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- 1. - 2 From e-learning to we-learning... - 3 - 4 Optimising training costs - 45% Solving the problem of distance - 45% JIT training / providing access.

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Presentation on theme: "- 1. - 2 From e-learning to we-learning... - 3 - 4 Optimising training costs - 45% Solving the problem of distance - 45% JIT training / providing access."— Presentation transcript:

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2 - 2 From e-learning to we-learning...

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4 - 4 Optimising training costs - 45% Solving the problem of distance - 45% JIT training / providing access to courses at the right time - 42% Being able to train more staff - 37% Reducing face-to-face training time - 29% Rapid deployment of training courses - 25% More targeted/ individualised training - 24% Enhancing the quality of training programs - 18% What would you say is/are the main goal(s) of e-learning in your company? (%) 1st European e-learning Barometer - Crossknowledge + Ipsos

5 - 5 GLO BAL FRUKESPITA BE N 1/3 ans 3/5 ans > 5 ans Quality of course content Relevance of content to business needs How well the training fits into their schedule Learner support Involvement of line managers Effective project-related communication Getting a diploma/certificate at the end In your experience, what are the three main success factors for e- learning from the learners point of view? (%) 1st European e-learning Barometer - Crossknowledge + Ipsos

6 - 6 In which of the following areas do you use e-learning in your company? (%) Training relating to your business Health and safety IT Office technology Compliancy Management & Leadership Languages Communication skills and personal development Training relating to sales and negotiation skills Other 1st European e-learning Barometer - Crossknowledge + Ipsos

7 - 7 Regardless of the age people are connecting

8 - 8 World where investment in Learning is done in order to:

9 - 9 E-learning...

10 - 10 Benefits expected from e-learning

11 - 11 Does it really work?

12 - 12 Nuance #1

13 - 13 Nuance #2

14 - 14 Result: New behavior when facing inadequate development/learning environment PROFESSIONAL DARWINISM IS THE EVOLUTION OF WORKERS AND EMPLOYEES BEHAVIOR WHEN THEIR ORGANIZATION EVOLVE FASTER THAN THEIR ABILITY TO ADAPT.

15 - 15 Ideas to recover

16 - 16 At least six factors serve as sources of motivation for adult learning: : to make new friends, to meet a need for associations and friendships. : to comply with instructions from someone else; to fulfill the expectations or recommendations of someone with formal authority. : to improve ability to serve mankind, prepare for service to the community, and improve ability to participate in community work. : to achieve higher status in a job, secure professional advancement, and stay abreast of competitors. : to relieve boredom, provide a break in the routine of home or work, and provide a contrast to other details of life. : to learn for the sake of learning, seek knowledge for its own sake, and to satisfy an inquiring mind. By Malcolm Shepherd Knowles Social relationships External expectations Social welfare Personal advancement Cognitive interest Escape/Stimulation Idea #1: Tackling motivation, back to the roots...

17 - 17 Informal learning is about situated action, collaboration, coaching, and reflection, not study and reading. Developing a platform to support informal learning is analogous to landscaping a garden. A major component of informal learning is natural learning, the notion of treating people as organisms in nature. Our role as learning professionals is to protect their environment, provide nutrients for growth, and let nature take its course. Self-service learners connect to one another, to ongoing flows of information and work, to their teams and organizations, to their customers and markets, not to mention their families and friends. By Jay Cross Idea #2: Accept to loose control and support informal learning

18 - 18 Image by Jay Cross, Informal Learning Idea #3: Combine idea #1 and #2 to create learning ecosystems

19 - 19 Social Relationship External expectation Social WelfarePersonal advancement Escape & Stimulation Cognitive interest Network creation & import WorkshopsShare your experience TestingLunch & evening webinars Premium content Profile & CVMentored & coached programmes Make & propose a video/podcast Career opportunities QuizzesLatest research Recommend to a friend / colleague Online compulsory programmes Suggest a reading AssessmentGamesDifferent learning experiences I like this…Become an expert CertificationIncentivesAsk an expert ……………… Learning activities linked to sources of motivation

20 - 20 Mentoring by a senior expert Prescribed (Formal) Non prescribed (Informal) Collective Creating learning ecosystem Individual Social Relationship External expectation Social WelfarePersonal advancement Escape & Stimulation Cognitive interest Network creation & import WorkshopsShare your experience TestingLunch & evening webinars Premium content Profile & CVMentored & coached programmes Make & propose a video/podcast Career opportunities QuizzesLatest research Recommend to a friend / colleague Online compulsory programmes Suggest a reading AssessmentGamesDifferent learning experiences I like this…Become an expert CertificationIncentivesAsk an expert ………………

21 - 21 Mentoring by a senior expert Prescribed (Formal) Non prescribed (Informal) CollectiveIndividual The four components of a learning ecosystem Self-Learning System Mentored Learning System Community Learning System Blended Learning System

22 - 22 Quick snapshots?

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24 - 24 Thank you for your attention Stephan Atsou Director Continental Europe CrossKnowledge Group Stephanie Square Center Avenue Louise 65 Louizalaan, Boite/Bus Brussels Tel +32 (0) Mob +32 (0) More info on LinkedInLinkedIn Visit our website at

25 - 25 Back-up slides


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