We continue to work through the problem of Change in both society and Workplace Learning with the second part of our special Season 2 opener, our two-part debate with Kate Shaw, Director of Learning at Airbnb. We go pretty deep here with Philosophy and Emotion, so be warned! Our topics include:
- Why it’s kind of b.s. to tell employees we ‘want them to learn’ – when we actually want them to run really smart experiments, and their accountability off them is what they Learned
- Why even really smart people can be pretty poor at predicting outcomes
- A useful tool (the Cynefin problem taxonomy) – problems can be simple, complicated, complex or chaotic
- Conceptual analysis time – what is ‘belonging’? How can we really unpack it? Better – how do we teach it to Airbnb employees so they can create it for us customers?
- Why you need to be ‘seen’ at work, and why that includes being encouraged to contribute
- Why D&I thinking is so important – but isn’t a fully developed approach yet
- Why it’s sometimes OK to get some theoretical ‘wet paint’ on the CEO
- Nudge economics, moving from noise to behavior change, why Workplace Learning leadership is more about curation and contextualizing than content delivery, a very noisy motorbike, and much more.
Resources
Check out Dave Snowden’s work on making sense of complexity at his Cynefin site, here
The internal Airbnb leadership development program is called ‘Amplify’ – here’s a nice case study on it from its tech partner, Degreed*
Kate is working closely with Greg Walton at Stanford and Lauren Aguilar at Fourshay
*Whose Kelly Palmer is also the subject of the next Learning Is The New Working, available on your favored podcast platform 3 July
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