Regardless the size of the organization and the L&D objectives it has, online learning communities of practice can give you the competitive edge. They hold the key to tapping into the collective knowledge in order to improve employee skills and innovate.
Individualized, dynamic learning programs will allow staff to best use their skills and grow in their career. Once you develop the right programs, and figure out what works best for your employees, you’ll start seeing greater ROI from training, which benefits everyone.
Today’s workers search for online resources and courses whenever they are faced with a challenge or need to solve a problem. These resources are not necessarily the work of internal learning designers but created by peers and professionals working in the same field.
Learning the way tribes used to does not mean that companies go back in time but that they recognize and tap into some valuable human wisdom. Evolution did not happen by mistake and it is only sensible to apply the mechanics that ensured it in order to move forward.
With all the existing and developing technology, there is a good chance that in a short while e-mail will become obsolete and we will communicate using live-like interactive holograms. Until then, writing and delivering electronic communication effectively is challenging enough.
The power of a good LMS lies in its capacity to empower learners, bring up engagement scores and make a positive change. However, in order for e-learning to remain successful in delivering optimal results, it needs to be designed and deployed keeping in mind a few essential aspects.
Learning is continuous and implementing the correct reinforcement plan can only lead to efficiency and improved results. The five principles presented in this post refer to what the organization should do to ensure employees not only learn but get to apply that knowledge in the workplace for better results.
At the end of a session people normally remember somewhere around 30% of the presented information. It’s clear that a lot more effort needs to be put not only into the design and delivery of a learning unit but also into follow-up activities and interventions.
With newer generations proving to be completely different and increasingly harder to manage as a demographic than their predecessors, it’s crucial for organizations to tap into the potential of harnessing self-directed motivation and learn about the implications of the Self Determination theory.
One theory that has all the right ingredients for making sense in the modern reality and that displays a high degree of applicability both in education and business organizations is the Self Determination Theory. Ultimately it’s about choosing the path that is right instead of the one that is more or less aggressively signaled by external individuals or entities.
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