SSI Enables followup 2
Posted April 19, 2016on:
I processed over 50 statements from the SSI Enables poll and am responding to those that had clear questions. I will do this in more parts and by themes.
The first chunk is CULTURE and MINDSETS.
How does an organisation institutionalise e-learning as part of workplace learning?
One honest answer is brute force. Make it policy. We are compliant and obedient workers who value our jobs above all else, right?
Other than instituting e-learning, communicate clearly and strategically to get buy-in. Also get champions to take ownership of this form of learning and be your mouthpieces. You cannot do the selling as well as a convert can.
How to strike a good balance between the time required for learning and managing of work?
Dr Gog Soon Joo had an excellent reply to this: By not seeing a distinction or division between work and learning.
If there is a problem that needs solving at work, you seek solutions and need to learn. You start with work and continue with learning.
Alternatively, you might attend a course or conference which sheds light on an previously unseen issue. You then work to solve it.
How much time for workplace learning?
There is no magic number. As much or as little as possible, whichever is more meaningful and effective.
If you take into account my answer to the previous question, then it is even harder (and perhaps illogical) to put a number of it.
How to change mindset of staff especially with old staff in a paradigm shift?
How to instil motivation to staff whose not willing to embrace new technologies?
What can be done to motivate non tech savvy colleagues to be willing to learn online?
How to motivate my team to start using social media as a learning tool?
How to embrace technology to make learning more impactful and effective?
I lump these questions because I have a single response to all of them. Make it meaningful to the learner.
Leverage on ownership of the tool. If they are already using a form of technology socially or for entertainment, how might that be used for learning?
Leverage on ownership of the task. If there is something that they need or want to do that is not quite relevant to work but important personally, help them do it. Do they need to connect with grandkids overseas? Do they need to access photos shared online? Do they have a health issue that requires wearable technology and apps?
How to attract interest and sustain it during the duration of learning?
You might be thinking of training. If you are learning, you are already interested and self-sustaining. This is why I suggested all of us unlearn “training”. Training is done to us and for us. This leads to an unhealthy dependency and is impersonal.
More Q and A tomorrow and the day after.