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September 3, 2020 - Comments Off on Happiness At Work: Why Is It Important?

Happiness At Work: Why Is It Important?

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Happiness At Work: Why Is It Important?

Think about the first word that comes to mind when someone asks you this question: 'WHAT MAKES YOU HAPPY? Some might find happiness in fame, wealth, or career success; for others, it might be about having successful relationships; Then, some are still searching for their bliss. In his TED talk titled 'A short course on happiness, Dr. Raj Raghunathan (professor of marketing at the McCombs School of Business at The University of Texas at Austin) said, "One of the stupidest happiness mistakes people make is 'Knowing what will make you happy and yet not choosing to do it.'

As hard as it is to define happiness in general, it is quite unfathomable to consider being happy at work. Happiness at Work? Who would have even thought of such a thing! But the reality is that it is a very real construct. The Danes even have a word for it: Arbejdsglæde.

Now that Denmark has made it official, is it worth considering? It should be. If we have learned anything since the onset of the COVID pandemic, it is that happiness at work is increasingly dictating our sense of happiness in general. Therefore, we must think about it, understand it, and find ways to make it happen.

Let us start at the very beginning.

Defining "Happiness at Work" Or "Arbejdsglæde"

The World Happiness Report of 2019 states that Denmark has the second happiest cohort of people worldwide. Danish children love school, and Danish adults love work. So, it's no surprise that they coined a word for it: arbejdsglæde (ah-bites-gleh-the); Arbejde means work and glæde mean happiness, so arbejdsglæde is happiness at work. They claim that it is an emotion that comes from within or a feeling of happiness stemming from doing something that you love to do, in this case, work. No, it isn't the same as job satisfaction. While job satisfaction is essential, it is merely a component of 'Happiness at Work.'

The 'Set Point' theory, which is supported by significant research over decades, suggests that our level of subjective well-being is determined primarily by heredity and personality traits ingrained in us early in life. As a result, it remains relatively constant throughout our lives. In other words, we each have a fixed 'average' level of happiness around which our day-to-day and moment-to-moment happiness varies.

This theory poses a question: whether it is possible to change our happiness level or do we have to deal with our level of happiness, watching others be naturally more cheerful always. The jury is still out on that, considering multiple viewpoints, no one more valid than the other.

So why talk about Happiness at Work?

The Science behind Happiness at Work

Organizations are increasingly focusing on their employees' happiness because research shows that, on average, organizations with happier employees are 9% more profitable than organizations with unhappy employees.

  • Happier people are healthier:


Happiness is like a tonic for good health; A famous longitudinal study conducted on nuns showed that the happier nuns outlived the unhappier nuns by 11 years.

Happier people are also less likely to take sick leave. Research shows that happier people are likely to take 16 fewer days of sick leave than unhappier people.

  • Happier people enjoy better relationships:


They have a higher chance of getting married, building long-lasting friendships, and be better partners in a team; The intuitive reason for this is that happier people are more giving.

  • Happier people are more productive:


This is an obvious consequence of better health and stronger relationships. Research shows that:

  • Happier people are more creative, more objective, and make better decisions.
  • Happier people earn more money for themselves and their organizations.


As a result, organizations are not just working toward making the workplace a happier environment. Still, organizational behavior teams are also dedicating more of their resources to understand this phenomenon to conclude where a person's happiness lies and how to improve it.

The more current research shows the following findings:

  • 50% of a person's happiness depends on their DNA. We do not have much control over this – some people are born much happier than other people.
  • Only 10% of a person's happiness depends on the external circumstances – while this may seem surprising, think about all the successful yet miserable, or poor but content, etc.
  • A large part of our happiness, about 40%, depends on our attitude – how we choose to perceive the world around us and is the most significant determinant of how happy an individual is.


Who is responsible for your "Happiness at Work"?

So, who do you think is responsible for your happiness at work? Is it your boss, your colleague, your co-worker, your client? There are still those who argue that happiness in the workplace is dependent on the work environment. Sure, the work environment does contribute a little bit in bringing in those happy moments, but primarily, it is 'YOU' who is responsible for your happiness. According to an article by Abhijit Bhaduri in a well-known newspaper, the best company is where the employer and the employee are both happy each other. Competence to do the job well makes the employer happy. A cultural fitment makes both happier.

A "BAMBA Model" – The 5-determinants of happiness at the workplace.

In a recent webinar, Dr. Raj Raghunathan explained the five determinants of happiness at the workplace:

  1. Basic needs

The most fundamental needs we have anywhere, especially at work, are our physical and emotional requirements:

  • Being paid enough to cover their expenses
  • Having an ergonomically sound workstation
  • Ensuring people like having us around
  • The company is transparent in how business and team are managed


These are just some examples of the most basic needs that we have at work. Covering these basic needs means being empathetic to understanding what the needs are.

  1. Autonomy:

 The modern workforce demands a sense of freedom and control over their work. Being given the opportunity and responsibility to oversee their work and making a difference is increasingly transforming into a basic need, considering the post-COVID new normal. Perhaps the most crucial determinant or manifestation of the autonomy is "voice." It about feeling psychologically safe: How safe do you feel if you voice your opinion in front of your boss. It is found that organizations that allow their people to voice out their opinion outperform compared to companies which do not allow to voice out. And the voice is not just about psychological safety; more importantly, it is about psychological impact. In other words, when I express my opinion, it is not only about being heard but that incorporated in the decisions being made.

A lot goes into autonomy, starting from process freedom, clarity, and how you achieve it, from where you achieve it, with whom you achieve it to how you achieve it.

  1. Mastery:

Everybody has a desire to become great, perhaps even the best at what they do. We are learning machines; we love to explore. Unfortunately, many of us lose the zeal, enthusiasm, and curiosity at work overtime because we do not like what we do for work. That is a different problem altogether.

Mastery is about harnessing the zeal that one has to do well in what they are doing increasingly and is one of the areas where most organizations can improve. Many organization employees do not know the kind of skills they want to acquire over their careers. As leaders, we understand that everyone has the room they grow and improve their performance. Through leading by example, coaching, training, or a plethora of other methods, we not just help our team members uncover their gaps, but also uncover newer opportunities.

  1. Belonging:

 A sense of connection that you have with your co-workers, and it turns out to be super important in our organizational context. We are a highly socialized species. Gallup's topline finding is, "People don't leave organizations, people leave people."

For leaders, that means finding what motivates someone, not just to perform well. Of course, that motivation also has to be incentivized. In the current social distancing scenario, the work from home phenomenon is being extended for employees all over the world, possibly indefinitely.

With each day, week, and month of working from home, many employees feel a sense of alienation from their colleagues, which is a dangerous situation that might not go away by merely jumping ship to another team or organization. Therefore, the most significant incentive that leaders need to focus on currently is reenergizing the feeling of belongingness amongst their team members.

