Successful businesses insure that software and tools are available for such things as bookmarking reference information, collaborating on tasks, searching organizational content, recording knowledge for peer learning, reinforcing of key concepts, locating experts, accessing outside information, and connecting with customers and partners.
Here are a few examples of learning before and after instituting the learning infrastructure we call a Workscape. Usually it’s training before and pull learning after, that is, from training to what Jane Hart has called learning without training.
For a less murky version of this post, visit the white paper on the Internet Time Alliance site from which this was excepted.
Note what’s happening here.
The shift from training programs to learning networks expands learning and development from a limited department isolated from business operations into a critical, pervasive business function. CLOs who embrace this challenge of integrating learning into work face enormous job enrichment. Those who don’t will play severely diminished roles.
My next post on this topic will discuss how to shift from the traditional pattern to the network model.