user engagement
Stop learning, start empowering
We talk about learning a lot, but what does it actually mean, asks André Wigley F
or an organisation, learning and development is a crucial part of the business strategy. We need to ensure that employees have the tools to do their job and the resources they need to do it well, while ensuring compliance needs are met. At the same time, we want to
make sure we retain our employees and encourage career development, so L&D has become a crucial part of most businesses, and rightly so. But sadly enough, the word learning may be a dirty one for an individual,
carrying negative connotations. For some, it is the feeling of dread when a new training package comes out that is mandatory for their work and takes time out of their normal day to complete. For others, it may be flashbacks to school, of being forced into a formal learning environment, where everyone sat and learnt what they were told to learn. That said, we are constantly learning, the only difference being that we don’t necessarily consider it to be learning. It could be a documentary we really wanted to see, an article we read or even a conversation with a colleague or friend. The saying ‘you learn something new every day’ is pretty accurate when you think about all the times you have been reading something or talking to someone and
thought ‘I didn’t know that!’ Often we don’t sit down and watch something because we want to engage in the act of learning but rather because we want to watch it – and happen to learn in the process. In an individual’s quest for knowledge, we are constantly discovering new
things, empowering ourselves through information and improving our career and personal development. Sounds better, doesn’t it? Let’s face it, we like things when they are personal to us and learning is one of those things that can be tailored. As a term, ‘learning’ belongs in the back-end. By using better terminology and more intuitive ways of getting content in front of people, we can drive engagement. We have to get past the sigh of ‘I have to complete this course’ and turn it to the user who actually wants to improve and further their own career.
This could take the form of an individual completing courses outside of their
mandatory commitment to further themselves and their career, or it could be as simple as an individual taking ownership for their own development. It could even be engagement with an online community of individuals who are all on that network to share knowledge.
16
e.learning age october 2013
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32