There are enough and more creative solutions to this problem out there. The place to pick up ideas is from children. Here are some ideas:

  • Netflix announced a Google Chrome extension that allows groups of people to watch a movie or TV show together while chatting about it simultaneously.
  • Have a virtual dinner party with online games using videoconferencing tool plug-ins. For example, Pictionary using the whiteboard
  • Online arts and crafts projects for the entire team with someone sharing their hobby with everyone
  • Have a show and tell of your workspace at home for your team members to see what your new normal is like.


  1. Abundance Culture:

 An abundance of culture comes from positive leadership. It is about expressing gratitude. Doug Conant, the former CEO of Campbell Soups, used to write five gratitude cards each day. Over his career, he has written over 30,000 handwritten thank you cards. This practice helped him take Campbell Soups from being the worst-performing food company to becoming one of the best Fortune 500 companies in the world. Less than a decade later and was because his practice of writing thank you notes spearheaded his efforts to reenergize a low engagement culture within the organization. Doug Conant, like many successful leaders, was an abundance-based thinker. Leaders with an abundance-based mindset think about possibilities. When President J F Kennedy promised a man on the moon, NASA was nowhere close to being ready for this. But Kennedy had a vision, and he wasn't concerned with what was reasonable or comfortable. Building an abundance of culture within the organization frees us from a chain of negativity. That's not to say that it will take away failure, but an abundance mindset creates the attitude that if something doesn't work, there is always a way – it's a matter of trying again until we find ways that work.

Remember, it starts with gratitude – send a thank you note, tell your colleague they are doing a good job, find a way to let them know that what they are doing matters.


About the Author

Hardik Chitroda is an experienced sales and marketing professional and currently leading the global marketing efforts for KNOLSKAPE.

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  • July 2, 2020 - Comments Off on Practicing Mindfulness – 3 Ways to Achieve Stimulus-response Distancing

    Practicing Mindfulness – 3 Ways to Achieve Stimulus-response Distancing

    practising mindfulness

    Practicing Mindfulness.

    Our mind thinks a million thoughts a day. Let me ask you a question – do you know what your next thought is going to be? I bet you don’t. Yet, this is the single most important thing that shapes the way our life unfolds from moment to moment. These thoughts are triggered by various stimuli in the environment often times unbeknownst to us or from our vast storehouse of memories.

    Mind – the thought machine

    In essence, our mind is a thought machine. Our heart acts as the machine’s pulse. Our senses feed data into this machine on a continuous basis. Our memories and conditioning (social and genetic) act as procedures that we keep running mostly on an auto-pilot mode.

    Our thoughts have far-reaching consequences for us in terms of the way we feel and act. The Cognitive triangle below depicts how our thoughts, emotions, and behaviors are all interconnected with each other, and influence one another. Therefore, you can change, or at least influence, one by changing another.


    No alt text provided for this image

    When we are not in control of the next thought that can arise in our minds, how can we be in control of our emotions, actions, habits, careers, relationships, and ultimately our destiny? Is there a way to establish a positive feedback loop in our cognitive triangle? Mindfulness holds the key to answering this question.

    What’s mindfulness?

    Various studies refer to mindfulness as the moment-to-moment awareness of one's experience - our thoughts, feelings, sensations, and the environment around us - with a sense of acceptance and without any judgment. Spiritual texts would actually say that the trick behind mindfulness is to actually quieten the mind. In a manner of speaking, we must become ‘mindless’ to become mindful.

    To me, mindfulness boils down to a simple thing – are we aware of the space, albeit a tiny one, that exists between the stimulus (internal or external) and our response. There lies our freedom of choice – the freedom to chart our own path, create our own destiny. Exactly what Viktor Frankl talks about in his iconic book “Man’s search for meaning”. What’s empowering to note is that we do have the ability to identify, create, and expand the space between the stimulus and the response. It can be deliberately developed over a period of time. In tune with the times, let’s call the creation of this space stimulus-response distancing.

    Stimulus-Response Distancing

    Now let’s understand what stops us from stimulus-response distancing and what we can do to master mindfulness.

    • Multitasking

    Cognitive overload doesn’t help our cause when it comes to mindfulness. When we are constantly bombarded by different stimuli, we fail to stay in tune with our inner world – how cold the room is making me feel, what the fragrance wafting through the air reminds me of, how the noisy environment is making me irritable, etc. Each one of these inputs is capable of triggering thoughts and memories from various hidden nooks of our minds.

    Mindfulness Hack #1: Cut down multitasking and engage in deep work when you need to produce breakthrough outcomes

    •  Busy is the new stupid

    Perennially staying busy robs us the opportunity to pause and really pay attention to the environment around us and stay in touch with the way we feel on a moment to moment basis.

    Mindfulness Hack #2: Be disciplined about switching off from external impulses – devices, work, people, etc. Meditation is a great way to connect deeply with our inner world.

    • Being judgmental 

    Often times, we tend to judge our thoughts and apply various labels on them – good, bad, ugly. Staying at the surface level and reacting prematurely doesn’t help us see the connection between the stimuli and the response. Accepting thoughts with a level of equanimity and suspending judgment, on the other hand, helps us see the connection clearly. When we take the position of an observer, we also realize that thoughts are fleeting and they don’t have as much power over the way we feel or act.

    Mindfulness Hack #3: Keep a journal to record your thoughts, your reactions and notice if there are recurring patterns.

    To sum up, mindfulness may not help us identify what our next thought is going to be but it sure can help us come up with the best response to the thought. Let’s be sure that it takes deliberate practice over a period of time to get out of the auto-pilot mode and enjoy the freedom that exists between stimulus and response. When practiced regularly, mindfulness can positively shape our emotions, actions, habits, and ultimately, our destiny.


    rajiv jayaramn transprent logoAbout the Author

    Rajiv Jayaraman Founder-CEO, KNOLSKAPE ; Author: Clearing the Digital BLUR, TEDx speaker, Chief People Officer, Talent Transformation.

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  • June 24, 2020 - Comments Off on Developing Emotional Resilience

    Developing Emotional Resilience

    developing emotional resilience

    Developing Emotional Resilience

    We all get 'life lemons' from time to time, don't we? - health issues, relationship troubles, career issues, financial constraints, existential dilemmas, etc. How do we make lemonade or lemon pie or anything else that tickles your fancy with them? In other words, how do we develop resilience to adversities and setbacks?

    Martin Seligman, the famous psychologist, speaks about the 3 Ps that prevent us from mustering courage, healing, moving on, and finding joy.


    We tend to personalize the issues we face. This can take multiple forms - Why me? or I'm a failure or what will others think of me? or I must have had a role to play with this or I deserve this. We get into a negative loop that becomes difficult to get out of.


    We tend to think that the issue at hand will last forever. Sometimes, they do (as in the case of loss of a loved one). But then, life finds its own equilibrium post the event. That's why we hear people say "This too shall pass". Nothing remains constant in life, let go and go with the flow.


    We tend to magnify issues and think that adversity or failure in one area of life is all-encompassing. We forget to remain grateful for what we do have, small pleasures that make our lives rich, and the support/guidance we are getting on a constant basis.

