How To Balance Mentorship And eLearning
How to use the power of counseling and e-learning? Counseling is a proven and established method for transferring knowledge, developing skills and increasing trust in the organization’s employees. However, as organizations grow globally and the number of employees expands geographically, it becomes difficult to rely solely on mentoring for employee learning and development. Corporate organizations […]
How to use the power of counseling and e-learning?
Counseling is a proven and established method for transferring knowledge, developing skills and increasing trust in the organization’s employees. However, as organizations grow globally and the number of employees expands geographically, it becomes difficult to rely solely on mentoring for employee learning and development. Corporate organizations have turned to e-learning (or digital learning as it is called these days), allowing learners to learn according to their needs and at their own pace, as well as at a pace that they can choose. Although the entire corporate learning content is available to learners on their computers, laptops, tablets, and smartphones, corporate organizations recognize that they need the assistance and guidance of specialized experts to fully grasp and understand theories and concepts. Proper use of skills.
Organizations cannot rely solely on counseling but cannot deny emerging digital learning technologies. After all, we live in a technological age where the use of technology in learning provides relevance and dynamism to an organization. It is for this reason that organizations began to use the mixed learning model to increase the efficiency of their L&D programs. In this article, we discuss how organizations should balance counseling and e-learning in their mixed learning program to maximize learning and development.
Using the 70:20:10 format of your mixed learning program
The 70:20:10 format is a learning model that is often used in organizations that use mixed learning, and refers to how knowledge is transferred to learners. According to the model, 70% of knowledge is transferred when learners actually apply skills or perform tasks (i.e., do things), i.e. 20% comes from observing others and the remaining 10% comes from real educational activities such as digital learning. From. As 70% of learning takes place, this can sometimes be taken to indicate that an employee is better suited to their duties; However, 30% is equally important. There can be no 100% learning without 30% to support 70%.
Using the 70:20:10 format of your mixed learning program, you should start with the reverse, first with 10%, which is made up of e-learning activities. Employees provide you with a series of e-learning pa employees that must consist of a variety of learning strategies and methods, such as interactions, information, videos, simulations, branching, gambling activities, and micro alarm units. They should assess what they have learned using knowledge checks, quizzes and tests, all of which should be equally interactive and act as real digital learning curricula. Although e-learning is only 10% of all knowledge absorption and retention, it is the foundation on which learners build 100% of their knowledge and skills.
Then comes the 20%, which should consist of mentorship for learners who have already completed the Digital Learning Course series to receive some observational training from an instructor or a specialist (i.e. instructor). The instructor will give a human touch to the learning, answer any questions, and dispel any doubts the learner may have about the topic they are learning, as well as demonstrate how the knowledge and skills apply. Since instructors cannot be everywhere at the same time, they can use video calling and conference applications such as Skype and Facebook Live to reach out to learners and present lectures on learning tools. Instructors can record lectures and webinars and then pass them on to learners. In addition, they can guide and support learners using chats and groups on social media. Thus, technology is a good way to remove barriers to consultation on geographical boundaries and scales.
Thus, 30% of the knowledge imparted to the learners is sufficient to send the knowledge to be acquired through their daily duties, thereby absorbing and retaining 70% of the knowledge and providing 100% complete learning to the learners. As mentioned above, the use of mixed learning requires little effort and planning, as well as a moderate investment, outside the given ROI chart. Start planning your own mixed learning program at your organization’s ASAP, and enjoy the benefits of more knowledgeable, knowledgeable and productive employees.