The organisation is responsible for learning

Learning is organised

Learning is a formal activity

The activity of learning is in a classroom

Learning is a formal blended activity

Learning is an individual activity

The teacher is the source for learning

Knowledge is implicit in the head of people

The learner has no space for reflection

There isn’t a feedback culture

The learningproces must be steared

The organisation is responsible for getting an employee from A to B. If he fails, the organisation is to blame.

The learner is responsible for learning

Learning is facilitaded

Learning is an informal activity

The activity of learning is by adaptive e-learning

Learning is a workplace activity

Learning is a social activity

The people are the source for learning

Knowledge is made explicit and accessible

The learner has space for reflection

There is a feedback culture

The learningproces must be self organised

The employee is responsible for his quality in work and beïng attractive inthe employee-market. We facilitate him withall possible sources coming from in- oroutside the organisation to achive is goals.

How do you rate the overall point of view on learning? (From your organisation and the people in it? )

The real learning takes place informally in the workplace.

• In the workplace, formal acquired knowledge will be applied and therefore secured.

• In the workplace, new knowledge and skills are attained by teasers and issues from daily practice. For this purpose, we make use of our network and all the available resources.

Stimulate and challenge.

This is the way to learn from each other. Physically

and digitally.

Learning what

mattersis 20% of the total content. Learn toFind the remaining

80%

70 : 20 : 10 Efficient and Effective

Little steps forward.Working to a 70 : 20 : 10 learning environment

Learning CultureWorking CultureSupporting Infrastructure

Advising, (co-)Creating,

Supporting, Empowering,

Facilitating, Promoting,

Inspiring …

70 : 20 : 10 Learning Culture(Intrinsic behavior and attitude of the learner)

Integrated learning from each other by rich conversations and networks

LearnTogether

Give and accept feedback is crucial for continuous improvement

Feedback

The intrinsic wish to invest permanent in own improvement and contribute to organisation improvement

ContinuousImprovement

Dare to look in the mirror, reflect on your own behavior and attitude and take necessary actions.

Reflection

70 : 20 : 10 Facilitating Learn Culture(Facilitating behavior of L&D and management)

The Power and responsibility should be devolved to the professional themselves.

The materials you create should be openly available and for anybody to join. This can be across different companies.

You should design new and challenging experiences. You should not design content. It ‘s not what you tell people what’s important. It ‘s what you make them do.

You should provide the scaffolding and framework for the professional so that they can bootstrap their own learning.

Workers should be reflective practitioners. Sttimulate to make their implicite knowledge explicit

Devolve Responsibility Be Open Design

ExperiencesProvide

ScaffoldingStimulateReflection

70 : 20 : 10 Facilitating Work Culture(Facilitating support in daily practice)

Create time for reflection and sharing. It’s an investment for creating and spreading valuable knowledge and insights.

Trust and recognition are crucial for an optimal performance.

Autonomy matters. Forcing contribution makes for a lot of useless contributions. Recognising contributions makes for more constructive debate.

When there is no pratice, there is no retention from the 10% formal learning. Also there is no informal learning in the 20 - and 70% work environment .

Don’t push people having all knowledge. It can be dated in a day. Stimulate using sources when necessary . Knowledge will come for granted.

Space forReflection Trust Autonomy Opportunities

of PracticeSpace for

Knowing Less

Supporting in- and extern Infrastructure (Facilitating infrastructure supported by IM&IT)

The experts are recognizable, visual accepted by the crowd and accessible.

Expert Network

All sources are 24/7 available at the point of need. In- and outsite the organisation.

Accessible sources

Communities that can support each other to build and maintain networks for having rich conversations

SocialNetwork

Technology that supports informal, organic self organised learning. (Streaming video platforms with social components / sharing and storing …)

State of ArtTechnology

High perfomars

in a changing world

Competences

IntrinsicMotivati

on

Supporting sources and Tools

Extrinsic Stimulati

on

I …….I …….I …….

Primary actions starting with ‘I ……’

I …….I …….I …….

I …….I …….I …….

I …….I …….I …….

One cannot act without the other