Continuous Learning

The new way of learning

The new way of learning is more than just developing a training, a class curriculum or an e-learning module. It is important to determine which “interventions” are required to deploy during the learning path.

View our animated video

The “World Economic Forum” has in a new report described how, in the forthcoming “forth industrial revolution”, the competencies of employees will change over the next 5 years. What are the most important competencies now and what will they look like in 2020?

Working and learning in the 21st century requires not only a flexible attitude, but rapid changes (in all branches) require the continuous development of knowledge and skills of both the employee and the organization. What does this mean for the new way of learning?

in 2020	in 2015
Complex Problem Solving	Complex Problem Solving
Critical Thinking	Coordinating with Others
Creativity	People Management
People Management	Critical Thinking
Coordinating with Others	Negotiation
Emotional Intelligence	Quality Control
Judgment and Decision Making	Service Orientation
Service Orientation	Judgment and Decision Making
Negotiation	Active Listening
Cognitive Flexibility	Creativity

Source: Future of Jobs Report, World Economic Forum

A number of principles regarding learning in our current spirit of the times

Learning is a continuous process

Learning must be location and time independent (and fun)

In addition to formal learning is informal learning also a significant part of our learning experiences. We used to learn mainly in the classroom, nowadays we learn in different ways through communities of practice, personal networks and / or completing work-related tasks and assignments through (serious) gaming, for example.

The teacher (trainer, coach, trainer) becomes the learning director. The learning director facilitates the learning process and challenges the participant to experiment, observe, reflect, process information, write, tell and transfer knowledge and experience.

Source: Bob Mosher

Technology is adjusting our brain (rewriting). Many processes that were treated by learning theories (especially cognitive information processing) in the past, can now be transferred or supported by technology (e-learning, gaming).

In addition to "knowing about how and what", learning is also about knowing where you can find it. Different generations learn in different ways. Generation Learning Styles shows the preferred learning styles of the different generations currently working in organizations.

Lifetime employment doesn’t exist anymore. Employees change jobs much faster (1 in 4 employees work less than a year for his / her employer). With every job you have to learn a lot in a short time about your new work, the customers, the IT systems, the organization and your colleagues (who do I need for what?).

The 70:20:10 rule (Charles Jennings)

You experience seventy percent of your learning by experiencing it. We make 20% our own by observing others and learning together with others. We get ten percent from books, formal training and lectures.

It is therefore not easy to design a personal curriculum or a corporate curriculum with all these ingredients. In addition to knowledge of the content, organizations (HR departments) must therefore also have knowledge of the various learning interventions and technologies. “Skinny Interventions, Social Learning, Serious Gaming, Blended Learning, Webinars are just a few examples of learning interventions that will increasingly become part of the learning culture in organizations in the coming years.

Continuous Learning is the organisation that wants to be your learning director with all the knowledge and experience from different branches.