9 Leadership Capabilities

9 Leadership Capabilities

(Source : hrkatha.com)

 

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Digital L&D – How to improve the impact

Digital technologies are disrupting the learning and development market mainly because of the pace at which businesses are changing and the skills that are required to succeed. Both organizations and employees are under pressure to deliver high performance while also learning continuously. L&D and HR professionals must understand the impact of digital learning in order to articulate the business need for learning to the leadership, only then can one expect digital learning to become an ingrained way of life to improve organizational performance.

Digital thinking in building digital L&D

Going digital is not just about adopting digital learning technologies, systems, and processes. It demands a more fundamental change. It is a new way of learning, a mind-set change. Digital thinking is a shift away from “learning for the sake of learning outcomes” towards “learning to enhance performance.” L&D professionals must think about two things:

User-friendly outcomes like enhanced flexibility, increased collaboration, rich experiences, etc. These will help instill a learning culture and empower the employee. After all, learning and development is a powerful tool for engaging and retaining employees.

Think about the latest technologies like automation, social, mobile, and the internet of things, and how you can integrate them into the infrastructural foundation for digital learning.

How to improve the impact of digital learning

The essence of digital literacy lies in being a new “way of learning” and not just a new platform. The following learning attitudes must become integral to digital learning, for it to succeed:

Focus on business outcomes: To improve learning impact, one must define the learning impact in terms of business outcomes and not merely learning outcomes. The training evaluation model of Kirk Patrick suggests four levels of learning evaluation—reaction, learning, behavior, and results. Organizations must move beyond the first three levels and measure results that are articulated as tangible business results such as the impact on financials, costs, and process efficiency.

Use data for decision making: A digital learning system ensures that the staff has access to learning data right from completion rates, assessment scores, effective learning modes etc. that can then feed into identifying learning needs and aligning learning styles. These data points must be correlated with business outcomes like impact on P&L, better quality, delivery efficiency etc. Use data analytics and insights to deliver what employees actually need, and not what the organization thinks they need.

Empower employees: Digital learning should be employee-centric, only when employees connect with the learning content and objectives, will there be a “pull” to learn more. Use tools like social learning platforms, discussion forums, self-paced learning, and personal learning networks to empower employees to self-direct their learning in the way they learn best.

Customize your digital resources: Employees today access a variety of devices, and seamlessly switch between them. It is therefore critical that organizations customize their learning offerings. Build engaging content that can be accessed across channels and devices. Provide a personalized learning experience to individuals and groups. For example, one can design the course content by learning style (audio, visual, kinesthetic), job role (sales, HR, finance) and other demographic parameters.

Ultimately the success of digital learning is about sharing a compelling learning vision with staff. Once employees sense a significant value-add to their professional lives, they will take the lead to learn in the right direction. This, in turn, will create a ‘positive learning flow’ for individuals, teams, and leaders, setting the stage for a learning culture. 

(Source: People Matters)

Framework for designing a Gamified Learning Program

Learning & Development is no longer about the learning hours that employees go through but it is about the business impact associated with it.  Within this context, one of the major challenges that organization face is to do with building capability, not only to tackle the challenges of today but also to prepare employees for the future. This is further complicated by the fact that most companies are dealing with the multi-generational workforce.

Immersive gamification can bring learners of multiple generations to collaborate, motivate each other and learn from real world application. When Rewards are coupled with learning, it creates a sense of excitement to achieve objectives and creates a sense of accomplishment. Gamification is proving to be an effective approach so much so that a new report predicts that globally the gamification of education market will explode to $1.2 billion in 2020 from just about $93 million in 2015.

In a series of roundtables, People Matters in partnership with Plural sight explored some of the key trends, challenges, and opportunities using technology. In a session on designing the framework for a gamified learning program, Capt. Shantanu Chakravorty, Global Head of Digital Design and Gamification at Cognizant Academy spoke about the approach gamification to make it a holistic approach to developing gamified and pervasive learning program. He noted that one of the distinctive features about gamification which differs it from the game is that game has an end but gamification is continuous and a journey in itself.

Here is a blueprint for developing a gamified learning program:

Identify Technology Topologies:

One of the striking features of Gamification is that it prompts a change in the behavior of learners because they are compelled to earn points and rewards, often in a social interface. Gamification coupled with right technology enables tracking learners’ activities, recording achievements, and a real-time feedback to players. Shantanu notes that there are three broad technology categories or types of technology topologies:

•    Early mainstream: These are widespread technologies e.g. virtual computing, messaging tools like WhatsApp.

•    Juvenile: The new technologies which are still left to explore.

•    Nascent: Technologies that are coming into existence and beginning to display signs of future potential e.g. Augmented Reality

One of the pre-requisites to equip your gamification learning program is to identify the suitable and right technology to design your program, suitable for your business context and industry.

Identify Behavioral Parameters:

Identify the behaviors you want learners to exhibit both, while using the learning platform and after the program is over and design your program accordingly. Select parameters that align with the learning goals, and that are adaptable to the learner so that you can measure ROI. For example, you may consider using demonstrative behavior of participants to realize the impact of the learning program.

Map your learning strategy to layers of gamification:

The gamified learning program can have a series of stages aligned to your strategy. You can include a number of stages like administering the pre-learning assessment, monitoring behavior of learners, etc.

