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Big picture, shared visionSmall steps, marketing and don't give up

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Have reflective sessions or group discussion follow ups after online courses to encourage application of knowledge rather than just a course for the course's sake

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Abolish L&D and just spend time helping managers build learning into work

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Make sure you have strong buy in from management support

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Banish objectives at the start of any learning. They are now pointless

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Share music

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Share knowledge/best practice between organisations with differing MOs to glean ideas from a different perspective

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Implement BYOD

Record short videos of good practice

Invest in action learning

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Reward employees who share their ideas and knowlege with others

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Really listen

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Use learners experiences as examples to demonstrate a teaching point

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Create short two minute videos that people can access whenever they need them

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Find the moments of learning need and make content available for people to pull at that point, not on your terms of pushing it.

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Think about the user - is this solution addressing a need?

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Stop glossing over the fact that online learning (even social) cannot replace practising practical skills e.g. Presentation kills, negotiating etc.

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Share pictures / add music

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Don't restrict courses to certain audiences. Allow anyone to access

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C - design training to suit different learning styles and needs.

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Myth busting session on what e-learning actually is

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Ensure that external material is researched and added to your solution as extra resources. These could be sites, videos, etc

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Performance is more important than learning.

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Stop making tests at the end of elearning courses a standard part of the design process

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Use existing tools, don't reinvent the wheel!

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Smaller, hands on learning for allowing learners to choose learning that's relevant and important to them - tailor their own learning.

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Allow people the opportunity to develop and share their own learning resources

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Find relevant MOOCS and online resources and share links with colleagues/collate on an area of intranet

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Take the presentation. Add new texture. Break it down and post online

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Discuss book summaries eg via actionable books.com, get abstract etc

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A: learning results are more imortant than the process

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Give learners a reason to return. Eg. Job aids.

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Create portals rather than traditional learning that related resources and learning are saved on allowing autonomy of access with taxonomy of content

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Take content to users, don't expect them to find it - fish where the fish are...

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Make e

learning specific and engaging

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Follow up classroom training with a teleclass to share what people learnt on application of

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Create different types or resources to suit different learner styles

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Design learning in partnership with the learner - what do they want to see not what the trainer wants

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Offer a range of online resources to adress topics you would have covered face to face. Create forums to discuss the topics, share and build on the learning

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Bin the course catalogue

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Use padlet for ideas gathering in training session!! =-O

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Find out what tech people already use

Rather than introducing your own

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Rule of two feet

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F - Allow 'work only'/intranet content outside the workplace - password protected for eg.

A - allow trainees to decide what works best for them (where possible) eg, reflecting at home after the working day rather than in an enforced post work session - or vice versa

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Regularly share lessons learned & ways to apply at team meetings

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Use Cathy Moore's goal-based analysis method.

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Andy  - groups, social recommendations. Like linked in 

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Andy  - groups, social recommendations. Like linked in 

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Ensure any resources created work on all devices from start - part of remit to all suppliers

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Give learner a options to choose

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Get rid of schedule

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Encourage creativity by allowing users to choose their own learning platform.

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Attempt to balance peer to peer learning with tutor directed studdy.

Try to shift emphasis from training to learning.

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Encourage individuals to share their learning experiences

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Transparent reflections and lessons learned. Not hours in training or SCORM records

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Use digital experts, not learning experts

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Autonomy - Empower staff to top up learning as and when they need to!

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Dispense with workbooks - Let delegates make notes with whichever tool they're comfortable using.

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Give learner choice about how they want to undertake learning i.e. A variety of options for one topic

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Advise new field staff of the learning lunch recordings

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Use technology to enable collaboration more in the classroom

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Create mobile friendly PDFs pre and post course

Run 90 minute sessions

Curate online resources and categorise them for easy access

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Small- let the learner choose they path or knowledge they need

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Assume forgetfulness send reminders wi

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Record short sections of training sessions to share through archive

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Let learners contribute their own content.

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For learning 'push' use the 3s:

Story

Simulation

Scenario

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Skype in key individuals from other countries to build cross-border collaboration/ knowledge

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Trevor F. Deliver shorter face to face sessions. Make them action learning sets not trainer led, create on-line forums to continue

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Remove 'flip charts' from workshops

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Knowledge management platform with easy taxonomy to support project sharing

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Make face-to-face training more continuous by using social media after sess

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Give learners choices. Get them to select the combination of learning interventions which

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Don't require people to work through and/or complete an online course

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'Pop-up' learning - short stand-ups to share effective

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Ask for topic's

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Get learner a to create their own content and make it self moderating

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Remove manager approvals on most training courses, allow staff to book sensibly, track via reports and handle with conversations not rejections

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Provide top drawer process/performance support in the workplace/workflow

ABCDEF - G!?

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Create peer to peer assessment; previous cohort reviews the current cohort who asses the next cohort; retains organisational knowledge and removes trainer bias.

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Facebook page and intranet page for learning interventions, forums, photos of training and sharing resources. Keep this updated and use daily, engage learners .

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Bin the course catalogue

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EGet people involved in the learning process before it is launched; during its creation. Matt

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Build resources, not courses.

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Give the learner more control - stop spoon feeding

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Open courses- transparency

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Help staff learn from each other through (structured) discussions, don't rely on so-called experts

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Make the learning more interactive by asking delegates to give their opinions and answer questions through handheld quiz remotes.

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Make online courses less linear, allow users to navigate more freely for more autonomy.

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Remove the shackles of corporate IT platforms to allow increased use of innovative methodology

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Features A/B/D/E . On demand mentoring. Employee posts a support need via intranet and staff in organisation can offer to help mentor on short term basis. Perhaps mentor pool could be QAd internally.

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Create scenario problems for staff to solve by cooperating

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Create # for even small training events to connect those not attending

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Nick S-J : track down the 'bright spots' & share what they are doing.

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Nick S-J : track down the 'bright spots' & share what they are doing.

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Encourage, Empower the environment so that learning can take place and cultural change will follow those who are self determined

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Essential Teaching UK - practical courses for individuals and corporations

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Link to a YouTube clip that tiesto a certain topic.

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Create instructor led materials in Ebook format, so they become reference materials, rather than door stops.

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Making resources available through apps or web based applications

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make learning more competitive - gamify it

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A

Encourage learners to source their own learning - publicise availability of MOOCs

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Ask what is their most important topic

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Let the users guide you on why there is a training need, don't assume you have the answer.