re:Learning November 2018 – Looking Inward to Find Innovation for Learning Experiences
- Creating an innovation culture: there seems to be a trend rising of the use of tangibles and other forms of high-touch interaction models for innovations, heavily based on some best practices in Design Thinking and other forms of collaboration around design in fields outside of typical HR L&D organizations:
- Methodologies, some of which I mentioned, especially the idea of tangible materials for collaboration around innovation, like AppHaus’ Scenes kit: http://enzosilva.com/blog/2018/11/15/innovation-and-collaboration-methods-collections/
- Creating a safe space where innovation can coexist with the “established” (e.g. SAP.io/ventures): https://www.mckinsey.com/business-functions/strategy-and-corporate-finance/our-insights/creating-an-innovation-culture
- My top favorite book on the topic of innovations (oldie): “Diffusion of Innovations” by Rogers
- Creating truly personalized and personal learning experiences:
- The Holy Grail of workplace development is personalization, it’s not enough to gather data for data’s sake. Use data for more than reporting, gather data from different sources that paint a holistic picture of the individual and can make intelligent recommendations just that one person. Data privacy concerns need to be addressed, of course.
- Explore your organizations existing tools and technology landscape to achieve your goals. Many times we fall prey to the notion that we need something new, the shiny object everyone else is talking about. I challenge that notion. Why not look into your current Learning Management System, HR systems, Content Management System, and their capabilities (some of which might not even be turned on for you internally) to achieve your goals of seamless learning and workforce development experiences?
- The LMS seems to be morphing into ONE of the systems of record as companies start to see the value of experiences based on employee’s preferences/history/network and other data, and not just tracking completion for compliance’s sake.
- Another trend that seems to be getting stronger is that of open badges. These can be one component that helps personalize experiences based on a more granular skill tracking method, besides rewarding employees and helping drive adoption of important development initiatives (employees are proud to share their badges, others see popular badges and investigate the offerings, etc): https://openbadges.org
- Deloitte’s Future of Work series is super insightful into workforce trends. I especially like their take on “the augmented workforce”. https://www2.deloitte.com/global/en/pages/human-capital/topics/future-of-work.html
- Networking: connecting with people in your field, in different organizations internally and externally, and with people OUTSIDE your field is always a good learning experience. We can bring a lot of what we learn outside our domain into what we do daily. SXSW is by far one of my favorite events to attend especially because it has an Education track but its bread and butter are the arts, marketing, technology, many other fields. Their democratic panel picker process is an interesting take on how sessions are chosen, by the audience: https://www.sxsw.com/apply-to-participate/panelpicker
Cite this article:
Silva E (2018-12-12 07:14:34). re:Learning November 2018 - Looking Inward to Find Innovation for Learning Experiences. Enzo Silva blog. Retrieved: Dec 23, 2024, from http://enzosilva.com/relearning-november-2018-looking-inward-to-find-innvoation-for-learning-experiences/
Silva E (2018-12-12 07:14:34). re:Learning November 2018 - Looking Inward to Find Innovation for Learning Experiences. Enzo Silva blog. Retrieved: Dec 23, 2024, from http://enzosilva.com/relearning-november-2018-looking-inward-to-find-innvoation-for-learning-experiences/
