Keep your thinking ahead of the game.
~ Reading time 00:03:30
Online learning was a massive paradigm shift that allowed company training budgets to stretch much further than they ever had before. But, it’s not necessarily delivering expected results or desired returns. So what’s wrong?
Doesn't it make training easier?
Sure, it helps meet regulatory requirements and can quickly deploy training information throughout the company. It's also zapped expenses associated with travel and lodging associated with in-person training. And it is much less of a productivity drain because employees can get the courses done in hours compared to full days away. Besides, online learning gives people access to more topics than could ever have possibly have been imagined. It's a veritable renaissance of information to help with continuously learning.
So are people learning continuously?
For all the investment in developing and hosting online learning courses and for the hundreds of thousands of hours of "how to" and expert advice waiting to be consumed, completion rates are still incredibly low - often less than 10%.
Most online learning is instantly forgotten or abandoned. Why?
Does this sound familiar?
The last online course you completed probably had you moving along the learning track using a carefully controlled experience at a strictly controlled speed.
You might not have been able to turn off the voice-over accompaniment to the animated text that was appearing on screen and read it independently. All it was missing was the bouncing ball to follow along and the background chimes telling you when to advance to the next screen.
Think about one thing you took away from the actual content. What do you remember?
You might have been focused on trying to find a way to speed through the course, skimming to get enough of an idea to be able to answer the "show what you know" quizzes about hypothetical co-workers and imagined scenarios.
What about that trick question where technically you should have selected "all of the above" instead of a single answer?
Hopefully, you got the minimum required score so you could move to the next learning segment. Otherwise, you probably had to replay everything and given this training another 30-45 minutes of your undivided attention.
Let's be honest
A lot of online learning today is dull, cluttered, content-heavy, static, generic, underwhelming, disengaging, humourless, stale, and impersonal.
It's predictable, repetitive, and fleeting.
It's fixed and forgettable.
And it doesn't matter that there are thousands of courses sharing thousands of ideas that you access whenever you want to if you are bored within a few seconds of starting.
These are the truths we discovered as we looked at the FliP sides of online learning.
They're the reasons why we choose to design online courses differently.
#wereflippingonlinelearningonitshead #onlinelearning #makingworkabetterpartoflife
~ Joan Owen, FliP U’s Director of Connecting the Dots
Being the Director of Connecting of Dots at FliP U means thinking about leadership and followership a lot, and how these skills can help people at work: yourself; your co-workers; your boss; or even a project team.
In their book, Sam and Marc talk about leading and following as two sides of an unspoken contract between you and your boss. The leadership role is about commitment to people and engagement is about choosing how you show up at work.
“We have a leadership bubble. It might seem invisible, but bubbles usually are. What’s more, a surplus of leadership might seem counterintuitive in a highly networked, diffuse, and uncertain economy. But trends in business – and in culture and politics…”
Our very own Joan Owen has been busy developing a Followership Wikipedia page that features the work of FliP U’s Hurwitz & Hurwitz. The page shares different viewpoints from the followership field.
FliP U’s Marc Hurwitz recently shared his thoughts about followership -- the central concept of the course, The F word that Complements Leadership -- in an interview with Charles Thaxton.