Tom McDowall’s Post

Workplace learning needs to be made a deliberate and ongoing process to help young employees equipped with the data skills needed to build a pipeline of talent in a data-driven world: https://hubs.la/Q01XYjLj0 #agile #datadriven

🌟 Maximize Your Remaining 2023 Training Budget: Embrace Business Agility for 2024 with SAFe 6.0 Implementing SAFe(SPC) Training! 🌟   📆 Date: December 18-21, 2023   As we prepare to bid farewell to 2023, it's crucial to ask ourselves: Have we fully utilized our training budget to position ourselves for success in the upcoming year?   🚀 2024: The Year of Business Transformation   The tide is turning. As we anticipate the end of the recession in 2024, the landscape of business is rapidly evolving. The era of Business Agility has dawned, and the integration of AI in our organisational framework is no longer a luxury – it's a necessity for survival and growth.   💡 Why SAFe 6.0 implementing SAFe (SPC) Training?   Our comprehensive SAFe 6.0 (SPC) training is not just a course – it's a transformative experience. It’s designed to equip you with the skills and insights to lead your organization into a future where Business Agility isn’t just a concept, but a living, breathing reality.   🌐 Transform Your Organizational Culture   Embrace AI: Learn how to transform your culture to wire it for AI Cultivate Agility: Foster an agile mindset across all levels of your organization. Stay Ahead: Be at the forefront of the shift towards a more dynamic, responsive business environment.   🔗 Limited Seats Available – Secure Your Spot Now!   Don’t let your 2023 training budget go to waste. Invest in the future – invest in your future. Join us for this pivotal training and set the stage for a triumphant 2024.   📩 Register Today: https://lnkd.in/gUsMy8UX   Let's embark on this journey towards Business Agility together. See you there! Ola Gedenryd Mahesh Varadharajan Volker Schümann Jasbir Chawdhary Marina Fredy   #SAFe #BusinessAgility #AIIntegration #LeadershipTraining #ProjectManagement #AgileTransformation

Many L&D maturity models talk in levels, but we at Acorn prefer to think in phases 👇 That way, you're not stuck at whatever stage of maturity your org culture is at – you can always work at making it better ✨ Planning your learning maturity will help you understand and plan the distance between your current state and your desired future. Plus, having agility woven into the fabric of your organization will help the organization roll with the technological, economic, competitive and customer shifts. Note: Watch out for the Dunning-Kruger effect though. Stay curious, stay humble. Your organization growth trajectory will thank you. https://lnkd.in/gD7DwFHK #lndmaturitymodel #capabilitydevelopment #MaturityPhases #BusinessAgility #ChangeManagement

Great points My Friend Ricky Strode! I do agree with your position! I do want to add to the list of potential subjects and concepts - AI…I completely support the AI Revolution and the benefits it provides today and for the future - the challenge for me is it is all about ease of work of tasks. What is missing is the Experimental Learning for humankind to advance in skills and application of the future of work. The experts and leaders in the AI field claim Artificial Intelligence is stupid and only as smart as its Model - maybe so, however, we are relying on it to perform significant tasks that we felt it was important enough to pay humans to do… It must become an imperative to change our Educational System to L&D kinds of methods promoted by Ricky Strode and others, moreover, we need to start a movement where AI becomes an Experiential Learning playground to change how, apply options to, and develop the next generation’s of humankind to become skilled “learners and appliers” verses a continued group of “hunters and gathers…”

