Maybe this higher bar of experience is why company training and elearning are last on the list of what people value in learning.
Sharing knowledge and interacting with their peers—social learning—is considered the most important way to learn.
Given this kind of data, we should start paying attention to this, and create a more compelling learning experience.
What if learning was something people actually enjoyed and wanted to do?
A compelling learning experience—c(LX)
This is how we do it.
Keep passive learning (sitting, reading, listening) to a minimum.
myRhythm's approach is to support strategy by helping clients focus on gaps between current and targeted behaviors. The purpose is to move teams to action, where they dig in and get creative. One way we do this is with short learning bursts of 400 to 500 words.
Another way to move to action is the curation approach. This familiar direction resembles a web search—only we do the work to search, and sort information into logical, organized chunks. Giving learners links to deeper, related content makes the curation approach even more like what they tend to do on their own.
Encourage and create multiple, social learning opportunities.
Impromptu interactions can have great value. That's one form of social learning. But social learning shouldn't be left to chance. We also help teams harness structured collaboration, where they learn to consistently deliver rich and thoughtful value.
Our collaboration process helps teams put learning goals into their own, specific context. That includes being really honest about things that are in the way of reaching their goals.
Once teams have kicked around their options, they embrace new actions (behaviors) as working solutions that they put to the test.
Active learning (on-the-job) is where we spend the most time.
The only way teams know if their solutions work or not, is to put them into practice. We encourage them to improvise and adapt. Then, it's important to come back to share how things are going. The team's multiple perspectives add impressive dimension to the learning experience.
As a last responsibility, the things that do and don't work need to be recorded. This supports the broader development of good practices. Not to be confused with best practices—which assumes the same context, which rarely happens. These accounts reinforce and expand learning. They're also great for onboarding new employees.
Learn how to put fresh learning design to work in your organization.
Starting with this free guide:
7 keys to breakthrough learning
See what employees are demanding in #5...
(And what you can do about it.)
It’s time we applied behavioral research to align learning design with organizational strategies and the vital behaviors that are the foundation of success.
Behavioral research makes it clear how we can adopt more effective learning methods, but we don't always take advantage of it. It's tough to get to everything when you're caught in the swirling vortex of business. Everything competes for your time.
Not to worry! We've pulled related research together, and distilled it along with our own deep experience.
In your free guide: 7 keys to breakthrough learning, we've assembled and organized some of the most critical findings. Our intent: to help you create your own breakthrough learning experiences.
Download your guide from here!