Using new learning technologies to deliver Leadership & Management
Programmes
Andy Brookes
Head of Organisational Change,
Lincolnshire County Council
What do we mean by ‘new learning technologies’
• E-learning• Online learning• Virtual Learning Environment• Virtual classrooms• Forums• Webcast• Web conferencing• Pod casts• Wikis• Communities of practice• Learning management systems• etc. etc.
Can be very daunting, confusing or a ‘turn-off’ to those who aren’t technophiles!
But how should we respond ….given that this technology cannot be un-invented!
So what has changed?
❒ The internet….especially broadband
❒ Digital media - Easy to produce, copy,
distribute
❒ Social media - Facebook, LinkedIn etc.
Responding to the new learning technologies
• Broader perspective
• Need to consider beyond the perspective of the traditional trainer or conventional training
• Think differently about leadership and management development
• Think differently about learning
Thinking differently about leadership and management development
❒ What is the organisational ‘outcome’ we trying to achieve?
❒ Achieve this through: Learning Providing an environment which enables managers to achieve high performance
‘Continuously improve the skills andeffectiveness of current and future
managers’
The ‘new’ manager
• Leader• Improviser• Innovator• Collaborator• Networker
…..& so the learning provision needs to recognise this
Thinking differently about learning
• From training ………to learning• We normally learn to do something…… by doing
it!• 80% informal ‘on the job’; 20% formal learning• We are social creatures…we learn most from
those around us • We learn better when it aligns to our learning
style• We learn more when we enjoy it…is it interesting,
engaging or fun? • Ad hoc or ‘just in time’ versus planned learning
The current agenda
• Public sector cuts• Uncertainty• Rapid change, increasing expectations• Time/busyness• New generation of managers, ‘generation Y’• Higher expectations of the learner as a
‘consumer’ – not happy to just sit in the classroom….want to control their own learning
• The way we learn and access knowledge outside work has already changed.....why should we act differently at work
How do the new technologies support this agenda?
• Provides more extensive menu of learning resources
• Develop resources more quickly and cost effectively, rapid deployment
• The web offers accessibility• Ad hoc and planned• Personalised and self-directed• Modular/flexible (new credits framework)• Collaboration• Sharing knowledge
This isn’t new!
• Universities – blackboard
• Open university
• John Lewis
• Shell ‘University’
• BBC website
• Etc.
……are we playing catch-up?
Approaching the new technologies
• Not a separate e-learning strategy• Don’t call it e-learning!• Fully embed within L&D strategy• New technologies increasing the available range
of methods and media…they compliment but do not replace the traditional approaches
• Offer opportunity to provide better, more effective blended learning solutions
• Greater scope to personalise and design solutions which meet our natural and individual learning styles
LCC• E-learning• Learning Pool e-learning• Learning Pool Dynamic Learning Environment (DLE)• Rebranded as Lincs2Learn• >1500 registered users• Developed and implemented capacity to produce
resources• ILM level 5 module, utilising Lincs2Learn• Information Governance – organisation wide programme• Blended induction including virtual bus tour
……….Next? Learning Management System
LCC• E-learning• Learning Pool e-learning• Learning Pool Dynamic Learning Environment (DLE)• Rebranded as Lincs2Learn• >1500 registered users• Developed and implemented capacity to produce
resources• ILM level 5 module, utilising Lincs2Learn• Information Governance – organisation wide programme• Blended induction including virtual bus tour
……….Next? Learning Management System
Barriers
• Access: Staff unable to access IT• Technology: IT doesn’t work well enough• Skills: to utilise new technologies• Time: requires self-management• Culture: understanding /awareness credibility trust • Capacity and expertise: new competencies for
L&D professionals