Elearning! Magazine: Building Smarter Companies via Learning & Workplace Technologies.
Issue link: http://elmezine.epubxp.com/i/224037
online dialog; attend live, virtual forums; refect on comments and stories by subjectmatter experts; and think about how they may apply it in the context of their own job — adding signifcant value to the business. For example, a course structure: "Watch this (video), then read this (document), then refect (internalize), then discuss (contextualize), then break out (explore), then try (experiment), then report (synthesize), then meet (validate and socialize)." Each week will have a purposefully sequenced fow of activities that: (1) introduces a concept; (2) presents some evidence that supports the concept; (3) helps participants internalize and contextualize the concept; (4) brings the collective wisdom/experience/genius of the cohort to bear on the concept; (5) summarizes and brings some action/ next steps to the concept; (6) links this concept to the next concept. As exciting as this new way of expert content delivery is, even more exciting is the connected community of leaders all engaged on the same company problems and the same content. When connected, cohort members can stress-test each other's ideas, recommend content to each other, and align communication across the enterprise. Afer the formal learning journey is over, virtual learning communities (VLCs) continue to interact with each other. In this way, the network can collectively stay on the cutting edge of practice and accelerate participants' path to mastery of content. Just as a connected network of leaders focused on the same content and the same company problems is better positioned to create relevant solutions, the CorpU technology platform is also designed to enable L&D; professionals to keep content fresh and on-point. If course participants identify useful outside content or subjectmatter experts with must-know content, L&D; can integrate it into course content almost immediately. Participants can recommend reading and ask colleagues to comment. Current events can be seamlessly integrated alongside "greatest-hit" expert content to enable a constant evolution that makes content feel fresh as the day the course was frst designed. All this engineering is transforming the level of engagement that participants feel. So instead of getting 8 percent completion rates using the self-paced e-learning methods, "connected learning" is achieving 80 percent completion rates on its Guided Learning Journeys, while helping companies harness the collective genius that exists within their business. CREATING BETTER OUTCOMES: MAKING BUSINESS IMPACT Ultimately, moving to a connected learning model enables you to increase the value of your investments in learning and development programs by helping leaders learn at the speed of your business, cascade knowledge and solve problems faster. As a result, executive development is no longer a sideline that leaders fit in where they can. It is integrated into work and improves the enterprise's ability to drive business outcomes. —Alan Todd is CEO of CorpU. Benefts of Connected Learning Executives can: >> Communicate their vision while connecting and managing the required changes to bring it to life >> Get insights into diferent phases of change across groups >> Communicate messages to direct reports as well as large groups >> Gain knowledge and deal immediately with obstacles to achieving this vision Managers can: >> Share information and context >> Communicate without limit at little efort or cost >> Sense and understand obstacles >> Coach teams and individuals through challenges Technical/professional staf can: >> Infuence the nature of change and help shape its implementation >> Receive messages in context >> Access messages repeatedly as they move through stages in the change curve >> Understand feedback issues and needs >> Have direct communication line with project leaders >> Reach diverse and dispersed audiences through a facilitated Cloud-based learning platform Learning leaders can: >> Find, develop and connect your organization to the best minds in the world >> Beneft from increased participant engagement >> Support diferent types of learners and facilitates repetition >> Provide opportunities for "deliberate practice" >> Drive behavior changes over the long term by focusing on competence, capability, coaching and community development Strategic/business leaders can: >> Build a learning culture >> Evolve the solution, together >> Speed up time to transformation >> Increase engagement and belief in leadership >> Create a change capability >> Transform the organization >> Cascade sustainable knowledge and organizational capability Elearning! December 2013 / January 2014 25