Call Girls Jp Nagar Just Call 👗 7737669865 👗 Top Class Call Girl Service Bang...
From "Command & Control" to "Encourage & Engage"
1. From managing and controlling learning …
… to enabling and supporting learning
Jane Hart
Centre for Learning &
Performance
Technologies
www.C4LPT.co.uk
4. "Social Business" is not about technology, or about "corporate culture." It
is a socio-political historical shift that is bigger, broader and much more
fascinating.
A new perspective is changing how we think about society, politics,
interpersonal relationships, science, government and business. New
approaches are emerging. Learning and self-expression are exploding.
Values are changing. Leadership is changing. The economy is changing.
Change itself is changing — it is accelerating and becoming the norm.
Business structures founded on command and control, automation and
process are giving way to structures that are less hierarchical and more
dynamic, designed to engage people's hearts and minds to make a
difference in the world. ”
Social Business doesn’t mean what you think it does
Deb Lavoy, 7 September 2011
7. 5 categories of Use of Social Media
Intra-
Organizational
Learning
Group
Directed
Learning
Formal Personal Accidental &
Structured Directed Serendipitous
Learning Learning Learning
Formal Learning Informal Learning
8. Consumerization of IT
“Today already 47% of business technology users
at North American and European companies report
using one or more website(s) to do parts of their jobs
that are not sanctioned by their IT department.
We expect this number to grow to close to 60%
in 2011 as frustrated workers work around
IT to self-provision technology”
How democratization of technology empowers employees, Forrester, 2011
C4LPT, 2011 8
9. Consumerization of Learning
“between one-third and two-thirds of your
employees are meeting their needs
by working around you”
Jensen & Klein, Blind Spots, CLO Magazine, April 2011
C4LPT, 2011 9
10. How can IT and L&D deal with
these growing trends?
C4LPT, 2011 10
11. What would your response be?
Command & Control Encourage & Engage
• Ban it – • Embrace it –
it’s disruptive it’s a key part of learning
• Ignore it –
it’s not important
15. IMPROVING PRODUCTIVITY
FINDING & USING
Personal Finding content CONTENT
Team productivity
productivity
Keeping up
to date
with new
content
Sharing
links,
resources
& ideas
Co-creating
content
JOINING & BUILDING CREATING & SHARING
NETWORKS & COMMUNITIES
C4LPT, 2011 CONTENT 15
16. 8 key features
how the Smart Worker
works and learns
today
…and what this
means for L&D
C4LPT, 2011 16
17. 1 - The Smart Worker :
recognises she learns
continuously as she does
her job
“today’s work environment doesn’t
tolerate learners stepping out of their
workflow to learn unless it is absolutely
vital to do so”
Gottfredson, 2011
C4LPT, 2011 17
18. 1 - The Smart Worker : recognises she learns
continuously as she does her job
Command & Control Encourage & Engage
• Learning only takes place in a • We value informal learning and
classroom or in a course want to support people learn
delivered from our LMS, continuously – in the workflow.
where we monitor and track it. • We make all our (non-
• Any learning outside training is compliance) learning resources
not of any interest to us available on the intranet for
people to use as they wish. We
only use lite tracking to ascertain
useful resources.
C4LPT, 2011 18
19. 2 - The Smart Worker :
wants immediate access
to solutions to his
performance problems
“People don’t want to study a
problem they want to solve it.”
C4LPT, 2011 19
20. 2 - The Smart Worker : wants immediate access to
solutions to his performance problems
Command & Control Encourage & Engage
• Performance problems can • We create more performance
only be solved by training aids (in diff formats: PDfs,
solutions. screencasts, etc) than courses
• The only valid solutions are • We realise we can’t create
those created/delivered by everything people need and
L&D. don’t reinvent the wheel – so
• We ban access to social media we help people find useful,
resources - just to make sure. trustworthy resources on the
Social Web
C4LPT, 2011 20
21. 3 - The Smart Worker :
is happy to share what
she knows
C4LPT, 2011 21
22. 3 - The Smart Worker : is happy to share what
she knows
Command & Control Encourage & Engage
• The only valid solutions to • We can’t possibly create
performance problems are everything people need to do
those created/delivered by their jobs
L&D • Let’s tap into this growing
• We can’t let people create phenomenon of sharing
content, it might include • We will help/provide the.
incorrect information or they platform to enable/support
might abuse the system this
• Content is moderated by the
C4LPT, 2011
group – not us. 22
23. 4 - The Smart Worker :
relies on a trusted
network of friends and
colleagues
C4LPT, 2011 23
24. “I’ve learned more in the last few
weeks by monitoring this
community than I have in the
past year in class….. It’s an
amazing group – I have seen
discussions on questions I hadn’t
thought about and received
pointers towards great articles.”
