In this episode, we discuss “ERP Organizational Learning & Development Strategies That Enable Success” with Mr. Mike Taylor.
Mike will share with us the primary mission of L&D, primary L&D objectives, the role of organizational learning culture and effective learning, research-based L&D practice, L&D as a competitive advantage, tactical pointers to creating an organizational learning culture, the role of trust, and more! Join us as we further explore ERP 0rganizational Learning & Development strategies!
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Mike Taylor
Learning Consultant making work better by tapping the best from the intersection of learning, design, and technology.
With over two decades of real-life, in-the-trenches experience, designing and delivering learning experiences, Mike Taylor understands that effective learning isn’t about the latest fad or trendy new tools. Known for his practical, street-savvy style; Mike is a regular and highly rated speaker at industry events and works at Nationwide in Columbus, Ohio.
He also teaches in the Instructional Design & Learning Technology graduate program at Franklin University.
Email address: [email protected]
I share the best things I find from the intersection of learning, design, and technology by exploring hundreds of sources so you don’t have to.
I send my newsletter every Friday, a monthly Tech Tools update, and an occasional blog post every now and then.
https://mike-taylor.org/newsletter-2/
03:30 What exactly is a learning consultant and what is their primary mission?
05:00 On your website, you state that “unpacking objectives”, “designing high-impact solutions”, and “staying on top of current advance and change in learning technology” are three primary objectives of an L&D professional, can you briefly elaborate on each?
07:06 What role if any does organizational culture have in effective learning?
08:55 You had a presentation called “Mike Taylor: Exploring the intersection of learning, design & technology”. Can you share with our listeners, what exactly is the intersection? (https://muralapp.io/miketaylor)
10:25 You state on your website that “research-based practices from marketing, learning and technology” are highly relevant to your practice. If you were to distill your own practice into fundamental principles, what would you say they are? That is, maybe asked a slightly different way, what makes Mike an effective learning professional?
14:25 You state in your article, “LEARNING IS THE ULTIMATE COMPETITIVE ADVANTAGE”, that “The good news for the field of L&D is that learning is more important than ever. I believe that learning has always been the ultimate competitive advantage. But don’t just take my word for it. There is a growing body of research suggesting that “the long-term financial performance of learning companies is significantly superior to that of their closest competitors.” Why then would every company not have their own L&D department just like any other department such as HR, IT, quality assurance, etc.? (https://mike-taylor.org/2020/05/12/learning-is-the-ultimate-competitive-advantage/)
18:37 Mike, if you were a leader of an organization, you would want to do everything you can to help your learning culture evolve. So, what are some tactical pointers that leaders could consider?
20:45 So how exactly is achieving learning and accomplishing organizational performance goals related?
24:03 You had an interesting article that caught my attention called “WIRED NOT TIRED: IS CURATION THE CURE FOR WHAT AILS YOU?” “Think about it. Isn’t a lot of the work L&D already does really just a form of curation? The process of creating a course is virtually the same as the curation process. You start by identifying your goals and doing some analysis of your audience. You identify topics and that leads you to a collection of resources from which you cull the best information to present in the proper context.” Please explain more to our listeners. (https://mike-taylor.org/presentations/wired-not-tired-is-curation-the-cure-for-what-ails-you/)
27:54 Does trust play any role in organizational learning?
31:10 As fellow practitioners, we absolutely benefit from learning from our colleagues and friends, both “boots on the ground” as well as researchers. How would you summarize this conversation? That is if you had to distill your work into 3 or 4 sentences, what would you say to ERP organizational change practitioners?
Unlocking Success in ERP Organizational Change Through Learning and Development
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