The principles of adult learning are founded on the notion that as we age, having a purpose behind learning becomes much more important. When we’re young, we are more likely to accept that the future may yield an unforeseeable need for the information we’re absorbing. We believe in the need for a well-rounded education, even if we can’t see an immediate need for certain pieces of information.
Most companies and organizations have created manuals and learning materials in the print format over the years.
Not Everyone is Just Like You
With the influx of today’s millennial workforce in our digitally innovative marketplace, learning and development leaders have started to recognize and adopt video as a solution to communicate, engage and educate learners on a global scale. While video plays an important role within an enterprise organization and can be implemented at various stages including pre-boarding, onboarding, kickoffs, initial training, continued education and partner training, more specifically, video facilitates a self-paced, easily retainable learning experience.
When you think about the tattered, ancient textbooks kids have been bringing home from school for decades, it’s incredible the rate at which public institutions of education are spending money on technology lately. Schools are concerned about the ubiquity of technology creating even larger gaps between socioeconomic groups where those who have it are running miles ahead, while those who don’t are left farther and farther behind.
But it’s more than that; there is a belief that smartboards, iPads, chromebooks, etc., inherently drive engagement in learning. We see people everywhere unable to tear themselves away from the virtual world long enough to cross the street or have dinner with a friend, so we assume that it must be technology itself that is addictive. Unfortunately, this mindset leads to a lot of readily available technology that remains under-utilized or abused because professionals lack the training for how to maximize its potential.
Today, we live in a world of constant connectivity. Texting and social media are at the tips of our fingers and one might suggest that technology is becoming detrimental to our mental health. We are experts at multitasking and accustomed to checking our phones several times an hour in fear if we don’t, we might miss something.
Businesses in today’s competitive marketplace must identify what separates them from the many other companies that do what they do. Innovative learning technologies are changing the way business is done and creating an environment that demands an agile workforce. In order to stay ahead of the competition, it is critical to identify what specific values and characteristics set your organization apart from others.
Compared to millennials, technology is typically not a baby boomer’s strong suit. But just because they may not necessarily be tech-savvy, to think baby boomers have nothing to offer millennials in terms of training, development and career growth would be quite short-sighted.
This blog is the second in a three-part blog series discussing mindfulness leadership and training.
Training initiatives are not cheap, and oftentimes learning and development leaders fail to see a return on their training investment as a result of ineffective means of measuring business outcomes.
While Uber and Lyft are the poster children of the independent worker economy, a less buzzed about group of freelancers and consultants are changing the way B2B enterprises and Fortune 500 companies do business. In 2016 highly skilled, educated freelance contractors are making a big impact on business. Trainers and managers need to adapt their learning and development programs to get the most out of this unique workforce.