How to Track Non-Formal Learning


As our workforce has changed over the last decade (and especially in the last year), modern L&D professionals have begun abandoning the one-and-done training model and have instead moved on to blended learning, learning journeys, and what we call, learning clusters. Even with these new, modern approaches to learning, many L&D professionals hold on tightly to creating and developing learning assets they deem most trackable, typically formal, and shy away from an important part of the modern learning journey - non-formal learning. Non-formal learning is different from informal learning. Whereas informal learning tends to happen as learners engage in activities done [...]

How to Track Non-Formal Learning2021-08-04T23:46:16-04:00

What to do with too many personas? [Learn Action Deep Dive]


One of the core principles of the OK-LCD model is to focus on learner needs. Our context as training designers and deliverers is no longer as important as the context of the learner, especially in a digital age where we have the ability to deliver learning when, where, and how the learner needs it. But how do we know what our learner needs? That is where the Learn Action of the OK-LCD model comes into play. In this Action, L&D professionals identify learner personas and start to uncover the most likely moments of need for each persona. We effectively transition from the traditional [...]

What to do with too many personas? [Learn Action Deep Dive]2021-08-04T23:46:17-04:00

Who is a Modern Learner?


When you imagine a “Modern Learner,” what comes to mind? Many people we’ve asked that question automatically imagine a millennial, or someone who is really into technology. As we move from an industrial age to a digital one, when it comes to modern learning it’s not so much about technology, rather, it’s about choices surrounding learning. At February's dialogue, we will be exploring Learn-Ability and diving into learning mindsets with author and expert, Patricia McLagan. As we get excited for the event, I wanted to share a clip where I talk about Learning Cluster Design's approach to who is (and isn’t) a [...]

Who is a Modern Learner?2021-08-04T23:53:43-04:00

2021 Goals: Moving from 70:20:10 to Learning Touchpoints


You might be familiar with the popular 70-20-10 model, which formulates that learners obtain 70 percent of their knowledge from job-related experiences, 20 percent from interactions with others, and 10 percent from formal educational events. This model has been around since the early 1980s, and is widely used amongst L&D professionals globally. The 70-20-10 model seeks to encourage L&D to consider their role outside of formal learning. However, in practice, organizations inadvertently make the following mistakes: Believing that 70-20-10 is a prescription, and learning assets must follow this exact ratio. Shedding accountability, and only taking responsibility for designing and delivering for the 10 percent part of [...]

2021 Goals: Moving from 70:20:10 to Learning Touchpoints2021-08-04T23:53:46-04:00

How Uncovering Learner Personas Actually Reduce Design Time


Wouldn’t you love to learn more about your learners and make an even bigger impact with your learning initiatives? In an ever-changing, fast-paced world, L&D professionals are often asked to do a lot, with very little time. For many learning and development models to actually transform on-the-job behavior, they require deep analysis, expert-level design and thoroughly planned implementation. While most L&D professionals would love to run through all of these steps each time they are asked to develop training, the timeframes of stakeholders and organizational leaders don’t allow for L&D professionals to truly follow any model to a T. So what [...]

How Uncovering Learner Personas Actually Reduce Design Time2021-08-04T23:49:21-04:00

L&D Shifting Responsibility for the Workplace, Not Just the Classroom


For as long as organizational learning has been around, so has the concept of our role being the owners and deliverers of content. Our sole purpose has been to “create training,” and with that came the need to exist as subject matter experts in the content being delivered. Rather than being strategic learning partners, the L&D field fell into a pattern of order taking, and with information changing as rapidly as it does, it has become challenging, if not impossible to keep up with not only the subject matter but with the changes in training and delivery methods. As we begin [...]

L&D Shifting Responsibility for the Workplace, Not Just the Classroom2021-08-04T23:49:23-04:00

How to Use, Not Lose, Your L&D Expertise When Modernizing


One of the biggest barriers to change and transformation when it comes to designing modern learning is the idea of having to “unlearn” all of the tools and models that got us where we are today. Many L&D professionals are either hesitant to apply a new model for fear of having to start from scratch, while others are over-eager to “throw the baby out with the bathwater” and recreate every single learning asset from the ground up. In the clip below, LCD Model co-creator, Crystal Kadakia shares why the model is a happy medium between the two and how to use [...]

How to Use, Not Lose, Your L&D Expertise When Modernizing2021-08-04T23:49:25-04:00

Move Beyond Measuring Training Participation


When we look at how L&D professionals report learning “success,” it’s typically defined by learner usage and participation. But is there a direct connection between participation in a learning asset and learning success? Can we assume that by showing up, learning has happened and will be applied in the moments where it counts? We often judge success as having high completion rates, increased attendance and a substantial number of classroom instruction hours. While some take it a step further and define success by learner class ratings and average post-course test scores, senior leaders are often left to wonder what, if any, [...]

Move Beyond Measuring Training Participation2021-08-04T23:49:25-04:00

How can we NOT start from scratch and modernize training we already have?


Would you agree that the most common approach to modernizing L&D is to throw out what you have and start from scratch? This is one of the most common problems we share in our book. Each time a new model, theory or approach comes out, we in L&D often immediately write off our old programs as outdated and send them packing to the vault. Even worse, many of those old programs are kept available on the shelves of our intranets and learning management systems, creating a confusing and meaningless experience for our learners. With so many options out there to modernize learning, many L&D [...]

How can we NOT start from scratch and modernize training we already have?2021-08-04T23:49:26-04:00

Action of the Week: Change On-the-Job Behavior


In an ever-changing world that gives us information at our fingertips and with anything more than a two-day delivery window seeming like a lifetime, the “need it yesterday” mentality is not slowing down. As L&D professionals, we face this every day from stakeholders and senior leaders who, rather than seeking out their internal training departments with a problem, come to the table with their own idea of a training strategy and solution – and look to us to implement, and implement fast. Even worse in some cases, business leaders seek out other departments to deliver training, pushing L&D further into the [...]

Action of the Week: Change On-the-Job Behavior2021-08-04T23:49:26-04:00