Skills Quotient

The Solution to the CEO’s Biggest Problem

Skills Quotient

What is xAPI?

Degreed Definitions

What is xAPI?

Learning Experience

Just the Beginning

Learning Experience

computer

You and I are victims of content overload. There is more information available to us than ever before, to the tune of 4 million inquires on Google and 2.5 million posts on Facebook every minute.

Additionally, we seem to be rushing most of the time – to work, to pick up the kids, to finish that project on schedule. It only makes sense that we would also rush our learning. In fact, new Degreed research shows that learning happens everywhere- at work, during our commutes, and personal time.

Screen Shot 2016-04-11 at 3.53.45 PM

So how do we make the most of our ultimate limited resource – time?

Curation and aggregation are two words often heard around the subject of content. There are thousands of learning options and systems, and these are two common methods of organizing the chaos.

But which is better and probably more importantly, which is going to save me time?

First, let’s examine them individually.

Aggregation is defined as “collection into an unorganized whole.” As a learning professional or someone searching for content, if “unorganized whole” doesn’t make you shudder, I don’t know what would. In perhaps more relatable terms, aggregation is selecting the certain pieces of content and then adding or grouping them into a concept. This is usually automated and based off of keyword matching.

Curation is a similar concept but typically takes it further by adding context, making sure each piece is quality and relevant. As defined by Degreed’s own curation expert, Caroline Soares, “Curation is about getting the right content to the right people at the right time. The art and science of curation is the ability to find, assemble and filter the best quality resources into a relevant learning experience.”

Curation, it would seem, is the more valuable of the two. It goes deeper than content aggregation to help sow the seeds for continuous learning by making it quick, easy and personal. The key to successful curation is having the ability to aggregate content from the many multiple, different sources available. Step two is to refine this list of content down to the highest quality gems.

When it comes to  learning, curation not only allows you the ability to produce more diverse learning options and modalities, but also save money by reducing the need for costly formal training.

Within the Degreed platform, a Pathway is a curated collection of content focusing on a particular topic or skill that can include a mix of content in any format, from any source. Pathways can be a collection of micro-learning experiences such as articles and videos, and can also include courses, books, or assessments.

The key to productive learning curation is to deliver the right content to the right people by designing pathways which are tailored to the needs of the target audience. You can do this in 6 ways:

  1. Utilize a healthy variety of different formats of content from different experts.
  2. Allow users to recommend items that are highly valuable to them and others.
  3. Empower learners to participate in the curation of content they personally want to consume.
  4. To stay on the cutting edge, include subject-matter experts from across the organization to collaborate on Pathways.
  5. Creating a clear path of progression within the learning pathway.
  6. Make it easy for the learner to find the content, an important part of curation is delivering the content at the right time.

Bonus: Track and reward progress as people begin and move through a pathway.

Click here to learn more about how you can start maximizing your learning resource with curation. 

The age of big data has landed us in a world where we expect every online experience to be personalized to our unique interests and curated for our desires.

We take for granted the personal experience presented to us on Facebook and Linkedin, the recommendations on Netflix, and personalized playlists on Spotify and Pandora. We assume online retailers will only promote relevant products to us, and get frustrated when promotions aren’t relevant.

Perhaps the best example of personalization is what you experience when you log-in to Amazon. Amazon’s product recommendations seem to hint at telepathic abilities. I see recommendations for products I had no idea existed, but once seen, I must have.

Personalization is a movement with a lot of momentum among consumer websites, and the approach has been wildly successful. In 2012, Amazon reported a 29% increase in sales in its second fiscal quarter, largely due to the personalization strategy it incorporated into every part of the purchasing process. Amazon isn’t the only one- nearly 80% of all marketers say personalization has boosted revenue.

The personalization movement for consumer websites is now spreading to enterprise software. The trend to consumerize enterprise software – making enterprise software more engaging for the end-user – is only in its early stages, but it’s on the rise. It’s becoming increasingly difficult for enterprise software companies to gain traction in organizations without creating a great user experience.

