Re-adjust Focus From Input to Output by Learning From Work
Yet, today’s organizations struggle to keep pace. With change, comes unpredictability – and pressure from new technologies, evolving regulatory environments, new forms of communication and changing expectations of clients and employees continually intensifies, demanding new solutions developed from different thinking and action.
In learning and development (L&D), change has guided an evolution from formal training blocks to a merger of working and learning. Today, given the social nature of our lives and environments, learning is guided by the flow of work and other experiences throughout one’s day-to-day – or learning in real-time.
The key to the effectiveness of this model is the ability to uncover solutions that allows organizations to extract that knowledge in ways that spread value across the entire organization.
Traditional learning tools were designed for more structured and static learning experiences, in which knowledge is pushed upon learners. But today’s working environments require technology that supports more dynamic ways of working – and learning in the flow of work.
More than ever before, L&D professionals must recognize that their learning activities must support learning and performance to match the pace at which their business evolves, but that it plays a valuable and consistent role in the daily flow of work.
70:20:10: An Agent of Continuous Improvement
The latest whitepaper from the 70:20:10 Institute, Continuous Development for Improved Performance in The Workplace, suggests that doing so effectively requires the adoption of new approaches, practices, tools and technology, which must happen alongside solid methodologies to guide the learning journey to drive continuous improvement and, therefore, the continued performance and growth of the organization.
There is a further need for organizations to develop knowledge in real-time and to extract that knowledge from the repositories in which it’s stored, when it’s needed. This is due to to the fact that most underperformance is caused by a lack of organizational knowledge, process deficits, and motivational issues – and these factors can’t be solved by formal training.
The 70:20:10 framework can help organizations solve these issues by increasing organizational performance and solving human-centric business problems to help L&D departments develop a new mindset that considers learning and working as integral parts of the continuous improvement cycle.
Continuous Development for Improved Performance in The Workplace examines how:
- Learning comes from working rather than away from work;
- the 70:20:10 framework improves the scope and impact of work-centric learning solutions; and
- how newer technologies support the methodology by enabling workers at the point of need in the workflow with social and informal learning activities (coaching and sharing).
“We Won’t Get There With What Got us Here…”
Companies that embrace the kind of forward thinking required to recognize the value of learning in the workplace and that results are derived in subtle and informal ways. To manage the pace at which today’s business environments evolve requires organizations to view learning from work as a valuable tool to drive employee engagement, enable continuous improvement and performance, and manage change, compared to formal and traditional methods.
Continuous Development for Improved Performance in The Workplace, published in partnership with Docebo, examines the ways the 70:20:10 model gives L&D a way to adopt and drive the success of new learning approaches that produce tangible results.
Organizations must embrace the change they manage everyday and need a tool to manage continuous improvement in a scalable way, ensuring it is effective in developing organizational resilience and driving performance. Docebo is a complete learning management system (LMS) based on the foundations of the 70:20:10 methodology. It gives organizations organizations a way to leverage technology and implement blended learning (formal, social and experiential) tactics that enable learning in real-time, and produce measurable and scalable learning activities that drive performance and profitability.