Hybrid workplaces are new. Here’s how to create a seamless onboarding experience that works for everyone.
Hybrid workplaces change the way we “work” looks. Work life balance changes. Colleague relationships change. The distance between employees and the office changes. Employee motivation changes, and onboarding changes.
Continue reading “Onboarding Experiences That Work For The Hybrid Workplace”
ITC Learning is the APAC partner for the newly rebranded ELB Learning.
Formerly eLearning Brothers, they have a strong reputation in the learning industry, for a range of tools, services and technology.
Known for eLearning templates and libraries, ELB Learning is also the world leader in powerful authoring tools Lectora and CenarioVR, and also for leading edge learning solutions such as The Training Arcade and Arcades and platforms including The Rockstar Learning Platform and Coursemill.
Now with ELB Learning’s new solutions and emerging technologies we can offer a lot more.
It seems like an odd juxtaposition, but serious enterprises know they can deliver serious learning using fun and immersive gamification and VR together, in striking ways for great results.
Both gamification and VR are in the top learning trends right now!
Always ask: Can we measure the impact? Training for training’s sake won’t improve your company’s bottom line or keep workers safe. You need to know if knowledge is being retained and behaviour changed.
With a distributed workforce the new standard, learning teams must rely on learning analytics to make decisions. Organisations are now leveraging learning experience platforms (LXP) or learning management systems (LMS) to get real-time data on the learner behaviours, preferences, and needs they can use to tailor better learning experiences and improve worker skills.
Studies have shown that close to 60% of all learning will be gamified in 2022.
Games are a great medium for training because they provide a safe place for learners to try, to fail, and to try again until they succeed. And mixing up different types of games can be your secret to success. Games can be beneficial in solo play, head-to-head, and team play. “If you can find a combination of these three, that’s the silver bullet,” says Stephen Baer, Chief Creative Officer of The Game Agency (an ITC Learning partner).
Going back to our earlier statement about measuring impact, games provide you with tons of learner data to analyse. You can:
Virtual training is predicted to continue to grow and become a mainstay of L&D programs.
Organisations across the world are getting better results with immersive learning. Workers who can solve problems, develop technical abilities, and repeat effective behaviours in a virtual environment can quickly transfer their skills to the real world. It’s also excellent for preventing costly mistakes in real-life training, and keeping employees safe while they work on their skills.
VR training offers these benefits:
With the increasingly affordable virtual reality technology and other modern learning tools, it’s becoming easier than ever to create learning experiences that get results.
Accenture is a corporate consulting powerhouse, with over 500,000 employees worldwide.
Like every other organisation on the planet, training during lockdowns caused a major rethink about the way in which training was delivered. What could simulate face-to-face, but not drain an already digitally-fatigued workforce?
They turned to the metaverse for a more engaging experience, rolling out a uniquely engaging immersive onboarding program – complete with 60,000 VR headsets.
“This gives people an opportunity to be in a different world, to be themselves in whatever form they think of themselves in that world and to play games,” said Sarah Kruger, Accenture’s Head of Human Resources for Australia and New Zealand in a recent Australian Financial Review (AFR) article.
“Particularly our newer employees who are at entry-level roles, they really love the gamification side of things. They have tasks, they get incentives and can win prizes.”
Employees get an avatar, and have an opportunity to express a bit of personality in the process, through choosing clothes they might be willing to wear in a virtual environment, that they wouldn’t otherwise in a conservative work environment.
Using ITC Learning / eLearning Brothers product CenarioVR, the opportunity to roll out enterprise programs like this, enables employees to opt to use any major headsets – or not at all, across multiple devices including mobile. It’s xAPI and powerful analytics as well as secure hosting for global content distribution – make it a natural choice for global enterprises like Accenture.
For other large enterprise case studies see Barclays Bank and L’Oreal here. Contact our team today to discuss your project and how we can make gamification and VR work together for you!
Which type of learner do you have: Zombies or Mutants? You can bring out your mutant learners using social learning. Our resident Chief Solutions Architect, Treion Muller maps out why and how.
