The Learning Professional

The Learning Professional curriculum was developed using learner-centered, performance-based outcomes. The curriculum focuses on outcomes, that is, can learners use what they learned in the classroom while performing their job.

During the Learning Professional course, learners will take part in live and virtual classroom events and complete self-paced assignments. They will complete a self-assessment to identify their current level of skill and they will create a learning development plan for themselves. Leaners will learn about new roles Learning Professionals are playing in their organizations’ success, and gain new or updated ideas and skills for facilitating others’ learning. They will become better informed and better prepared to contribute to the field of adult learning.

Learners will practice strategies for increasing the likelihood that individuals in their training sessions will learn and apply what they have learned on the job as they facilitate both virtual and face-to-face learning experiences. The course culminates in a two-day classroom session where learners will demonstrate their presentation and facilitation skills. Throughout the course, they will receive support and constructive feedback from other course participants and you, the course facilitator as they try new activities. At the end of this course, learners will be provided with ideas for continuing and professional development.

Learners need to understand that as Learning Professionals, their main roles in an organization are to: 1) take part in the initiative to identify relevant professional knowledge, 2) build communication channels that share and update that knowledge, and 3) train and encourage others to use the newly created knowledge management systems and processes. They also need to be aware that as their organization pursues initiatives, they will be called on to participate in some or all the following activities:

• Researching current knowledge management systems in your organization and assisting in the decision-making process to choose systems that will house and disseminate organizational knowledge,
• Speaking for the knowledge management system as your understanding and appreciation of its benefits grow,
• Serving as facilitator and trainer in the implementation of new systems and processes designed to manage organizational knowledge, and
• Acting as a change agent and even cheerleader to keep employees focused on and excited about using the new system.