Back in the day
At one stage in the not too distant past, it was possible to get people released for three to four days, even a week of training. It was also possible to get a team away for two days to plan how they could become a better team! However the epidemic of 'busyness' continues to infect every part of our work and life. Even to the extent that my June fathers day treat, a meal with my daughter and son can only take place when all of our diaries are aligned in October!
Our Learning and Development Challenge
As trainers and coaches we need to develop solutions that make full use of the tools of this digital age and we need to motivate and enable learners to shoehorn their learning into their already overloaded diaries. At Release the Magic, through our work with teams (as part of our High Performing Teams programme), we have been evolving a training methodology that we call Team Learning Modules.
But first - does traditional training work?
Traditional training typically has a preparation stage in which joining instructions are sent out with attached pre-reading material / tasks and sometimes a survey is completed. Then in the delivery stage the workshop is run covering all the key learning points and finishing with each person preparing an action list on how they were going to implement what they had learnt. Next the follow up stage when line managers and local HR/L&D teams follow up to ensure that the actions have been implemented.
The truth is that generally this traditional methodology didn't/doesn't really work and the conversion of theory to changed behaviour and new actions was mostly south of 20%. Add to that our observations of eLearning highlighted that it only seemed to work when it was integrated into traditional training as part of a blended learning solution. So for example in learning presentation skills participants could learn the theory via eLearning and use the classroom for delivery/participation. We also noted that eLearning worked where we installed Learning Champions who could guide learners to targeted resources.
An alternative approach
Virtual Learning Space - example : Workplace by Facebook
Conclusion
We have proved that the concept of Team Learning Modules works extremely well through the following examples from our High Performing Team Programme:-
Our TLMs started very much as part of an off site workshop, but then we started to use Skype, Facetime and WhatsApp to follow up and then to teach people new concepts. Then we used Skype to observe a trainee coaches practicing 'live' coaching and that worked extremely well, bringing with it a high sense of intimacy and trust.
We know this blend of methods works well, but it is very important that the learning needs be agreed to by the team, fit into team practices and everyone must commit to complete the learning and providing coaching and support to one another.
TLMs are good for quick one off learning but can also be strung together as part of a programme e.g. 'Introduction to Management'.
If you would like to find out more about TLMs please contact Ian Shaw on ian.shaw@release-the-magic.com.
At one stage in the not too distant past, it was possible to get people released for three to four days, even a week of training. It was also possible to get a team away for two days to plan how they could become a better team! However the epidemic of 'busyness' continues to infect every part of our work and life. Even to the extent that my June fathers day treat, a meal with my daughter and son can only take place when all of our diaries are aligned in October!
Our Learning and Development Challenge
As trainers and coaches we need to develop solutions that make full use of the tools of this digital age and we need to motivate and enable learners to shoehorn their learning into their already overloaded diaries. At Release the Magic, through our work with teams (as part of our High Performing Teams programme), we have been evolving a training methodology that we call Team Learning Modules.
But first - does traditional training work?
Traditional training typically has a preparation stage in which joining instructions are sent out with attached pre-reading material / tasks and sometimes a survey is completed. Then in the delivery stage the workshop is run covering all the key learning points and finishing with each person preparing an action list on how they were going to implement what they had learnt. Next the follow up stage when line managers and local HR/L&D teams follow up to ensure that the actions have been implemented.
The truth is that generally this traditional methodology didn't/doesn't really work and the conversion of theory to changed behaviour and new actions was mostly south of 20%. Add to that our observations of eLearning highlighted that it only seemed to work when it was integrated into traditional training as part of a blended learning solution. So for example in learning presentation skills participants could learn the theory via eLearning and use the classroom for delivery/participation. We also noted that eLearning worked where we installed Learning Champions who could guide learners to targeted resources.
An alternative approach
This is how Team Learning Modules (TLM) works:-
- Identify the specific learning need and the outcomes required (be specific) and by when.
- Identify the participants and the compelling reason they need to complete the TLM.
- Form them into learning groups of six people, initially in a virtual learning space. Note: there is a higher level of participation in smaller groups, plus it is possible in this configuration to break into pairs and triads to optimise peer to peer support.
- Each learning group to be supported by a coach, who is there to teach, coach and curate supportive learning material into the virtual learning space. Note: each coach will coach multiple sets
- Use the virtual space to handle the preparation phase, introductions, objectives and theory transfer. Watch Flipping the Classroom
- Getting people to physically connect should never be underestimated and running a workshop becomes a very valuable way of applying the theory they have learnt and bonding the group together. Note: the workshop provides the opportunity for multiple sets and their coaches to get together in a highly focused way.
- The follow up then takes place through the virtual learning space under the guidance and support from the coach.
The benefits
- Learning is more work / business focused and the outcomes easier to manage and achieve.
- A much higher conversion of theory to real life actions (80%+)
- Smaller groups ensure that everyone participates as there is little opportunity to 'hide'.
- The digital quick, simple and engaging approach is more in tune with a modern connected workforce.
- Its more complicated to organise, compared to herding people into a conference room and bombarding them with PowerPoint decks!
- Getting overworked time poor people motivated and committed to allocate time to participate in the training.
- Getting the right technology in place and training people in the use of this technology
A new role of Learning Facilitator
This new role has three sub-roles: -
- Trainer - able to teach new skills to participants in workshops and online
- Coach - able to coach new skills into real life either one to one or working with pairs and triads.
- Curator (Champion) - able to identify and/or create compelling learning material posted into the virtual learning space to reinforce / support the learning process
- Communicate, collaborate and connect across desktop and mobile, using familiar features such as groups, chat and video calls. Because anything is possible when people work together.
- Instant messaging feature lets you chat one-to-one or in groups, reaching anyone in your organisation with text, pictures, voice and video.
- Make HD video calls at the touch of a button from Workplace Chat. Connect and screen-share with up to 50 people wherever they are in the world.
- Groups are spaces for sharing updates, files, feedback and more. They're like email threads, but better organised and easier to follow.
- Like your Facebook News Feed, but about work. View updates from people and projects that you care about in a scrolling stream of posts.
Conclusion
We have proved that the concept of Team Learning Modules works extremely well through the following examples from our High Performing Team Programme:-
FOR TEAM LEADERS
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FOR TEAM MEMBERS
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Our TLMs started very much as part of an off site workshop, but then we started to use Skype, Facetime and WhatsApp to follow up and then to teach people new concepts. Then we used Skype to observe a trainee coaches practicing 'live' coaching and that worked extremely well, bringing with it a high sense of intimacy and trust.
We know this blend of methods works well, but it is very important that the learning needs be agreed to by the team, fit into team practices and everyone must commit to complete the learning and providing coaching and support to one another.
TLMs are good for quick one off learning but can also be strung together as part of a programme e.g. 'Introduction to Management'.
If you would like to find out more about TLMs please contact Ian Shaw on ian.shaw@release-the-magic.com.