Inside each of us are two diametrically opposed creatures trying to escape: a Zombie Learner and a Mutant Learner.
And no, I’m not talking about the plot of this summer’s next blockbuster. I’m talking about you. And me. And Bob from accounting. And little Joey down the street. We all have the potential to be either a Zombie Learner or a Mutant Learner.
Zombie Learners are half alive, morbidly going through the motions day in and day out. They do just enough to get by in their jobs and personal lives, only learning when forced to attend in-person training or when regulations and law mandates it.
Mutant Learners, on the other hand, are rapidly adapting, evolving, and changing to effectively harness today’s learning innovations. They are actively looking for new information and contributing and sharing their knowledge with the rest of the world.
To survive in today’s constantly shifting and changing workplace and world, you need to kill your inner zombie and embrace your inner mutant.
But first, to learn how Mutant Learning occurs, you need to understand the Five Links of Mutant Learning.
The 5 Links of Mutant Learning model is made up of two axes.
The vertical axis on this model essentially represents your activity rate as a learner—think of it as your learning pulse rate.
The horizontal axis indicates what role you play in the learning economy. Are you actively adding value by creating and contributing your knowledge? Or do you consume and learn from the knowledge that others have shared?
Both roles are acceptable because one cannot exist without the other—knowledge must be contributed or produced before it can be consumed.
The 5 Links of Mutant Learners
This learner initiates a conversation by asking, “Do you know?” They’re dynamic consumers of knowledge. These are the individuals asking questions and crowdsourcing information on social networking sites like Facebook or LinkedIn. They instigate, prod, stir, and then wait to see what answers they get.
This learner says, “I will do it.” They’re dynamic contributors of knowledge. They know the answer to the Initiator’s questions, and can confidently articulate their response—whether that’s in the form of a LinkedIn comment, a full blog article explanation, or community post. Without these dynamic contributors, the continual growth and value of online communities would die.
This learner thinks, “I want to know.” They’re active consumers. This is how most of us learn every day. We seek knowledge—finding it, reading it, and internalising it. Over the years, the means through which we find this knowledge have increased and dramatically changed due to technological, mobile, and wireless advances.
This learner says, “Look what I found.” They’re someone who stumbles upon an interesting source of knowledge somewhere and then shares it on social media. While they might not have been trying to learn something new, their online activity led them to learn something of value, which they then wanted to share with others.
And that brings us to the Zombie. A Zombie Learner says, “I don’t care.” They’re not producing or consuming—they’re decomposing. They have no desire to explore and spend little to no effort learning new things or exploring new technologies of learning.
Most people are a mix of the first four learning links. But to be a true Mutant Learner, you must take your newly acquired knowledge and transform yourself into an Initiator or Creator.
How do you do this? You need to build a Mutant Learning Lab
A Mutant Learning Lab is a customised learning lab where you access, organise, and share relevant learning fragments for your personal learning needs.
So, what does a working Mutant Learning Lab look like?
Just like a science lab doesn’t have just one piece of equipment, the Mutant Learning Lab has many digital tools, such as blogs, groups, and online communities, to equip you with everything you need to be a Mutant Learner.
Whatever tool (or tools) you choose for your Mutant Learning Lab, ensure that they meet the following criteria:
Your Mutant Learning Lab requires dedication to an identified course of study. Before you start diving into the steps to build your lab, take a moment to identify what skills you would like to learn or develop.
Download the eBook here, and contact the team at ITC Learning to discuss your team’s requirements.
L&D 2022: Training for Change and Talent Scarcity
It’s been a wild ride through the pandemic, yet it seems we are emerging with renewed relief that normalcy may finally be here. Hooray.
With recent Australian Financial Review headlines reflecting an economy that just won’t quit – evidenced by a 13 year record low jobless rate of 4.2%, all things point to a post COVID recovery.
However, for L&D practitioners there are some thorny issues on the horizon – not the least of which is a talent and skills shortage.
L&D As Saviour During The Great Resignation