This newsletter is built with the full psychological, design, development, and brainstorming support of Nifty Learning.
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This Deloitte article talks about an interesting concept that replaces soft skills - enduring human capabilities. No matter the context this set of capabilities helps you stay relevant. Something we all need these days. Apart from a framework of EHCs, the article also showcases a case study of developing them in an organization.
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BerLearn is organizing a networking event. Grab your favorite drink and hang out with like minded-people, moving from circle to circle without any restrictions, just like in real life! Hope to see you there.
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I liked this article because it talks about how as learning designers we should balance between science and art. Here, science means understanding basic psychological concepts such as behaviorism, cognitivism, or constructivism. Art means understanding multimedia principles & UX/ UI Design.
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Probably most of you know the idea of creating an action plan after a training day, but it doesn't hurt to be reminded of it from time to time. The outline of this article is that when people come back from a learning event they are bombarded with information that competes with what they've become aware of in that learning event. A way to ensure learning transfer (the application of what they have learned) is to make them write down action plans. What I would add to this practice is involving the manager or creating buddy systems between participants & following-up on it in another session.
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A nice outline of how an L&D team could be structured or skills that you need in the function: (1) Performance Architect, (2) Learning Insights Analyst, (3) Learning Marketeer, (4) Content Curator/ Creator.
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Are we ever going to go back to what it used to be? In-class training and meeting learners in the classroom, working fully from the office? The answer seems to be shaped more and more towards no. Virtual is here to stay for everyone, and apart from getting used to it ourselves, we have to help others in getting used to this new normal. This article outlines some ways to do so.
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A Training Industry report on what's next for the learning function in 2021. Some areas presented? (1) Training’s Role in Change Management, (2) The Evolution of Customer Education, (3) Soft Skills Become Core to Business Success, and (4) Evaluating Employee Performance in Remote Work.
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A nice interview with LaRissa O’Neal, Director of Learning and Development at Allied Electronics & Automation about what you should focus on as an incoming L&D leader. Apart from the advice you will get from this article, I also recommend The First 90 Days. It will help you create a strategy to succeed in your new role.
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Although not particularly focused on L&D, this episode is a must-listen for anyone interested or involved in Inclusion and Diversity, Culture, Employee Experience, and Innovation. With more than 30 years of HR experience, Melissa has been at the forefront of Bayer's response to the crises of 2020 and efforts to redefine the workplace around purpose, innovation, and culture. So it's definitely someone we can all learn from.
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An interview with Bartek Polakowski, Learning Technologies Leader at PwC Polska about the effects of the pandemic on L&D automation, data analysis as an L&D Trend, new formats settling in the L&D market apart from training, and others.
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Another upcoming event in the L&D industry. Some presentations I plan to attend? Behavior change needs a workflow solution, not a learning solution, Learning labs: simulate not teach, 5 shifts – the game changers for L&D.
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Three leading questions for every organization looking to operate in the future? Who are we? How do we operate? How do we grow? The last one is definitely related to our work, and this article showcases 4 very different case studies on organizations that are on their way to unlock potential and reimagining the way they grow.
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Make your people WANT to learn, instead of just telling them what to learn. Make them CRAVE knowledge, seek it out and desire it. Build an appetite for the thing they don't have, instead of force-feeding content onto them.
- ashleysinclair
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A long-piece offering a comprehensive description of the role and competencies of an Instructional Designer together with resources for everyone who wants to take steps towards this role.
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An oldie but goldie article from HBR. Although it's full of interesting concepts, there's a piece of specific advice I took out of it and I would like to apply it within my team: the reflection huddle.
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Another old, but pretty inspiring article from Mckinsey on the components of a successful L&D strategy: (1) Attract and retain talent, (2) Develop people capabilities, (3) Create a values-based culture, (4) Build an employer brand, (5) Motivate and engage employees.
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Thanks to J. Miguez, Rachel Danielle Schiavone, Keith Keating, Mohammad Mar'i, Karmina Lopez-Colby, Marcus T. Browne, Jenny Rios Poma, Letitia Stefan, and Debbie Harrison for sharing and supporting Offbeat in the past week.
If you found this issue insightful and think your peers could benefit from it, please encourage them to subscribe to the Offbeat Newsletter. Your support will help us grow this newsletter and bring it to as many L&Ds as possible.
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