WARNING: This post is intentionally provocative and may contain spicy takes. Consume responsibly and feel free to add your own hot sauce in the comments. Hold onto your HR handbooks, folks, because I'm about to stir the L&D pot. We all know the mantra: "Invest in your people! Learning and development is key to success!" But let's be honest, much of today's L&D feels like a dusty textbook collection in a world buzzing with ChatGPT and TikTok tutorials. Here's my spicy truth bomb: Traditional L&D is slow, rigid, and often irrelevant to the lightning-fast pace of modern business. We drown employees in generic e-courses and one-size-fits-all workshops, while the skills they actually need; like data wrangling or mastering AI tools, go begging. It's like teaching people to navigate the metaverse with a compass and paper map.️ We need an L&D revolution, not a dusty evolution. Here's what I propose: Throw out the one-year training plan. Embrace microlearning; bite-sized, on-demand chunks of knowledge that fit into busy schedules like, puzzle pieces. Think bite-sized Netflix for skills, not binge-worthy boredom. Ditch the sage on the stage. Let's get messy and collaborative. Peer-to-peer learning, hackathons, and reverse mentoring – where junior talents teach senior dogs new tricks – are the future. Let's tap the collective brainpower, not just the professor's podium. Make it real, make it relevant. L&D shouldn't be an escape pod from the daily grind; it should be a rocket booster to propel employees forward. Tie training directly to real-world problems and challenges. Let's build skills, not resumes.️ Embrace the unknown. The future of work is a blurry horizon, not a paved highway. Equip employees with adaptability, critical thinking, and problem-solving skills, not just industry-specific jargon. Let's build agile minds, not skill silos.️ This isn't just about throwing shade at L&D. It's about recognizing that in the age of disruption, learning needs to be disruptive too. Let's stop treating L&D like a checkbox on the corporate to-do list and turn it into the engine that drives innovation and agility. So, fellow professionals, are you ready to ditch the dusty textbooks and unleash the L&D tiger? Or will it remain a toothless kitten in the jungle of the future? #LDRevolution #UnleashingPotential #SkillsNotDiplomas #LearningAndDevelopment P.S. Sharing is caring. Let's spark a conversation and make L&D relevant again.

Organizations are constantly looking for ways to improve employee L&D, and corporate cohort-based learning is a step in the right direction. Check out this article by Suresh Kumar DN, CEO of Tesseract Learning: https://ow.ly/gSCr50Ph0mI #sociallearning #cohortbasedlearning

Micromanagement undermines organizational effectiveness by lowering morale, raising stress levels, and obstructing decision-making. It also stifles individual progress by restricting autonomy, creativity, and skill development. Managers must give direction and support while also having faith in their staff members to take responsibility for their work and contribute to the organization's objectives to promote a culture of growth and achievement.

Now that we've reached the year's halfway mark, how is your workplace employee learning and development program running? What trends have emerged for your learning organization? Share your experience in the comments. Admittedly, in June 2022, I wasn't thinking about how workplace learning and development professionals might use generative ai tools this year. What about you? I'm a fan of companies like Watershed because their technology empowers L&D leaders to see actual data about executed learning interventions compared to employee and organizational performance. I enjoyed Matt Donovan's Association for Talent Development (ATD) blog article "Learning Trends for 2023: What to Expect." And I wonder if your enterprise has realized any of these. Follow the link to read the full article. Two key points Matt mentions that resonate with me are: You are being sure to design for inclusion, beginning with onboarding. Think about the material your learning function uses during onboarding. Is it representative of the diversity of your company? When new hires turn the physical or digital pages, do they see people who look like them in your imagery? Has your learning team included various voices from the organization's ranks, or is it only a C-suite level "talking head video" greeting new hires? Secondly, using MVPs when developing learning content. I've struggled with this (my Myers Briggs and Predictive Index results explain why). Designing quickly to create a minimum viable product (MVP) doesn't mean eliminating sound instructional design. Yet, it does mean closing the feedback loop between development and learner/stakeholder inputs as much as possible. It is okay to release a learning intervention asset that's only 70% baked (and to iterate a better product as we advance). The challenge with this agile concept (in my humble opinion) is many L&D leaders have not redesigned their development workflows to incorporate MVPs. Beyond that, we haven't explained what that would look like in real life to our stakeholders so they are aware and embrace the MVP (knowing a more effective design is coming). #LnD #LnDROI #Business #LnDTrends #WorkplaceLearning https://lnkd.in/efP45gXT