Personalization is an especially critical issue in corporate learning. Traditional learning solutions have been corporate-centric, focused on mandatory training and compliance which has resulted in low employee engagement. Half of people surveyed said they use their LMS for voluntary development once a quarter or less. Workers are more likely to turn to a colleague or Google to satisfy their on-demand learning needs [Degreed].

Personalization and an employee-centric approach to learning is an often cited trend for 2016 [L&D Global Sentiment 2016]. Research from Bersin by Deloitte highlights that improving the user experience is a main buying criteria for new HR solutions for 67% of people surveyed.

Bersin by Deloitte has published several research reports about the overwhelmed worker. We’re all bogged down with too much information, meetings, and emails. Employees cited not having enough time as the most common obstacle to workplace learning, but at the same time we all know that learning is a critical competitive advantage – something we all need to be doing to compete in today’s market. The solution is a set of tools that can streamline the learning process – deliver the right content, to the right person, at the right time.

personalization-5

Personalization and Corporate Learning
Personalization in corporate learning has the potential to revolutionize what companies can offer their employees in terms of tangible career growth. Similar to the product offerings you see on Amazon, what if you were offered courses, articles, and videos that perfectly aligned with your current and future career goals – saving you the time of searching online, subscribing to blogs, or hunting across various intranet sites at your company? So why aren’t more corporate learning solutions offering a personalized approach to learning tailored to each individual’s needs? A few are.

There are three main ways to accomplish the goal of a more personal approach to corporate learning:

1. Manual recommendations – the more traditional form of personalization, L&D directed suggestions based on employee’s roles and business units. An admin or learning professional sends course recommendations to groups or individuals in the organization. Perhaps marking certain courses as mandatory. Some platforms allow managers to create personal learning plans for their direct reports.

2. Social recommendations – from friends, colleagues, or managers.

3. System recommendations – based on data about the user.

Most traditional learning solutions can answer personalization using manual tools, where L&D professionals are assigning mandatory training based on roles and business units. But this type of personalization only covers the training that is happening periodically throughout the year.

personalization1

 

“Social” is another hot buzzword in corporate learning, and tools to facilitate social learning recommendations are on the rise. But most of these tools lack the ability to aggregate social trends, such as learning content that is popular in your network, or popular among people who are similar to you.

With the advent of big data and better algorithms for gaining insights, algorithmic or system generated recommendations will become more prevalent, streamlining L&D activities while allowing workers to take charge of their own learning.

The future of corporate learning will also need to include personalized recommendations for more than just the formal and mandatory courses traditionally offered in an LMS. If a personalization engine only makes suggestions for formal courses, this will only benefit the user periodically throughout the year. Based on our research, we know that when workers need to learn something new for their job they don’t go to their LMS first.
personalization4

Degreed’s Approach to Personalization

Degreed has taken a new approach to corporate learning – with a platform designed to enable and empower the learner. We are facilitating personal development, in the literal sense of the word, anywhere, anytime, from any device. To accomplish this, the experience is unique for each user by leveraging all three tools of personalization: manual, social, and system generated.

Like Amazon, Degreed is able to recommend learning content you may not know existed, but once seen you know you’re interested in.

1. Manual Recommendations
Degreed offers the ability to send recommendations to an entire group or an individual. An admin can request rules so employees are assigned to pertinent groups and enrolled in relevant Pathways. An admin can also request which organization Pathways are featured more prominently in the library.

2. Social Recommendations
Degreed offers social tools for viewing and following what others are learning, so you can learn from an expert or a colleague you admire. Degreed makes it easy to join groups with like-minded learners, rate content, and join conversations, and send and receive recommendations from friends, colleagues, and managers. Not sure who to follow? Degreed will offer suggestions for people with similar interests.

