I’ve recently shared insights, approaches and resources to inform the creation of engaging, connected learning experiences in a virtual environment. Yes, it’s entirely possible to achieve this!
You may recall that I created a program called ReThink Learning. The objective of the program is to support learning professionals to adopt or scale up their use of virtual learning quickly and smartly. Next week I’ll let you know what I learned during the pilot and how the program has been made even better. Today I’m sharing examples of real learning solutions designed during the pilot.
What is the purpose of learning in organisations?
Out first conversation in the pilot started with the question ‘what is learning?’ How we answer that question informs our practices as learning professionals. My perspective on this has shaped ReThink Learning.
My view is that learning is about change. At an individual level it’s about positive change in knowledge, skills and attitude. When we talk about learning in organisations there is another important consideration: impact.
The purpose of learning in organisations is to bring about a change in behaviour that benefits the organisation and its people. If people engage in a learning experience but don’t actually do anything differently, the program has had no discernible impact. Nothing has really changed. The objective of behaviour change that benefits both the organisation and individuals underpins ReThink Learning.
Real projects from ReThink Learning
Each participant worked on a real project from their organisation during the program. Some redesigned an existing solution. Others worked on a new business challenge or opportunity. The range of projects was diverse and included:
– giving effective feedback in the virtual world as a line manager
– addressing unsafe workplace behaviours as a supervisor
– local councillor use of Registers of Interest (a surprisingly complex and sensitive area)
– contraception foundations for health care workers in Fiji
– manager essentials – understanding government and governance in state government
– consumer insight for a marketing team
– time management for whole of workforce
How solutions were designed
A toolkit and templates guided participants through a robust process that incorporates, amongst other elements, the approaches outlined in a previous post:
– solution needs analysis (also referred to as Performance Consulting)
– personas and empathy mapping
– interaction and connection
Effective solution design starts with robust needs analysis. Even where you are pressed for time and being asked to create a solution quickly it is a false economy to skip this step. You can be smart about this without taking a lot of time.
Analyse needs from two perspectives – business need and empathy with the audience. This provides insight about what prevents people from taking the actions needed to improve performance and impact. Sometimes a learning solution is not the answer. One pilot participant identified that improving the workplace environment would increase productivity. More time management training was not needed.
Design a learning journey
A one-off event rarely changes behaviour. New skills require practice and application. Motivation is necessary for people to persevere with the friction of change. Celebrating progress, reflecting on improvements and connection with others for support and insight help people to master skills and embed habits. Effective learning solutions cover all steps from engagement and awareness through to embedding.
The two examples below are shared with permission of the pilot participants who created them.
Example 1 – Addressing unsafe workplace behaviours
The business need is to improve safety outcomes. To achieve this of supervisors must:
– recognise unsafe behaviour,
– give feedback, and
– follow up to ensure safe behaviour
This solution aims to build the supervisor’s knowledge, skills, confidence and motivation.
Created by Rhiannon Nakhle
Example 2 – Effective feedback in a virtual environment
The business need is to improve performance through regular growth-oriented feedback conversations. To achieve this line managers must to have frequent effective feedback conversations with their direct reports.
Solution activities aim to build line manage skills, confidence and motivation. The design also seeks to keep line managers connected and closely supported in the current period of uncertainty.
Created by Fiona Mogridge
Are you ready to ReThink Learning?
“Over the course of the programme I redesigned a program that could be implemented straight away and learned a new process for analysis and a new process for design, both of which I can start using immediately and which will help me create well thought out and sensible, human centred learning solutions.”
– Rhiannon Nakhle
ReThink Learning is being updated to make it even more valuable. Keep an eye out next for an overview of the new program and how you can access it to immediately design more effective learning solutions.
As a Learning Leader, don’t hesitate to book in a call and discover more about the ReThink Learning Program. Or we can simply have an obiligation-free discussion about how you’re re-thinking learning right now, and what it means for you.
If you are an Individual Learning Professional considering participating in the program, please email me at firstname.lastname@example.org