Here’s a REAL EXAMPLE of a Learning Cluster and L&D professional developed in our workshop.
ASK: The business asked the LCD workshop participant to develop and update their annual harassment training to remain compliant with standard HR & Legal Policies.
TRADITIONAL SOLUTIONS: e-Learning module, videos with knowledge check, or live-class.
LCD APPROACH:
The workshop participant had a huge aha moment by refocusing the Goal on Performance and Strategic Impact – It’s not about compliance for compliance sake!
The Change Action shifted the goals from just liability to something that employees might care about as well. Take a look at the difference:
“By helping employees recognize workplace harassment and know what appropriate actions to take, the organization will benefit by increased psychological safety, increased employee productivity, and reduced liability.”
Through the Learn, Upgrade, and Surround Actions, the L&D practitioner explored the differences between new hires vs. long tenured employee differences as they relate to their capability around harassment. They developed the following Learning Cluster. This cluster represents some of the key elements that make a learning experience feel modern: Hyperlinked, For Me, and Multimedia.
Have you been wondering how to take your capability further in delivering modern learning?
We are excited to complete a private session of the Learning Cluster Design workshop this month, and doing it 100% virtually! With COVID, we have been exploring new ways to upskill learners and have selected to use Slack as the main platform for the course. This is a new use case that contrasts with using Slack to augment other platforms (as far as we have determined speaking with Slack folks!). We are putting social and immediate learning at the center, which lines up with our model’s principles.
With over 400 workshop graduates, we’ve determined that limiting each cohort to a maximum of 15 people provides the best learning experience.
Register for our next workshop here.