3. System Recommendations
The first thing a user sees when she logs into Degreed is a dashboard of system recommendations – five items of personalized learning content tailored for each user, and refreshed daily, called ‘Today’s Learning’. These recommendations can come from either external resources or internal content sources proprietary to the organization.

personalization2

 

Degreed also offers a browse experience in the library similar to Netflix. The first thing a user sees when navigating to the Degreed library of content isn’t just a blank search page, the user will be given system generated recommendations by default, with the option to search if you don’t see what you want right away.

personalization3

 

 

The result is a learning solution that employees actually want to use. The average LMS has a net-promoter-score of -31%, while the average net-promoter-score for Degreed is 70.

25-things_L&D-02
Takeaways
There are only a few enterprise learning software providers that utilize personalization, but just as this trend has taken over the consumer market, expect it to revolutionize the world of enterprise software as well.

In the market for a new corporate learning solution? Look for a tool that takes an innovative approach to corporate learning by building more consumer-like features, such as personalized recommendations. Today, nearly half of all online shoppers search on Amazon before making a purchase. Imagine a future where your corporate learning solution beats out online search as the most popular place for learning in your organization.

Learn more about how you can offer personalized learning at your organization here. 

What do CLO’s really need to know about the learning ecosystem and how to best engage their employees? We’ve gathered 12 powerful stats about how workers truly learn and fuel their careers to help prepare you to meet the needs of the workforce. Click here to view our full research on how the workforce learns.

12-stats-for-Chief-Learning-Officers-1
12-stats-for-Chief-Learning-Officers-02
12-stats-for-Chief-Learning-Officers-03
12-stats-for-Chief-Learning-Officers-04
12-stats-for-Chief-Learning-Officers-05
12-stats-for-Chief-Learning-Officers-06
12-stats-for-Chief-Learning-Officers-08

12-stats-for-Chief-Learning-Officers-09
12-stats-for-Chief-Learning-Officers-10
12-stats-for-Chief-Learning-Officers-11
12-stats-for-Chief-Learning-Officers-12

12-stats-for-Chief-Learning-Officers-07

Want more? Get new research on how the workforce really learns in 2016.

Today, the Degreed team is proud to announce that we’ve agreed to acquire Gibbon, the European creator of a popular platform for curating “playlists” of learning content. The Gibbon team will join Degreed as we continue to work to make ALL learning count.

Wouter de Bres, Eric Sharp, Joeri Djojosoeparto, Kat Archibald, and David Blake.

Wouter de Bres, Eric Sharp, Joeri Djojosoeparto, Kat Archibald, and David Blake.

Degreed’s mission has always been to jailbreak the degree, and make all learning matter- regardless of the source. In order to accomplish that mission, we’ve built a way for companies, employees, and individuals to discover, share, track, and value their learning. This acquisition will give Chief Learning Officers, training managers and instructional designers a more powerful and cost-effective toolkit for curating both informal learning and structured training experiences.

“As we all continue to learn from more diverse sources, gain experience, and earn new credentials and micro-credentials, we need a way to make sense of ALL of our learning.” CEO David Blake said, “That is what jailbreaking the degree means- to redefine the idea of education and skills to include everything you have learned over the course of your entire life- not just the time you spent gaining formal education.” Degreed and Gibbon will now work together to unlock the power of lifelong learning.

Gibbon’s history is that of a team of largely self-taught developers and designers. Founders Wouter de bres, Petar Radošević, and Joeri Djojosoeparto faced the challenges of self-directed learning across a massive sea of resources, and set out to make tools to help you curate all of that learning, including creating playlists for your learning. The elegance of their solutions inspired us.

Gibbon has also built a community of learners that quickly attracted experts in product, design, and web development, among other topics. Their personal leadership in those communities and the quality of the playlists created by those communities of learners and experts was highly attractive to us. The Gibbon team made the decision to join Degreed to continue their mission of improving lifelong learning.

“Degreed and Gibbon are chasing the same mission.” said Wouter de Bres, Gibbon’s Co-Founder, “Joining forces enables our team to focus on what we are most passionate about: Building beautifully simple products that help people and organizations to learn and grow.” We couldn’t have said it better.

The acquisition will create our first international office in Leiden, The Netherlands. We’re excited to add the strength of the Gibbon team to Degreed as well as the elegance of their approach to the Degreed platform.

