Microlearning
160 articles on Microlearning.
Lifelong learning: the need to keep on keeping on
We live to learn, just as we learn to live. Learning is a process without end, a journey without conclusion. We learn through the way we live our lives, the way we work, the people we surround ourselves and interact with, how we communicate, and the things we do to relax. Often, we’re learning subconsciously, as a product of our environmental every day experience. Equally, we take part in formal learning, with a process and an expected outcome. What we see informs what we think, and leads us to different places. What we learn, and how we learn it informs how we develop, how we grow. We are learning for life, just as we are learning in life. By committing ourselves to lifelong learning, we are able to bring positive changes to our lives, in work and socially, as well as in our personal relationships. As our lives develop and grow, our knowledge also grows, our confidence and self esteem builds. All of this leads to a place of better opportunities and new directions. Real and effective lifelong learning, however, doesn’t just happen as a matter of chance or good luck. We’ve established that we’re talking about an ongoing process
The Seinfeld effect – maintaining the chain to the brain
Yep. You read that right. Seinfeld. Jerry Seinfeld, the American comedian. A man with obvious and valuable advice for those in Learning and Development, you’re thinking. Except of course, you’re probably not. You’re almost certainly thinking ‘What’s Jerry Seinfeld got to do with this?’ And you’d be right thinking that. Probably. When considering ideas such as training, learning, behaviour change and knowledge growth, the name Jerry Seinfeld wouldn’t ordinarily spring to mind, its fair to say. But Jerry can offer us help, he has advice for us, methods, practices we can take from. Lessons we can learn, even. Software developer Brad Isaac was a young amateur comedian who once asked Jerry for tips, advice on how to improve as a comedian. It turns out, it’s all about the chain. The driving force behind every performer is to get better, to be seen as the best, perfect their art, and for them to reach the top of their chosen field. For Seinfeld, that meant writing better jokes, and writing all the time, every day. It required constant commitment, discipline, motivation and drive. It meant an end to procrastination, and the ability to maintain the drive and keep improving. So Jerry came
Wranx announced as a finalist for The Learning Awards!
News alert!! We have been announced as a finalist for The Learning Awards! This week we were delighted to hear that Wranx has been shortlisted for the ‘Start-up Learning Provider of the Year’ award, where we will be competing against five other providers. The awards, which are hosted by the Learning and Performance Institute, look to recognise outstanding examples of high standards, best practice, innovation and excellence in Learning and Development. LPI Managing Director, Edmund Monk, said: “The heritage and reputation of The Learning Awards is unrivalled. For those who are shortlisted and those who eventually win, the experience often leads to career-changing opportunities as companies and individuals are sought out for their experience and innovation.” The Learning Awards ceremony takes place at the Dorchester hotel in London’s Park Lane in February 2017, where the winners will all be revealed… Fingers crossed!!! 😀
The future worker
We find ourselves in the second half of the second decade of the second millennium in recorded history. That’s a lot of seconds. And how time flies. But we’re also experiencing many firsts. The digital revolution has changed everything. How we live, communicate and interact with our surroundings and each other. How we enjoy ourselves, how we think, how we learn and most of all, how we work. Huge sweeping changes, the size and impact of which have probably not been witnessed since the industrial revolution. For businesses and organisations of all sectors, these are times of unprecedented opportunity, and as we know when we experience change, there is an explicit need for fresh learning. To this end, Learning and Development providers supply such learning in the best way possible- by embracing the power and value of technology. Further, those providers know only too well that technology brings more than just solutions and answers to questions businesses already have, but also to problems not yet generally envisaged. Technology, clearly,
Tipping the iceberg of behaviour change
In an increasingly competitive corporate world, businesses and organisations recognise the need to create and build a common behavioural standard across their workforce. The need for a shared set of critical skills based on behavioural traits, and the ability to harness them, has never been clearer. Ideas sharpen in light of difficult and unpredictable financial
Learning trends: the evolution of a revolution
We live in changing times, a constant state of flux supported and fed by technological developments. The world turns, constantly changing, and that evolution is feeding this digital revolution of our times. This revolution brings changes to how we live, how we work, and importantly, to how we learn. Each year, The Open University’s Institute
Wranx shortlisted for Learning Technologies Awards
We are absolutely delighted to announce that we have been shortlisted for The Learning Technologies Awards! We have been shortlisted under the most innovative new learning technologies product category, which seeks to recognise innovative new products that have the potential to revolutionise the way learning is designed, delivered, supported, enhanced or managed. Here at Wranx, our
Employee retention – modern solutions to slow the revolving door…..
The revolving door spins ever quicker, round and round, relentless and unforgiving. People come, and people go. It’s often a challenge for employers to keep up. The door doesn’t care. It just keeps spinning, round and round, bringing them in and sending them out. It’s not a bad metaphor, but its certainly a worrying one
Job-based learning – Escaping the confines of the norm
We inhabit a world ever-changing – distinct from last week and divergent from the one ahead. The modern business realm progresses rapidly, especially during financial challenges. Enterprises, governmental bodies, and educational institutions must continually reassess their responses to the world to uphold their performance standards. A rise in the need to access vast amounts of
The learning journey – we’re on the road to somewhere….
All businesses, we know, have a need for training. All should recognise the need for investing in their people. From SMEs and start ups to global organisations, the necessity for that investment is clear. Companies want better productivity, they want growth and sustainability, they need profitability in order to provide that growth, the growth towards
70:20:10 – Experience, Exposure and Education
How do we learn? When do we learn? And why? Why do organisations need their people to learn? And what do they want them to learn? Where? How often? When? And who teaches them? And when are all these questions going to stop? Well, right now would seem to be a good time. These are all pertinent questions, though. Organisations should be constantly challenging themselves into seeking new ways of enlightening their people, and encouraging their development, and building a knowledge based corporate structure. It is also just as important to identify the most effective ways to communicate essential information and to best ensure retention. As the world has changed in recent years, so has Learning and Development in the workplace. The workforce has become more transient, global and evolutionary, 24/7, and L&D providers need to tailor their response to these times. Less the instructor, more the introducer. Less the supervisor, more the supporter. Learning and Development professionals have recognised the worth of the 70-20-10 model since its creation in the 1980s at the Center For Creative Leadership, Greensboro, North Carolina, and was based on key evidence gathered from 200 successful managers reporting how they themselves learn. In this context,
Training providers have a golden opportunity with the introduction of the Apprentice Levy.
An exciting opportunity presents itself next year for Learning and Development providers, in the shape of the UK Government’s announcement of the Apprenticeship Levy, bringing further expansion and funding of the already successful and popular apprentices scheme. With cross party support, it is likely that further development of the apprentice scheme will follow, in the government’s ongoing attempts to bridge the UK’s productivity gap. A significant factor in the productivity gap, an ongoing issue currently running at 20% below the rest of the G7, is the low skills level in the UK’s workforce. As a consequence, we are faced with an increasing demand for Learning and Development, and an essential ‘upskilling’ of the workforce in the coming years. The levy will be seen by many as a game changer in the world of apprentice training, giving an incentive to all employers to address their training provision across existing apprentice programmes, professional qualifications, graduate schemes and professional development, and to look at how those programmes might be integrated into apprentice schemes, to maximise the impact of contributing to this new ring fenced levy fund. By taking a lead from countries such as Denmark and France, the levy puts investment in apprenticeships
Reading about it is the easy part
See what daily retrieval practice looks like running on your own training content.