e-learning Archives

February 21, 2023

What is ‘learning in the flow of work’ and why is it beneficial?

What is ‘learning in the flow of work’ and why is it beneficial? Editor As we enter the Exponential Age, where everything is accelerating at a rapid pace, workers need to upskill to keep up with changes in the global business environment. Dusting off their notebooks and sharpening their pencils, for many employees it has been several years since they sat down to actively learn something new. Global pressures to stay professionally relevant means that nearly a billion people are taking part in the reskilling revolution. Supporting employees while they step out of their comfort zones to refresh and refine their skills, businesses are setting up training programs based on the concept of ‘learning in the flow of work’. What is ‘learning in the flow of work’? Josh Bersin originally introduced the concept in 2018 and, since then, it has gained massive traction among learning designers and corporate training professionals. The idea is that learning should be embedded into the workflow and be accessible to employees when they need it. This can be done through providing learning resources within the context of the workflow, such as micro-learning tools, video tutorials and searchable databases. Technology has become an enabler, with digital tools making it easier to integrate on-the-job learning aids. Employees are able to quickly access the right information or learning material while they are working. Learning in the flow of work is all about providing employees with the right resources, in the right place, at the right time. This enables them to be more productive and effective in their roles. What are the business benefits of ‘learning in the flow of work’? Having access to the right tools and knowledge (at the right time) makes the learning journey immediately relevant and useful. Employees stay engaged and up-to-date on the latest developments in their field. This approach to professional development can help reduce the time it takes to learn something new, allowing employees to get up to speed and become productive more quickly. This serves to improve efficiency, which translates to improved business performance. Learning in the flow of work allows employees to quickly solve problems and improve how they perform their jobs. By having the right information readily available, they are able to quickly apply new knowledge and skills to their work without having to take time out of their day to search for it. Traditional training programs can be very time intensive, requiring employees to leave their desks to attend workshops or seminars. With learning in the flow of work, upskilling happens on the job during a normal workday. Apart from saving time, on-the-job training is generally less expensive to roll out than other forms of formal training. In-person training workshops, for example, require businesses to spend money on a venue and a trainer, while also paying staff to attend. By outsourcing to instructional designers and change management specialists, businesses can draw on the expertise of others to implement tailored training based on the concept of learning in the flow of work. What are the benefits for employees? Learning in the flow of work generally leads to greater job satisfaction and improved morale among employees. Businesses empower employees to take charge of their learning by being able to quickly access learning aids when they are needed. Self-directed learning is highly motivating as learners can choose what to learn, when to learn it, and how much time to spend doing so. Employees become accountable for their own professional development. Learning in the flow of work offers increased employee engagement and improved motivation. This which help to support employee retention and development. As the learning material is immediately relevant, employees can put it into practice as they learn, which improves knowledge and skill retention. Is your company ready for the future of jobs? The global workforce is preparing for tomorrow’s economy. Companies need to ensure their staff have the skills needed to adapt to new ways of working. In the World Economic Forum’s 2022 session on the Future of Jobs, discussions included the need for new skills and competencies, the potential for automation and how to ensure a fair transition for workers who may be displaced by digital and technological changes. To promote digital adoption flow in the workplace, it is important to provide employees with the right tools, resources and training. This ensures they can make the most of what is available to them. Learning in the flow of work does just this. This approach creates learning paths for each employee, provides incentives for learning. It ensures that learning is integrated into the daily process of work. By creating a culture of learning and experimentation, employees are more likely to successfully adopt new technologies and skills. Can!do offers capability development and bespoke training programmes for South African enterprises. Using principles such as learning in the flow of work, we create effective learning experiences for employees aimed at performance optimisation. Through our change management training, South Africa can stay abreast of the latest trends in talent development. For more information about our services, please contact us today. ___ Can!do works with large enterprises in South Africa to maximise the value of their employees, technology and business processes. To do this, we offer three fundamental services; change management, capability development and performance optimisation. We have 30 years of experience in these fields and have worked with leading companies in South Africa. We are a certified Level 2 B-BBEE company and a leading provider of new business systems and processes that drive user adoption. For industry insights and news, please follow us on Facebook, LinkedIn and Twitter. Contact Us

by Editor

January 9, 2023

Latest

When is change management needed?