ATD reports that only 38% of learning and development (L&D) professionals think they’re ready to meet the needs of tomorrow’s learners.  This doesn’t mean traditional approaches to L&D are obsolete- they just aren’t enough anymore, at least not for today’s workers. To help L&D teams better engage employees, we surveyed 512 people to understand how today’s workforce really build their skills and fuels their careers.

We’re proud to release the research that will give you an in-depth analysis, and important insights on how today’s workers really learn at (and for) work.

In the report you’ll find 5 key findings, what you can do to take advantage of them, and a simple diagnostic to help you identify how ready you are today to meet the demands of tomorrow’s workforce.

Click here to download the report. Welcome to the future.

How the Workforce Learns

 

 

Isentia-Graphics-03

Isentia, headquartered in Sydney, with offices in 12 countries from China to New Zealand, is Asia Pacific’s leading media intelligence company. Staying on top of industry trends is a high priority for the business, because their environment changes rapidly.

 

Isentia-Learning-2

 

The Challenge

Isentia’s media intelligence services range from software-as-a-service products to highly customized media insight, digital and content agency services. This translates into a wide range of skills across sales, client servicing, media operations, analysts, creative, IT, and HR. These team members work together to deliver media monitoring, intelligence and insights to over 5,000 clients across the Asia Pacific region.

The nature of Isentia’s business means its people need to be at the forefront of media and current events. The previous learning and development program was a series of generic classroom-based courses. This approach grew ever more challenging (logistically and financially) as Isentia became more geographically diverse and the needs of different functional areas moved beyond the standard suite of soft skills training.

Additionally, Isentia had purchased content from several top content providers like SalesDNA, Pluralsight and Lynda. There wasn’t a central location where everyone could access this content, or track usage across content providers. Isentia needed a solution that could restructure and group this training in a way that worked best for learners.

The primary challenge: find a cost-effective and impactful way to deliver relevant and tailored learning to diverse functional groups spread out across 12 countries.

 

The Solution

Helen Thomson, the Executive Director of Human Resources at Isentia, was looking for a better solution. Isentia wanted a way to empower every employee in the organization to be able to learn what they want, when they want, both for their current role and their future career aspirations – in a cost effective solution.

Helen became interested in Degreed because it offered a cost-effective, centralized learning solution that could meet the needs of the decentralized workforce at everyone’s own pace, and time zone.

With Degreed, Isentia would have the ability to:

  • Provide on-demand learning content to all of its team members regardless of their location.
  • Organize and structure learning content in meaningful ways for the team.
  • Provide a tool to their team members that genuinely empowers them to take control of their own development.
  • Crowdsource the creation of content and learning pathways using ‘experts’ within different functional areas within the organization.
  • Enable leaders and team members to recommend learning to each other and their peers.
  • Track and give credit for all learning, whether an online course, article, YouTube video, seminar attended, formal education and even on the job experience.
  • Tap into an existing ecosystem of learning content from around the world, including in content areas Isentia never would have had the capacity or funding to develop itself.
  • Create blended learning experiences that enhance the application of skills and knowledge while on the job.
  • Integrate and manage access to existing organization subscriptions to content from other online learning partners such as SalesDNA, Lynda and Pluralsight.
  • Enhance their value proposition as an employer by providing access to learning in almost any area that interests a team member.

The goal was to promote self-directed learning, and empower employees to find what they need, when they need it – giving employees the tools they need to grow and progress in their career.

Degreed’s ready-made ecosystem of content was a key solution for Isentia’s needs. Because Degreed provides content for diverse job functions, Isentia could start offering learning resources to support diverse skillsets- without breaking the budget on dedicated L&D resources to build content. Degreed also offered the ability to aggregate content from any source in a way that made the most sense for Isentia employees.

 

The Impact

Isentia now offers a new approach to learning that isn’t focused around generic classroom training. They’ve transformed themselves into an organization that values all learning and promotes career development, on all levels.

