Learningclub7

Written by Adebayo Adekola What kind of organizational structure facilitates learning? Let's focus on the traditional hierarchy and flat structures. So many people think that learning is easier with flat organizational structures and many studies have validated this line of thought. The funny fact is that many seemingly flat structures are all flat "on paper" and maybe "design" but mindset is still hierarchical . How does one drive learning in such systems? Here are few tips to drive learning in this context: 1.     Identify the situation. Do not shy away from the fact that it exists. 2.     The CEO should be the first advocate of this change. 3.     Focus on driving learning not the mindset only. Most times we focus on changing the mindset and leave out the main objective which is to drive learning. 4.     A cordial relationship can minimize the hierarchy mindset. Have fun together in the office and outside. 5....

Are you hooked to candy crush, criminal case or pokemon go? I bet most people are. I find these games amusing and interesting and certain features can applied to learning design. Let's consider the characteristics of  typical games. Games usually have different levels. Most games give immediate feedback whether you succeed or fail. Games provide opportunities to try again Games are engaging through the use of all your senses. Games are usually fun. Games also build communities and provide a common area of interest. Games are built on things or elements we can relate with in everyday life. With the typical characteristics of games listed above, let us consider what we can apply to learning.  Design learning in stages starting from simple concept to difficult ones. Immediate feedback is much more effective in driving learning and motivates than delayed or suppressed feedback. Actual learning takes place in the process of doing and trying again. Learners...

Written by Adebayo Adekola How many of us have been faced with situations of developing content that we are less familiar with? The usual practice is to jump right in and discuss with subject matter expert. I'll like to offer another perspective that I have adopted in my instructional design work. Photocredit: Entrepreneur Anytime I'm confronted with a subject matter that I'm not familiar with, I take the time to think and connect. Every subject matter is connected one way or the other and trust me you can always find a connection. Let's take a simple example. As a learning professional working with a non-profit, I have been asked to design instruction for a warehouse management training. Where do I start from? How do I connect with the subject matter even when I'm not directly involved and have to work with a subject matter expert (SME)? Think about the overall goal or outcome of the training . In this case, it is warehouse management. What is the e...

Photocredit: Communityni.org I'm currently working on a TOT curriculum for a project in Africa. I came up with certain topics for the curriculum which focused on adult learning, coaching, mentoring, contextualised/experiential learning and feedback. This was based on my experience in TOT sessions within the context. As I worked on the outline for the training, I thought back at the TOT courses which focused on how to train, basically presentation skills and I realised that the real challenge which trainers face is the learning transfer i.e. application on the job. I believe that every trainer should understand that training is more than the classroom and real learning takes place beyond the classroom. What do we expect from the people we train: that they apply the knowledge and skills at their work so why do we focus less on learning transfer when conducting training of trainers at times. Another major point is that unconsciously we focus only on facilitating training in a...

The L&D field is an interesting field with many sides. While many assume the learning specialist role, we need to embrace change with the fast changing business world. There are different ways to differentiate yourself as a L&D professional. Let's see some of them. 1. Sector : I have seen many L&D professional differentiate themselves this way by focusing on a particular sector e.g. telecommunications, international development, health, financial services,oil and gas, FMCGs. This is one of the ways to differentiate yourself quickly as a L&D professional and it is very common these days. 2. Learning component : It is easy to continue in the generalist role which is a good start but it is wise to have an area of specialisation e.g. needs/performance analysis, instructional design,e-learning, training facilitation, learning business development, learning events e.t.c. This doesn't mean that you can't be involved in the other components; it separates...

Photocredit:Yesware Literally I have been busy while reading a book called Busy: How to thrive in a world of too much . I read in the train, in planes and at home after playing with my son when he is tucked in bed. Daddy duties you can say. As a learning professional, I decided to join the Learning and Performance Institute. I'm already a member of the Association of Talent Development (ATD) so why LPI. I think LPI has a lot of UK learning professionals and I think the L&D practice in the UK is strong so I decided to explore for further networking.  Let's focus on the book I have been reading called Busy by Tom Crabble. You should read it. You know how people get so used to the idea of being busy and achieving nothing. We let go of our priorities and bask in the euphoria of busyness. We think by being busy and multitasking we achieve more. As I took a walk today, I thought of the application to training events. Have you seen those trainings where people plan s...

Credit: Sarder TV Key points from the video Work with business leaders to understand the future of the business and impact on job roles with a focus on competencies. Look outside to the organisation to see latest trends and developments. Design the competencies to enable adaptation in the fast changing world. Map the skills, expectations and experiences. Avoid having too many competencies; keep it simple. Be specific and avoid vague competencies which are hard to comprehend and define. Avoid a competency model that is too complex and overwhelming. Happy Reading!