Reflect
As a learning and development professional, have you ever felt like an order taker? How many times have you heard ‘we need a module on X’ or ‘can we have a video on Y’? But producing content is just part of the role of L&D. Today, smart organisations look at their L&D teams as partners in delivering impact. The impact of learning experiences on individual learners, and the impact of that learning on the organization. There’s no point in delivering learning if nothing changes as a result. In the end, all that’s left is impact (or lack of it).
What do our learners want from us? They want great learning experiences that give them the skills they need to grow in their current role, and develop into the next one. They want personalised experiences that meet the needs of their rapidly changing workplace, and that provide evidence of their achievements.
And our organizations? They want cost-effective learning and development that ensures their workforce has the skills they need today, and to face future challenges. They want to see meaningful improvements in skills and behaviour as a result of their investment in development activities.
Some of that might be hard to achieve with yet another SCORM module.
In this course, you’ll focus on delivering impact through learning. In particular, you’ll explore how to use action learning principles to embed learning and foster a continuous learning culture. Action learning is the perfect antithesis to generic learning interventions. It puts learning right in the flow of work, dealing with genuine business challenges and providing a safe space for skill development and social learning. It complements more structured programs and operates as a standalone tool.
Before you go any further, think about your own work.
What does impact mean to you in the work you do?
What is required to generate genuine change and improvement in the workplace? What is the role of L&D in achieving that?
What is the most impactful learning you have delivered or received? Why was it so impactful?
Are there any learning and development initiatives you have been involved in that did not deliver impact to either learners or the organization?
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