Continuous learning
The issue:
The problem with many e-learning systems is that they only satisfy one set of learning strategies, those preferred by 20% of the population. Users have to follow through programmes in a step by step, bite by bite manner which takes time and can be frustrating and ponderous. It is for this sort of reason that e-learning has often failed. People start off with good intentions but then get bored, fall away and do not return.
Our answer:
The Working Manager is a unique form of learning engine, designed to appeal to all learning styles. We place the fact that people learn differently - and are differently motivated to learn - at the centre of what we do.
Our learning advisor helps people to determine their learning style and offers recommendations about how to use the site in a way that suits them best. For example:
- Convergent thinkers will benefit from the knowledge exercises, primarily about basic management skills, which are in true/false format. Those moving on through the learning cycle from pragmatist to activist will find that even these knowledge exercises are treated not as the final word but as the starting point for thinking about management. The skills which are the subject matter of the exercises are debated further in the related articles. Convergers will respond to the pathways, a series of guided routes through the material on the site.
- Divergent thinkers will benefit from the self-discovery exercises which offer them the opportunity of thinking creatively about the options in management, using their own results to learn the alternatives in management behaviour. Divergers will use the teasing links on the site, exploring and creating their own routes.
- Pragmatists will use the glossary to evaluate management terms and will use the case studies to test their learning and apply it to real life. They will also benefit from the ability to pose real-time questions to The Dean - who answers every one. They will also appreciate the many articles on the site which are explicitly non-theoretical, giving practical advice to situations all managers face. They will also respond to the pathways, giving them a defined route through the material.
- Activists, the most likely type to be bored by traditional e-learning, will appreciate the regular updates. They will be brought back to learning by the fact that there is always something new on the site. They will particularly like the sophisticated links, both those in-text and those indicating related material, which will enable them to find their own way through the site, to follow their own interests and explore. They will see the site as a monthly experience in management, one that enables them to pick up and explore what tempts them at the time.
- Reflectors, who will often find e-learning confining, will respond to the many thoughtful articles and exercises which offer alternative views, sometimes even contrary views, on management issues and concepts. They will look at all sides and make up their own minds. They will not be rushed. There is no time limit on their study or indeed on any exercise. Indeed, they will appreciate the opportunity to come back to the material whenever they choose, even re-taking exercises at will.
- Theorists, who will often find e-learning a little shallow, will appreciate the involvement offered by the site in research, in debate and by the ability to contribute to the site in the form of articles, responses or critical questions. Theorists will also respond to the use of models on the site, drawing the variety of management into rational form.
