The ATD from a Brazilian perspective

Fabiana_artigo

 

Without a doubt, we are going through a period of intense innovation that triggers a revolution in the current business models which are challenging us to create the best learning techniques and to improve in the development of people.

From the e-learning, to the s-learning (Social Learning) and u-learning (Ubiquitous Learning), this means, learning anything anywhere. This concept looks really simple and coherent with the moment of digital transformation that we are experiencing. During this era, technologies have evolved notoriously, specially the technology related to cell phones due to the internet expansion, the explosion of social media and the broad band.

Today we talk about cognitive computing, artificial intelligence, expanded or virtual reality, internet of the things… but in this case technology and human beings become one identity.

How can we impulse learning in an environment of deep conceptual and experiential transformation where everything changes throughout the world? How can we avoid the process of infoxication, this means, the intoxication of information and the control of the desire of knowing everything and being updated without looking greedy or superficial?

This is just the beginning of a new era, in which there is a new way on how to interact socially with the world. This era represents great opportunities for innovation and the new markets.

As a learner in the ATD, I noticed a lot of people carrying their last generation smartphones, all of them constantly connected to the ATD App, which had several principal functions such as access to the list of conferences, general information, virtual agenda and the possibility to download content… Images and more images, up to date posts, social media and a lot of content, LinkedIn, Instagram, Snap or YouTube channels.

Each one living their virtual reality and contributing for a collaborative economy!

This case scenario, is it positive or negative? How can we do so many things at the same time and then guarantee a correct management of our mind? How will we be able to have a special focus in our learning priorities?

This last week in the ATD, I experienced an internal process on how to mentally organize all the information I absorbed and all the connections I made with our Brazilian reality in a very “disorganized” way. A real mind storming process!

As a consolidation and transference strategy, I established as a starting point to organize my thoughts, a starting theme (01), the main pains of our Brazilian clients (Pain map), suddenly I remembered past conversations I had with them.

“ We implanted an LMS inside of the corporative university when the adherence was low, one of the factors that had an impact is that we did not guarantee the access nor we did not create a strong communication plan”.

“Our corporative university is solid and strong, however we do not create value for the main executives of the CIA”.

“Our commercial model was revised and we invested a lot in formation and communication, but we did not see any significant changes in the results nor in people”.

“Our partnerships don’t have a view regarding the client, they focus a lot in the product  and they refuse to act on a more strategic note, this provokes an unsuccessful management of their territory”

“We have problems with the productivity, superposition of activities, people know what they have to do but they don’t do it consciously or independently”

This are some eternal and paradoxical examples.

 

As a second theme, I reflected about our mission as a company: “Support our client in the implantation of business strategies through solutions that improve the performance and the talent of their teams. Summarising this in 3 words: Implantation, Innovation and Transformation”:

 

Finally, after a deep analysis and doing a match between our mission and the pains of our clients, I went to the transference of knowledge and I would like to share the six more important points in my opinion about the ATD.

  1. Mindfulness at work: Default for mindful: brain training atou default for mindful.

How to focus at work? Have you heard about mindfulness applied to work?

 

  1. Connexion culture: Competitive advantages of the shared identity, empathy and understanding of the job.

How can we increase the communication and cooperation between people, transforming  the organization through a new mindset for the leaders and reaching all the levels of the organization?

 

  1. Frontline leadership program: Thinking, Interacting and Doing.

How to bring value to the business leaders that are in the front line that usually have to deal with problems and the adjustments of processes, being specialists in Managing crisis?

 

  1. CRM vs ou: Learning Platform

What do you think? What alternative would you choose? CRM vs Learning Platform or CRM=+ Learning platform?

 

  1. How to measure the change in behaviour?: ROI by design

What do we need to measure the change in behaviour? How to quantify behaviour? What part of our learning do we actually measure?

 

  1. Neurochange: Managing change

How to apply the knowledge of neuroscience and positive psychology when managing the change?

 

These are just some highlights of the ATD that I would like to share with all of you.

Shortly we will post a new trend report about how to apply all the topics and strategies previously mentioned

 

I would like to conclude with a quote that represents futuristic view and one of the most important pillars of mindfulness:

 

“Creating awareness and seeking accuracy”

 

Fabiana Gabrielli

Project Manager

Overlap Brasil

 

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