 

Isentia-Learning

 

In the first three months, 36% of the Isentia workforce is active on Degreed. Collectively, they have completed 1800 pieces of learning content and 12 full learning pathways. Contrast this to the previous quarter where in the same period they were only able to deliver 28 classroom sessions to 17% of employees. Clearly the platform is opening up learning opportunities for the team.

In addition to opening up learning opportunities, employees are sharing their expertise with each other. Degreed Pathways are curated collections of content focusing on a particular topic or skill. Pathway creation is being crowdsourced at Isentia. Experts in every department are building pathways of learning content and sharing them with the rest of the organization. Content for these Pathways are being pulled from a variety of sources and content providers. Pathway creators are able to mix classroom-based training with online content plus proprietary content made by Isentia employees, and combine it all into one learning Pathway.

 

The Takeaways

Isentia successfully embraced learning as a competitive advantage. Here’s what you can learn from their experiences:

1. Embrace the learning revolution. Classroom-based training alone isn’t enough for today’s fast-paced industries, or to capture how employees are really learning. Go beyond classroom training and give your employees more options to grow and progress in their careers while closing the skill gaps in your organization. Accomplish this goal with the same budget you have today by leveraging the tools of the future.

2. Enhance the ROI of your organization’s talent development activities by leveraging tools that amplify your efforts.

  1. One central location for all learning.
  2. Leverage the power of the Degreed network, the largest learning network on earth, instead of trying to buy or build all the learning content yourself.
  3. Remove the bottlenecks to learning and create new channels to meet the diverse needs of your organization.

3. Transform your organization into a learning culture that values all learning. Empower employees to find the learning that is most interesting for them by giving them the keys to the library.

Learn more about how you can make learning a competitive advantage here.

Here’s the thing: at Degreed we’ve created an awesome learning platform that gives people the power to track, validate and find learning from any source. We wouldn’t be able to do a really good job at building that without being obsessed with learning ourselves. We were thinking, what if we gave you a clear picture of how real people actually learn at Degreed? So we’re doing just that- by diving into our own habits and learning goals.

Before we start, you should know that at Degreed, each employee receives $100 a month to learn whatever they want, and unlimited additional dollars if the learning is job related. This benefit is called FlexED, you’ll hear more about that below. Without further ado,  let’s meet Taylor.

 

How we learn at degreed

Taylor Blake is a product manager who’s been with Degreed for 3 years. Taylor lives in Salt Lake City, and is interested in innovation, politics, history and solving complex problems. This is how Taylor learns:

What topics or skills are you interested in learning about?

Effective learning and product management

How do you like to learn? 

I learn with books, podcasts, audio books, traditional classes, MOOCs, articles, online reading, hands on experience, and conferences.

As a Degreed employee, you receive $100 a month for learning as FlexED, how do you like to use your FlexED? 

I buy the occasional book, but mostly save it up for MOOC certificates.

Favorite Expert:

I quite like Clayton Christensen. He has a way of uncovering insights through developing strong theories and frameworks.

What’s the biggest takeaway from what you’ve learned in the last 6 months? 

I’ve been trying to learn a lot about learning.  I’ve learned a lot about how to learn more effectively which mostly comes down to using recall and schemas to solidify learning. For example, I’ve noticed the time I spend reading things online is less effective when I don’t take the time to reflect on or incorporate the things I’ve read. Using the ‘skills’ on Degreed helps me summarize and retain to make it more effective.

I also really enjoyed a book I read recently called “How to Measure Anything” which was really thorough in outlining how to measure things you previously thought weren’t measurable and how to calculate the value of information so you know where to spend time measuring. I also just finished a prototype course module from HBX on effective decision making. In the past, when faced with a team decision, it seems we often just wing it and use our intuition to come to a decision. I learned that there are clear, well researched methods for improving decision making.

How have your learning habits changed since joining Degreed? 

I consume more information and am always looking to learn more things. I’m working on retaining more of my learning by summarizing and saving the most important things I learn. I use skills on Degreed to summarize things I learn, and I use pathways to organize the most important articles and videos related to the skills I’m trying to develop.

