Training Industry Magazine - Fall 2022 - 19

FIGURE 1.
1
2
3
4
5
New
More
Apply
Solve
Change
Chart 1 - Example by learning modality. Created by Elizabeth Greene.
There is a difference when people are
learning how to do something for the
first time versus when they need to learn
a new way of doing something that has
already been deeply ingrained into their
daily practice. As Gottfredson and Mosher
write, " If organizations are interested in
advancing employee performance, they
must understand the moments when
employees need access to learning and
in what modality works best. "
Figure 1 represents this concept aligned
with the learning modalities to create a
simple map, but how the pieces are put
together will vary by topic and audience.
For learners to find their purpose,
enable them to do their best work in the
moments that matter.
CREATE CONNECTIONS TO
LEARNING USING SOCIAL AND
EMOTIONAL TIE-INS
Modern learners are empowered by
connections and building relationships
during and after their learning, and
they find value in those interactions.
An employee survey by Gartner
and ReimagineHR found that 41% of
respondents don't feel connected to
colleagues while working remotely, so
be extremely intentional about creating
social connections for learners.
Focus on putting the humans in the
learning by encouraging discussion
and the cultivation of a knowledge
sharing culture. Studies have shown that
knowledge sharing in the workplace
can improve task efficiency and
organizational performance.
For learners to find their
purpose, enable them to
do their best work in the
moments that matter.
Social technologies provide an
opportunity for instantaneous access
to the collective wisdom within -
and beyond - the organization.
Collaboration and knowledge sharing,
learning from (and with) others is natural
and highly effective. We are used
to turning to others for advice in the
workplace and this is now easier and
TRAINING INDUSTRY MAGAZINE - FALL 2022 I WWW.TRAININGINDUSTRY.COM/MAGAZINE
more widely available through social
networking tools. Think about wrapping
points of collaboration into your learning
journeys: Breakout/discussion groups,
communities of practice, cohorts, peer
coaching, mentoring, observing, roleplay
or simulations/labs.
MOVING FORWARD
To be an effective learning organization
that designs learning with purpose in
mind, it is important to have empathy,
to listen and engage with learners to
provide learning that matters and adds
value. L&D should be out in the trenches
learning how to support and develop
people and teams. This involves learning
how people get better at their jobs, how
they solve problems and creating hyperpersonalized
learning experiences at the
learner's point of need. Our job is enabling
learners to explore in moments of inquiry
and curiosity to fuel their passion and
create true moments of purpose.
Elizabeth Greene is the senior director
of global learning and organizational
development at Lam Research, with
20 years of experience in reinventing
corporate learning programs. Email
Elizabeth.
| 19
VILT/ILT -
Interaction
Online /
Self-Directed
On-the-Job
Training, VR
Learning
Cohorts
Communities
of Practice
Coaching/
Mentoring
DAP, Job Aids,
Support Tools
Games,
Simulations
Job Rotations,
Stretch Assign
Asses, Test,
Validate

https://trainingindustry.com/glossary/role-play/ https://trainingindustry.com/glossary/role-play/ https://www.gartner.com/en/newsroom/press-releases/2020-04-14-gartner-hr-survey-reveals-41--of-employees-likely-to https://www.gartner.com/en/newsroom/press-releases/2020-04-14-gartner-hr-survey-reveals-41--of-employees-likely-to https://www.trainingindustry.com/magazine

Training Industry Magazine - Fall 2022

Table of Contents for the Digital Edition of Training Industry Magazine - Fall 2022