C4LPT, 2011 24
25. 4 - The Smart Worker : relies on a trusted network
of friends and colleagues
Command & Control Encourage & Engage
• Public social networking sites • We will help people to build
have no value, they are time- external Personal Knowledge
wasters, so are banned Networks on social networking
sites.
• We will set up an internal • We will help groups and teams
social network so that we can set up internal spaces so that
track all the discussions taking they can support one another
place and make sure people
are contributing the right stuff
& learning from it.
C4LPT, 2011 25
26. 5 - The Smart Worker :
learns best with and from others
C4LPT, 2011 26
27. 5 - The Smart Worker : learns best with and from
others
Command & Control Encourage & Engage
• We will add “social” to the • We cannot force/enforce social;
blend. we can only help to provide a
• We will implement a social framework for conversations
LMS where we can ensure and discussions to take place
everyone contributes and • Social learning doesn’t just take
make sure everyone is learning place in formal courses, so we
on courses. encourage anyone to set up
• Trainers (only) can create online social learning
social learning communities. communities on our collab
platform.
C4LPT, 2011 27
29. 6 - The Smart Worker : keeps up to date
with his industry and profession
C4LPT, 2011 29
30. 6 - The Smart Worker : keeps up to date with his
industry and profession
Command & Control Encourage & Engage
• Only CPD programmes are • We will help people with their
valid. Personal Knowledge
• We will allow people to attend Management (PKM): to find
one professional conference a blogs and other resources, as
year. We may pay for industry well as set up filters to deal with
magazines. information overload, etc
• All internal communications • We encourage the curation of
will come from us. content for dissemination
• We encourage sharing of
knowledge in other ways.
C4LPT, 2011 30
31. 7 - The Smart Worker :
constantly strives to
improve her productivity
C4LPT, 2011 31
32. 7 - The Smart Worker : constantly strives to
improve her productivity
Command & Control Encourage & Engage
• Only network systems, tools • We encourage the use of
and devices are to be used. personal tools and devices
• We train people how to use • We help with workflow audits to
these systems effectively and identify new tools and devices
efficiently. that will aid productivity
• When faced with a perceived
“training problem” we take a
performance consulting
approach.
C4LPT, 2011 32
33. 8 - The Smart Worker :
thrives on autonomy
"Human beings have an innate
drive to be autonomous, self-
determined and connected to
one another.
The opposite of autonomy is
control. And since they sit at
different poles of the
behavioural compass, they
point us to different
destinations. Control leads to
compliance; autonomy leads to
engagement
A sense of autonomy has a
powerful effect on individual
performance and attitude.“
C4LPT, 2011 33
34. 8 - The Smart Worker : thrives on autonomy
Command & Control Encourage & Enable
• No way! We can’t let people • Learning is a means to an end.
be in charge of their own The end is performance.
learning; how do we know • What matters is can they do
they are learning the right their job - or do it better.
things.
• If they are self-reliant, we just
• People need to be trained to let them get on with it and help
do their jobs, and we need to them if/when they need it.
keep track of it to make sure it
• We need to help others to
is happening.
become more self-reliant too.
C4LPT, 2011 34
35. Measuring employee learning
Command & Control Encourage & Engage
• Quantity
• Test and course completions
• Social learning activity
• sLMS
“Quantity is an antiquated way of
• Quality
measuring success” Performance objectives: How well
are they doing their jobs? Could
they do them better?
C4LPT, 2011 35
36. Measuring L&D’s service
Command & Control Encourage & Engage
Quantity Quality of service
• No of people on training • How well they are able to help
course individuals achieve their
• No of online course performance objectives.
completions
C4LPT, 2011 36