We all agree on the power of social learning. If teams are going to improve, they need to improve together. Yet, we continually hear of three problems within online learning experiences. 1. Accountability: Learners struggle to complete learning/training modules. Why are people disengaged and dropping out? 2. Implementation: There is a gap between training (learning) and action. How can I improve the ROI from our training efforts? Why is it that those who complete learning experiences struggle to take action and apply their learning? 3. Community: Learning is usually set up as an isolating experience supplemented by Zoom or face-to-face meetings to try to share - which seldom provide the time and space to give a voice to each learner and provide deeper, more actionable sharing and feedback. How can I create experiences that help turn my teams into Communities of Practice where they interact, collaborate, and learn from each other? These 3 problems are related. Take a look at wh
We often have conversations from those looking to innovate learning. They want to learn more about Huddle Up to see if it's the right fit for their organization. We summarized a few of the important differences to help outline the difference. Take a look. We'd love to hear from you. Contact us to let us know what you think. Is Huddle Up The Best Fit For You? Below, we have provided a quick comparison. You can also learn more about how L&D innovators and educators are using Huddle Up to engage their teams in collaborative experiences. What are your beliefs around organizational learning? Huddle Up can do these… but it’s best suited for → Fully Leverage The Huddle Up Model PASSIVE LEARNERS Users complete tasks and demonstrate success by passing quizzes, summarizing, and completing comprehension exercises. LEARNERS TAKE ACTION Learners apply knowledge and skills in creative ways that demonstrate success if solutions are deemed high quality by their peers and experts.