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/Daniel Freeth What Does Your Ideal Learning & Development Strategy Look Like?

In my role as Business Development Manager for Bray Leino Learning, I am fortunate to have the opportunity to speak with many talented people from the Learning & Development world. I believe this dialogue, in combination with my own research into learning trends, allows me to gather an accurate insight into the L&D field.

Along with the great work that goes on within L&D, I do find there can be a hesitancy to innovate and embrace the new technologies that are now available.

I was recently reading Andrew Jacob’s excellent blog where a similar point was raised; that L&D’s failure to innovate is a result of 4 factors:

  • Have they done it before?
  • What others do
  • The space allocated or the technology/resources procured specifically for L&D 
  • A mirroring of the education system where development is measured by attendance rather than the value of the learning activity

I found myself in agreement with Andrew; my greatest frustration is when L&D limit themselves to what’s been done before and ‘best practice’ - shying away from innovation.

No Risk = No Innovation

To a large extent, I can understand this hesitancy. With innovation comes risk - an organisation wants proof that it’s worked before and it will work for them before investment…  and they want to see a return on this investment (but ROI is a can of worms that I won’t open just now!).

This has got me thinking - putting risk aside and with one eye on future learning trends, what elements would I use to build my ideal L&D strategy?

The definition of my ideal learning strategy is “to provide each individual with access to a personalised learning plan in line with their role and career goals – giving them the support they need, where and when they need it and delivered via a medium that is suited to their preferred learning style”.

With this in mind, I will be writing a series of blogs where I will introduce the elements of my ideal L&D strategy, discuss the reasons behind their inclusion and the factors that have guided my thinking. These elements will include…

  • The Importance of the Curator
  • Social Learning  and Business/Social Collaboration Software
  • Mentoring/Reverse Mentoring
  • Gamification and eLearning
  • Virtual Learning
  • LMS/Delivery Platforms
  • Generational Learning Styles
  • Personal Branding
  • Instructor-led Training
  • MOOCs (Massive Open Online Courses)
  • Personal Responsibility for Learning

I would love to hear your thoughts on this. Do you agree with the 4 factors? What would go into your ideal learning strategy? Follow me on Twitter and continue the discussion.

Dan2

Daniel Freeth, Business Development Manager

Copyright © 2014 Bray Leino Learning

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/Diane McMahon Are Your Leaders Engaged?

Thursday May 01, 2014

The CIPD have published a blog on ‘Seven reasons your employees are not committed’. Upon reading it, it’s clear that the responsibility for engaging employees belongs to an organisation’s leaders.

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