    While there are 3 Ps to overcome, there is one P to totally embrace - Purpose. I find that people who have a strong sense of purpose tend to deal with adversities a lot better than others who don't have a strong "why". As Nietzsche elegantly says, "He who has a why to live can bear almost anyhow."

    Every adversity shows up as a learning opportunity. We have a choice to make - will we learn and grow out of the situation or will our spirits be crushed? So the next time life throws a lemon, overcome the 3Ps and learn to make lemonade 🙂


    KNOLSKAPE creates experiential solutions that transform your organization into a modern workforce. Our core belief is that desired business outcomes are achieved best with an engaged workforce, but traditional methodologies for doing so require a new, more updated approach. Keeping with this philosophy, we develop engaging, immersive and experiential solutions for talent assessment, development, and engagement.


    rajiv jayaramn transprent logoAbout the Author

    Rajiv Jayaraman Founder-CEO, KNOLSKAPE ; Author: Clearing the Digital BLUR, TEDx speaker, Chief People Officer, Talent Transformation.

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  • June 22, 2020 - Comments Off on Custom Learning Trends to Watch Out for in 2020

    Custom Learning Trends to Watch Out for in 2020

    trends to watch out for in custom learning in 2020

    Custom learning has proved to be a very effective learning method. Consequently, the demand for custom learning is consistently growing. People are getting used to personalized solutions which is why they find custom learning more appealing. Not every learner responds well to the same techniques.

    The Gates/RAND Studies have tested 11,000 learners for the effects of personalized- learning approaches. The results have shown that the longer students experienced “personalized-learning practices,” their achievement grows more. Through custom learning, the goals and needs of individual learners are recognized and prioritized. When instructions and training are tailored to address those goals and needs, the result will be more noticeable. For that reason, custom learning and emerging trends are under the watchful eye of anyone interested in improving their learning methodology.

    Martin Seligman, the famous psychologist, speaks about the 3 Ps that prevent us from mustering courage, healing, moving on, and finding joy.

    The Benefits of Implementing Custom Learning Trends in 2020

    Keeping up with trends is relevant in every industry. As trends come and go very fast nowadays, you need to be in the loop of information that is valuable to your niche.

    Implementing custom learning without following the trends can make your services outdated. The learner’s experience will be complete only if you implement the trends in your learning platforms.

    The following trends will mark the year 2020 and you simply can’t overlook them. They will introduce you to some techniques and advancements that will improve the custom learning.

    However, you need to keep in mind that not all trends need to be accepted and implemented blindly. The purpose of educating yourself about the trends in custom learning is to overview the type of advancement you can make in your learning platform.

    Before you introduce innovation in your custom learning service, consider these aspects:

    1. How relevant the trend is for your learners?
    2. How the trend will align with learners’ expectations and goals?
    3. How the trend will align with your plans for custom learning improvements?

    Now, that we’ve got that covered, let’s get straight to the trends that can be a huge step forward for your custom learning platform.

    Top Trends in Custom Learning in 2020

    • Microlearning

    Microlearning puts the emphasis on short-form, drop-in-drop-out learning rather than long-term commitment requirements. The research shows that microlearning makes the transfer of learning 17% more effective.

    The reason why is that learners feel a greater feeling of accomplishment. It is easier to focus on smaller portions of learning material so the learners’ results will be better. When learners get to repeat the content at certain intervals the knowledge is cemented in their long-term memory.

    Additionally, each section puts certain notions in focus and it is easier to pinpoint which parts are harder for learners' to grasp. Microlearning is a trend that has seen a notable difference in learners' results and should definitely be considered for improving custom learning plans.

    • Mobile optimization

    The trend of adapting learning to mobile devices is something that you could've seen coming. This trend is simply a result of users’ demand.

    The average American spends more than 5 hours on their phone. People's addiction to mobile phones has inspired entrepreneurs and innovators to make their services mobile-friendly. Custom learning is no exception.

    Mobile optimization in custom learning refers to the facilitation of on-the-go learning via a specialized app and responsive website design. The goal is to make the materials and learning experience available on mobile devices.

    Amanda Dignan, UX design technologist at Studicus and TrustMyPaper explains: “With mobile-optimized custom learning, people will have a better chance to stick to their learning habits. They will have a chance to access the material whenever they have the time. Whether they are on the bus, taking a break, or sitting on their front porch, the learning materials will be in the reach of their hand.”

    • Collaborative learning

    Engaging learning environment makes learning less tedious and more effective. With that in mind, collaborative learning is one of the trends that deserve our attention.

    Collaborative learning means that there is interaction, discussion, and teamwork with other learners in the course. The engagement will encourage learners to be more present and think logically.

    In collaborative learning, learners have to organize themselves and communicate consistently. This gives them an opportunity to develop their leadership skills, self-management skills, as well as communication skills.

    Studies have shown that collaborative learning can also lead to higher involvement and better retention of knowledge.

    Many organizations have already invested in making their learning platforms more collaborative and social. The LXPs (Learning Experience Platforms) and The NextGen LMSs both leverage collaborative learning.

    • AR/VR utilization

    AR/VR can be seen everywhere. The technology is taking off and we can't ignore its impact on custom learning.

    Augmented Reality (AR) and Virtual Reality (VR) used to be an idea of the future and the cost was corresponding. With their immersion in different fields, the price is dropping and becoming more realistic.

    In custom learning, mixed reality technology can be used to augment the learning process. It can add an edge to traditional learning forms.

    Adobe Captivate 2019’s VR capability is a great example of this trend. They explained what the tool can bring their users:

    Imagine if you could send your students of art and history on a virtual field trip to The Louvre or simulate high-risk emergency situations to train your first-responder teams. Design immersive learning experiences that can be delivered via popular VR headsets (e.g. Google Cardboard, Samsung Gear VR, etc.) to replicate real-life scenarios.”

    Whether you are for or against VR, you can’t deny that this is an impressive innovation.

    • Personalized learning analytics

    In order to improve the impact of training, analytics can be a crucial addition. Personalized learning analytics allow the learner full access to personal performance data all for more efficient future learning.

    Access to their performance will help the learner to identify their weak and strong spots. Based on the information, they can work on continuous improvement.

    The actionable insight will improve learners’ motivation, engagement, and facilitate the application of learning. James Kushner, an analytics expert at BestEssayEducation explains why personalized analytics is an important trend for 2020, “There is no more denying of how important analytics are for learner’s experience. Through analytics, learners are able to follow their educational journey, pinpoint their common mistakes, and focus on not repeating them.”

    • Learning personalization

    Learning can be personalized in many ways. Missing out on this opportunity is not acceptable anymore. Some of the ways of learning personalization are:

    • Back-end assistance – Learners are provided with back-end information and help on their demand.
    • Curation – Content curation offers relevant content to the individual learner. The content will also be offered at the moment of the learner's need.

    Support for learners via trained tutors and experts – Tutors and experts can clarify any confusing notions. They can also further explain the material that troubles the learner.


