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. The State of Learning and Development 2014: Coming of Age,” a study from Brandon Hall, revealed that less than 18 percent of organizations reviewed or revisited their learning and development strategies at least annually over the past five years and 28.8

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.

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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.

RETHINKING THE RAZOR “ILT HAS THE SHELF LIFE OF MILK” or an INTRODUCTION TO Instructor Led Interactive Learning (ILIL or Live Action Learning)

Wonderful Brain

Put aside the use of religion as a foundation in the video, the point is the only way information becomes useful and or conducive to action (add to that skills and behaviors and we have the troika of what any course or instructor needs to impart) is to repeat the elements until they become internalized and habituated. Nevertheless, in learning, the end user must apply what has been transmitted, evidenced in increased knowledge or skills, improved decision-making and modified behaviors.

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16 Signs of a Learning Culture

The Performance Improvement Blog

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.

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. Action learning with a trained coach is a cost-effective approach that enables leaders to develop capabilities while working to solve urgent organizational or social problems. Essentially, leaders are learning while working, making it easy to see how learned skills apply on the job.

Training Culture vs. Learning Culture

The Performance Improvement Blog

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. In that kind of culture the assumption is that trainers (under the direction of a CLO) drive learning. Whereas in a learning culture, responsibility for learning resides with each employee and each team.

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. Perhaps most prominent in the domain of practice-oriented leadership development is action learning, which consists of group projects, team members working and reflecting on problems occurring in their projects and workplaces, and other interpersonal experiences, such as coaching and mentorships, which encourage learning dialogues.

Lies About Learners and the Internet of Things

The Performance Improvement Blog

In a blog post for ATD provocatively titled “Lies About Learners”, Larry Israelite writes: Our current learning approach is outdated. Instructor-led delivery of training content continues to lead the way when it comes to formal programs, but most learners prefer an anytime, anyplace, any path, and any pace approach to learning. . The distinction Larry Israelite is making is the difference between “push learning” and “pull learning.”

Eight Leader Habits of a Learning Culture

The Performance Improvement Blog

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. Leaders in these organizations do the following: Send the message - Leaders communicate the importance of learning to the organization. Build trust - Employees will invest time and effort in learning if they trust their managers. This learning cannot be left to chance.

Active and Passive Learning in Organizations

The Performance Improvement Blog

Many of the typical methods of learning in the workplace make the learner a passive recipient of knowledge and skills. In this role, employees (as individuals, teams, or the organization as a whole) receive feedback about what they are doing and how they are doing it and, through individual and collective reflection, learn how to make themselves, their teams, and the enterprise more effective. She includes: Company training (face-to-face workshops and e-learning).

Corporate Training Trends 2020

Unboxed

Some employers may be tempted to push employee training to the side of their business-centric priorities, but you may want to think again… At Unboxed Training & Technology, our goal is to provide you with any recent corporate training trends with actionable ways to apply these new industry insights to your company or team. The Future of Corporate Learning. Top 4 Learning and Development Trends in 2020. Trend #1: Actionable Coaching.

Leaders Learning about Learning

The Performance Improvement Blog

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.) to have a positive impact on achieving the organization’s goals, managers had to take an active role in supporting learning. They wanted to know specifically what they could do to facilitate learning.

Cohort-based programs can develop leaders at all levels

CLO Magazine

As executive coaches, we’ve found that cohort-based executive development programs that integrate four specific learning components — group learning, executive and peer coaching, experiential/action learning activities and a strong emphasis on personal development and self-awareness — offer a powerful way to rapidly develop leaders at any level. 2: Cohort Learning Programs Should Be Designed to Support Current or Emerging Business Goals.

Manager's Role in Learning and Performance Improvement

The Performance Improvement Blog

What should be a manager’s role in employee learning? In answering this question, the first thing managers have to understand is that continuous learning is the modus operandi for all high performance organizations. Individual, team, and enterprise performance can’t improve without learning. Learning isn’t in addition to a manager’s job; it IS a manager’s job. An engineer in a prototype department of a manufacturer learns how to operate a 3D printer.

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A Manager's View of Employee Learning

The Performance Improvement Blog

Having retired from the auto industry, he is now an executive coach focused on improving Emotional Intelligence (EQ) in leaders. I love the sense of understanding, enthusiasm and acceptance the leadership team conveys here regarding their role in learning. As you might expect, based on my input to a previous blog (3/25, Training Isn’t Learning ), I was delighted to see the emphasis on the necessary role of the manager!

50 Ways to Lever Learning

The Performance Improvement Blog

In a learning culture , formal training is just one of many methods used to facilitate employee learning. In a learning culture, we start with the performance goal and then select the mix of methods that will help employees acquire and retain the knowledge, skills, attitudes, and beliefs they need in order to achieve those goals. Instructor-centered class (fact to face) – traditional classroom in which instructor controls the content and learning process.

