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Elearning, Learning and development, Learning technology

You have probably heard about social learning, right? But have you been using social learning to enhance your online learning programs?

In this article I am sharing how you can improve your online learning programs and training thanks to social learning and ensure your learning initiatives are memorable and impactful.


Social learning = 20%

The 70-20-10 model highlights that nearly 20% of our learning happens from working in collaboration with others (through interactions, feedback, observation and working directly with our co-workers). The model states that learning should come from a variety of sources using a 70-20-10 ratio:– 70% from challenging assignments: Experiential learning – 20% from developmental relationships: Social learning – 10% from coursework and training: Formal training

70 20 10

 

Social Learning theory from Bandura highlights the value of social learning when describing ‘Man’s capacity to learn by observation enables him to acquire large, integrated units of behaviour without gradual (…) and tedious trial and error’. Learning with others can therefore be a shortcut to quicker proficiency and knowledge.

Despite the social component being one of the most recognised sources of learning, we still struggle to include it in training programs, especially when delivering training in eLearning/ online learning format.

How can you embrace social learning in your online learning programs:

– Create forums and discussion groups in your online learning
– Include assignments that include receiving feedback from peers, manager or trainer
– Add activities that foster consultation of others (seeking advice, asking opinions, etc)
– Request people to pair and submit assignments together
– Create online mentoring and coaching
– Run Learn and Lunch sessions via webinars

Chameleon Webinars

– Create internal teams/networks (virtual or in person) around topics of interest
– Relate content of training to professional blogs and wikis
– Facilitate group discussions using web-conferencing
– Use Pinterest to find new information via pictures
– Include discussion and debate activities as part of curriculum
– Encourage learners to create and share own content
– Use game-based learning (create team missions where they earn points and badges)

Construction

  • – Use simulations and interactive videos with scoring of reactions to emergency situations (making it a healthy competition for your staff
    – Use Video and video channels (such as youtube) for employee learning
    – Use Virtual reality learning (VR) to prepare staff for compliance: training them as a group
    – Live sessions with trainers and team members
    – Engage learners with questionnaires and surveys

And there you go! Here are some ideas of activities to include in your online/ eLearning training programs. The 70/20/10 model brings out that the learning process clearly benefits when there is a good mix of sources of learning. Usually we tend to focus more on the formal part of learning, yet this only accounts for 10% of the learning. We need to focus more attention on the other sources of learning, such as the 20% part which regards social learning. We hope you enjoyed this blog post on how to use social learning to enhance your online learning programs. Now we want to hear from you: which are you using already? And which are you looking to include next? Let us know by leaving a quick comment.

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Elearning, Learning and development

You have probably heard about the 70/20/10 model right? Ever wondered how to apply it best to your learning programs? In this article I am sharing how you can use the 70/20/10 model quickly to your learning programs and training so you are sure your learning initiatives are successful. The 70-20-10 rule emerged from CCL’s Lessons of Experience research and is still nowadays one of the most used models. The rule states that learning should come from a variety of sources using a 70-20-10 ratio:

– 70% from challenging assignments: Experiential learning
– 20% from developmental relationships: Social learning
– 10% from coursework and training: Formal training

 

70 20 10

Since this model was created many years have passed, it gained ground and has been used to define the ideal conditions for how to train people. Traditionally in People & L&D departments we tend to focus more on the formal part of learning, yet this only accounts for 10% of the learning. We need to focus more attention on the 70% and 20% part.

 

Experiential Learning (70%)

Adult learners learn best by doing, and most studies confirm that most of what we retain relates to what we have personally experienced. We remember and are able to replicate much better something we have done rather than instructions on how to do things we have heard from others.

Bring experiential learning to your programs by incorporating:

– Day-to-day tasks and on-the-job activities, challenges, and practice
– Small group work
– Stretch assignments, internships and job placements  
– Meetings and presentations with own team and senior management

– Field trips to other business units, departments, manufacturing centre or operations hub
– Role-plays – Games and gamification (also in online learning)
– Case studies
– Simulations and virtual reality learning
– Application or revision of processes

 

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Embrace social learning (20%)

The 70-20-10 model highlights that nearly 20% of our learning happens from working in collaboration with others (through interactions, feedback, observation and working directly with our co-workers).

Social Learning theory from Bandura highlights the value of social learning when describing ‘Man’s capacity to learn by observation enables him to acquire large, integrated units of behaviour without gradual (…) and tedious trial and error’. Learning with other can therefore be a shortcut to quicker proficiency and knowledge.

 

How to embrace social learning in your learning programs:

– Create forums and discussion groups in your online learning
– Include assignments that include receiving feedback from peers, manager or trainer
– Add activities that foster consultation of others (seeking advice, asking opinions, etc)
– Mentoring and coaching
Learn and Lunch sessions
– Link 360 feedback to learning
– Create internal teams/networks (virtual or in person)
– Relate content to blogs, wikis – External networks/contacts
– Offer membership with professional associations
– Facilitate group discussions including using web-conferencing
– MOOCs
– Open air sessions
– Peer tutoring
– Use pinterest to find new information via pictures
– Discussion and debate activities
– Encourage learners to create and share own content

 

Lift your Formal training (10%)

Although formal training only accounts for 10% of learning in the 70/20/10 model, it can still an important place as starting point from which other types of learning can pick up. When you create a solid foundation for learning with your formal training, then your experiential and social learning that follows will be successful.

