Reflections Learning and skills group conference

I attended the learning technologies conference this week in London. Another great conference organised by Don Taylor. (with his tie off!)

Here are some reflections and key points that I have taken away from the session run by Charles Jennings.

When working is learning then learning is working

The seller sets the price but the buyer/stakeholder determines the value. People have different views of what value is.

For L&D, performance consulting yields the greatest value

If HR and L&D strategy are aligned to business objectives then there will be a 250% increase in business performance

When designing, analysis is key

It’s all about trust when working with managers

Understand business challenges and respond quickly. This reminds me of Mark Oelhert‘s quotes from the conference in January. “Think big, start small, move fast”

Workforce development is too important to be left to L&D alone. Engage managers in the journey. Build strong collaborative partnerships and influence strategies and direction

The most significant learning experiences happen outside of the formal environment

L&D professionals need to understand the balance sheet, understand business, understand the technology and use performance consulting skills

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5 thoughts on “Reflections Learning and skills group conference

  1. Hi Lynn,

    That last statement: “L&D professionals need to understand the balance sheet, understand business, understand the technology and use performance consulting skills” is just so true.

    You probably won’t ever get that in just one person, so a good consulting team is probably three people with a combination of all those skills.

    What do you think?

    Mark

  2. Hi Mark

    A good team who work together and recognise each others strenghts and development areas is a good way forward. I wonder though with potential budget cuts to follow in many organisations whether those 3 people will all still be there?

    Perhaps a rethink of development for L&D and OD professionals will be needed. Perhaps partnership working and true collaboration will happen more readily. Perhaps budget cuts will encourage professionals to rethink the skills that they truly need to make that difference.

    Any thoughts?

  3. To be honest, all it takes for L&D professionals to get (and remain) up-to-speed in these areas is a little bit of self-motivated research.

    1) Use an RSS reader
    2) Follow 5 of the key thinkers in the field: eg. Nigel Paine, Jay Cross, Tony Karrer, Janet Clarey and Stephen Downes
    3) Read and reflect

    However, if you want me to put together a course, I could do…

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