Although I haven’t felt the earth move or experienced seismic tremors, there is a fairly big shift taking place in the training and development landscape for education, business, organizations, and individuals.
Last week Doris blogged about the Robert Wood Johnson Foundation’s approach to embracing working out loud by using technology and digital media to connect diverse groups, engage in dialogue and discussion, share information, and engender new ways of thinking and doing. This new model of leadership has a belief in the power of nonhierarchical online convening. Creating mechanisms including online spaces to allow for open exchanges of ideas, resources, information, and sharing is evidence not only of their smart technology use, but also of their commitment to diversity of people and ideas.
The Robert Wood Foundation’s approach of distributed leadership for sparking new and innovative ideas for learning and doing has been trickling down to the professional development field as well. Just recently, one of the largest international training organizations changed its name from the American Society for Training and Development, ASTD, to the Association of Talent Development, ATD. The name change announcement materials from May 6, 2014 make it clear that technology, the global economy, and adapting to rapid change on a continuous basis calls for talent development, not just content training. Content will become outdated quickly, talent development embraces opportunities for change and learning how to change, as well as becoming a lifelong learner to acquire new skills to meet new challenges.