It’s not an intentional thing, more accidental, that we have called ourselves “Trainers of trainers”. It is something that people understand, but I feel now it is no longer appropriate due to:

The changing role of L&D and professionals
• The emerging “New Learning Organisation**” as defined by Jane Daly and Laura Overton from Towards Maturity
• We actually don’t just train trainers in how to train! (It is so much more!)

 

So what do we do? We help organisations, line managers, teams and individuals to:

Have a strategic outlook when considering how people will learn to improve performance
• Learn how to engage with stakeholders and leverage them when looking for support and resources
• Be curious and dig deeper to find out underlying issues to find out what is needed
• To choose a complimentary blend of opportunities to help people improve their performance (#100ways2learn)
• Use accelerated learning principles so that the learning is sticky
• Be agile and fast
• Use a facilitative approach when doing any learning interventions rather than traditional trainer-led methods
• Build a cohesive learning community that benefits the whole organisation
• Open up to new ways of doing things
• Be motivated and inspired enough to have a go

Our open and in-house workshops do much more than “train” in the skills and knowledge required to become a new learning leader, for the new learning organisation. Through unique and innovative practices we have seen teams:

  • Have a mind-set shift in their thinking about how they approach learning
  • Become more cohesive a team in their approach to improving performance
  • Be inspired to make a real and measurable difference to the organisation by helping people learn how to improve their performance

**To compliment the “New Learning Organisation” we have developed our first draft on the “New Learning Leader”:

The visual is above but the detail is below:

  1. Has clarity of purpose
    • Business focused but also learner centred
    • Strategically focused to deliver what the organisation needs
    • Curious and analytical
    • Able to engage stakeholders in order to leverage essential resources and achieve the ROI required
    • In tune with what the organisation needs
  2. Helps create a holistic people experience
    • Helps to nurture and encourage an environment where people are developed consistently and with heart
    • Clearly defined and easy to apply models and frameworks
  3. Supports and nurtures a thriving ecosystem
    • Knows how to encourage a learning culture
    • Inspires a culture of feedback and healthy challenge
    • Empowers people to learn for themselves
    • In learning interventions inspires others to learn more and share
    • Promotes accountability at all levels
  4. Agile, digitally enabled
    • Digitally courageous, not scared to experiment
    • Able to choose the appropriate method/media for the outcomes required
  5. Helps support continual engagement
    • Provides appropriate learning support when it is needed
    • Understands the way the brain works to help learning be engaging and focused
  6. Helps people make intelligent decisions
    • Makes decisions informed by the organisations’ purpose
    • Develops others capability in decision making by providing the appropriate tools
    • Applies the latest neuroscience to help make wise decisions
  7. Emotionally Intelligent self-starter
    • Has awareness of their own behaviours on others
    • In touch with their own emotions
    • Good networker
    • Loves to learn

What have we missed or what could we add and to which category?

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