Seven key practices for lifelong learners | McKinsey

By | new-e-learning | No Comments

In a rapidly changing workplace, employees need to become lifelong learners to remain relevant and in demand. Seven practices can help them be mindful in their career path and achieve success.

Source: www.mckinsey.com

Sehr guter Überblicks-Beitrag zum Thema <Zukunftsfähiges Mind-Set mit Blick auf die persönliche Entwicklung in einer neuen Arbeitswelt". Was mir besonders gefällt:

  • 7 starke Treiber für mehr Selbstverantwortung mit Blick auf die eigene Entwicklung werden benannt
  • Meine Top 3 Treiber: Become a Serial Master, Own Your Development und – super wichtig – Do what you Love
  • Bausteine mit guter Visualisierung / Referenz  unterlegt

`werde den Artikel gerne an die Gruppe unserer Kunden empfehlen mit denen wir – insb. auf Basis einer Reihe von Captivate Prime Projekten – aktuell am Umbau der Lernkultur in Richtung "Mehr Selbstverantwortung des Individuums für das Lernen" arbeiten. 

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What PwC Learned from Its Policy of Flexible Work for Everyone

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"… We let our teams figure out what works best for them, as long as they deliver excellent work, on time. The rest is all fair game. … 

Everyone deserves the same degree of flexibility.
 
Flexibility is not related to a generational need. Every employee, at any age, benefits from and is looking for its availability. A culture of flexibility will not be created, adopted, or embraced unless the origination stems from an understanding and belief that every single person in the organization deserves the same consideration and flex work policies. …"

Source: hbr.org

Sehr lesenswerte Zusammenfassung der Erfahrungen die PvC mit eine Kultur/Philosophy der Flexibilität gesammelt hat.

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How VR is going to take eLearning in 2019 by storm

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"The use of Virtual Reality (VR) in e-learning isn’t new. However, it’s an area of the online learning market that is yet to be refined.

 

Although Adobe’s Captivate might not leave your students feeling as though they’ve truly stepped into the Louvre in Paris, it comes as a decent second best. In addition to giving you the chance to create a 360-degree environment that students can explore, it provides the option of the following features:

  • You can encourage students to interact with certain areas
  • Students can zoom in on key objects and click on boxes that offer more information about them
  • There’s the option of creating quizzes, which could prove useful when measuring performance and encouraging motivational factors

Depending on how you choose to use the features above, this could generate an exciting new frontier for those who use VR as part of their learning experience. Let’s explore some of the possibilities."

Source: darlodigital.com

Gutes Feedback auf die VR- (Virtuelle Realität) Möglichkeiten des neuen Adobe Captivate 2019.

 

Stellt sich die Frage: Wird nun die unlängst neu angeschaffte 360-Grad-Kamera unserer HoloLens – dem technischem Schlüssel zu überzeugender AR (Augmented Reality) – den Rang ablaufen?

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VR Enters Corporate Learning With A Vengeance: And The Results Are Amazing –

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VR has entered corporate training with a vengeance. This market is exploding, with companies like Wal-Mart, Verizon, and JetBlue leading the way. Any company can now do this at an affordable cost.

Source: joshbersin.com

Auf der LEARNTEC wurde die neue VR / AR Area sehr gut angenommen. Wir reflact`ler freuen uns sehr, dass die neue Adobe Captivate Version gerade dieses Thema sehr vielversprechend aufgenommen hat!

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… When performance support trumps learning

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"…In a world of immediate access to information at any time of day and night and wherever you happen to be, we no longer expect to have to acquire all the knowledge required to do our jobs. Yes, we still need to understand fundamental concepts and principles, and to develop key skills, but the rest we can look up as we need it.

Performance support is not quite the same as learning

The purpose of training or any other learning experience is to bring about a long-term change in knowledge, skills or attitudes – and that’s not an easy thing to do. Depending on the requirement, we need to apply just the right strategy to help our learners make lasting connections in their brains. This process takes time and success is never guaranteed…."

Source: www.cliveonlearning.com

Clive stimmt mit seinem Artikel gut in ein Themenfeld ein, dass allerwichtigste Implikationen für L&D-Teams und insbesondere das E-Learning-Feld hat. Der Umbruch aus dem "Lernen-auf-Vorrat-Paradigma" in die "Denke-des-konsequente-Performance-Supports".

Genauer betrachtet, geht es weniger um das Eine oder Andere, sondern die richtige Kombination beider Welten! Wir bei reflact durften im letzten Jahr an Konzepten des guten Zusammenspiels von On-Demand-Performance-Support und systematischer, der Anwendungssituation vorausgehender – oder bzw. und! auch nachgelagerter – Qualifizierung arbeiten. Sehr vielversprechend!

 

Gerne: Austausch, … anytime!

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Managing When the Future Is Unclear

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Periods of uncertainty don’t have to be paralyzing. … 

 

Take Pragmatic Action…

  • Get back to basics. Deliver value…
  • Place intelligent bets. What’s likely? …
  • Operate in sprints: Embrace short-term strategies. … 

Cultivate Emotional Steadiness…

  • Be proactive. Learn more. …
  • Acknowledge and navigate emotions…
  • Keep team communication open…

 

Source: hbr.org

Handlungsfähig bleiben, Nutzen stiften, die emotionale Dimension managen … auch wenn es unübersichtlich ist. Gute Lektüre für verantwortliche Akteure, gerade in diesen Zeiten!

 

Für uns L&Dler zusätzlich wichtig, weil wir mit unserer Arbeit zentraler Beförderer der Entwicklung unserer Organisationen in Richtung Agilität sein können.  

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