Dr Ramon Wenzel
@ramonwenzel
#learningforpurpose
learningforpurpose.org
Developing
Knowledge,
Skills, and
Abilities
that
transform
Your
Organisation
’s Social
Impact
Contemporary issues of talent and skills development
Research findings and their implications for practice
and policy
Guidelines for effective workforce development
Dr Ramon Wenzel
@ramonwenzel
#learningforpurpose
learningforpurpose.or
Contemporary issues of talent and skills development
Research findings and their implications for practice
and policy
Guidelines for effective workforce development
Dr Ramon Wenzel
@ramonwenzel
#learningforpurpose
learningforpurpose.or
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Buy
Build
Borrow
Buy
Build
Borrow
Idiosyncratic
Not-for-Profit Sector
Knowledge, Skills,
Abilities
Contemporary issues of talent and skills development
Research findings and their implications for practice
and policy
Guidelines for effective workforce development
Dr Ramon Wenzel
@ramonwenzel
#learningforpurpose
learningforpurpose.or
Contemporary issues of talent and skills development
Research findings and their implications for practice
and policy
Evidence for & examples of effective workforce
development
The Social Return on Education and Training
Research Questions
& Key Findings
Australian Field research 2012-2015
NFP organisations, employees,
volunteers
Multiple studies, samples, data
Full report available online
#1 To what extent is professional development evident in
Australian NFP organisations?
About 48% receive some form of development, though intensity is
highly variable across organisational size, job role and sub-sector.
#2 Is professional development systematically affecting
Australian NFP organisations?
NFP organisations that systematically develop their people do better.
#3 Is professional development systematically affecting NFP
workers?
Training for NFP key competencies works.
#4 What is the multifaceted
impact of professional
development?
“
.. achieving more goals as
individual and organisation,
higher role clarity, less board
conflict, greater confidence,
identifying knowledge gaps,
establishing legitimacy for
actions, adding community
awareness, saving time,
enhancing well-being, enriching
staff communication, attracting
volunteers ..
Training NFP key competencies leads
to multiple positive outcomes.
#5 What economic impact may be attributed to professional
development?
What did you learn?
How did you apply?
What did this do?
“We now have shorter board
meetings: 2 hrs x 10 directors x 10
meetings per year = 200 director
hours at $400/hour. This equals
about $80,000 of savings each year.”
Costs of $1,200 per trainee
Training can deliver substantial positive economic returns.
#6 What are the barriers for professional development in
the Australian NFP sector?
Lack of Financial Resources
Too much work / No time
The lack of money and time prevent
needed professional development opportunities.
Approaches that make a
difference
#1
$
Executives, Directors, Funders
Not easy but worth it. Start now!
Science of Learning exists …
Get involved!
learningforpurpose.org
Contemporary issues of talent and skills development
Research findings and their implications for practice
and policy
Guidelines for effective workforce development
Dr Ramon Wenzel
@ramonwenzel
#learningforpurpose
learningforpurpose.or
WORK LEARNING: WHAT’S IN A NAME?
… the full spectrum of learning experiences
… that change behavioural, cognitive, affective
… capabilities and capacities,
… which enable employees and volunteers
… to meet current and future demands
… for individual, organizational, community benefit.
Learning: Conceptual Space
past
future
intentional
unintentional
Training, Seminar, Workshop, Webinar,
Conference, Coaching, Mentoring, Shadowing,
Secondment, Job rotation, Fellowship,
Sabbatical, Induction, Internship, Experiential
learning, Action learning, Special assignment,
Gaming and games, Simulation, On-boarding,
On-the-job training, Learning by doing,
Performance reviews, Feedback seeking, Selfdirected learning, Media consumption,
Knowledge sharing, Deliberate observation, After
Action Review, Social interaction, Reflection, …
Learning as Process & Stakeholders
Work Design & Job Content
Learning Goal & Content
Organization Structure & Context
Burke & Hutchins’ (2008)
In other words
Learning is not an event but a process.
Learning is situational and requires opportunities, practice, and support.
Learning is social and involves motivation, feedback, and leadership.
Do something.
Be deliberate, systematic, and evidence-based.
Make learning an integral part of your endeavour. No more lip service to talent.
Measure and understand impact to change or continue what you do.
Learn.
Resources
Get involved!
learningforpurpose.org
Dr Ramon Wenzel
@ramonwenzel
#learningforpurpose
learningforpurpose.or