The big picture is better with Microlearning
Evolving technologies and platforms are dramatically transforming how people learn today. The focus is shifting from comprehensive and choreographed events, workshops and classes toward just-in-time, just-for-me learning bites that address pressing performance needs and align with the cadence of business.
Want to Build A Better Training Strategy? Ask Your Customers.
Establishing training and learning priorities is frequently treated as an art. But recent research from Human Capital Management illuminates the science behind this essential leadership function - and the most valuable data comes from customers, both internal and external. In Best Practice: Microlearning Helps Employees Re-Learn Concepts Quickly,the authors report that best-in-class companies are 43% more likely than all others to use customer feedback to determine employee learning needs and priorities. So what can we do to find the intersection of art and science?
On-the-Job SHOWING Does Not Equal On-the-Job TRAINING
Informal, experience-based, on-the-job training accounts for nearly three-quarters of all workplace learning. It's used to help managers master the technical dimensions of supervision as well as the fine art of leadership. It's deployed to enhance a pharmacy technician's ability to deliver appropriate medications and dosages to patients. It's designed to improve the skills of factory workers, sales professionals, and nearly everyone who works. But it doesn't work... at least not nearly as well as it could.
How to Demand More of Development Plans
In most organizations, individual development planning is one of the most simultaneously stressful and disappointing annual rituals we practice. Overwhelmed leaders must engage in what should be a deep, thoughtful, and forward-looking dialogue - frequently with all of their employees, in a compressed timeframe, all while reviewing twelve months' worth of performance. Employees rarely feel that they've gotten the attention they need and deserve. And after all that, plans are generally packed away (like holiday decorations) until next year.
Great Training Departments Are Working Themselves Out of a Job
It's rare that any group of employees today would be interested in working themselves out of a job. But that's exactly what an increasing number of training and development professionals are doing. Understanding that the key to sustainable learning results is the active engagement and support of the manager, increasingly savvy development departments are shifting the balance of power and enabling leaders at all levels to take a far more active role in training their employees.
How to Develop Leaders in Real-Time
With a growing appreciation for the ’70’ part of the 70/20/10 model, many organizations are promoting experience-based activities for leadership development. As a result, leaders at all levels are benefitting from special projects, greater visibility and stretch assignments to support their growth.