How disruptive is your learning?

L&D has undergone major disruption since 2010 yet many organisations are still struggling to adapt and make the most of the opportunities that disruption provides.

When you think about the learning you provide how well does it equip staff in your organisation to respond quickly to the pressures of the external climate. Do you, perhaps, need to be more disruptive?

From CEO’s to Learning professionals the consensus is that we need to work better; smarter but how are we responding to this call? In surveys, many stakeholders say they are concerned about the ability of the profession to equip people with the necessary skills and tools to do their job, let alone manage future careers.

I hear rallying cries for more blended learning, social learning and learning that is ‘just in time’ but this bombardment of messaging can be really confusing.

So just to add to that mix here is our take on this ?

Disruptive learning is:

Not about digital, blended or classroom – it’s about the right solution for the need and focusing in limits our creativity – disruption is a focus on outcomes and using the diverse tools to ensure you serve up the right opportunities for learning in the right way for the right people

Not always about the sexy solution. Sometimes disruptive solutions are about incredibly simple messages delivered in a way that just makes sense

Finding the learning in everything that they do.  People have such little time and so much to do they need support in – from a meeting with a colleague to when they’re watching tv and see and ad that triggers a thought for them

Recognising difference. People are different so different solutions work for different people. So, if your organisation has a digital strategy for micro learning (just in time nuggets) then some people will get the learning first time and immediately integrate into their work, others will need a drip feed of content over time before it makes sense for them and others will need the opportunity to have a discussion about what it means for them. Sometimes this ‘chat’ will be online sometimes it might be a face to face opportunity. Remember not everyone in the workplace is ready to commit their views and challenges on the screen of their pc yet.

Personalised not prescribed – it’s about creating opportunities for people to select what’s important and relevant to them – no more sheep dipping. For example, if you take customer service as a topic there are many different aspects that contribute to brilliant service

  • Attitude
  • Process understanding
  • Systems navigation
  • Communication skills
  • Problem solving and decision making to name a few

If someone is great at process and systems then the support they need is on softer skills only and vice versa. Someone might be very experienced in role but their performance has nose-dived. Then clearly none of this is relevant to them and to offer it up will only add to their frustration. Yet learning is often seen as a panacea to solve performance problems. The reality is that it is a management challenge to unearth why the dip in performance and no amount of learning will change that. But are your managers up to that challenge?

Recognising that knowing what you have to do and acting on that knowledge is two different things. Disruptive learning provides learning that supports both and doesn’t just hope for the best. Sometimes a quick practice in a safe environment is enough to make the difference and sometimes that face to face element needs greater immersion.

The removal of personal preference and being the expert partner who can take a challenge, and explore (quickly) the huge variety of opportunities to provide learning that will excite, challenge and embed critical learning to add value

‘Resources not courses’ this has been said for many years but those resources need to be part of the way we do things here and instantly accessible at point of need. Think how often do you ask a question to google to get your answer?

This list could go on and on. At the very heart of disruption are two things:

  • The drive for L&D to be open, challenge existing norms and seek out with conviction a better way
  • The need to get people on board to accept learning offered up in a different way and to help them navigate to the resources that will help

In your view do you need to teach people to learn?

Over the coming weeks we will be exploring this in more detail starting with next week providing our essential playlist for learning disruptors – get people signed up to find out more.