Offbeat
Monthly publication/newsletter giving you insights on the latest things that happen in the Learning & Development Space.
Nifty Learning SRL
Bd. Carol I, nr. 23
700507 Iasi, Romania
RO37878850
J/2124/2017
Highlights:
* The initial research done by SMEs points out precisely what knowledge gaps there are and where colleagues need the most support in an unbiased manner.
* SMEs should avoid one-time events and instead create a learning experience that relies on spaced repetition.
* Learning experiences based on real-life practice allow learners to spot their knowledge gaps and come back with questions. This behavior informs the SME on what concepts to reinforce in future learning interventions.
* Creating an effective learning experience takes a long time and significant work, so SMEs could be tempted to create one-time events and then stop; checking in with colleagues and seeing their progress can help SMEs stay motivated.
* To create practical soft-skills learning experiences (which are more challenging to measure than hard-skills learning experiences), that initial research is essential, as it helps precisely define the expected business outcomes and behavior changes.
* Not all business problems can be solved through learning interventions – this is a frequent misalignment of expectations that L&D teams face. SMEs are best equipped to spot the difference, more so than managers or other people from the business.
Steps to create an effective Learning Experience:
1. Do the initial research to understand your learners and design an experience with business goals in mind.
2. Identify those solutions for your colleagues’ challenges that require learning new skills or acquiring knowledge.
3. Create a list of concepts relevant to the Jobs To Be Done, which you put in a logical order.
4. Start with basic concepts and add more complexity as you progress.
5. Use data to understand the impact of the learning experience:
a. the first layer of data is feedback or engagement – this can be misleading because of the initial excitement of attending. Therefore you need to dig deeper.
b. a second layer of data is found by re-doing the initial research and checking those business KPIs that link directly with the new knowledge acquired.
6. Look for behavior changes and improvement of results with a measurable impact on the business.
SMEs’ accountability to their peers:
A. In the short term, SMEs should adopt a Beginner’s Mindset and put themselves in their colleagues’ shoes to make sure they truly understand their knowledge gaps.
B. In the long term, SMEs should check in with their peers and see if they need additional support to ensure they achieve their goal of sharing their knowledge.
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Our guest is Lavinia Mehedintu, People Experience Manager at eMAG, Eastern Europe's largest e-commerce website, and co-founder and content curator at Offbeat, the digital platform of actionable resources exclusively dedicated to L&D professionals. Together we cover some of the most important aspects of working in Learning & Development, from topics like workplace psychological safety to understanding L&D metrics and analytics. Each episode has actionable advice that you can start implementing TODAY.
Create and maintain your company’s catalog and advertise it to your employees. Assign courses and pre-work, manage materials, and configure all of the pre-requisites for a specific course.
Have a real-time overview of your training plan. Create, schedule, and track in-person or remote training events. Register participants, mark attendance, and automate the pre- and post-event communication.
Forget about manually managing your waitlists and approval flows. Your L&D team doesn’t need to constantly go back and forth to handle last minute cancellations and unresponsive managers.
Move as fast as your organization needs you to. Plan training events rapidly by looking directly at the real-time training requests submitted by your department, line managers, or learners.
Automate communication with learners. With our beautifully designed training newsletters, your learners are notified about new opportunities for learning and professional development.
Gather in-the-moment feedback from your training participants, to get actionable information that improves your learning offer and to get more engaged audiences.
Track training event expenses in real-time. Add delivery costs, venue fees, and others as soon as they are paid, so you don’t have to go through piles of paperwork later. Extract info such as price per learner, business unit budget, cost breakdown, financial efficiency, etc., in seconds.
Use learning items as building blocks to create targeted learning programs. Organize your learning content to satisfy a multitude of business requirements (such as a new job role, a program that the employee must go through).
Publish your learning materials (SCORM, PDF, video, etc.) and send them to your learning audiences.
Assign learners to custom groups automatically, so they have access to the right learning at the right time.
Instantly see and share the data that matters with the help of automated reports. Gain visibility over your training operations using fully detailed reports.
Get a real-time overview of what’s up, what’s next, and what’s left to do for the L&D department. See the data change over time in Nifty’s intuitive Analytics dashboard.
Navigate local, national, and international learning requirements with automated tools and reports that take the effort out of compliance, wherever or whoever you’re training.
Simplify your team’s user management and access.
Securely manage your most valuable asset. However large or small your training database is, we’ve got the controls in place to handle your employees’ training data safely.
Our dedicated product specialists will have your teams up and running in days, not months — and will keep being available to answer questions at any time.
Every Nifty Learning customer has access to our Customer Success team to create, build, and deploy great learning experiences.
We provide an integration API, and we can integrate with any of our customer’s 3rd party systems (HR system, ERP, CRM, calendar, room booking system, content provers, learning platforms, etc.) to provide a seamless merge between our platform and your current tech stack.
The platform allows the L&D manager to decide how much of the workflow can be automated.
Either fully automated actions, where the L&D manager only adds a new session and the platform does the rest until completion, or manually managing each step of the session management process.
