Do You Know How to Create an Actionable Learning Strategy?

CLO Magazine

Part of the learning leader’s job is to develop organizational learning strategies. For one thing, organizations aren’t reviewing their learning and development strategies very often. However, learning leaders may not fully understand strategies and tactics in depth.

Looking Within: How To Gather And Analyze Actionable Learning Insights

TalentLMS

Being able to collect learning data holds significant promise for better learning experiences and ROI on training investments. And poorly interpreted data has no actionable value. Why Gather Learning Insights? Here’s a simple learning insights example.

Get Actionable Learning + Performance Data into Managers’ Hands with Axonify Team Metrics + Compare

Axonify

To validate the impact of learning, we must collect and report on data that establishes a clear value chain between the resources we provide and the desired outcomes for the business. Unfortunately, L&D still dedicates most of its measurement efforts to just collecting and organizing data (Bersin – 2015 State of Learning Measurement Report). Considerably less time is spent sharing insights within the organization to improve the impact of learning opportunities.

Get Actionable Learning + Performance Data into Managers’ Hands with Axonify Team Metrics + Compare

Axonify

To validate the impact of learning, we must collect and report on data that establishes a clear value chain between the resources we provide and the desired outcomes for the business. Unfortunately, L&D still dedicates most of its measurement efforts to just collecting and organizing data (Bersin – 2015 State of Learning Measurement Report). Considerably less time is spent sharing insights within the organization to improve the impact of learning opportunities.

Leadership Development in the Collaborative Era

CLO Magazine

And it comes with bottom-line benefits — namely, increased quality, innovation, proactivity, resiliency and learning. They may learn the competency lists but may not find them applicable to the real problems back home. But how does the CLO manage this collective learning process?

Learning Your Way Out

CLO Magazine

At the same time, let’s consider how we might bring this focus on collaboration to a practice-based method of learning. ” The critical change facilitators would make is to introduce novel forms of conversation that can bring out the skills of collaborative learning and dialogue.

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There’s an Alternative to Leadership Development

CLO Magazine

These programs provide little focus on the social, interpersonal and strategic aspects of leadership, and what’s learned is often difficult to apply. Essentially, leaders are learning while working, making it easy to see how learned skills apply on the job.

No Time to Learn

The Peformance Improvement

One of the concerns that worry training and learning professionals most about leading culture change in their organizations is that managers will say that they don’t have time to facilitate and support employee development. These managers don’t value learning. It’s all about learning!

Make Learning Learning Viral-Worthy to Make It Last

CLO Magazine

Substitute learning for any number of ideas or causes an organization is trying to sell, and it’s easy to chuckle at the thought of something like, say, an operations management course ever breaking the internet. But the premium on making an impact through learning is high.

Advanced Actions / Learning interactions in Captivate 5 (Culminates in Soft Skills Sample)

Adobe Captivate

We had a great time at this week’s eSeminar, where the focus was on creating custom learning interactions using Adobe Captivate 5′s new Advanced Actions tools. This one hour session will focus on Advanced Learning Interaction Design, Pedagogical and Development issues for eLearning. Source for the above project is available here; Captivate 5 Soft Skills with Advanced Actions. Captivate 5 Slides Re Advanced Actions.

Experimentation

The Peformance Improvement

But people who don't see their actions as experiments, and those who don't know how to reason carefully from data, will continue to learn less well from their own experiences than those who do. To me, experimentation is an essential aspect of organizational learning.

There’s an Alternative to Leadership Development

CLO Magazine

These programs provide little focus on the social, interpersonal and strategic aspects of leadership, and what’s learned is often difficult to apply. Essentially, leaders are learning while working, making it easy to see how learned skills apply on the job.

Are Managers Too Busy to Learn?

The Peformance Improvement

One of the barriers to creating and sustaining a learning culture in organizations is the no-time myth. Kieran Hearty argues that the reason managers don’t show up for training courses and, if they do attend, don’t put the learning into practice is that they perceive themselves to be too busy.

Training Culture vs. Learning Culture

The Peformance Improvement

What’s the difference between a “training culture” and a “ learning culture ”? As the chart shows, in a training culture, responsibility for employee learning resides with instructors and training managers. The CLO, or HR, or a training department controls the resources for learning.

Guest post: Training Culture vs. Learning Culture

Torrance Learning

This blog originally posted on Learning To Be Great. What’s the difference between a “training culture” and a “ learning culture ”? As the chart shows, in a training culture, responsibility for employee learning resides with instructors and training managers.

How to Set Proper Learning Objectives

CourseArc

Learning objectives are to instructional designers is the same as a map is to a traveler. With the proper learning objectives in place, designing a relevant, engaging and useful course becomes a lot easier. Thoughts Behind Setting Learning Objectives.

Live, Interactive Online Class: Getting Started with TechSmith Camtasia Studio

The Logical Blog by IconLogic

Your lessons can include videos of actions taken on your computer, animations, audio, quizzes, and surveys. By the time you have completed this course, you will be able to record screen actions on your computer using the Camtasia Recorder. You'll take the recording into the Camtasia Studio and learn how to use the Timeline, add assets from the Clip Bin and Library, and how to publish content for the widest possible audience. Learn to record screen actions.

Learning All the Time

The Peformance Improvement

Bernie Donkerbrook, EQMentor, wrote this response to my post : “ Learning all the time ” means making learning part of the culture of an organization. That ‘learning all the time’ is one of the underlying assumptions of the organization…and is discussed, expected, and followed up.

