Friends laughing

Liiketoiminnalle kasvua jatkuvan, yhteistyöhön perustuvan ja määrätietoisen oppimisen avulla

“Globaalissa taloudessa tiedon tuottaminen ja oppiminen näyttäytyvät organisaatioden menestyksen elinehtona.” (Tikkamäki, K.2006).

Mielekkyys

Maailma muuttuu ja kehittyy nopeasti. Globaalit markkinat saavat aikaan sen, että ihmiset ovat varpaillaan, kun on kyse koulutuksesta ja liiketoiminnasta. Toinen tähän aikaan tiiviisti liittyvä ilmiö on mielekkyys työssä.

Haluaisin tarkentaa, mitä tarkoitan tässä yhteydessä työn mielekkyys -käsitteellä. Työn mielekkyydellä tarkoitan, ettäyksilön arvot ovat yhteneväiset suoritettavan tehtävän kanssa. Kun yksilöiden arvot ovat yhteneväiset suoritettavan tehtävän kanssa, on heidän  helpompi tuntea, että tehtävä kannattaa tehdä heitä itseään varten, mutta lisäksi myös organisaatiota ja yhteiskuntaa varten, eikä pelkästään siksi, että työtehtävä nyt vain on saatava suoritetuksi.Työntekijöiden on ylipäätään tärkeää ymmärtää työtehtäviensä mielekkyys ja merkityksellisyys, jotta he voivat todella motivoitua niistä pitkäkestoisesti ja sitoutua niihin.

Osallistuminen, yhteistyö ja jatkuvuus

Tässä artikkelissa tutkin mielekkyyden ja oppimisen suhdetta kolmen näkökulman kautta: osallistuminen, yhteistyö ja jatkuvuus. Ota kurssin osallistujat mukaan opetuskokonaisuuden suunnitteluun, jaa heille tietoa ja tue tiedon rakentamista. Näin voidaan edesauttaa merkityksellisyyden kokemusta oppimisessa. Oppimisen mielekkyys on avain osaamisen kehittämiseen ja organisaatioiden kykyyn uudistua ja menestyä.

Osallistuminen

Saat sitoutettua työntekijöitäsi, jos otat heidät mukaan pohtimaan, millaista koulutusta juuri he tarvitsevat työssään ja muuttuvassa maailmassamme. Työntekijät itse ovat parhaita tunnistamaan koulutustarpeet itselleen, koska he tietävät itse parhaiten, mitä haasteita heidän työhönsä liittyy ja mitä asioita tulisi osata paremmin. Johto voi koulutustarpeiden tunnistamisen jälkeen puolestaan tarjota tukea, kuten koulutusta, yhdessä asianomaisten kumppaneiden kanssa.

Työntekijöiden autonomisuutta eli valtaa päättää heidän omasta kehityksestään ja koulutuksestaan voit lisätä juurikin antamalla heidän itsensä valita heille sopivin koulutus. Autonomisuus puolestaan lisää työntekijöiden kokemuksia työn merkityksellisyydestä. Tärkeintä tässä on auttaa työntekijöitä arvioimaan itse, mitä he tarvitsevat yksilöinä ja tiimeinä.

Yhteisoppiminen

Jo-olemassa olevan tai uuden, vasta saadun tiedon jakaminen työyhteisöissä tai tiedon muutosprosessit tuovat varmasti esiin myös hiljaista tietoa. Hiljainen tieto (eng. Tacit knowledge) on tietoa, jota kukaan ei välttämättä ole osannut kirjoittaa auki ohjeen muotoon tai edes tiedosta sitä. Hiljainen tieto voi olla esimerkiksi tietoa yrityksen kommunikaatio- tai muista toimintatavoista, miten tervehditään, miten pukeudutaan, kuinka tarkkoja ollaan mistäkin asioista jne. Mitä käytännönläheisempää työ on, sitä enemmän yhteisön jäsenille kertyy työvuosien mittaan syvällä piilevää hiljaista tietoa, josta on vaikea tulla itse tietoiseksi.

