{"id":60868,"date":"2017-10-02T17:36:16","date_gmt":"2017-10-02T21:36:16","guid":{"rendered":"http:\/\/danielschristian.com\/learning-ecosystems\/?p=60868"},"modified":"2017-10-02T17:46:19","modified_gmt":"2017-10-02T21:46:19","slug":"from-dsc-some-reflections-from-the-2017-workplace-learning-report-from-linkedin-learning","status":"publish","type":"post","link":"https:\/\/danielschristian.com\/learning-ecosystems\/2017\/10\/02\/from-dsc-some-reflections-from-the-2017-workplace-learning-report-from-linkedin-learning\/","title":{"rendered":"From DSC: Some reflections from the “2017 Workplace Learning Report ” from LinkedIn Learning"},"content":{"rendered":"

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From DSC:<\/span><\/em>
\nGetting employees to make time for L&D needs to be based upon “what’s in it for them” — i.e., the main role of the L&D Team\/Department should be to create the platforms and means by which employees can learn whatever they need to learn in order to do their jobs well<\/strong> (as well as to learn the skills necessary to move into those new areas that they’ve been wanting to move into). They’re going to find ways to do this anyway, why not give them the tools\/knowledge of the tools and the platforms in order to better facilitate that learning to happen at a quicker pace?<\/strong> <\/span><\/p>\n

An L&D Team could provide content curation services themselves and\/or they could connect the employees with knowledgeable people. <\/span>For example, give employees the key people to connect with who are doing their jobs really well.
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For example, the L&D Team could maintain and provide a list of the top 10*:<\/span><\/p>\n