Cathy Hoy - Embedding Learning & the role of the Manager
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Cathy Hoy from Coca-Cola European Partners discusses embedding learning and the role of managers in the learning process. She defines embedding learning as fully integrating learning into work so that learning occurs on the job. Managers can get more involved in the learning journey by being included in scoping learning needs and providing feedback. Learning and development departments can better support managers by providing toolkits, coaching guides, and curriculums that are relevant, accessible, continuous and help improve performance.
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The best practices in learning strategies are a mix of several elements that meet the needs of the organization, employees and clients or customers. In this complimentary webinar, you will learn:
7 clear and concise elements of Next Generation Learning Strategies
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management of change and development
The document discusses best practices for creating a learning organization. It outlines characteristics of learning organizations like systems thinking, personal mastery, and shared vision. It also discusses benefits like innovation, competitiveness, and improved quality. Some best practices discussed include establishing effective leadership, measuring learning impact, aligning learning with HR and talent management, using an LMS, and fostering informal and on-demand learning. The conclusion states that while learning organization principles are valuable, there is no single strategy and companies must adapt practices to their unique situation and trends.
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7 Key Elements for Every Top Learning Strategy - Webinar 02.19.14
The best practices in learning strategies are a mix of several elements that meet the needs of the organization, employees and clients or customers. In this complimentary webinar, you will learn:
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www.bizlibrary.com/webinars
ASK Guide to Learning Transfer 2016
Most training investment is wasted because over 80% of knowledge and skills gained are not applied on the job. Learning events alone cannot achieve improved workplace performance; organizations must supplement training with tools that encourage and measure learning transfer back to the workplace. ASK's approach of Engage, Learn, Transfer addresses this "transfer problem" by preparing learners and gaining manager support before training, using varied learning methods, and providing ongoing support through coaching to help apply new skills on the job.
facilitator training
The document outlines a 3-day asynchronous training program for new facilitators at Cox Communications. Trainees will learn about materials, tests, and discussion threads through shared materials on Cox University and SharePoint sites. Perfect attendance is required to pass the program. The program aims to increase consistency in training and improve customer service. It will train facilitators in establishing an online presence, content knowledge, and communication skills. Trainees will be assessed through diagnostic, formative, and summative evaluations.
Andragogy (Adult Education)
The document discusses teaching adults and adult learning theory. It defines adult learners and learning processes. Adult learning theory, proposed by Malcolm Knowles, introduced andragogy which focuses on self-directed learning. Andragogy differs from pedagogy in that adults are independent, experienced learners who are motivated by solving practical problems. The four principles of adult learning are that adults need to understand why they are learning, learn experientially, approach learning as problem-solving, and learn subjects that are immediately relevant. The document provides examples of how to apply these principles through motivational, experiential, problem-based, and immediately useful instructional techniques.
Blended threads: Global leadership development at Coats
1) Coats, a global manufacturing organization, needed to train over 1,000 frontline and middle managers in core leadership skills. They developed a blended learning program with Kineo and another partner.
2) The program consisted of a foundation module, core self-paced eLearning modules, and consolidation events. It incorporated the 70-20-10 model of on-the-job learning, interactions with others, and formal training.
3) Initial metrics showed high participant satisfaction, with many reporting they were already changing their leadership approaches based on what they learned. The program aimed to train managers throughout Coats' operations around the world.
Blended threads: Global leadership development at Coats
How does a large global manufacturing organization up skill it's front line and middle managers on core leadership skills? By finding the right blends of approaches and partners! Check out this presentation from Learning Solutions 2014 with Kineo's Cammy Bean and Coat's Gary Droghini.
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