When is change management needed? Editor Change happens so regularly that it has become inevitable. An online poll revealed that around 70% of organisations experience four significant changes in a five-year period. Businesses can prime themselves for success by implementing appropriate change management. While some constant incremental changes may not cause a massive disruption to the business, transformational change involves huge shifts that radically shake up existing ways of working. To ensure that businesses can adapt in the face of constant change, they need to ensure they are effectively managing that process. Transformation is a large scale change. It can involve a massive shift in a company structure, business process, its people or organisational workflows. It requires a lot of time and energy to implement such transitions. As a result, change management is required to ensure a successful completion of the transformation. Adaptive changes, on the other hand, are small changes that companies need to address over time. These are typically minor adjustments and fine tuning that leaders execute on a regular basis. If employees are willing to embrace it, these adaptive changes serve to improve performance and profitability. When is change management needed? Change management is needed when a business wishes to alter one or more of its main processes and undergo transformational shifts. The goal of the change is normally to improve effectiveness and performance. Common situations where change management is required include changes to management, culture, technologies, products or services, and during mergers and acquisitions. A massive overhaul of an executive or management team will require a change management programme. Putting new people in at the top will create some instability and insecurity. Organisations generally become unstable while the new leadership team aligns to a common vision and goal, learning a new role and developing the skills that are needed to perform effectively within the organisation. A change in leadership can also create insecurity among staff. For some employees being told they’ll get a new boss may come as a relief, but for others it may be daunting to learn how to work with someone new. Teams may be unsure of what is expected of them and feel insecure about their roles. Change management during cultural realignment When organisations embark on a culture realignment programme, change management is often required. A cultural realignment intervention normally happens when there is no clear vision, mission or purpose. Each executive may be chasing different goals, such as profits, excellence or customer service. Bringing an executive team together may mean unifying their approach. It can also involve unpacking what their corporate values actually mean in terms of concrete behaviours they wish to see in the environment. In a toxic work culture, instilling a more aligned culture can mean a radical shift in attitude, interpersonal relationships and working style. It may mean working with people from different departments or adopting a more effective model of communication. Implementing a change management process can help ensure that employees are invested in the process, understand why it is taking place and take steps to ensure that the desired outcome can be met. Transforming your business with new technologies Implementing new technologies which optimise work flows and production can radically shake up an organisation. A new customer management system (CMS), for example, may require all employees to learn new software and implement new processes in their daily operations. About two thirds of people don’t like to leave their comfort zones and only do so on rare occasions. This means it can be difficult to get employees to change their existing ways of working. It may mean a steep learning curve and initial drop in productivity. There may also be some resistance as employees may not see the benefits of the new tech system. This is where change management comes in. Through a well planned and structured change management approach, employees are taken along the journey, given the right skills and receive appropriate training. Change management when introducing new products and services Companies that wish to introduce a new product or service feature will need to undergo appropriate change management. Launching a new offering requires staff to focus on multiple things at the same time. Employees need to take care of existing products, services and customers. At the same time, the company prepares for and launches its latest product or service. Going through the innovation cycle necessitates out-of-the-box thinking. It requires a process of prototyping and testing. They may be mistakes and failures along the way that need to be dealt with. Keeping morale and motivation levels high is important. Leaders need to ensure that mistakes become opportunities for learning and growth. Innovation demands diverse skills. Planning, designing and implementing a new product or service is a multi-step process that needs to be supported through robust change management. Without appropriate support, employees can lose track of the goal, feel overwhelmed and become stressed. Leaders need to have suitable coaching skills to ensure that staff are well-informed, motivated, engaged and have the space to voice their concerns. Supporting your staff during a merger or acquisition Change management is needed when companies undergo a merger or acquisition. This is a radical transformation for any business and workers will experience massive change as a result. New premises, new teams, new bosses, new products and services, new software and systems, and new customers are all likely during a merger or acquisition. Creating a smooth transition will soften the effects of radical change. It can help employees to deal with their resistance and insecurities. Change management support may also include e-learning materials and other job guides that help employees learn about their new roles. Change management in today’s world In today’s current economic and socio political climate, unexpected crises have become the norm. Whether it be wars, pandemics or energy crises, organisations need to be flexible and agile in the face of change. Companies that can adapt and take on a growth mindset are likely to take the lead against their...

