About Lynn Wernham

Business change & learning professional with 20 years experience in the design of L&D solutions and frameworks, blended learning, performance improvement, coaching, facilitation, and partnership working.

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

The Big Question: What will Workplace Learning Technology Look Like in 2015?

The May big question is; What will workplace learning technology look like in 2015?

As much as I’d like things to move faster, I’ve found that leading change in the real world takes lots of time, empathy  and patience.  The following list is a combination of pragmatic suggestions (perhaps some are wishes!) based on my reality of working in organisations over a number of years.

There is a mainstreaming of much of the under the wire activity that is happening at the moment

Mobile learning is becoming the norm in line with increasing flexible working

Performance and outcomes become even bigger drivers in L&D and OD

More L&D professionals and departments merge with OD and rebrand themselves as business partners, performance specialists and business consultants.

The LMS is dying (but not dead!)

There is more acceptance in organisations of the need to offer flexibility and choice to learners. The pressure of PULL is taking hold

More value is placed on user generated content and awarding bodies enable this to be included in qualification routes

Social media is embedded and widely used in many organisation

There is a rise in shared HR services and this helps to drive the wider use of technology to enhance learning and performance

Face to face workshops are still offered as part of a blended solution

Wider organisational talent is harnessed and there is more collaborative working between managers and L&D business partners to find innovative solutions to business challenges

The sunshine comes out from behind the clouds but data security is still a big issue

Online performance coaching is the norm

Coaches and coachees embrace the use of informal mentors (via social media) to enhance the coaching experience

Social Media Revolution 2

Here’s a link to the updated socialnomics video.

A few stats mentioned;

Over 50% of the world’s population is under 30-years-old

96% of them have joined a social network

Years to Reach 50 millions Users:  Radio (38 Years), TV (13 Years), Internet (4 Years), iPod (3 Years)…

2009 US Department of Education study revealed that on average, online students out performed those receiving face-to-face instruction

Social Media isn’t a fad, it’s a fundamental shift in the way we communicate

The ROI of social media is that your business will still exist in 5 years

Web 3.0 The video

An interesting perspective from Kate Ray on Web 3.0.

The video highlights the challenges of information overload, search, the need for structure, filtering and keeping up to date.

Some highlights that caught my attention were;

Does the world make sense or do we make sense of the world?

Web 3.0 is all about relationships between people and information to give context and meaning

The future of web 3.0 is about evolution, revolution, systems that reason and we can’t imagine what will happen in the future

Blended learning sharing some questions

Reflecting on the way in which blended learning works in the real world, Here are some questions that I’ve found useful to ask when thinking about blended learning strategy and frameworks when working in organisations. A bit random and some leading questions, I know and I’m sure there are many more…………

What is the organisation aiming to achieve and why?

What is the need?

Who defines the needs?

What do learners need to be able to do?

How does performance need to be improved?

How does improved performance contribute to organisational goals?

Is blended learning (or any kind of learning intervention) the right solution?

What are the alternatives?

What is the current learning & development and OD strategy?

How open is the organisation to changing the way in which they operate?

What changes are happening at the moment?

What changes are anticipated?

What risks is the organisation prepared to take?

What value can be added as a result of changing the way in which learning and development is approached?

Who are the stakeholders?

How does the culture of the organisation align to a blended learning approach?

What systemic factors are potential blocks and barriers to blended learning?

Is the infrastructure/learning ecosystem in place to support blended learning?

What LMS/VLE is being used and for what purpose?

What open source tools are being used?

How is social media and elearning currently used in the organisation?

What methods and media are currently used by the organisation?

How do these methods and media compare with those used by learners outside of work?

What does the organisation need to measure and why?

Why does the organisation need to monitor learning?

How will the success of blended learning and performance improvement be measured?

Does the organisation trust employees to direct their own learning?

Does the organisation support and value informal learning?

Do learners value and participate in informal learning?

What skills do leaders and managers need to effectively support blended learning?

What skills do learning and development professionals need to effectively support blended learning?

What new skills do learners need to participate in a blended learning solution?

How can managers, learners, IT departments and other stakeholders be involved in blended learning design?

How can managers and leaders be engaged in supporting blended learning?

What autonomy do individuals have to take responsibility for their own performance?

What drives and motivates individuals to learn at work?

How can communications and marketing teams support the success of blended learning?

How can formal and informal learning be combined to offer learners suggested routes to improve performance?

To what degree should directed and self directed learning be combined to offer the organisation maximum ROI?

What is the organisations view on personalised learning?

How can flexibility and choice be offered to learners in order that they can engage in a personalised development journey?

What assessment tools could be used to help the learner identify their own learning journey?

What do learners need in a blended learning solution?

How will learners decide which is the best personalised route for them?

How much influence should a line manager have on decisions about an individual’s journey to improve their performance?

What level of responsibility do learners have for their own learning?

What real examples of success can be shared with stakeholders  to increase buy in of  the organisation and the individual?

Wot no social media!! Learning and Talent development 2010

CIPD have recently published their annual survey report.

Some highlights for me  include;

E-learning is the practice that has increased the most with 62% of organisations saying they use it more than in 2009.

Only 17% of organisations expect learners to be mainly responsible for their own learning

The biggest change anticipated over the next 5 years is a greater integration between coaching, OD and performance management to drive organisational change and a greater resonsibility devolved to line managers

CIPD comment in the final section ‘implications and insights’ about their concerns of ‘hibernation’ as professionals lock themselves in their own organisations. They also point out that external conferences and events are declining and suggest that this could affect the ‘ideas sharing and collaboration necessary to drive learning and talent development insights’

Surely CIPD are aware of the increasing opportunities that are available to everyone to share ideas, collaborate, discuss and learn via social media. Surely they recognise the scale and value of informal learning too???

Unless I’ve missed it no mention of either social media or informal learning in their survey.

An oversight??

Mum; Sharing some personal thoughts

I don’t share personal information very often but with Mother’s Day approaching, I thought I’d share my tribute to my Mum.  She passed away over Christmas suddenly and unexpectedly and my whole family miss her very much………

Thank You Mum

For letting me hide behind your skirt when I was frightened

For making clothes for us when you had none yourself

For making me feel safe

For coming home from work at lunchtime to make sure we were OK

For always making me feel special and loved

For always being there

For giving me your strength and determination

For trusting me with responsibility

For knowing me so well

For so many happy memories

For helping me believe that I can do anything and everything

For giving your all to others

For giving me my sisters and my brother

For loving me for always

I am so proud to be your daughter

Something that has helped is to think about what she would say. I found these words (by Anon)

“Miss me a little – but not too long
And not with your head bowed low
Remember the love that we once shared
Miss me – but let me go”