The Modern Learning Ecosystem by Zsolt Olah (eLearning Industry)
L&D has the talent and skills to stay relevant in the game of transformation, but only if we evolve the way we think about our purpose and our role, and we hold ourselves accountable for not only what happens in the LMS but more importantly, what happens on the job. For that, we need to give up the illusion that we own learning in the workplace. We need a new framework to apply: something simple and practical. Something that centers around making a difference on the job rather than being right in theory. That's why I recommend reading JD Dillon's book, The Modern Learning Ecosystem.

Book Review: The Modern Learning Ecosystem by Bill Brandon (Learning Solutions)
The Modern Learning Ecosystem: A New L&D Mindset For the Ever-changing Workplace will take you through all this much more quickly than you could do it by looking up all of JD’s articles and presentations, and more compactly. I recommend the book without reservation—do yourself and your learners a great favor and add this book to your library and its lessons to your practice!

This supplemental material will help you apply the Modern Learning Ecosystem Framework. 

• Application Guide: walk through the complete MLE process to identify a right-fit solution

Check back for more downloads in the coming months!

The Accidental Trainer Podcast w/ Alexandria Clapp

• Build a Disruption-Proof Modern Learning Ecosystem with JD Dillon (12/07/2022)

The Learning Evolution Podcast w/ Adam McDaniel

• JD Dillon on Focusing on the Frontline & Learning in the Workflow (Part 1 - 12/12/2022)
• JD Dillon on Creating a Modern Learning Ecosystem (Part 2 - 12/14/2022)

The Learning Rebels Podcast w/ Shannon Tipton

• Learning Rebels Live - JD Dillon (12/14/2022)

Learning Leaders Alliance w/ The Learning Guild

• LeaderChat with JD Dillon (01/11/2023)

These presentation decks focus on different segments of the MLE approach. More materials will be added as I explore new themes and topics. You can also check out my full presentation archive.

• Built For Disruption: Architect an Ecosystem That's Ready for Anything
  Whether it’s a new product release, a sudden regulatory change or a major health crisis, L&D must have mechanisms in place to help people navigate through disruption. We must shift our focus from programs that take weeks to months to implement to repeatable, scalable systems that make our people and organizations disruption-ready (because it’s impossible to be disruption-proof). 
  
  
• Identifying, Selecting + Integrating Learning Tech
  Rather than be limited by a single application, L&D must improve their technological agility and build an integrated learning ecosystem to keep pace with changing employee needs.
  
  
• Shattering the Way We Think About Measurement
  The most well-known learning measurement models have been around for decades, and yet the industry continues to struggle with its measurement practices. We’re great with surveys. We have plenty of test scores. But most L&D teams still cannot answer critical stakeholder questions, including if training is actually working? 
  
  
• Shared Knowledge - The Foundation of Modern Workplace Learning
  Courses. They may be L&D's go-to solution, but courses are actually at the bottom of the list when it comes to perceived importance. Besides day-to-day work experience, shared knowledge and on-demand resources are the most highly-valued workplace learning tactics.
  
  
• More Than Micro - Designing Learning That Fits
  Microlearning remains a popular topic within the learning and performance field. While practitioners and stakeholders alike say they want it, the industry has not really defined “microlearning.” Without a consistent understanding of the concept and tactics, L&D risks turning microlearning into another short-lived trend that fails to help us better support people and organizations.

Use your favorite images from the book as slides or handouts for your next L&D strategy presentation (with attribution, of course)! 

• Continuous Learning Experience
• Continuous Measurement Framework
• Modern Learning Ecosystem Framework
• Modern Learning Ecosystem Framework (with need/nice divider)
• Opportunity Gap Dimensions
• Results-First Design Model

The book outlines an overarching L&D mindset and strategy. It doesn’t go super deep into individual topics. That’s why I included lots of recommended readings from experts on related subjects. Think of my book as a directory to even more awesome L&D insight! 

• 70:20:10 towards 100% performance by Jos Arts, Charles Jennings and Vivian Heijnen 
• Beyond E-Learning: Approaches and Technologies to Enhance Organizational Knowledge, Learning, and Performance by Marc Rosenberg
• Design for How People Learn by Julie Dirksen 
• Innovative Performance Support: Strategies and Practices for Learning in the Workflow by Bob Mosher and Conrad Gottfredson
• Learning on Demand by Reuben Tozman
• Learning Technologies in the Workplace: How to Successfully Implement Learning Technologies in Organizations by Donald Taylor
• Make It Stick: The Science of Successful Learning by Peter Brown, Henry Roediger and Mark McDaniel
• Millennials, Goldfish & Other Training Misconceptions: Debunking Learning Myths and Superstitions by Clark Quinn, PhD
• Write Better Multiple Choice Questions to Assess Learning by Patti Shank, PhD

I'll keep adding new FAQs as more people read the book and apply the framework!

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Why is it called a “modern” framework? Isn’t “modern” a vague concept?
It sure is! Frankly, there’s no great wisdom behind the name. I needed to call it something other than “the 6 colorful blocks that explain how I think about the role of organizational learning.” 

