TrainingPros Learning Highlights Blog

Nov
20

3 Important Benefits Of Social Learning

What is social learning and why should you consider this form of learning? Social learning is the process of learning from others and is considered one of the earliest methods of learning. Here are three important benefits that social learning offers today’s corporate learners:

Ease in access of information: Social learning makes it easy to access training materials at the point of need. Information retrieval through mobile phones and other portable devices has made learning simple, instant and convenient for learners while also encouraging continuous learning. Social learners can leverage how and when they can retrieve information either by utilizing online materials or communicating with peers around them.

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Jun
14

The Modern Learning Organization

In a recent TrainingPros Learning Views webinar, The Modern Learning Organization, I discussed the concept of Modern Learning and the shifts required to move from traditional training to Modern Learning. According to the Association for Talent Development (ATD,) US companies spend over $165B annually on training and development related activities. However, according to the 2017 LinkedIn Workplace Learning Report, only 8% of Executives say that their company is achieving impact from employee development. In fact, adoption studies show that current approaches have a learning transfer rate of only 10 – 20%. This means that for every 100 people that take a class or on-line learning module, only 10 – 20 people will do anything new or different on the job. I think we can all agree that this is an unacceptable state of affairs. I outlined how Modern Learning can address this issue.

Modern Learning provides way of thinking and a set of capabilities that both increases impact, and meets the demands of the modern workplace. During the webinar, I shared 5 key shifts organizations can make to advance their practice and jump on the journey to Modern Learning.

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Jul
13

Training Reinforcement: The Missing Ingredient

At a time when new technology and new ideas are constantly being put into practice, it is extremely important that everyone within a company is always learning and keeping up-to-date, because if you aren't, your competitors definitely are.

There are many outlets that give tips, tools and techniques that can help employees enhance their performance and businesses increase their revenue, but most of the time, articles are read and seminars are attended and that is where the learning stops. It’s not a mistake that the saying goes, “Old habits die hard.” The key to successful learning is training reinforcement.

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Jul
02

Learning Reinforcement Before The Course

Anyone who designs or delivers training for a living has probably heard statistics about low learner retention rates of the skills and information taught in a classroom or eLearning course. This has resulted in a lot of activity around training reinforcement. In fact, some have suggested that it is more important to provide after training support, such as job aids and just-in-time reference material, than it is to worry about the content of the training session. While I believe ongoing support is important, it is just a part of the whole of a successful learning experience.

The real keys to successful training reinforcement originate from planning and activities that occur before, during, and after the training. Because they are most often overlooked, I'd like to focus on activities that take place before the training that are part of an overall reinforcement strategy.

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Jun
17

Learning Reinforcement

Years ago, I was part of a large training development project. I worked in an organization where it took close to two years for a new customer service representative to learn about our business, processes, systems, and various offerings. The company was growing rapidly, and we could no longer afford that much time to ramp up employees through “on-the-job” training.

We contracted with a training consulting firm. This company provided facilitators, technical writers, and project managers to help us design and build our training program. We also assigned many of our own employees as “topic leaders” who assembled teams of subject matter experts to create the content. The scope of the project was quite large. There were three different curricula, each with ten to fifteen unique courses. Each course was built by a team consisting of a leader, facilitator, writer, and four to six SMEs. These teams met a couple of times each month at an offsite location, for as many as three to four days each time, for over eight months. It is easy to calculate how significant an investment this was for our organization.

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TrainingPros, founded in 1997, works closely with learning departments of large organizations to identify, attract, and support leading contract specialists for focused training and development engagements.