Why Role Playing is Critical 

Why Role Playing is Critical 

Dear HR, Training and L&D Departments, Why Role Playing is Critical Role playing is a powerful learning tool, because of it's power, it has the ability to cause harm in addition to encouraging learning. Here are some points to consider: Role playing without EXPERT individual feedback is just as likely to reinforce wrong behavior as right behavior. Where role playing situations are highly charged (e.g. dealing with yelling and angry customers), role playing tends to devolve into laughing and discomfort, which tends to ruin the learning experience. Role playing should occur only when learners are familiar enough with how they are supposed to practice and behave, or else they will practice the "wrong behavior". Until our next learning article, Happy Learning. TLMM Quote for February 2020: Behind every great idea, 10 things won't work! Do it again !  Regards, Cheryl Lourdes & The MatchMakers We Consult, Match & Screen Best Expert Trainers in Town!  TLMM' recent validation since started in 2010: Award Winner 2015 for Best Background Screening Provider By Human Resource Vendor Award Winner 2017 for HRD Movers and Shakers Best Innovation Practices in Learning and Development Award Winner 2017 for Best Background Screening Provider By Human Resource Vendors

Is MICRO Learning for Everyone?

Is MICRO Learning for Everyone?

Dear HR, Training and L&D Heads and Teams, We have all heard the learning jargons of 'MICRO and MACRO Learning'. Is this for everyone? How would you know? Here are some tips TLMM wishes to share based on our findings Is MICRO Learning for Everyone? 1. Analyze your training needs to determine if microlearning will work for you. 2. Microlearning can fit in different stages of the learning stage. Basically, you need to have a checklist for each stage to check if microlearning will be a suitable fit. 3. Before training, you can use microlearning to inform your employees about what they can expect from the course. This can be in the form of videos or infographics. This will motivate employees to take up the course and engage them before the actual training begins. 4. During training, microlearning can be used to introduce a behavior that must be changed or to introduce and teach new skills. It can also be used as part of a blended learning approach to reiterate what has been learned.  5. Post-training, microlearning is the ideal solution when you need to reinforce what has been learned. Microlearning modules can serve as refresher courses and also act as reference materials that learners can access. Until our next learning article, Happy Learning. TLMM Quote for February 2020: Behind every great idea, 10 things won't work! Do it again !  Regards, Cheryl Lourdes & The MatchMakers We Consult, Match & Screen Best Expert Trainers in Town!  TLMM' recent validation since started in 2010: Award Winner 2015 for Best Background Screening Provider By Human Resource Vendor Award Winner 2017 for HRD Movers and Shakers Best Innovation Practices in Learning and Development Award Winner 2017 for Best Background Screening Provider By Human Resource Vendors

How do You Promote Continuous Learning

Dear HR, Training and L&D Heads and Teams,  The modern learner needs to develop continuous learning, hence TLMM has divided our sharing to 3 areas: The Individual learning habits, The Managers and the Teams. How do You Promote Continuous Learning Individuals need to take responsibility for their own continuous self-improvement, learning and development to stay relevant in their jobs – and not rely on being spoon fed by their organisations – hence developing the skills for modern learning will be key. Having personal and relevant learning experiences will be important, rather than relying on a one-size-fits all, sheep dip approach to training. Managers need to take (much more) responsibility for the growth and development of their people in their daily working lives – and not just pass this off to their L&D department. it means valuing non-training ways of learning, adopting modern learning practices themselves, and encouraging the sharing of knowledge and experiences in their teams Teams need to stop trying to “command and control” workplace learning. After all they can no longer provide and manage everything everyone needs to learn to do their job and prepare them and the organisation for the future. Their work will need to be more about supporting building, enabling and supporting this new organisational learning culture and mindset.                 In summary: Adopting modern workplace learning mindset will not mean imposing some top-down change management program, rather it will mean L&D having a new relationship with the business. Until our next learning article, Happy Learning. TLMM Quote for February 2020: Behind every great idea, 10 things won't work! Do it again !  Regards, Cheryl Lourdes & The MatchMakers We Consult, Match & Screen Best Expert Trainers in Town!  TLMM' recent validation since started in 2010: Award Winner 2015 for Best Background Screening Provider By Human Resource Vendor Award Winner 2017 for HRD Movers and Shakers Best Innovation Practices in Learning and Development Award Winner 2017 for Best Background Screening Provider By Human Resource Vendors

Action Based Learning Strategies - Part 3 (Triggers)

