Work 4.0 = Learning 4.o?
In our presentation on Learning 4.0 at the Petersberg Trainer Days 2019 “If I really want to change something…”, we put forward the thesis that most development programs today do not create the right conditions for changed behaviour. As a result, they do not fulfill their actual purpose.
Are we demanding new behaviors from participants – and not changing our own approach?
This applies in particular to development programs that are intended to prepare people for the “world of work 4.0” – because this requires certain prerequisites to begin with. The same prerequisites that are also required in the “world of work 4.0”:
The co-design of the working environment and its processes. For training, this means the joint design of learning processes and teaching methods
The active development of learning agility as a fundamental competence of the future
Trainers and consultants on the one hand and customers and participants on the other must redefine their roles. Together, they then shape a development process,
that not only makes implementation possible, but expressly desires and promotes it.
with program elements and sequences that focus on self-directed learning with various tools, resources and approaches
New ways of thinking and attitudes are needed – be careful: co-creating participants!
Successful implementation often requires the involvement of other stakeholders, such as the participants’ managers or other collaborating colleagues. Implementation must be part of the expectations placed on employees and must be explicitly demanded and supported by their managers.
A program that aims to promote learning agility as a fundamental and transferable future competence must offer space for individual and joint design of the learning process as well as time for reflection and experimentation with what has been learned. Social learning, i.e. learning together with others in practice groups, at the workplace or in reflections, is an essential component of this. After all, working and learning from and with others is also part of learning agility and a basic requirement for many jobs of the future.
Why? Without experiencing the significance for oneself, no one will change their behavior!
Too often today, development programs are still seen separately from the world of work: Development goals are pursued in isolation from the actual purpose of the program. As a rule, the purpose is not really clarified in the first place!
They often say, for example, that we need more openness, collaboration and creativity. However, the customer is actually interested in increasing the innovation rate by X%. To this end, ideas are to be developed jointly and experiments carried out quickly in order to detect errors at an early stage. It is often unclear how the development goals of the program are supposed to contribute to increasing the innovation rate – for the client and consequently also for the participants!
Furthermore, no mechanisms are created for the successful application or measurement of concrete effects in the workplace. This means that learning does not take place where it is important: in the flow of work, in relationships with colleagues. If I don’t notice that it helps me, why should I change anything?
Blended learning – the emperor’s new clothes 4.0!
As a rule, participants still have virtually no influence on the course of the program and learning elements. This has nothing to do with learning agility, but merely perpetuates traditional teaching approaches – albeit often embellished by the use of digital tools to give the appearance of a modern “outfit”.
At its core, however, the traditional didactic approach remains – namely that learners are primarily consumers who need to be motivated, entertained and guided.
A truly empowering development program for the future therefore means
Loss of power for female trainers
a more difficult role for consultants
and much more commitment and a broader understanding as a stakeholder in the learning process for clients
It’s easier to marvel with the masses at how wonderful the emperor’s new clothes are…
