Lernhacks: What do employees need to take ownership for their development?

Just two days ago, we launched www.lernhacks.de - it's about routines, tools and tricks that help employees to take responsibility for their personal learning and development.

In my opinion, the future of learning is about moving away from static, pre-defined programs ("push") to a more autonomous model of learning ("pull") being anchored in everyday working life. The starting point of Lernhacks was the question: What do employees need to change their attitude and their behavior accordingly?

Lernhacks are not bound to concrete contents or competences, but rather trigger the reflection (meta-cognition): 

  • What should I or what do I want to learn? And why? 
  • How do I want to do that? 
  • Am I making progress? 
  • How could I improve?

Take this as an example: The hack "My Learning Dashboard" helps you to plan your learning, monitor your learning progress, and understand how and when you learn best.

Most of the hacks are provided free of charge under a Creative Commons license. In addition, we offer companies to systematically introduce Lernhacks (content licensing, consulting, training of managers) and to develop customized hacks for their industries and areas of work. Porsche is our piloting partner for this exciting project. There will also be an online shop offering Lernhacks products (book, hacks as posters and index cards etc.).

www.lernhacks.de is a joint project by Meike Hülber, Jan Schönfeld and me.


Canvas zur Skizzierung von Bildungsprojekten

Für eine größere, im Bildungsbereich engagierte Stiftung habe ich dieses "Projekt-Canvas" auf Basis verschiedener Vorlagen, vor allem von Danielle Olson, erarbeitet. Die Struktur bewährt sich, um beim Design neuer Initiativen zügig einen ersten Überblick über das adressierte Problem, den angestrebten Lösungsbeitrag und die Umrisse der Projektmethodik und ihrer Finanzierung zu gewinnen.

Getting a Grip on Learning Portfolios

Revising and improving learning portfolios is a complex and often challenging task. Some of these L&D challenges are:

  • Tight budgets, 
  • Shifting business priorities, 
  • Fragmented IT landscapes, 
  • Improving reporting capabilities, 
  • Demonstrating effectiveness and bottom-line impact of learning activities, 
  • Updating content, 
  • Changing professions and new skills, 
  • Small and decentralized teams,
  • Multiple stakeholders with unclear decision making processes.

To help tackle these challenges we developed "Learning Landscape Mapping". This effective tool is about visualizing learning portfolios, identifying their strengths and weaknesses, and enabling guided discussions about their potential for optimization. The Excel-based “Learning Landscape Maps" facilitate strategic alignment along various dimensions and cluster.

"Learning Landscape Mapping” does not only support one-off analysis but is intended as a tool accompanying and providing evidence of making progress while keeping defined objectives in sight such as developing learning analytics and diagnostics. With the potential to identify cost savings it helps to shift budget, make strategic reinvestments possible and get learning portfolios optimized for the future.