Training Industry Magazine - January/February 2020 - 19

SUPPORTING A RANGE OF
LEARNING NEEDS
The learning plan accounts for a range of
moments of need, from the first time the
learner embarks on the learning journey
to when he or she applies a new skill
or something goes wrong. The critical
consideration here is that the sources
for learning will change based on the
moment of learning need. The goal here
is to proactively identify those sources
including content, expert networks,
peers and coaches that can help you as
your learning needs evolve.
Action: Employees
network to:

can

use

this

* Identify sources of content across the
moments of need.
* Identify and join communities that
support across each of the moments
of need.
* Continuously update and evolve your
relationships and sources.

EXPANDED
LEARNING ROLES
The learner will need to expand the role
from learning consumer to collaborator,
creator, moderator, curator and mentor.
Traditionally, learners have consumed
learning that the organization provides.

As we move to the learner driven plan,
learners will need to expand the roles
they play.
Action: Actively engage in your learning
network by:
* Moderating relevant conversations
that meet an emerging challenge -
shared among other learners.

People," a successful network presents
five benefits:
* Producing innovative solutions.
* Executing work efficiently.
* Revealing and energizing hidden
potential.
* Yielding purpose and well-being.

* Curating insights and solutions that
can be used by other learners or
expanded and shared in return.

* Transitioning into new roles and
learning
or
adapting
through
experiences.

* Collaborate on solving a challenge by
resolving an issue with peers that are
experiencing similar problems.

This is where micro-coaching and micromentoring come into play. Essentially
these are the core conversations that
further needs for the learners. Each
person you add to or connect with
in your network should be able to
collaborate to achieve one of these
needs. These interactions can also be
wrapped around moments of need.

* Offer and ask for micro-coaching
opportunities - feedback and
mentoring around a specific activity
or task.

CREATE A FOUNDATION
FOR AGILE COACHING AND
MENTORING
To support the learner throughout the
experience, the learner will need a
network of support including coaches
and mentors that can help through
the journey.
According to Rob Cross in "The Invisible
Network Strategies of Successful

Actions: In addition to enhanced
personal networks, learners need to
build by:
* Mapping individuals to needs.
* Planning for
mentoring.

micro-coaching

and

* Starting and stopping the engagement
as appropriate.

KEY TAKEAWAYS

LEARNERS NEED TO
TAKE A PROACTIVE,
MODERN APPROACH TO
CREATING THEIR OWN
LEARNING CRITERIA.

As the work changes and the points
of value change for humans, individual
learners need to take a proactive,
modern approach to creating their
own learning criteria. The reshaping of
the workforce is generating a range of
new jobs. The key will be to curate a
workforce that is enabled, empowered
and equipped to make the transition.
Matt Donovan is the vice president of
digital learning strategies and solutions
at GP Strategies. He has more than 22
years of experience crafting training
and development solutions, with a focus
on learner and performance-driven
learning. Email Matt.

T R A I N I N G I N DUSTR Y MAGAZ INE -AGILE LEARNING 2020 I WWW. T RAININGINDU S T RY . C OM/ MAGAZ I NE

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Training Industry Magazine - January/February 2020

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