    Custom learning is here to stay but that doesn’t mean that there are no changes. The above-mentioned trends are reshaping the custom learning into a highly personalized experience for learners. Their importance lies in the value that they add to custom learning. If you wish to take your custom learning platform to the next level, these are the solutions that you should turn to.


    KNOLSKAPE creates experiential solutions that transform your organization into a modern workforce. Our core belief is that desired business outcomes are achieved best with an engaged workforce, but traditional methodologies for doing so require a new, more updated approach. Keeping with this philosophy, we develop engaging, immersive and experiential solutions for talent assessment, development, and engagement.


    About the Author

    Nicole Garrison is an experienced freelance blogger whose versatile scope of interest includes topics such as digital marketing , web design, and professional growth. Her main goal is to use his passion for writing to always provide high-quality, reliable and well-researched pieces of content. She’s currently working as a writer at Supreme Dissertations.

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  • May 11, 2020 - Comments Off on Best Online Communication Tools For eLearning Teams

    Best Online Communication Tools For eLearning Teams

    best online communication tools for elearning teams

    About the Author

    Nicole Garrison is an experienced freelance blogger whose versatile scope of interest includes topics such as digital marketing , web design, and professional growth. Her main goal is to use his passion for writing to always provide high-quality, reliable and well-researched pieces of content. She’s currently working as a writer at Supreme Dissertations.

    #eLearning is a trend that has been around for years but it's only continuing to grow and improve. More and more companies, institutions, and teams are turning to eLearning as a form of introducing changes or adopting new skills and knowledge. In fact, by 2025 the eLearning industry is predicted to be worth $325 billion.

    Therefore, it’s obvious that this is a growing industry. This is why it’s no wonder there are dozens of online communication tools you can use for eLearning. To help you make the right choice, we’ve put together a list of the best online communication tools for eLearning teams.

    Let’s take a closer look.

    Why Use Online Communication Tools For eLearning Teams?

    eLearning has completely changed the way we receive or transfer knowledge. Unlike traditional learning methods, eLearning has brought some benefits to the table.

    Here are the strongest advantages of using online communication tools for eLearning teams:

    1. Time-saving:

      Students get to learn from the comfort of their office chair, home, or any location they choose. No need to travel.

    2. Interactive classes

      Unlike offline learning, here you have a direct connection to an expert who can resolve your doubts and answer your questions.

    3. Affordable

      eLearning is cost-effective due to the reduces resources you need to use (travel, accommodation, course materials, etc.)

    4. Re-taking lessons

      You can re-take a lesson to ensure the knowledge sinks in, unlike with the traditional form of learning where you only get to sit in a lecture once.

    The benefits of eLearning are numerous. Once you choose the best eLearning tool, you’ll be able to experience the full perks.

    What Are The Best Online Communication Tools For e-Learning Teams?

    Now, let’s take a closer list at the best tool for e-learning available today.

    • Podio

      Podio is an online collaboration tool that can ensure your eLearning team is in sync. It's designed to cultivate transparency and make it easy for each team member to participate equally.Podio offers features such as:

      • assigning projects & assignments
      • sharing project details such as the deadline or project manager
      • attaching files
      • open conversations on the project
      • Podio mobile app


    • You can access Podio using the app, wherever you are and it will stay synced across all your devices. You can share files, break down tasks and assignments and get immediate support from other team members in case you need it.Podio will make the learning and the teaching process easier and will support it from beginning to end.


    • Asana

      Another great platform for eLearning teams to use and collaborate on is Asana. This work management platform ensures the eLearning team stays on the right page and focuses on the same goals.

      Here’s what makes Asana highly recommended:

      • easy to plan and structure assignments, projects, and tasks
      • allows assigning task priority
      • gives a visual timeline representation of the upcoming work
      • helps the team stay in sync

      Asana helps communicate the right message to the right people and assign tasks that are easy to understand.

      The visual representation of the tasks will help team members keep track of their lessons and assignments, as well as help them prioritize each step of the process.

      It prevents the team member from getting confused, slacking, or falling behind the rest of the group.


    • Skype

      Skype is one of the oldest and most widely-recognized communication apps out there. With its advanced options and trustworthiness, it’s perfectly fit for eLearning teams to use and collaborate on.

      Skype allows users to:

      • have live video calls, one to one or group ones
      • share your screen while on call
      • share files
      • chat
      • record the lesson to share or review it later

      When sharing files with the rest of the team, make sure that you’ve double-checked it and proofread everything. In case you need help, check out Grab My Essay, Grammarly, or Wow Grade.

      So, Skype allows you to create and share a conference call, or participate in a live lesson wherever you are. And, you can access Skype from any device that has the app.


    • Trello

      Trello is another favored tool for eLearning and online communication of teams. It’s suitable for those online lessons that are complex and require great organization skills.

      Trello is based on boards, lists, and task cards. These features make sure the lessons are:

      • organized
      • divided into sections
      • open for adjustments and changes

      All team members will be able to access the eLearning projects from a device of choice and keep up with each project assigned.

      Each project is open for adding attachments, leaving comments and there’s a due date clearly stated. Everything the team members need is in one place.

      Planning, organizing, and conducting eLearning is made simple with this collaboration tool.


    • Slack

      Slack is a team collaboration tool with a truly unique and special approach. As they say it, they focus on team-first instead of individual-first approach.

      Slack is based on channels. These channels make sure that every member of a team has all the necessary information they need for participating in the project.

      So, for each segment of an upcoming lesson and each step in the learning process, there will be:

      • a channel created for all members that need to be informed
      • files, messages, and updates shared with everyone
      • open comments and conversation on the channel, on the subject matter

      Team members can be a part of different channels, depending on their needs, interests, and learning journey.


    • Microsoft teams

      Microsoft Teams is another top-notch collaboration platform that can turn the eLearning process into a smoothly running process.

      It comes with major benefits and we’ll break them down for you. Here are some of the best features that Microsoft Teams offers:

      • hosting audio or video calls for up to 10.000 members
      • screen sharing
      • note-taking during the call
      • recording the sessions
      • live chat
      • using integrated third-party apps for an improved experience.


    In addition, there's a subcategory of Microsoft Teams called the Microsoft Teams for education. This platform is designed specifically for online learning and with the teachers and students in mind.

    Teachers get to:

    • create and share files
    • establish direct communication with students using chat, video calls, or meetings
    • share elaborate feedback on assignments and projects
    • create a grading system

    It’s a platform designed to make remote learning easy and practical.


    Final Thoughts

    As you can see, there are some brilliant, easy-to-use, and highly efficient online communication tools that can be used by eLearning teams. Each tool offers something unique and allows you to mold your lessons accordingly. Choose the tools that fit your needs best and start using it to improve your eLearning efforts. You'll be able to see the improvements almost instantly.



