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.

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.

Trending Sources

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.

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.

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.

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.

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.

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.

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.).

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.

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.

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.

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.

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.

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.

Agile 74

70:20:10 - Beyond the Blend

Performance Learning Productivity

The term ‘blended learning’ first appeared in the late-1990s when web-based learning solutions started to become more widely used and were integrated on one way or another with face-to-face methods. There are many other examples of ‘blending’ learning stretching back into the past, too.

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.

6 Steps To Creating Learning Ecosystems (And Why You Should Bother)

Learnnovators

70:20:10 has shone a spotlight on the limits of formal learning. In contrast, social and experiential learning continue to be veritable goldmines of productivity, placing learners at the centre of their story and demanding a major shift from Learning & Development professionals.

Invest in Your People Even with a Small Learning Budget

CLO Magazine

Whether it’s a nonprofit, start-up, small business or a large enterprise, no organization can afford to skip on learning and development for its people. In addition to being a performance driver, learning and development is a key employee engagement tool. “In Create learning circles.

Active and Passive Learning in Organizations

The Peformance Improvement

Many of the typical methods of learning in the workplace make the learner a passive recipient of knowledge and skills. Jane Hart has provided us with an excellent list of “passive” ways in which people learn in their workplaces.

Eight Leader Habits of a Learning Culture

The Peformance Improvement

Eight leader habits are essential to a learning culture. These are behaviors ingrained in the routines and rituals of organizations that are continually learning and learning how to learn. This learning cannot be left to chance.

16 Signs of a Learning Culture

The Peformance Improvement

How do you know your organization has a learning culture ? How will people be learning? While a learning culture is an environment that’s always being developed, certain signs indicate that you are making progress. In a learning culture…. Leaders are communicating the importance of learning (acquiring new knowledge, skills, and capabilities) and holding managers accountable for learning and applying that learning to making a difference for the organization.

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.

Agile 60

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.

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.”

How to Overcome a Learning Disaster

CLO Magazine

Those may be harsh words to dispense, but in business — and especially in learning and development — the menacing word “failure” is part and parcel of innovation. Still, it could benefit learning leaders to embrace the developmental opportunities inherent in failure.

Teams 38

How to Combat the Leadership Crisis

CLO Magazine

In their book “Learning Leadership: The Five Fundamentals of Becoming an Exemplary Leader,” James M. The number of learning activities that involve teamwork and collaboration attest to the fact that learning how to build and manage teams is an important part of leadership.

The A to Z of learning

E-Learning Provocateur

It all started with a tweet by Anne Bartlett-Bragg ( @AnneBB ) observing an instance of the term s-learning representing social learning. Then Anne suggested we play an alphabet learning game, and she proposed the first term: a-learning is awful 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.

Four Phases of Learning

Social Learning

How Many Accelerated Learning Phases Are There? There are four learning styles, four stages of competence, and a four-level evaluation model. There is also a four-phase learning cycle. There are different ways of thinking about the learning cycle and different numbers of phases.

Four Phases of Learning

Social Learning

How Many Accelerated Learning Phases Are There? There are four learning styles, four stages of competence, and a four-level evaluation model. There is also a four-phase learning cycle. There are different ways of thinking about the learning cycle and different numbers of phases.

Growing a Model for Leadership

CLO Magazine

From there, the model measures three dimensions: learning agility, leadership competence and self awareness. Learning agility — the ability of a leader to succeed in new situations — is the core of the model and is designed to measure a leader’s adaptability.

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.