Hacking HR to Build an Adaptability Advantage
Social media and technology is revolutionalising the way we learn, communicate and problem solve, however organisations are rigid in their development and delivery of learning. They still control the courses available, who can attend and when and how they are delivered. Adaptaable organisations provide a framework for learning but give employees the skills and tools to problem solve, innovate and create communities of passion!
Hi Conor, I totally agree! Learning is not any more something to be imparted top-down, in the adaptable organization people are empowered to do it bottom-up. I think that in addition to explicit learning activities, the adaptable organization creates a framework where people can learn from failures and this knowledge is valued and shared. I expand on this in my post about the Inability to Learn from Failure as enemy of adaptability if you want to leave me a comment http://www.mixhackathon.org/hackathon/contribution/inability-learn-failure
Looking forward to hacking the new adaptable organization through contemporary learning practices!
YES Kate, so right. Some of our colleagues want development to be done to them, failing to recognise the rich learning environment the workplace is and how much they may have developed by being part of a multi-disciplinary team. One of the challenges for colleagues is finding the space for them to reflect on what, how and when they have learned and how they will use it effectively in future work or projects.
The challenge for the L&D professional is in creating an environment for informal, social and formal learning and then helping colleagues to engage.
I recently Blogged (sorry to be so blatant) about the professionalism of L&D professionals - http://wp.me/p3wwFf-2
Absolutely agree about communities of passion. I am putting a lot of thought and time into supporting these in my own organisation. But I think another part of the battle is to get professionals to understand that talking to colleagues and others in your network and working together to improve things is a valid form of learning. The number of times I hear people saying 'I haven't had any development this year...' when what they mean is that they haven't been on a course or it done anything leading to a certificate. And that is nothing compared to the blank looks I get when I say that I use twitter as a tool for my own professional development.
We need to widen the concept of professional development in the minds of our workforce, demonstrate the different ways of learning in the online and 'real life' worlds. I think we also need to do more to support collaborative problem solving as a technique to develop the knowledge and skills of our people.
Conor - thanks again for drafting your thoughts and for flying the flag for the learning and development element of HR.
I agree wholeheartedly agree about the over-formalising of learning and the lack of innovation shown in delivery, methods and utilisation of social technologies (something I have personally experienced, credited and believe in).
We probably label it social learning now, but I think that is a more apt title than anything given it before. Social learning through your network of people; technology platforms and literature AS WELL AS more formal learning like courses; on the job experimentation; e-learning; coaching/mentoring and so on.
Glad you raised this and yes agree on the myopic view.
Regards
Perry
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