NICK CROWE DISRUPTS LEARNING

Who is Nick Crowe?

Nick is an education and e-learning professional dedicated to building high-quality e-learning solutions that allow corporations and institutions to provide meaningful learning for today’s global workforce and student population.

His topic at the conference will be “Formalizing the Informal.”

For more information and tickets to Disrupt HR, click here.

What will you be speaking about at Disrupt HR and why did you choose this topic over any other?

I’m going to speak on the importance of informal learning, and the need for a culture that fosters and promotes informal learning. We (Learnkit) are in the learning sphere. We’re trying to disrupt and move away from traditional education, to break stale ideas of what learning and training can be. It’s something I live and breathe every day. Though it’s not 100% of what we do, it’s something that preoccupies me. I thought this would be a good opportunity to craft and condense my ideas and share them with people.

We’re not an informal learning atmosphere yet, but we do like to pull in and encourage all forms of learning. Everyone learns differently. The generational shift that is happening now is the biggest one since Post-WWII. Things are going to change, and they’re going to change fast.

 

What would an informal learning environment look like?

Promoting proficiency, curating things so people can learn basics and fundamentals on their own. Come their first day of work or in a new position, they have a solid foundation from which to jump. We promote asking the right questions of trainers, co-workers, or managers. Doing so makes the most of the face-to-face time.

 

Do you believe the HR profession is being or will be truly disrupted, and if so, what’s driving this change?

People are trying to disrupt it. How successful it is will depend on who you talk to. But I think it will change. HR departments and policies will look drastically different in ten years. Younger generations are going to force the change. They just have different values. Different things they want to accomplish, that they want to get out of their work and their career.

 

In your opinion, what will HR look like ten years hence?

They’re going to be smaller and leaner. They’re going to leverage technology. So metrics of success and the way we reward, promote, and foster the growth of individuals is not going to be just a few bosses’ opinions in an HRIS ticking a few boxes. So much of it will be automated.

Technology is going to enable that efficiency of personnel and give us a fuller picture of how people are growing and contributing. Whether it’s things they’re working on that we can record using technology, or developing more efficient ways of gathering peer feedback, enabling people to announce and share goals and getting people to check in and give feedback to them all online and having that feed into the larger HR system. That seems like the biggest shift.

 

If you could recommend a book for everyone in attendance to read before attending, what would it be?

Brain Rules by John Medina. It’s an interesting look at how people get motivated, retain information, and how memory works. There’s a lot to learn when it comes to training and becoming a better employee.

 

Last question, what’s your favorite David Bowie song?

“Starman.”