As we speak, the leaders of tomorrow’s corporate world are malnourished and living in cramped conditions. They see too little light during the day and stay awake too long at night.
No, our young leaders aren’t all locked up abroad. They’re in college. And it is there that they’re forming the habits that will come to define corporate culture decades from now. For those of us interested in ushering organizational training into the digital age, the transformations taking place in the way college students learn are fascinating predictors of what’s to come in the world of business training.
A new report from New Media Consortium (NMC) Horizon Report 2015 highlights some of those new trends. Here are a few ways that digital learning on college campuses today will impact the way business people learn tomorrow:
If you’re a college student or recent graduate with an eye on working at a startup straight out of college, you have your work cut out for you.
Startups, youthful and irreverent as they typically are, generally consist of incredibly busy people for whom the most valuable resource in the world is time. When startups hire, they try to minimize the gap between onboarding and contribution to growth by looking for experienced talent who will hit the ground running. None of this is to say that startups have an aversion to fresh grads, just that the most important factor they’re looking for is one’s readiness to do the job in question.
For recent graduates who are entirely inexperienced, the way in is harder, but not impossible. Here are seven tips for putting yourself in the best position to demonstrate value off the bat to a startup company.
Making a commitment to corporate training and development doesn’t just spontaneously happen. It takes effort and planning across all parts of an organization for L&D professionals to teach the skills their teams of employees need, and for employees to be open to the learning and development experiences within their workplace.
Several companies have made it once again into Training Magazine’s list of “Top 125”. This is the 15th year the magazine has put together a roster of the companies that are most fully and most innovatively committed to L&D. The annual list ranks 125 companies with stellar employer-sponsored workforce training and development programs. The magazine bases its final rankings 70% on quantitative factors and 30% on qualitative data.
Kudos to the organizations that continue to show they are L&D superstars year after year, and welcome to the 27 newcomers to the list. We’ve picked out five special companies that we felt boasted particularly impressive training programs.
Some forward-thinking organizations are moving L&D into decidedly Cosmo quiz territory. “Some companies are now beginning to incorporate tailored models based on personality types into their L&D strategies,” writes Chloe Taylor at HC Online. The four learning personality types they’ve identified are the Directive Driver, Contemplative Advisor, Adaptive Coach, and Consultative Counsellor. (I want to be whichever one Toby is.) Kudos to these companies for taking an innovative approach to delivering meaningful training.
Posted in Uncategorized
Employees sure hate training, don’t they? In nearly every report we see on workplace skills development, employees and managers alike say that training programs burden their victims far more than they help.
It’s frustrating to hear when employees don’t see the value in training. A culture of good workplace skills development is one of the best perks an employee can enjoy. And they do recognize that. There’s no employee in the world who doesn’t want to get better at their job and improve their career. If your workers loathe the very threat of training, it’s not because they’re uninterested in learning; it’s because you’re doing it wrong. Luckily, it’s easy to design training that works better.
Though many consumers will buy Oculus Rift in order to pitch realistic Halo battles, everyday virtual reality will also be a quantum leap forward for enterprise training. The challenge present in training large organizations is to not only disseminate information to thousands of people at once, but to make sure they know it and apply it in their work. In order to do that, training needs to be compelling and immediate to the learner. Grovo solves for that by training in micro, which presents learners with content that demands very little cognitive work and very little time. But nothing is as effective as immersion training, which is why Oculus Rift holds enormous potential.
Streaming social apps can change higher ed. The biggest hit at SXSW this year was the arrival of Meerkat and Periscope, two apps that let users tweet live video. With social media ready to explode down a real-time wormhole, Daniel Christian over at Learning Ecosystems wonders what a future of social streaming video holds for educational technology.
Is ‘Design Thinking’ the new Liberal Arts? Peter N. Miller at the Chronicle of Higher Education reports that the coming convergence between human aesthetic and ergonomic needs and logical, computer-friendly thinking is changing the way we think about design. This is similar to a phenomenon I wrote about a few weeks ago, that called the future of computer coding what Miller calls Design Thinking.
How to give your training visual “oomph.” Blogger Karla Gutierrez runs through some helpful ways to make training more visually appealing.
Should training be a workplace utility? There are things that a company provides for its employees that it doesn’t try to regulate. Think of the office coffee machine, or the water fountain. Does anyone hold individual employees to a quota for that? No. Training, argues Robert McGuire, should be as freely available in an office as access to coffee or water. That way, it can permeate the culture and let individuals figure out their own best use of it.
