e-nable workforce development

Cross over with Knowledge Management

40% show a strong

interest in Social Learning

Greatest planned growth in learning activity is in the use of Webinars

David A. Kolb

Abstract Conceptualisation

(thinking)

33% of organisations reported they are SHRINKING the use of face-to-face classrooms

Reflective Observation

(watching)

Active Experimental

(doing)

Strong interest in changing modes for Leadership Development

30% are piloting Mobile and Tablet Devices for learning

Concrete Experience

(feeling)

Masie Center - Learning Directions "Pulse" Survey

coaching and mentoring

70:20:10

How learning really happens

courses, face to face

and online

on the job

Onboarding

Departing

Real life scenarios and simulations

not PowerPoints with a quiz

The 20 learning from others

Effective & active

Online Inductions

Repeatable & Consistent

Trackable

The right information at the right time

Blended and focussed on workplace activity

50% to 80% of

training is compliance

Do you know what your organisation actually does?

As part of work, knowledge is collected and shared

Mobile Inductions

Industries that are not

computer based - retail & construction

Imagine someone arrives at building site being given a tablet loaded with video, simulations and checklists

E-nabled

20 minutes

Collecting and capturing wisdom as people leave

When a furniture maker was retiring the business made simple videos of him working and talking about what he was doing.

Workforce Development

Each table needs to choose a business problem

Then explore how the e-solution might look

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robin@sproutlabs.com.au

twitter: robinpetterd

Come as back together as the whole group for each table to give a 1 minute summary

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Sprout Labs helps organisations transform the way they learn and perform

This prezi is licensed under a Creative Commons Attribution 3.0 Australia Licence.

New world order

On-job part of 70:20:10

doesn't do so well for new practices

Organisational change

Performing

Telling and shaping

the new stories

Blended

exploring and developing new knowledge

not just an information dump

practising the new skills

practice in the

workplace

face to face

dicussions

online intro

assessment

forums & discussion boards

blogs

video stories

simulations

branching scenarios

serious games

online role plays

learning nuggets

smaller chunks of learning over time

the flipped classroom

What we need to be interested in is

performance not what people have learnt

Change in L&D from being

course and qualification focussed

to being performance improvement

focussed

Helping people work smarter

This is the 70

what is hard with

informal learning is measuring it

Performance Supports

Learning from peers

new computer system

online courses and performance supports

Performance

Development

Just In Time

Systems for communication

external

internal

Job Aids

Things that help people get their jobs done

Systems for sharing

increase agility

Systems for collaborating

Publishing as part of the workflow

wikis

Systems for tracking and supporting

video and audio

tools of social learning

blogs

RTO role = Assessment

forums & discussion

tools of social business

video & audio

flowcharts

easy to change

can all be used

checklists

Integrated LMS and HR systems

easy to track use of

podcasts

Tablet and Mobile based

don't give people the tools

and just expect it to happen

structured & facilitated

Transitions

Personal change

an example is someone moving into a

supervision role

planning tools

stories

Learning Portals

Access to people

Assess to Communities of Practice

e-mentoring

external

internal