How good would it be if you could identify five ways or ten ways to improve your performance? Imagine what it would be like if you had fifty ways to improve your performance.
Changing the Way We Learn
The way we work and learn has been going through a revolution for the past decade with few signs of it abating. The introduction of new technologies means that people work remotely and at times to suit themselves and their employers. We have access to unprecedented levels of information and this is breaking down traditional organisational hierarchies and creating more flexible working and learning practices.
We are able to connect with other people anywhere in the world. We can share information and exchange ideas through online communities and networks. Why is it then that the majority of organisations and education still cling to a ‘one-size-fits-all’ formal training model?
Learning in the Digital Age
The conventional ‘formal’ training and education model looks like this: it is packed with reading lists and course materials; it requires everyone to start and complete the course at the same time; and it does not link directly to what is happening right now in the learner’s workplace.
According to research by the Chartered Management Institute (CMI), 97% of managers spend at least one day a year on using digital learning with the average, being eight days per year. At the same time, 80% of managers say that their organisation is failing to use digital learning to improve the quality of management development.
“Just dumping textbooks onto smartphones is a dumb way to upskill managers. Managers want personalised bite-size content, to share knowledge and learn from connected peer networks, to ask questions and get feedback in real time”.
Ann Francke, Chief Executive of CMI
We have long shared Ann’s opinion. I can recall in the 1990’s speaking about ‘the workplace as a portfolio of learning’. The problem at the time was the idea was too early as it ran ahead of what technology could do and was too unconventional for most businesses and learners to understand. Now, more employers get it and most certainly our learners get it!
Personalised and Just-in-time Learning
We personalise our smart phones, our music playlists and just about everything these days and we do it when we want to not when we are told to. Why can’t we do this with learning?
At Exponential we work hard to make this happen and the way we deliver professional qualifications is based on the belief that that most people want a personal learning experience. We aim to use digital learning to provide our learners with as much flexibility and control over their learning as possible.
This approach places learners in the ‘driving seat’. Our role is to support and encourage them to take responsibility for their own learning and development by learning in ‘real time’ linked to the problems and challenges they face at work and NOT some hypothetical case study scenario.
50+ Ways to Improve Performance
Exponential Training’s approach to learning and performance is to combine the flexibility afforded by technology and the use of Charles Jennings’s ‘70:20:10’ model of learning.
This approach opens up at least 50+ different ways to learn and improve performance. Let me explain how the approach works.
Firstly, you need to understand that the start and end point of an Exponential Training qualification is performance at work. Working with an Exponential Training Performance Coach, learners address real-time problems and challenges facing them at work. As a result, the learner’s EXPERIENCE becomes a significant learning resource, representing 70% of the learning.
The second source of learning comes from EXPOSURE to informal learning opportunities by tapping into the knowledge, skills and experience of other people – this represents 20% of learning. Activities can include networking (online and off-line), being coached, shadowing colleagues and one-to-one meetings with experts, line managers and team members.
The third source of learning comes from ‘formal’ EDUCATION – this represents just 10% of the learning and involves Webinars, Podcasts, reading and research. This stark approach is in contrast to the conventional ‘formal’ training and education model.
We call our approach – “Performing with Es”.
Performing with Es
Performing with Es focuses on the learner in the workplace, working on real problems, and accessing a huge range of opportunities for improving their performance. This means that no two learning journeys are the same even if the learners work for the same organisation.
Learners can start and complete their qualification at different times; they choose which order to complete the units that make up their chosen qualification; they can choose what problems to address; and they can choose how to obtain the knowledge and expertise they need to solve workplace problems.
Performing with Es connects learning and performing; it makes for a rich, dynamic learning experience that is directly relevant to today’s problems and challenges. Of course this approach presents challenges for education and training centres which is why few have adopted this type of approach.
Yes, our delivery model requires a lot more hard work on our part than traditional delivery models. We have to coordinate multiple activities, support individualised learner schedules, and provide support in many different ways, but it delivers great results for our customers.
Click below to download our 50 Ways to Improve Performance: