This week LearningYourDevelopment is focusing on mentoring, which is perceived to be one of the most important elements in effective professional development, playing a key role in talent strategy, leadership development and even performance management. The appeal of mentoring, to both mentors and mentees, is universal; while many believe that Millennials prefer to be plugged in to their development, the opposite is true: 75% of Millennials want a mentor, while 65% of Baby Boomers have been sought out for guidance by Millennials (1). To those looking to engage Millennials in professional development, particularly in leadership roles, and to increase engagement and staff retention, this is a key statistic, because it means that appealing to Millennials through their love of technology may not be the best solution. Watch this space, there is a video and an article to come on how you can use mentoring and structured mentoring programs to build and improve on your organisation’s knowledge capital.
As promised, I’ve put together a video to go with the post from earlier this week regarding the 70:20:10 principle. I firmly believe that the 70:20:10 ratio can work, however thus far it is failing to deliver on its potential due to a lack of structure and resources.
I am indebted to Moovly, whose wonderful software I have utilised to create this video, and to http://www.bensound.com for the wonderful backing music. As always, I appreciate any and all feedback, hope that you enjoy the video, and invite you to share it if you feel that it suits your needs.
With ever shortening attention spans and the constant demands on learners, it can be difficult to reach your audience. The principles of Gamification create an environment where learners want to interact, and where they can practice ways of improving daily tasks in a safe and simulated environment, increasing their ability to retain and utilise new skills and information. Gamification has the added benefit of being enjoyable, recharging batteries and energising participants; three key ingredients to making a happier, more engaged learner!
Increased engagement and learner retention are the names of the game
Have you implemented Gamification into your L&D? What was the result?
Social Learning and Millennials seem to go hand in hand. The focus on social media, communication and gamification tick all the generational stereotypes when L&D professionals try to appeal to the increasing numbers of Millennials and Post-Millennials joining the workforce. The key to success with Social Learning is to ensure that it is created on a level playing field where everyone’s expertise and ideas are valued; the tech-savvy youth of today know when they are being talked down to and when appeals for their participation lack authenticity. Remember, Millennials may have been raised in a technology obsessed world, but they are not a uniform group, no generation is, meaning that those entering the workforce in need of development need to be treated as individuals with individual development requirements and unique skill gaps. Social Learning is a highly beneficial way to identify those needs, and create a community around bridging the gaps.
For more information on Social Learning and how to get started, you can read my previous blog post here.
Social Learning and Millennials appear to be a match made in heaven!