{"id":513,"date":"2013-06-17T17:20:02","date_gmt":"2013-06-17T17:20:02","guid":{"rendered":"http:\/\/www.workplaceinteractors.com\/theinteraction\/?p=513"},"modified":"2013-06-17T17:20:02","modified_gmt":"2013-06-17T17:20:02","slug":"interface-or-face-to-face-learning","status":"publish","type":"post","link":"http:\/\/www.workplaceinteractors.com\/theinteraction\/2013\/06\/17\/interface-or-face-to-face-learning\/","title":{"rendered":"Interface or face-to-face learning?"},"content":{"rendered":"

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\"Interface\"<\/a><\/p>\n

\"Face-to-face\"<\/a>

photo by Alice Feldt<\/p><\/div>\n

What can we as learning and development professionals learn from the decision of Yahoo’s<\/a> CEO, Marissa Mayer<\/a>, to end the work-from-home policy for 200 Yahoo employees?\u00a0 In explaining her decision she said, “people are more productive when they’re alone,” and then continued, “but they’re more collaborative and innovative when they’re together. Some of the best ideas come from pulling two different ideas together.”\u00a0 It would be wise to keep her words in mind when developing learning programs.<\/p>\n

Marissa Mayer was a rising star at Google before she became Yahoo\u2019s CEO.\u00a0 Yahoo and Google are two companies whose existence depends on the sharing of information over the Internet.\u00a0 However, she’s keenly aware of the limitations of the platform.\u00a0 People are more productive alone when consuming information, understanding concepts, memorizing lists and procedures \u2013 all necessary to do their jobs effectively. \u00a0But when it comes time to use this knowledge in creative applications, employees need to come together face-to-face to pull different ideas together.<\/p>\n

Here\u2019s where learning professionals can use Ms. Mayer’s insight.\u00a0 We can also use this blended approach<\/a> to maximize the effectiveness of our program design.\u00a0 We need to take advantage of both the interface and the face-to-face. \u00a0Learners can work independently to absorb knowledge and come together in the classroom to apply it in innovative ways.<\/p>\n

Finally, when we bring participants together who have gained information from the e-learning \u00a0portion of the training, we need to refocus their face-to-face time. \u00a0Instead of facing the facilitator, participants need to face each other and through experiential\u00a0 exercises pull ideas together and make the learning their own.<\/p>\n

Let’s keep in mind the reason behind Ms. Mayer\u2019s decision.\u00a0 She said, \u2018I don’t want to change\u00a0[Yahoo\u2019s]\u00a0culture.\u00a0 I want to amplify its greatness.\u201d\u00a0 Let’s use the strengths of both e-learning and the face-to-face classroom to do the same for learning transfer.<\/p>\n

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  What can we as learning and development professionals learn from the decision of Yahoo’s CEO, Marissa Mayer, to end the work-from-home policy for 200 Yahoo employees?\u00a0 In explaining her decision she said, “people are more productive when they’re alone,” and then continued, “but they’re more collaborative and innovative when they’re together. Some of the …<\/p>\n

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