What Makes Modern Workplace Learning More Attainable?

With new trends in L&D and more revolutionary ideas in workplace learning, you must have witnessed major transitions in organizations moving away from conventional training and adopt online or blended training. However, this is done with the intention of making learners more self-directed, but what has the success percentage been? I mean have the organizations achieved the planned objective –improving performance outcome?

I see the trend moving forward, however, the implementation of all these innovative ideas in an organization remains a challenge. We are all aware of the research reports and the trends in training but knowing is different from doing. Despite research evidence, organizations still continue to believe that training (formal learning) is still the best solution. Only do they replace face-to-face training with online ones.

 

Besides mindset_ strong resistance in adopting modern workplace learning_ the leadership also faces their own challenge. That is making their staff more self-directed in learning. In this, L&D professionals should take a more active role rather than just taking orders. As Connie Malamad shares, leverage on self-directed learning efforts of employees. You should certainly be aware of the abilities of self-directed learners and then address them to bridge the performance gaps.

 

Likewise, leverage on Personal Knowledge Management and monitor their metacognition. A personal knowledge management platform for employees helps them refresh their knowledge. Therefore, employees need an ongoing chance of learning provided for them.

 

 

Create an ecosystem in which employees can constantly improve their knowledge, collaborate with their workmates to develop skills and achieve an automated level of skills to do things. When and where necessary, formal education could be the best solution. Rather than merely creating courses, you should provide solutions, and wait for the change of mindset to occur. As you have noticed many organizations have already adopted eLearning but this needs to be seen in a more global perspective.

 

Further, Helen Blunden emphasizes that L&Ds should inspire managers to consider employee development through social learning. She shares the ideas to achieve this here.

 

 

Identify the barriers in learning, which could be lack of motivation or confidence. Similarly, observe them during learning and identify lack of prior knowledge, or negative transfer.

 

 

Further, the leadership should create a trusted environment in which employees could seek feedback on their work from their peers and supervisors is ideal. Creating a culture of trust is certainly in the hands of the leadership.

 

 

Don’t be disheartened by the resistance of stakeholders. Give it some time and accept that change of mindset takes time. Simply see it as a challenge and find a different way to tackle it. Patience is a virtue.

In a nutshell, while the leadership in organizations should shift their training policies, and focus more on workplace learning, they should also help their staff be more self-directed and embrace growth and development. By providing a wide range of platforms, and making only limited number of training mandatory, certainly there will be gradual change in their mindset.

Grit and Workplace Learning – Related?

It started with a question years ago when I was teaching: How can I make my students more motivated and hungry to learn for the joy of learning not just for grades. I used different techniques but it led to one key principle (I’ll share with you shortly) and it worked for the majority of my students (not all, of course). When I watched Angela Duckworth’s TED talk and what she had wondered in her classes, it all came back to me.

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Cognitive Styles in Learning Design

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Most of us when being trained or studying instructional design have been told to take learner’s learning styles or preferences into consideration. This has made us think that we must design eLearning courses which have to cater for visual and auditory learners, or even kinesthetic ones. While this is a very good thing, I feel we are going to extremes about this. Let me share with you why I think so. Continue reading

The Long-Awaited Change in Learning

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I recently finished a book, called Simpleology, by Mark Joyner and some parts of it resonated with me as an L&D professional. Joyner shares a few simple and straightforward rules of success and happiness that have helped the greatest minds to achieve their goals.

I’m not writing a book review in my post; it’s merely sharing two of the rules that made me think about what we are doing and trying to achieve as IDs, & L&Ds.

To get things we want, we do strange things, sometimes they work, sometimes they don’t. That’s ok! If nobody tried anything new, we’d be stuck with the same old things and that would make life boring.

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