Using new learning technologies to deliver Leadership & Management Programmes Andy Brookes Head of Organisational Change, Lincolnshire County Council.

Using new learning technologies to deliver Leadership & Management

Programmes

Andy Brookes

Head of Organisational Change,

Lincolnshire County Council

What do we mean by ‘new learning technologies’

• E-learning• Online learning• Virtual Learning Environment• Virtual classrooms• Forums• Webcast• Web conferencing• Pod casts• Wikis• Communities of practice• Learning management systems• etc. etc.

Can be very daunting, confusing or a ‘turn-off’ to those who aren’t technophiles!

But how should we respond ….given that this technology cannot be un-invented!

So what has changed?

❒ The internet….especially broadband

❒ Digital media - Easy to produce, copy,

distribute

❒ Social media - Facebook, LinkedIn etc.

Responding to the new learning technologies

• Broader perspective

• Need to consider beyond the perspective of the traditional trainer or conventional training

• Think differently about leadership and management development

• Think differently about learning

Thinking differently about leadership and management development

❒ What is the organisational ‘outcome’ we trying to achieve?

❒ Achieve this through: Learning Providing an environment which enables managers to achieve high performance

‘Continuously improve the skills andeffectiveness of current and future

managers’

The ‘new’ manager

• Leader• Improviser• Innovator• Collaborator• Networker

…..& so the learning provision needs to recognise this

Thinking differently about learning

• From training ………to learning• We normally learn to do something…… by doing

it!• 80% informal ‘on the job’; 20% formal learning• We are social creatures…we learn most from

those around us • We learn better when it aligns to our learning

style• We learn more when we enjoy it…is it interesting,

engaging or fun? • Ad hoc or ‘just in time’ versus planned learning

The current agenda

• Public sector cuts• Uncertainty• Rapid change, increasing expectations• Time/busyness• New generation of managers, ‘generation Y’• Higher expectations of the learner as a

‘consumer’ – not happy to just sit in the classroom….want to control their own learning

• The way we learn and access knowledge outside work has already changed.....why should we act differently at work

How do the new technologies support this agenda?

• Provides more extensive menu of learning resources

• Develop resources more quickly and cost effectively, rapid deployment

• The web offers accessibility• Ad hoc and planned• Personalised and self-directed• Modular/flexible (new credits framework)• Collaboration• Sharing knowledge

This isn’t new!

• Universities – blackboard

• Open university

• John Lewis

• Shell ‘University’

• BBC website

• Etc.

……are we playing catch-up?

Example

Approaching the new technologies

• Not a separate e-learning strategy• Don’t call it e-learning!• Fully embed within L&D strategy• New technologies increasing the available range

of methods and media…they compliment but do not replace the traditional approaches

• Offer opportunity to provide better, more effective blended learning solutions

• Greater scope to personalise and design solutions which meet our natural and individual learning styles

LCC• E-learning• Learning Pool e-learning• Learning Pool Dynamic Learning Environment (DLE)• Rebranded as Lincs2Learn• >1500 registered users• Developed and implemented capacity to produce

resources• ILM level 5 module, utilising Lincs2Learn• Information Governance – organisation wide programme• Blended induction including virtual bus tour

……….Next? Learning Management System

LCC• E-learning• Learning Pool e-learning• Learning Pool Dynamic Learning Environment (DLE)• Rebranded as Lincs2Learn• >1500 registered users• Developed and implemented capacity to produce

resources• ILM level 5 module, utilising Lincs2Learn• Information Governance – organisation wide programme• Blended induction including virtual bus tour

……….Next? Learning Management System

Barriers

• Access: Staff unable to access IT• Technology: IT doesn’t work well enough• Skills: to utilise new technologies• Time: requires self-management• Culture: understanding /awareness credibility trust • Capacity and expertise: new competencies for

L&D professionals

Thank you for listening

• Any questions?