    KNOLSKAPE creates experiential solutions that transform your organization into a modern workforce. Our core belief is that desired business outcomes are achieved best with an engaged workforce, but traditional methodologies for doing so require a new, more updated approach. Keeping with this philosophy, we develop engaging, immersive and experiential solutions for talent assessment, development and engagement.

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  • January 27, 2020 - Comments Off on Coaching Series Part 2: The art of peer coaching for greater returns

    Coaching Series Part 2: The art of peer coaching for greater returns

    the art of peer coaching for greater returns


    In part 1 of this series, I shared some of the insights I derived from aspiring coaches regarding their fears and apprehensions with the coaching experience and process. My experience brought to light that even with all the tips, tools and techniques that a coach can aspire to possess, a major barrier to the coaching process and experience is the confidence and reservations of the coaches themselves.

    In this blog, I want to talk about another dimension to coaching. Thus far, we have seen coaching as an important tool that managers can use to improve the performance of their team. However, the onus of coaching need not lie with the team manager alone. What’s more? It SHOULD NOT lie with the managers alone, either. We must remember that coaching (in the professional context) entails helping an individual on a personal level as well as helping them perform as team members.

    Who better to understand the team’s dynamics than members of the team who work together on a regular basis? The opportunity to coach peers is one that comes along every day, however, most of us rarely take up this responsibility. Perhaps it is the lack of authority or recognition, or the inability to identify and accept such an opportunity that keeps us from coaching others. However, coaching is synonymous with helping, a crucial due diligence to be performed by every member of the team.

    If one were to look at the traits it takes to be a good coach, it is evident that these traits are not alluded simply to managers and leaders. They are basic human characteristics that do not understand an individual’s professional standing. Therefore, it begs the question – if you possess these traits, why are you not using them? Consequently, if you lack in certain traits, why are you not doing anything to develop them?

    Let’s take a step back. A preliminary concept already exists – peer coaching. The concept of ‘peer coaching’ has been popular for decades, and with good reason. Research shows that peer coaching can help drive performance, boost employee engagement and develop future leaders. A study conducted by Quantum Workplace found that employees who experience peer coaching are eight percent more engaged than employees who don’t.

    However, my problem with this concept is that is it strictly limited to developing knowledge and technical capabilities, i.e., there seems to be a stigma or fear in helping peers develop beyond what is necessary for a job for fear that it may jeopardize one’s own chances of growth. After all, the corporate world is often equated to a jungle, the motto of which remains ‘survival of the fittest’.

    It isn’t that simple, though. As John Donne once said, ‘No man is an island entire of itself; every man is a piece of the continent, a part of the main…’ In saying this, Donne wanted to convey a simple message – we need to work together to make things happen, and this isn’t always as simple as identifying the weakest member of the team to help them get stronger.

    Often, the challenge need not be with capability at all. It could have to do with confidence and motivation, which is another reason that peer coaching is likely to be more effective than having someone else, a manager included, be our coach. It is human nature to feel more comfortable with someone who we can relate to. Often, this is the person we consider our equal.

    Being a team player also means taking an interest and actively helping team members bring out the best in themselves. If that means that we must invest some time and effort into coaching our peers, then so be it. And this is rarely without reward. Peer coaching shows leadership, accountability, influencing abilities and ownership. Even if leadership doesn’t recognize this now, peer coaching helps in building character and capabilities. Sooner or later, it is going to give us big returns.

    So, what does it take to be a peer coach?

    Offer to help.

    As peer who work together on a regular basis, we are likely to have better insight into the personal attributes, areas of struggle, and conditions that our team members are dealing with. We often see team members struggling with something – could be a mental block, or challenges with prioritization, difficult clients, or even personal barriers that prevent them from performing efficiently on the job.

    Often, we recognize these challenges because we have been in similar situations ourselves, and our ability to be empathetic is high. Therefore, we are better poised to relate to our team members and offer them an environment that supports positivity. All it requires is a simple, genuine gesture of offering to help.

    Pitfall - In an overzealous move to help and support, we can come across as forceful. Help can go a long way, but only so long as the other person is willing to accept it. Recognizing the problem as a third person and understanding that there is a problem as the person at the centre of it are two different things. Just because I have realized that you have a problem doesn’t mean that you have realized it or are willing to accept it yourself. Nobody appreciates a holier-than-thou or a know-it-all attitude. So, if someone doesn’t want your help, take a step back, but make sure you keep a close eye on them. They will either solve their problem or ask for help at some point in the future, where you can appropriately step in.

    Enrich Trust.

    Trust is the most important part of any coaching relationship. To be able to help an individual, they must trust you. Therefore, before attempting to coach someone, you must identify the degree of closeness and comfort that the person feels towards you, and how much they trust you. This is important as trust is the foundation of every strong relationship.

    This may not be an easy task, but it isn’t impossible either. Author David Maister, in his book, ‘The Trusted Advisor’ illustrated an equation that could potentially help us assess our trustworthiness, as perceived by another person, to help build strong relationships.


    • Credibility is established in the words we speak. Are we being honest and transparent? Do we have something to say that the other person can learn from and/or relate to?
    • Reliability is established in our actions. Are we able to walk the talk? Are we coming across as genuine and consistent?
    • Intimacy is established in the level of safety and security that a potential coachee feels when engaging with us. Are we able to make the other person feel comfortable with us? Does the other person feel like they can open up to us?

    To be considered highly trustworthy, it is important that our levels of credibility, reliability and intimacy with the other person are high.

    Finally, self-orientation refers to where our focus lies. Are we more focused on our own wants, desires and expectations? Do we let ourselves get distracted when building meaningful relationships with others? Are we able to display genuine interest in the team member we are coaching? To be considered highly trustworthy, it is important that our self-orientation is low.

    Pitfall – Don’t assume that just because you work together and may talk to each other while at work that the person you are attempting to help trusts you with their problems. While you may share office gossip with each other, eat lunch together and know of each other’s weekend plans, that doesn’t mean that your potential coachee will trust you with their problems. Remember, it is engrained in many of us to not display our weaknesses or struggles at work for fear that it may impact our career growth.

    It is also important to remember that the coaching conversation is not about the coach, rather the person being coached.

     Become accountable.

    When deciding to coach anybody, we go on their journey with them. This is especially true when coaching peers, as their mental state and performance can directly impact our goals at work. Any win for our coachee is a win for us and the larger team, business unit and organization we both belong to. Therefore, ensuring that we take accountability for any struggles and fallouts that our team members endue is crucial.

    Pitfall – When we take accountability for someone, it is human tendency to want control. In a coaching relationship, however, we do not get control as coaches. Our role is to give guidance and act as safety nets or cheerleaders, ready on the sidelines for every failure as well as success. It is important to constantly keep ourselves in check, because our instinct to take over and control the situation can take over. Don’t let it. Practice self-awareness and, more importantly, self-control.

    Ask. Don’t answer.

    The logical/rational parts of our brain always know the solution to any challenge we may face. Unfortunately, in the midst of unpleasant, tough and emotional experiences, emotions take over. For as long as we allow emotions to control us, we are not going to be able to solve any problem. This is true for all human beings. As coaches, it is our responsibility to talk down the heightened emotions our team members are facing.

