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The Modern Learning Ecosystem: A New L&D Mindset for the Ever-Changing Workplace
Reimagine the Role of L&D in the Modern Workplace
How can we possibly keep up? This question is front and center in today’s workplace thanks to the downright ridiculous pace of change. There’s a never-ending stream of new processes, regulations, products, and technologies with which employees must contend. And in the middle of everything―between executives, stakeholders, managers, IT, subject matter experts, legal, and employees―sits L&D, charged with making sure people have the knowledge and skills needed to execute but rarely provided with the time and resources to get it done.
The Modern Learning Ecosystem outlines a practical approach for navigating nonstop workplace change. Inspired by decades of operations and talent development experience with the world’s most dynamic companies, learning and enablement expert JD Dillon challenges the traditional L&D mindset with a tried-and-true framework that makes right-fit support a meaningful part of the everyday workflow. This book provides step-by-step instructions for architecting a disruption-ready learning ecosystem that will help employees solve today’s biggest problems while building the knowledge and skills needed to seize tomorrow’s opportunities.
Do you believe workplace learning is about more than courses? Do you struggle to gain stakeholder buy-in for alternative learning strategies? Do you want to make smarter decisions when it comes to solution design, technology application and measurement practices? Grab your copy of The Modern Learning Ecosystem and make sure the people you support are always ready for what comes next.
How can we possibly keep up? This question is front and center in today’s workplace thanks to the downright ridiculous pace of change. There’s a never-ending stream of new processes, regulations, products, and technologies with which employees must contend. And in the middle of everything―between executives, stakeholders, managers, IT, subject matter experts, legal, and employees―sits L&D, charged with making sure people have the knowledge and skills needed to execute but rarely provided with the time and resources to get it done.
The Modern Learning Ecosystem outlines a practical approach for navigating nonstop workplace change. Inspired by decades of operations and talent development experience with the world’s most dynamic companies, learning and enablement expert JD Dillon challenges the traditional L&D mindset with a tried-and-true framework that makes right-fit support a meaningful part of the everyday workflow. This book provides step-by-step instructions for architecting a disruption-ready learning ecosystem that will help employees solve today’s biggest problems while building the knowledge and skills needed to seize tomorrow’s opportunities.
Do you believe workplace learning is about more than courses? Do you struggle to gain stakeholder buy-in for alternative learning strategies? Do you want to make smarter decisions when it comes to solution design, technology application and measurement practices? Grab your copy of The Modern Learning Ecosystem and make sure the people you support are always ready for what comes next.
- GenresProfessional Development
260 pages, Paperback
Published November 29, 2022
31 people are currently reading
89 people want to read
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Displaying 1 - 5 of 5 reviews
January 7, 2023
This is a must read for anyone in the Learning and Development space, but it should also be a must read for stakeholders who really want to know how great learning programs work. JD has a smooth and easy to read style that takes everything practitioners have been trying to communicate for years and makes it simple, straightforward and sometimes even visual. I kept finding myself re-reading circling and dog-earing almost the entire book. This is not something you will want on your shelf. It is a daily use tool. It will sit happily next to my keyboard and I will reference it as I build my strategic plans.
June 17, 2024
While I liked a lot of the book - I feel like it missed out on providing a lot of the ‘so what’ and ‘how to’ - like meaningful measurement. I don’t think it gave good structure or guidance on how to get better measurement using the MLE framework…. It more so gave broad strokes that leave us with the same challenges we already have in measurement for L&D generally.
November 20, 2023
All the case studies were targeted toward corporate organizations with a large distributed workforce and addressed front-line training challenges (e.g., retail, manufacturing, call centers). It is helpful for a general understanding of broad L&D trends.
December 17, 2024
JD has provided a thought provoking framework for thinking about learning in organizations -- prioritizing people and what they need over training for training's sake. A must read for anyone in the learning and development profession.
