Jane Hart

From organizing and managing learning to supporting self-organized and self-managed learning

Jane Hart

How does your organization view the L&D role? Is it just about delivering training, or is it now becoming as much about supporting individuals to self-organize and self-manage? In Harold Jarche ‘s recent post What is learning’s role? ,

A Blueprint for supporting Modern Professional Learning: Part 2 Overview

Jane Hart

Trending Sources

Supporting Everyday Workplace Learning

Jane Hart

I learned a lot from the activities and I am integrating what I learned into my work with nonprofit organizations. Next public online workshop runs: 19 SEPTEMBER – 11 NOVEMBER 2016.

Yammer 149

Why organizations need self-managed learners – and how you can help

Jane Hart

In the past, individuals were trained to do their jobs once and this would last them their whole careers. Over time, as job roles became more sophisticated or new technology or procedures were introduced, training became a full-time operation to keep people knowledgeable, skilled and up to date. But the world is now changing so […]. Social learning

The Modern Workplace Learning Challenge

Jane Hart

And of course, it is also helpful to comment on each others work as well as consider how their ideas might work within your own organization. but there is no obligation to participate if something isn’t relevant to your organization or if you don’t have time that week.

Yammer 148

Social Learning: August Pick of the Posts

Jane Hart

While getting work done collaboratively will continue to be of importance in all organizations, it will not be enough. These are owned by the practitioners themselves, not an association and not an organization.

What does L&D “transformation” really mean?

Jane Hart

Operational model – This involves carrying out training in a fundamentally different way, so for example, moving from (push) courses to (pull) resources – but “learning” is still considered to be an activity organized by the L&D department.

Why your Enterprise Social Network is your most valuable social learning platform

Jane Hart

This is the article I wrote for the January edition of Inside Learning Technologies magazine. It is an extract from my recent book, Modern Workplace Learning: A resource guide for L&D. In the workplace, social learning comes through social collaboration.

What it means to transform workplace learning

Jane Hart

This is a re-work of a previous post. There is a lot of talk about transforming workplace learning. But what does it actually mean?

Announcing the Jay Cross Memorial Award for 2017

Jane Hart

Recipients champion workplace and social learning practices inside their organization and/or on the wider stage.

Going social

Jane Hart

Just as the Social Web is changing the way that individuals learn, more and more organizations are now appreciating the power of social media for their own businesses. This is an extract from Chapter 1 of the Social Learning Handbook 2014.

Big change vs Little change in workplace learning

Jane Hart

I’ve also observed in the last few years how some organizations with enlightened [.]. There’s been a lot of talk recently about the fact that the L&D function needs to change, and a lot has been written about what the future of workplace learning should look like.

Change 134

The Top 100 Tools for Learning 2012 list is revealed

Jane Hart

This year’s Top 100 Tools for Learning list (the 6th Annual Survey) has been compiled from the votes of 582 learning professionals worldwide – 55% working in education, 45% working in non-educational organizations.

List 151

My pick of the best posts of June 2016

Jane Hart

larger organizations to work more independently. It brings new roles and responsibilities, new ways of looking at organizations, and new ways of relating to peers and multiple constituencies.

Emerging new roles for learning and performance professionals

Jane Hart

Over the last week or so I have been posting about how (I think) the workplace learning landscape is changing. For me, the biggest shift is not going to be about moving from creating instructional, formal courses to producing informational (or performance support) resources.

Radically rethinking the role of L&D

Jane Hart

In July 2016 I read a number of blog posts and articles that argued the case for a radical rethink of the role of L&D in today’s workplace. Here are just three. The first one, It’s the Company’s Job to Help Employees Learn written by Tomas Chamorro-Premuzic and Mara Swan (HBR 18 July) made a number of significant points.

The best of February 2016

Jane Hart

“It’s not about social training (though learning can be social), but instead about creating a learning organization that brings out the best outcomes from and for the employees. Here are the links to 5 posts that I shared on Twitter in February (through my account @C4LPT ).

Supporting self-managed team learning in the organisation

Jane Hart

In this and my next post I am going to look at self-managed learning in an organization, and how that might be supported and scaffolded. Team learning is essential in any organization, for as my colleague, Harold Jarche points out, quoting Peter Senge.

The future belongs to those who take charge of their own learning

Jane Hart

Having left school or college you could start work for an organization and remain there for your whole professional life. This learning portfolio is something that you can build on through your career, because it doesn’t belong to any organization.

Are you supporting new fashioned learning in the workplace?

Jane Hart

But let’s be clear, even when newer social and informal approaches are added to this old model that let you learn things a little differently, if your learning experience has in any way been organized (and/or managed) by someone else , this is still “old fashioned” learning.

Skills 135

What would happen if there were no L&D department?

Jane Hart

“Without the L&D department, a team is still needed to help make tacit knowledge explicit & available for the entire organization. Without L&D, a systemic approach towards individual development & the transformation of the whole organization would be missing.” “If no T&D, managers, CEOs, execs, employees would have to take responsibility for continuous learning of organization.”

