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Learning Industry News and Opinion

Study of Workplace Priorities Reveals Generation Gaps

November 2, 2011 11:23 by vstgerard

A new study reveals the career-related differences among the four generations of workers in today’s workplace: Matures (born in 1945 or earlier), Baby Boomers (born between 1946 and 1964), Generation Xers (born between 1965 and 1979), and Millennials (born in 1980 or later). More than 3,000 Canadians were surveyed to determine if there were significant inter-generational differences in their work priorities, career attitudes, career experiences, and career outcomes.

Among the findings, data provide evidence of generational differences in terms of work priorities. The youngest generation, the Millennials, placed more importance on work characteristics that lead to self-improvement, as well as social aspects of the workplace. In contrast, the values of Generation X employees emphasized the need to find a balance between work and personal facets of life. Both Boomers and Matures were concerned with staying relevant in an ever-changing work environment. However, these oldest two generations differed in that Boomers remained focused on advancement and achievement while Matures were striving to leave a lasting impression in their organizations.

Read more.

 


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Categories: Next-Gen Learning | Learning & Development | News | Research

Social Learning Competencies: A Call to Action for Learning Professionals

August 10, 2011 10:24 by Kristen Fyfe

The use of social media tools is revolutionizing the learning and development profession and practitioners need to develop skills in this important area. ASTD announces an update to the ASTD Competency Model that identifies competencies in social learning. This update will also be reflected in the Certified Professional in Learning and Performance (CPLP) certification exams beginning in September, 2011.

A feature article titled “Social Learning: A Call to Action for Learning Professionals,” in the August issue of T+D magazine, contains information about the new social learning competencies and the update to the ASTD Competency Model.

The research-backed competency model is strategically important to the profession because it answers the question, “What do learning professionals need to know and do to be successful in the learning and performance field?” The model includes nine areas of expertise (AOE) and identifies what knowledge and skills are important to have and develop. ASTD published the latest major ASTD Competency Study in 2004 as a means to define and advance the profession, and to provide a roadmap for professional development for learning practitioners. 

Information about the ASTD Competency Model and social learning update can be found at www.astd.org/competencymodel. Information about the CPLP certification exam changes related to social learning competencies can be found at www.astd.org/cplp.


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Categories: ASTD in the News | Next-Gen Learning | Learning Technologies | Membership | Research | T+D

Steps for Learning Professionals to use to move from Training to Performance mindset

May 6, 2011 09:40 by MJ Hall

Given the proliferation of Tweets, discussion boards, web conferences, magazine articles, and conversations with colleagues, learning professionals receive myriad messages daily on what to do to be more aligned, collaborative, and relevant.   Lists of What learning professionals need to do abound.  While these are timely, relevant and great ideas, translating the What into a first-step How, and then designing an action plan for execution and follow through within an organizational culture, are much different – and more difficult.

As an example, consider several of the TO states in the From a training event to a learning journey list at the end:
• a guide-on-the-side (from a sage-on-the-stage)
• a member of a collaborative team (from a Lone Ranger)
• collaborating with work teams to co-create solutions for enhancing productivity (from Independently designing and delivery curriculum)

These are very different roles for learning professionals – and require different skills.  How does a learning professional steeped in ISD (Instructional Systems Design) and stand-up delivery of facts and information, e.g., a sage-on-the-stage, evolve into a guide-on-the-side?  This transition may be even more difficult if the sage is knowledgeable, skilled at delivery, and receives positive feedback for his/her current practice from participants.

Given the “from a training event to a learning journey” conundrum in the professional learning arena, the ASTD Forum has incorporated several how-to techniques, including the principles of Human-Centered Design (H-CD) to transition from a focus on formal training to a focus on performance on the job. According to Luma Institute, the essence of H-CD is creating something new where the activity is driven by the needs, desires, and unique context of the people for whom we design.   Human-Centered Design principles include a variety of tools and techniques that provide discipline to generating solutions to problems and creating opportunities to design the future through teams working together by:

• Observing human experiences
• Analyzing challenges and opportunities
• Envisioning future possibilities 

Generally, multiple tools are used in combination with each other and/or as part of an overall system to help create a new reality. Tools specifically combined to work together are referred to as a “method set.”   All tools in the “method set” are generally used consecutively, and, in practice, several method sets can be used for a project.  Human-Centered Design tools also enhance other problem-solving tools and methodologies such as Six Sigma, LEAN, Grove templates, and Action Learning. 

These tools can be used in collaboration with the learning designer’s client in assessing a need or designing a solution.  They can be used with participants in a learning experience.  Using these collaborative tools and techniques moves the learning professional from the “lone ranger” mode to a team mode tasked to actually design a solution for a work team.  And while it helps move the role from sage to guide, more importantly, it enables the learning professional to be a designer that uses tools and techniques to enable groups to:
• discover more about the situation/problem
• co-create solutions for the unique context
• work together to implement and facilitate a solution, and
• continuously improve performance .


For the first time ever, attendees at ASTD’s 2011 International Conference and Expo will have the opportunity to “experience” tools and techniques related to moving from the current “event” state to a future “journey “state.  Forum members and partner Luma Institute will offer four sessions, two on the 23rd (M122 and M223) and two on the 24th (TU122 and TU223).  We invite you to join in this historical and meaningful learning experience.