The secret to lifting your formal training is diversity, juggling with multiple activities that already connect with experiential learning and social learning already:

 

Training courses and seminars (In person and virtual)
– Bootcamps and workshops anchored on hands-on experience
– Self-paced eLearning modules
Lunch & Learn sessions
– Professional qualifications/ accreditation or certification
– Webinar and web-conferencing
– Video and video channels for employee learning
Virtual reality learning




Leadership





The value of the 70/20/10 model is that it highlights that learning is more than just traditional training. The learning process clearly benefits when there is a good mix of sources of learning.
So even if your current learning initiatives that you have implemented are not matching exactly the 70/20/10, its how you make them work together that matters. Because each source of learning can reinforce the others.

We hope you enjoyed this article on how you can use the 70/20/10 model in your learning programs. Now we want to hear from you: with which source of learning are you going to start with and why? Let us know by leaving a quick comment.

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Chameleon, Elearning, Learning technology

Virtual reality (VR) has become a buzzword on its own, more and more present. But what do we know concretely about it? Nowadays, virtual reality is a trend pushing many people to be actively interested in it. Many consider it a revolutionary trend that will shape the world of tomorrow.  

In this article we will show you some possible applications of VR in learning, and you will see that there are many more applications than just for video games.

Video games were one of the initial uses of VR, and VR headset marketing was really geared towards a gaming environment in its infancy. And it’s true that when used in a gaming environment, VR lets you immerse yourself in a virtual world with some pretty awesome effects. It will allow you to live experiences that only you can imagine. VR started then to be used as a tool for small getaways and trip experiences, because VR allows you to travel to the four corners of the world, without jetlag and without leaving the comfort of your living room. Imagine that you are in Belgium, and 30 seconds later you can be in China and a minute later you visit the USA. What’s not to like about it?

And a more innovative use: in Learning and training

Another use, and much more innovative is to use VR to deliver training within companies. This use is probably the least known (for now) but one of the most effective ones because it allows staff and employees to learn while fully immersed in the subject of your training.

Indeed, the use of VR in a training context, called VR learning, can have several applications.

For onboarding (induction of new staff) – to welcome new elements in your team you need to prepare them well, especially during their first days/months. This includes training them on the different processes and procedures your organization uses, as well as providing them an overview of your corporate culture. This is part of the essential information package, skills and knowledge so your new employee can work fully as quickly as possible.

VR applied to onboarding allows each new employee to quickly acquire the codes and culture of your organization, and thus to slip into his new position as soon as possible.

For initial and continuous learning – because the development of new skills and abilities, as well as the updating of existing knowledge, are needed continuously to keep pace with new technological developments as well as new processes and procedures in each company.

VR learning can be used to train your staff on safety procedures, on the use of machinery or technology, and even to improve some soft skills such as communication and negotiation. VRlearn uses virtual reality as a technology for best practice and learning, a method that replicates real life experiences in a fully interactive way.

To develop your rising stars – in your organization there are talents that you want to develop but who still need a little more experience or practice in a field or another. The best way to make your rising stars progress is to prepare them well. Through VR learning and training, they can train with realistic scenarios that put them to the test, in complete safety, because in the event of an error, there are no consequences for your organization.

Imagine that you want to prepare someone to manage a substantial customer account of 1.2m euro. With VR training your staff can train with a similar account using scenarios in a fully realistic experience, having feedback in real time for each action, without actual real effects on the customer account. A great way to prepare for complex tasks and put all chances for success on your side.

Learning and training in VR can be used among different sectors including medical and paramedical, industrial, hospitality and many others (see other areas of application).

VR has already proven itself in many contexts, and is also doing so in the field of training. Some recent studies even show that VR training is a much more effective method than traditional training, because it allows learning through real situations, with many more concrete and practical elements. So, if you are in charge of developing your staff, you might consider to train your employees in total immersion.

Would you like to experience VR Learning?

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Chameleon, Elearning, Learning and development

Some experts estimate that only around 20% of training and training related investments lead to some form of organizational benefit. This issue is commonly referred to as the “problem of training transfer”.   Why is it that such a small proportion of what was learnt during a training ends up being used back in the workplace? Well, in many cases it may not be the training per se, but the surrounding of it, the context in which the application of learning is enabled or hampered.   So how can we improve the rate of learning transfer our organisations?   Below is a list of the different actions you can take at different levels and that you can consider adopting to increase training transfer.  

At organization level

Define where improvements are necessary in the organization (such as: increase in sales) and link this with a learning strategy, in collaboration with HR and training.

When considering the organisational changes needed differentiate between what can be achieved by training and learning and what cannot. Not everything can be solved by training.

Regularly communicate about the importance of continuous improvement and learning to individual and organizational success.

