There are many resources out there but we don’t have the time to fully utilize every single one of them. If you have not subscribed to Chief Learning Officer, you are truly missing out on a gem. The information provided about the learning industry is always timely like the latest article about digital learning written by Josh Bersin.
The evolution of Learning and Development is changing from just the eLearning and blended solutions to ultimately providing learning curated by employees and a holistic digital learning experience.
While every company needs a digital marketing strategy now, digital learning is going to become imperative for a company’s employee and customers success. Check out CLOmedia.com for more great about L&D.
There are so many great tools to use out there. Ever wish you just had a list of tools that compared their features so you could easier decide which tool is best for you and the project you're working on (a website for your project, elearning app, etc.)
Cooper has a cool prototyping resource to use to help you make your decision. Check here to use the interactive chart!
There is one thing I have always been an advocate for...stepping outside of the norm in the learning industry and apply knowledge and use different tools from other mediums.
Your learner's experience could be the same as your customer's experience....which is along the lines of User Experience! Now, it's time to party!
One blog that I love to read that allows me to think about my learners as customers and really consider what they want and the best way they want to interact with my tool of choice is....InVision, which is basically a clickable prototying app for design. It's great for apps but also when you need to design a webpage, SharePoint site, etc.
This blog post is my old time favorite. Think about your lengthy eLearning instructions. What if you changed up your "onboarding" experience and made it in 3 simple steps...Check out this blog post and you'll understand why I love InVision so much!
So...I realized that blogging might not be my thing (hint: the last time I blogged). One thing I do love is helping people and providing resources.
Before I start working on an eLearning project (after I know the course objectives, goals, etc.), I research ideas and try to get inspiration. My all-time-favorite-go-to-website has to be Elearningexamples.com
Hopefully, this site can inspire your next creation.
I don’t know about you but I have never experienced a time when students just fall upon information in training and was instantly enriched by their newly found knowledge.
Hello. I am an Instructional Designer a.k.a. the Storyteller.
A learning experience is constructed in a way that if you take a step back and look at it…it kind of looks like the outline of a good story. It involves the main components of a story. The characters are the instructor and the students and they are normally in a comfortable setting that cultivates a learning atmosphere. There is a plot or a purpose for the knowledge sharing moment and sometimes it is based on a current conflict or problem in the organization. Whenever a problem is presented, a resolution and/or the best solution is provided to follow. There it is…a story is told through training.
It’s more to it than that. Only 10% of learning occurs when there is a lecturer (or a simplistic storyteller). 90% of learning occurs when students teach each other and are involved. Now, the plot thickens.
An instructor can provide the exposition and introduce the purpose and objectives for the training but when the action starts to rise, the level of involvement should rise with it. Personally, I like to involve my student from Hello. Start the thinking process when they come into the room and start an activity that sets the tone for the day. After the activity is complete, the fun doesn’t stop. I want to hear from them, probe into their minds, and see what they are looking forward to with our encounter (as well as get some background information on them and share a fun secret). After I set the foundation with the organization’s vision and training objective, I will tell them what the day will entail…and let the games begin!
Group activities. Group presentations. Fun videos. Skype- in experts. Role playing. Scenario-based activities and discussion. Process or Software simulations. Mobile games. It is action-pack and only stopping for breaks and lunch…what is this madness? It is how learning happens beyond the storytelling. An instructor can repeat a lesson three times to make sure the students understand it or they can present the information, allow the students to work with each other in situations related to the content and present their understanding to the class to confirm knowledge transfer.
A student has to be an active player on the stage. Through involvement, there is hope that the learning transfers to their day-to-day activities.
William Shakespeare stated that “All the world’s a stage, and all the men and women are merely players”. Let’s make your training platform the stage for your organization and have your employees perform their best production.
Note: I have one correction…. I am an Instructional Designer a.k.a. the Learning Conductor.
I have been really trying to wrap my brain around how to make a greater impact on students? How can I help people learn differently? There have been several studies on how people learn and the various learning styles and preferences. Everything is out there from the VARK (visual, auditory, read/write, and kinesthetic) learning preferences to learning styles such as linguistic, mathematical, interpersonal, intrapersonal, musical, body, etc.
If a corporation had to provide training to all of their employees in a timely manner, are they going to have time to be able to assess their employees’ preferred learning style? Yes, in the ideal world but no, this rarely occurs. Getting into the mind of the learner prior to the learning experience is imperative. Depending on the circumstances, the training team rarely has the time to fully evaluate every learner but may only be able to poll/survey a few or just perform a needs analysis with the training requestor.
Does that result in an unsuccessful learning experience? No, it doesn’t. Training is still completed and learning (sometimes) still occurs. It might not have been an unsuccessful experience but the ultimate goal is to create a lasting impact, inspire change, and provoke action that leads to a more knowledgeable company, increased production, and amplified revenue. So if a corporation is not able to do a full analysis of their learners and create a customized experience to maximize the time and produce the ultimate goal, what can make a difference in the learning encounter? Motivation.
People, mostly, do things based on intrinsic and extrinsic motivations. Rather, it is personally rewarding to acquire knowledge and fills the learner with joy or the desire to complete training is based on promotion or recognition from their manager. Just imagine making a connection to that which motivates the learner and how impactful the learning experience will be.
Too often trainers or managers just focus on providing content and making sure training is checked off a list of things to do. Let’s try something new and approach learning differently. Connect to the learners’ internal or external motivators to make sure there are no more moments of dreading training and thinking it is a waste of time but conceive an impactful experience that they can see beneficial to them and their organizations. Make learning personable, fun, intriguing, thought-provoking, and rewarding!
How can this be accomplished? Training is provided to employees to empower and equip them in order to be successful at their job. Most HR departments are connected to the training group that manages the system that house the database of all the users/ employees in an organization. When a newly hired employee is going through the on-boarding process, they are required to complete a series of courses (online and/or in a classroom). Along with providing information about the organization and their new role, organizations can start building their relationship with their employee(s) and let them know that they have a real interest in their professional growth and want to guide them to the best path to success. A short learning style and preference questionnaire can be administered as well as a survey based on their past learning experience, what they need to perform their job, and recommendations for the organization can be provided to the employee and then linked to their profile in the system for future reference. Tackling these imperative questions at the beginning of the process does not only eliminate time later when a need arise but provide the organization with the information needed to produce the best form of training that will get them closer to achieving their ultimate goals. With information being the key to so many solutions, an organization can use this data to not only project how their employee will learn but how to create the right career path for within the organization or assist with knowing which work groups fits best for them. Basically, starting with an analysis within the onboarding process can end successfully on multiple levels.
Now, this is just one approach to the mystery question: How can we help people learn differently? There are so many other ideas we can brainstorm to reach our desired result. Consider multiple possibilities before tackling your next training challenge.
Keep in Mind: Know your learner and tap into what motivates them to do their job and connect it to training. Align the objective of the training with the purpose of your organization and integrate that with the needs of the learners and motivate them before, throughout, and after the experience to cultivate the desire for a learning environment.
Let’s make learning different!