8 weeks ago today I facilitated a session at Learning Live about the 50 big ideas I wrote about earlier in the year, It was a different session, participative and creative with outputs which, over a 5 week period, I’ve shared on this blog. Each post in the previous 5 weeks listed the ideas the groups came up with, alongside a small comment from me.

Today’s post aggregates the content from the previous posts – below you’ll find 49 little ideas which the participants curated in the session in 20 minutes. These are 49 little ideas which you can change in your practice as a L&D professional to be more relevant, aligned, and business focused.

Some of the ideas are a challenge to your processes; you can change the way your function works by the way you adopt and use systems.

Some of the ideas are a challenge to your relationships; you can change the way you work with people in your business.

Some of the ideas are a challenge to your thinking; you can change your thinking, attitude, and your way of behaving.

1. Use the intranet to host (internal only)
2. Pay expertise for design rather than for intellectual property
3. Easy to discover through well designed search engine
4. Open up resources to the outside world (even limited numbers)
5. Discussion Forums
6. Profile staff
7. Act like an ‘internal publisher’
8. Open source platform development and content
9. Define your audience
10. Ensure accessibility
11. Simplify
12. Profiles readily available
13. Cameras and reductive technology
14. Simulation/park the recurring
15. What are experts learning?
16. Horizon scanning
17. Talent Management
18. Maintain enthusiasm
19. Ball in your court
20. Make comms more visual – pictures
21. Practical examples – to explain the theory
22. Remove jargon, review materials
23. Change language
24. Facilitate learning not instructor led
25. Coaching – knowledge and skills in the room
26. Involve users in creating learning
27. Everyday language, not educational
28. Buzzword bingo
29. Swearbox
30. Enable easy access to experts
31. Survey staff on the good performance support
32. Measure performance well
33. Get people to set our targets
34. Performance focus not activity
35. Social learning – using each other
36. Just in time – easily accessible when needed
37. Make it voluntary
38. Ask people what great performance means to them
39. Make it clear
40. People say “how” they want to learn
41. Provide examples/information about how people can learn outside work
42. Encourage trust and ownership of learning
43. Provide examples
44. Tools/ Ideas/ Concepts so that they can then build
45. Have conversations
46. Provide outlines
47. Toolset
48. Culture
49. Me!

Some make sense on their own, some you need to go back and re-read their context.

This post celebrates the fact it’s been 40 working days on from the session.  I did say in the session that I’d hope people would take the ideas forward. So, in that time, which of the 49 ideas above have you started?  What has worked, what needs more work? Or maybe you haven’t started yet – when will you be taking some of these ideas forward?

Let me know in the comments.