Action Based Learning Strategies - Part 3

Dear HR, Training and L&D Champions, Action Based Learning Strategies - Part 3 (Triggers) TLMM ends our last sharing on how to continuously trigger what has been learnt in the classroom.   > Do not rely on your Level 1 and Level 2 forms/ or post questions..but sustain learning and keep your employees excited about what the last training program they learn only by strategising 2 Triggers 1. Push notification emails to all learners Send reminders  push notifications based on progress to keep employees motivated. > send 3 days after training, 7 days after training, 14 days after training and 21 days after training. >Send what:  The tools learn/The tips to be applies (request this from your trainer) 2. Reminder emails to disengaged learners (to find out who are the disengaged through trainer observations) > Send reminders and alerts to employees who are not completing their habits or fall behind.  A quote to remember by - Josh Bersin, Industry Analyst and Founder of Bersin by Deloitte “ When you study alone, you typically remember 28% of what you learned after two days. When you repeat the material, you remember 46%. But when you use it, answer questions about it, and interact with others, you remember 69%” Until our next learning article, Happy Learning. TLMM Quote for January 2019: Stay ahead on TOP! Regards, Cheryl Lourdes & The MatchMakers We Consult, Match & Screen Best Expert Trainers in Town!  TLMM' recent validation since started in 2010: Award Winner 2015 for Best Background Screening Provider By Human Resource Vendor Award Winner 2017 for HRD Movers and Shakers Best Innovation Practices in Learning and Development Award Winner 2017 for Best Background Screening Provider By Human Resource Vendors

Action Based Learning Strategies - Part 2

Part 2 Action Based Learning Strategies

Dear HR, Training and L&D Champions, Action Based Learning Strategies - Part 2 (going deeper) For the part few articles, TLMM has been speaking a lot about action based learning, here is part 2 on deeper strategies do be done when designing best training programs Actionable Missions: Replace lessons with missions, allowing employees to remain active throughout the process. Habit formation tools: Help employees form new habits to create long-lasting behavioral change that leads to transformation in the company. Gamification: Turn the learning experience into a fun and engaging journey. Employees complete missions, level up, and get rewards. Micro Learning: Deliver content in bite-sized chunks to make it easier for employees to understand and digest information. Until our next learning article, Happy Learning. TLMM Quote for January 2019: Stay ahead on TOP! Regards, Cheryl Lourdes & The MatchMakers We Consult, Match & Screen Best Expert Trainers in Town!  TLMM' recent validation since started in 2010: Award Winner 2015 for Best Background Screening Provider By Human Resource Vendor Award Winner 2017 for HRD Movers and Shakers Best Innovation Practices in Learning and Development Award Winner 2017 for Best Background Screening Provider By Human Resource Vendors

It Time to Design …Action Based Learning Strategies - Part 1

It Time to Design … Action Based Learning Strategies - Part 1

Dear HR, Training and L&D Department, It Time to Design …Action Based Learning Strategies - Part 1 In our last 2 articles we mentioned that its time for you to design your 2020 training programs for our Malaysian employees best learning retentions.  And we all have decided that Action Based Learning is the way to go! Why is this important: The more we activate learners’ brains in different ways, the more they learn. This means that engaging as many sensory, cognitive, emotional and social processes as possible in learners will increase their learning potential. The best way to do that is by incorporating activities into the learning process.  Here are some strategies you can use in a learning journey to make it more effective: 1. Adding problem-based actions 2. Incorporating short writing assignments 3. Using a variety of activities such as writing, speaking, and tactile activities 4. Having students work in pairs or groups When learners work together, for example, more cognitive and sensory networks are involved, since this type of work includes talking, listening, experiencing emotions, and moving physically. In comparison, passive content-based learning involves less activation in the brain, because learners sit and listen. By engaging multiple processes, learners retain far more information article 3. Until our next learning article, Happy Learning. TLMM Quote for January 2020: Stay ahead on TOP!  Regards, Cheryl Lourdes & The MatchMakers We Consult, Match & Screen Best Expert Trainers in Town!  TLMM' recent validation since started in 2010: Award Winner 2015 for Best Background Screening Provider By Human Resource Vendor Award Winner 2017 for HRD Movers and Shakers Best Innovation Practices in Learning and Development Award Winner 2017 for Best Background Screening Provider By Human Resource Vendors

Is Technology Really Shortening Attention Spans? Dear HR, Training and L&D Heads and Teams, I am sure you have heard the 'grumbles' of some of your participants saying the trainer is too boring, the program is too long why can we have this shorter? Is Technology Really Shortening Attention Spans? While today’s students have the same ability to focus as previous generations did, they are accustomed to a constant barrage of information and online media. Because of this, they’ve developed a preference for faster paced, more interactive learning material. Let us read some quick research: 1. According to most studies, the average adult has a maximum attention span of about 20 minutes. While individuals can choose to re-focus their attention on the same activity repeatedly, it’s normal for lapses in attention to occur. 2. Students experienced lapses in attention up to 5 minutes in length, but shorter lapses were the most common. Lapses increased in frequency and duration as the course went on, clearly indicating that course length influenced overall focus levels. Breaking A Course into Smaller Pieces Improves Retention  3. Each learning element should take between 5-15 minutes to complete, enabling short, hyper-focused bursts of learning.  4. Using infographics, video elements, interactive demonstrations, and game-like quizzes are fantastic ways to hold the attention of the modern learner. Until our next learning article, Happy Learning. TLMM Quote for February 2020: Behind every great idea, 10 things won't work! Do it again !  Regards, Cheryl Lourdes & The MatchMakers We Consult, Match & Screen Best Expert Trainers in Town!  TLMM' recent validation since started in 2010: Award Winner 2015 for Best Background Screening Provider By Human Resource Vendor Award Winner 2017 for HRD Movers and Shakers Best Innovation Practices in Learning and Development Award Winner 2017 for Best Background Screening Provider By Human Resource Vendors