Designing Performance Improvement Experiences—Stakeholder MappingDescription:
To improve overall corporate performance, talent development professionals are taking the role of business partner and modernizing learning. They are focusing on aligning a variety of continuous opportunities to meet the ever-changing needs of their employees. The starting position is to focus on the people within the system. One of the first steps sounds simple: Identify all the people in the system, such as the stakeholders. To many, this means just jotting down a list. However, to design experiences that truly enable employees to improve performance requires understanding stakeholders on a deeper level. In this session, attendees used a collaborative method to move beyond stakeholder identification. Using a structured stakeholder mapping process adapted from the LUMA Institute, they built a network of people who have a stake in creating this dynamic and modern learning ecosystem. The diagram visually showed who is involved, how they are linked to others, what they care about, how much influence they may have, and how they might affect the overall learning strategy.Application on the job:
- Use a collaborative method for uncovering stakeholders’ needs to design learning experiences more effectively.
- Discover new options for aligning learning to business strategies.
Learning leaders from Grainger and Phillips 66Session:
Experiential Learning—Building Teamwork for Problem SolvingDescription:
Experiential learning is an umbrella term encompassing learning that occurs through action learning, on the job, and through simulations and serious games. However, it is more than just a hands-on activity. It is any method that provides tangible experiences from which participants derive insights based on intentional reflection and discussion. As we modernize the organizational learning ecosystem and discover ways to personalize learning and create more workflow opportunities, experiential learning is an ideal tool for enabling people to “learn how to learn” on their own. While many trainers think of experiential learning as time-consuming, difficult, and complicated, there are simple techniques you can use to incorporate the approach in a variety of situations. These techniques help you create an experiential learning cycle: doing, processing and reviewing, making generalizations and drawing conclusions, and generating changed behaviors based on new insights. During this session, led by senior talent development practitioners from award-winning organizations and supported by ATD Forum member table facilitators, participants received the opportunity to “learn by doing” as they participated in experiential learning and the many ways it can be used.Application on the job:
- Experience an impromptu team-building activity.
- Apply personal problem-solving skills.
- Use an activity to develop reflection skills that lead to deeper insights.
Learning leaders from Kohler and Rice UniversitySession:
It’s Not Just the Journey—It’s the Entire Experience!Description:
When designing a more holistic and modern approach to learning, one of the largest hurdles is not just what delivery method to choose, but how to plan and design for the entire experience—the journey. How might a more systematic approach that includes looking at the complete learner experience and not just the intentional formal learning part enhance learning transfer? During this session, led by senior talent development practitioners from award-winning organizations and supported by ATD Forum member table facilitators, attendees had the opportunity to work through an experience map, collaboratively assessing ideas for attracting, engaging, and sustaining individuals in the learning journey experience.Application on the job:
- Experience a collaborative design thinking method.
- Use a structured process to look at the complete learner journey experience.
Learning leaders from Hilti and Intermountain HealthcareSession:
Modernizing Learning to Build Performance CapabilityDescription:
In this session, three ATD Forum member organizations shared innovative practices they used to modernize their learning ecosystem to make it more learner-centric. These practices included a variety of actions to personalize learning, focus on learning in the work flow, and create collaborative social learning. These practices were shared in a rapid, whip-around method referred to as “zing rounds.” In addition, the session provided resources and references that attendees could take back to their organizations. Attendees learned how to modernize their learning strategy in a continuously changing work-learn environment.Application on the job:
- Explore ways other organizations are modernizing their learning portfolios.
- Benchmark unique practices from senior practitioners
Learning leaders from Intermountain Healthcare and Pfizer