    The best way to do this is to facilitate their realization of the emotions they are feeling, allowing them to clear their head off the emotional fog that has overtaken them. Once they are thinking more clearly, it is far easier to talk them through the situation logically and help them arrive at a solution. Remember – the key word here is HELP. Our team members need to put in the effort to overcome the challenges they face.

    This can be a difficult task for both the coach as well as team members. But look at it this way – when are you more likely to accept or believe something? Is it when someone tells you about it or when you come to the realization yourself?

    Pitfall – It is human nature to want to provide answers. We establish a powerful coaching relationship with someone partially because we come across as credible. Our team members may see us as a source of all the answers, and often, they may also want us to just give them all the answers or solve their problems entirely. This is not fruitful. There is no learning, as a result, no evolution. Coaches are not problem solvers. We are support systems that provide guidance and support. So, as painful as it may be to bite our tongues and watch someone close suffer, giving them the answers to their problems is far more detrimental.  

    Coaching, by no means is easy, but it is necessary, as illustrated in Part 1 of this series. Off all the people that can potentially coach someone, peers tend to have the most success. As peers, we are more aware of our team members’ personalities, needs, desires, motivations and the challenges they face. Therefore, establishing a trust-based relationship which facilitates the coaching experience is far easier as well. Keeping in mind the aforementioned elements guarantees a successful coaching relationship, a more cohesive team, higher morale, and, ultimately, greater performance. The most important thing to remember through it all is to keep judgement out of it. Just because we are coaching someone doesn’t make us better than them. It simply puts us in a position to help someone, who might return the favor in the future. After all, belief in someone can go a long way, with many unexpected rewards.

    In part 3 of this series, we will look at the impact that belief can have in the coaching process, coaching experience, and most importantly coachee confidence and performance.


    coaching sim

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  • January 22, 2020 - Comments Off on Six L&D Strategies To Adopt and Become a Future-Proof L&D Team

    Six L&D Strategies To Adopt and Become a Future-Proof L&D Team

    L&D Blog-2

    Donald Fomby -author

    In the 21st century, we have seen a great shift in the challenges modern organizations face. Instead of the previous issue of talent acquisition and management, one of the burning questions today is employee retention.

    With high-quality Employee Value Propositions (EVPs) and perks, the goal of modern organizations is to make employees engaged, independent, empowered and valued.

    This is especially prominent with millennials being a large part of the global workforce. It's a generation that's notorious for career-hopping and swift job changes. By 2020, half of the American workforce will be comprised of millennials. In many countries, like India and Indonesia, the millennial cohort has already surpassed the other generational groups within the workforce.

    Companies are quickly adapting to this change and the insight that millennial employees prioritize learning as one of the key EVPs they look for in a company. According to Research and Markets, online training is currently provided by 77% of US companies.

    To stay ahead of the curve and come up with the best innovative ideas for L&D in your company, here are some of the best examples of key characteristics of modern L&D departments:

    1. Support Peer-to-Peer Learning

    A great way to set up effective learning and development strategies in the office is to promote peer-to-peer learning. Well, this method is not new. But it still works perfectly for both big and small organizations. Today, this method is practiced all over Silicon Valley with some of the top companies like Google and Amazon.

    At Google, the peer-to-peer learning and training program is called G2G (Googler-to-Googler). This training structure currently hosts 80% of all tracked training sessions at this company. This means that peer-to-peer learning is Google’s number one resource for learning and development.

    Google’s approach is great for promoting a company culture that places a high value on learning. This is done by making the employees aware that they have a right and need to learn. G2G is also a great program because it allows Googlers to give back to their colleagues and share their knowledge with people who they work with.

    Facebook also has a peer-to-peer learning program called FLiP (Facebook Leadership in Practice), in which leaders and managers receive coaching and feedback from their peers. It consists of team-building exercises, peer-to-peer feedback sharing sessions and executive coaching.

    2. Personalize the Learning Experience for Individual Employees

    Modern HR practices are all about approaching the employee as an individual and personalizing the company’s approach according to employee needs, traits and preferences. This is also valuable in the L&D program.

    One company that stands out with personalized learning and training sessions is Facebook. According to the company, the organization culture “fosters a culture of continuous learning”.

    The L&D program at Facebook is designed to approach each employee personally and provide an individual learning course. Every new engineer who joins the company goes through an intensive six-week program called Bootcamp.  The program helps to immerse the new engineer into the Facebook codebase and gives the new employee greater flexibility in choosing a project.

    A small number of rotating senior engineers work as mentors and coach new engineers. The mentors are responsible for reviewing bootcampers’ codes and answering each and every question that new engineers might feel ashamed to ask. Senior engineers from across the engineering teams also help new employees to learn. They give a bunch of tech talks on a broad range of the technologies that Facebook uses. And most importantly, the vast majority of bootcamp graduates agree that diving into the code with personalized support is the best way to learn.

    A highly personal approach is also reflected in Facebook’s Engage Coaching Program. This is a program designed for new managers, who are connected to an executive coach as soon as they go through onboarding. With an emphasis on management skills and organizational strategies, the executive coach helps new managers to shine at their new roles. This program involves using case studies, coaching circle exercises with executive team members, and team-building activities.

    However, it’s worth mentioning that personalization is not about coaching and mentoring only.  It’s also about the usage of simulations and other immersive games. Simulation-based learning helps to create a more active, productive environment in which it’s easier for employees to gain first-hand knowledge of tools, programs, and devices. Simulation allows learners to test actual sample scenarios and situations and to learn from their personal mistakes.

    3. Learning through Fun Competition

    No matter how old employees are and what position they hold, they like to compete. It's just human nature. People tend to participate in competition not to get a specific reward but to satisfy the self-esteem need – to show that they are better and smarter than others.

    And that explains why gamification works effectively in the workplace. By using game-based elements like leaderboards, points, and badges, companies invoke the feeling of competition and engage employees in learning and development, without necessarily enticing learners with real-world, tangible motivations. In other words, Gamification promotes learning for the sake of learning, but in a fun and engaging manner (Tangible rewards are just a bonus!).

    Box, a cloud content management company, held a little L&D competition when they first started cooperating with Udemy. The name of the promotion was “25 x 25 x 25“, meaning that the first 25 persons to watch 25 minutes of Udemy courses would win $25 gift cards.

    Another example of a fun competition using Udemy courses is from the company Canadian Pacific. This railway company regularly uses Udemy courses to expand the skill set of their IT teams. To increase their motivation and add a bit of fun into the mix, the company organized a contest in teams where pairs competed in answering questions from learning courses on Udemy, with prizes for the winning team.

    You can introduce this to your employees as well because some people thrive in a competitive environment. Every time you turn something into a game, it's much more pleasurable!

