Best practices on measuring the impact of organizational learning

Matrix

Learning measurement is one of those topics that constantly seems to need revisiting. Much of the corporate learning has moved online – even something as personal as one on one coaching is often done via some communication app between individuals situated in different geographical areas. Learning evaluation needs to be simpler. Ultimately, this will lead to a learning culture that is data driven. Read more: 4 Great tips for developing a learning culture.

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 .

Insiders

Sign Up for our Newsletter

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

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).

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.

Roles 171

Barriers to Learning in Organizations

The Performance Improvement Blog

However, barriers to this learning are common in organizations. Limited resources – learning is not given adequate funding and support, e.g., staff are not given resources to experiment with new ideas before risking large scale implementation. Work-learning dichotomy – producing and selling things is valued whereas learning is merely tolerated, e.g., little involvement of supervisors in the training of their direct-reports.

Elearning Adoption in Organisations 3: Stages of Diffusion

The E-Learning Curve

Rogers, peoples' attitude to a new technology is a key element in its diffusion. Continue Reading → The post Elearning Adoption in Organisations 3: Stages of Diffusion appeared first on E-Learning Curve Blog. Diffusion of Innovation E-Learning Innovation Organization Design Organizational Learning diffusion of innovation e-learning elearning adoption innovation learning strategy organizational development organizational learning

Personal Learning Networks: For Ongoing Learning in a Connected World

ID Reflections

I have recently joined the open section of #MSLOC 430 - a graduate course in the Master''s Program in Learning and Organizational Change at Northwestern University. This is the first week and I am absolutely looking forward to exploring the topics, learning from the other participants and participating in exciting conversations. Here''s a list of related posts on learning in a networked world. A PLN is an enabler of such learning.

Learn From Success or Learn From Failure: You Decide

The Performance Improvement Blog

We learn more from studying successes than we do from studying failure. Humans have a strong tendency to gravitate to things-gone-wrong when the best course of action often is to learn from things-gone-right. However, there is a time to learn from failure. She argues that most managers don’t know how to learn from failure. In organizational life it is sometimes bad, sometimes inevitable, and sometimes even good.

A Year of “The Performance Improvement Blog” in Review

The Performance Improvement Blog

The topics ranged from creating a learning culture to increasing employee engagement to improving organizational communication to evaluating executive coaching, and more. Here are the links with a short excerpt from each post: How to Create a Learning Culture in Organizations - Organizational learning is not about training. It’s time to do a little year-end reflecting on my blog posts from 2012.

7 Characteristics Of A Digital Mindset

Learnnovators

Having a digital mindset is the ability to grasp this spectrum of impact of the Network Era, and the capabilities and attitudes required to face it with equanimity. This in turn makes it difficult for them to be learning agile or to adjust to a rapidly changing and ambiguous world. It cannot be argued that the digital world calls for constant exploration, experimentation and learning.

Continuous Workplace Learning

The Performance Improvement Blog

I might quibble with Jane Hart’s assertion that continuous learning is a new role for learning and development professionals. Workers don’t need a course schedule ; they need to continually acquire new knowledge, new skills, and new attitudes. And they need L&D professionals to help them with this learning. From “packaging” content-based solutions to “scaffolding” frameworks for learning to take place [creating the conditions for learning to take place].

Roles 166

Imagining Workplaces of Tomorrow: Managing Minds

The Performance Improvement Blog

Imagine a company in which: Continuous learning, and learning fast, is key, even in the face of unprecedented change: managing tremendous amounts of information, creating new products and processes in response to global competition, using new apps to be more efficient and effective, and responding to the learning preferences of a multigenerational, diverse workforce. Employees are hired because they are excited about learning and improving themselves.

Imagining Workplaces of Tomorrow: Managing Minds

The Performance Improvement Blog

Imagine a company in which: Continuous learning, and learning fast, is key, even in the face of unprecedented change: managing tremendous amounts of information, creating new products and processes in response to global competition, using new apps to be more efficient and effective, and responding to the learning preferences of a multigenerational, diverse workforce. Employees are hired because they are excited about learning and improving themselves.

The Great Training Robbery Continues

The Performance Improvement Blog

When I ask the training and development leaders who participate in my ATD Essentials of Developing an Organizational Learning Culture workshop to say what percentage of employees who attend training programs actually apply what they’ve learned on the job, the answers range from about 10% to about 50%, with most at the lower end of that range. Then the training must be followed up with more learning on-the-job.

