I Can’t Stop Smiling

Sometimes employee performance suffers because of a knowledge, skill, or talent deficiency. Hence, the manager must actively provide opportunities to correct such deficiencies through additional training, frequent status interviews, job shadowing, or coaching.

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HOW TO REMOVE NICE-TO-KNOW INFORMATION FROM YOUR ELEARNING

Hello,
My name is George J. Newton.

I am writing to ask if I can contribute an article about  HOW TO REMOVE NICE-TO-KNOW INFORMATION FROM YOUR ELEARNING  to ” elearning.adobe.com “?
What do you think about this idea?

Hope to hear from you soon,
George J.Newton

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Selecting own comic character using state view and advance action in Adobe Captivate

#Adobe​Captivate, #MultiStateObject​, #Variable​, #ChangeStateObject​

Adobe Captivate give us the power to create own comic character using state view and advance action in any way as we like.

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Strategies to Drive Informal Learning in a Remote Working Environment

Humans learn a lot informally. In fact, this is a significant way how we learned as children. In this article, you will learn how to leverage informal learning in today’s remote working environment to drive creativity, innovation, and engagement.

What Is Informal Learning?

There’s been a lot of discussion about informal learning over the years – what it is and isn’t and its place in corporate training. As corporate training departments are scrambling to deal with the implications of a remote working environment, the importance of informal learning is again at the forefront.

Informal learning differs from formal learning in the following ways:

Formal learning is usually mandated by an organization or regulations. It takes place in structured eLearning courses, face-to-face or virtual classrooms, or as a blend.

Informal learning, in contrast, happens organically. It is an extension of the way all of us have been learning informally since childhood. It is self-directed and self-motivated and is usually done in situ. It supports performance when it’s needed.

Why Should Leaders and L&D Teams Care About Informal Learning?

Informal learning provides significant benefits and value for individuals, teams, and corporations:

  1. Informal learning drives collaboration. Employees organically seek out and create bonds within and without teams, breaking down silos.
  2. Within the intersection of creativity and collaboration is where innovation occurs.
  3. Informal learning is driven by the learners and is focused on exactly what they want, exactly when they need it.
  4. Adults find more fulfillment and intrinsic rewards through informal learning.
  5. Informal learning tends to stick better. Learners create mental constructs within which new information is effectively stored in the long-term memory.
  6. While it’s often overlooked by corporate training teams because it’s outside their control, informal learning doesn’t require formal L&D direction, design, or development.
  7. Organizations with a strong culture of learning benefit from greater creativity.

What Are the Challenges of Promoting Informal Learning in a Remote Workplace?

Unfortunately, some L&D departments ignore informal learning because it’s difficult to measure its impact.

Additionally, a remote working environment has accentuated information silos and scattered tacit organizational knowledge, increasing the risk that distributed teams aren’t equipped to proactively share knowledge. Some workers, especially those who are used to traditional face-to-face communication, are more hesitant to remotely contact a coworker.

However, it’s important that leaders and L&D departments acknowledge and face those challenges head-on.

How Can You Drive Informal Learning in a Remote Working Environment?

There are several things that L&D departments can do to drive informal learning.

  1. Peter Drucker, the famous management consultant, is credited with saying “Culture eats strategy for breakfast.” Therefore, it’s vital to create a culture of learning built on the foundation of autonomy, purpose, and mastery (explained by Daniel Pink in his book, “Drive”). Employees who find these three things at work will proactively seek informal learning
    1. Most people are driven to reach for a mastery of their profession.
    2. Truly engaged employees find purpose in the work they do.
    3. Many workers have a newly discovered sense of autonomy.
  2. Create a digital social learning space where employees can ask questions, give feedback, and curate content and ideas.
    1. Leaders should model constructive behavior by participating and encouraging others.
    2. L&D departments can reward constructive behavior and participation.
    3. Schedule focused chat and idea exchanges, leveraging things like hashtags.
    4. Establish rules so employees refrain from typical social media behavior, like contentious arguments or banal conversations.
  3. Provide semi-structured forums where coworkers can virtually mingle.
  4. Create pre-course preparation materials like interactive PDFs that summarize foundational information required for formal courses.
  5. Leverage content that’s been granularized into bite-sized pieces – otherwise known as Microlearning.
  6. Source other digital learning solutions and facilitate access to tools such as:
    1. LinkedIn Learning.
    2. Udemy.
    3. Pluralsight.
    4. Blinkist and getAbstract.
    5. Industry-related journals.
  7. Encourage reading by facilitating the creation of virtual book clubs. The 33rd president of the United States, Harry Truman, said “Not all readers are leaders, but all leaders are readers.”
  8. Create mentor and coaching
    1. Coaching and mentoring are a great way to augment formal training.
    2. Match training participants in short-term coaching relationships.
    3. Identify high-potential employees and match them with mentors to help prepare for their future roles.
  9. Facilitate informal, small groups and one-on-one virtual interactions.
    1. Encourage participants to opt for live video calls.
    2. Remind participants that in the current age of remote working environments, we need to forgive dogs in the background and hair that’s not perfectly quaffed.

