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First published in September 2017<\/em><\/p>\n Here are 10 misconceptions about Modern Workplace Learning (MWL).<\/p>\n 1 – MWL simply means modernising training.<\/strong> 2 -MWL is all about using new trends and technologies to design and deliver modern learning experiences, e.g. No. Whilst all these trends and technologies have their place, it is not just about using the latest technology in training, but rather helping to find the right<\/em> solution for a problem. This might be some sort of training, but there might well be another more appropriate non-training solution.<\/p>\n 3 – MWL is all about the<\/strong> “learner”<\/strong>. 4 – MWL means providing personalised learning for every individual<\/strong>. 5 – MWL is all about<\/strong> “learning”.<\/strong> 6 – MWL is all about ensuring individuals can do TODAY’S’ jobs.<\/strong> 7 – MWL means using gamification to improve engagement (and learning) at work<\/strong>. 8 = L&D is responsible for MWL.<\/strong> 9 – MWL means tracking everything everyone learns in a central learning platform<\/strong>. 10 – MWL means there is no role for L&D in the future workplace<\/strong>. Want to find out more about Modern Workplace Learning? Visit Modern Workplace Learning 2019<\/strong><\/a><\/p>\n
\nNo. It is much more than modern training. It means a modern approach to learning at work – recognising and valuing all the ways that people learn at, through and for work – not just in training, but as they do their daily jobs as well as on the Web. MWL means a new organisational learning mindset<\/em>.<\/p>\n
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\nNo. People don\u2019t go to work to (e-)learn; they go to work. So, they are primarily employees or workers (rather than learners), but ultimately individuals with different needs and interests. The term “learner” conjures up images of sitting in a classroom or at the desktop ploughing through an e-learning course! In the workplace, it is better to think in terms of the \u201cmodern professional” or “modern employee” rather than the “modern learner”.<\/p>\n
\nNo. It\u2019s about helping individuals to develop their own<\/em> personal learning strategies that suit them and their needs.<\/p>\n
\nNo. MWL is a much wider concept. It\u2019s about (new and improved) performance, individual and team growth, and professional career development.<\/p>\n
\nNo. It is also<\/em> about preparing for the future. It is not just about providing modern courses or resources for individuals to do their current work, but building and supporting a new skillset for the modern workplace.<\/p>\n
\nNo. Gamification doesn\u2019t necessarily<\/em> result in engagement nor learning. People only learn when they are motivated and have a purpose to do so – and the greatest motivation and purpose is to keep themselves marketable and employable.<\/p>\n
\nNo. Everyone is responsible for what they learn. L&D might take responsibility for designing and delivering modern learning experiences (where required), but managers are responsible for the growth of their team members, and individuals are responsible for their own self-improvement and self-development.<\/p>\n
\nNo. Whilst it will be important to have central records for compliance and regulatory purposes, it doesn\u2019t mean trying to achieve the impossible task of tracking everyone\u2019s learning. Rather, it means helping individuals to manage their own learning and development – using their own personally-selected tools \u2013 and maintain a record of their own achievements that they can take with them throughout their career.<\/p>\n
\nNo. But the profession now needs to adapt to the new world of workplace learning – one where it is no longer solely about L&D directing and managing training. Instead L&D needs to provide a broader service that includes encouraging, enabling, guiding, facilitating and supporting all the ways people learn at, for and through \u2013 as and when it is needed.<\/p>\nShare this:<\/h3>