ASTD Webcast on Manager's Role in Employee Learning and Performance Improvement

The Performance Improvement Blog

I did a webcast for the American Society for Training & Development (ASTD) on the topic of the manager’s role in employee learning and performance improvement. First, I defined learning in organizations as “acquiring and applying the knowledge, skills, attitudes, and beliefs that help individuals, teams, and whole organizations improve performance.” Supporting learning is not in addition to a manager’s job; it IS a manager’s job.

Learning to Lead in the Time of Disruption

The Performance Improvement Blog

Organizations must be learning constantly to ensure survival. Annmarie Neal and Daniel Sonsino, in their ATD blog post titled “Challenge Your Assumptions About Learners” argue that the new, digital generation of workers are tech-savvy, collaborative and connected, want flexibility in how they work, learn, and play, and have an “I can do anything” mentality (Sounds a lot like my generation!). Everyone needs to continually learn fast, learn collaboratively, and learn flexibly.

Yahoo 116

“Digital Mindset”: What Is It All About?

Learnnovators

“Digital mindset” seems to have become another buzzword–rather buzz-phrase to be grammatically precise–whenever the conversation (online or offline) veers toward social business, social learning, collaboration, and other 21st Century phenomenon in general. Flexible about time and space: In a connected world where we are very often working, learning, and interacting with individuals across the globe as a normal course of life, time takes on a different meaning.

The Future of Work and Learning

The Performance Improvement Blog

It’s fun but risky to speculate about the future of work and learning. Lifelong learning – Workers need to be learning continually because of a world that is constantly changing. Whether one stays in the same job or moves to a new job, there will always be more to learn just to stay current. New technologies and new consumer attitudes make these kinds of endeavors possible.

7 Strategies to Facilitate “Working Out Loud”

Learnnovators

Community members learn together, share feedback, take onus of building the domain. Talented coders and developers come together to learn, share and co-create. If we critically examine the characteristics of networked learning, it becomes evident that these are also qualities that foster and enable communities to thrive which in turn pull creative, passionate individuals to the workforce. We all know that true learning takes place through dialogues.

Re-thinking Learning and Performance from a Business Standpoint

ID Reflections

Yesterday, I wrote a post on Learning vs. Performance – the Dichotomy. It was more of a theoretical exposition on why learning doesn’t necessarily translate into performance, and delved into some of the psychological and behavioral aspects of the same. Why is it that learning and training don’t translate into performance? In today’s post, I have tried to analyze the learning – performance dichotomy from a more practical standpoint.

Integrating Social Learning In The Workplace

Learnnovators

I have been writing about social learning and its related concepts – communities of practices , working out loud and skills for the networked world for quite some time now. Social learning has become a buzzword in the workplace learning space, and every other organization is claiming to have “social learning” as a part of the mix. The catch is that “social learning” cannot just be implemented or enforced. How is this change related to social learning?

Design Thinking Culture Change in IBM

The Performance Improvement Blog

The need for creating and sustaining a learning culture in organizations is critical given the rise of digital technology, the rapid pace of change, the complexities of globalization, and the growing development demands of a diverse workforce. So I was intrigued to hear that IBM, a 100 year old, world-wide company of over 370,000 employees, is embarking on a culture change that is heavily dependent on learning. People need to learn the principles and tools (e.g.,

IBM 109

Games To Gamification

Learnnovators

Then, as man evolved to the agrarian stage, around 12,000 years ago, he learned to domesticate a few animals and, alongside, grow crops. So we know that game based learning and gamification are not new. With so many types of games and sports, there should be no dearth of ideas to gamify the learning of a subject in educational and business settings. All these activities can be turned to games to learn physics or any related subject.

The Unexamined Leadership Program is Not Worth Doing

The Performance Improvement Blog

I’m talking about a systematic, evidence-based look at why it was done, what was done, how it was done, what happened as a result, how it can be improved, and what the organization learned from the process. Validation that the correct learning solution has been identified and suggestions for programme improvement. Advice about how to get the most from your L&D budget by considering the workplace learning environment. I would add: Reinforcement of learning.

How to Manage Temporary Employees

The Performance Improvement Blog

And if they are customer-facing, then they are shaping customer attitudes toward the company. When they go elsewhere, they take the goodwill and learning with them which is good for the community and good for the reputation of the organization. with them for the purpose of their learning and success. 4) Create opportunities and give encouragement to apply what they know and what they are learning to their jobs.

