The Agile Learning Organization

These are complex times to be in business. Organizations are under constant pressure to grow in directions that are, at times, counterintuitive: more agile, but also more globally aligned; more innovative, but still familiar to long-term customers. As learning and HR professionals, it is our job to help employees develop and master the skills that make this kind of growth possible. To meet this challenge, we can’t use old ways of thinking or traditional tools. This Program challenges us to think differently, to learn new approaches, and to reimagine the power and purpose of learning more broadly.

ApproachOnline social learning, teams of 30-50
Learning Time6-8 hours
Duration5 weeks. Next starting: March 24, 2021
View Program Schedule

Key Questions You’ll Explore in this Program

What is the evolving strategic role of learning in our organizations?

How is technology changing learning—for individuals, teams, and organizations?

How is learning key to solving the organization’s current and most critical challenges?

How can formal learning initiatives support informal day-to-day learning?

How can we create learning programs that are learner-centered?

What are the technology trends that will likely impact future purchasing decisions?

How can we think of ourselves as “behavior change architects”?

Field Manuals

The Agile Learning Organization Program is made up of 5 Field Manuals (our version of an online module). Each one contains a variety of types of content and social exercises culminating in a mini-project, reflection, or debate. Each Field Manual will take you between 30-45 minutes to complete but you can jump on and off at your own pace, as often as you’d like. The deeper learning happens in the discussions with your fellow learners so be sure to check in on the conversations regularly.

The New L&D

Learning has a crucial role to play in today’s rapidly changing business environment: helping employees engage with and own strategic changes happening within our organizations. This Field Manual looks at why this strategic shift in L&D is so crucial. It explores how learning can help solve business problems and affect culture. And it looks at the attributes of a modern, high-performance learning organization.

Learning from Experience

We learn every day, whether we mean to or not. When we try new things—a new idea for a client proposal, a new way to organize email, or even a new restaurant—we learn from those experiences. This Field Manual explores how to transform everyday experiences into learning opportunities that can that affect individuals, teams, and even entire organizations.

Learning from Each Other

Learning from our own experience is powerful, but sometimes we need to learn from someone else’s experience, someone who is an expert at their craft. This Field Manual explores the ways we learn from one another, whether it’s in a formal relationship with a coach or mentor, or informally, by sharing knowledge among peers and colleagues.

Learning by Design

“Design thinking” has taken the business world by storm, influencing sectors far beyond traditional design. As learning professionals, design thinking offers insights into how we can create learning experiences that are tailored to the needs of our “end users:” learners. This Field Manual explores the connection between design thinking and learning design.

Learning Continuously

To stay current and competitive in today’s business environment, learning can’t happen once or twice a year. This Field Manual explores how we can make learning continuous and how technologies aid us in this pursuit—now and in the future.