    4. Introduce Interactive Learning

    New technologies give us unlimited possibilities for devising interesting and effective learning and development courses. That’s why many companies opt for interactive learning platforms to add a dimension of educational entertainment (or shortly “edutainment”) to their training efforts.

    The key benefit of the edutainment (“learning while you have fun”) concept is that having fun releases dopamine in the brain, which makes a person more receptive to the experience. Making education fun allows learners to immerse themselves in the learning process and have a more retentive, positive impact from their learning.

    A great example of edutainment is Slack’s Certification training, developed by the company’s Director of Learning, Kristen Swanson. The training program is inspired by Choose Your Own Adventure books, where users choose which actions to take and witness the consequences of their choices.

    “The Slack certification app gives people the opportunity to make bad choices and see what happens or to make good choices and see what happens”, Swanson said.

    The training starts with the user selecting a character, along with the description of his job duties and role. Upon starting, the user starts interacting with the chatbot to perform a particular task.

    5. Switch to Micro-learning

    Huge courses and seminars can be daunting for young employees for a few reasons. Firstly, such digital-age issues as shortening attention spans and distractions from smart devices negatively affect the way modern employees learn and work. Secondly, the recency effect (retaining the most recent piece of information the learner receives) and the primacy effect (retaining the first piece of information the learner receives) also influence the learning process.

    That’s why, according to psychologists and HR experts, you should offer L&D materials in tiny bits, and not in huge chunks of material. According to research, learning is most effective in small, highly focused sessions lasting from 15 to 30 minutes.

    There are many apps and online tools that have answered this demand for micro-learning, such as Grovo, TAG or Blinkist. We definitely shouldn’t underestimate the power of quick learning sessions, because they can easily build up to be even more effective than a huge quantity of information overloaded at once.

    6. Set up Learning Time Blocks Wisely

    The concept of  “setting up learning time blocks” was rather popular a few years ago. But today, Josh Bersin and other experts in the field say that this concept doesn’t work. They state that professionals are not able to set aside time specifically for learning and that they always prioritize their work over the learning process. Josh Bersin is advocating the idea of “Learning in the Flow of Work” as a primary learning solution for modern companies.

    But the truth is that there is no one-size-fits-all solution. It always depends on the company and the methodology it uses to train its employees. For example, US visual media organization Getty Images regularly holds “WeLearn Wednesday”. Each Wednesday, the company’s L&D representative shares a course recommendation through Slack, and that brings results.

    Another tactic that Getty Images used to motivate their employees to take a course was to post a photo of the company’s Chief HR Manager learning at his desk. The photo resulted in a significant increase in the number of employee course enrollments.

    If the “learning days” training structure seems to be inappropriate for your company, you should consider using the “learning months” structure. If the learning process in your company is predominantly experiential and immersive, you will see a significant increase in the consumption of self-directed learning.


    Using examples of best practices from top tier companies can teach you how to up your L&D game to the next level.

    By introducing new concepts and structures into the way your HR team handles learning and development, you can increase employee satisfaction and boost your employer branding. Make sure you keep up with all the recent developments in the industry because things are changing fast and there are new platforms and learning methodologies cropping up every day.

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  • January 20, 2020 - Comments Off on Micro-learning Part 2: Why Learning in the flow of work is disrupting the L&D space

    Micro-learning Part 2: Why Learning in the flow of work is disrupting the L&D space

    why learning in the flow is disrupting the L&D space


    In Part 1 of this series, we talked about Micro learning. In Part 2, we talk about another concept that has built over micro learning, called Learning in the Flow of Work. Before we get into understanding what exactly this concept means, we need to first establish why there is so much buzz around it.

    We are all aware of the current landscape under which organizations and businesses are operating. It is dynamic and it is constantly being disrupted thanks to digital technologies and their capabilities. While organizations are working towards redefining their business models, processes and systems, their L&D teams are working towards:

    • identifying new-age skills required by their workforce to support the new business scenario, and
    • developing learning strategies that will support the development of these skills and propel the organization towards exponential growth.

    Reimagining the people and learning strategy has become a business prerogative as 80% of CEOs’ believe that the need for new skills is the biggest challenge they face, according to research by PwC.

    With the rate at which change is taking place today, the employability gap is increasing significantly, as not enough professionals currently possess the capabilities to effectively operate in the digital age, seasoned leaders included. In essence, the global workforce must go through a cycle of mass unlearning and relearning and do so quickly. The challenge is, however, that organizations and their employees alike do not have the luxury of time for capability development. LinkedIn’s 2018 Workplace Learning Report supports this fact. Unfortunately, not partaking in the process is also not an option.

    The reality also is that while employees are geared to develop themselves, L&D teams aren’t as quick to jump on the bandwagon. Therefore, employees often take ownership of driving their own learning, and the source they usually go to is Google. We are so used to Google providing us any information we seek at the snap of a finger that we use Google incessantly, even when we know the answer to something. But this is also when we know what we are looking for.

    Now imagine that you need to learn something new. Google might have all the information you need, but you don’t know where to start your learning journey. Any attempt to start learning is often left unstructured and all over the place. It ends up being a trial and error process, and this can be time consuming and ineffective.

    This is where Learning in the Flow of Work (LFW) can prove to be fruitful. So, let’s understand the concept better. Learning in the Flow of Work, in the simplest sense, is making learning a part of everyday work. It works well as a learning method because it recognizes that for learning to effectively take place in the current business landscape, it must fit into the schedule of the employees, because, as we have already established, capability development is a necessity and time is of the essence.

    Now, a methodology such as microlearning has an element of technology involved. So, it is expected that a lot of concerns might be raised on its actual impact:

    • You could have employees who aren’t very tech-savvy, so how do you engage them?
    • Your mobile addicted employees are easily distracted by social media and notifications from other apps, so how do you get them to stay on the learning path?
    • Your employees are racing against time with their project deadlines and deliverables, so how do you empower them to make time to learn?
    • You may already have several different platforms that you use for communication, performance management and even learning, perhaps, so how are you going to get your employees to be a part of and engage on yet another platform?

    What makes Learning in the Flow of Work so convenient and powerful is that it:

    • is accessible on-demand,
    • allows learners to drive their own learning based on convenience,
    • is carefully curated to fit the needs of the learner, taking away the need for experimentation, and
    • Can easily be integrated with all sorts of existing digital platforms.

    In other words, Learning in the Flow of Work is an advanced and more effective take on microlearning.

    But how do you go about actually implementing this?

