L&D 2020: Shaping change in learning
L&D 2020 Events & Workshops
As part of the L&D 2020 project, Training Journal will be holding a number of interactive workshops over the coming months, offering our readers the opportunity to learn about - and get involved in - leading-edge practice.
These workshops will be held on:
- Tuesday 16 March 2010
- Tuesday 4 May 2010
The workshops will be held at The Møller Centre, Churchill College, in Cambridge - an award winning conference centre with stunning architecture, creative working spaces and contemporary design, making it an ideal venue for a day of learning, debate and discussion.
Thursday, 16th March 2010
The Møller Centre, Cambridge
A key message from the L&D 2020 Phase 1 Report was the importance of individuals taking responsibility for their own learning and not expecting organisations to ‘drip feed’ them. Throughout the education process most people have a clear structure provided for what to learn and yet, in the world of work, there is generally not a similar clear path.
Participants' in the 2008 workshops envisaged situations where learning capability could be used as a key factor in recruitment selection processes for certain roles, equal to or more important than the knowledge to do the job today.
Helping individuals develop their learning capability and desire to learn is seen as a key priority for both organisations and the education system. This workshop will focus on learning to learn exploring why learning is so important in the 21st century and providing solutions and tools to help you develop self-managed learning in your organisations.
The day will bring together some of the foremost thinkers in learning, education and neuroscience and should not be missed. It will be opened by leading thinker, reformer, and implementer of education policy Sir Christopher Ball.
The sessions
Harnessing the potential of work-based learning
We know that most of what makes someone successful in the workplace comes from that very context. People learn most through work. Education and training contribute at most 10-20 per cent of what makes a person successful in their job, however most organisations spend most of their L&D budget on course provision.
Just removing courses is not the answer, though. In this practical session Ian Cunningham and Vikki Matthews will argue that what L&D functions need to do is to assist people to organise their learning more effectively.
For instance we know that strategic, goal-based learning is more cost effective than random learning activities. Hence a major need is to assist individuals to structure their learning more coherently. However this does not mean trying to control people more. Structure and control can be relatively independent variables.
Controls fail anyway as people will always self manage their learning and their lives. They need more assistance in making this self managing appropriate for them and their organisations. This can get labelled ‘learning to learn’; however the latter is not merely a skill – it often requires a shift in mindset for individuals. Partly this can include the notion of balancing independent and inter-dependent learning. This session will provide proven solutions to some of these needs.
Adaptive intelligence – the future of learning and development
For much of the last century L&D professionals have focused their attentions on becoming more sophisticated in delivering training, creating organisations in which learning can flourish and raising the status of their profession.
In the twenty-first century, Bill Lucas argues that they will have to shift their emphasis dramatically to the area where they can add most value – learning, unlearning and relearning. For so change is itself changing, as its speed and reach extends into all of our lives. The days of large change management projects are numbered as change becomes the norm not a special event. And as this happens so the rules of change are changing. Adaptability and habit change will be the name of the game.
At the heart of this cultural shift are the learning sciences; cognitive psychology, organisational psychology, educational psychology, anthropology, and neuroscience. And the core knowledge base required by all L&D professional will be learning how to learn and learning how to change.
This seminar will explore new thinking in this area and how it might impact on individual and organisational learning.
Book online, email events@trainingjournal.com or telephone +44 (0)1353 865340.
