The 5 Minute Makeover

Have a read of our latest article published in Training Zone.

With the darks days of winter now receding in the rear view mirror, maybe it is time to think about giving your learning a spring cleaning. Here are some ideas:

Watch what I do - not what I say

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New Year's Resolutions

Here are your 5 New Year’s resolutions to make and keep in 2015 when it comes to your digital learning:


1.Engage your population in dialogue

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If we build it - will they come?

In today’s organisational world, there is a shift towards more social and collaborative learning. But there lies a precipice with this territory…  When moving from “traditional eLearning”, in a mandated environment to a self-service ‘buffet’, Learning and Development faces a potentially significant falloff in uptake. (That’s democracy for you).

The fact of the matter is that you have to work harder with content to make it engaging, easy to access and relevant to the workspace, in order to manage and drive uptake. Overall ‘self-service’ represents a more ‘grownup’ environment; for example, there is an increasing desire for colleagues to take responsibility for their own learning and career pathways. However, colleagues are under a lot of pressure to deliver – often  reeling underneath a barrage of information – receiving hundreds of emails every day, viewing long slide decks, attending extended meeting sessions, working within a changing environment and so on (and that’s when things are going well!).

A recent client we are engaging with estimated that their consultancy workforce was averaging 80-90 hours per week (that’s double the normal average). As a result, employees’ energy levels, as well as physical time, for discretionary self-betterment may well be tempered. This means we need to have a midway point between the mandated (‘you must go through this learning’) and the passive ‘buffet’ of content. Along with this, L&D professionals need to recognise and adjust to their new role from knowledge curator/broker to guide or Sherpa – helping employees take responsibility for their own learning. There needs to be self-service material that is designed in a way that is easy for the trigger user to find and access.

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What’s culture got to do with it?

Earlier this year we attended the E-Learning Day in Warsaw. This is always a great venue to visit because there’s such a strong entrepreneurial streak in Poland and a real desire to look for new and innovative ways of mixing up everyday procedures within the organisation. All in all, the environment is always inspiring.

After our presentation we got into a discussion with some learning professionals from the banking and mobile industries in Warsaw. It was pretty clear that organisational culture and generational issues were seen as the biggest considerations when trying to deploy new ways of learning within their sectors.

The audiences themselves were in no way resistant to discussing different ways of doing things – be it MOOCs, social, collaborative, or mobile learning. Their biggest concern, however, was how to get these new methodologies past the senior (usually older) colleagues who tend to be much more wary and resistant to implementing new modalities. This is while keeping in mind that they also have to appeal to their Gen X and Gen Y employees who are beginning to assume early management responsibilities. (There’s no denying that the latter group is much more comfortable in a multi-tasking collaborative environment.)

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