February 21, 2023
📕 Why (Not) to read this book (Audience)
This book takes a lot of good ideas and gives them a turn to make a new and curious combination. Where L&D looks beyond just training.
👀 How this book changed my views (Takeaways)
Make Learning an Essential Part of the Work(flow)
1. Free Information from format Jail
2. Make Knowledge available 24/7
3. Shift accountability from L&D to people who do the work
Take Advantage of the Full Ecosystem
1 percent of users actively contribute
9 percent engage in ways that help maintain the community
90 percent benefit from the shared information but do not actively contribute
Everything a modern learning ecosystem does
1️⃣ We provide training on core job knowledge and skills (push training).
2️⃣ We provide opportunities to explore and develop new skills (pull training): Make Structured Training the Last Resort
3️⃣ We support the delivery of personalized coaching and feedback (coaching): Empower Managers to Guide Their Teams
4️⃣ We provide ongoing practice and reinforcement (reinforcement): Separate the Need-to-Know from the Nice-to-Know
5️⃣ We connect employees to timely, on-demand performance support (performance support): Make Sure Everyone Knows How to Raise Their Hands
6️⃣ We enable the sharing of accessible, consistent, and reliable information (shared knowledge): Transform the Wisdom of the Crowd into a Tangible Asset
⁉️ Spoiler Alert (Highlights)
L&D borrowed from the wrong paradigm when it comes to the connection between sharing and learning. We wanted to be Facebook and Twitter, but the information shared on these platforms is timely and fleeting. We see today, within organizations that use tools like Microsoft Teams, Slack, and WhatsApp, that these platforms facilitate connections and networks between people, but they don’t help you codify or discover organizational knowledge.
Let’s be honest: People can solve lots of problems without formal training. L&D, along with our stakeholders, has established an unfortunate spoon-feeding habit within workplace learning by limiting people’s access to resources. They were hired to do the job. They’re trusted to do the job. Plus, they manage to get to work every day on their own. People are fully capable of solving problems—when they’re provided with the right resources.
This book takes a lot of good ideas and gives them a turn to make a new and curious combination. Where L&D looks beyond just training.
👀 How this book changed my views (Takeaways)
Make Learning an Essential Part of the Work(flow)
1. Free Information from format Jail
2. Make Knowledge available 24/7
3. Shift accountability from L&D to people who do the work
Take Advantage of the Full Ecosystem
1 percent of users actively contribute
9 percent engage in ways that help maintain the community
90 percent benefit from the shared information but do not actively contribute
Everything a modern learning ecosystem does
1️⃣ We provide training on core job knowledge and skills (push training).
2️⃣ We provide opportunities to explore and develop new skills (pull training): Make Structured Training the Last Resort
3️⃣ We support the delivery of personalized coaching and feedback (coaching): Empower Managers to Guide Their Teams
4️⃣ We provide ongoing practice and reinforcement (reinforcement): Separate the Need-to-Know from the Nice-to-Know
5️⃣ We connect employees to timely, on-demand performance support (performance support): Make Sure Everyone Knows How to Raise Their Hands
6️⃣ We enable the sharing of accessible, consistent, and reliable information (shared knowledge): Transform the Wisdom of the Crowd into a Tangible Asset
⁉️ Spoiler Alert (Highlights)
L&D borrowed from the wrong paradigm when it comes to the connection between sharing and learning. We wanted to be Facebook and Twitter, but the information shared on these platforms is timely and fleeting. We see today, within organizations that use tools like Microsoft Teams, Slack, and WhatsApp, that these platforms facilitate connections and networks between people, but they don’t help you codify or discover organizational knowledge.
Let’s be honest: People can solve lots of problems without formal training. L&D, along with our stakeholders, has established an unfortunate spoon-feeding habit within workplace learning by limiting people’s access to resources. They were hired to do the job. They’re trusted to do the job. Plus, they manage to get to work every day on their own. People are fully capable of solving problems—when they’re provided with the right resources.
Displaying 1 - 5 of 5 reviews