Collaborative Studying Errors And High Ideas To Keep away from Them
Common mistakes in collaborative learning to avoid
Introducing a culture of collaborative learning brings many changes to businesses. And as with any big change, it takes the right planning to be successful. Here are 3 of the most common mistakes in collaborative learning and what you need to do to stay on top of things and see the real benefits of collaborative learning.
eBook publication
How collaborative learning increases engagement rates to over 90%
From benefits to proven strategies, this guide has everything you need to start a successful collaborative learning program for your remote workers!
1. Be unclear in your internal communications
Changing your learning culture is a big undertaking. One of the most common mistakes in collaborative learning is a lack of clarity in internal communication. If your teams are used to traditional approaches to learning, where priorities and courses are set top-down, the move to decentralized learning and micro-learning examples can take some time.
Let your teams know about the change in good time and give everyone the opportunity to familiarize themselves with your new platform in advance and be clear about your collaborative learning goals. This is a great way to debunk some of the most common myths of collaborative learning: For example, that everyone has to learn everything at the same time, or that everyone has to sign off new content before it goes live.
Make sure to be extra clear about what this transition means for your learning goals and how they will be measured. For example, when moving from an activity-based set of learning goals (e.g. number of courses completed) to a results-based set of goals (z is reflected in your performance planning. It’s also important to get employee feedback and people know during this transition to let them be heard.
After all, people are experiencing a whole new world of learning – it’s only natural that they have to ask some questions! You may not understand the true capacity of your collaborative learning platform, for example to generate social interactions. Or they are concerned that their existing SCORM-based learning libraries will still be available after the transition (which they will be, since 360Learning is SCORM-compatible!). Whatever it is, give people the opportunity to have their say during this process.
2. Not trusting your teams to define their own learning priorities
Many companies are so used to top-down, prescriptive management and learning models that it is difficult for them to consider decentralized, learner-centered learning styles. Sometimes this can lead to our second big mistake in collaborative learning: not trusting your teams to define their own learning priorities.
It is a liberating thing to focus on your own learning goals and it goes a long way towards increasing employee engagement in collaborative learning. But if your leadership and management don’t trust your teams to make decisions for themselves, and if they keep popping up, dictating courses and activities, then you risk undoing all the great work you’ve done so far .
For many companies, this cultural change is easier said than done. The key is to take things one by one and try not to change your entire approach to organizational learning in a single afternoon. The best way to prove the value of this new approach to learning and gain the lead to avoid that big mistake in collaborative learning? Show them the level of subject matter engagement and collective knowledge sharing that collaborative learning enables, and keep track of clear metrics around learner engagement and outcomes. That way, they don’t just have to take your word for it.
3. Not knowing how to take on the new role for L&D
Collaborative learning has a huge impact on the way L&D teams deliver learning outcomes. Rather than having to schedule courses, track learners after they graduate, and send feedback requests, L&D teams can become coaches and create an environment where peer learning takes place. This creates new opportunities to concentrate on the essentials. At the same time, it can be a little confusing, especially for L&D teams who are used to traditional learning methods. For this reason, it is important to avoid a big mistake in collaborative learning and to give your L&D team plenty of time to understand their new role as learning coaches and facilitators.
In contrast to dedicated training departments, in collaborative learning coaches are responsible for scaling the learning outcomes. As peers create more courses, coaches guide people through their learning experiences, making sure that the learning needs are met with the right courses and that the courses are as effective as possible. This new role will help L&D keep a close eye on how collaborative learning drives growth and improves learning outcomes.
graduation
This will help you avoid three common mistakes in collaborative learning. With that in mind, let’s take a look at how companies can choose the right collaborative training platform to fuel business growth.
Are you looking for inside secrets to change attitudes towards online training and actively involve employees in the process? Download the eBook on How Collaborative Learning Raises Engagement Rates to Over 90% to learn how the collaborative approach breaks down barriers and maximizes your company’s L&D potential. Also, take the webinar to learn how collaborative learning can help you achieve over 90% course completion.
Continue reading:
360Learning
360Learning is the learning platform that combines collaborative tools with the power of an LMS. We empower L&D teams to drive culture and growth through collaborative learning.
