e-Learning
Thomas R. Cutler Manufacturing Journalist Profiles Elearning in the Insider
Part of a Cultural Change
Until recently companies brought in Six Sigma consultants and used a significant amount of staff time to conduct training. There was often resentment because while this training occurred, staff was still expected to complete all usual functions and meet responsibilities and deadlines. According to Lippman, “One of the biggest obstacles of Six Sigma or Lean is the cultural hurdle. As part of the change management strategy, e-Learning orientation can be a tool in the arsenal to bridge the awareness and orientation gaps.”
e-learning Gains to Justify Training ROI
The cost of training, the logistics of bringing trainers in house, learner travel costs and down time; site planning and costs, all have a fairly high cost component. The demand for e-Learning is increasing rapidly because compared to onsite training; the costs is often less and the ability to provide a customizable solution that suits the company culture and approach is achieved more readily and drives better bottom-line impact. Most importantly, the company owns the training, allowing a more successful knowledge transfer.
Measuring is always the key
The core concept of Lean, Six Sigma, and Lean Six Sigma is the ability to measure process improvement. e-Learning utilizes quizzes and assessments built into the online courseware. Lippman noted, “Data can be measure through the Learning Management Systems (LMS) which allows for assessment of both training content analysis as well as the ability to quantify learner comprehension and subsequent application.” Prerequisites and mastery level courses may be required before a (perhaps a passing grade of 80% or better can be established before the next course or lesson can be taken.)
Training web resources provide easy-to-use, self-paced educational tools for everyone who needs an introduction to standards and conformity assessment activities. e-Learning content highlights the value and importance of standards and compliance programs in the U.S. and around the globe. By taking e-courses and exploring related educational resources and employees gain a strong understanding of key organizational metrics and processes.
About TR Cutler, Inc.:
TR Cutler, Inc. was founded by Thomas R. Cutler almost a decade ago. Cutler maintains extraordinary relationships with clients, journalists, editors, trendsetters, and key business leaders worldwide and has become a key resource for those writing about the manufacturing sector. Cutler founded the Manufacturing Media Consortium™ in the 1999. This extraordinary group of more than 3400 journalists worldwide is writing about trends, data, case studies, profiles, and features in the manufacturing and industrial sector. Cutler has worked with thousands of media outlets to expand manufacturing media coverage. Cutler has authored more than 2,000 articles for a wide range of manufacturing periodicals, industrial publications, and business journals including most of the leading monthly trade publications.
Cutler established a Manufacturing Marketing Research division dedicated to measuring the pulse of the manufacturing sector, particularly manufacturing firms which are privately held and rarely accounted for when gauging the industry sentiment. TR Cutler, Inc. provides a voice for manufacturers worldwide.
TR Cutler, Inc.
Thomas Cutler
888-902-0300
Related posts
Can Elearning Solutions Be Applied to The Study of Arts and Letters?
What we can learn is limited by the ambit of our experiences and of the media that we are exposed to. Usually, the best media that creates a deep imprint on us is good Literature. However in order to appreciate good literature, we must in turn have already seen what we have read at work in our own lives, even for just a glimmer of this sight is enough and literature will awaken and deepen that glimmer of insight. But if we have not at all seen any part of ourselves or our lives in the text, then the text will never come to life. And this is applicable to teaching as well. What is taught in any humanities classroom, especially if these things have something to do with the profundity of human experience (I am speaking primarily of literature, philosophy, psychology and the arts) but such human profundity of insight can be seen in every humanities subject such as history or sociology. The difference will always be in the slanted use of discourse to achieve whatever power struggle the teachers wish to establish will only translate well if the students have some concrete idea of what is being taught. Otherwise, they will only be able to memorize facts, if they succeed in that at all since the context will always make the facts easier to remember.
The trouble is that elearning solutions cannot help but remove the teacher from the picture. After all, it is the essence of elearning to be fast, easy, and done at one’s own pace. With a full-time teacher, the pace will have to be managed and if the teacher is any good, he or she will continually challenge the students’ thinking.
Perhaps elearning can be used as say a primer for reading support and assessment. But without the full insight of a responding human person, there can be no recitation or no reaction paper written in an elearning class for the arts and letters. The practical applications of quick and accessible training are just incompatible with the image of the Arts and it will probably always be that way until the end of time.
With the humanities, the teacher must always be present. The equation is simple, take away the human, then there is no humanities left at all. Of course courses such as literature can still be taught by computers, but the student will not be able to feel feedback from his or her insights. After all, the essay and reaction, analysis reports are essential to these subjects. And no computer built today is yet able to even process such things. Elearning solutions will always be effective in the corporate arena. It should also be used in the sciences and in math primarily. And finally, it can only act as supplementary or support to the subjects of Humanities.
Related posts
Coaching Effectiveness Study: Leadership Development Training
EQ Coaching Report February 2007 – IHHP – Institute for Health and Human Potential
Summary:
IHHP, http://www.ihhp.com/, has conducted an assessment to determine the effectiveness of an extensive training, coaching and eLearning program, http://ihhp.com/playing_big.htm, that we have delivered to one of our clients, a major financial institution. We specifically focused on the impact of the follow up coaching. We surveyed participants who attended two-day Emotional Intelligence, http://www.ihhp.com/what_is_eq.htm, training prior to the start of the coaching and eLearning programs. The same survey was then provided after a three to four month period during which the coaching and eLearning follow-up programs were completed. The following results were found:
- Before participating in the coaching program, 69% of the respondents reported that they understood the concepts of EQ well and very well. That number increased to 99% after the coaching.