Graphic Novel: Cool eBooks for Learning about HIV Prevention

Kapp Notes

I have been a long time fan of comic books and thought they would be great for creating a learning curriculum especially one that was transmedia. Here is an interesting TEDx video that makes a powerful argument for comics for learning (although not the central message of the talk.).

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Leaders Learning about Learning

The Peformance Improvement

I explained the limitations of formal training and the need for taking an organizational learning perspective. I argued that in order for any kind of learning intervention (training, coaching, mentoring, action learning, etc.)

Industry Report: Too Much Training; Not Enough Learning

The Peformance Improvement

Instructor-led classroom only” is still reported to be the primary method of employee learning and development. Organizations might be increasing their investment in “pull” learning through social media, on-the-job training, and action learning.

SumTotal, Skillsoft Expand Partnership, Launch Context-Aware Talent Solution by News Editor

Learning Solutions Magazine

the pervasive, dynamic delivery of best-action learning and talent development content within SumTotal’s. Design & Development Tools Emerging Topics Learning Systems Measurement Training Strategies

50 Ways to Lever Learning

The Peformance Improvement

In a learning culture , formal training is just one of many methods used to facilitate employee learning. Instructor-centered class (fact to face) – traditional classroom in which instructor controls the content and learning process. (My apologies to Paul Simon.).

How to organize for deep (not superficial) learning online?

Joitske Hulsebosch eLearning

Last week I had a great time again during the Learning and Technologies Conference in London. I was sitting next to someone I didn't know and within 10 minutes we were discussing the difference between performance support and social learning and the presentation style of Bob Mosher.

Aligning Employee Learning with the Organization

The Peformance Improvement

Improving employee learning and performance in organizations today means systems change. and the quality of the learning interventions (formal training, coaching, mentoring, self-directed study, action learning, etc.). Create a context for learning.

Key Elements of a Learning Culture

The Peformance Improvement

A “learning culture” is a community of workers continuously and collectively seeking performance improvement through new knowledge, new skills, and new applications of knowledge and skills to achieve the goals of the organization. Ask them for their thoughts about learning methods.

Towards Maturity 2015 benchmark shows just how much we've got stuck

Clive on Learning

In case you don’t know Towards Maturity, they were established in 2003 as a government-funded body to promote the use of learning technologies in workplace learning across the UK. You will find their 2015 report is full of valuable insights and enthusiastic calls to action.

Reprise: Learning to Compete

The Peformance Improvement

The rate at which an organization learns may be the only sustainable competitive advantage. If you are learning more rapidly than the competition, you can get ahead and stay ahead. Learning all the time” means making learning part of the culture of an organization.

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Becoming a Learning Culture: Competing in an Age of Disruption

The Peformance Improvement

Any company, faced with these kinds of disruptive forces must keep learning. The only thing holding companies back from learning at the speed of change is their organizational culture which, for many, is a barrier to learning. Learning is just-in-time, on-demand.

Lies About Learners and the Internet of Things

The Peformance Improvement

In a blog post for ATD provocatively titled “Lies About Learners”, Larry Israelite writes: Our current learning approach is outdated. The distinction Larry Israelite is making is the difference between “push learning” and “pull learning.”

A Productive Learning Culture

The Peformance Improvement

In a blog post titled, "Building a Productive Learning Culture", Thomas Handcock and Jean Martin say that businesses, because of need and demand, are increasing employee participation in training but failing to increase productivity. Even with all of these additional opportunities for learning, most workers are not acquiring the knowledge and skills they need to be successful. Learning capability: make sure employees know how to learn, not just what to learn.

Learning to Compete

The Peformance Improvement

The rate at which an organization learns may be the only sustainable competitive advantage. If you are learning more rapidly than the competition, you can get ahead and stay ahead. Learning all the time” means making learning part of the culture of an organization.

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Let’s focus on the learning (with a little help from Cynefin)

From the Coleface

I enjoyed a day out at the Learning Technologies Summer Forum yesterday. This noise about the channels of learning (“modality”) tends to distract from a far more significant consideration: What is the nature of the learning that we want to make happen? How clear are we about what we want people to learn? Now we have consensus, what’s the essence of the learning? Learning channels. Informal: social learning.

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What if…

Spark Your Interest

I read a fascinating post at Mission to Learn this morning, about a conference in Washington DC (site of Snowmageddon) which was cancelled. What if… we cancelled all formal training in our organizations and asked the participants to figure out how to fill the gap (an action learning project that I’d love to organize!). Social Learning

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Reprise: Learning to Compete

The Peformance Improvement

The rate at which an organization learns may be the only sustainable competitive advantage. If you are learning more rapidly than the competition, you can get ahead and stay ahead. Learning all the time” means making learning part of the culture of an organization.

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Learning in Action (the Innocence Project)

Spark Your Interest

To me, this is a tremendous example of applying learning both within a field, but also recognizing that a diverse set of skills is going to be more helpful in an educational light. Moreover, they are applying their learning and skills in what we would call action learning. .

More Than Just Fun & Games: How Gamification Works

eLearning Brothers

An effective game-based learning environment enables employees to work toward a goal, choose actions and experience consequences, all in a risk-free setting, resulting in changed behavior and reduced risk,” says Baer.