Connect Thinking

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7 Tips for developing an E-Learning Strategy

Connect Thinking

Human capability requirements today and future e.g. retiring workforce, Gen Y retention, staff ability to ‘unlearn’, ‘relearn’ and manage rapid information, cultural and climate readiness to self-manage learning and participate in a social network. Your strategy should ideally be all encompassing.

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Technology Options for Developing and Leveraging Staff Knowledge and Skills

Connect Thinking

For each ‘state’ of the learning continuum there is a technology option that is ‘fit for purpose’ Novice: Prescribed learning – This is the opportunity to develop foundation knowledge or skills. Remember, when people of different experiences ‘collide’(e.g.

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Performance support tools for learning – a decentralised strategy

Connect Thinking

In their landmark Knowledge Management text Learning To Fly , Collison and Parcel talk about the 2 questions that people ask of themselves when they have a need that they must satisfy: 1. What information is available? The same can be said about role-based performance support tools. What do others know? How do I find them?

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Seven other advantages of an e-learning strategy

Connect Thinking

As learners of an online program become more comfortable sharing their thoughts and experiences on discussion forums, they also become more familiar with the principles of online knowledge sharing. Example: An online Community of Practice for client engagement skills doesn’t need to finish at the end of the learning program.

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Seven other advantages of an e-learning strategy

Connect Thinking

As learners of an online program become more comfortable sharing their thoughts and experiences on discussion forums, they also become more familiar with the principles of online knowledge sharing. Example: An online Community of Practice for client engagement skills doesn’t need to finish at the end of the learning program.

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People versus Systems: Let’s acknowledge the difference

Connect Thinking

Various parts of an organisation, such as IT, HR, information and knowledge management, are engaged with a systems approach to organisational efficiency. They are influenced by happenstance, by context, by embodiment. They are influenced by the complexity of the individual. Organisations as a system.

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