If you want to bake an apple pie, do you use your cookbook or your mobile phone? And when your dishwasher breaks down, do you search for the manual or do you use Google? Exactly, almost everyone chooses to ‘use’ Google or YouTube.
So why would you want to offer traditional e-learning such as online courses if the need of your employees requires a totally different solution? The report by analyst Ambient Insight predicts that in 2021, the world spends 13 billion dollars less on traditional forms of e-leaning than what was spent in 2016. While some may find this sensational, to us learning innovators it would be really shocking if the earnings of the old fashioned way of e-learning would still be rising!

We at YouKnow believe that traditional forms of e-learning have to make way for ‘lean’ forms of e-learning. You have probably already heard of LEAN: a method based on efficiency. When an organisation wants to be lean, they develop a flexible work environment that focuses on the customer and eliminates waste as much as possible. We see lean e-learning in a similar way: maximum learning with minimal effort. What are focus points to achieve this Lean-learning?

  1. Micro learning – Just enough
    The learning material is best presented in bite-sized chunks that contain precisely this, and only this, subject the learner needs. Easy to digest, understand, and remember.
  2. Mobile learning – Just in time
    Making content accessible on mobile devices is very important. To learn anywhere and at any time, the learner needs to be able to access the content 24/7. Learning is not an end in itself; the learner must be able to apply what is learned in a particular situation, preferably immediately!
  3. Motivational learning – Just for me
    Experiencing ‘a flow’ in learning is important. For example, the learner should be able to skip the content he or she already knows, and he should get feedback when he does not master the content. Consequently, everybody will follow their own learning path. Offering content in different ways and taking into account different learning preferences ensures that a learner will stay motivated.
  4. Match people for learning – Just the next level
    The amount of information is growing so fast that the information you need must still be easily accessible and shareable. If your employees do not have the right information, they can ask a colleague or expert who just has that little piece of information your employee doesn’t have. You don’t want to bother a colleague who stands much ‘higher’ on the ‘learning ladder’ than they stand, because you do not want all the basic questions to be answered by your top-experts. So mapping knowledge in your company is essential for an organization who wants to learn lean.
    Through social (e-)learning, for example between experts in different departments, information can also be created, which may open new doors.
  5. Measure learning – Just know
    Learning analytics do give more opportunities to measure what learners actually do, it can be used for purpose of understanding and optimizing learning and the environments in which it occurs. Use these opportunities to learn to be as lean as possible.

Has your organisation already transformed e-learning towards lean-learning?

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