“Learning the new” vs “Learning the old”

Jane Hart

For many people the word “learning” is synonymous with studying, lessons, classes, etc – because that is how we have been conditioned to believe how “learning” happens.

Skills 133

Is it time for a BYOL (Bring Your Own Learning) strategy in your organization? #BYOL

Jane Hart

Furthermore, as Dan Pink has shown us in Drive: the surprising truth about what motivates us , autonomy is a highly motivating factor within an organization: “ Control leads to compliance, autonomy leads to engagement.”. Get organized.

The changing role of L&D: from “packaging” to “scaffolding” plus “social capability building”

Jane Hart

Designing Learning Campaigns and Learning Challenges

Jane Hart

And of course, it is also helpful to comment on each others work as well as consider how their ideas might work within your own organization. Next public online workshop runs: 4 – 29 JULY 2016. Many believe that traditional classroom training as well as “click-next” e-learning courses are both ineffective and unappealing.

Empowering Employee-Led Learning (Online Workshop)

Jane Hart

I learned a lot from the activities and I am integrating what I learned into my work with nonprofit organizations. Public Workshop runs 30 January – 24 February 2017. includes free place on Intro to MWL workshop. 16 – 27 January 2017].

L&D doesn’t own social learning … we all do

Jane Hart

For sure, social tools can support and enhance learning, but they are not just for supporting and enhancing organized, formal learning environments. The emergence of so-called Social Learning Platforms and Social LMS suggests that social learning is purely an educational or training trend. In fact, the use of social tools in these formal contexts often results […]. Social learning

L&D in the Modern Workplace Challenge starts Monday 30 May

Jane Hart

but there is no obligation to participate if something isn’t relevant to your organization or if you don’t have time that week. This is just a reminder that the next L&D in the Modern Workplace Challenge takes place over 12 weeks from 30 May – 19 August. This Challenge consists of 12 Activities (some of which contain more than one task).

The role of the L&D function IS changing.

Jane Hart

L&D teams should build skills in performance consulting, gain expertise in new technologies including social and mobile, and work to cultivate strong learning cultures within their organizations.”

Change 109

Instructional design in 140 characters #140id

Jane Hart

Here are some #140id tweets: Turn off iPad mail app “conversation view” – Go to Settings > Mail, Contacts, Calendar > Organize by Thread > Off #140id – that’s better! —

Design 107

“Never get sucked into the ‘company knows best’ approach to your career”

Jane Hart

“In today’s digital economy, you are only as good as your network … When work is learning, and learning is the work, organizations need to look at how good people are at actively engaging in learning networks. If they went further, and were also facilitating the ability for the organization to continually innovate – fostering communication and collaboration via tools, practices, and culture – they’d be key to getting people to provide their best.

Professional Learning: The SCOPE Approach and Plan

Jane Hart

However, if professional learning is encouraged and supported by an organization, it can benefit immensely from the continuous learning of its employees. Their learning is not organised for them and managed for them by a Training Dept; on the contrary they organize and manage it themselves.

The Smart Worker : shares what s/he learns

Jane Hart

“Dare2Share allows BT employees to learn from each other by rapidly capturing and spreading learning throughout the organization in the form of podcasts, discussion threads, blogs, RSS feeds and other traditional knowledge assets (documents, courses and portals).&# [ BT Dares to share ].

The Role of the Collaboration Advisor

Jane Hart

For many organizations as well as the workers within them, this is going to be a fundamental new approach to working (and learning), so they are likely to need a lot of support as they adopt these new collaboration practices.

The role of the Personal Learning Advisor: supporting everyday workplace learning

Jane Hart

I learned a lot from the activities and I am integrating what I learned into my work with nonprofit organizations. Next public online workshop runs: 4 – 29 APRIL 2016.

Supporting the Social Workplace Learning Continuum

Jane Hart

4 – Think “ lite design” not “instructional design” – for organized activities.

The Smart Worker : needs immediate access to solutions to performance problems

Jane Hart

So, why not do what some organizations have already done, which is liberating their (non-regulatory) courses from the LMS, and placing them on their intranet (or learning portal).

Course 117

PKM is our part of the social learning contract

Jane Hart

PKM is also a key skill of being an effective autonomous learner – as we can see from the many individuals who are already organizing and managing their own personal learning strategies in the organization – and consequently a key aspect of BYOL (Bring Your Own Learning).

PKM 93

Overcoming the Course and Control mindset hurdles

Jane Hart

Informal learning” involves more than an individual being required to access informational rather than instructional content; it is fundamentally about the individual organizing his or her own learning.

The key to informal learning is autonomy

Jane Hart

He writes: “I thought I had made a sound business case for investing more in informal learning, but few organizations changed their ways. They squandered the opportunity to increase their effectiveness by becoming networked learning organizations.”