Learning is a process and everyone has an enormous capacity to learn.
Whether we can set a progressive tone to make a transition from survival to thriving of our whole civilization may depend on how we make the mind shift to structure shift to behavior shift. Individuals should have a humble attitude and learning agility to make continuous improvement.
Learning & training: Progress goes hand-in-hand with one of the digital principles-to learn constantly so we continually improve. How to become change agents or innovators on their own? how to cultivate digital culture, not only through one size fitting all formal training, but also through informal engagement and participation. Well trained digital professionals are needed to improve business performance and make continuous improvement. Before deciding on the training intervention for soft skills managerial training, there is a need to determine the current state of company culture. What one organization sees as a priority may not be the same in another. Adapting learning and continuous improvement culture involves data analysis, defining areas to be improved, developing training and coaching programs, building measurement scale for improvement.
Shaping a dynamic workforce is to provide a progressive working environment with effective resource management or training sessions to improve productivity, innovativeness, and employee engagement. From “one size fits all” to personalized training, learning & training need to be an integral component of business management. Fine tuning a progressive climate for learning and growth takes a structural effort, rather than a few random initiatives because it instills a culture that constant evolution and learning is taken seriously.
Blended training options to leverage formal and informal training: Leaders not only learn themselves but also advocate a culture of learning. They need to be innovative and really consider where there is value and real learning within an organization. Coaching, mentoring, on the job hands-on experience are the best forms of learning. Informal learning has always been happening but only now are organizations looking to leverage effective social platforms or tools for brainstorming fresh ideas, enhancing cross-boundary communication, creating a knowledge sharing culture and changing the scope of talent development.
Lessons learned from professional or life experience is part of informal learning. Learn from hard lessons or bitter life experiences. Learn from other people’s experience as well. While suffocation is not the ideal environment, as a professional, we can learn to use every negative situation to our advantage, present a humble attitude to learn and become optimistic to overcome challenges. Working through tough situations can teach us a lot about ourselves and build our confidence rather than breaking it down.
"Return of learning" ROL: The best way is to attract talent including training, to encourage continuous learning and growing, well blend virtual training, formal & informal training, develop a strong training and talent pipeline, etc. Management needs to always make a fair judgment, look things beyond the surface. Send the message to the team that good work and company loyalty are valued attributes that can be rewarded with the greater responsibility when the opportunity presents.
It is very hard to measure "learning." How do you quantify and, therefore, justify the learning outcomes? The tricky thing is that formal learning is documented and subject to budgets; informal learning is rarely tracked, so it is difficult to identify comparative trends. First, that metric needs to be “SMART,” so people can see what the outcome will look like throughout their learning journey. Second, there should be a consideration for a balanced scorecard that measures the progress of the milestones you want to achieve during the learning scenario, this keeps people focused. Metrics themselves won't influence the way people learn or behave, but the way they are used will force people to change their attitude, and motivate them to learn and grow.
Digital learning is multidimensional, dynamic, interactive, informal and integrated. Learning is a process and everyone has an enormous capacity to learn. Limitations on learning are barriers generated by humans. Learning cycles assume that learning is a process, so the learning styles can be rationalized, learning agility can be improved, learning organization can be shaped to improve long term business advantage.
Learning & training: Progress goes hand-in-hand with one of the digital principles-to learn constantly so we continually improve. How to become change agents or innovators on their own? how to cultivate digital culture, not only through one size fitting all formal training, but also through informal engagement and participation. Well trained digital professionals are needed to improve business performance and make continuous improvement. Before deciding on the training intervention for soft skills managerial training, there is a need to determine the current state of company culture. What one organization sees as a priority may not be the same in another. Adapting learning and continuous improvement culture involves data analysis, defining areas to be improved, developing training and coaching programs, building measurement scale for improvement.
Shaping a dynamic workforce is to provide a progressive working environment with effective resource management or training sessions to improve productivity, innovativeness, and employee engagement. From “one size fits all” to personalized training, learning & training need to be an integral component of business management. Fine tuning a progressive climate for learning and growth takes a structural effort, rather than a few random initiatives because it instills a culture that constant evolution and learning is taken seriously.
Blended training options to leverage formal and informal training: Leaders not only learn themselves but also advocate a culture of learning. They need to be innovative and really consider where there is value and real learning within an organization. Coaching, mentoring, on the job hands-on experience are the best forms of learning. Informal learning has always been happening but only now are organizations looking to leverage effective social platforms or tools for brainstorming fresh ideas, enhancing cross-boundary communication, creating a knowledge sharing culture and changing the scope of talent development.
Lessons learned from professional or life experience is part of informal learning. Learn from hard lessons or bitter life experiences. Learn from other people’s experience as well. While suffocation is not the ideal environment, as a professional, we can learn to use every negative situation to our advantage, present a humble attitude to learn and become optimistic to overcome challenges. Working through tough situations can teach us a lot about ourselves and build our confidence rather than breaking it down.
It is very hard to measure "learning." How do you quantify and, therefore, justify the learning outcomes? The tricky thing is that formal learning is documented and subject to budgets; informal learning is rarely tracked, so it is difficult to identify comparative trends. First, that metric needs to be “SMART,” so people can see what the outcome will look like throughout their learning journey. Second, there should be a consideration for a balanced scorecard that measures the progress of the milestones you want to achieve during the learning scenario, this keeps people focused. Metrics themselves won't influence the way people learn or behave, but the way they are used will force people to change their attitude, and motivate them to learn and grow.
Digital learning is multidimensional, dynamic, interactive, informal and integrated. Learning is a process and everyone has an enormous capacity to learn. Limitations on learning are barriers generated by humans. Learning cycles assume that learning is a process, so the learning styles can be rationalized, learning agility can be improved, learning organization can be shaped to improve long term business advantage.
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Productivity Science of Human Effort - MOTION STUDY - Frank B. Gilbreth - Part 1
https://nraoiekc.blogspot.com/2015/08/motion-study-frank-b-gilbreth-part-1.html
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