We can discuss the figures, but all of us will agree that the largest part of learning is accomplished through informal rather than formal processes. Unsurprisingly, many companies have current plans to enhance informal learning to develop talents, which sometimes leads to the paradoxical objective of “formalizing” informal learning. In all these projects, the same difficulty arises: how do we make sure that informal learning is aligned with the company’s objectives and how do we measure its impact? (more…)
FIL has been distinguished with an Innovation Award during EdCast’s 3rd Annual Future Learning 2020 Summit on August 24. This Award recognizes FIL as one of the industry’s most innovative solutions and honors its efforts to address today’s L&D challenges. FIL is proud to be recognized along with other industry leaders including Walmart, McDonald’s, Shire, Sprint, SDG Academy, UPenn and others all committed to bringing innovation to the learning world.
Earlier this year, FIL was launched bringing to the market a unique self-coaching solution aimed at reducing scrap learning and maximizing learning impact for soft skills programs.
Is learning transfer the weak link of training’s effectiveness? Unfortunately very often yes, as our evaluation results confirm. However, not all training courses are equally impacted. “Soft skills” programs particularly result in weaker learning transfer. But why is a leadership course trickier to apply than a software training? (more…)
A training course is a two-step process: first, the learning event and second, its implementation. Trying to implement what you have learned is a completely different dimension of learning than learning itself, and no one but the participant can manage this process. Unfortunately, because we all sometimes lack time and motivation, tackling this issue can be harder than it seems. As a result, the training impact is reduced. How can participants avoid this potential pitfall? (more…)
It’s no secret that learner satisfaction does not ensure a high training impact. In short, the best training with the best trainer may not result in a significant change of practices. This process of going form “knowing” to “doing” is known as learning transfer. And it has become one of the main challenges for L&D professionals. At forMetris, we have been working on this subject for many years. Our R&D project leader, Célia Poulet discusses her research findings below. (more…)