Monien, varsinkin kasvavien yritysten ongelmana on, että yksittäisistä työntekijöistä tulee helposti korvaamattomia. Heidän korvaamattomuutensa syntyy sillä, että tieto jää ainoastaan heille, jos sitä ei jaeta työyhteisön kesken, eli jos kommunikaatiosta sekä yhteisoppimisesta on puutetta. Näillä korvaamattomilla työntekijöillä on myös avainrooli yrityksen käytäntöjen uudelleen määrittelyssä, koska ainoastaan heillä on monesti tieto, miten tietyt asiat tulee hoitaa.Tällöin avainhenkilöt voivat määritellä uudelleen tavat, miten juuri heidän erikoisalueensa työtehtävät kuuluu tehdä.Verkko-oppimisen avulla voidaan tuoda esiin vaikeasti saavutettavaa, piilotettua tietoa. Lisäksi verkko-oppimisalustat antavat työntekijöille mahdollisuuden rakentaa yhteistoimin samassa paikassa uutta tietoa, jakaa ideoita ja luoda kekseliäitä, uusia ratkaisuja.

Read this blog in English!

solja sulkunen

About the Author

Solja Sulkunen used to work as Head of Customer Experience at Claned.


Friends laughing

A successful business is created through continuous, collaborative and purposeful learning

“In the global economy, producing knowledge and learning are viewed as means for organizational success.” (Tikkamäki, K.2006).

Meaningfulness

The world is rapidly changing or evolving. Global markets are ensuring that everyone is on their toes when it comes to education and learning also in business. Another phenomenon tightly related to this time is the feelings of meaningfulness regarding work.

I refer to the term as something that connects an individual’s values to the task at hand. It helps professionals feel like the task is worthwhile doing for themselves, but also the organization and society. Above all, individuals need to see the purpose of what they do to become and stay motivated, and committed.  

Participation, collaboration, and continuity

I explore the relation of meaningfulness and learning through three aspects, participation, collaboration, and continuity. Involve individuals in designing learning initiatives, supporting information sharing, and knowledge construction to create meaningful learning.

The meaningfulness of learning is the key to competence development and the capability of organizations to renew and thrive.   

Participation  

Create commitment by participating employees, in designing what kind of training they need with their work and the changing world. Because the ones involved with the everyday tasks that are the best to identify the challenges involved in their work. Management can then offer support such as training, for instance, together with relevant partners.

To foster autonomy, purpose, and meaningfulness, let your employees take part in selecting what training suits them. Most importantly, helping them self-evaluate what they need as individuals and as teams.  

Collaborative learning  

Collaborative information sharing, or new information or transformation, will certainly bring out tacit knowledge. The more practical the work, the more hidden knowledge is accumulated through a person’s working years.

Individual employees easily become invaluable and are in a key role in redefining company practices. In online learning, you can bring out hidden knowledge and provide a platform to construct new knowledge, ideas, and innovations.

Continuous learning   

Since the world, businesses, and jobs change, something learned 20 or a few years ago might not be viable anymore. Therefore as a leader of today and tomorrow, be sure you are offering your employees and yourself continuous learning opportunities. To help your staff stay competitive on the job market update their competence.

Meanwhile, you will gain insight from your employees regarding the future scenarios of your organization and the needs for further education.

solja sulkunen

About the Author

Solja Sulkunen used to work as Head of Customer Experience at Claned.


workshop

Pedagogical scripting is the backbone of learning success

Steps of course production

Firstly, you need to know, why you are producing the course. And then who are your learners? Then you might think it´s time time to produce content. Instead of that, you need to create a pedagogical script to guide the content and course production. “Well planned is half done” applies here, too.

Create a pedagogical script

A pedagogical script is a project plan for your course production build on insights about the learners, the learning outcomes, and evaluation criteria.  Create a clear course flow, purposefully selected contents,  and  meaningful  learning activities. Without it, your learners won’t know what will be expected of them and won’t perform as well as they could.

When designing learning activities, course creators should keep in mind that learners have plenty of real-life experiences in their pockets. Utilize this and make your course as directly meaningful to your learners as possible.

By applying what is learned or by utilizing real-life experiences in social knowledge construction. You  can utilize it to enable the famous transfer effect. Your learners will start using what they learn in real-life situations as well.  This helps your learners to see the impacts and benefits of participating in your course in a very concrete way.

Claned Learning Design Program

To help course creators with this task, Claned has created a Learning Design Program (step-by-step pedagogical templates and workshops)  for this purpose. This way you don’t have to be an educational expert. However, you can  still  construct your course flow and its content in a way that supports learning  and the learning experience optimally.

