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Workplace Learning Factors & Considerations – Silence and Voice
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Now on to my comments. Under Who, Learner, an important factor, in my opinion is interest level. There is a big difference between working with learners who are excited about being there and learners who have been sent there by the boss to get the teaching of the month that may or may not be relevant to their needs. Under Where, remember that Distant doesn’t have to be totally digital or live. It could be a downloadable/printable workbook, go at your own pace like in the olden days. Old technology, I know, but for some subjects, there needs to be some hands -on. (I love Gamification for that too. It is really changing education in areas like Operations Management. Under How Much, there should probably be research. In order to select a learning strategy you really need more information about the needs of the population you are serving. We have a survey that people in the organization take before Bob designs a training for them. The results of the survey in aggregate informs us where the trouble spots are for the organization and what are the most important things to be addressed. Effective workplace training is not one size fits all.To What Degree: to me that goes beyond required and optional. There is an element of depth to this. There can be a number of levels of training on the same topics given on a need to know basis. Training for managers would be different than for regular employees. People with deep interest in something might want and need higher level training in a field to become an expert. Under Culture (and I’m surprised that Bob didn’t catch this), the level of trust is a key factor in organizational success and productivity. You can check out the information on our website. There is a lot on trust and culture in general there. Articles, a model and some assessments, video, audio, etc. http://www.leadergrow.com/home