The L&D Loop!

Maintaining work-life balance in the current corporate world is a major challenge. Traditional training methods are too long and time-consuming for employees to actively engage with. Microlearning could be the solution.  Several well-known companies utilize microlearning extensively, including  Walmart, Uber, Starbucks, Google, and Amazon. What is Microlearning? Microlearning is a training method that delivers short bursts of content for learners to study at their convenience. These learning sessions typically last between 3 to 7 minutes and focus on a single objective (Hughes, 2021). Microlearning formats include short video tutorials, Infographics, interactive quizzes and gamified learning experiences. Why is Microlearning an emerging trend in the L&D arena? It increases Engagement and Retention Most learners today have short attention spans.   Learning in small chunks improves knowledge retention by 17% compared to traditional long-form traini...

  Learning is constant. We have been learning since the day we were born. In today’s dynamic business landscape, continuous learning is essential for both employees and organizations. According to Bersin (2018), a strong learning culture enhances employee engagement, boosts productivity, and drives innovation. The big question is, how can organizations build a workplace where learning is a continuous, natural process? Let's explore some options. 1. Get Top Leadership involved Organizational leaders play a crucial role in fostering a learning culture. When the same people who rule the boardrooms, share their experiences, and participate in training programs, employees are more likely to follow their example. 2. Invest in multiple channels of learning We explored the 70:20:10 principle in a different article on this blog. The 70:20:10 principle is great way to foster continuous learning in the workplace, which is adapted even by major organizations like Google. A stud...

  The digital landscape of the corporate world has rapidly evolved in the past two decades. Taking Sri Lanka as an example, consecutive black swan events like the Easter attacks, the Pandemic and the economic crisis have forced businesses to either adapt or die. Just as businesses were forced to adapt to survive, corporate L&D also had to go back to the drawing board to understand how they can effectively deliver learning and development in this new normal. The less-than-ideal circumstances led the way to the popularization of hybrid and remote learning avenues. The COVID-19 pandemic accelerated the adoption of remote learning worldwide, with more than 70% of companies increasing investment in digital L&D solutions (Bersin, 2021). How do hybrid and remote learning models work?    While hybrid learning blends traditional classroom trainings with digital learning, allowing employees to engage in both environments (Means et al., 2013), Remote learning is en...

Corporate L&D has evolved greatly over the years. We’ve moved from a culture of classroom trainings to hybrid-learning, microlearning and very lately, AI based learning. However, the foundation of learning remains constant despite the world evolving around it. This is where the 70:20:10 model of learning and development comes into play. The 70:20:10 model was developed in the 1980s by researchers at the Center for Creative Leadership (Lombardo & Eichinger, 1996).  The 70% - Experiential Learning Experiential learning refers to learning on the job, through practical experience and hands-on work (Kolb, 1984). Employees develop skills by tackling real challenges, making decisions, and reflecting on their experiences. Experiential learning happens through work tasks and projects that push employees beyond their comfort zone. Studies indicate that employees retain more information when they learn by doing rather than by passively absorbing content (Marsick & Watkin...