{"id":671,"date":"2019-06-29T17:52:15","date_gmt":"2019-06-29T15:52:15","guid":{"rendered":"https:\/\/widid.fr\/?p=671"},"modified":"2020-01-13T16:45:06","modified_gmt":"2020-01-13T15:45:06","slug":"nouvelles-methodes-pour-changer-la-learning-culture","status":"publish","type":"post","link":"https:\/\/widid.fr\/en\/nouvelles-methodes-pour-changer-la-learning-culture\/671\/15\/","title":{"rendered":"Nouvelles m\u00e9thodes pour changer la learning culture  \u2013 10\/11"},"content":{"rendered":"<p> Les responsables learning doivent aussi adopter de nouvelles m\u00e9thodes pour produire des exp\u00e9riences d&rsquo;apprentissage efficaces et attractives. <\/p>\n\n\n\n<h3 class=\"wp-block-heading\">4D : diagnostic, design, d\u00e9veloppement, diffusion<\/h3>\n\n\n\n<p> Avant, un responsable formation construisait son cours en se focalisant sur les objectifs p\u00e9dagogiques \u00e0 transmettre. Du fait de sa posture de sachant, il s\u2019int\u00e9ressait finalement tr\u00e8s peu \u00e0 l\u2019apprenant, \u00e0 son \u2018niveau\u2019 de d\u00e9part, \u00e0 ses mani\u00e8res d\u2019apprendre, par habitude mais aussi parce qu\u2019il \u00e9tait difficile d\u2019acc\u00e9der \u00e0 ses informations. <\/p>\n\n\n\n<p>Le <strong>d\u00e9veloppement des pratiques agiles et du design thinking<\/strong>, l\u2019acc\u00e8s \u00e0 de multiples donn\u00e9es comportementales sur l\u2019apprenant rendent possible et indispensable l\u2019utilisation de nouvelles m\u00e9thodes. <\/p>\n\n\n\n<p style=\"text-align:left\"> Ainsi, la<strong> m\u00e9thode 4D, con\u00e7ue par WiDiD et utilis\u00e9e \u00e0 la Learning Agency d&rsquo;Orange<\/strong> par exemple permet de : <\/p>\n\n\n\n<div class=\"wp-block-image\"><figure class=\"alignright is-resized\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/widid.fr\/wp-content\/uploads\/2019\/03\/4-d-1.jpg\" alt=\"Logo-4D\" class=\"wp-image-439\" width=\"233\" height=\"227\" srcset=\"https:\/\/widid.fr\/wp-content\/uploads\/2019\/03\/4-d-1.jpg 524w, https:\/\/widid.fr\/wp-content\/uploads\/2019\/03\/4-d-1-300x292.jpg 300w\" sizes=\"auto, (max-width: 233px) 100vw, 233px\" \/><figcaption>M\u00e9thode WiDiD 4D <\/figcaption><\/figure><\/div>\n\n\n\n<ul class=\"wp-block-list\"><li>Construire l\u2019exp\u00e9rience d\u2019apprentissage correspondant aux besoins, objectifs et maturit\u00e9 des apprenants et de l\u2019entreprise. <\/li><li> Marketer&nbsp;: gamme d\u2019offres, communication\u2026  <\/li><li> S\u2019assurer de la mesure de l\u2019impact <\/li><li>Autonomiser les collaborateurs qui diffuseront cette exp\u00e9rience<\/li><li>Contr\u00f4ler et \u00e9v\u00e9nementialiser sa diffusion<\/li><li>Mettre en place une boucle d\u2019am\u00e9lioration continue<\/li><\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Mesurer l\u2019impact pour comprendre et engager les apprenants<\/h3>\n\n\n\n<p>Selon l\u2019\u00e9tude <em><a href=\"https:\/\/towardsmaturity.org\/2018\/01\/31\/transformation\/\">\u201cThe transformation curve de towards maturity&nbsp;\u201d<\/a><\/em><\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>15% des directions