It didn’t take long for her to open up about her issues “John, we just couldn’t afford to bring people in from all over for 4 days of instructor led training. The flights, hotel, food, materials, instructors, and most importantly time out of the field wasn’t something we could bear anymore. So we made an investment in an LMS, bought and built SCORM compliant content and after 12 months, that’s not working either. I just don’t know what else to do.”
Her issues weren’t different than many others I had heard over the years. They all had similar complaints.
Instructor Led Training is the best, but too expensive. Yet online learning doesn’t quite do the job.
So are organizations just supposed to accept this or try do something about it?
After years of trial and error, we have come up with the most important components that must be present to get online learning to do the job and change learner behavior.
Assessment – A knowledge or behavioral assessment at the start of any online learning program is imperative. By doing this it gives the learner an understanding of their current state to motivate them to improve.
Content that Connects-Connecting with the learner through stories and examples is what makes it stick. The earlier connection stories can be positioned the better because of learners shrinking attention spans.
Content that Expands – Content that expands the mind or gets the learner to think differently than he or she thinks today is paramount. This is often the hardest part for content creators, but easily the most rewarding when it comes fruition.
Practice and Application – Providing opportunities to allow learners to practice and apply what they learn is critical to changing behavior. There are all kinds of ways to do this, but the most important part is it’s present.
Social – Using social media like functionality to hold learners accountable and engaged is a powerful factor to ensure online learning actually changes behavior. News feeds, comments, sharing, are all good ideas.
All 5 of these are critical components in our ‘Getting Leadership Ready’ Online Program. Here is a an example of the learning model used to ensure knowledge transfer.
If you can relate to the challenges and frustrations shared by our client at the beginning of this article, don’t feel beholden to them. Use each of the 5 components and a similar learning model to get different results.
Getting Leadership Ready. LearnLoft’s out of the box training approach to helping professionals understand what leadership is all about and to stand out as potential leaders. Find out more here.
Online training has been around for many years and by its very nature it’s constantly changing and evolving as technology is enhanced and improved. Check out our infographic below to learn 4 Simple Ways to Improve Online Training Today.
LearnLoft uses all 4 of these keys, in their Getting Leadership Ready Program. It’s an out of the box training approach to helping organizations develop their young professionals to be better and more proactive leaders. Find out more here
The interview was off to a good start. He was smart, confident, had an impressive resume, and carried himself well. I then asked him one of my favorite questions, “What do you really want to do?” He had yet to pause the entire meeting and then fired out another confident response.
“I want to lead a team and create a culture. Essentially, I want to be a leader.”
After he left the interview, I questioned his response. Since he has never led a team does he know there is more to the job than meets the eye? Being a true leader is hard, and it has real internal struggles that happen every single day.
Here are 5 toughest internal struggles leaders face:
“We, not I” – There is no I in team, but most people want there to be. Most leaders got to be in their position because they were a top performer at one point or another. Putting aside their own glory to lift up their team is an absolute requirement to be a great leader, but it’s easier said than done.
“This Work has to be Done Tonight”– When you want something so bad, you can taste it, the natural tendency is to go until it’s done. It’s easy to want to push a team to execute everything on their plate. But how often do we write something, go away from it, and come back the next day and the words come right out of us? It’s better to shut something down and come back reinvigorated the next day.
“Why Can’t You Just Do it Like Me” – The old saying “My way or the highway” is a natural thought but it isn’t what great leadership is about. There are a lot of ways to execute project, tasks, etc. and fighting the temptation to always do it your way isn’t easy. You have to constantly remind yourself that by allowing team members to execute on their own, you bring out their confidence and creativity. More often than not, the output is a delightful surprise.
“Didn’t I Hire You to Know How to Do This?” – Unfortunately, many managers think they hire people to have all the skills when they start. The truth is that everyone, regardless of experience, needs to be improving, refining, and evolving his or her skills. Ironically, it’s often leaders who haven’t taken the time and effort to improve their own leadership skill set because they think they are above it.
“You Work for Me, Act Like It” – It’s easy, as someone in a position of power, to feel entitled or demand respect whether they have earned it or not. The old golden rule is never above any leader. Employees have mouths, voices, and SOCIAL MEDIA! Check out Glassdoor if you curious how current and former employees feel about your business.
Most great leaders overcome these internal struggles through awareness, practice, and a few servings of humble pie. But awareness is the first step to changing your mindset and your behavior.
If you find yourself experiencing any of these thoughts or feelings on an on-going basis, take a step back and think of Conrad Hilton’s quote about success:
“Has anyone ever been successful all by themselves?”
Want to learn more about our new out of the box leadership development program, Getting Leadership Ready Program? Find out more here.
Follow My Lead Podcast: It would me the world to us for you to listen to the podcast and give us a rating and review
Social Learning has been a buzz word in the Learning and Development world for sometime. For many years, the best social learning examples included: group work or role plays within Instructor Led Training Sessions. No longer is that the best method for putting the “social” in social learning. With the explosion of social networking and people’s comfort level in sharing ideas, best practices, and encouragement (or distain) on these networks, it has opened the door of evolution into the world of corporate learning.
We’ve been at social learning for a couple years and here are the 3 Levels of social learning based on our experience.
Want to learn more about how we use social learning in our Getting Leadership Ready Program?Find out more here.
Imagine being able to guarantee knowledge is transferred, skills are honed and learners are engaged, all in the shortest amount of time possible. Wouldn’t that be awesome?
At LearnLoft we’re passionate about creating engaging learning experiences that transfers knowledge in the shortest amount of time. We’re so passionate that we want to share with you some of the key points that are most important with today’s modern learner.
Check out our infographic below that takes a deeper look at the 4 key elements to increasing knowledge transfer and learner engagement.
I love to cook. What’s most unfortunate about my love to cook, is it isn’t one of my strong suits. So in order to combat my lack of cooking skills, I rely heavily on following recipes to ensure I use the right ingredients. Online learning isn’t much different.
There are 4 key “ingredients” that have to be present in order to be successful with online learning today.
Technology- The most important ingredient in order to have the ability to serve up training online. But don’t be fooled, all learning technology isn’t the same. Ensure the technology that is used, aligns with the audience. As an example, if the audience is constantly on the go and primarily using their mobile devices, ensure the technology not only supports the phone but is optimized for it.
Content- Learning technology without content on it is worthless. Ensure the content that is being served up, matches the needs of the audience. As an example, if the audience is millennial, ensure you are using video and building it in microlearning format.
Accountability – Easily the most forgotten ingredient in online learning is accountability. This is having a mechanism to ensure the audience is held accountable. As an example, first line managers are a fantastic way to keep learners accountable for not only taking the training but ensuring that knowledge is transferred and implemented
Social- The newest ingredient to the list has come about because of the explosion in social networking. People are more comfortable than ever to share knowledge and help others. Using this ingredient allows the audience to learn from more than the learning asset itself. It’s plugging into the collective intelligence of the group.
Ensure these four “ingredients” are present in the right amounts to be more successful with online learning today!
There is a disconnect between the way organizations train and develop their people and the way learners want to learn. If organizations continue to do things the way they’ve always been done, this disconnect will only increase.
We’ve created ‘A Guide to the Future of Online Learning’ to help address this disconnect for you and your organization. This guide will provide you with valuable insight into:
How to create experiences that engage and educate.
How organizations train today and how employees learn.
What can be done to bring the two back into alignment.