Managing learning effectively is a key component in ensuring successful online training. If you choose a solution that does not cater for your needs, the entire learning experience is damaged. Do you have a solution that not only meets your training needs but also meets your organisation’s leadership and management needs?
Some of the greatest assets to your organisation are your employees. Investing time and resource into their leadership and management needs by providing relevant and useful leadership and management training should be at the forefront of your organisational objectives. Many see learning as an unnecessary cost to an organisation, but by supporting your employees through their development, they will in turn become more efficient in their day-to-day role.
The aim of leadership training is to aid your employees, at all levels, with their leadership development by providing them with core skills and the theory behind business functions. Leadership and management training should empower the learner. As well as supporting employees’ development, there are many long-term benefits for employers. Some benefits of this training solution are to help manage talent within the team, the retention of employees, and the success in planning strategic personnel in the organisation.
Everyone will have different needs and it is important to note that no one route will be suitable for everyone. By choosing leadership and management training comprising individual bitesize courses that can be selected to create a tailored solution, you can create bespoke and unique course routes that meet the training needs of your employees. The solution cannot just be the training provided – you need to provide a robust system, whereby learners can select the content for their needs, as well as having a platform to collate and share their thoughts.
A Learning Management System (LMS) is an ideal platform to create learning pathways that support the learner and direct them to curate their own learning. Leadership and management training lend themselves to learning pathways, as the nature of the learning should be to encourage self-development and in turn self-progression. By having an LMS that has the ability to curate content, you can source and categorise the resources so that the learner can easily find and quickly access the full catalogue of training available.
An LMS hosts online training as well as having the ability to report learning back to an organisation. Using an effective LMS is essential to finding the perfect solution for your organisation and employees. The LMS is the heart and hub of your training – the engine glue that sticks the content together.
As the name suggests, knowledge-sharing is creating a space for employees to share thoughts, knowledge and skills with their colleagues. The implementation of a knowledge-sharing platform eliminates communication obstacles and improves the efficiency of information sharing. Efficient knowledge sharing brings many benefits such as increased social interaction in the workplace, increased creativity and problem-solving skills, and the capturing of existing knowledge. This enables every department to access the necessary information quickly and effectively. Surprisingly, only around a third of organisations have a well-defined knowledge sharing strategy.
In essence, 70% of learning should be experiential or on-the-job training, 20% should be learning through others or social learning, and 10% should be formal assessments. A key trend for e-learning in 2018 is that learners want small bite-sized courses as this increases learner retention. Our content contains the core, key learning points, where learners have access to the right information when required.
Formal and informal learning are often seen as completely separate things, however all successful learning is a mixture of formal and informal exercises. But how much of each should there be? Informal learning is the primary way people learn how to do their jobs, whereas formal learning is the way people can progress further in their roles. A powerful LMS has the ability to create, deliver, report and manage assessments. Assessments, when used correctly, are an effective tool that helps reinforce the learning and ensure the learner retains the key learning points.
Assessments are able to identify a learner’s strengths and weaknesses, helping to identify gaps in skills and development. It is important to note that the purpose of leadership and management assessments is not to performance-manage, but to help the learner progress. Feedback needs to be a continuous process and be integral to the learning. Providing feedback (both positive and negative) to learners helps them develop in their role, which is a benefit to the organisation.
Learning and development is ultimately the responsibility of the learner. That said, as the organisation, you have a duty to support your employees on leadership and management training. Many employees and their managers are told that it is their responsibility to acknowledge and develop their leadership and management training, but have no idea where to start. We have a comprehensive list of leadership and management training, including job role specific, soft skills and essentials bundles to help you with filling your development gaps. Why not start there?If you are looking for more information on our Enable LMS, or if you’re looking to develop your leadership and management training within your organisation, please contact Jade Pullan here