Rachel
Burnham writes: In a recent Twitter chat hosted by L&D
Connect we were invited to share what we took for granted in L&D. One of the points I contributed (rather
tongue in cheek) was that I took for granted that everyone in L&D will want
to be learning themselves and developing their practice. I was
immediately reminded that much research shows that this is just not the case. This has been a feature of the annual
benchmarking report produced by Towards Maturity and this year again it
reported that ‘This study has shown that whilst L&D teams have the vision
and aspiration to deliver a modernised learning and development strategy they
lack the skills they need internally to make it a reality.’ (‘Embracing Change’
Towards Maturity Industry Benchmark Report, November 2015 pg 63).
There are a number of areas that repeatedly have been
identified as vital for many L&D teams to work on such as: business
awareness; the skills of performance consultancy; and a range of digital
skills.
I find that that the reasons offered for this gap in
development for L&D teams fall mainly under three headings: limited
resources available; limited time available; and limited awareness of what is
possible. I think the last one is
particularly damaging and hard to break out of.
If you work in Learning & Development in an organisation where the
experience of L&D (or probably training) is predominantly face to face,
content heavy, powerpoint driven sessions and where there is little exposure to
any other approaches to learning then it is hard to envisage the amazing range
of possible alternative learning methods and just how effective they can be. There are other challenges that we face in
L&D, around our agility and particularly the way that technology is
enabling learners to access learning for themselves bypassing L&D and again
if your L&D world is limited to face to face delivery, then you may have
limited exposure to these challenges.
So here are some practical suggestions for helping you
and your team to overcome these three hurdles of limited resources, limited
time and limited awareness.
Limited
resources
Here are some suggestions for low cost ways of developing
your skills in L&D and in fact all the suggestions in this blog could
address this particular hurdle.
Skills swaps –
Get members of the L&D team swapping skills with each other or with other
staff in your organisation. This can be
particularly useful for building confidence in digital skills.
MOOCs - Massive
Open Online Courses can be a great way to access free learning opportunities
and there are many ones which are relevant to those in L&D, particularly in
the areas of informal learning and e-learning.
Many MOOCs are offered by universities and others by commercial
providers. They often include a mix of
reading, video materials, online discussions and activities. Search online to find ones that may be
relevant to you.
Conferences via Twitter – An
interesting way to find out what is going on at the many L&D related
conferences is read the tweets from attendees.
Most conferences will now identify a hashtag for the event eg this
week’s Learning Technologies event has the #LT16uk and if you search for this
on Twitter, this will enable you to pick out all the tweets from this event. Check out the publicity materials to discover
what hashtag is being used. Many events
also will have blogs and video recordings produced and the Twitter feed is a
good way of identifying these.
Limited
Time
Harold Jarche said that ‘Work is learning and learning is
the work’ so if limited time for learning is your challenge, then why not a
virtue of this and consciously set out to learn from your work? Here are some suggestions to help you do
that:
Embrace small experiments –
The world of L&D is changing very rapidly, new digital tools (which can be
used for curation, collaborative learning and to produce resources such as infographics
and videos) are always appearing and the needs of our organisations are
changing constantly too, so embrace the idea of running small experiments to
try out new tools and new ways of working. Test things out on a small scale and
learn from this. Testing on a small
scale reduces risk and enables things to be tried out more rapidly.
Working Out Loud – Involves
sharing your ‘work in progress’ with others to enable them to learn from it and
this may also generate feedback and other ideas that enable you to improve your
own work. Working Out Loud can take
many forms eg sharing verbally at a team meeting, a short post on an internal
organisational network, a blog, a social media post, a video clip.
Action reviews –
This is where a team or a team plus key stakeholders takes time to review how a
project worked and what can be learned from the experience to make future
projects for effective and efficient.
Limited
Awareness
In many ways, I think this is the hardest hurdle to cross.
but I also think it is the one with huge potential benefits. If you can unleash your and your team’s
curiosity and find ways to initially feed that curiosity, then all sorts of
things will open out and become possible.
Learning Now TV –
this is a free online hour long programme that is produced once a month. It includes a terrific mix of interviews and
practical tips sessions all about L&D.
There are also audio programmes available. You need to subscribe to the service, but it
is free and you can either watch it live as it is broadcast or download and
catch up with it in your own time. If
you are feeling a bit out of the loop, this is a great and easy place to start
to find out what is currently happening in L&D.
Networking –
Don’t groan too much – it is a great way to find out what is happening outside
of your own organisation (and even inside of your own organisation to improve
your business awareness). Networking has
had a bad name, but networking with the aim of learning is a much gentler, more
mutual, easier prospect than networking to make business contacts. The emphasis with networking for learning is
to build and maintain a ‘Personal Learning Network or PLN’. This network of
people can enable you to find new resources, tools and enable you to share
practical ideas. This can be done in person or using social media and probably
works best using a mix of these two approaches.
There are people I met first on social media and then have gone on to
meet face to face - I have found the face to face so much easier because we had already have begun to know one
another. Don’t feel that you have to
network at conferences or big gatherings – my favourite form of networking is
meeting up for a cup of tea!
Mentor –
Having a mentor can be a great way to gain exposure to different ideas and
approaches. A mentor may be able to
guide you to useful resources and challenge your thinking.
You may have noticed that many of these learning methods
involved some form of online learning – not the traditional elearning stand
alone package - but some form of online learning none-the-less and so these
will also give you personal experience of a wide range of modern online
learning methods. So my 10th
tip is to try out a wide range of learning methods yourself – even if they are
not your favourite learning method, it will all help to stretch you and broaden
your exposure to a wider range of learning approaches and build your Personal
Learning Network.
I am very aware in writing this blog, that the people it
would be most useful for, probably don’t read blogs, so do share this piece and
the ideas within it with your colleagues and anyone you think might find it of
value. Spread the word!
Rachel
Burnham
1/2/16
(originally posted on LinkedIn)
Burnham L & D Consultancy helps L&D
professionals become even more effective.
I am particularly interested in blended learning, the uses of social
media for learning, evaluation and anything that improves the impact of
learning on performance.
Follow me on Twitter @BurnhamLandD
