Bringing learning to people on the workplace in small training capsules has worked very well in our experiences; of course has to be complemented by other kind of learning following the Dual Approach principles, which have proven to be successful in past and current contexts.
Supporting learners starts with meeting them where they are. That might mean weaving growth opportunities into the rhythm of daily work, or taking the time to understand their current skills and goals. From there, we can create meaningful ways to engage and help them progress with clarity and confidence.
I immediately think of 70/20/10, and how impactful social learning & OTJ learning leads to retention. When learning is organic, not necessarily prescribed, and discoveries are made because the environment allowed learners to thrive, leads to learning in perpetuity. Love it.
Bringing learning to people on the workplace in small training capsules has worked very well in our experiences; of course has to be complemented by other kind of learning following the Dual Approach principles, which have proven to be successful in past and current contexts.
Supporting learners starts with meeting them where they are. That might mean weaving growth opportunities into the rhythm of daily work, or taking the time to understand their current skills and goals. From there, we can create meaningful ways to engage and help them progress with clarity and confidence.
Neither. We don't have to make anyone learn or bring learning to anyone. Learning is a self-directed process. I am responsible for my own learning.
I immediately think of 70/20/10, and how impactful social learning & OTJ learning leads to retention. When learning is organic, not necessarily prescribed, and discoveries are made because the environment allowed learners to thrive, leads to learning in perpetuity. Love it.
I don't think it is one or the other. We have to do both. Bring learning to people and bring people to learning.