What is the manager’ attitude toward the new knowledge and skills learned? by Reni Gorman. In the first part of this series, we talked about the role of the individual in learning. It’s hard to make someone learn if they’re not willing. But what if they are willing but are not encouraged or worse are discouraged by the person who judges their performance: their manager? Challenge 3: My manager does not encourage me to apply what I have learned on the job. This is by far the worst, deadliest challenge. Sound unbelievable? It happens all the time. MORE >>

by Reni Gorman. As learning professionals we spend so much time designing just the right kind of exciting learning intervention that we sometimes forget to think about other factors that may prevent learning. For example, no matter how great the learning experience is, if people are unmotivated to learn then the reality is that they won’t. Let’s explore some of the reasons why people might be unmotivated and figure out what we can do to combat it. Challenge 1: How does this relate to me? Can you recall a time when you were totally uninterested and unmotivated to learn? The “What’s in it for me?” MORE >>

In an updated papers – Self-paced Learners Meet Social Software: An Exploration of Learners’ Attitudes, Expectations and Experience – Anderson, Poellhuber, and McKerlich document their research into the subject. Several years ago, I read a post on Terry Anderson’s blog about social media as a killer app for distance learning (I can find his paper online, but not the original blog post). The paper details how distance learning students rank traditional information provision tools (video lectures, podcasts) higher than networked learning tools like blogs, Twitter, etc. MORE >>

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How to go about changing attitudes, values and beliefs through training. Post from: The eLearning Coach A Quick Guide To Attitudinal Training. DESIGN INSTRUCTIONAL DESIGN MORE >>