Exec Summary: Trends in Learning '19

Hot off the press: My Executive Summary of : Open University – Annual Trends in Learning Report

On a personal note, I'm both disappointed and relieved to discover that most of our current practice is also best practice, we invest heavily in ensuring we stay current.

WHAT? Five Trends in Learning

1.    Thinking and working out loud

Working and learning in an open, collaborative and visible way. It’s all about building connections, sharing insights and problems and collaborative ways of working. Rather than individuals being protective about what they are doing, they reach out to others, whether it’s to seek advice and get help with a problem or to share interesting and useful insights with peers. It’s all about the co-creation of ideas and communication, rather than individual outputs. Because learning is more visible it can also be more targeted and personalized by L&D professionals.

To Do – build networks, use Linkedin, Twitter, Padlet, Slack etc to connect and collaborate.

2.    Place-based learning

L&D has been using place-based learning for years to create learning that is very contextual and very specific to organisational needs. Delivering training on-site, where the new learning will be applied in practice, and focusing on application of ideas is (or should be!) standard practice. In particular consider the multiple contexts that are likely to be present from cross-functional attendees in a workshop. One size does not fit all.

To Do – look at virtual reality options for simulated ‘place-based’ learning and mobile learning options to take learning into the workplace.

3.    Action learning

Another idea that is as old as the hills – I have been facilitating and coaching (rather than training) for well over a decade – it would seem I’m ahead of my time, really? There are four key elements to an action-learning session: a coach, a group of typically five to eight people, a problem or problems and questions. The focus is very much on asking questions, collaboration, reflection and analysing problems, rather than on debating or coming up with a single answer. This is about peer-to-peer sharing and knowledge, not about experts delivering learning. By introducing action learning in organisations, L&D is helping to create a culture of lifelong, self-directed learning. A core element of learning by doing is the principle that there is no learning without action and no action without learning. Action learning is about being proactive on what happens next and learning how to learn. It models ownership of learning.

To Do – Ensure that full attention is given to embedding learning through regular practice: The whole emphasis of action learning is on learning at the point of need, learning in the workflow and campaign learning – nudging people along to behaviour change, rather than a one-off intervention.

 4.    Learning with machines

Learning with machines covers several aspects of tech-enabled learning. There’s AI and intelligent learning, there’s the use of algorithms as a mechanism for instruction and there’s humans interacting with robots. And they are all developing all of the time. And learners are getting more comfortable with them all of the time. These tools encourage reflection, peer-to-peer feedback and individual and collective action, rather than just the consumption of content and pieces of learning. Learning with machines still includes content but also adds social connectivity and learning in the workflow to increase peer to peer feedback, the socialization of learning and integration of business data.

Our well respected colleagues at https://www.totemlearning.com/ have been developing serious games since 2012.

 5.    Playful learning.

Playful space is about psychological safety – when people feel safe enough to experiment, explore, be curious, challenge decisions, be creative, take risks, learn from failure and talk to people in an open and honest way. Expert facilitators and coaches design learning interventions where adults are encouraged to step out their comfort zone and take risks through a series of activities, such as escape rooms, treasure hunts and secret storytelling. Video games, digital games and virtual reality (VR) also allow people to try different ways of being and doing in a safe way. The air industry, NASA and the military have always been early adopters of digital and VR.

To do: Create realistic challenges where people can play in situations that resemble real life, but it’s safe to fail. Don’t be misled by edutainment marketing. Look at badges of accomplishment and the role of gamification. Experiment with VR. 

SO WHAT?

Effective learning in the workplace improves organisational productivity and profitability. It can help businesses to address skills gaps, boost engagement and increase retention. Effective learning enhancing employee engagement and retention using analytics.

NOW WHAT?

• DIY: Try the to-do’s above.
• Or if you’d like it done for you - call us to design and deliver learning interventions for you - we’ve been doing most of this for years already and collaborate with fantastic digital partners! We are specialists in leadership development within professional services and provide a range of business-focused learning solutions that develop collaboration, change management, resilience and leadership. We can create customised learning solutions that meet your specific business needs.

www.AngelaArmstrong.com Call Angela directly on 07971 480894

More info Open University Trends in Learning 2019 http://www.open.ac.uk/business/apprenticeships/blog/trends-learning-report-2019