Joseph Atkinson’s Post

Unveiling the 85% Rule for Boosted Productivity! 🚀 My manager introduced me to the "85% Rule," and let me tell you, it's been a game-changer. I dug into it, and wow, the impact on personal learning and team productivity is huge! Here's the gist: If a task or learning feels 100% effortless, you might not be pushing yourself enough. On the flip side, aiming for a perfect 100% can lead to burnout and decreased productivity. Research says the sweet spot for learning is around 85%. If you're below that, you risk burning out and feeling exhausted, leading to decreased productivity. It's the optimal rate for growth. And guess what? This rule isn't just for personal stuff; it's a gem for management too. Instead of chasing 100%, aiming for 85% efficiency fosters a sustainable and productive work environment. Let's embrace the 85% Rule, find that perfect balance, and achieve meaningful progress without burning out. I'm also including the reference that inspired me. #learning #productivity #professionalgrowth #keeplearning #worksmart

In a recent study, summarized in the article below, researchers discovered a startling statistic: 43% of employees who received training found it to be ineffective 😕. Traditional training methods often fall short, failing to engage or deliver meaningful, lasting skill enhancement. Employees today seek training that is not only easily digestible and engaging 📚 but also personalized 🎯 and directly applicable to their roles. Effective training must transcend conventional, often passive learning models to incorporate active, experiential elements that foster genuine skill acquisition and behavioral change 🔄. This calls for a shift towards micro-learning 🌱, where content is broken down into concise, focused lessons that can be applied immediately, ensuring relevance and retention. Responding to these evolving needs, Joyntly offers a strategic solution through its platform, designed to provide micro-learning tailored to the individual learner's developmental needs. Joyntly's approach is rooted in science 🧬, offering engaging, bite-sized exercises relevant to the learner's current role and future aspirations. Want to learn more about Joyntly's learning platform? Please reach out today! 🚀 Please reach out to us: Sam Paustian-Underdahl, PhD or Kate Frear, PhD https://lnkd.in/ezNixt3t #LearningAndDevelopment #MicroLearning #Joyntly #PersonalizedTraining https://lnkd.in/eta-57AW.

Collaborative Learning OR Shared Ignorance: Here’s the most usual scenario in group works. Higher attainers end up doing the major part of the work because they already have enough prior knowledge. And lower attainers end up doing little and learning nothing. https://lnkd.in/gsBSxxcK

I have been reading quite a bit recently about cognitive load. Most of what I have read focuses on how to reduce the negative aspects of cognitive load on learning. What if cognitive load can be developed? Since we will not always be present to modify the learners environment, what if we help them develop their abilities to deal with new environments? Understanding Cognitive Load Theory in Employee Training Bleich, C. (2024). Your guide to cognitive load theory and learning. EdgePoint Learning. https://lnkd.in/g37iKEem Effective employee training isn't just about the content—it's about how much information employees can handle and in what format. Cognitive load theory highlights the importance of balancing the amount of information given to learners to enhance their retention and application. Key Points: Cognitive Load Theory: Humans can only process a limited amount of information at a time. Types of Cognitive Load: Intrinsic Load: Complexity of the task itself. Extraneous Load: External factors that complicate learning. Germane Load: Optimal conditions for learning. Instructional Design: Aim to minimize extraneous load, manage intrinsic load, and enhance germane load. Strategies for Managing Cognitive Load: Explain Training Benefits: Connect training to real-world applications. Minimize Distractions: Schedule training during low-stress periods. Keep Information Concise: Avoid unnecessary details. Organize Information Logically: Ensure a clear flow of information. Break Down Tasks: Simplify complex tasks into manageable steps. Cater to Different Learning Styles: Use varied presentation formats. Reinforce Long-Term Memory: Use questions to integrate new information. Focus During Tasks: Avoid multitasking during learning sessions. Implementing these strategies ensures employees can effectively learn and apply new information, leading to better performance and engagement. #EmployeeTraining #LearningAndDevelopment #CognitiveLoadTheory #InstructionalDesign #ProfessionalDevelopment

