Transcript Diapositive 1

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From e-learning to we-learning...
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What would you say is/are the main goal(s) of e-learning in your
company? (%)
Optimising training costs - 45%
Solving the problem of distance - 45%
JIT training / providing access to courses at the right time - 42%
Being able to train more staff - 37%
Reducing face-to-face training time - 29%
Rapid deployment of training courses - 25%
More targeted/ individualised training - 24%
Enhancing the quality of training programs - 18%
1st European e-learning Barometer - Crossknowledge + Ipsos
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In your experience, what are the three main success factors for elearning from the learners’ point of view? (%)
GLO
BAL
FR
UK
ESP
ITA
BE
N
1/3
ans
3/5
ans
>5
ans
Quality of course content
61
67
73
54
28
43
62
62
59
Relevance of content to
business needs
59
45
73
67
49
57
56
60
61
How well the training fits
into their schedule
46
41
50
25
57
57
48
49
40
Learner support
34
41
34
52
17
13
33
33
37
Involvement of line managers
29
41
27
15
15
28
29
29
33
Effective project-related
communication
23
32
11
25
36
17
25
20
21
Getting a diploma/certificate
at the end
10
5
8
17
19
15
11
9
11
1st European e-learning Barometer - Crossknowledge + Ipsos
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In which of the following areas do you use e-learning in your
company? (%)
67
Training relating to your business
Health and safety
40
IT
40
Office technology
39
Compliancy
38
Management & Leadership
37
31
Languages
Communication skills and
personal development
28
Training relating to sales
and negotiation skills
26
Other
10
1st European e-learning Barometer - Crossknowledge + Ipsos
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Regardless of the age people are connecting
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World where investment in Learning is done in order to:
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E-learning...
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Benefits expected from e-learning
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Does it really work?
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Nuance #1
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Nuance #2
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Result: New “behavior” when facing inadequate
development/learning environment
PROFESSIONAL DARWINISM IS
THE EVOLUTION OF WORKERS’
AND EMPLOYEES‘ BEHAVIOR
WHEN THEIR ORGANIZATION
EVOLVE FASTER THAN THEIR
ABILITY TO ADAPT.
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Idea’s to recover
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Idea #1: Tackling motivation, back to the roots...
At least six factors serve as sources of motivation for adult learning:
• Social relationships : to make new friends, to meet a need for associations
and friendships.
• External expectations: to comply with instructions from someone else; to
fulfill the expectations or recommendations of someone with formal
authority.
• Social welfare : to improve ability to serve mankind, prepare for service to
the community, and improve ability to participate in community work.
• Personal advancement: to achieve higher status in a job, secure
professional advancement, and stay abreast of competitors.
• Escape/Stimulation: to relieve boredom, provide a break in the routine of
home or work, and provide a contrast to other details of life.
• Cognitive interest : to learn for the sake of learning, seek knowledge for its
own sake, and to satisfy an inquiring mind.
By Malcolm Shepherd Knowles
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Idea #2: Accept to loose control and support informal learning
Informal learning is about situated action, collaboration,
coaching, and reflection, not study and reading. Developing a
platform to support informal learning is analogous to
landscaping a garden. A major component of informal
learning is natural learning, the notion of treating people as
organisms in nature. Our role as learning professionals is to
protect their environment, provide nutrients for growth, and
let nature take its course. Self-service learners connect to one
another, to ongoing flows of information and work, to their
teams and organizations, to their customers and markets, not
to mention their families and friends.
By Jay Cross
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Idea #3: Combine idea #1 and #2 to create learning
ecosystems
Image by Jay Cross, Informal Learning
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Learning activities linked to sources of motivation
Social
Relationship
External
expectation
Social Welfare
Personal
advancement
Escape &
Stimulation
Cognitive
interest
Network
creation &
import
Workshops
Share your
experience
Testing
Lunch &
evening
webinars
Premium
content
Profile & CV
Mentored &
coached
programmes
Make &
propose a
video/podcast
Career
opportunities
Quizzes
Latest research
Recommend to
a friend /
colleague
Online
compulsory
programmes
Suggest a
reading
Assessment
Games
Different
learning
experiences
Become an
expert
Certification
Incentives
Ask an expert
…
…
…
…
I like this…
…
…
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Creating learning ecosystem
Non prescribed
(Informal)
Social
Relationship
External
expectation
Social Welfare
Personal
advancement
Escape &
Stimulation
Cognitive
interest
Network
creation &
import
Workshops
Share your
experience
Testing
Lunch &
evening
webinars
Premium
content
Profile & CV
Mentored &
coached
programmes
Make &
propose a
video/podcast
Career
opportunities
Quizzes
Latest research
Recommend to
a friend /
colleague
Online
compulsory
programmes
Suggest a
reading
Assessment
Games
Different
Collective
learning
experiences
Become an
expert
Certification
Incentives
Ask an expert
…
…
…
…
Individual
I like this…
…
…
Prescribed (Formal)
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The four components of a learning ecosystem
Non prescribed (Informal)
Community
Learning
System
Self-Learning
System
Individual
Collective
Blended
Learning
System
Mentored
Learning
System
Prescribed (Formal)
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Quick snapshots?
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Thank you for your attention
Stephan Atsou
Director Continental Europe
CrossKnowledge Group
Stephanie Square Center
Avenue Louise 65 Louizalaan, Boite/Bus 11
1050 Brussels
Tel
+32 (0) 2 535 77 23
Mob +32 (0) 477 37 00 98
More info on LinkedIn
Visit our website at www.crossknowledge.com
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Back-up slides