“Training for Good”
There’s a lot of focus in the L&D world on corporate applications of training or...Read More
I am working on several things which cluster around the theme of 21st century learning. I’m developing workshops, helping clients craft strategies, providing context in a variety of ways to other clients/peers/readers around 21st century learning, which also goes by “social media in learning” and “Web 2.0 to train, support and develop”.
It has me reflecting. What does 21st century learning strategy mean to me? Is it all about technology? Is it skills-oriented? Is strategy really that different now than it was in say 1997?
Here’s a pretty typical approach to developing a learning strategy:
So, my needs assessment process and output will look radically different today than it did 10 years ago. Example, for output, I know my audience will use handhelds much more prevalently than before, so apps and augmented reality would show up. They might live far, far away, so technical and performance support will be more important, as will constant accessibility. But I might also have a demographic bulge to consider – will there be a mass exodus of senior folks or a trickle? Will the Gen Xers get frustrated and all leave to become consultants (oh wait, that’s just me)? Will those Millenials actually flit from job to job or is that a myth?
My technology plan will also include a more complex set of requirements. My communication plan will have way more channels and will encourage two-way communications. My evaluation approach will also have more options for collecting process related data.
But overall, the big elements (why and what) will still be the same. The “how” will have more options and need more continuous improvement. But, basic building blocks are still the same. Whew, what a relief!