Is social media learning?

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If you spend time looking at what your friends and family are doing on Facebook it’ll be hard to call that a defined learning event and the same goes for reviewing updates on Twitter or Instagram.
However, if you use a platform such as ‘Tweetdeck’, or the like, you can organise your Twitter Followers into specific lists and then you can use this to look up specific trends. If you are reading any attached papers or blogs that could perhaps be perceived as a real learning event.
This goes for Facebook too. I’d struggle to suggest the same for Instagram due to the fact that it is generally just a series of photos.
However, there are some interesting new platforms such as ‘Periscope’ which we’ve been using here at the BILD for a few months now, by holding a weekly periscope session on Wednesdays. This allows us to talk a group of people to communicate ideas etc., and there is a limited amount of text-based interaction. If you are engaging the right people you can get a huge amount of learning from this.
The other platform that we have discovered is ‘BLAB’. Although BILD has not hosted a Blab session yet I’ve been taking a close look at it to get a feel for the way it works and its usefulness in terms of learning. BLAB allows you, like periscope, to speak directly to your audience. It has some better features, in so far as you can invite others to video/audio with you, and can schedule these in advance so that people can subscribe to them.
I believe that by carefully choosing who you follow, you can use Social Media as a Learning event, but can you class it as formal CPD? I don’t think so, not yet. In the same way you can’t class a watercooler chat as a CPD session.
What do you think?
Rich Wootten (MBILD, TAP.Cert)
Business Manager
British Institute for Learning & Development
info@theBILD.org

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Employee Engagement

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Earlier this month we help a CPD seminar on the topic ‘Employee Engagement’ at the Training Foundation’s offices in Coventry. This month I am going to use this blog to discuss the main themes and points.
Our First speaker was Wendy Dean from Strategi HR.
She discussed some important points such as “Give your Employee Engagement Programme a name” – this allows employees to get behind the programme to believe in it and to take ownership of the programme.
She also introduced the idea that an Employee Engagement programme was a ‘one person at a time’ process. This doesn’t mean that it requires lots of individual meetings but that each person has to engage in their own time. She also stated that an engagement programme can take up to 5 years to be successful.
During the afternoon Neil Anderson, Senior Management Trainer, from The Training Foundation was our second speaker. He asked us to define Employee Engagement in groups. What I found fascinating was it that it was actually very hard to define. All of the definitions were vastly different. This is because everyone’s perceptions of the drivers for Employee Engagement are different. Neil introduced the group to the Training Foundation’s research on Employee Engagement and their 6 Key Driver’s, represented by the ‘CHOICE’ model. He went on to demonstrate the differences in individual perceptions of the most important drivers quite graphically by getting us to rank our personal top six from the ‘CHOICE’ model. Again, everyone in the room had different priorities. This demonstrates that if, as the line manager, you were to use your own personal drivers to motive and engage your team, you may well isolate some of your team.
The manager’s job is therefore to understand their employee’s engagement individual drivers.
What is your definition of Employee Engagement – What success have you had? Can you share any tips?


Bloggers Sought.
The British Institute for Learning & Development are seeking guest L&D Bloggers on the blogsite HERE. If you are a leading light in your industry or looking to become a thought leader, please contact Liz Wheat lwheat@thebild.org . We’ll need you to verify that the piece is your own work and as long as they are L&D focused and not overly self-promotional you stand a strong chance of being published.

The Training Foundation wins second Queens Award for Enterprise : Innovation.

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When any of our BILD members win an award, especially a major business award, we like to promote it! Winning an award is something that recognises the efforts and impact of a fantastic company, product or service.
This month we’re delighted to announce to our members that The Training Foundation has won the Queen’s Award for Innovation for a second time! The award was made for TAP®’s ‘Innovation in the Quality-Assurance of Learning & Development’.
The Queen’s Award has become recognised as the most prestigious business award in the UK. It is challenging for an organisation to win once but to receive the accolade for a second time is something very special indeed!
Sincere congratulations to our long term partners The Training Foundation and your team for all of your hard work and efforts!
Please find, immediately below, the full press release issued today by The Training Foundation . We are very pleased for them and it is an honour to be associated with an organisation that has such a major impact on the quality and effectiveness of the L&D profession.
For further information about TAP® and The Training Foundation, please feel free to call their Account Managers on 02476 411288
If you have something to contribute to the BILD Blog or BILD newsletter, please email info@thebild.org.
Press Release:

Our award-winning programme, TAP® (the Training Accreditation Programme) has assisted more than 1,400 clients to improve their productivity and business performance through quality-assured training since 1998.
In 2005, HRH the Princess Royal presented the first Queen’s Award for Innovation for TAP’s objective best-practice training Standards.
The 2016 Award, conferred upon The Training Foundation, recognises how the TAP® Certified Assessor programmes are enabling employers to quality-assure their training practises to exacting TAP® Standards. This directly and positively impacts business performance.
We have developed a unique 3-step approach to Quality-Assured L&D – http://www.tap.training/3steps. This incorporates the core TAP® skills-based, objective training design and delivery methodologies; the quality-control TAP® Assessor programmes and a new innovative ‘Learning Transfer’ methodology (the MACRO model) that maximises the impact of training and therefore business performance improvement.
Today, more than half of the FTSE 100 and many hundreds of other major private and public sector employers are demanding TAP® for the skills development of their L&D teams.
To find out more about TAP®, MACRO and The Training Foundation’s double Queen’s Award – winning approach to Learning & Development, or arrange a meeting to discuss the development of your L&D team, contact our expert Account Managers on 02476 411288, or visit http://www.tap.training/qa ‘live chat’.

