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Read more Sumedh Kasare

Innovation Strategist

Netex Learning Technologies

Three ways to achieve

behavioural change via elearning

Behavioural change is the biggest indicator of

successful learning and is the hardest to

achieve. In case of soft skills, compliance or

sales training, a behavioural change should

be the expected output - not just completion

of the training.

Two issues have always led corporate Elearning strategies. Firstly, academic

education systems. Corporate learning,

whether synchronous or asynchronous,

follows the same academic systems as

schools and universities; i.e. course based

learning with certification deeming learners as

qualified.

Secondly, learning technologies. Authoring

tools and LMSs are the two crucial learning

technologies that have led the e-learning

revolution. Their origin, capabilities and

restrictions were based on the same

academic education systems.

However, these strategies have failed as

most of the organisations still struggle to even

have a decent completion ratio, leave alone

behavioural changes in the employees when

it comes to compliance training. To achieve

behavioural change, we need to rethink and

restructure our learning systems. Here are 3

effective ways that L&D can ensure

behavioural change through e-learning.

1.Microlearning

James Clear in his breakthrough book Atomic

Habits gives a great example while illustrating

how tiny changes give remarkable results.

Imagine a plane en route to New York from

Los Angeles. While taking off, if the pilot

changes the course by 3.5 degrees to the

south, no one on the plane will even notice

this change. However, this tiny adjustment will

have the plane land in Washington, DC

instead. Tiny changes can bring out a

considerable amount of impact over time.

Similarly, microlearning can act as a catalyst

of tiny tweaks aimed at substantial

behavioural changes in employees. When I

say microlearning, I am not referring to the

buzzword definition, that focuses only on the

content chunking and conveniently ignores

the delivery mechanism of the chunked

content.

When microlearning is not microlearning

Microlearning is not a technological solution

to L&D. It is a learning strategy and needs to

be implemented as one.

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