40+ of the World’s Best Sales Training Programs to Get Your Team Into Shape

Sales Hacker

Action Selling. Wilson Learning. 1) Action Selling. Founded in 1990, Action Selling provides a broad range of training resources to hundreds of thousands of sales professionals. The company was among the first in the industry to incorporate big data into its learning infrastructure, focusing on critical selling skills and the best ways to reinforce these proficiencies. The training firm provides holistic solutions that blend technology and experiential 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. Action learning with a trained coach is a cost-effective approach that enables leaders to develop capabilities while working to solve urgent organizational or social problems. 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 Performance Improvement Blog

One of the barriers to creating and sustaining a learning culture in organizations is the no-time myth. Managers resist attending formal training events and participating in other kinds of learning activities (elearning, mentoring, coaching, action-learning, communities of practice, internal wikis, etc.) The problem is that managers don’t make learning a high priority. This is learning, too, and takes little, if any, extra time.

This Is What I Believe About Learning in Organizations

The Performance Improvement Blog

The Purpose of Business is Learning. But none of this is possible without learning. At its core, any high performing organization is about learning; continually using new information to become smarter, better, and more effective. To survive and thrive today, industries need innovation which is essentially about learning. Companies must learn more deeply about their customers and markets. Training Is Not Learning. Work is No Longer Work .

Key Elements of a Learning Culture

The Performance Improvement Blog

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. A learning culture is a culture of inquiry; an environment in which employees feel safe asking tough questions about the purpose and quality of what they are doing for customers, themselves, and other stakeholders.

ATD 2016: Visit Docebo to see the latest in online training software

Docebo

Our team is going to be interacting with ATD attendees in the expo hall for the next three days, demonstrating and sharing our newest products that address informal and social learning , Docebo Coach and Share. Drop by Booth 1246 for a live demo of our online training software Docebo Learn, Coach and Share. This panel will assist learning leaders in developing their sales managers into sales leaders who want to raise the bar of performance of their team.

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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. Central to this cultural shift is the understanding that learning happens by learners, not to them. That’s where learning ecosystems come in.

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. In that kind of culture the assumption is that trainers (under the direction of a CLO) drive learning. Whereas in a learning culture, responsibility for learning resides with each employee and each team.

How to Set Proper Learning Objectives

CourseArc

As celebrated inspirational speaker, coach, and author Ben Gay III once said: “No amount of travel on the wrong road will bring you to the right destination.” 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. Building Blocks For Good Learning Objectives.

Aligning Employee Learning with the Organization

The Performance Improvement Blog

Improving employee learning and performance in organizations today means systems change. I wish it were otherwise, but learning is not just a classroom activity anymore, it must be a total system activity that takes into account strategic goals of the organization, the culture of the organization (values, beliefs, artifacts, structure, etc.), and the quality of the learning interventions (formal training, coaching, mentoring, self-directed study, action learning, etc.).

Time for a New Look at Learning: Or What I Learned from Reading “Informal Learning at Work”

Pract.us

Your team learns informally all the time. You can support those efforts for more learning bang for your buck. With a shift in your views about what learning is, you can still build a powerful learning organization and demonstrate the value to executives at the same time. A native of New Zealand, Paul Matthews has always applied the practical, no-nonsense approach he learned growing up on a farm to his work in the corporate world. So What is Informal Learning?

Becoming a Learning Culture: Competing in an Age of Disruption

The Performance Improvement Blog

Any company, faced with these kinds of disruptive forces must keep learning. Employees must learn how to use new computers and new apps, how to operate new, high tech machinery, how to be responsive to customer demands, how to create innovative products and services, how to manage a multi-cultural, multi-generational workforce, how to work effectively in cross-functional teams, and how to plan for a future that is constantly in flux. Learning is just-in-time, on-demand.

What is Social Learning (And How to Adopt it)

Docebo

Social learning can help today’s organizations keep up with the pace at which their business moves. More and more, organizations are turning to social learning to deliver exciting e-learning experiences to their employees, customers and partners. Learning is all about the interactions we have across all facets of our lives: we talk to people, we listen to what they’re saying, and then aim to apply or consider the insights that person is bestowing upon us (and vice-versa).

Follow the Leader(ship) Spending

CLO Magazine

Learning department spending plans reflect that priority. According to a data from the Chief Learning Officer Business Intelligence Board, 94 percent of learning organizations either plan to increase or keep their level of investment the same in leadership development (Figure 1). Emotional intelligence, the ability to lead innovation and coaching ability rounded out the top five skills highlighted by learning executives.

A Quest for Success

CLO Magazine

To help with the meta-design options for LQA’s development, Stroud brought in Pete Cuozzo, founder and president of Cuozzo Enterprises, a management consulting firm specializing in leadership development, individual and team coaching, and organization development. “In Senior management decided to adopt the one-week in-residence option with 42 participants per session, along with an action learning component focused on strategic, enterprise-wide business opportunities.”.

Four Phases of Learning

Dashe & Thomson

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. There are also different names for these learning cycles. I am sticking with the number “four,” and I like the name Dave Meier uses in his teaching about accelerated learning theory.

Freeing Your Leader Within

Training Industry

We used to believe that if you can measure it you can change it – we’ve since learned that simply measuring will impact outcomes. Action learning and real-time coaching is what moves from vision to results. Building the readiness of any leadership pipeline can find powerful challenges in a no-normal world.

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Growing a Model for Leadership

CLO Magazine

Mindtree had done some coaching to build its leaders in the early days including a development experience led by the company’s former chairman, said Vidya Santhanam, Mindtree program director, people function. 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.