The Top 7 trends in Learning and Development for 2010 - and Beyond

Gain inspiration from our top 7 trends in L and D! Use these guidelines to assist you to create new and exciting services and experiences for your internal or external clients.

I recently attended the Training 2010 conference in San Diego with a range of trend-setting international speakers who shared their insights into what they see as the key ways forward in learning. This is our profession’s opportunity to grab hold of these innovative ideas and integrate them into what we provide to our participants and clients.

1. The Whole Brain Rules
It is more critical than ever to understand how the brain functions. If we are in learning, we engage with people’s brains and if we have no clue as to the research in this field, we are being left way behind. Our reading on learning and development topics needs to start with research into how the brain functions so that we are fully aware of how design and delivery of programs links to the ‘whole brain’. We only use between 30 – 35% of our brain power – are there better ways of ensuring a return on our intelligence?

2. The immersive internet is with us
There are exponential changes in the way in which the pervasive web has infiltrated the way in which we interact and do business. In these times of accelerated change, if we are not taking full advantage of incorporating Web 2 and 3-dimensional internet experiences in to our training, we are not keeping pace with the webvolution. Get out of the flat-land of traditional elearning and enter the world of 3 dimensional learning. Think Avatar.

3. Learning is about optimizing our networks
Tune into the network and the collective capabilities of your team and organistion – and beyond! Getting things done requires good connections – both the human and internet kind. Building competency frameworks for roles that no longer exist or that have changed is a waste of time. Instead, focus on tuning the network. Information is the currency and interaction is the transfer.

4. Link learning to change
There is no learning without change. Incorporate change management principles into learning programs. Understand why people do or don’t change. What are the barriers to change and what are the ‘change monsters’ that surface emotionally? Be sensitive to these in designing programs to address business needs. Ensure that every possible creative learning technique and transfer strategy is used to embed learning.

5. Broaden the meaning of the term learning
If we came back to life from the 18th century, we would still recognize a school classroom. Things in the world have been reinvented and have changed dramatically. The world of work is about doing – and not just knowing. So programs that don’t lead to day 1 performance from people immediately are not worth the paper they are written up on! Remember that research shows that over 80% of learning takes place outside of the classroom. We have a huge area to work with – why focus on the classroom only….

6. Integrate social learning into your learning agenda
The good old saying, teach a man to fish… should become, teach a man to teach. The stiffest trees are the most easily cracked, while the bamboo and the willow bend with the wind. If we know how to share knowledge at all levels through media such as blogs and discussion boards where experiences can be discussed, that is social learning. Build learning communities with people who are passionate about topics that interest them.

7. The more things change, the more they remain the same
The overall purpose of training is to ensure that change takes place. Training is not an event – it is a process. It is not what is being taught that is important; it is what is being caught by learners that makes the difference.