Driving Performance through Learning: Develop Employees through Effective Workplace Learning

Learning and Development (L&D) professionals are uniquely placed in an organization to improve both individual employee performance as well as the overall performance of the business. To maximise the impact of learning, activities must be aligned with the goals of the organization and delivered in the flow of work so that performance improvement is continuous. The course can no longer be the default learning option and creative workplace solutions are now vital. Driving Performance through Learning shows L&D professionals how to identify business needs and leverage learning that drives performance improvement to enable an organization to achieve its objectives. Beginning with an exploration of the fast-changing organizational learning landscape Driving Performance through Learning covers everything from how to diagnose needs through performance consulting conversations, using data and metric and tracking impact to designing agile solutions by leveraging technology, facilitating social collaboration and vibrant learning communities. There is also expert guidance on curating content, embedding coaching, valuing mistakes and adopting a more self-directed learning approach. This book also defines the key characteristics of the new learning organization and the emerging roles of the future-focussed L&D team and whether these new responsibilities should be developed in-house or outsourced. This is an essential handbook for all L&D professionals seeking to transform workplace learning and drive organizational performance.

·  Introduction: Keys to unlock the book

·  Welcome… and insight as to why I’ve written this book

·  Understanding that our model of change matters

·  The structure of the book

·  Getting the most from the book

·  References

·  PART ONE Understanding Emerging Landscapes

·  01 Redefining workplace learning

·  Where are we heading?

·  The emerging organizational landscape

·  Redefining the new learning organization

·  ‘Work is learning, learning is work’ – learning happens while we work

·  Embedding learning ‘in-the-flow’ of work

·  Moving beyond the numbers of 70:20:10

·  It’s time to establish a new learning philosophy

·  The need to unlearn

·  Summary and performance pointers

·  References

·  PART TWO Laying Essential Foundations

·  02 Diagnosing needs

·  Where are we heading?

·  Perceptions are relative

·  Three worldviews and three gravities: a learning scenario

·  It’s obvious… diagnosing learning needs is vital

·  The well-trodden process to define learning needs

·  Criticisms of learning needs analyses

·  Leveraging performance consulting conversations

·  Distilling the best of the models: 20 valuable diagnostic questions

·  Credible performance consultants align learning with the business

·  Targeted learning solutions enhance the credibility of L&D

·  Summary and performance pointers

·  References

·  03 Tracking impact

·  Where are we heading?

·  The lie of the land

·  Why is tracking impact such an issue?

·  Moving on impact models: L&D as a ‘one trick’ pony

·  Moving on: widening our repertoire

·  Other learning evaluation and impact models to consider

·  Using richer tactics: pooling the best practice from the models

·  How can you design and deliver for learning transfer?

·  Chasing the elusive ROI and ROE

·  The role of data and analytics in tracking impact

·  Fifteen learning data-related questions that are vital to ask

·  Assigning impact activities to roles: key questions to be answered

·  Summary and performance pointers

·  References

·  04 Designing responsively

·  Where are we heading?

·  Responding to the pace of change

·  Learning and the curse of sluggish solutions

·  What is ‘agile’ learning?

·  Reassessing old learning models: the Training Cycle and ADDIE

·  Moving to a more responsive design solution: SAM

·  Changing mindsets

·  Tips on gathering a multidisciplinary design team

·  Tips on gaining feedback to support iterative improvement

·  Summary and performance pointers

·  References

·  PART THREE Transforming Learning Approaches

·  05 Leveraging digital

·  Where are we heading?

·  Digital solutions are transforming our lives

·  What factors make digital learning solutions transformational?

·  The big question: why leverage digital solutions for learning?

·  Beware of fads, look for trends

·  Digital transformation: learning lessons from others

·  The typical digital learning landscape

·  Philosophies underpinning our choice of digital learning solutions

·  Transforming digital connections for learning in-the-flow of work

·  Transforming digital content for learning in-the-flow of work

·  Five keys in implementing digital solutions for learning

·  Summary and performance pointers

·  References

·  06 Facilitating communities

·  Where are we heading?

·  Socialized solutions

·  Nothing new under the sun

·  The re-emergence of social learning: what the research tells us

·  Harnessing the benefits of social learning and overcoming challenges

·  Ensuring online social spaces aren’t desolate

·  Keys to facilitating successful learning communities

·  Learning communities must face outwards

·  Twelve development ideas for learning communities

·  Summary and performance pointers

·  References

·  07 Curating content

·  Where are we heading?

·  A passion for curation

·  What is content curation?

·  Why is the curation of learning resources increasingly compelling?

·  What does the research reveal about learning curation?

·  How does curation support learning and performance?

·  A curation process for content to drive performance

·  Curation as part of wider knowledge management

·  Summary and performance pointers

·  References

·  08 Supporting self-direction

·  Where are we heading?

·  Self-direction drives motivation

·  Our choice-driven world should be reflected in learning

·  What does research reveal about learner choice and self-direction?

·  Time for a shift in learning language and philosophy

·  How does self-direction drive performance improvement?

·  The progression to self-direction

·  Five tactics to facilitate self-directed learning

·  Wrapped up in a living personal development plan

·  Summary and performance pointers

·  References

·  09 Embedding coaching

·  Where we are heading?

·  Looking to others

·  The multiple facets of workplace coaching

·  Coaching in-the-flow of work: culture not calendar

·  The power of coaching in the moment

·  Coaching in-the-flow of work through leaders and managers

·  Coaching in-the-flow of work through peers

·  Coaching in-the-flow of work through chatbots and virtual assistants

·  Communications technology for coaching in-the-flow of work

·  Talking the same language

·  Forty questions to draw on for coaching in-the-flow of work

·  Summary and performance pointers

·  References

·  10 Valuing mistakes

·  Where are we heading?

·  Mistakes: the doorway to success

·  How we respond to mistakes matters

·  Mistakes: common causes and outstanding outcomes

·  What does the research reveal about mistake-based learning?

·  Defining risk: the key to leverage learning from mistakes

·  Ways to harness mistakes for learning and performance improvement

·  Mistakes can be made precious

·  Summary and performance pointers

·  References

·  PART FOUR Redefining the L&D Function

·  11 Transforming roles

·  Where we are heading?

·  The future is… uncertain

·  Redefining L&D roles: six pillars of the performance-focused L&D function

·  The new L&D team: in-house or outsource?

·  Transformation: driven by a reality check

·  Transformed L&D alongside HR and OD

·  The role of managers in the evolved L&D function

·  Thinking about our future evolution…

·  Key transformational trends: artificial intelligence

·  Summary and performance pointers

·  References

·  12 Transforming mindsets

·  Where we are heading?

·  Our need for a compelling vision

·  Recap and round-off

·  A manifesto for effective workplace learning

·  Closing thoughts

An aparitie	3 Nov 2019
Autor	Andy Lancaster
Dimensiuni	15.5 x 2 x 23.5 cm
Editura	Kogan Page
Format	Paperback
ISBN	9780749497439
Limba	Engleza
Nr pag	232