It may be in a constant state of change, but Duncan Brown and James Cory-Wright's comprehensive two-part feature makes some well-reasoned predictions about the future of learning.
Let’s assume first that we’re talking about technology and second, about learning in the workplace, in which case it’s not really about ‘what will learning look like in the future?’ it’s more about what the 'learners' of the future might look like. Or, even more to the point, what might their appetite for and attitude towards learning be and should we even be referring to it as 'learning' in the first place?
I love to learn. It's not always easy or painless. In fact, sometimes the process of learning makes me feel stupid and incompetent. Learning a new language or new technology can really make me feel that way.
However, I find the embarrassment and humility is well worth the benefits of getting smarter. Even at 50, I find there is no shortage of helpful things to learn. Some may be old like historical perspective, and some may be new like trend-spotting. Truthfully I am an information and process junkie who will continue learning until the day I die.
As a learning addict, I am always looking for tips and tricks to increase the volume of learning and more importantly my information retention. So here, along with my own insight, are some of the best teachers from Inc. sharing their wisdom on how best to boost your learning capabilities.
Imagine if we taught pilots to fly without ever letting them in a cockpit. Or gave them the keys to a commercial airplane without the required hours—or years—of hands on training and practice. Sure, we’d show them plenty of PowerPoint presentations and make them sit through a few seminars on the theory and physics of flight, but then we’d slap on a graduation cap and let them take off into the big blue sky. Not only would it likely be ineffective, it would be borderline criminal. Yet when it comes to professional development for classroom teachers, that’s almost exactly what we do.
Soft skills, the oft-maligned gentler cousin of technical skills is emerging from the wings to take their rightful place on centre stage. The business advantages of soft skills in the workplace are now widely asserted; the difference between adequate and outstanding performance, the contributor to the majority of professional success, the key to successful application of technical skills and knowledge. Add to this the understanding that people can hone their soft skills through training rather than acquiescing to their inbuilt allotment, and it is easy to see why employees and employers alike are clamouring for a front row seat to soft skills’ performance. So now to the thorny issue - who gets the coveted seats? Perhaps it comes down to who is most in need. But how exactly do we ascertain these needs and what should we be looking for?
In the first of our series on using evidence to drive change within L&D, I looked at delivering an L&D strategy fit for a VUCA (volatile, uncertain, complex, ambiguous) world. In this second article I explore alignment and how L&D teams can align with business and satisfy learners’ needs.
Although many factors contribute to a negative employee culture, including poor management, lack of advancement opportunity, low pay, and other factors, there is another strong correlation: how well people are trained to do their jobs. It turns out, if people feel well-prepared and well-equipped to succeed in their roles, that feeling improves their morale.
The problem? Companies select and hire people, but then underinvest in or significantly underestimate-;the amount of professional development training necessary to help employees develop their personal skills and exhibit the organization’s desired behaviors. The impact can be felt in two major ways:
The word facilitation is derived from the Latin ‘facile’ which, simply translated, means ‘to make easy’. A facilitator is therefore someone who makes something easy for others. So how is facilitation different from other professional services that might also make something easier, such as consultancy, training or mediation? And how is facilitation different from other group leadership roles, such as chairing? Clarity of definition can help to manage expectations on the sides of the client, the group and the facilitator, and so achieve better outcomes.
I feel like the most blessed person on this planet. The reason? I have the incredible privilege of leading Truth@Work roundtable groups in my region in which Christian business and ministry leaders gather together once per month for four hours. These groups (usually consisting of 12-15 leaders) act like a board of advisors to one …
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