by Editor

December 8, 2022

Latest

How change management can benefit your business

How change management can benefit your business Editor Change management is a structured process for implementing new tools, systems or roles within a company. It guides this process towards a desired outcome. By supporting people in the business to adopt new ways of working, organisations can become more agile and productive through this period of transformation. Without a carefully planned and structured approach, change can result in chaos. Employees need to be taken along the journey with the appropriate amount of communication. Change needs to be carefully planned so as to cause minimal disruption to workflows and business as usual. It also needs to be implemented strategically, with clear milestones and measurements in place. This helps to monitor the pace of change, ensuring that the right balance of change brings the organisation swiftly into its new status quo. Change management requires employee buy-in Change can bring about resistance among employees who are set in existing ways of working. It may require staff to set aside tried and tested ways of working in favour of unfamiliar tools or processes. This can result in cognitive fatigue as teams need to put more effort into how they do their jobs. With any big transition, there is an inevitable reduction in productivity as the existing status quo is challenged. However, this can be alleviated with appropriate change management interventions. A key feature of change management is proper planning and communication. Staff need to be engaged in the process from the onset so that they are aware of the upcoming changes and have a chance to voice any concerns. Getting staff buy-in goes a long way to prepare them for the process. Employees will feel more invested if they have been part of the process from the beginning. For change to bring about a satisfactory return on investment, the process needs to be guided from start to finish by an expert team. Through the change management process, leaders can uncover organisational problems that need to be addressed. This can breathe new life into a company – dusting out the cobwebs and preparing for forward movement. Improved communication and collaboration Disrupting normal ways of working can cause confusion and anxiety, so to mitigate this, change management involves a strong focus on communication and collaboration. Bringing staff together means breaking down silos, addressing interpersonal issues and making sure everyone is heading towards the same common goal. Clearly defined key performance indicators (KPIs), strategies and targets help to create a safe space in which change can take place seamlessly. It’s important to control and monitor the variables to ensure that employees are appropriately informed and guided throughout the process, even with continued support after the training sessions. The change management process can create a sense of purpose. Having a shared vision serves to reduce friction and improve collaboration among staff. With everyone working toward making the project a success, teams are more easily motivated. Learning to deal with change gives staff the skills they need to keep on innovating. Performance increases when people feel supported and understand the change process. Having gone through a change management process, employees will be more adaptable and agile moving forward. This sets companies apart in today’s competitive business world as employees will be able to respond quickly to customer demands and changing market conditions. Change management leads to more strategic decision making As part of change management, companies can choose to include leadership training. This serves to strengthen leadership skills and develop better awareness. Equipping managers and executives with new tools and soft skills can help them in their management of employees. Through suitable training, leaders can improve their emotional intelligence (EQ) – an essential component of decision making. Leaders with a higher EQ are able to navigate challenges and come up with solutions more effectively. There are many skills connected to decision making. Developing these skills will naturally lead to better capabilities. Leaders need to learn how to problem solve. Taking a neutral stance and focusing on the relative details can helps leaders to make decisions more efficiently. With proper planning and organisation, leaders can improve their time management and organisational skills too. Knowing what tasks to prioritise and delivering status reports on time ensures that leaders can make the right decisions at the right time. Taking a structured approach to change Adopting a change management process offers a number of key benefits to businesses. If properly executed, change management will reduce costs while boosting performance. Engaging employees in the process ensures that they are invested and motivated. Change requires careful planning and management to minimise the effect on existing workflows and business. With appropriate training, employees at every level of the organisation can benefit from the process, learning new skills along the way. For more information about our services, please contact us today. ___ Can!do works with large enterprises South Africa to maximise the value of their employees, technology and business processes. To do this, we offer three fundamental services; change management, capability development and performance optimisation. We have 30 years of experience in these fields and have worked with leading companies in South Africa. We are a certified Level 2 B-BBEE company and a leading provider of new business systems and processes that drive user adoption. For industry insights and news, please follow us on Facebook, LinkedIn and Twitter. Contact Us