You may use the following five layers to design your gamified learning program:

· Kinesthetic Layer: A traditional learning and development method which emphasizes on of face to face communication. For example, Face to face session is a key focus area for team building skills and learning based on feedback.

· Psychometric Layer: At this layer, the focus is on administering participants learning tools after using traditional psychometric assessments like MBTI.

· Digital device Layer: This is also called biometric/ wearable layer where learners’ behavior can be measured by using wearable devices like fit bits.

· Gamification Layer: Learners are prompted to change their existing behavior and adopt the desired behavior, the entire program needs to affix with rewards and penalties.

· Social Layer: Various social tools like Facebook, Twitter, Yammer etc. are used in this layer. Participants are encouraged to create a profile on these platforms to understand their social behavior and the influence that they exercise as a result of the learning program.

Ensure Network & Collaboration:

Group formation and competitions promote positive team interactions, and member visibility in networks showcase leadership and people expertise

One way to analyze learners’ social network is by using Homophily maps. Homophily maps are defined as the extent to which participants form ties or network with similar versus dissimilar learners. Understanding network behavior is crucial to designing learning programs, it helps understand how employees are leveraging their network to enhance and support their learning

Track learners’ sentiment:

Like traditional learning program, it is necessary to understand how the learners are perceiving your program. Administer their behavior before, during and after completing the program.

Sentiment analysis can be utilized to identify the behavior of learners. Semantic Analysis refers to the use of natural language processing (NLP), text analysis and computational linguistics to identify and extract subjective information from source materials.

The gamification of learning also prompts us to think about the competencies that L&D team of an organization should have. The team should also comprise of people from varied backgrounds like data analyst, anthropologists, sociologists, etc. This helps us understand patterns in people understanding and learning as well as our level of business and problem-solving.

(Source : Plural Sight & People Matters)

Levels of Competence

The Levels of Competence :

1. Unconscious Incompetence – You don’t know what you don’t know
2. Conscious InCompetence – You Learn how much you don’t know
3. Conscious Competence – You are now able to do things but only with a conscious effort
4. Unconscious Competence- You are now able to do things so well you dont even have to think about it
5. Coaching Competence – This is the level where you can do things with “Unconscious Competence” but you still know exactly how you do each step and you are able to train some one else to do it the same way and just as well.

(Source : Anonymous)

LIST OF TOOLS TO MAKE YOUR CONTENT MARKETING EASY!

  1. Writing / Blogging
    • Grammarly : Finds and corrects mistakes of your writing
    • Liberio : Simple eBook creation and publishing right from Google Drive
    • Editorial Calendar: See all your posts, drag and drop to manage your blog.
    • Social Locker: Ask visitors “to pay” for your content with a tweet, etc.…
  2. FIND (TRENDING) CONTENT (IDEAS)
    • Google Trends: A new way of displaying trending searches.
    • Buzz Sumo : Analyze what content performs better for any topic or competitor
    • Others : Google+ What’s Hot |Twitter Trending | Quora |Reddit
  3. FREE SEO+WEBSITE ANALYZERS
    • WordPress SEO by Yoast: Have a fully optimized WordPress site.
    • SEO Site Checkup: Check your website’s problems for free.
    • Hubspot Marketing Grader: Grade your marketing.
    • Alexa Ranking: Analytical insights to analyse any site’s rank.
    • Google : Analytics | Keyword Planner | Webmaster Tools Trends
    • Copyscape: Search for copies of your page on the web.
    • Woorank: Website review and SEO tool.
  4. FREE IMAGE EDITORS
    • Canva: Amazingly simple graphic design for bloggers.
    • ly: Empowers anyone to create and share powerful visuals.
    • Social Image Resizer Tool: Create Optimized images for social media.
    • Picmonkey: Enhance images with cutouts, filters and more…..
  5. FREE SOCIAL MEDIA + COMMUNITY MANAGEMENT + SURVEYS
    • Click to Tweet: Get more shares on your content.
    • WordPress Pin It Button: Add a “Pin It” Button.
    • Rite tag: Instant hashtag analysis.
    • Buffer Free Plan: Schedule posts to Twitter, Facebook, LinkedIn , Google+
    • Bitly: Create, Share and track shortened links.
    • Hootsuite: Schedule posts on Twitter, Facebook, LinkedIn, Google+ and more.
    • Cyfe : All in on dashboard for all your social media marketing platforms
    • Later: Manage your Instagram posts.
  6. FREE STOCK PHOTOGRAPHY
    • Stock Up: Best free stock photo websites in one place.
    • Pexels: Best free photos in one place.
    • All The Free Stock : Free stock images , icons and videos
    • Splash Base: Search and discover free high resolution photos and videos.

 7. ORGANIZE & COLLABORATE

  • Trello : Keeps track of everything
  • Asana : Keep track of your team’s performance
  • Evernote: The work space for your life’s work.
  • io: Free, fast, private and easy image and file hosting.
  • Pocket: View later, put it in Pocket.
  • MailtoSelf: An iOS extension to mail notes to yourself from any app.
  • List.ly: Discover and create great lists.
  • Markitcle: Mark your reading progress in articles for later.

 (Source: http://www.theartandcraftgallery.com)