Fifth in our series of 30 Under 30 interviews is Janine van Zoest, Learning and Development consultant at ProfPortaal Zorg, Dutch HealthCare cooperation.
Unfamiliar with learning’s 30 Under 30? That’s ok! It’s an annual program put on by Elliott Masie at Learning 2015 conference. “The goal of the 30 Under 30 @ Learning 2015 Program is to provide support, visibility, voice and development for the next generation of Learning Leaders.” Read on to learn more about industry insights from an up and coming learning leader!
Maestro: Tell me a little bit about your company and your role within it.
Janine: I work as L&D professional at the Groene Hart Hospital, where over 2300 Healthcare professionals work and learn every day. For more than 8 years we have a Learning Management System in place with a large library of online courses and even though the shift from face-to-face learning to electronic learning is great, there was still something missing.
We decided to create a joint venture together with over 30 other Healthcare organizations, called Profportaal Zorg, who work together to innovate learning programs as well as develop and review e-learning courses for all Healthcare professionals across these 30+ organizations. This is done in line with the 70:20:10 principle, helping us to make the shift from pushing to pulling learning for 30.000 Dutch Healthcare professionals.
Maestro: Tell me about some of the things you are doing to stay current in the world of learning.
Janine: To stay current in the world of learning we apply ‘The five moments of need’ methodology developed by Conrad Gottfredson. Together with external consultants from Xprtyz, a Performance Support consultancy company from the Netherlands, we created a Performance Support solution for core healthcare processes, such as restraining a patient and using a dialysis machine.
Maestro: What challenges do you see for the next generation of learning leaders – people like you?
Janine: It is all about lifelong learning and shifting the responsibility for learning from the L&D organisation to the learner. Not only checking the boxes and be compliance driven, but use Learning and Development to make a real shift, engage all the learners and create an organization you really want to work for!
Maestro: What excites you about the future of learning?
Janine: Questions like: How can the Learning & Development department enable learning as a daily habit? How can we facilitate informal and social learning?
And how can we make the shift from push to pull in learning as learning professionals?
Is it really possible to move learning into the workplace?
Maestro: What advice do you have for companies struggling to keep up with the changing landscape of learning?
Janine: To perform successfully, learners continually pass through five distinctively different learning moments. Traditionally the focus of our L&D department is on two of these moments of need:
1) When people are learning how to do something for the first time, and
2) When people are expanding the breadth and depth of what they have learned.
These first two moments of need are considered the “formal” side of learning. But there’s an informal side as well that comprises three additional moments of need for performers when they are actually APPLYING skills:
3) When performers need to act upon what they have learned, which includes planning what they will do, remembering what they may have forgotten, or adapting their performance to a unique situation.
4) When problems arise, or things break or don’t work the way they were intended and
5) When people need to learn a new way of doing something, which requires them to change skills that are deeply ingrained in their performance practices.
So following this methodology we have develop our courses around the moment of APPLY and it really worked.
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