At department level (L&D and HR)

Consider individual, team and organizational learning needs when putting together the organizational learning strategy to ensure learning needs can be addressed. Do this in collaboration with senior managers and other departments.

Clearly identify the knowledge, skills and abilities a learning activity needs to develop in staff members.

Plan learning activities that change mindsets and behaviours, not only aimed at acquiring knowledge. This requires a deeper level of learning and change and experienced facilitators).

Offer a variety of learning activities and opportunities that cater to a variety of learning styles and levels of proficiency. This should also include a variety in de delivery of learning options: face-to-face, online learning, virtual reality learning, lunch and learn events, etc.

Plan learning activities over a period of time so individuals have the opportunity to 1) digest what they have learnt, 2) practice how to best apply it to their context, and 3) display them consistently in the team and organization.

Set indicators to measure the effectiveness of learning activities in terms of improved performance on the job. Link these to the organizational strategy.

Line management level

Liaise with HR and L&D to assess which learning activities are better suited for staff members on the basis of their needs.

Suggest and set time for staff to participate in learning activities, as well as to apply their learning in the workplace.

Discuss with your team members individually how they can apply the new knowledge and skills. Highlight development opportunities such as engaging in projects, participating in working groups, or becoming ‘ambassadors’ for the topic within the organisation.

with your team create individual goals and action plans that are time bound, and that include specific milestones for applying the knowledge, skills and mindset they need to acquire through learning activities.

Review individual progress on the goals and action plan set together. Do this frequently (for example every 2 months) and don’t wait for the end of year evaluation to point its nose to do it.

Praise and recognize individual and team development efforts and application of learning to the workplace. Highlight the contribution of this to the team and to the organization.

Verify the effectiveness of learning by checking for improvements in staff performance. Partner with HR and L&D for this.

Individual level (staff)

Reassure yourself that learning and development activities are a positive and valuable investment from the organisation towards yourself. So, do commit and engage to it fully.

Discuss with your manager what are your tasks and goals, and set an action plan with an associated timeline for completion. Include specific milestones for applying the knowledge and skills you acquired (process and success milestones).

Share your key learning highlights with your peers. This can be done in multiple ways, as a presentation or team meeting, a report, or a as a help out to someone who is less experienced than you.

Offered to mentor other colleagues who are looking to enhance their knowledge in a similar area.

  These were some examples of actions you can do internally to boost your learning transfer. There are many more you can do!

Get in contact, we’d love to help you have a better learning transfer rate in your organisation.   Don’t miss out on our next articles…      

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Chameleon, Elearning, Learning and development, Learning technology

The effectiveness of hands-on learning isn’t new, and many organisations throughout the world have been making the move towards more participative learning for their staff.

But what if we could challenge the world of learning even more? Shouldn’t we be striving for something that goes beyond participation and moving towards action? After all, Edison did not invent the lightbulb when trying to come up with a better candle…

With learning it’s a bit the same: most of us are improving it. So today I want to challenge you to revolutionise learning, starting with the notion of fully immersive learning, which for me corresponds to a different version of learning.

What is fully immersive?

By fully immersive learning I mean a learning environment, real or virtual, that is very close or similar to reality, with the same conditions and ‘look and feel’, where people work towards a goal, making decisions, taking actions and interacting with the context and experiencing the consequences of those actions.

Fully immersive means creating a setting that recreates an identical situation in which we need to perform to actively learn and practice skills, processes and actions through experimentation.

This keeps people highly engaged in practicing behaviours and using thought processes that we can easily transfer from a simulated environment to real situation.

Among many others, here are the 5 key reasons why you should consider fully immersive learning environments in your learning strategy:

1- It accelerates learning

Fully immersive learning combines the added value of ‘learning and by doing’ and repetitive learning which reinforces memory retention. It combines problem-solving and decision-making in practice and life-like scenarios.

2- Eliminates the gap between theory and practice

By creating fully immersive experiences focusing on the learning by doing your learning becomes practice-oriented and allows you to acquire a depth of experience and know-how you cannot get any other way.

3- Boosts engagement levels

The participant is immediately involved  in their problem solving activity, focusing solely on the task at hand and with no other distraction. All of the senses are being used for learning.

With fully immersive learning experiences are interactive (the participants need to engage with the system) and not passive (just listening or watching what is going on) they are fully engaged in learning.

4- Is as realistic as real life

Fully immersive learning uses real life scenarios which portray different tasks and challenges that a participant will need to complete in the workplace. By being as realistic as real life people can experiment freely, make mistakes and learn from them. And just like real life you need to make decisions, which will lead to consequences, and then learn and adjust from them.

5- Delivers exceptional return on investment

Because people learn from doing and practice, they learn faster and retain what they have learned longer and better in their memory, leading to a higher application of learning onto the workplace as the learning is directly linked to the practice, and hence a better performance. This means that in comparison to traditional learning, fully immersive learning is much more powerful in supporting long-lasting learning and application.

One good example of fully immersive learning is Virtual Reality Learning (check out VRLearn) which can create real life-like situations where we can experiment actions and processes safely.

If you want to explore the possibilities of fully immersive learning or Virtual Reality (VR) for your learning we’d love to hear from you.

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