What’s even more important to train than technical skills? In a blog post called “Colleges respond to industry demands for soft skills,” Jennifer Lewington reports that higher education is starting to try to close what seems to be an even wider skills gap than technical skills: interpersonal and professional skills.
The best way to end office sexual harassment is… Sravanthi Baswapatruni, blogging for CommLab India, makes a compelling case for why state-mandated training is the most effective way to curtail sexual harassment in the workplace.
A rabid, no-holds-barred debate about the Kirkpatrick model. We’re pretty big fans over here at Grovo—we think the Kirkpatrick model is more than serviceable as a method of assessing the impact of learning on an organizational level—but Will over here does not. It’s an interesting debate on the merits of the “second most famous theory in instructional design.”Photo: Libre Shot
Posted in Monthly Round-Up
Microlearning is a training method that presents lesson content in bite-sized pieces instead of long instruction sessions. Because of its universal accessibility and its ability to reach through to learners with small attention spans, microlearning is one of the most buzzed-about trends in organizational training.
Well, with great buzz comes great responsibility. The benefits of microlearning are widely touted, but because it’s a fairly recent development in the world of educational technology, some of the finer points about how it works are often misunderstood. We at Grovo come across misconceptions about microlearning frequently.
We love that people are excited about microlearning, but we also want to dispel some of the misconceptions about it. Here are three of the most common myths about microlearning we’ve encountered.
Posted in Microlearning
The reality about millennials in the workplace is a truth so bold and unvarnished that no respectable news outlet would dare to publish it: We are among the hardest working members of any office we enter. That’s about it. A little too boring for those respectable publications, apparently.
Ignore the majority of what you read about our generation’s work habits. Those reports, as damning as they may seem at first, are generally a higher-order version of shouting “kids these days!” from a porch chair. Every new generation of workers faces suspicion from their older colleagues. For businesses built largely on the strength of millennial work, like Grovo, the truth comes out pretty quickly. We are a driven, industrious group who possess irreplaceable digital fluency. Yes, many of us want more out of a career than just a 401(k). How entitled!
Posted in Learning & Development
Creating your presentation with Prezi allows you the freedom to be creative with
how you organize it. The huge canvas lets you do almost anything you can think of, including zooming in and out, flipping your presentation to different angles, and more. These essentials will teach you how to create engaging, colorful presentations like a pro.
Posted in Uncategorized
Workforce training is more popular than ever, but too often, companies do it without the proper forethought. Businesses spend $70 billion per year (and rising) on training, but much of it goes towards programs that set out to achieve vague or unmeasurable goals, if they aspire to particular outcomes at all. This expenditure is largely wasted, as 90% of the material learned in training is lost within a year. The desire to improve a team’s skills is admirable, but without determining the specific goals that a training program is supposed to achieve in a specific company, the exercise will be ineffective.
You’re probably a pretty charming person in real life. Hundreds of Facebook friends can’t be wrong, right? Unfortunately, your online projection of your professional life is likely not as compelling to potential hirers as you might like. “For a hiring manager to make a decision about you, they need to have three things answered,” says personal branding expert Joshua Waldman in Grovo’s learning track, “The Ultimate Guide to Personal Branding.” “Do I like you; are you motivated; and can you do the job?
Posted in Expert Series
Certified Public Accountants (CPAs) in two states received some good news last week. The accountancy licensing boards of Maryland and Ohio became the first two in the U.S. to allow their CPAs to meet continuing education credentials through microlearning. The Maryland State Board of Public Accountancy (MACPA) and the Ohio Society of Certified Public Accountants (OSCPA) both approved changes to their continuing professional education credit hours regulations, paving the way for accountants to enjoy the benefits of on-demand learning for the first time.
The need for digital skills has brought the United Kingdom to a “tipping point,” according to a new report by a House of Lords committee in London. According to the report, entitled “Make or Break: the UK’s Digital Future,” the UK’s status as a global economic leader depends on the incoming government, to be elected in May, prioritizing digital literacy as a national imperative. Their ultimate suggestion was to regard Internet access as a public utility: to close the “digital divide” in order to increase digital literacy.
Last week, Rasmussen College in Minnesota released a fascinating infographic on the changing and conflicting habits of digital users. “Digital Literacy in 2015: America’s Complicated Relationship with the Internet” challenges some long-held assumptions about the way we use the Internet — young people especially. Here are five takeaways from the survey.
Posted in Digital Skills Gap