Clive Shepherd – Crystal Balling with Learnnovators

Learnnovators

ABOUT CLIVE SHEPHERD (Founding Director – The More Than Blended Learning Company): Clive Shepherd is a consultant learning technologist. He works with a broad range of public and private sector organisations internationally, helping them to build capability in the application of new media to learning, and to transform workplace learning through the effective integration of formal, informal, on-demand and experiential learning.

Why Evaluate Executive Coaching

The Performance Improvement Blog

Surveys are helpful for knowing the extent of coaching and the general attitude of employees toward coaching. What did the executive learn? Evaluation of coaching is also important to do because it reinforces client learning. When we ask someone questions about what they have learned, it helps to make that learning stick. Coaching Evaluation Leadership Management Organizational Learning Teamwork coaching evaluation learning results stories surveys

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.

How to Use Feedback From Employee Surveys to Change Organizations

The Performance Improvement Blog

You name it, somebody is trying to measure it: employee satisfaction, employee engagement,   organizational pulse, leadership, attitudes toward a recent change, etc. An important reason for this is that organizations frequently miss critical steps in the learning process. Other than a momentary snapshot of attitudes, the organization has likely learned little and probably has succeeded in alienating employees.

Survey 141

GAMES TO GAMIFICATION

Learnnovators

Then, as man evolved to the agrarian stage, around 12,000 years ago, he learned to domesticate a few animals and, alongside, grow crops. So we know that game based learning and gamification are not new. And this can be further divided into another lengthy list.With so many types of games and sports, there should be no dearth of ideas to gamify the learning of a subject in educational and business settings. It can change attitudes from ‘I have to’ to ‘I want to’.

INTEGRATING SOCIAL LEARNING IN THE WORKPLACE

Learnnovators

I have been writing about social learning and its related concepts – communities of practices , working out loud and skills for the networked world for quite some time now. Social learning has become a buzzword in the workplace learning space, and every other organization is claiming to have “social learning” as a part of the mix. The catch is that “social learning” cannot just be implemented or enforced. How is this change related to social learning?

What do we know and how do we know it?

The Performance Improvement Blog

Surveys say that only 30% of employees are engaged in their work, 54% of employees are likely to look for a different job as the economy improves, and 96% of CEOs believe their companies should be doing more to measure the business impact of learning and development programs. Every day it seems, a new measure of employee attitudes and behavior is reported in the press.     Tags: Evaluation Organizational Learning evaluation learning measurement research

Employee Surveys: How is as Important as What

The Performance Improvement Blog

And it means their attitudes and opinions are used in decision-making. A survey can be a very useful tool for assessing employee opinions and attitudes, as well as building employee engagement, but only if it is designed, administered, and followed-up in a professional way.   Tags: Employee Engagement Evaluation Organizational Learning decision-making employee survey engagement health care reform An epidemic of employee surveys is killing knowledge and wisdom.

Survey 116

2015 - Year of the Learning Culture

The Performance Improvement Blog

The theme that cuts across most of my blog posts from last year is creating and sustaining a learning culture in organizations. As a way of review, I’ve selected five blog posts about a learning culture from 2015 that have the most interest for readers. Developing a Learning Culture Infographic This infographic explains briefly and concisely the need for a learning culture, barriers to a learning culture, actions of a learning culture, and results from a learning culture.

E-Learning Adoption in Organizations 3: Stages of Diffusion

The E-Learning Curve

Rogers, people’s attitude toward a new technology is a key element in its diffusion. The E-learning Curve blog shares thought-provoking commentary and practical knowledge for e-learning professionals. Tags: organizational learning diffusion of innovation innovation elearning adoption learning strategy organizational development According to Everett M. Roger’s Innovation Decision Process theory asserts that innovation diffusion is a process.

Origins of “eLearning”

Jay Cross

The meme of learning was replacing training. Learning is whatever gets past their personal firewalls (AKA skulls) and lodges in the brain. I can learn something; you can’t learn me something. A big part of the sales pitch for early versions of web-supported learning was the elimination of costly trainers. e + learning. Elliott Masie’s bio says he is “acknowledged as the first analyst to use the term e-Learning.”

7 Strategies to Facilitate "Working Out Loud"

ID Reflections

Community members learn together, share feedback, take onus of building the domain. Talented coders and developers come together to learn, share and co-create. If we critically examine the characteristics of networked learning, it becomes evident that these are also qualities that foster and enable communities to thrive which in turn pull creative, passionate individuals to the workforce. We all know that true learning takes place through dialogues.