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Change is rarely easy. We get stuck in ruts. We fall into patterns, and the learning industry is no different than any other. But we can still create the change our learners need. In part one of this two-part series, I discussed the danger of learning becoming irrelevant and we had the following list:
In this part two, let’s take a deeper look at each point to understand how one can transform learning and development by adding a skill to the learning leader’s toolkit: curating and providing, or C&P.
Push training can provide a baseline of common language and definitions for conversations, communication, and collaboration. What is often missing is the ability to determine whether everyone understood the information, that everyone is using the same language, and that people can use what they learned.
To provide that missing piece, training will have to change—and quickly. Learning professionals have a lot of work to do to ensure they will be relevant and effective in the Knowledge Era, and they may need a vendor’s help to get what their learners need.
The role of C&P will be more important to anticipate what employees might need, and ensure that employees can source knowledge at any time. Knowledge should also be available in multiple formats to accommodate different learning styles and preferences.
C&P skills learning professionals may need to develop or acquire include the ability to:
The new focus for C&P requires customization and accessibility. Learning partners need to keep an ear to the ground to find out what developers want. Invest the time to determine how busy developers need to learn.
Be creative. Stop depending on the LMS to do all the knowledge transfer work. Create a community of learners in every class, and turn those into ongoing communities of practice. Customize learning as much as possible, don’t forget to add labs, and remember different roles require different knowledge. Forget the one-size-fits-all push training model.
When employees are enabled and empowered to learn what they want and need to know, they’re happier, employee turnover drops, and the organization becomes more successful. C&P may be the next important piece in the learning leader’s role, but the mission to help people learn remains the same.
David Grebow is an author, speaker and workshop leader who, with his co-author Stephen J. Gill, wrote the bestselling “Minds at Work: Managing for Success in the Knowledge Economy.”
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