For more information on the ASTD Forum:
Twitter Hashtag:   #ASTDForum
SharePoint:  www.astd.org/forum
LinkedIn:  http://tinyurl.com/LinkedIn-Forum


For more information on the 2011 ASTD International Conference & Expo:  http://www.astdconference.org/ice11/public/enter.aspx

From Training as an Event

To Learning as a Journey

Training as an event

Learning as a Journey that is dynamic learning integrated with an employee’s work and results in changed performance

Trainer as a Lone Ranger

Business Partner as a member of a Collaborative Team focused on improving productivity

Training in Classrooms

24/7 access to myriad learning assets

Rigid Formality

Organic eco-system

“Sage-on- the-Stage”

“Guide-on- the-Side”

Trainer as the source of information and person doing the research

Learning designer creating an environment where the customer is the source of information and a major contributor to solutions all within the work context

Active teaching during an event

Active facilitation and continuous brokering of performance support tools that foster dynamic learning as part of the work

Students

Engaged partners, employees, participants, collaborators, and problem-solvers

Training

Work Performance integrated with dynamic learning at the point of need

Trainer working for the customer

Collaborative partner with a customer-team and serving as a coach and performance broker for learning tools

Single activity that employees “go to”

An integrated approach that includes the worker’s needs for doing the work within the culture of the workplace

Content-focus

Content within the real Context and as part of the culture

Designing and delivering curriculum

Collaborating with work teams to co-create solutions for enhancing productivity

 


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Categories: Conferences | Next-Gen Learning

Linkage’s Global Institute for Leadership Development Ranked by Leadership Excellence Magazine

December 2, 2010 12:30 by Ann Pace

(From PRWEB) -- For the fifth consecutive year Linkage’s Global Institute for Leadership Development (GILD) has been ranked by Leadership Excellence magazine as a Top Leadership Development Program within a large consulting group for 2010-2011. For over 25 years, Leadership Excellence has been a top publisher of best practices, thought provoking ideas, and trends from experienced consultants, trainers, and business leaders.

“It is always an honor and privilege to be recognized for the hard work that goes into developing a world-class immersion program for today’s global leaders,” said Phil Harkins, CEO of Linkage. “I am very proud of the Linkage team for earning this year’s rankings, and gracious for Leadership Excellence granting us their high rank of Top Leadership Development Program within a large consulting group for 2010-2011.”

This year’s rankings were a result of evaluation of over 1,000 leadership development organizations to determine the best leadership development programs and practices. This year’s criteria for ranking fell within seven principles: vision/mission, involvement and participation, measurement and accountability, design, content, and curriculum, presenters, presentations, and delivery, take-home value, and outreach.

Leadership Excellence honors companies for their efforts and encourages them to keep enhancing their leadership programs and practices.

Read more.


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Categories: Next-Gen Learning

The ‘Recession Era’ War for Talent

August 17, 2010 17:00 by Ann Pace

(The Financial Post) -- Things are looking up, but there’s still no shortage of headlines on the struggling economy – large lay-offs, double-dip recessions, and slow growth and recovery.

The Age of Persuasion produced a great piece on recession marketing – I’d recommend the whole broadcast if you have time, but the parts that tie in here begin around 18:05 (and a friendly warning to anyone who’s anti-Monty Python).

The real Take-Home Message of the program is that when times get tough, those who persist and push forward will be that much further ahead when the economy rights itself again. O’Reilly says of a food product manufacturer: “It fought to keep its place in people’s minds…the lesson: In a recession, the advertising landscape becomes a lot quieter and media rates drop. So, not only is a brand more easily heard, it can steal away business from the sector’s weakest players and gather momentum for when the recession ends.”

I’m not advocating stealing anything from anyone, but can HR take a page from Marketing’s playbook here?

Both job applicants and consumers make decisions in an increasingly noisy informational environment, and both are influenced by the organization’s reputation and brand, and the economic landscape.

Read more.


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Categories: Next-Gen Learning

Gov 2.0 Expo: Private Sector Solutions Meet Government Challenges

April 8, 2010 14:35 by Jackie Hadley

Gov 2.0 Expo, happening May 25-27, 2010 in Washington DC is THE technology conference and expo for 21st Century Government. It's the premiere event that -- in just three days of sessions, workshops, keynotes, and rapid-fire presentations -- gives government employees and contractors the practical tools, in-depth technical training, and industry contacts critical to implementing new standards of transparency, collaboration, and cost containment.

Topic tracks include Agile Government, Cloud Computing, Open Data and Web Services, Social Networks and Collaboration, and Emerging Topics. Gov 2.0 Expo is co-produced by O'Reilly Media and UBM TechWeb and will showcase the real-world application of Web 2.0 technologies in government and municipal sectors, featuring a practical program that will teach government employees and contractors how to apply technology best practices to government programs, and in turn introduce new companies to the government market. Register Now & Save 15% using Discount Code: gxp10mp10 at: www.gov2expo.com.


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Categories: ASTD in the News | ASTD Professional Partner News | Conferences | Government | Leaders as Teachers | Next-Gen Learning | Public Policy | TechKnowledge