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Online Learning for Trade Associations

Posts Tagged ‘competencies’

Learn or Die

Posted by Ellen on May 10, 2011

… as an organization, that is (though some brain experts are also telling us that continuing to engage and challenge our brains is essential to staying mentally healthy as we age).

Somehow I missed this report, which dates back to 2008, but it’s no less valid now (maybe even moreso) than it was then, so it’s worth a post.

“In Search of Learning Agility: Assessing Progress from 1957 to 2008” by Timothy R. Clark, PhD, and Conrad A. Gottredson, PhD, both of TRCLARK LLC, sponsored by ASTD, Chief Learning Officer, and The eLearning Guild, says it more plainly than I ever could:

“Unless an organization can learn at or above the speed of change in its environment, it faces the grave risk of irrelevance and failure.”

Given that change swirls faster than the strongest tornado and — if you’re not ready — leaves devastation in its wake, you really need to pay attention.

“We know that, Ellen,” you’re thinking. “So what?”

Here’s the so what:

“Unbounded and un-prioritized learning can actually make things worse. In any organization, learning imperatives are never created equal. Each organization has to prioritize its learning needs based on its strategic objectives. The point is that too few organizations learn fast enough or well enough.”

Let’s break this down:

  • How many of your programs are — at most — loosely linked, but generally fall into the “unbounded” category? How often do you pull together a session or program because someone said it’s “important for the members to know this stuff”? Do you have a unified curriculum, or a hodge-podge of sessions, programs, events and other offerings that have accumulated over the years?
  • Are your programs prioritized? Do you know which ones are the *most critical* for your members’ knowledge base and skills? Can you quickly answer the question: If you could only offer one thing that would benefit your members’ educationally, what would that one thing be? Why?
  • Do you have a learning strategy? Does it comprehensively direct your department’s decision-making for face-to-face (FTF), online, and hybrid learning offerings? Does it show a clear relationship to your association’s organizational strategy?
  • How quickly can you respond to a situation that immediately requires your members be trained? How quickly can you do that WELL? Throwing together a Webinar on new industry regulations is one thing. Doing it so it is *effective* in helping your members incorporate those new regulations into their processes and policies is another.

When you get right down to it, individuals actively using social media options for answering questions, solving problems, obtaining background information and insight as it’s needed, and otherwise participating in “just in time” training are practicing agile learning.

Your members get it. They’re actively engaging on all sorts of levels in many ways to continue to feed their need for the latest facts and most up-to-date skills.

You need to be able to deliver at their speed (or faster) through the modes they’re accustomed to using.

Aren’t Core Competencies Enough?

Clark and Gottredson make an important distinction, given associations’ reliance on competency models.

“Competence refers to an organization’s ability to meet the challenges of today… An organization may be highly competent today, but competence today is not necessarily a good predictor of future competence — learning agility is.”

So what is this “learning agility” an organization needs?

“Learning agility refers to an organization’s ability to respond to adaptive change — be it an opportunity, threat, or crisis — through the aquisition and application of knowledge and skills. High agility organizations are able to learn quickly and apply effectively the collective knowledge and skills of their members… At an organizational level, agility is the ability to grow, change, or innovate at or above the speed of one’s own market.”

Here’s the bottom line:

  • You can be competent, but unprepared.
  • You can be competent, but unable to adapt.
  • You can be competent, but unspectacular.
  • You can be competent, but unable to innovate or create.
  • You can be competent, and still fail.

Time to rethink competency. Time to be agile. Time to transform the culture of your association into one that celebrates learning agility — for you, your staff, your volunteer leadership, your members, and your constituencies.

Posted in aLearning Strategies, aLearning Trends, eLearning Resources, Learning in General | Tagged: , , , | 3 Comments »

Getting to the Core

Posted by Ellen on March 16, 2011

“What Are the Core Competencies of a Trainer?” This great question was posted by Ling-Huey on ASTD’s LinkedIn forum, and her question generated dozens and dozens of comments.

Here’s a summary:

Effective trainers …

  • know the subject matter and can adapt key messages to learners’ levels of understanding while helping learners see the relevancy of the content
  • involve the learners
  • exude enthusiasm and passion
  • accept that it isn’t about them — it’s about the learners
  • understand how adults learn
  • model the desired behavior
  • can provide constructive feedback
  • are good listeners
  • can ask great questions
  • must be flexible — things don’t always go as planned, and sometimes a side-track can be a more valuable learning opportunity than what was supposed to come next
  • are able to “tune in” to learners’ reactions and pick up on subtle signs that someone just isn’t getting it or is losing interest
  • are confident and can build learners’ confidence
  • “view each interaction as an opportunity”
  • understand the strategic direction of upper management so they can implement effective tactics to affect change
  • “should be good human beings”
  • are optimistic
  • are greedy about learning from their learners
  • appreciate that what they do is more than a job — it’s a profound responsibility because “one bad trainer can create thousands of bad students”
  • understand it takes many,many years — maybe a lifetime — to become really accomplished trainers
  • have patience not only with learners but with their other stakeholders
  • have an analytical ability in order to measure results
  • possess showmanship and a stage presence
  • “have the heart of a parent to keep solid relationships with their learners”
  • “draw out the collective expertise of participants”
  • practice what they teach
  • must establish and maintain their credibility
  • understands where learners are starting from
  • can anticipate where learners might go awry and knows how to deal with it
  • welcome diverse viewpoints
  • handle challenging questions and situations with finesse
  • create an environment where disagreements can occur
  • without disrupting the learning environment
  • must be approachable and accessible
  • encourage learning from mistakes and engender risk-taking and experimentation
  • have a sense of humor

Whew! That’s a lot! But notice how many of these “competencies” are actually personal traits?

“Core Competencies” are usually skills and knowledge identified as being necessary for performing a function to an acceptable level of competency (i.e., “ability to properly structure instruction with respect to Kirkpatrick…” or “ability to manage the learning environment”).

But aren’t those personal traits as important?

Of course they are! We can define some of them as competencies — the ability to communicate clearly and perform active listening skills, for example.

But exuding enthusiasm and passion or having a sense of humor? It seems to me you either have those qualities or you don’t. Even so, they’re qualities that the best trainers (and facilitators) possess, don’t you think?

So, do we handle the personal characteristics as part of the job interview when seeking good trainers, and leave the competencies as job performance criteria?

What do you think? How do you define a great trainer/facilitator? How do you balance the personal characteristics that make a great trainer with the core competencies of training?

Posted in Learning in General, Online Learning in General | Tagged: , , | Leave a Comment »