A very exciting bridge we can make from the Psychological Safety of Agile Learning with a study commissioned by Google. This study by Google showed that when a team has problems in collaboration or performance, in 8 out of 10 cases there is a lack of trust. Very often, this loss of trust is directly attributable to a leader’s misconduct. It is not surprising, but nevertheless frightening, that this misconduct ensures that 85 percent of all employees have already experienced pressure as a means of leadership.

Psychological safety as boost

It quickly becomes apparent that learning can only take place very poorly in such an environment, or often not at all. Moreover, psychological security is not only a booster for the commitment as well as for the innovative power of employees, but also forms the fundamental foundation on which learning and performance can grow in the first place. For this reason, it is important to strengthen the core aspects of psychological safety:

As a result, our recommended action would be, companies should set the following goals to enable a better learning environment:

Practical Tip: Agile Knowledge Transfer

Due to the highly dynamic nature and short half-life of knowledge, we recommend limiting the length of individual learning experiences to three to seven minutes. The method also plays an important role in sustainable knowledge transfer. Findings from neuroscience show that the use of visual learning content is more efficient and sustainable, since our brain can process visual content 60,000 times faster than text.

Furthermore, training courses should be designed to be accompanied, as otherwise more than 80 percent of the learning content will have been forgotten after just one month.

If you want to learn more about the creation of learning content, take a look at the following article about the authoring tool: Authoring Tool Livresq

In addition, you might also find the past post on e-learning trends helpful.

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