    Incorporating Learning in the Flow of Work in an organization effectively takes on the following considerations

    • Learning is embedded into existing platforms:
      1. Imagine you are in sales or marketing. Using a sales/marketing CRM is a huge part of the process, and you spend a significant amount of time on the platform. Marketing, Sales and Service Software provider HubSpot capitalizes on this by incorporating HubSpot Academy right on the platform to help users of the platform also develop their technical and functional capabilities
      2. Microsoft products are perhaps the most used professional tools today, with Microsoft’s comprehensive portfolio of Office 365. A notable mention from Microsoft’s portfolio is Microsoft Teams, a collaboration tool that provides a shared workspace for teams to chat, meet, share files and work with business apps. The software also allows for multiple other integrations with service partners to provide users a complete environment to learn, teach, work and be productive.
    • The content mix comprises 4 E’s that allows for multi-modal delivery of learning:
      1. Education – through in-classroom and virtual workshops, videos, etc.
      2. Experience – through developmental plans, checklist, job rotations, on-the-job assignments, etc.
      3. Exposure – through peer feedback, mentoring, coaching, etc.
      4. Environment – through tools, systems and infrastructure such as articles, books, games, e-learning courses, mobile applications, etc.
    • There is a shift in the way content is created, curated and deployed for maximum engagement:
    1. Learner capabilities, learning styles and learning needs can be understood to deploy well-curated, personalized learning.
    2. Content is chunked into sizeable bites the delivery of which is appropriately spaced to allow maximum absorption, retention and recall.
    3. Platform capabilities allow for tracking engagement and performance as well as automated follow-ups to propel learning

    This concept was introduced by Josh Bersin, founder of Bersin by Deloitte, and now the Josh Bersin Academy, the research and professional development academy for HR and business leaders. It has transformed the Learning and Development space and has CEOs and HR experts investing time into deciding the best way to implement this new learning methodology.

    Taking a cue from this new learning methodologies,  several organizations have found different means of incorporating learning into their employee’s day to day activities:

    1. Procter & Gamble: They believe in the ideology of ‘The fastest learner wins’, as to keep up with today’s trends and changing market conditions, one must be a fast learner. P&G has incorporated learning in the flow of work in it’s learning/training program as well - by providing easy access to information, performance support aids, and carefully curated training - which can be directly applied to work.
    2. Sainsbury’s: Usually, corporates implement those learning training programs that they think fit, or that they think is possible to implement effectively - without taking into consideration what is practicable or that can be applied in their employees’ day to day lives. At Sainsbury’s, they take time to realize the practical difficulties that the employees face and come up with learning platforms/solutions based on the same.
    3. Banco Santander: The organization’s goal is to create corporate learning experiences that match high quality customer grade experiences. To do so, the organization works towards creating learning in the flow of the work ecosystem, which allows the workforce’s capabilities to be developed at scale.

    Has the concept of Learning in the Flow of Work got you thinking about your own learning practices? Think it’s time for an upgrade?

    Maybe KNOLSKAPE can help.

    You may know this – KNOLSKAPE has, since our inception, worked towards transforming the landscape of learning and helping organizations stay ahead of the curve in developing employee capabilities.

    What you may not know is that in our current endeavor towards this goal, we have launched AktivLearn Passport. Leveraging the world’s largest library of online business simulations, rich talent intelligence and a cutting-edge experience platform, Passport helps leaders and organizations build current and future capabilities to take their businesses towards 10x growth.

    A three-step model will have you deploying the Learning in the Flow of Work methodology in no time. Using a wide variety of courses on leadership development and future skills, through a multi-modal delivery channel, empower your leaders to:

    • Lead the NOW and the NEXT seamlessly
    • Make quantum leaps in capability development
    • Become continuous learners

    Make this possible for your learners and talk to us today.

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  • January 14, 2020 - Comments Off on Micro-learning Part-1: Why all the fuss around Micro-learning makes perfect sense

    Micro-learning Part-1: Why all the fuss around Micro-learning makes perfect sense



    Skill development and keeping one’s self abreast with the latest developments in the market has become the need of the hour. Constantly learning and the need of the learner to absorb information in the simplest, most time-conserving way possible has become imperative. Organizations have recognized the varied needs of the learner today. This is where microlearning comes into play.

    To keep this simple, micro-learning is a concept wherein complex or time-consuming concepts are broken down into units. This makes it easy to consume by the learners as the focus is on short, specific topics, which in turn makes retention easy. The reason for the development of the microlearning concept is due to the increased inefficiency of the traditional learning methods, such as classroom lectures, memorization and a one-size-fits-all learning method.

    Let’s dive into the various other reasons that traditional learning methods are no longer effective:

    • Lack of productivity: While it is still a common practice among corporates across the globe to send their teams to day-long learning sessions, it has been proved time and again that the amount of information that is actually retained by the employees, or their takeaways from the sessions have been found to be far more negligible in comparison to the time wasted in not being productive at work. In fact, a Brandon Hall report on eLearning within corporations found that e learning boosts retention rates by 25 to 30% in comparison to 8 to 10% , with traditional learning.
    • No established correlation between productivity and traditional methods of learning: While lectures and seminars have existed in the learning and development space and have been the most common method of teaching or training, a direct connect between the two has not been established. It has thus become imperative to find methods of learning and emulating the habit of learning through real time methods and experiences, which have been found to be far more effective and engaging. Recently, there have also been cases where a direct correlation between productivity and micro-learning.
    • Environmental impact:  Studies have found that online mediums or other real time sources of learning such as SAP Enable Now, Whatfix and Workday Guided Tours equate to an average of 90% less energy and 85% fewer CO2 emissions per learner than traditional learning methods.

    It has thus become imperative for corporates to follow learning methods which have been proved effective over time, while it does not deter the employees from their work, so that productivity is not lost. Microlearning can prove to be an effective substitute to much of the learning that is traditionally done in the classroom, which is why major corporations are investing heavily in it:

    1. There is a better retention of concepts that are being taught.
    2. Employees are able to transfer the concepts being learnt, and directly use the same to address challenges in the workplace.
    3. Corporates save on a lot of time and resources by diverting more of the same to strategic functions, thereby increasing productivity.
    4. Microlearning can be deployed at scale without compromising on the learning experience across learners.

    Implementing Micro-learning in your organization:

    The operations in an organization are multifold, so to draw your attention to how micro learning can be implemented to critical areas of operation in your organization, let us break it up into different aspects:

    1. Onboarding: Onboarding is a very critical activity- both from an employer and employee’s perspective. It has a bearing on the longevity of the employee’s career with the organization, performance etc.


    2. Operations: It has become the need of the hour to find solutions that cut investment of time and increase efficiency, and corporates have realized that incorporating learning as part of the organizational system is the only way to sustain, let alone grow. Micro learning has found an effective solution for the same.

    23Customer delight: Businesses are increasingly looking to find ways and means to address customer requirements and are in constant pursuit of finding the perfect mechanism which can be implemented in their companies.

    4. Growth and development: Lastly, every organization looks to integrate the growth of the organization along with the development of their talent pool. Micro learning solutions for the same have been found to be very effective.


    Learning is an evolving process, and it has taken many forms over the years. While micro learning has broken down learning into small units, another concept that has made learning even more effective is Learning in the Flow of Work, popularized by Josh Bersin - which is a concept that recognizes that for learning to really happen in a corporate space, it must fit around and align itself to the work schedules of employees.

    In the next part of this series, we will be exploring this idea, how it has helped organizations transform their learning techniques, and the advantages of this concept with real-time examples.

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