Catching up today on my Old Reader RSS feedshas thrown up a multitude of other points related to both of these (as tends to always be the case). Of the more interesting ones:
A survey by CEB
- Summary available here.
- There are some nice points in here about seeing learning as a continuous activity and the need for ‘adaptive’ leader mindsets, personally I really like this COO’s description of his leadership from a Lean site: “As a leader, I will continue to learn, lead, and teach. And I will strive to help my team members do the same”.
- L&D focus on manager level capability. This seems to be an ever increasing issue, personally I would see this as tied to the recognition of manager importance in an informal learning culture (as covered, for example, in this academic research) and the importance of managers in ensuring engagement (and engagement’s importance to performance).
- The CEB site mentions that they feel the importance of managers will develop to see peer and direct report coaching as also very important. Indeed I suggested peer learning was key in my reply to…
Donald Taylor’s 2015 L&D priorities
- What will be big in workplace learning 2015 vote
- My idea for the evolution of peer learning really cuts across KM, curation and collaborative learning but I think it will be key – we need to make peers open to each other and avoid the feeling that attempts to ‘move up the ladder’ lead to risk adversity. Organizational cultures need to be doing a better job of rewarding those who support organizational development, not just those in money making roles.