- When faced with challenging situations, 29% of the respondents reported that they used the EQ tools often or very often before the coaching program. After the coaching program, 79% said they use the tools often and very often when faced with challenging situations.
- Prior to the coaching program, 32% of respondents indicated that the EQ training had a significant impact on their lives. After the coaching, 74% reported EQ was having a significant positive effect on their lives—both personally and professionally.
- 98% of the participants agreed that the coaching program met their expectations. In terms of personal development, 94% strongly agreed that the coaching sessions had helped them to improve. 90% agreed that the coaching had helped them improve their leadership skills.
- Finally, 98% of the participants agreed and strongly agreed that the coach had facilitated their knowledge and skills of the EQ competencies.
When it came to the three greatest benefits of the program, there were many responses. Mostly, the participants found that the coaching and eLearning deepened their learning from the 2day training and having a coach to work with gave them the support they needed to make the changes they wanted to make. They reported greater insight into their behaviours and improved relationships with difficult people. The respondents particularly liked how having a coach meant they could personalize what they were working on. In addition, having a sounding board was greatly appreciated.
It is clear that the 2day EQ for Personal Leadership training, combined with the coaching sessions and eLearning, allowed the participants the time, personal attention and accountability they needed in order to make real and lasting changes in their performance in both their professional and personal lives.
The Program:
IHHP has provided the following Emotional Intelligence program to over 440 leaders at a major financial institution:
- Complete the EI360 feedback survey
- Attend the Two-day Emotional Intelligence for Personal Leadership program
- Participate in one-on-one coaching consisting of six 50minute telephone sessions over a three to four month period following the training
- Integrate the Playing Big eLearning program with the coaching process
- Attend the one-day Advanced Emotional Intelligence program after six months
- Provide the Courageous Conversation audio CD.
Creating lasting behavior change can only be done by providing people with the opportunity to learn over time, to be guided in how to apply new skills on the job, and by having the individual held accountable to the personal changes they commit to.
There was an extremely high engagement in the coaching program: 89% of the attendees in the 2day training program participated in the full six-session EQ coaching program. For the 11% that did not, over 60% of those indicated the reason they did not work with an EQ coach was that they already have a personal coach and they would be working with them to improve their EQ skills.
Participant Feedback:
Participants in the coaching program were asked what 3 things they found most beneficial about coaching. Below is a summary of the results.
- Deepening of the 2day training:
- “My coach helped to reinforce and sustain the classroom concepts into my work and personal life.”
- “I was impressed and appreciated having the coaching program after the course. We attend many courses, but often forget the content even though we may have good intentions. This was a great opportunity to practice the EQ strategies taught in the course with regular reinforcement and feedback. It is also a key course for life in general and for being successful in business.”
- My Coach:
- “I…commend my coach on his coaching style and knowledge of the EQ material. I always knew that our sessions would be hardworking and productive. Following a dynamic course with the coaching support I received has made EQ a life altering concept.”
- “My coach was very supportive and insightful. Her coaching helped me improve at work, but also helped me to approach a personal challenge in a way that allowed all parties to feel respected and valued.”
- Stronger Team at Work:
- “My direct reports have all taken the course and I think it has greatly strengthened my team in terms of a consistent approach to problem solving, people management and client relationship management.”
- Personal Growth and Self-Improvement:
- “Although it’s only a few months since I started EQ, the impact to me has been substantial, and it’s obviously felt by my family and friends. …I will keep practicing what I learned from…IHHP. It’s going to be lifetime learning, and will change my interpersonal skills in a big way.”
- “…made me look at situations in a different light. I am now less likely to overreact to situations and am more in tune with accepting issues that I have no control over.”
- Playing Big e-Learning
- “Walking through some of the modules with the coach provided a tutorial specific to the issues the coach had been discussing with me.”
- “It forced me to review the CD, which then generated improved understanding of the concepts. Walking through some of the modules with the coach provided a tutorial specific to the issues the coach had been discussing with me.”
- Other
- “It was tailored to my needs – specific to me.”
- “I was very pleased with the fact that the EI program offers the coaching component, unlike other courses that just give you knowledge, but leave it up to you to follow through and apply it. The Coaching mechanism makes you consciously think about yourself/your behavior and actions over a longer period of time and how you can utilize the EI skills daily.”
- “This was definitely time well spent and I feel that my leadership skills will improve as a result.”
Feedback about IHHP’s coaches:
The following comments were provided by the survey respondents about the IHHP coach they worked with:
- ALISA GARBER: “She offered amazing support and I have made real life altering changes in my approach to relationships at work and home.”
- DEBORAH MONROE: “Deborah was highly skilled and experienced – she understood the day-today challenges.”
- DIAN PATTERSON: “Dian was exceptional and provided insight to me at a time that I really needed it. She is extremely competent in her coaching skills, as well as the subject of EQ. This made the coaching and learning very enjoyable and beneficial. Thank you very much.”
- JOHN DOAN: “There are no words I can use to describe my appreciation. For sure, the name John Doan will be mentioned whenever I share my EQ knowledge with my children, my friends and my colleagues. From the bottom of my heart…thank you.”
- PETER TAYLOR: “I thought Peter was a great coach. He was able to bring out a lot of thoughts, realizations and ideas from within me that I would not have necessarily seen or looked for on my own. I thought he had a great approach where he would make me work through things rather than him instructing or guiding me to a preset answer. “
- SHARON LEWIS: “I enjoyed working with Sharon; she was professional, compassionate and personable. She made getting through some difficult discussions less so because of her openness and asked the right questions that initiated thought process and kept me curious.”
Related posts