Convergence of Learning with Work – Now What?
The convergence of learning with work or “workflow learning” is stimulating a lot of interest over the last few months. That’s a very promising sign for evolving L&D solutions, but at the same time, I’m seeing evidence of confusion around how to optimize this convergence. This confusion was borne out by evaluation comments from the HR.COM webinar hosted by Pandexio.com on February 21st where I was a guest panelist. The concept of optimizing knowledge worker performance at Point-of-Work was our topic. Comments indicated overwhelmingly that “…this was new information I did not already have,” and that raised a flag given that the audience was attended by over 150 HR professionals.
I believe the “new information” evaluation responses were prompted by new knowledge that every organization already has a Learning Performance Ecosystem full of diverse microsystems, each with discreet workflows, tasks, and role-specific performance requirements. Also new knowledge that each microsystem has one or more unique Learning Performance Continuums with unique Points-of-Entry requirements and unique Points-of Work; neither of which lend themselves to accomplishing optimized convergence of learning with work through training solutions alone.
The diversity of optimizing an ecosystem with multiple, interdependent microsystems with training solutions will not sustain workforce performance at Point-of-Work. An initiative to evolve L&D strategy, tactics, and technology represents an entry point for optimizing the convergence already on the table. This “new information” represents different conversations within L&D, from leadership to individual contributor roles, as well as operational stakeholders.
At Learning Solutions 2019 I will share a first look at the “different conversation”, evolved assessment tactics, design implications, and productivity acceleration technology implications critical to putting effective Learning Performance Solutions into the hands of our workforce at their Moments of Need within their respective workflows at Point-of-Work.
Please consider joining me at Learning Solutions 2019 in Orlando on March 27, 2019 at 4PM ET for breakout session #809 – “Performance Support: Enabling Productivity @ Point-of-Work”.
If your L&D team is considering the addition of “consultant” or “strategist” roles, this session offers essential direction and emphasis to successful execution within their own Points-of-Work.
Hope you can join me on the 27th of March.
Questions or clarification? Call me at (317) 437-2555
Take good care!
G.
Gary G. Wise
? Workforce Performance Strategist, Coach, Speaker & Storyteller
(317) 437-2555
Web: Living In Learning
Sr. Program Manager | Change Manager | Learning and Development Manager
6 年Great post again, Gary. The problem I have with the whole point-of-work movement, or the training in the workflow movement is that it's not really training. It's reference.? You put a performance support system, a job aid, or a video in the workflow. Someone refers to it. Now they can do a step they couldn't do before without breaking concentration, without breaking stride so much. So far, so good. But it's not training. It doesn't make someone into a high performer. Maybe it supports someone to make up a performance gap because they don't have to walk away from the work flow to figure out what to do next. But it doesn't drive toward or develop expertise.? You can see that in any field.? If you want a champion chess player, you don't coach them in the midst of a game. You have them play opening gambits 40 times and drill until they develop that skill. Then, you put them back in the workflow, in a chess game. Same with a tennis player. Surgeons are discovering this. Cal Newport, the theoretical computer scientist knows that if he's going to get better, he has to drill on solving computational problems. The great Nobel Laureate and quantum physicist Richard Feynman said people thought he came up with brilliant ideas, but they didn't see the closet full of calculations and proofs he'd made over the years. He could solve things quickly because he'd already solved them before. It seems as though the point-or-work movement removes blocks to casual competence. But it doesn't help people create the cognitive structures and skills they need to learn deeply, to become masterful. That takes apprenticeship. Do you buy that?? What do you think?
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6 年In my opinion of the history and trajectory of other fields regarding the Point-of-Work, especially regarding the tech side (xyz eating abc), is that the big things that “Learning” will likely need to respect and honor is that they are not the first pressure to “converge”, nor are they the first to provide a unified model of said “convergence”, nor will they be the first to claim ownership of such ... in such regard, who do you believe does, or should, own the Point-of-Work? (maybe even decentralized?)