Which Is Actually The Latest Trend In Learning For 2018?
To be quite honest, I am not a trendy person. I used to be very trendy, and I loved looking forward to new and exciting ways to deliver learning each year. In my 20+ years of designing and developing learning, I have learned that trends are just that - trends. Are the new methods more or less effective? I believe that each one of them brings with them plusses and minuses but most importantly, I believe that they all bring value when used effectively.
Through the years, I have done a little bit of anecdotal research. At that time, I came to the conclusion that, when applied correctly, each delivery method brings value to the learning experience. We simply need to learn how to use them effectively.
Steps To Help You Deliver Learning Effectively
This year, my focus is on creating a culture of learning. That culture will incorporate any type of learning (and/or delivery method) that will yield the results that I am seeking. There are many things that go into building a culture of learning, but one simple thing I can do, which won't take much time or money to accomplish, is to make sure the delivery method I am using is the most effective one. To accomplish that, I will:
- Define the outcomes I want to measure.
- Define the metrics that will allow me to measure those outcomes.
- Align the outcomes with business goals and objectives. If they don't match, I will re-evaluate my outcomes to determine if it is worth the company's time and money and the learner's time to produce that learning activity.
- If I determine there is a match, I will build the learning activity(s) using the appropriate delivery method, based on the results of research and androgyny.
If I do this, I will create more effective learning that has a lasting impact on the learner and in turn, the organization.
Pretty simple!
Once I move on from that goal, I can look to the future, and how I can incorporate other aspects of learning that will improve the culture of learning in my organization. There are many simple changes I can make that are not costly or time-consuming to develop.
Answer These Questions And Improve Your Culture Of Learning
Here are some questions I will ask myself:
- Do employees have a ‘space for learning’? In other words, does the company place a high priority on learning and give employees time and space to explore new things and complete required training?
- Do we hold our employees accountable for what they have learned and found ways to ensure they act on things they have learned?
- Do we provide immediate feedback on projects, activities or learning that employees have experienced?
- Do we incorporate communication, problem-solving, critical thinking, team building, and resilience concepts into the learning process or do we teach them separately and often times out of context? If so, how can we build these into everyday activities and learning to ensure that they are practiced?
It is the simple things we do that will make a big difference. I am committed to letting it begin with me. Rather than waiting for someone else to take the lead or approve of my new ideas and plans, I will be creative in finding ways to incorporate these time-tested learning principles into the employees’ everyday routines.
Final Words
Creating a culture of learning is as much about changing a mindset as it is about delivering learning that makes an impact. That change can begin with me. I will be the change I want to see. That is the biggest trend in learning for 2018 that I believe we will see. It is time to start delivering on what we have been preaching for years.
No more conferences where I get all excited and motivated by ‘presentations’, only to return back to work with little idea on how to implement what I learned. I will support learning from others that gives me the practice and tools I need to be successful.
Pretty simple!