by Editor

December 7, 2022

News

Can!do offers training material development for your business

Can!do offers training material development for your business Editor Change is inevitable and businesses need to keep up in the age of remote working and rapid digital transformation. This requires constant evolution and adaptation through skills development. Employees must know how to work with new technologies and become familiar with updated processes. This needs specialised knowledge and expertise in change management and instructional design. Consider hiring a professional partner to manage your employee upskilling. Can!do is a leading consulting company in South Africa, with around 30 years of expertise in training, support and change management. We improve employee skills, facilitate digital transformation and increase the capabilities of South African companies. One of our unique offerings is customised training material development for your company. We research, compile, curate and distribute bespoke training materials to your employees, which include hardcopy notes and e-learning guides. These enable people to learn on the job, even after the training course has ended. The importance of custom training material Every company is different and so too should the learning materials used during training sessions. Each business will have unique goals, so the approach taken in training employees should also be bespoke. Can!do specialises in this field, offering our customers training materials that are relevant to their needs and specific targets. While a generic approach to employee training may work, research has found that people tend to fall back into their old ways of working within a few months if they do not practice the new processes regularly. Customised training materials are more relevant to employees and are more likely to have a lasting impact on them. These materials can be referred to over time, enabling employees to learn in the flow of work and stay fresh. If they get confused with new tech or forget a certain process, they can simply check the notes in the training material and refresh their memories. It allows them to stay abreast of the tools and methodologies that the company has implemented. When employees default back to old ways of working or outdated technology, it can undermine digital transformation and impact the company’s investment in change. Can!do takes a personalised approach to make employees feel confident in their new skills by offering continued support through the learning materials. Can!do emphasises lasting results Can!do adopts a practical approach to training and skills development. Our courses are easy to understand with simple language. This ensures tangible changes and a better understanding of the training material. However, our job is not done once the training sessions are complete. We track the changes and progress along every step of the way. This measurement is a performance-based approach to change management that is backed by continued support for employees through the training materials. The end of any project is actually the beginning of the journey for employees, so this support will help companies to avoid reverting back to the old ways of working. By using a range of tools, blended learning materials, self-directed interventions and ongoing support, Can!do empowers employees to grow and succeed in a rapidly changing workspace. These strategies are tailormade to suit each client’s needs. For more information about our services, please contact us today. ___ Can!do works with large enterprises in South Africa to maximise the value of their employees, technology and business processes. To do this, we offer three fundamental services; change management, capability development and performance optimisation. We have 30 years of experience in these fields and have worked with leading companies in South Africa. We are a certified Level 2 B-BBEE company and a leading provider of new business systems and processes that drive user adoption. For industry insights and news, please follow us on Facebook, LinkedIn and Twitter. Contact Us

by Can !Do

October 23, 2014

News

E-Learning is Not Necessarily a One Size Fits All Solution

E-Learning is Not Necessarily a One Size Fits All Solution Can !Do Through our observations, we have learned that organisations can become over reliant on e-learning solutions to resolve all their training and talent management challenges. In our view e-learning interventions work best when positioned as one tool of many for making business strategies come to life. We believe that many companies are now beginning to develop a more sophisticated understanding of the strengths and weaknesses of e-learning as the market matures. Very often the end-user impact that is needed cannot be guaranteed by an e-learning intervention. In particular, employees often battle to remember and apply theoretical learning from e-learning materials when it is time to use their knowledge in their jobs. Organisations are starting to think about adaptable training strategies that blend these tools together into an optimal mix for different segments of their workforce and for types of training. E-learning works well as a means of introducing users to theoretical concepts, ahead of more practical training. It is also well suited to training people in areas such as company culture or basic policies and procedures. But, increasingly, companies are supporting digital training materials with more tangible learning and job aids, such as summarised decision matrices, graphical business process flow diagrams, paper-based “how do I” guides. A common complaint in e-learning is that people can’t easily find reference notes – they can’t easily thumb through online materials as they can a manual. This makes it hard for people to get to the info they need when they’re in front of their computers trying to use the system in which they were trained. Another trend is for companies to build support and workflow tools into end-users’ business applications – for example, guiding a call centre agent through a flow chart of questions to ask a client. This masks the complexity of the business system and process from the employee so that he or she can focus on softer issues, such as customer service. As systems become simpler and more transparent to the end-user, we can expect to see more focus on training in softer skills than on tech training. And here, e-learning can’t compare to role-playing in a classroom environment in terms of impact. Our conclusion is that companies should take a flexible approach to training and education, starting by focusing on the outcome they want to achieve and the employee audience they want to reach. The training requirements and strategy should determine the tools and technology to be used, rather than the other way around. Contact Us