A recent project took a traditional classroom program and moved it to a blended, online learning experience. During this process 3 items came into my focus as we ramped up for the synchronous web conferencing sessions. Did you know that time zones don’t automatically convert in all calendars? There is also a place for communication plans in an active learning design that focuses on bringing real work problems into the live sessions, use peer-to-peer learning more than straight presentations to engage people. Finally, value social networking to build a community of collaboration that will create a highly engaged, interactive live session where participants are actively involved. Aligning purpose to passion impacts performance so trust in people’s curiosity to solve problems, to share information, and learn as a connected community. Check out this video for more details and let’s keep the conversation going! Use the contact button above or visit our web site!
A capable worker needs more than technical or functional skills to be successful performing their role, they maximize these and utilize behavioral skills. We can impact the organization when we ask the business experts to define the broad range of skills people use and how they are measured in the operational environment. More than a collection of courses in the LMS, this is about developing people in the context of their work experiences, blending the various capabilities into a highly personalized learning path that is strategic and aligned with the business goals and objectives.
Take a look at this short video, Corporate Capability: develop your workforce!, and let’s think about how we can identify the differences and requirements different teams within an organization need so workers can perform effectively and efficiently. There will be overlap yet the opportunity is to maximize common strengths while honing and improving the unique skills people need in each part of the enterprise. If you would like discuss how to implement and use this model as a part of your workflow process as well as using learning as a strategic business tool send me an email or call and let’s talk! Use the contact button above or visit our web site!
Sometimes contingency plans have a way of becoming permanent and while we have made the transition to remote work and remote learning we need to start require instruction to be more accommodating for all involved. In this short video I share the need for a hybrid flexible, or HyFlex, model that supports location choice and time options while maintaining a consistent level of content, activities, and assessment strategies. The key attribute is being able to meet people’s changing need to access content and peers seamlessly from face-2-face to a blended online to a completely asynchronous interaction and support the seamless transition between these different delivery channels and experiences on a daily basis.
While I can’t be live in front of you now, I would welcome the opportunity to discuss and explore this topic in greater detail and how we can help you and your team perform and succeed. Send me an email or call and let’s talk! Use the contact button above or visit visit our web site!
that matter even as we all work in this new lifespace. Being remote opens new possibilities to lead from a place of authenticity, accountability, and compassion so use the techniques to make a positive impact.
Remember that every opportunity you have to bring team mates together in a conversation you have an opening where you can align people to purpose and provide them time to collaborate, create solutions, and build a connected community. Design your time, engage your team and create a compassionate community that works effectively.
If you want to talk about leading remotely and ways to engage with your team, let’s talk! Use the contact button above or visit our web site!
I had a conversation recently with a learning leader at an organization who was being pushed to show their ROI – return on investment. Granted in the last couple of years they have brought a new LMS online and added designers to the team so management wanted to know if the expenses were paying off. But our discussion started with how many clicks had been captured, the test scores of the online modules, and how many people had taken these modules and trying to divide these into the expenses… well you get the picture. And that’s the point – that isn’t where you truly measure the ROI. You need to have a more strategic view of the organization to determine the ROL – the Return on Learning.
Measure what matters and focus on what matters to the organization. Key business functions such as First call resolution, lower product defects, higher quality scores, upselling numbers – the point is what are you doing to impact the business? To truly measure the ROI you need to focus on the ROL. Start by using my favorite 4 letter word to start with – PLAN: Prior (to) Learning, Assess Now. Take ownership of the learning solution you are developing by first (prior to learning) gathering the current operational metrics (assess now) that you will be measuring against, so you can identify clearly to yourself and your client that the solution you put in place made a difference at the business level.
Want to learn how to measure the return on your learning efforts then check out this short video about Return on Learning! If you would like to learn more about using learning as a strategic business tool let’s talk!