Informal learning, while sometimes difficult to measure and seems like it’s outside the control of the corporate L&D department, is more vital now than ever in remote working environments. Hope this article gives you compelling reasons and measures to help as you seek to unlock its potential.

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How To Use Blended Training In 2021

The pandemic has affected the workplace in more ways than one, and that includes training. As a result of this pandemic, organizations around the globe are redesigning, and blended/hybrid learning is becoming the new normal. It is time for us to think of a more thoughtful approach to implementing impactful blended learning. Organizations worldwide are gravitating toward the new normal precisely because it works and also because it is important for them in the face of future disruptions.

As businesses deal with the transition, there is a clear shift from the structured and well-planned corporate learning to the more agile operational learning. Blended learning is the preferred choice for corporates not only because it is cost-effective, but also because it is a more natural way to learn and work at the same time. Combining conventional training with online training helps the organization have full control of how, when, and where the employees choose to learn.

We will have a closer look at what is blended learning, the benefits, the various blended learning models, and how to utilize them in 2021.

How Will Blended Learning Work In The New Normal?

Blended learning has been around for a while now. It offers the best of face-to-face/instructor-led training and eLearning/digital training. Not only can you benefit from the implementation of synchronous learning, but you also have the opportunity to benefit from “going at your own pace” techniques that are a part of asynchronous learning.

Blended learning can be used as a viable solution also as part of the continuous learning journey experience for the learner. A continuous learning journey means that the learner accesses content not just during the formal virtual training sessions or an online learning experience, but also during the lull periods, or what we call the “forgetting period.” What we mean here is that learners tend to forget the content they learned a few days after a class. To reap the full benefits of implementing a blended program, organizations can give learners other short nuggets using learning strategies such as microlearning to help them recall the learning and apply it better on the job.

To elaborate further, learners can play mini-games or take up some microlearning courses after attending a blended learning program. They can also download a PDF of the best practices covered in training. This is to ensure that the blended learning experience is complete and helps learners pace their learning better.

Methods To Create A Blended Training Program

There are various ways to create blended programs. Some are enumerated below:

  1. A program that starts with pre-training reading material that learners can go through, followed by a virtual training, and then a follow-up eLearning session.
  2. A program that starts with an eLearning program as an introduction awareness session, followed by a detailed hands-on workshop style training program, followed by refresher nuggets using microlearning.
  3. A virtual session followed by a series of microlearning [2] nuggets or mini-games that will reinforce the key concepts learned in the virtual session.

As virtual training sessions will be the norm, you must use the best tools available to conduct the sessions. Here are some of the tool options available:

  • Zoom
  • Cisco Webex
  • GoToWebinar
  • Adobe Connect
  • Google Hangout
  • AnyMeeting

Thus, blended learning represents a model that integrates technology to boost learning and deliver business impact.

Benefits Of Blended Learning

Learners across the organization can benefit from using a blended learning strategy. This is because a combination of learning approaches used in the blended program can stimulate their interest and increase their participation, thus increasing their efficiency.

Anyone would want to adopt a learning strategy that comes with great benefits! Let’s go through the top blended learning benefits for corporate training.

  • Increased retention of concepts learned
  • Better engagement, as there are multiple modalities of training
  • Better application of the learning, leading to increased productivity
  • Increased benefits to the organization due to increased engagement, participation levels, and performance improvement
  • Use of games and microlearning within the blend can take the learning and retention to the next level

Conclusion

To conclude, blended learning has several benefits and will be adopted in a big way during 2021. It is going to be interesting to watch how organizations use blended learning in a plethora of learner-centric offerings.

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