Conventional Coaching Obstacles Collaborative Studying Actions Overcome
How can collaborative learning activities address your L&D challenges?
The biggest problem with corporate learning as we know it? It’s centralized, generic, slow, static, and driven only by results. Management or HR sets learning priorities for everyone, and there is no easy way for learners to provide feedback on the content in order to improve it. Not only is this a burden on learners, but it is also a missed opportunity for course creators to get valuable feedback on whether their learning content is relevant or useful. In contrast to this top-down approach, bottom-up collaborative learning activities are democratized, relevant, fast, iterative and impact-oriented.
Now let’s take a closer look at the 5 traditional training barriers that collaborative learning can help organizations of all kinds overcome.
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!
5 obstacles collaborative learning overcomes
1. Top-down training priorities
Most traditional corporate training courses reflect a top-down management style, which means that management or L&D determines the training needs and then creates or purchases learning materials to meet those needs. In contrast, with a collaborative learning methodology, anyone can make a request or create a learning need.
This way everyone in the organization can contribute to the learning process, making them feel more engaged, focused and valued. Employees suggest training needs, and other employees use their unique skills to create content to meet those needs. Then L&D teams help others take courses, run quality controls, and make sure learners have what they need to be successful. This gives L&D teams the ability to focus on what matters, rather than doing repetitive tasks of little value like course planning.
By indicating a need to learn, employees can get to know the things that are really important to them. The result is greater employee approval and smoother knowledge sharing between employees and departments.
Here is an example of how this works in practice. Rather than having a sales enablement manager set mandatory pitch assessment modules that must be completed by all sales reps, they could give sales reps the opportunity to indicate their learning needs, let people know where they ran into problems, and provide solutions with authoring. and propose project functions. Then she could create learning pathways that provided the support and guidance needed to improve. This is one way to avoid traditional top-down models of learning.
2. Irrelevant and generic learning content
Collaborative learning courses are created by your teammates, which means the content is more nuanced and specific to your business than third-party courses.
In traditional corporate learning, the L&D team and the chief learning officer either create the learning content or buy courses from a third party. The process of commissioning courses usually involves a group of instructors with a technical background. Classes can take months and can be very expensive to create.
In contrast, collaborative learning enables L&D and employees to create and meet learning needs together. This means that employees are invested more in the learning process. They help create high quality content that L&D doesn’t have to buy or obtain through expert interviews. Other elements such as discussion forums, peer coaching and employee-generated content also help.
3. Slow training content
One of the biggest reasons for today’s learning crisis is the slow response to training needs. By the time the L&D teams have realized that their resources are incomplete and responded with the right learning content, the chance of making the most positive impact is long gone.
Collaborative learning connects people, enables them to declare their learning needs, share their skills and expertise, convene project teams and quickly create learning content to answer urgent questions. In this way, companies can react promptly and effectively to growth opportunities and make optimal use of the learning opportunities.
4. Outdated information and technology
Because course creation has traditionally been slow and expensive, updates and updates have been infrequent. Collaborative learning puts a lot of emphasis on making course materials easy to create and edit, which means it’s much easier to update them based on new information or employee feedback.
Iteration and continuous improvement are more important now than ever. Courses often become out of date due to technological or organizational changes. A static course design hinders flexibility and slows down employee learning. In fact, this is one of the biggest problems with so many companies that rely on outdated learning technologies like SCORM.
Collaborative learning allows you to disseminate information and iterate over time based on feedback. This way, critical information gets into the hands of employees exactly when it is needed and empowers them to make better decisions.
5. Training that measures sessions, not impacts
Traditional L&D programs only focus on results and count things like completing courses. In contrast, collaborative learning is impact-driven and looks at the effects of your training over time.
In most L&D departments, success is measured by the number of courses sent and completed by employees. This approach provides very little visibility into how employees interact with the courses or what they learn from the experience. It also makes it harder to demonstrate the ROI associated with training.
In contrast, collaborative learning is results-oriented, as it does not define success in terms of simply taking the course. Rather, because teams are active in the learning process, their feedback indicates whether a course was successful.
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.
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.