Leadership development is an essential aspect of any organisation's success. It helps to build a competent and confident workforce that can navigate the complexities of the business world. However, traditional methods of leadership development, such as classroom training and seminars, can be time-consuming and expensive.
Digital technologies provide a digital alternative to leadership development which is cost-effective and convenient. In this blog, we will explore how online micro-learning, learning in the flow of work, and experiential learning can be combined to create an effective digital alternative to leadership development.
Online Micro-learning
Online micro-learning delivers bite-sized, targeted learning modules. These modules can be accessed from anywhere, at any time, and are designed to be completed in under 10 minutes. They are perfect for people who don't have the time to attend lengthy training sessions.
Micro-learning modules can be used to develop specific skills or address particular issues that arise in the workplace. For example, a module could be created to help managers communicate more effectively with their teams. Another module could focus on how to manage conflict in the workplace. These modules can be delivered through a learning management system, email, or other digital channels.
Learning in the Flow of Work
Learning in the flow of work is another digital alternative to traditional leadership development. This approach integrates learning into everyday work activities. Rather than taking leaders away from their work to attend training sessions, they can learn while they work. For example, leaders can be prompted to complete a short module on delegation before delegating a task to an employee. This approach allows employees to apply what they learn immediately, making it more likely to stick.
Experiential Learning
Experiential learning is a hands-on approach to learning that involves doing rather than just reading or watching. It provides opportunities for leaders to apply what they have learned in real-life situations. This approach can be particularly effective in leadership development as it allows managers to practice and refine their skills in a safe environment.
Experiential learning can be delivered through online scenarios or personal reflection activities. For example, a scenario can prompt leaders to provide feedback or set performance expectations. This would give them the opportunity to practice decision-making and communication skills in a safe and controlled environment.
Combining Online Micro-learning, Learning in the Flow of Work, and Experiential Learning
Combining these three approaches to learning can create a powerful digital alternative to traditional leadership development. See these three elements of learning design in action by checking out our effective leadership package.
