As an L&D professional, don’t forget to support informal learning opportunities and find ways to connect, collaborate and communicate virtually.
Learning engagement should be at the forefront of every L&D professional’s mind when creating any learning initiative.
Let’s take a look at how you can leverage microlearning to build learning habits and foster a culture of continuous learning in the remote workplace.
Let's move beyond the buzzwords and talk about the transitions that L&D is going through, and how these changes impact the strategy, learning platforms, tools and content delivery channels.
Informal learning happens organically, an extension of the way we have learned since childhood. It is self-directed, self-motivated and usually in situ, as a form of performance support.
From the remote onboarding of new starters to looking for information from co-workers, we’ll have to do things differently — but also we have an opportunity to do things better. Given that remote work isn’t going anywhere, now is the time to drive...
Many workplaces are practicing an informal approach to on-the-job training. Formalizing this process provides a means of measuring its efficacy.
Interchange of knowledge and perspective creates new knowledge that is personal to the learner. With social learning, the learner is not merely a passive recipient of information but an active contributor to his or her learning.