BILD CPD Events 2016

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Your CPD (Continuing Professional Development) is important as an L&D professional.

Which is why the British Institute for Learning & Development hold 6 affordable CPD events per year. Alongside that we also hold CPD webinars.

Our next CPD event is 25th April in Woking – The subject matter is Mindfulness.

Our full Programme is listed below, click the links to book your place.

25th April 2016 – Mindfulness – Woking – BOOK HERE

17th May 2016 – Employee Engagement – Coventry – BOOK HERE

1st June 2016 – Gamification – Southampton – BOOK HERE

October 2016 – Neuroscience – London.

November 2016 – Wearable Technology – Chippenham

December 2016 – Learning Transfer – Milton Keynes

Investment in Learning & Development

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Investing in learning and development is a sore subject for many. When the question is posed it’s often related to how much is spent on learning and development (or training) of employees.

But how much invested in the L&D team?

As L&D professionals we ensure that others are encouraged to develop and are also encouraged to keep up to date with CPD. However, how much CPD or L&D have L&D professionals undertaken in the last year? How many L&D professionals have, and maintain, a training portfolio etc.

Isn’t it equally important to ensure that, as an L&D professional, you:

  • have your own L&D planned for the year
  • have your CPD in your diary
  • have the right blogs, magazines and online resources coming into your inbox
  • are at the top of your game!

At the British Institute for Learning & Development we encourage all of our members to attend CPD events. To that end we facilitate 6 per year, along with online CPD sessions. We also encourage ongoing professional development. We recommend The Training Foundation’s TAP qualifications to ensure that you are up to date with your skills and the latest trends in learning & development.

As a responsible L&D professional you can easily be designing you own personal L&D programme. The way to become successful is to not only develop your personal plan but find a way to ensure that you can make sure that it happens!

So when is your next learning event?

Rich Wootten (TAP.Cert, MBILD)

Business Manager

The British Institute for Learning & Development

What makes TAP Training the Defacto Training provider of choice?

Last week I had the pleasure of being able to attend The Training Foundation’s TAP Certificate in Training Delivery.

The Training Foundation delivered the process in three distinct phases – Style, Structure and Activity.

Without giving away too much of the Training Foundation’s ‘trade secrets’, over the 5 day course we learnt all about the Queen’s Award for Innovation – winning ‘Style’, ‘Structure’ and ‘Activity’ profiles. This was delivered in small bite-sized engaging chunks.

It became evident as we learned that the trainer was using the exact same techniques to deliver our training.

In comparison to a City & Guilds ‘trainer the trainer’ programme that I had previously attended we were not baffled with academic knowledge around Blooms Taxonomy or Kolb’s Cycle of Learning, although Adult Learning principles are provided by TAP in a separate module. What we learned was a straightforward training delivery process that could be implemented instantly in the workplace, for maximum impact on business performance. The Training Foundation has done is truly understood what we actually need to know and focused on developing critical delivery skills.

The great thing is, I can see now why companies would send all of their training teams on TAP-certificated courses because once your whole team are talking “TAPanese” the quality, consistency and objective measurement of delivery is significantly improved.

The British Institute for Learning & Development verify and award the TAP Certificates and Diplomas, but if we didn’t I would still highly recommend this course to any L&D professional, irrespective of experience or qualification.

 

Rich Wootten

Business Manager

The British Institute for Learning & Development.

Demonstrate Quality In L&D

How do you demonstrate the quality of your learning and development?

If you are working as part of an L&D team, you might be asked this question. You can point to the qualifications of your team, you might have even found a way to measure the all illusive return on investment… but as an L&D team it is hard to benchmark yourself with similar companies or competitors.

And if you are learning provider how do you demonstrate to a client whom you’ve meet for the first time that your learning and development or training delivery is better the XYZ’s down the road, or how do you justify that you’re 10% more expensive that XYZ?

What is the answer?

There is no definite answer because each manager and each client will have a different set of criteria by which to judge you. Hopefully it won’t just be on price.

However, at the British Institute for Learning & Development we have something that might be able to help you evidentially demonstrate your quality. Over the last few years we’ve developed the BILD Quality Mark. This is a 12 point peer review of your learning and development.

This can help when you are asked to evidence your claim that your L&D is good quality. As a BILD Quality Mark holder you can categorically state that your L&D has been peer reviewed by the leading British L&D Institute.

The cost of the BILD Quality Mark has been reduced by 50% if booked in January or February. email info@thebild.org for more information.