Pedagogical structure

Your course has now a pedagogical structure and a purpose with defined learning outcomes. Now you need to make sure your learners understand them, too.

Firstly you need to  explain to your learners how the course content should be studied, what kind of materials and tasks you have included, what is the timeline for the course, what are the evaluation criteria for this course, and so forth.

By explaining and showing your learners how you want them to behave, you are much more likely to receive that kind of  behavior, too.  This kind of prediction helps to increase motivation and prevent feelings of frustration.

Production resources

The last thing to remember before creating a top-notch service experience for your learners is to allocate enough time and human and monetary resources for your production. You can not just transform your classroom content into online courses directly, cross your fingers, and hope for the best. You need to put your mind to the course production and maybe even search for a trustworthy partner to steer you.

Online learning has arrived to stay, and we can help your courses become the most desirable ones. If you are interested in our hands-on learning workshops for creating successful online courses, email us at support@claned.com

solja sulkunen

About the Author

Solja Sulkunen used to work as Head of Customer Experience at Claned.


meeting

Why does service design matter when creating online courses?

Service design has been on everyone’s lips for a while now. Companies are not selling only products anymore, instead they are selling services and experiences.

When producing digital courses learners are expecting more than just being able to access courses online. They are hoping to gain additional value that they can channel into their professional or private lives.

Adding value to online learning with service design

Service design in online learning is about designing the whole learning process  through the learners’ eyes. To be able to create high-quality learning service, educators need to rethink how their learning programs benefit the learners.

This is the mindset we have when assisting our customers in creating successful learning experiences. Therefore bringing tangible value for their organizations.

Companies  often  tend to concentrate on the commercial advantages they gain instead of taking their learners’ perspectives. Because online learning is still in its infancy, some easy wins can be made  just by relying on heavy marketing and sales.

However, as the quality and understanding of best practices in an online setting improve,  and competition increases,  the overall experiences of learners and their reviews become more and more critical. So, if you want to succeed in the long run, start paying more attention to your end-customers now.

Delivering more valuable learning experiences to learners

Let’s start by paying more attention to what your learners want  and how to deliver it to them? You can start by understanding the problems or questions your learners are hoping to solve during  your course. Define your learning outcomes based on these needs and use them as the backbone of your course.

Remember that a strong learning outcome is not “Participants have learned  x, y, z” because the verb “learn” it’s too vague and difficult to measure. A suitable learning outcome is a statement about what the learners will be able to DO after completing a learning unit. For example: “Participants can describe and reason two impacts of human behavior to climate change”. The objective is now specific, measurable, and observable.

Gain an understanding of your learners

Once you have your outcomes figured out, you dive in further to your learners’ worlds. You can do this e.g. through existing research materials or direct questionnaires. Who are they? How do they spend their average day?  When do they study? How skilled are they with technological tools and devices? What motivates them in their professional and private lives? This way you learn to understand your customers better and how to engage them.

Claned Learning Analytics

You might not able to get this information directly from your customers  by  asking or observing them. But there is an alternative: learning analytics with relevant insights for supporting successful learning outcomes.

Our customers use Claned learning analytics to know which topics interest learners and to understand their studying habits better, for example. This approach helps them improve their course offerings.

If you are interested in our hands-on learning workshops for creating successful online courses, email us at support@claned.com

solja sulkunen

About the Author

Solja Sulkunen used to work as Head of Customer Experience at Claned.


relax

Fostering connectivity and engagement in online learning

Fostering connectivity and engagement in online learning – how to do it and why should you even care? 

From live education to online education

A rapid movement from live education to online versions is a big leap. Organization HR, teachers, education providers, trainers, you name it, are making huge efforts in forming online course scripts, allocating relevant existing materials, producing new ones in a speed of light, writing instructions, and designing assignments and evaluation criteria, just to name a few.

Training programs and courses should’ve been active yesterday, employees and students are already waiting. Organizations are expecting to scale up and smoothen their operations already in this quartal. Whether we talk about corporates, training companies, SME’s, educational institutions, or NGO’s, everyone is in a hurry.

Especially currently, during the COVID-19 crisis, things are crazy and transformation fast. There is a danger that this anxiety, insecurity, hurry, and even stress are unwantedly transferred to the online courses. The important question is, how can you overcome this?  

