from e-learning to we-learning
DESCRIPTION
From e-learning to we-learning. What would you say is/are the main goal(s) of e-learning in your company? (%). Optimising training costs - 45%. Solving the problem of distance - 45%. JIT training / providing access to courses at the right time - 42%. Being able to train more staff - 37%. - PowerPoint PPT PresentationTRANSCRIPT
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From e-learning to we-learning...
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Optimising training costs - 45%
Solving the problem of distance - 45%
JIT training / providing access to courses at the right time - 42%
Being able to train more staff - 37%
Reducing face-to-face training time - 29%
Rapid deployment of training courses - 25%
More targeted/ individualised training - 24%
Enhancing the quality of training programs - 18%
What would you say is/are the main goal(s) of e-learning in your company? (%)
1st European e-learning Barometer - Crossknowledge + Ipsos
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GLOBAL
FR UK ESP ITABEN
1/3 ans
3/5 ans
> 5 ans
Quality of course content 61 67 73 54 28 43 62 62 59
Relevance of content to business needs 59 45 73 67 49 57 56 60 61
How well the training fits into their schedule 46 41 50 25 57 57 48 49 40
Learner support 34 41 34 52 17 13 33 33 37
Involvement of line managers 29 41 27 15 15 28 29 29 33
Effective project-related communication 23 32 11 25 36 17 25 20 21
Getting a diploma/certificate at the end 10 5 8 17 19 15 11 9 11
In your experience, what are the three main success factors for e-learning from the learners’ point of view? (%)
1st European e-learning Barometer - Crossknowledge + Ipsos
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In which of the following areas do you use e-learning in your company? (%)
67
40
40
39
38
37
31
28
26
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Training relating to your business
Health and safety
IT
Office technology
Compliancy
Management & Leadership
Languages
Communication skills and personal development
Training relating to sales and negotiation skills
Other
1st European e-learning Barometer - Crossknowledge + Ipsos
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Regardless of the age people are connecting
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World where investment in Learning is done in order to:
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E-learning...
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Benefits expected from e-learning
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Does it really work?
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Nuance #1
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Nuance #2
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Result: New “behavior” when facing inadequate development/learning environment
PROFESSIONAL DARWINISM IS THE EVOLUTION OF WORKERS’
AND EMPLOYEES‘ BEHAVIOR WHEN THEIR ORGANIZATION EVOLVE FASTER THAN THEIR
ABILITY TO ADAPT.
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Idea’s to recover
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At least six factors serve as sources of motivation for adult learning:
• : to make new friends, to meet a need for associations and friendships.
• : to comply with instructions from someone else; to fulfill the expectations or recommendations of someone with formal authority.
• : to improve ability to serve mankind, prepare for service to the community, and improve ability to participate in community work.
• : to achieve higher status in a job, secure professional advancement, and stay abreast of competitors.
• : to relieve boredom, provide a break in the routine of home or work, and provide a contrast to other details of life.
• : to learn for the sake of learning, seek knowledge for its own sake, and to satisfy an inquiring mind.
By Malcolm Shepherd Knowles
Social relationships
External expectations
Social welfare
Personal advancement
Cognitive interest
Escape/Stimulation
Idea #1: Tackling motivation, back to the roots...
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Informal learning is about situated action, collaboration, coaching, and reflection, not study and reading. Developing a platform to support informal learning is analogous to landscaping a garden. A major component of informal learning is natural learning, the notion of treating people as organisms in nature. Our role as learning professionals is to protect their environment, provide nutrients for growth, and let nature take its course. Self-service learners connect to one another, to ongoing flows of information and work, to their teams and organizations, to their customers and markets, not to mention their families and friends.
By Jay Cross
Idea #2: Accept to loose control and support informal learning
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Image by Jay Cross, Informal Learning
Idea #3: Combine idea #1 and #2 to create learning ecosystems
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Social Relationship
External expectation
Social Welfare Personal advancement
Escape & Stimulation
Cognitive interest
Network creation & import
Workshops Share your experience
Testing Lunch & evening webinars
Premium content
Profile & CV Mentored & coached programmes
Make & propose a video/podcast
Career opportunities
Quizzes Latest research
Recommend to a friend / colleague
Online compulsory programmes
Suggest a reading
Assessment Games Different learning experiences
I like this… Become an expert
Certification Incentives Ask an expert
… … … … … …
Learning activities linked to sources of motivation
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Prescribed (Formal)
Non prescribed (Informal)
Collective
Creating learning ecosystem
Individual
Social Relationship
External expectation
Social Welfare Personal advancement
Escape & Stimulation
Cognitive interest
Network creation & import
Workshops Share your experience
Testing Lunch & evening webinars
Premium content
Profile & CV Mentored & coached programmes
Make & propose a video/podcast
Career opportunities
Quizzes Latest research
Recommend to a friend / colleague
Online compulsory programmes
Suggest a reading
Assessment Games Different learning experiences
I like this… Become an expert
Certification Incentives Ask an expert
… … … … … …
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Prescribed (Formal)
Non prescribed (Informal)
CollectiveIndividual
The four components of a learning ecosystem
Self-Learning System
Mentored LearningSystem
CommunityLearningSystem
BlendedLearningSystem
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Quick snapshots?
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Thank you for your attention
Stephan Atsou Director Continental Europe CrossKnowledge Group
Stephanie Square CenterAvenue Louise 65 Louizalaan, Boite/Bus 111050 Brussels Tel +32 (0) 2 535 77 23Mob +32 (0) 477 37 00 98More info on LinkedIn
Visit our website at www.crossknowledge.com
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Back-up slides