Is L&D shellfish with regards the modern learner?

Sorry about the fish joke, though it does make me halibut… But this post is about the “fishbowl” event focusing on discussion of the DNA of the Modern Learner, so there had to be some fishy references… Read an intro about the event here.

Despite a 5.30am alarm I didn’t make it into the London event due to train issues. That was very sad, but nice to know I was missed!

However whilst getting home I followed the back channel (the #PSKevents hashtag on Twitter), here are some highlights and thoughts:

Ger’s tweet with a Periscope video shows the layout of the event:

 

Some discussion about the event setup:

 

And pics to get a sense of the room from afar:

 

Starting off the conversation:

This is key in organisations now, not just for L&D to understand their “learners” but for a business to understand their staff – how they can work more efficiently and just get the job done to everyone’s satisfaction.

Niall, also on the back channel, picks up the language issue:

 

Thoughtful question from Ger Drisen:

It’s got to be both, with social change, technology, economic climate and much more. It is interesting to think if one led the other at all.

 

Some L&D improvements needed:

This is such a key, to understanding that people don’t want to wait for a one day course when they want to learn something new. This is something that L&D departments still do a lot, the “menu of training”.

It’s not a blame game, there are many reasons why trainers and departments still do this, especially when something is so big and ingrained in the company understanding and culture. The larger the ship, the bigger the turning circle.

 

Modern learning is…?

I definitely like the idea of resources not courses and I’m building up Lightbulb Moment this way – to make sure people have access to documents, templates and learning nuggets when they need them, as well as access to their peers to learn from.

Google it and there’s plenty of research about how manager’s have a huge influence over their staff’s performance and therefore their learning. So for embedding learning, or learning transfer, they are essential.

An excellent point from Kim. One of the struggles I often have with trainer’s new to the virtual environment is that they don’t feel that they can ‘control’ the room the same way that they do face to face; they can’t see if people are in their email or away from the screen.

Another element of this with modern learning design is that my experience of people in the organisation that are rolling out learning and performance initiatives is that often they don’t want to relinquish the feeling of ‘control’ of knowing people have attended a class – face to face, e-learning or virtual. There’s a hunger to do learning better so that people can do their jobs better, but the idea of letting go and trusting people to learn in “new” (organisationally-speaking) ways is alien to them.

Trent Rosen shared a link to this article that gathers some research into modern learners, including an infographic.

 

At the end of the event I asked the back channel:

On a separate note, Niall tweeted this:

So a learning point about a live event which has promoted a back channel is that it’s not just marketing, but people really are engaged and thy need thought and planning too so as not to feel left out.

 

Hot seat too hot?

They way I understand a fishbowl is that people jump in and out of the conversation.

Maybe no one got into the hot seat as planned, but at least people in the audience joined in.

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