Have you ever experienced an Action Learning Set? How was it? I’m currently facilitating two sets of emerging leaders and am reminded how effective they are for fostering collaborative learning, tackling real-life challenges and enabling professional growth. And they’re a great way for people to connect and even have some fun. Action Learning Sets are a structured method of collaborative learning where a small group of individuals (usually 4-8) come together regularly to address real-world problems and challenges. The idea is that the best learning happens when we face real issues and take actionable steps to resolve them. The process involves reflective questioning and active listening rather than offering immediate solutions, encouraging participants to develop their problem-solving capabilities. Some of the benefits include - * Enhanced problem-solving skills as participants are pushed to think deeply and critically about their challenges. * Improved decision-making through considering diverse perspectives. * Increased self-awareness gained from presenting problems and receiving feedback in a supportive setting. * Communication skills are developed as members learn to ask insightful questions and actively listen. * Creative thinking and innovative solutions that might not have been considered individually. * Building trust and collaborative working relationships as a result of working closely with colleagues in a supportive environment. Email me if you would like to discuss how action learning sets, or another form of group reflection or coaching could benefit your organisation.  https://lnkd.in/eAdn9tZR #actionlearningsets #emergingleaders #reflectivepractice I've been having fun playing with Canva's new AI tool which generated this image for me. Its interesting that one of the participants looks so sad. . .

Metacognition: The Skill That Promotes Advanced Learning. If you are like me, you have not really studied metacognition and may not even really know what it means. This article is a start on that and will help you educate yourself. One of my questions is can we use this thinking process to help others to learn and be more effective? There are several strategies you can use to enhance metacognition.

Leveraging behavioural science to maximize learning engagement Houra Amin shares lots of tips and ideas to really drive the engagement for your organisational learning Here are some ideas to apply the principle of social proof in learning and development: 1. Case studies and success stories 2. Expert endorsements 3. Peer learning 4. Testimonials Apply nudge theory in learning and development with these ideas: 1. Visual cues 2. Feedback 3. Microlearning and spaced repetition Increasing cognitive ease by making desired behaviour easy for people can improve engagement. Here are a few ideas to achieve this: 1. Streamline the information 2. Use human language 3. Simplify choices 4. Adaptive learning experiences 5. User-friendly tools 6. Scaffolding and support Here are a few ideas to consider for storytelling: 1. Here are a few ideas to consider 2. Structure the narrative 3. Use multimedia 4. Facilitate reflection

Metacognition: The Skill That Promotes Advanced Learning. Metacognition refers to the ability to reflect on and regulate one’s thinking and learning processes. If you want people to be more involved in self-directed learning, problem-solving, and decision-making, you want them to use metacognition. These strategies can help people implement a metacognition in their daily life.

Welcome to our series on learning theories in practice. This series, 'Learning Theories in Practice,' explores five key theories that are reshaping modern learning and development. These include constructivism, social learning theory, adult learning theory (andragogy), transformational learning theory, and cognitive load theory. In this post, we dive into the first one, constructivism. Have you ever watched your team's eyes glaze over during a software training session? It's a common sight in companies worldwide, but what if we could turn this around using constructivism? Imagine introducing a new software system not through lectures, but through a challenge: teams are given real tasks, requiring them to dive into the software, explore, and experiment. Suddenly, the room buzzes with discussions, questions, and collaborative problem-solving. This is constructivism in action – learning by doing, engaging, and reflecting. Constructivism, a theory emphasizing knowledge construction through experience, is boosting corporate learning. In our example, as employees interact with the software, they're not just memorizing steps; they're understanding the 'why' and 'how' behind them. This approach transforms learners from passive recipients to active participants, making the learning process more engaging and effective. For HR leaders and decision-makers, this shift offers more than just an efficient training method. It fosters a workplace culture that values continuous learning, collaboration and adaptability. Employees trained under the constructivist model are more likely to retain knowledge, apply it practically, and innovate in their daily tasks. In your experience, how does active, hands-on learning compare to traditional training methods in your organization? Have you witnessed a shift in engagement and retention with more interactive learning approaches? Stay tuned for our next post in this series, where we will explore learning theory number 2 and its practical applications in the workplace. #LearningTheories #Constructivism #CorporateLearning #EmployeeDevelopment #HRLeaders #LearningAndDevelopment #InnovativeTraining

Metacognition: The Skill That Promotes Advanced Learning. Metacognition refers to the ability to reflect on and regulate one’s thinking and learning processes. If you want people to be more involved in self-directed learning, problem-solving, and decision-making, you want them to use metacognition. These strategies can help people implement a metacognition in their daily life.