Grovo
JULY 6, 2018
Changing behaviors is hard — even if the behavior is just getting people to take training! Getting learners onto your platforms and into your content is an essential first step before any change can take place, and it’s time we all put more emphasis on changing that behavior.
CLO Magazine
MARCH 23, 2017
As workplaces rapidly change, it’s up to learning leaders to teach employees the new habits, skills and behaviors they need to thrive personally and professionally. The next step is to break down goals into a series of programs that are comprised of actionable behaviors to help people perform their best.
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CLO Magazine
JUNE 13, 2023
This confusion can push well-intentioned managers off balance and keep them from even trying on new behaviors, let alone engaging in the reflection and trial and error required to build competence. Strategies must then identify the criteria that are the key determinants of behavior.
ATD Learning Technologies
SEPTEMBER 12, 2017
For the last seven years at Grovo, I have studied what makes microlearning effective in an organizational setting. Design for Micro-Behaviors. The primary aim of workplace learning should be to change what people do (their behaviors), not just what they know. ideating to come up with many solutions. implementing your findings.
TOPYX LMS
JULY 14, 2016
Instead of restricting devices at work, it’s better for employers to work with technology to bring about the behavioral changes they desire in their employees. Micro Learning Triggers Behavioral Change. Alex Khurgin, Director of learning at Grovo, recently made a presentation on micro learning and behavioral change.
CLO Magazine
OCTOBER 3, 2016
It’s no secret that poor management factors into poor employee engagement, but a September 2016 Grovo study revealed this critical employee group wants all the help it can get. Of the managers who received training, 80 percent of those who did change their behavior were only able to do so for six months or less before returning to old habits.
CLO Magazine
JULY 7, 2017
“What we’ve learned the hard way from seven years of doing this is that you can’t just chop up content, call it microlearning and expect people to change,” said Khurgin, who is also director of learning innovation at Grovo, a learning technology company. Feedback is a big behavior. So we have a learning track for feedback.
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