professionals and employees because what came through strongly from the Learning Insights interviews in 2013 was this notion of pervasive learning and learning at the speed of need. Increasingly learners are not waiting for the learning to come to them. They are increasingly proactive and are using technology to support them. From the research came examples of apprentices who have set up their own Facebook groups to share
Surveys suggest that 30% of workplace relationships could be defined as dysfunctional – 25% of employees actually lower productivity and 17% are unlikely to do anything beyond their job description
e.learning age february 2014
and support each other without any reference to the trainers or tutors and of experts who had set up webinar sessions to train people without any reference to the learning teams.
In the workplace on a daily basis learning can take place through problem solving, watching, trial and error, imitating, coaching, feedback, conversation, helping others, enquiry, critical thinking, listening, writing, reflecting and competing. The growth in technology has increased the opportunity for learning particularly through access to knowledge and social networks. Thus informal learning may now include e-books, self-paced content, video, podcasts, blog articles, slideshares, webinars as well as more traditional books. Social learning has also been expanded through online networks, commenting, ratings, and sharing. There is no question that learning as a
continuous, collaborative and connected activity is growing strongly.
Peter Williams is editor of e.learning age @peterelaeditor
The Learning Insights report is published by City & Guilds Kineo in association with e.learning age. Learning Insights was launched in 2012. The report can be downloaded from the app store and Google play or the e.learning age website. There will be more from Learning at the Speed of Need in e.learning age during 2014. You can learn more about Learning at the Speed of Need by joining City & Guilds Kineo and e.learning age for a free mini-seminar on 26 February, 2014, in London. To register, go to:
http://tinyurl.com/LearnAtSpeed
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