Open New Learning Lab Resources

Heute mal statt der Meta-Analyse am Mittwoch der komplette Bericht des New Work-Barometers 2025.

🤖 Google Opal im Test: Research-Assistent in 10 Minuten bauenIn diesem Video zeige ich dir, wie ich mit Google Opal in nur 10 Minuten einen automatisierten ...

New

Ihr habt eine Idee für eine App oder ein kleines Tool, aber sobald es technisch wird, zögert ihr?🛑. Ich habe die letzten Tage viel Zeit investiert, um genau...

At the start of the year, I stuck my neck out with four predictions about Knowledge Graphs in 2025.

Die brandneue Claude Chrome Extension macht deinen Browser ab heute zum KI-Workspace - 6 Anwendungsfälle, die sich sofort lohnen.

Four questions to help leaders think through the implications.

According to the LEADx Leadership Development Benchmark Report, most leadership development teams don't achieve behavior change in their leadership development programs.

BAM!

Something interesting is happening to natural language.

Bildung verschenken? Geht. Und wirkt. Für all die Schulen, die sich keine Extras leisten können. Tue Gutes und schenke digitale Achtsamkeit und Medienkompetenz!

Die Fosway Group-Studien zu Learning 2025 sind da - und sie zeigen: L&D steht am Scheideweg 🎯Ich habe mir die aktuellen Studien angeschaut und die wichtigst...

Lernprozesse dort anregen, wo sie stattfinden: im Gehirn. Wie geht das? Dieser Artikel soll in aller Kürze Erkenntnisse der Lehr-Lernforschung und der Neurowissenschaften kondensiert zusammenfassen. Dabei ist es nicht immer zu vermeiden, dass Themen etwas verkürzt und vereinfacht dargestellt sind.

NotebookLM Integration direkt in Gemini 🚀

Microsoft just released an analysis of 37.5 million Copilot conversations (2025).

Noch mehr Kontrolle, verbesserte Textdarstellung und erweitertes Faktenwissen: Mit Nano Banana Pro in Gemini verwandelt ihr eure Visionen in Designs in Studioqualität.

This L&D expert draws on cognitive science to create environments where exploration, connection and repetition build mastery at work.

AI Innovation in HR: Listening to People at Scale

How leaders promote self-determination in the workplace

Niemand hat Bock zu lernen.

Ich habe ein Störgefühl.

Learn how AI is transforming work, focusing on the collaboration between humans, agents, and robots.

Very glad to see Humans + AI thinking is now mainstream.

2026 muss das Jahr werden, in dem Unternehmen wirklich „AI-enabled“ werden. Welche Rolle spielt HR dabei?

Digital Learning Realities Research 2025: Fosway Group's latest research into the realities of digital learning, in partnership with Learning Technologies.

🔥 #Meta hat es vertuscht.

A few hours ago, Google published a white paper laying out their vision for the Future of Learning. Here's the TLDR: The Headline: 👉 Global learning is at a crossroads: learner outcomes have dropped sharply worldwide, and UNESCO projects a shortage of 44 million teachers by 2030. 👉 AI is positioned as *the* tool to save us from an impending education crisis BUT... 👉 The real "secret weapon" for improving education isn't the tech: it's the learning science we build into it. According to Google, the four biggest opportunities offered by AI in education are: 🔥 Learning Science at Scale – Embed evidence-based methods (retrieval practice, spaced repetition, active feedback) directly into everyday tools. 🔥 Making Anything Learnable – Adjust explanations, examples and complexity to meet each learner where they are. 🔥 Universal Access – Break down language, literacy and disability barriers through AI-powered translation and transformation. 🔥 Empowering Educators – Free up teacher time through AI-assisted lesson planning, resource creation and differentiation. Overall, Google's latest white paper signals an evolving ed-tech culture which centres on a more substantive partnership between ed & tech: 👉 Co-Creation: Google commits to investing in evidence-based approaches to learning design and development and to rigorous evaluation, pilot studies and educator-led research to test and demo impact. 👉 Collaborative Development: Google commits to working with schools, NGOs, researchers and learning scientists to co-design tools for learning. You can read the white paper in full using the link in comments. Happy innovating! Phil 👋 | 26 comments on LinkedIn

We talk a lot about “learning organisations”...but far less about unlearning. I’ve just been reading a great integrative review on organisational unlearning (Klammer et al., 2024), and it makes a simple but powerful point: "Most organisations don’t fail because they can’t learn something new… They fail because they don’t reduce the grip of what they already know" A few insights that stood out to me: 1️⃣ Unlearning isn’t deleting knowledge. It’s about deliberately reducing the influence of old assumptions, routines and stories so they stop driving behaviour by default. 2️⃣ It’s a process, not an event. It unfolds over time, across individuals, teams and the wider system, with feedback loops, resistance, and sometimes the old quietly creeping back in. 3️⃣ Most unlearning is reactive. We tend to unlearn only after a crisis, failure or disruption. Proactive unlearning, letting go before we hit the wall, is rare but strategically vital. 4️⃣ Unlearning is political. Deciding what to unlearn and whose knowledge is obsolete is deeply tied to power, identity and organisational history. For me, this raises a tough question for leaders and L&D/OD professionals: What knowledge, routines or stories in your organisation are quietly past their sell by date and what are you doing to intentionally unlearn them?