I like “framework” more than “model” because it feels organic and flexible. “Ecosystem” speaks to the need to stretch beyond traditional L&D tools and tactics. It’s not really about “learning,” but it’s for L&D pros so I had to get that term in there. 

“Modern” made the cut BECAUSE it’s a vague concept - a moving target. What’s modern today is outdated tomorrow. That’s what this framework is designed to overcome by grounding L&D in the realities of the workplace as opposed to the latest trend. 

And that’s how I ended up with the Modern Learning Ecosystem Framework (trademark). 

Do I need specific technology to make this approach work?
Nope! The MLE Framework is technology, industry and budget agnostic. It doesn’t matter if you have an LMS, LXP, LRS, VR, AR or any other random combination of letters. The principles are grounded in the reality of learning at work - not a specific tool. 

Which layer within the framework is most often missing from an organizational learning strategy?
Reinforcement. Hands down. Practice is essential to retaining knowledge and sharpening application, but companies rarely make time for people to practice applying what they learn in low-stakes environments. Instead, they’re left to figure it out on their own - hopefully without messing up the workplace too badly. 

You say that shared knowledge is the foundation of workplace learning. How can I apply this framework if my L&D team doesn’t manage our knowledge management practice?
The goal is to provide employees with a simple, consistent, easy-to-access learning and support experience. To make that happen, L&D must evolve beyond the tools, tactics and technology that we own. The learning ecosystem is MUCH bigger than L&D. So we must partner across the ecosystem to make sure people have access to the help they need when and where they need it. 

This is especially true when it comes to shared knowledge. It’s the first step in applying the MLE Framework. If the people you support access information via tools that you do not control, then you must partner to integrate these tools into your strategy. That doesn’t mean you need to buy or administer every SharePoint, wiki and Slack channel. Instead, L&D must collaborate with the teams that own these channels, such as corporate communications and knowledge management, and demonstrate how the pieces fit together to enable the workforce. 

This is also why chapter 13 is entirely about influence. We’re must help people think differently about the role of learning and how it relates to their work if we’re going to architect a right-fit ecosystem for everyone. 

I get how this works with simple business objectives, like reducing shrink or increasing sales. Does this framework make sense for more complex challenges, like leadership development?
Yup! You may use different tactics to help people build different skills and achieve different goals, but the principles remain the same. You still begin at the bottom of the MLE Framework with shared knowledge and move up when architecting solutions. 

For example, if you’re trying to help new managers become better coaches, you may …

• Curate a series of on-demand videos describing different tactics for facilitating a difficult coaching conversation (shared knowledge)
• Partner new managers with more experienced peers so they have a dedicated person of whom to ask questions (performance support)
• Nudge managers to engage in a series of weekly scenarios via their smartphones to practice specific coaching skills (reinforcement)

You see where I’m going with this …

What does "availability" mean on the X axis of the Modern Learning Ecosystem Framework?
It refers to the ease with which the average employee can access resources from within each framework layer. For example, shared knowledge resources, such as wiki articles or job aids, are generally more available to employees than structured courses because they do not require the employee to step away from their work. The purpose of the MLE Framework is to shift learning and support closer to the workflow. Availability is a key consideration when making this shift.

What’s the book about?
It outlines my practical approach to moving beyond courses to make learning and support available when and where people need it at work. Or you can skip all of the insightful stuff and just read the Disney stories. 

Is the book be available for purchase where I live?
Well … where do you live? If you’re in North America, you can definitely buy the physical book. UK? You can get the physical book too. Anywhere else … you may be limited to the digital version unless you make a bulk purchase via ATD.

Where can I buy the book?
It’s available for purchase online where awesome business books are sold. You may also stumble across it at random L&D and HR conferences. If you find it at a physical bookstore, it means someone used it as a decoy to steal a much better book. 

How much does the book cost?
It’s USD $34.99 to start, but who knows where the algorithm will take the price over time. 

Is there a digital version?
Yes. The Kindle version is on sale via Amazon.

How many Back to the Future references are included in the book?
More than you’ll ever be able to find.

Will the book be translated into additional languages?
Nope. It’s been deemed “impossible to translate.”

Is there an audio book?
No, but I will read the book to you live via Zoom in 30-minute increments for USD $2000 per session. 

Are the case studies in the book real?
All of my examples are “inspired by real events.” They’re based on and maintain the spirit of projects on which I and my teams worked. However, significant details have been adjusted for various reasons.

Where can I buy enough copies for my entire team?
First, you’re an awesome person. Second, contact ATD via td.org/bulkbooks to make a bulk purchase at a discount. Shipping costs will be added. 

Is JD available to speak to my team about the book?
I'm totally available to do that … as long as I'm available to do that. Email me at [email protected] with more details. 

Is JD a big Batman fan?
Not really. 

Can I get a signed copy of the book?
Sure. I'll gladly sign your book when I see you. If you don’t have my book with you at the time, I'll sign whatever other book you prefer.