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Will You Add? - The Enemy Within - Is Your Organisation Sabotaging Your E-Learning Initiatives?
We need more kids studying science and math and we need more non-linear thinkers amongst us if we are to propel the United States into the future. However, we must also understand that to achieve this we must spark the interest in the next generation to want to use their minds to think and problem solve. This is where the game of chess comes in.Chess gets children to think and chess tournaments help them compete. Not long ago I read about the success of NASA’
Your next presentation is just around the corner. To ensure devastating impact, just follow these ten steps and watch your career catch fire.1. Avoid Excessive ResearchResearch is for geeks and bookworms. Do you really want to bore your audience with a bunch of statistics and facts that they can easily get from the library or from Google?You want to tell people your version of how things work, not someone else’s ideas that have been posted all over th
It’s unfortunate, but true. Across many organisations, e-learning initiatives are being dogged by high mortality rates — and one doesn’t have to look very far to find the underlying reasons. The truth is closer to home than one might think, and that’s why it has so many managers and trainers squirming in discomfiture. Yes, the enemy is within… and most of them know it.
Strange as it may sound, the failure of many e-learning initiatives is traceable to ‘internal’ factors. If you want to set things right, here are some of the culprits you should watch out for:
The Learners Themselves
In most cases, it isn’t the learning that encounters resistance, it’s that little ‘e’ before it. Many organisations implement e-learning programmes without gaining insights into the learners’ comfort levels with computers and the Internet. The situation is aggravated by the fact that the learners feel that too much pressure is being put on them — “they want us to work, and they want us to undergo training, and now they want us to learn to use computers too!”
The only way to overcome this resistance, is to get a buy-in from the learners by offering the assurance that the organisation will take the responsibility of turning them into computer whizzes, thereby adding a valuable skill-set to their job profiles. Everyone knows the advantages offered by computer skills and nobody minds learning them — particularly when they know it’s for free.
A good example of this lies in an e-learning project handled by i-Strat for a global pharmaceutical major. To get its field force to use the new web-based learning and reporting system, the company put each employee through a crash course on Internet usage, conducted by a leader in the IT training space. Thereafter, every employee was given a cyber caf? membership with a daily quota of one hour. The actual reporting/learning took barely 15-20 minutes on a daily basis. The employees could use the rest of the time for checking their personal emai
1) Is it an essential component to your sales mission or just an ingredient in the recipe?List 10 actions, routines or tasks that are part of your sales day and considered essential components of your sales process.Now, ask yourself. How many of these are essential components to my sales mission are just ingredients in the recipe?Think about a professional golfer's essential competencies from tee-off to last putt. Is the ball and club a core competenc
Strange as it may sound, the failure of many e-learning initiatives is traceable to ‘internal’ factors. If you want to set things right, here are some of the culprits you should watch out for:
The Learners Themselves
In most cases, it isn’t the learning that encounters resistance, it’s that little ‘e’ before it. Many organisations implement e-learning programmes without gaining insights into the learners’ comfort levels with computers and the Internet. The situation is aggravated by the fact that the learners feel that too much pressure is being put on them — “they want us to work, and they want us to undergo training, and now they want us to learn to use computers too!”
The only way to overcome this resistance, is to get a buy-in from the learners by offering the assurance that the organisation will take the responsibility of turning them into computer whizzes, thereby adding a valuable skill-set to their job profiles. Everyone knows the advantages offered by computer skills and nobody minds learning them — particularly when they know it’s for free.
A good example of this lies in an e-learning project handled by i-Strat for a global pharmaceutical major. To get its field force to use the new web-based learning and reporting system, the company put each employee through a crash course on Internet usage, conducted by a leader in the IT training space. Thereafter, every employee was given a cyber caf? membership with a daily quota of one hour. The actual reporting/learning took barely 15-20 minutes on a daily basis. The employees could use the rest of the time for checking their personal ema
Do you wish to win a slogan contest? If your answer is “Yes”, it would be very helpful if you spend some time reading in order to understand the definition and purpose of a slogan.As defined by Motto.com, “A Slogan is a short, memorable advertising phrase. When a product or company uses a slogan consistently, the slogan can become an important element of identification in the public’s perception of the product.”As the benchmark of any good advertising campai
The only way to overcome this resistance, is to get a buy-in from the learners by offering the assurance that the organisation will take the responsibility of turning them into computer whizzes, thereby adding a valuable skill-set to their job profiles. Everyone knows the advantages offered by computer skills and nobody minds learning them — particularly when they know it’s for free.
A good example of this lies in an e-learning project handled by i-Strat for a global pharmaceutical major. To get its field force to use the new web-based learning and reporting system, the company put each employee through a crash course on Internet usage, conducted by a leader in the IT training space. Thereafter, every employee was given a cyber caf? membership with a daily quota of one hour. The actual reporting/learning took barely 15-20 minutes on a daily basis. The employees could use the rest of the time for checking their personal ema
Advertising to those already sold on the McDonalds ethic is not a bad way to get free publicity for their recruitment needs. Indeed if you ever have the need to recruit, pitching adverts at where your customers can see them is a great way to get employees that fit your values and business niche.Why were they advertising at all? How is it that somewhere needs to ensure that they have a steady flow of employees inbound, with all the cost- penalties that entails, rath
A good example of this lies in an e-learning project handled by i-Strat for a global pharmaceutical major. To get its field force to use the new web-based learning and reporting system, the company put each employee through a crash course on Internet usage, conducted by a leader in the IT training space. Thereafter, every employee was given a cyber caf? membership with a daily quota of one hour. The actual reporting/learning took barely 15-20 minutes on a daily basis. The employees could use the rest of the time for checking their personal ema
Generating new ideas is easy if you know the right techniques. Here are five I came up with while watching the snow fall outside the window. Those are followed by a few suggestions for creating new ideas.1. A new kind of answering machine. Answering machines have our own messages, prerecorded messages, and funny messages. How about an answering machine that has different messages depending on who is calling? The idea here is to have the machine connected to the cal
The Trainers Themselves
Well, not all trainers, to be fair — but it is now a proven fact that trainers of the old school of thought felt threatened by new media. Like so many before them, they thought their job function would be usurped by computers. Because of this, they thwarted the implementation of e-learning systems in many ways.
Sometimes it took the form of outright rejection, but most of the time it was a sort of silent resistance. Either way, the ultimate intention was the same — to be able to tell the management: “Hey! This new stuff isn’t working, you know. Let’s go back to the good old way of doing things.” It’s a fairly common story, but one really can’t blame the trainers. The problem is actually attributable to a systemic failure. Once again, it’s about not getting a buy-in from the designated implementers of the e-learning system. The right way to go about this would be to initiate a ‘Train The Trainer’ programme that seeks to re-skill the trainers, thereby empowering them to drive the new computer/web-based training programmes with greater effectiveness.
So if your e-learning initiatives are running into rough weather, it’s perhaps a good idea to look inwards to uncover the underlying causes. And if you do happen to spot the enemy within, a few simple corrective measures are all that it takes to transform the erstwhile foe in a powerful ally.
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