L&D Training Models: The 10 Best Corporate Training Models and Modern Training Methods
Jane Hart, director and editor of the Centre for Modern Workplace Learning, recently wrote an article about a survey that she is conducting on the valued ways of Learning in the Workforce. Her results find that the formal activities offered by most L&D organizations (i.e. e-learning, conferences, classroom training) are actually considered the least valuable to learners’ development. Surprising, right? In fact, while L&D departments generally focus on creating more appealing and interactive training courses, Hart reveals that what employees actually want is a more relevant, modern approach that incorporates daily work experiences, knowledge sharing with teams, web resources, professional networks and communities, and feedback from mentors into the programs.
Why exactly are these methods ranked higher though?
As the most valued method of learning, daily work experiences are crucial to employee development training because this allows employees to practice and apply their learned skills in the real-world, as well as engage in continuous learning, rather than episodic training. Furthermore, in-person daily interactions provide opportunities for social learning, which helps to develop the ever more critical soft skills in the workplace, such as communication, leadership, and teamwork.
Knowledge sharing within your team furthers that learning experience by facilitating highly context-driven learning interactions and taps into deeper learning. After all, only by first reflecting and re-evaluating one’s thoughts can people then externalize and share them in a cohesive and comprehensive way.
Similarly, receiving feedback allows learners to access valuable knowledge from not only their expert mentors, but also their peers. Peer feedback can be even more powerful than feedback from experts, partly because new learners can explain concepts to other learners better, and partly because the social connections (including professional networks and communities) bring social connections and reinforcement to the learning dynamic (learn how to optimize feedback in online courses). In addition, Hart points out that a key feature that makes this particular aspect successful is that they are chosen and organized by the employee themselves. This act of self-selection and self-organization encourages self-sufficiency in continuous learning, which is a critical skill to build in the context of an ever-changing job landscape.
“Whilst some might still believe that workplace learning is something that needs to be organised and managed by L&D, it is just as important to focus on helping individuals become more self-reliant and self-sufficient individuals who learn from a wide variety of sources: content, people, events and experiences – both inside and outside their organisation” – Jane Hart
Indeed, with the rapid pace of technological growth, the world of work is constantly evolving, and there is a need for everyone to possess the growth mindset of continuous self-improvement and self-development in order to survive and thrive in this new world. People with such a mindset embrace a love of learning, and these modern learners are increasingly moving their learning online. By incorporating social sharing of projects & feedback, we can move beyond the standard functionality of the LMS and foster the informal learning and peer interactions that result in truly effective learning for today’s workplace.
At the NovoEd L&D Campfire, participants were put front and center and in the middle of the action, asked to share their unique perspectives on cohort learning with their peers and positioned to build deep relationships with fellow attendees and thought leaders.
NovoEd is pleased to announce its partnership with Credly by Pearson, which allows NovoEd customers to easily and efficiently execute their digital credentials strategy, and efficiently scale their credentials programs for learning initiatives conducted throughout their organizations.
Video practice enables a multidimensional, metacognitive approach to leadership development that supports organizations in driving talent attraction and retention and creating a better employee experience — helping to meet major concerns for businesses today.
Video practice provides learners a safe space in which they can learn from their mistakes before making them in the real world at significant cost. NovoEd’s video practice capability integrates simulation-based training with peer feedback.
There is no substitute for the imprint of personal relationships that contextualize learning and ground it in the reality of the business. Mentorship, whether formal or informal, is a way to intentionally create these connections.