Workplace learning creates a rich and dynamic environment. It supports growth and development. Engaged professionals feel empowered and energized to find ways to improve and stay on top of their game.
Let’s take a look at one company who analyzed their workplace learning.
At the end of each year, Towards Maturity, an organization dedicated to the promotion of a whole new approach to workplace learning, releases its annual report full of valuable insights. So what did TM find this past year? Well, according to their report, 56% of organizations cite a lack of Learning and Development skills as a major workplace barrier.
Workplace Learning | The Problem
For many organizations, their employees only encounter with learning technologies is through compliance eLearning. Unfortunately they have developed a rather disappointing reputation over the years for being boring. According to the Association for Talent Development, 39% of all training for employees in 2013 was technology-based delivery.
Overhauling workplace learning and development strategies will prove successful. Workplace learning should excite employees, creating an enjoyable experience. Also, eLearning can be a very rewarding and informative experience when done right. (This spells great news for employees. It also means opportunity for those interested in becoming eLearning professionals. The industry needs ISD professionals. That need can only be met with knowledgeable people who have the credentials and experience.)
People learn in many different ways. According to Connie Malamed, an eLearning, information, visual designer, and author of the blog “7 Golden Rules Of Learning.” What works for one person may not work for another, but one thing is certain – learning should be fun and interactive.
Malamed’s 7 Golden Rules of Learning
- People learn by doing. Also known as experiential learning, this process is pretty straight forward – people learn best through a hands-on approach.
- Learning is social. People also learn from one another. We (humans) are very social in nature. We see what others do and we mimic their actions.
- People remember stories. Anecdotes help drive learning. To hear a lesson is one thing. To hear how a lesson has already had a positive effect on someone’s life is another.
- Small bits of learning are most effective. Our brains can only take in so much at once. Small learning and development activities – microlearning – are more effective than long, mind-numbing lessons.
- Learning is strengthened with a strong and caring community. It is important to establish a culture where learning is encouraged and rewarded. When everyone buys into the concept, it makes everything easier.
Learners need intelligent feedback. Learning requires reinforcement – feedback.
Learning takes more than one intervention. Learning is certainly not a one-and-done activity. Learning should be an ongoing process. ABL – Always Be Learning.
Learning is not going away anytime soon, and for good reason. When done right, it can be a powerful tool. Though, we must continue to improve upon how we deliver this information, taking into account Malamed’s 7 Golden Rules of Learning.
Always in Learning Mode,
Your friends at ISD Now