In this series of posts, running throughout 2012, I have endeavoured to explain Onlignment’s ideas for a transformation in workplace learning and development. These are the ideas that shape our thinking and which we look to apply in all our client engagements.
I started the series by setting out the need for transformation.
I then set out a vision for workplace learning and development that is:
I moved on to look at some of the changes that can be made to realise this vision, expressed as six shifts:
- from generic to tailored
- from synchronous to asynchronous
- from compliance to competence
- from top-down to bottom-up
- from courses to resources
- from face-to-face to online
In the posts that followed, I brought the series to a conclusion by focusing on the practical steps we can take to make transformation happen:
- Recognising the uniqueness of your particular organisation in terms of its requirements, the characteristics of its people and the constraints which govern its decision making.
- Establishing a learning architecture and infrastructure that recognises these unique characteristics.
- Putting in place processes for improved performance needs analysis and blended solution design.
- Building capability in areas such as the design of digital learning content, learning live and online, and connected online learning
I hope you have found the series interesting and, above all, useful in your work.
As a summary of the principal ideas, you might like to watch this video: