{"id":575,"date":"2017-03-09T09:30:56","date_gmt":"2017-03-09T08:30:56","guid":{"rendered":"http:\/\/modernworkplacelearning.com\/magazine\/?p=575"},"modified":"2018-12-24T13:34:16","modified_gmt":"2018-12-24T13:34:16","slug":"what-does-it-mean-to-transform-workplace-learning","status":"publish","type":"post","link":"http:\/\/modernworkplacelearning.com\/magazine\/what-does-it-mean-to-transform-workplace-learning\/","title":{"rendered":"What does it mean to transform workplace learning?"},"content":{"rendered":"

\"\"When it comes to business transformation, a Harvard Business Review article,\u00a0What do you really mean by business \u201ctransformation\u201d?<\/a> <\/a>describes three different \u201ccategories of effort\u201d as follows:<\/p>\n

    \n
  1. OPERATIONAL<\/strong> – This is the use of new technologies to solve old problems<\/strong>. However, although operational change\u00a0can drive business impact, it doesn\u2019t bring about\u00a0transformation.<\/li>\n
  2. OPERATIONAL MODEL<\/strong> – This involves doing what you are currently doing in a fundamentally different<\/strong>. But this is still not transformative.<\/li>\n
  3. STRATEGIC TRANSFORMATION <\/strong>– This is about changing the very essence <\/strong>of the company.<\/li>\n<\/ol>\n

    This is a valuable way to help us understand what workplace learning transformation means:<\/p>\n

      \n
    1. OPERATIONAL <\/strong>– This is about using new technology to solve old training problems<\/strong>, e.g. by converting classroom into e-learning, and adding in new technologies (and trends) \u2013 social, mobile, micro, gamification, etc – to training activities. However, whilst this might have some business impact (e.g. be more cost effective) it doesn\u2019t bring about transformation; as it is still focused on \u201ctraining\u201d as the primary model for learning at work.<\/li>\n
    2. OPERATIONAL MODEL <\/strong>– This involves carrying out training in a fundamentally different way, <\/strong>so for example, moving from (push) courses to (pull) resources \u2013 but even here \u201clearning\u201d is\u00a0still <\/em>considered to be the responsibility of the L&D Department, who organises and manages it all.<\/li>\n
    3. STRATEGIC TRANSFORMATION<\/strong> – This means changing the very essence <\/strong>of what \u201cworkplace learning\u201d means in the company, through both a new understanding of how<\/strong> it happens <\/strong>in the workplace (i.e. not just through training but as people carry out their daily jobs). It also means seeing learning at work as no longer\u00a0the sole remit\u00a0of the L&D department, but something that everyone<\/strong> in the organisation \u2013 managers\u00a0and employees alike – has responsibility for<\/strong>.<\/li>\n<\/ol>\n

      When considering these three approaches to transformation for workplace learning:<\/p>\n

        \n
      1. OPERATIONAL<\/strong> might be termed Digitizing Training<\/strong><\/li>\n
      2. OPERATIONAL MODEL<\/strong> might be termed Modernising Training<\/strong>.<\/li>\n
      3. STRATEGIC TRANSFORMATION<\/strong> might be termed Modern Workplace Learning<\/strong>.<\/li>\n<\/ol>\n

        The HBR article concludes \u2026<\/p>\n

        \u201cFocusing on \u2018today better\u2019 operational efforts does nothing more than create parity with the best executors of yesterday\u2019s model. It is a recipe for short-term survival, not long-term sustainability.<\/p>\n

        Leaders instead should be thinking about<\/strong>\u00a0<\/strong>how to blend together operational model and strategic transformation<\/strong> to execute \u2026 \u00a0a\u00a0dual transformation.\u201d\u00a0<\/strong><\/p><\/blockquote>\n

        So once again if we apply this to the transformation of workplace learning, the key point is that operational transformation efforts (that is applying\u00a0new technologies to old training problems)\u00a0are\u00a0only<\/em><\/strong>\u00a0a recipe for short term survival. For long-term sustainability it will be important to\u00a0blend together the operational model and strategic transformation\u00a0<\/strong>to bring about a\u00a0dual transformation\u00a0of workplace learning.<\/p>\n

        Modern Workplace Learning therefore doesn\u2019t just<\/em> mean adding in new technology to old training practices, nor implementing a new learning platform but rather adopting a new, modern understanding of what it means to learn at work. Modern Workplace Learning means:<\/p>\n

        doing things differently and doing different things<\/strong><\/p>\n

        What does this means in practice? Find out in Learning in the Modern Workplace 2017<\/a>.<\/p>\n

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