July 17th 2017

What are the recent trends in learning? – Interview with Nigel Paine

In this short interview with Nigel Paine we explore the recent trends and shifts in learning and what these trends mean for the future of L&D.

Transcript

[00:00:07] What trends are you seeing in learning and what do they mean for the future of L&D?

Nigel Paine [00:00:07] That is a very good question, and what I want to do is focus on one area and out of that comes all sorts of things. And that area is very simple. It's the movement from reflective to adaptive. And what I mean by that is the learning is beginning to understand the needs of the learner. The learning environment is adapting to the learning, and the organisation itself is beginning to adapt around its own learning, responsive to the old world, responsiveness, firefighting, responsive is trying to work out what's wrong and then quickly put in a solution of some sort.

Nigel Paine [00:00:47] The old L&D was essentially a responsive organisation. It looked at problems. We called it training needs analysis. Then it took ages and ages to come up with products learning and then it delivered them. The problem is that is too slow and ineffective and focuses on generic needs, not individual needs. The new world is about thinking. Working out what you need to do and then doing it in cooperation and if you like, code creation and sometimes in curation with learners, the people that you're working with. So the learning operation becomes facilitative, not directive, and it never finishes anything. Everything is beta and it's up to the learner and the user to work out what is needed. What is missing. And sometimes to generate what is required to make it more useful and more complete. But when something is useful and complete, it is then ready to be deconstructed and reconstructed into something that is more useful and more complete for the next group of learners or the next issues. So in other words, it is a completely refocus away from the separate learning organisation locked away on its own in the corner, doing good work to an organization that is leaky, that is understanding and talking to the rest of the organization, and actually working hand in glove with the business strategy to deliver the business strategy and the people capable of delivering them, delivering that business strategy. That's the shift. And it's huge, huge.

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