This newsletter is built with the full psychological, design, development, and brainstorming support of Nifty Learning.
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McKinsey put together a couple of nice articles to inspire companies in the response to the pandemic we're still living in. They are talking about skilling, up-skilling, re-skilling, and the three areas companies should explore as they work to recover from the crisis: deliver, engage, and reinforce.
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Last year, Christopher Lind was talking about how VR is one of the next leading tech changes in L&D. This HBR article showcases some practical use cases of VR in L&D: VR Simulations for Customer Service Training, to develop presentation skills, and for Employee Evaluation. Also, here's a video showing the VR tech in action.
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McKinsey brought us a couple of goodies at the beginning of this year. One of them is this article, exploring 9 organizational imperatives that will separate future-ready companies from the pack. The middle of the framework? (1) Take a stance on purpose, (2) Sharpen your value agenda, (3) Use culture as your "secret sauce".
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Last year I read an article from Corporate Rebels that enriched my view of performance management and continuous feedback. This HBR article adds up to it, focusing on peer reviews as the future of performance evaluations and what to think about before implementing such a model: from who is providing the feedback, to the difference between spontaneous and prompted feedback, and keeping the model simple.
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This article introduces a Freudian concept, which might be blamed for the lack of learning autonomy some of us have experiences in school. Psychodynamics - "learners are motivated by (usually childhood-rooted) emotional sub-currents that they can’t possibly understand or control. And so, the job of a teacher is to ignore what the learner wants and teach what they know is right." But this way of thinking doesn't have to persist in the workplace, so they explore a couple of things we can do as L&Ds, to make learning human-centered.
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BerLearn put together some cool people from companies such as Contentful, Doctolib, HelloFresh, and Slack, to share case studies and best practices to make the onboarding process more interactive in a remote world.
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Every time I find a resource such as this map, it dawns upon me how little I know about... well, everything. This time I realized how little I know about cognitive science. This map explores names & theories from behaviorism, cognitivism, symbolic logicist, rational analysis, 4Es of Cognition, and Connectionism.
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I love how Melissa Milloway went through a full case study in this article, exploring what data she tracked and how she tracked it to measure the impact of a specific learning intervention, based on a business need. Probably one of the most specific articles in the L&D analytics sphere.
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Apart from the data this article collected around engagement at work and in learning, it introduced a new concept for me: personal engagement and personal disengagement, by William Kahn. The difference? Engaged employees bring their whole selves to work. After this short intro, they go on with some actionable advice to keep learners engaged.
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I have heard before about reverse mentoring, but never heard or read about someone who went through it. So I was really happy when Dinye Hernanda shared her experience and lessons learned in a Linkedin post. I'm really curious to hear about L&Ds who implemented reverse mentorship programs, so don't be shy in reaching out.
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A company's culture is anchored in demonstrable behaviors, so #learninganddevelopment has a central role in building the skills and competencies that make culture thrive, especially when operating remotely.
- jonahgoldstein
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"Mentorship is a byproduct of a healthy culture and a well-considered design process". This is what captured my attention in this article, together with the difference they propose between group mentorship and individual mentorship.
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I've heard of "working out loud circles" before, but this was the first time I read a clear definition of the concept, together with the elements of such a group, and practical advice in designing your own circle.
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I really like this approach, as I've experienced learning what seemed useless things before, but which turned out to be actually the skills that got me employed, meeting new people, and growing even more as an individual.
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