Today, we are going to jump back into the topic of digital habits. In our first post on this topic we discussed how we can use our target audiences digital habits and meet them where they already are. AKA using their already learned and formed digital habits to educate, inspire and inform. If our learners are connected to their mobile devices 24/7 we have to use that to our advantage! However, today we are going to take it one step further and discuss the six-letter word that has taken the marketing world by storm, content, but more importantly we are going to discuss how to structure your content so your learner engages with it!
We introduced you to WeThink through the lens of frontline worker development. We discussed scenarios in which organizations could help grow this employee segment, which is a win-win for all those involved! Today we are going to continue the conversation and dive into frontline worker development and how it not only benefits the worker and organization, but also the communities in which we live and thrive.
If you’ve been following WeThink from the beginning, you have the idea that frontline worker development is an important issue to us. We are not only passionate about it because, well, we’re learning professionals, but also because helping employees grow is a strategy that can be applied to employee retention across almost all industries. Frontline workers, specifically, are an integral part of an organization that don’t always have educational pathway options available to them. And we think that ought to change.
So if you have stuck with us so far, you have learned about the Organizational DNA Model for Workforce Development, we have shared with you the Why? of this model, and we have talked about the important stakeholders in this model. So naturally you are thinking this is a really big thing……. how do we possibly do it?
If you are joining us mid-stream, we have previously talked about the Organizational DNA Model and the why behind it, and now we want to turn our attention to looking at who the important stakeholders are in such a model and those you must engage with.
Here at WeLearn, when we are working with a client on a new project or to take on a big goal, one of our first goals is to get to the “why” of the issue.
Odds are as a talent development leader you are faced with the same challenges many as other talent development leaders– how do I find, develop, retain, and grow the talent that I need in my organization. This rings even truer if your organization is looking to recruit middle skills talent – that talent that has a high school diploma – but requires less training than a four-year degree.
They say it takes 21 days to make or break a habit…and with the vast amount of digital media in the world we’re living in, it seems like it takes even less time to form habits for how we consume information. At WeLearn we spend a lot of time thinking about just this—digital habits—how we interact with the technology in our lives and how it affects the way we learn.
We recently read an article in The Atlantic by Bryan Caplan entitled “The World Might be Better Off Without College for Everyone”. If you have not read it – it is an interesting read – and you can find it here.
Welcome to the WeThink, the WeLearn blog! We’re glad you’re here. WE think of this blog as a place for us to share what’s on our mind in the corporate learning space, give you an opportunity to learn what we’re all about and to have a discussion about what you’re working on, what kinds of resources you’re seeking and learn from one another.