In the previous blog Holding on to Your Corporate Knowledge When Shift Happens, we looked at the shift that is taking place at the workplace. And we looked at the loss of an irreplaceable resource: knowledge. We also looked at how eLearning is empowering organizations in Shift Happens! 3 Techniques for Companies to Preserve the Knowledge of Retiring Employees to capture the experience and knowledge as experts within our organizations are retiring. And we talked about how to transfer that knowledge from those who are retiring to those who are coming into our workforce: the millennials. In this blog series, “eLearning in Leadership Training and Development,” we’re looking at another challenge facing the workforce of the future: leadership… or rather, the lack of it. This potential shortage of leaders is listed in the Outlook on the Global Agenda 2015 as the 3rd most troubling trend, right up there with deepening income inequality and persistent jobless growth.
I recall many years ago when I was finishing my basement and I felt comfortable doing much of the work myself. Rough carpentry was fairly simple, running conduit was easy, attaching lights was not hard, screwing drywall was quick and forgiving. But there was one thing I would not tackle, drywall finishing. I recall watching the contractor putting on the mud and carefully scraping it away until it was perfectly smooth. As I watched him I commented how good he was at this and I’ll never forget his response: “Hey, I’m a professional, I do this for a living”.
Does your company have a fleet of delivery trucks or vans? Many do and they employ professional drivers to deliver products to customers and act as an ambassador for your brand and in many cases the face of your company.
The acronym LMS stands for Learning Management System and is typically associated with online learning programs or e-learning. Simply put, it is the software that makes an e-learning program function. But it really is so much more.
There’s a mindset that’s already in the workplace, thanks to us who are, well, older than the Millennials on our teams. We tend to separate work from play, training from entertainment, and tools from toys. Again, our Millennials are far more likely to integrate these seemingly disparate worlds. One of the reasons why eLearning is so vital to personal and professional growth is the blurring of the lines between work and play. It’s a lesson that all of us can learn. Perhaps one of the safest bits of advice for us non-Millennials is this: we gotta learn to lighten up.
What is Millennialish? Well, let’s be honest: we made that one up. But when we say “Millennialish,”, we mean more than just the language of Millennials. It’s a worldview — a mindset — of an entirely new generation that is now entering the workforce.
Comprehensively defining eLearning can be a challenging and daunting prospect. But in his article, “Starting an eLearning Program – Here Are The Basics,” (2015) Ted Stoecker does just that. In addition, Stoecker makes the world of eLearning accessible to organization leaders and managers who are looking to increase the effectiveness of training. He also addresses other important aspects of eLearning programs, such as cost, user-friendliness, and some of the challenges faced by organizational decision-makers who are grappling with the dynamic arena of employee training.