This newsletter is built with the full psychological, design, development, and brainstorming support of Nifty Learning.
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Mentorship in hybrid workforces doesn't need to be a watered-down version of being together in person. Such a nice lesson. This article goes through the benefits of connecting mentors and mentees online, such as building relationships free from the biases we face in person and through some tips of doing it in a meaningful way.
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So many interesting insights in one resource. First, it talks about 4 types of organizations: producers, investors, connectors, and explorers. Second, it talks about weaknesses and gaps you might have when confronting change: capability, resolution, purpose, and awareness. Last, but not least, it explores 4 actionable items for your leadership development and cultural strategy.
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I know many of us are interested in career development frameworks, so it's pretty cool when companies openly talk about their own. Here's how Whereby built the framework, how they incorporated their values, and how the framework actually works.
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"...it is not individuals, but teams, that get results." This makes me think again about the importance of focusing on team development as L&D professionals. How likely are you to support people managers in communicating your organizations' mission and values and maybe even write down the mission and values with their own teams?
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For many of us, remote or hybrid onboarding is here to stay. I took some interesting ideas out of this article. The one I'm already thinking about how to apply: build broad networks through shadowing, especially for your leaders.
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Such a nice resource to share with your colleagues and get yourself some inspiration for your learning process. It briefly describes many learning strategies, going through deliberate practice, learning from failure, learning like a scientist, making learning plans, using reflection journals, and so on. And it's also full will with other research papers and articles you can further study.
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On the 26th of May, Myles Runham and Roy Kee Son are hosting a discussion about product management in learning. As I'm a big fan of the idea, I can't wait to see their opinion about the characteristics of a product centred learning organisation.
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New podcast episode from The Learning & Development Podcast and David James. Together with his guest, Dr. Hannah Gore they explore the role of learning functions in learning cultures.
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Another great resource you can share with your colleagues to help them learn more about learning. Scott H. Young goes through why having a "why" is important in learning, how testing can help boost long-term retention, and other powerful strategies to support skill and knowledge building.
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Weeks ago we shared on Offbeat a comic that was intended to make clear that training is not the only solution to performance issues. This article explains the same idea far better and explores other concepts such as The Value Paradox - "the idea that after we have encountered repeated resistance when seeking to deliver our value, we start to experience frustration and then resent the very thing we are there to do".
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Apart from various interesting statistics about how leaders and employees experience remote work, this Humu resource explores answers to this question "how are we (leaders) changing our own habits to make flexible work successful"? For me, the most interesting idea was creating a "user manual" in which each team member outlines how they like to work and other important things they value.
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This article explores a topic of concern for many of us. It doesn't bring to the table innovative solutions, but it does bring up some interesting ideas: (1) which learning methods are better suited for at-home study, which are better suited for group study, and how we can build learning journeys that work for both, (2) after this year, people are tired of staying in front of their computers or phones, so how can we still use tech to support learning?
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Culture Amp recently launched a series of 3 toolkits: (1) Understand your employees, (2) Build high-performing teams, (3) Develop your people. Although they don't explore new topics for me, I think they might be useful for L&D newcomers or if you want to reiterate some basic knowledge.
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NovoEd launches another interesting program for learning designers. This time, they promise to go through assessing functional, structural, and technical readiness for design-driven learning and using rapid prototyping techniques to gaining feedback from experts and peers, and de-risk your ideas among others.
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I feel I've been talking about hybrid a lot. But well, I do share in Offbeat the resource I find useful for my own work, so hopefully, you don't mind another one on hybrid workplaces. Actually, this one is really interesting, it's like a premortem for implementing hybrid work and it answers the question of what could go wrong?
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I have to admit I don't know much about change management so this was an interesting read for me. It started with the idea that through change, individuals suffer disruption along three different dimensions: role adjustment, task learning, and emotional engagement. The article is mostly focused on role adjustment, which is not exactly role in it's "job description" sense.
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This report has 4 very interesting takeaways I think everyone working for a people strategy should be aware of: (1) Remote work became more important after 2020, people considering it as a factor to switch jobs, (2) Transparency drives belonging, (3) Organizations are still working vastly with synchronous tools, (4) Although remote work is recommended by 81% of the study participants, there's still struggle when it comes to teamwork.
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"With the rising tide of automation, the future economy will not only be about developing skills, but ultimately, about changing attitudes, culture and behaviour."
- Alan Hiddleston
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Thanks to Letitia Stefan, Joe Dunlap, Roi Ben-Yehuda, and Colt Alton for sharing Offbeat in the past week.
If you found this issue insightful and think your peers could benefit from it, please encourage them to subscribe to the Offbeat Newsletter. Your support will help us grow this newsletter and bring it to as many L&Ds as possible.
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