Favorite problems to solve: 

I like solving big system problems. I like the macro view. I also like solving problems that will really help other people.

How does making the effort to learn something help you personally and at work? 

When you’re trying to learn something you are forced to be deliberate, be self-aware, and get outside your comfort zone. While those things can be exhausting they also create rewarding, memorable experiences. I’ve seen that be true at work and personally.

What’s the most useful skill you’ve ever learned?

A skill I’ve been working on recently, which I think will pay big dividends, is to learn how to create and break habits to make the most of each day. Certain things I try to accomplish during the day suck a large portion of my willpower such as cleaning the apartment or exercising. Making those a habit so they don’t drain my willpower or mental energy would be great.

Similarly, the are certain things that I don’t want to be routine, such as the activities I do with my family when I get home from work. By breaking those routines it helps slow time down, helps you make more and deeper memories, and helps you appreciate each moment. It’s still a work in progress.

Learning goal for 2016:

Retain more of what I learn. Complete a Coursera specialization or Edx X-series.

Taylor’s Degreed Stats:

49 courses

56 books

3,161 articles

343 videos

Most active skills; business, product management, education.

 

You can follow Taylor on Degreed here. You can also get credit for reading this article by clicking the button below. Throughout this “How We Learn” blog series we’ll be giving you a closer look at how we learn at Degreed, but we also want to know how you learn- so tweet us at @degreed and tell us what works best for you!

Podcasts continue to grow in popularity — a recent  Pew Research Center survey reports 1 in 6 adults listen to a podcast a month. This data comes as no surprise as recent pop-culture hits like SerialThis American Life, and Stuff You Should Know have changed how we listen, and what we learn.

By seeking out learning via podcasts we can maximize time gaps in our schedules for learning. Podcasts are also largely free and easy to access- which make them an awesome learning tool. We’re proud to announce a new feature that lets you take advantage of all that learning. You can now track your podcast listening using Degreed!

Podcasts 4

Simply choose the podcast title and episode, select the date listened, and add any relevant topics you learned about. Podcasts show up in your learning collection of everything you’ve learned.

Degreed Podcasts 1

 

Degreed Podcasts 2

 

Degreed Podcasts 3

 

We’re excited about one more way to help learners track all learning. Let us know what you think about the feature by tweeting @degreed!

 

The Degreed Team

Establishing a habit of learning

Let’s talk about habits.

I was recently inspired by an article on the Babbel blog that had some quality suggestions on habit formation. It got me thinking about my own learning habits.

After reading the article, I sat myself down and while gently touching the tips of my fingers together, I asked myself, “Am I really doing everything I can to learn something new every day?”

I had to answer honestly. I would know if I was lying.

Medium story short, the answer was no. I can do more.

Now I know that habits are the center of many debates. Everyone has their own thoughts and opinions on how to break and create habits. With that in mind, I know that the process in this post will not work for everyone. As with everything on the Internet, take it with a grain of salt. However, it is my hope that this at least gets you to think more seriously about your daily learning habits and how to become better at adding to your knowledge base daily.

 

Identify an Action

Habits underlie almost everything we do on a daily basis. Yet we go throughout our daily routines all but unaware of how deep some of our habits are ingrained. The good news is that all of these habits, no matter how good or bad, can be used as tools to jump start new habits.

For the purposes of this post, let’s say you want to learn to be a better artist. First, you’ll need to identify an action that will help you accomplish that goal. Don’t make it too difficult. In fact, the simpler the better.

To be a better artist, you will need to have something to draw on, right? So let’s set our action as opening a sketchpad. That simple. You haven’t committed to drawing anything, just to open your pad.

 

Find an Anchor

Now this is where you are going to have to become a little more self aware. You’re going to have to identify all the ingrained habits that fill up your day. Once you start thinking, you’ll realize how many there are to choose from. It could be brushing your teeth, hanging your coat up when you get home, turning on the coffee pot, sitting on the couch after work, checking your pockets to make sure you have your keys and phone, kissing your kids goodbye, etc. This is just a quick list. You should be able to come up with many more than this.

