Transform Your Learners’ Experience: Build a Map that Encourages Discovery, Coaching, and Knowledge Sharing

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Ask yourself this question: “How did you learn to do your job?”

Perhaps you are part of a large company and have received onboarding materials or completed some courses. However, if we are being honest, much of what you know now has likely been taught to you by one or more experienced colleagues. In the end, you probably turned to them for guidance and learned the most from their knowledge and expertise.

There is an enormous amount of knowledge that lies beneath the surface, passing from one person to another. Just imagine if there was a single platform where everyone in your company could share this knowledge and where it could be stored for future reference.
This is where Docebo Discover, Coach, and Share come to your aid. With these tools, you can easily access and share knowledge with your colleagues, making it easier to learn from one another and grow together as a team.

 

The “70-20-10” model, created by researchers M. McCall, M. Lombardo, and R. Eichinger, suggests that 70% of training occurs through experience and sharing, 20% through learning from others, and only 10% through formal training such as structured courses. This underscores the importance of a well-structured social learning experience.
Implementing such an experience can keep your employees engaged in the company’s learning ecosystem and reduce the workload of the Learning and Development team in creating content tailored to each user on the LMS. By encouraging social learning and knowledge sharing among employees, you can help foster a culture of perpetual learning and improvement within your organization.

 

As an LMS administrator, the first thing we suggest is to carefully plan the entire social learning experience. You may want to involve your Marketing and Communications team in the creation of an editorial plan that explains the changes employees will see on the platform and introduces them to this new feature.
By proactively communicating with your employees and explaining the benefits of social learning, you can encourage participation and ensure a smooth transition to the new system. 

Here are some additional suggestions you may want to consider:

  • Use Channels to share informal content such as videos, links, and PDFs. Docebo Discover, Coach, and Share settings allow you to choose which sources can be shared on your channels, preventing unwanted content from appearing on the platform.
  • Choose a specific topic for each channel. Consider selecting topics that employees have expressed interest in or that you believe are relevant to them and not covered by formal content.
  • Start with a small number of channels (e.g. 3 or 4) to help employees become familiar with the new tool and to allow for easy monitoring of the social learning experience.

For each channel, it’s important to identify at least two or three experts who can address any questions that your employees may have. Having multiple experts ensures that questions are always answered promptly and that there is always someone available to provide assistance. This can help reduce response times for end-users and prevent questions from being left unanswered.

Collect feedback from the individuals who are using the new feature can be an effective way to improve and refine the social learning experience for your employees.

Creating a well-structured social learning experience requires a lot of effort and planning. At APPrendere, we have extensive experience in developing social learning experiences with Docebo Discover, Coach, and Share. Our team of experts is dedicated to helping you develop your project and ensuring that learning remains at the heart of everything you do.
If you’re looking for guidance and support in creating a social learning experience that engages and empowers your employees, don’t hesitate to reach out to us. We’re here to help you every step of the way.

For more information, please contact us at info@apprendere.eu  or check our website www.apprendere.eu

Thank you for visiting and see you in the next article!

Is Perpetual Learning part of your business strategy?

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“A man who asks is a fool for five minutes. A man who never asks is a fool for life.” — Chinese Proverb

 

 

As we mention in the article ‘’ Learning Is No Longer An Option’’:

Perpetual learning is a set of cultural values and a state of mind that enables employees to enhance their skills and knowledge at their own pace through a personalized development design. It empowers employees to perform effectively and adapt to changes in the workplace.

In other words, Perpetual learning is the “ongoing, voluntary, and self-motivated” pursuit of knowledge. It could be for either personal growth or career advancement. It is the constant learning of new concepts, unlearning of redundant concepts or ideas, and relearning of the latest knowledge or information. 

 

WHY MORE COMPANIES ARE CHANGING TO PERPETUAL LEARNING?

According to the World Economic Forum’s Future of Jobs Report, 50% of all employees will need reskilling by 2025.

Moreover, employees are more likely to stay with a company that offers reskilling opportunities. As reported by a LinkedIn 2022 Workplace Learning Report, 94% of employees would stay with a company longer if it invested in their career development.

In fact, the popularity of employee development is increasing more and more. Over half of the organization now agree that upskilling and reskilling are partially employers’ responsibilities. Employees that are not challenged to improve and progress may well be left behind or experience turnover/retention.

 

HOW PERPETUAL LEARNING IS IMPACTING THE WORKPLACE?

 

“Those people who develop the ability to continuously acquire new and better forms of knowledge that they can apply to their work and to their lives will be the movers and shakers in our society for the indefinite future.” — Brian Tracy

 

Perpetual learning impacts today’s workplaces on four levels: personal, individual, professional, and organizational.

ON A PERSONAL LEVEL: perpetual learning refers to the continuous expansion of skills and skill-sets (the knowledge, abilities, and experience needed to perform a job) through learning and increasing knowledge. The need to adapt both professionally and personally as life changes are as real as the changes themselves.

ON AN INDIVIDUAL LEVEL: perpetual learning is defined as the daily practices an individual employee undertakes to continue increasing knowledge, such as:

  1. Asking for help when something is not understood, 
  2. Observing more experienced employees at work, 
  3. Trying new ways to do tasks and exploring alternative methods, 
  4. Practicing what has already been learned, 
  5. Finding ways to improve, such as taking training programs or online seminars outside of work.

ON A PROFESSIONAL LEVEL: perpetual learning is about further expanding a skill-set (the knowledge, abilities, and experience needed to perform a job) in response to a changing work environment and new industry developments.

ON AN ORGANIZATIONAL LEVEL: perpetual learning guides teams to adapt to changes in the business environment. This is important because the ever-changing economic climate demands that organizations are up-to-date with the latest knowledge, and also be flexible and easily adaptable to business advances.

In conclusion, perpetual learning is a critical element for personal and professional growth in the modern world. With the rapid pace of technological advancement and the changing nature of work, individuals who are committed to continuous learning will be better equipped to adapt and thrive in the face of uncertainty. By embracing a growth mindset, seeking out new knowledge and experiences, and continuously challenging themselves, lifelong learners can unlock their full potential and achieve their goals. So, let us commit ourselves to the pursuit of perpetual learning, and embrace the opportunities that come with a lifetime of intellectual curiosity and exploration.

To foster a culture of perpetual learning and development, it’s important to leverage intelligent learning tools As Docebo®’s expert, Apprendere will help your organization and your employees learn more, connect deeper, adapt faster, and perform better through intelligent Cloud LMS platform designs to create beautiful learning experiences that are tailor-made for your use case to help you deliver engaging, continuous, and personalized learning and development experiences that will drive your business impact.

I hope this helps you on your journey to establishing a perpetual learning culture!

some question for you!

  1. What are some strategies you can use to cultivate a mindset of perpetual learning in yourself and others?
  2. How can organizations encourage employees to prioritize perpetual learning and development, and provide opportunities for them to do so?

Please feel free to share in the comment session your thoughts, ideas, and experiences, we are more than happy to learn from you!

 

 

Also, learn more about our customized dashboards in the video below.

https://youtu.be/Qx17y2OP3us

 

For more information, please contact us at info@apprendere.eu  or check our website www.apprendere.eu

 

Thank you for visiting and see you in the next article!