How did Positive Education react in this situation

Viivi Pentikäinen a CEO and training program leader from Positive Education experienced first-hand this rapid and, according to her own words, even unpleasant change of moving from live training to online programs.

She has always believed in people coming together, connecting personally, sharing their thoughts and feelings, and experiencing the feeling of being together, a team, a community. But she, too, had to bow in front of COVID-19 and figure out how to adjust her business.

How did they do it

“There was no choice left but to start transferring our materials, training programs, and learning to an online format. Of course, the first versions of our training programs were pretty much hard-wired, not so pretty, but we made it. We were able to get our content online and keep running our training programs.

For us, the most important thing, as well as a concern, was to figure out how to help learners to maintain the feeling of social connectivity as a group as well as a sense of well-being even when studying online.

Another thing that we paid a lot of attention to was to figure out how to build and maintain a safe learning environment and encourage dialogue in an online environment. These are things our training are known and praised for, in addition to the quality of content, and what our customers kept in high value.” Viivi says.

Positive feedback from customers

She got customer feedback thanking Positive Education for being able to create such a warm and welcoming, inspirational atmosphere in their online learning environment. That´s when she sighed from relief and even wrote in social media about it. 

So, what did Viivi and Positive Education do right?

Here are some tips on how to create a safe and encouraging atmosphere for your online course environment. And also how to ensure the feeling of social connectivity even when studying online.  

1) People first – Social connections are a must!

For Positive Education it is important that people know each other and trust each other when they learn together.

They use online live sessions actively for strengthening the social connectivity of the group.

They have assignments over which learners can get to know each other, share ideas, and team up. “We had people call a study partner from the group and just chat how everyone was feeling at the beginning of the learning modules as a way to add social connectivity at the beginning of each module,” Viivi says.  

2) Good instructions with a personalized message create a safe learning environment.

Remember that not everybody is used to or comfortable studying online. For some people just logging on to a new platform might cause anxiety and negative feelings that in turn make learning not optimal.

Good instructions and welcoming introductory videos on how the learning process will unfold provide people with a safe feeling. This happens because now they know what is coming and how to proceed.

Also, a personalized greeting from the teacher to the learners give a sense that the learners are important. In other words, the teacher is “walking with them” on the study path.

“I am terrible at following instructions and impatient if I don’t understand something right away which makes me pretty good at writing instructions because I make them SO clear that even I would understand them!” Viivi laughs.  

3) Take breaks, recovery, and wellbeing seriously.

With live training, there are a lot of things that enhance wellbeing that is not present when studying online. In live training, most people get energy from social interaction, discussions, and even coffee breaks during the teaching sessions.

It is important to include restorative practices, breaks, and wellbeing sessions such as mindfulness moments to an online learning experience to strengthen wellbeing and energy levels during the study time.  

4) You get learning engagement by engaging people.

A successful online learning experience is one where the learner feels engaged during the learning process and completes the learning tasks. If the learning experience is not engaging people drop out.

So, to get more engagement you need to involve and engage people in the learning process personally. A good way is to ask questions, add personal reflections and commentary assignments, and utilize activating, emotional hooks to catch the learners’ attention.  

5) Use humor and activate positive emotions as much as possible!

Humor and sharing of positive emotions connect people. Laughter clears out the tension and anxiety and is often created together when teams feel secure enough. It is a good idea to use laid back wordings in your instructions, and materials and smile during video conferences.

Laughing about your own mistakes and showing your learners that even though learning might not always be so fun, you can still have fun in your learning group, are essential in helping your learners relax, too. Or why not share jokes at the beginning of the zoom-session?

“Here is one of our favorite shared to me by my son: “Most students know that pressing the control+f4 key is used to exit a game or a meeting. So, when teachers ask students for advice on, for example, how to get the brightness up or the camera on, be aware of the reply is: …just press the control+f4! – bye-bye, teacher!”  

 

So, what do you think? Have you remembered to include elements to your online courses that foster social connectivity, dialogue, feelings of togetherness, and make the environment psychologically safe and engaging?

Not to worry if this has been forgotten during all the hassle, you have plenty of time and iterations to start doing small changes and additions, one by one. And of course, we are happy to help!

Our mini-course on the topic will be out for purchasing. If you are interested, contact us at info@claned.com to be the first one to get it. 

solja sulkunen

About the Author

Solja Sulkunen used to work as Head of Customer Experience at Claned.