Once you have identified these habits, you’ll need to do a little refining. Find a habit that occurs at a similar frequency to the new habit you want to form. For the art example let’s say you want to work on your art every day. So you would identify a habit that you do daily. That will be what we call your anchor.

 

Create a Process

Once you have found your anchor—a habit that you can piggyback off of—you will need to create a process to turn that habit into a cue for your new habit. For example, if you plop down on the couch every day after work, place your sketchpad on the coffee table. This is where your simple action you identified earlier will come into play. Once you plop down (anchor), open your sketch pad (action).

At this point, you don’t even have to draw anything. Just open the sketch pad. That might seem way too easy and pointless. However, it’s this simple action that will help you determine if you have identified a solid anchor. If you find that you just don’t have any motivation when you open your sketch pad after you sit down on the couch, because you’re tired and you want to just sit and relax, that’s probably not a great anchor to tie your new habit to. If completing the action with the anchor doesn’t make sense or doesn’t feel comfortable, try experimenting with other anchors. Maybe instead of the couch anchor, you open your sketch pad after you plug your phone in at night. There are myriad options to choose from.

Once you have perfected the simple process of anchor and action, you’re ready for the last step.

 

Ramp up the Tension

This is where your habit begins to take shape. It is extremely difficult to establish a habit if you go all in from day one. You might make it a week, but you really haven’t established the habit. You’ve just proven that you can do something new for a few days. This process is about establishing a real habit, and that happens slowly over time. There isn’t much instant gratification in habit formation.

Maybe ramping up the tension means starting with a simple doodle a day and perfecting some fundamentals of art. From there, maybe you start adding a YouTube tutorial or a few pages from an instructional book to the routine. Eventually, you will no longer need the anchor to cue your learning. That’s when you will know you have established a new habit of learning!

Here’s a quick recap of what we learned.

 

infographic a habit of learning

Again, thanks to the language-learning people at Babbel for informing me on this process. Like I said, it may not work for everyone. But why not give it a try? The worst thing that could happen is you cross off one more thing that doesn’t work for you. If it does work, I want to hear about it. I too will be working on my daily learning habits. Shoot me a question and hold me accountable or tell me what habits you are working on! You can comment here or tweet me at @bradensthompson.

Screen Shot 2016-02-09 at 2.56.54 PM

The book “The Living Company” by Arie De Geus has taught me I have missed a valuable lesson from the things that are happening in the world around us. The book focuses on how companies are able to be successful for over a hundred years. One of the main topics that Arie touches on is learning, if we are not learning we are not progressing. This is shared through the story of the titmouse in the UK.

In the UK, milk used to be delivered in glass bottles with no covering. Titmice and Red Robins were able to take the cream off the top to provide nutrients they had not received before (this can be viewed as the introduction of an LMS to Corporate Learning).

Things were great until milk providers started to put caps on the milk (these are the changes in learning and learning habits we all encounter). The titmice were able to learn how to penetrate the cap and get the cream. There were a few red robins that were able to get the cream, but the majority never actually learned how to penetrate the cap.

So the question becomes: is our company the Titimice or the Red Robin? Is our company finding out new ways to engage the learner or are we sticking to our old tricks? So why do you care? The titmouse tried new things. As they learned they found some things worked and others didn’t. Once they found out how to open the lid they started to share it with others. The Red Robins that learned didn’t share it with others and that is why the greater population wasn’t able to learn to benefit from the originally nutrients they had received.

You could always find a new LMS with new features, but that is like just adding a plastic lid instead of an aluminum lid. In the end the employees are still unable to enjoy the cream. Time for personal reflection, are you trying to do things the old way of learning and are starving of necessary nutrients or are you allowing your employees ways to learn and share to make you stronger?

I would love to hear your thoughts and insight. Feel free to connect with me on LinkedIn or follow me on twitter @bg_baldwin.

Page 13 of 17« First...101112131415...Last »
Menu