Learningclub7

  Using the principles of supply chain management concepts to develop learning           Serving the clients:  The focus is meeting the needs of the clients; same for learning, the learner should be the focus Product Selection:  Just as you select the product that will meet the needs of the clients, it is important to carefully select what will be taught focusing on the must-know.  Client need comes first but sometimes you have to help them identify what they really need. Forecasting:  What will be needed by the clients in terms of number considering present and future needs? Same for learning, you need to consider what is needed and the right amount of information without an overload. Information overload will hinder effective learning. Supply Planning:  How will this information be delivered? at what time and environment is appropriate to pass the information without distractions? Similar to planning supplies for efficient delivery so that it is available whe

Credit:Smartrecruiter Many headaches at work could have been resolved with proper orientation. That is the fact even if you choose to argue the point.  I have seen many types of employee orientation and I will mention a few: 1.       You are given a handbook to read hundreds of pages 2.       You meet with all managers for 30mins – 1 hr 3.       Your manager provides all the orientation 4.       You can be given a classroom orientation for some weeks or months 5.       You can be attached to a buddy that provides guidance during the first few weeks 6.       You can have an online training only While I do not dispute the effectiveness of these different approaches to employee orientation; I think that sometimes we undermine the importance of a comprehensive orientation in driving employee engagement and retention. I will start with common challenges with employee orientation Challenges -Too much to read leading to information overload -Inconsistent approac

What is the purpose of LEARNING? Is it not for CHANGE? Change in knowledge, skills and attitude. Why don't we use change management principles in learning? What are the change management principles? www.novaconnection.com Initiate In initiating learning ,do we recognize the need for change? Every learning opportunity is a tool for change. What about building consensus? Learning occurs in teams and groups. We need to build an agreement between the trainer, coach or mentor and the learner. How does the learning fit into our culture?  Organizational culture can either facilitate or disrupt the learning process.  Plan We also need to plan for learning; just as we do for any change initiative. Always look for that element in the organizational culture that facilitates learning. The lack of impact in many learning initiatives is as a result of non-alignment with the organizational culture.We need to identify the desired outcome;  build a learning culture rather than a l

Infographic by Deloitte Everything is not about technology; for the modern day learner I believe technology is not the real problem. Technology has improved learning considerable but do we know the modern day learner? It transcends the generational types; it is our interest, beliefs, motivation and values. Culture is a way of life and whether we agree or not, we all have a culture. If not personal, we have in our work places, communities, states or countries. It might be unwritten but we know it, we feel it and we see it everyday; though we are advocates of globalization. Who is the modern day learner? The modern day learner is aware that learning is important but hardly has the time for learning. He or she wants to learn but cannot spend hours pouring over materials either hard or soft copy. The modern day learners know what they want. Besides, they have Google to the rescue. The modern day learner is in search of real time information without stress; why learn when I

Every year organizations spend money on consultants for a whole lot of things and training is not left out.   We go through rigorous processes to select the best. I will like to see things from another perspective and that is developing trainers within the organization. You will spend but trust me not as much when using external consultants in the long run. Let me be frank with you; THE BEST RESOURCES ARE WITHIN YOUR ORGANIZATION . They understand the system, people and culture within the organization. What we see is that a lot of organization shy away from this wealth of resource and continue on a ride with too many consultants. Tips for using internal talent as trainers 1. Determine the competencies required for each job role. Nothing complex. 2. Categorize the training offerings that will address the required competencies. Those trainings that can be facilitated by internal talents and external consultants. 3. Design a simple framework for utilizing internal talent

We are in the digital age and almost everyone has either a phone, ipad, tablet or laptop. A hard copy book is almost considered old fashioned in every sense and they are now in digital formats read from  kindle handle. Nothing does it like the pages of a good book. Hard copy, as I choose to call it, brings a connection that other apps cannot. It is the old fashioned app but it still does magic. If not book shops and libraries will be closed.  Enough of my rant about a book, I'm trying to  link the use of a library (physical or digital) to learning . Some people still learn by reading; it is not just for bachelors or masters degree. A lot of people still want a novel or textbook in hard copy. That's the way it is. Don't say some never change; just that we miss those times where you are lost in the letters and captured by the writings. It is a good learning initiative to introduce  a library within the organization  even if it is in hard or soft copies. Here staff