Kathleen Bosworth’s Post

Aligning learning to business goals is the top L&D focus for the 2nd year in a row. Join us for the ILP masterclass on 31 July 2024 where we will explore the process of mapping learning to business goals and key strategies to empower team managers to deliver the necessary learning for their team objectives. https://lnkd.in/g5QhYG3R #learningstrategy #learning #teamleadership

As learners, we all want training that's not just a tick-box exercise but engaging and impactful. Effective training keeps us tuned in, helps us implement new behaviours, and drives real change. With dispersed teams, it's crucial to deliver training that excites and engages, whether in groups or online. Developing programs that truly captivate learners ensures they retain and apply what they've learned, making them more invested in their roles from the start. ✅ Listen to the full interview with Wantrepreneur to Entrepreneur on how Learning Management Systems can transform company culture at https://lnkd.in/gAKJH-3W #LearningAndDevelopment #EmployeeEngagement #VirtualTraining #LMS #EffectiveTraining

💡Keep this in mind the next time you are planning training for your staff/employees... ...Bite-sized 🍔 is brain-sized 🧠... Simplify, chunk, and engage. Short bursts of impactful learning are the key to unlocking knowledge doors🚪. #learninganddevelopment #learning #training #engagementstrategy #LXD

Here are some of the strategies we've seen our Learning & Development clients use to drive better engagement with the training content their are providing their teams... 1) Customize the learning plans based on individual roles and skill level 2) Set clear goals and expectations and create realistic deadlines 3) Gamify the learning experience w/ awards for completion & activity streaks 4) Enable managers to monitor progress and track towards deadlines 5) Use benchmark assessments to gauge skill level prior to training 6) Leverage post-training assessments to measure improvement @ L&D Pros - what else have you found helpful in driving higher engagement with the training material you are proving for your people? #learning #learninganddevelopment #onlinelearning #edtech

What does learning enablement look like? I've started referring to the work I do as learning enablement, but my guess is that some folks may find it hard to imagine what that means in more concrete terms. Here are some of the things I currently do to enable learning: - Supporting you with the design of your talks, workshops and other events to optimise their learning value - Enhancing documentation, articles and other content to make them better for learning (as opposed to being purely informational) - Coaching individuals and teams in specific learning behaviours and skills (e.g. reflective practice, feedback, etc.) - Coaching individuals and teams to identify areas of learning need, and to embed continuous learning behaviours - Train the trainer style workshops aimed at building your confidence and competence as a facilitator of learning - Workshops and talks on topics such as the role of continuous learning in software delivery and transformation; models and tools to support continuous autonomous learning; perspectives on learning culture, etc. - Support to adapt your L&D, performance review or progression processes to better support continuous autonomous learning Which of these could be valuable for your organisation? Please get in touch as I'd love to start a conversation 😊 https://lnkd.in/e4dD-Ua5 #learningenablement #continuouslearning #continuousimprovement #continuousdelivery #softwaredelivery #learningculture

Our courses count for 16 hours of annual CPD requirement and the Assessment counts as one. They can be spread over two days or more to suit your team's availability and we will shortly introduce modular online theory learning to reduce course footprint on your time. This utterly transformational course gives you the knowledge to design and implement your own solutions to your unique challenges, embedding an enthusiasm within your organisation to create the perfect learning culture - one with eternal curiosity to seek out and eliminate error & one which feeds priceless lessons back into the organisational training cycle. You do the course just once but keep the benefits for ever. We continue to mentor you and your teams as much as you need or wish and every course is backed up by a tailored program of critical learning reinforcement. #assessment #humanperformance #performance #humanfactors #humanfactor #humanfactortraining

While delivering training, I do not want to miss anything important that makes my training less effective. That's why I always follow 6 A's principle, It helps me to take all the important steps towards making a significant change through my Training Let's figure out what makes these principles essential: 1. Adaptability: Tailoring training methods to diverse learning styles fosters engagement and retention. 2. Accessibility: Providing accessible resources ensures that every learner has the tools needed to succeed. 3. Alignment: Aligning training goals with organizational objectives creates a clear path to success for both learners and the company. 4. Active Engagement: Encouraging active participation keeps learners invested and promotes deeper understanding. 5. Assessment: Regular assessment allows for feedback loops, enabling continuous improvement and skill enhancement. 6. Appreciation: Recognizing achievements and milestones reinforces positive learning behaviors and boosts morale. Mastering the 6 A's of Training is not a one-time achievement but an ongoing journey of growth and refinement. By aligning the 6 A's, we can create transformative learning experiences that drive individual and organizational success.💪✨ #Training #SkillsDevelopment #LearningAndDevelopment #ProfessionalGrowth #BehavioralSkills #InteractiveLearning #ContinuousImprovement #LinkedInLearning #TrainingStrategies

📚 **Maximizing Potential: The 70:20:10 Learning Model** 🚀 Exploring ways to supercharge learning and development in your organization? Dive into the power of the 70:20:10 model! 💡 🔹 70% Experiential Learning:🛠️ - Engage in real-world projects. - Embrace challenges and learn through hands-on experiences. - Grow expertise through trial and error. 🔹 20% Social Learning:🤝 - Foster collaboration and knowledge sharing. - Cultivate mentorship and coaching relationships. - Tap into the collective wisdom of peers and teams. 🔹 10% Formal Learning:📚 - Utilize structured training and development programs. - Attend workshops, seminars, and online courses. - Build foundational knowledge alongside practical experience. #LearningAndDevelopment #ProfessionalGrowth #SkillBuilding #EmployeeDevelopment #BlendedLearning #WorkplaceLearning #CareerDevelopment #ContinuousLearning Transform your workplace into a hub of continuous growth with the 70:20:10 model! 💼✨

Is measuring the success of training important? The answer is a resounding YES! But before we dive into why, let's explore two divergent views on learning and development. Some leaders believe that training is a waste of time and resources, and the first department to get laid off during cost-cutting exercises should be training and development. On the other hand, some leaders believe that training is the solution to every problem, no matter how big or small. So why such conflicting views? The problem lies in the fact that stakeholders and Learning & Development (L&D) teams often overlook the issue of skill transfer. Training is not a magic potion that will automatically make employees perform better; learning transfer is just as important as the training itself. Importantly, 70% of learning is acquired on the job, and no one plans for post-training activities for learning transfer - neither the L&D team nor the stakeholders. So, coming back to the question of measuring success - many L&D teams are hesitant to put a measure of success in place. They think it's not in their control, and there are various dependent factors like the willingness of participants to apply newly learned skills or the work environment that should motivate them to apply those skills. However, not putting a measure of success weakens stakeholders' confidence in training. Therefore, not only is measuring success important, but it should be divided into two factors - lead indicators and lag indicators. Lead indicators are key observable behavior changes that you expect learners or participants to exhibit. Lag indicators are the end result, which finance people would link to ROI. Both of these indicators are important, but by observing lead indicators, you can still make course corrections. Once lag indicators are out, you can only analyze or do a postmortem to find out the cause of failure, but by then, the time period has already passed, and there's not much that can be done. So, the next time you plan for training, ask two things - How are you planning to do learning transfer and what are measure of success (both lead and lag indicators). Happy learning!! #learning #development #skilltransfer #magic #roi

Hi all, I have successfully completed the "Introduction to Management" course offered by Great Learning Academy. Management was one of my favourite topics when I was in college so I did this course to know more about management. #GreatLearningAcademy #greatlearning #glacertificate