Posted in branding, change management, Communications, engagement, Evaluation, Innovation&Creativity, learning network, organisational change, organisational health, Uncategorized, workplace

The best way to strengthen the learning organization is to…

The best way to strengthen the learning organization is to ….

September 23, 2013 by
REPOSTED FROM: www.allisonrossett.com

A friend took over a large, far-flung learning organization. His task was to strengthen it. Strengthen it. Two words, hundreds of possibilities.

Perhaps my recommendations aren’t what you would expect:

  • Think less about the learning organization and more about the company or agency. Get really smart about the context. What is keeping the executives up at night? They want  you to strengthen learning in order to do what? Change what? Add what? Fix what?
  • Fight the inclination to tend to your edifice and head count. Instead focus on building learning, community and reference capacity in line with organizational priorities.
  • Deliver less training and more value, more integrated programs. That will mean shifting to smaller targeted bites of learning, information and support.
  • Measure  on metrics that match organizational  goals. Yes, that means questioning the habit and history of measuring the learning organization based on butts in seats and hits on elearning modules. Looks to error rates, sales, retention, and customer satisfaction.
  • Great learning organizations aren’t all about marketing and delivering events. Instead, they are quietly influential, producing assets and experiences that are helpful. Employees say, “Thanks, that’s just what I needed.” They don’t know quite what you did. What they know is that it answered a key question or pointed them to a useful resource. No fuss, no fluff. Just good stuff.
  • The great learning organization works its magic through field supervisors, social networks, and on demand programs.
  • Some won’t even know that the learning organization was involved with a program, experience or asset. That’s how integrated and seamless the contributions are.

In my gym clothes, I chat about these matters with Jeff Cattel from the Corporate Learning Network


Here’s Soozie’s take-aways…

Get really smart about the context… building learning, community and reference capacity… smaller targeted bites of learning… look to error rates, sales, retention, and customer satisfaction… No fuss, no fluff. Just good stuff… magic through field supervisors, social networks, and on demand programs… integrated and seamless

Author:

-~Authenticity, Creativity, Community~- - eLearning Consultant & Trainer & Superhero - User Interface & Course specialist for Moodle & Totara LMS - I also enjoy researching into the Humanities - esp Cultural Studies, the Arts&Crafts Movement, and Medieval Guilds - warning: my hair colour changes a lot -

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s