Eric Sauve

The article discusses on the transformation of social learning in an organization, which alters the trend of exchanging ideas and information among its people. According to the author, the present industrial revolution has involved the most complex type of interactions in many industries. He assesses that millennial generation, globalization and workplace diversity are keys to the changing rules of traditional knowledge sharing, learning and training in organizations of all sizes. Furthermore, he observes that organizations are looking to communities of practice as a solution to the growth of informal knowledge transfer.

INFORMAL KNOWLEDGE TRANSFER

Non-Governmental Organizations may be unique in being named for something they are not. Estimates place the number of these cause-oriented international entities at about 40,000, most of which face these two daunting challenges: lack of funding specifically for employee development, and staff dispersed around the globe in hard-to-reach places.  For retired software and training company executive Eric Berg, who was looking for a way to give back to the profession, this situation was an opportunity calling. In 2005, working with the leaders of several large, international NGOs, including CARE, Save the Children, and Habitat for Humanity,  he co-founded Learning in Non-Governmental Organizations, known as LINGOs. Its mission - to provide learning to the employees of international NGOs operating in three or more countries – is made possible with donations of courses and technology by for-profit training companies, and donations of time and expertise by learning professionals.LINGOs members are international non-governmental organizations involved in the fields of relief, development, conservation, and social justice. LINGOs partner companies from the learning industry include Articulate, Blackboard Collaborate, eCornell, eLearning Guild, Harvard Business Publishing, Ninth House, The Performance Management Institute, and many others. Their donations enable LINGOs to provide elearning development tools, virtual classroom software, and course catalogs to LINGOs members as part of their low annual membership fee.Volunteer opportunitiesIndividual volunteers and corporate teams from the training profession also play a key role in helping LINGOs achieve its goals. An annual competition, Global Giveback, provides the opportunity for course developers to work with international non-profit organizations to develop online courses. This year, for the first time, Global Giveback will focus on a single area of content ― people management.  Teams will work on a collection of courses that are intended to complement one another.  Together, the courses will comprise a learning library entitled Last Mile Learning targeted to the staff of local, rather than international, NGOs. “There will be 24 courses in various delivery modes that anyone in these local organizations, anywhere on the planet, can access free of charge,” says Berg.Learners will have the option to complete a single course, or a series of courses leading to a certificate in people management. Content can be delivered as self-paced elearning, synchronous or asynchronous virtual learning, or in a classroom.For training suppliers looking to become LINGOs partners, contact Eric Berg, eric@lingos.org.

Giving Back to the Profession with LINGOs

With modern technology, accurately measuring the impact of virtual training programs is a very real possibility. When used properly, this kind of measurement catalyzes change in industries like healthcare, financial services, consulting, manufacturing, and others that rely heavily on effective training programs. But the ability to measure doesn’t guarantee success. You also need to know what metrics to track, how to avoid bias, and how to get buy-in from stakeholders and instructors.Let’s examine how best to use data and automation to save instructors and administrators time and improve the learner experience.3 Top Challenges to Effective AnalysisWhile there are several things to consider when implementing the most effective measurement program for virtual training, let’s take a closer look at three top challenges that we recommend tackling first, as well as our tips for clearing these hurdles with ease.1. Difficulty quantifying engagement. Look for a virtual training measurement platform that collects and analyzes the data for you, assessing factors like tardiness, the number of minutes instructors speak versus learners, and the number of learners raising their hands and using customized reactions, to name a few. Once you start measuring, set benchmarks based on your historical data, setting ambitious yet realistic goals for improvement. 2. Unintentional bias using qualitative measurement.Those responsible for measuring the effectiveness of training programs shouldn’t completely ignore qualitative methods of judging engagement, but must also introduce data to reinforce the findings of qualitative measurement to ensure accuracy.3. Lack of instructor focus on measuring engagement. Put plainly, the onus should not be solely on instructors here. The introduction of technology and data can be a welcome solution. Teachers can focus on teaching while reliable tech measures the results in the background, helping tell a complete story.Use Results to Improve InstructionTo improve instruction, it’s critical to analyze various metrics like total class time, instructor speaking time, participant speaking time—including the total number of times participants spoke as well as the average speaking time from all participants—and the total number of times participants raised their hands or gave feedback through the platform. Technology solutions can help compile all these metrics into one easy-to-digest dashboard and allow you to view results for an entire session, as well as drill down into individual participant results. Use the insights from your results to inform the changes you make to your training programs, and continue to iterate as more results come in.Technology can also automate time-consuming tasks like attendance recording, time in, time out, and tardiness, which both increases the accuracy of this data and frees instructors up to focus on quality education, improving the learning experience overall.Demonstrating Program EffectivenessIf you’re trying to effect change in your training programs by determining what’s working and not working, having quantifiable results and trends can go a long way in showing stakeholders the impact. Remember to utilize automation in your reporting technology, which can help expand reporting efforts and demonstrate effectiveness at a larger scale. When you’re communicating the value of your reporting to stakeholders, it also helps to have a framework for your metrics that’s backed by research and proven success. The Kirkpatrick Model for evaluating learner engagement lends itself perfectly here. This model distills training evaluation down to four distinct levels: The reaction of learners, including their thoughts on the training experienceThe learners’ increase in knowledge after the training experienceThe learners’ behavioral change and performance after applying the skills learnedThe results the learners’ performance has on the business or organizationMake sure whatever metrics you’re tracking to measure effectiveness follow a similar model to the Kirkpatrick Model. The key is persistent tracking to evaluate success at several points in time, allowing you to present a complete picture with your results.Access to accurate data and smart automation is the backbone of a successful training program. A powerful virtual classroom platform that’s purpose-built for learning and development, like Class, ensures that you can always keep your finger on the pulse of how your programs are performing, allowing you to focus on innovating and providing the best possible education for your learners.

Eric Sauve

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