Future learning - rethinking corporate learning
Impetus for sustainable learning concepts - with a focus on neuroscience and skills
3.9
The world of work is changing rapidly. New technologies require new skills—future skills. But which ones should we promote in order to actively shape change?
This webinar introduces the topic of future skills and provides an insight into their complexity. The contents are:
- How is the world of work changing?
- What does this mean for specialists and managers?
- Which competencies / future skills are important?
- Why are these skills important?
Expert: Dora Hormes
The more uncertain the future, the more important values and skills become so that people can master today's still unknown challenges in a self-organized way. This also applies to companies. Stockpiled knowledge and traditional HR development methods must be replaced by a future-oriented learning concept. This is why "Future Learning" and "New Work" represent nothing more and nothing less than the future of learning and working.
- Paradigm shift - from curricula to individual value and competence goals.
- Enabling didactics for the self-organized development of values and skills.
- Systematically record values and skills.
- Social blended learning as a future format.
- Holistic value and competence management.
- Change process for future learning.
Expert: Prof. Dr. Werner Sauter
Organizations face the challenge of remaining adaptable despite rapid changes in technology, markets, and requirements. At the same time, they must continuously evolve in the face of AI developments, a shortage of skilled workers, and growing complexity. The concept of the learning organization offers a decisive competitive advantage in this regard, as long-term success depends on learning faster than others.
This webinar provides an initial look at how proven principles can be applied to current developments in AI in a practical, concrete, and immediately actionable way.
- Learning as a Key to Success: How Can You Recognize a Learners ?
- People, Roles, and Mindset: Who Drives Learning Within the Organization, and How?
- Structures and Culture: How Learning Is Made Possible in Everyday Life.
- First Steps and Quick Wins: Concrete actions you can take starting tomorrow.
Expert: Sabine Schirlitz
Everyone is talking about "agile learning". However, it is often unclear what exactly is meant by this. This webinar provides an overview of the most important factors of agile learning. In addition, every participant will find out for themselves whether agile learning is right for their own company.
- What distinguishes "agile" learning from "traditional" learning?
- When is agile learning useful (and when is it not)?
- What are agile learning formats?
- What skills do Learners and learning facilitators need in agile settings?
- What organizational requirements must be met for agile learning to succeed?
Expert: Sabine Schirlitz
In times of the "new normal", employees and managers have more freedom to make decisions. However, in order for them to be able to use this newfound freedom, it is the task of companies to empower the different personalities accordingly and to create the framework conditions for this. Neuroscience provides exciting insights into how this can work.
- Brain model: Learning as a decision between stress and enthusiasm.
- Biology and personality: motivation as the basis of personality.
- Change faster and more easily with dopamine.
- Neuroscientific aspects of self-efficacy.
- Curiosity: Biological basis and promotion.
Expert: Dr. Sebastian Spörer
Contents
Module 1: Future Skills
- How is the world of work changing?
- What does this mean for specialists and managers?
- Which competencies/future skills are important?
- Why are these skills important?
Trainer: Dora Hormes
Module 2: Future Learning
- Paradigm shift - from curricula to individual value and competence goals.
- Enabling didactics for the self-organized development of values and skills.
- Systematically record values and skills.
- Social blended learning as a future format.
- Change process for future learning.
Trainer: Prof. Dr. Werner Sauter
Module 3: The Learners in the Age of AI
- Learning as a Key to Success: How Can You Recognize a Learners ?
- People, Roles, and Mindset: Who Drives Learning Within the Organization, and How?
- Structures and Culture: How Learning Is Made Possible in Everyday Life.
- First Steps and Quick Wins: Concrete actions you can take starting tomorrow.
Trainer: Sabine Schirlitz
Module 4: Agile learning
- What distinguishes "agile" learning from "traditional" learning?
- When is agile learning useful (and when is it not)?
- What are agile learning formats?
- What skills do Learners and learning facilitators need in agile settings?
- What organizational requirements must be met for agile learning to succeed?
Trainer: Sabine Schirlitz
Module 5: Learning from the neuro-perspective
- Brain model: Learning as a decision between stress and enthusiasm.
- Biology and personality: motivation as the basis of personality.
- Changing learning habits more quickly and easily with dopamine.
- Neuroscientific aspects of self-efficacy.
- Curiosity: Biological basis and promotion.
Trainer: Dr. Sebastian Spörer
Learning environment
In your online learning environment, you will find useful information, downloads and extra services for this training course once you have registered.
Your benefit
- Get to know relevant competencies and future skills to make companies future-proof.
- Discover future-oriented learning concepts and approaches.
- Learn how corporate learning can be implemented in your own company.
- Assess whether the agile learning approach is suitable for the company.
- Receive impetus to create a learning culture in which curiosity for change and new ideas is generated.
- Benefit from five different experts.
As a free add-on, 3 issues of the new magazine "personalmagazin - neues lernen" are included as inspiration for personnel development in training . The magazine is sent out every 2 months and ends automatically.
Methods
Best practices, impulses from the trainers, discussion, work aids
Recommended for
HR developers, learning consultants and all specialists and managers who are responsible for corporate learning and want to position their company for the future.
- Customized training courses
- Direct application in practice
- Efficient use of time and resources
Further recommendations for "Future Learning - Rethinking Corporate Learning"
Ratings and feedback from our participants
Start dates and details
You might also be interested in:
Elements of corporate learning
Corporate learning is a method for training and developing employees in a workplace setting. The goal of corporate learning is to help employees develop their personal and professional experiences and skills.
To this end, corporate learning uses the following approaches, among others:
The rapid changes of recent years are placing new demands on the skills that will be needed in the future. The Stifterverband für die Deutsche Wissenschaft e.V. has defined “Future Skills” as cross-sectoral abilities, skills, and qualities that will become increasingly important over the next five years in all areas of professional life and beyond.
Employees want self-directed learning opportunities. Because of this high level of self-motivation, they are the most important success factor for Future Learning.
First, organizations should clearly define the future competencies relevant to them and strategically embed them. Building on this foundation, a tailored learning program can then impart the relevant competencies.
Companies that focus on this type of learning are generally better positioned for the future.
The term was coined by Peter M. Senge. In a learning organization, the primary goal is not to implement formal programs for acquiring explicit knowledge. Rather, the interaction of culture, organizational design, leadership, and IT should create conditions that enable and promote informal learning, knowledge retention, and knowledge sharing.
In discussions with experts practitioners , the Haufe Group has identified practitioners different interpretations of the term “agile learning.” One refers to the agile environment and how learning can take place for and within agile organizations. The other refers to the paradigm shift in human resources development—that is, how learning itself can become agile in a corporate context.
Learning doesn’t happen overnight. Furthermore, our emotions play a central role in learning processes. If we are stressed, anxious, or generally in a negative frame of mind, it can have a negative effect on our individual ability to learn. Based on the physiological processes described above, people’s ability to absorb complex information can thus be severely limited.
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