Changing the Face of L&D
L&D Spotlight
English - June 14, 2022 16:00 - 38 minutes - 26.7 MBBusiness learning and development learning technology future of work performance management learning transfer learning effectiveness learning roi workplace learning instructional design lms Homepage Download Apple Podcasts Google Podcasts Overcast Castro Pocket Casts RSS feed
In this episode, we take an honest look at L&D: what does it mean today to be in L&D, what is the purpose of L&D, and how can L&D change its impact and perceived value in an organization to become a strategic contributor and get a seat at the table.
Guest: Clark Quinn, Ph.D., an internationally known consultant, speaker, and author of seven books. He thinks ‘out loud’ at learnlets.com, tweets as @quinnovator, and works on behalf of clients through Quinnovation.
Highlights:
* Learning experience design should consider that humans are driven by emotion rather than logical reasoning and incorporate ways to be impactful and effective (aka “sticky”). Reading recommendation: Motivational Design for Learning and Performance.
* To make learning meaningful, L&D needs to create a relatable story around a specific piece of organizational knowledge (a procedure, process, business rule, tool/functionality). This is the core of Dr. Quinn’s latest book: Make it meaningful.
* L&D should design impactful learning experiences regardless of company culture. Reading recommendation: Drive by Daniel Pink on purpose as a component of relatedness.
* L&D must internally practice the appropriate mechanisms that create a learning culture to improve its credibility in the business.
* L&D is crucial in an organization’s ability to tackle future innovation and competitiveness. Reading recommendation: Revolutionize Learning & Development.
Data sources to support L&D business cases:
- in-house experiments, run with the support of sponsors/champions
- anecdotal data or examples from other industries that show converging results
- academic research and books (for example, for the value of social media, you can read The New Social Learning)
Quick wins that L&D can start working on today:
A. Switch the approach of designing new learning experiences: instead of teaching the audience through a series of presentations, L&Ds could try other methods: problem investigation, collaboration, answering questions, and solving tasks that require the participant to apply the knowledge learned.
B. Change the indicators that L&D measures: instead of attendance rates, time spent learning, course reviews, and time to course delivery, L&D should focus on the business metrics it supports.
C. Find an enthusiastic adopter willing to work with L&D on designing a learning experience; present to management the improved business metrics.
D. A learning experience should offer ample practice context - currently, only 80% of the content is theoretical, and 20% is practical; L&D should switch the proportion.
To join the conversation or get in touch, reach out to Liz Stefan on LinkedIn or email liz[at]niftylearning.io.