de la formation poss\u00e8dent des\ncomp\u00e9tences d&rsquo;analyse de donn\u00e9es en interne<\/li><li>10% examinent leurs programmes de formation et\nv\u00e9rifient qu&rsquo;ils renforcent les objectifs de l&rsquo;organisation<\/li><li>2% utilisent les donn\u00e9es de performance pour\nmesurer et am\u00e9liorer l&rsquo;impact de leur programme<\/li><li>5% recueillent r\u00e9guli\u00e8rement des commentaires\ndes apprenants sur l\u2019atteinte des objectifs <\/li><li>seulement 2% recueillent des commentaires sur la\nfa\u00e7on dont cet apprentissage a \u00e9t\u00e9 mis en \u0153uvre<\/li><\/ul>\n\n\n\n<p>Rien de surprenant alors \u00e0 ce qu\u2019<strong>aucune mesure de l\u2019impact de la formation sur la performance de l\u2019entreprise ne soit faite<\/strong>. C\u2019est pourtant cet impact qui doit \u00eatre mesur\u00e9 pour que les comp\u00e9tences deviennent un portefeuille \u00e0 g\u00e9rer, \u00e0 faire fructifier.<\/p>\n\n\n\n<p>Ainsi, en France, on mesure la consommation en heures et non\nl\u2019impact. Cette mesure, importante pour le remboursement de la taxe, ne sert ni\n\u00e0 engager l\u2019entreprise, ni les apprenants et ne permet pas d\u2019am\u00e9liorer les\nactions de la direction de la formation. <\/p>\n\n\n\n<figure class=\"wp-block-image is-resized\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/widid.fr\/wp-content\/uploads\/2019\/05\/analytics-1-1024x576.jpg\" alt=\"\" class=\"wp-image-685\" width=\"684\" height=\"384\" srcset=\"https:\/\/widid.fr\/wp-content\/uploads\/2019\/05\/analytics-1-1024x576.jpg 1024w, https:\/\/widid.fr\/wp-content\/uploads\/2019\/05\/analytics-1-300x169.jpg 300w, https:\/\/widid.fr\/wp-content\/uploads\/2019\/05\/analytics-1-768x432.jpg 768w, https:\/\/widid.fr\/wp-content\/uploads\/2019\/05\/analytics-1.jpg 1497w\" sizes=\"auto, (max-width: 684px) 100vw, 684px\" \/><figcaption>Ex : la d\u00e9marche mise en place par WiDiD dans un contexte Cornerstone + R\u00e9alit\u00e9 virtuelle  <\/figcaption><\/figure>\n\n\n\n<p>Quelles  nouvelles m\u00e9thodes de learning peut-on utiliser pour mieux tracer les apprentissages et leur impact ?<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Efficacite et scalabilite<\/h3>\n\n\n\n<p>On l\u2019a vu, p<strong>our g\u00e9n\u00e9rer et maintenir l\u2019engagement des apprenants, mesurer l\u2019efficacit\u00e9 de la formation est indispensable<\/strong>. Produire des exp\u00e9riences d\u2019apprentissage efficaces l\u2019est aussi. Adresser tous les apprenants au sein d\u2019une organisation est essentiel pour que l\u2019organisation sache faire face \u00e0 ses enjeux. Alors <strong>comment concilier efficacit\u00e9 et scalabilit\u00e9&nbsp;?<\/strong> <\/p>\n\n\n\n<p> Actuellement les responsables learning choisissent l\u2019une ou l\u2019autre. Soit des types de formation efficaces : coaching, tutorat, mentorat, \u2018on the job\u2019 mais non scalables et qui restent donc r\u00e9serv\u00e9es \u00e0 une \u00e9lite ou \u00e0 des comp\u00e9tences tr\u00e8s techniques \u2018de niche\u2019. Soit des types tr\u00e8s scalables, qui permettent de \u2018cocher la case\u2019 sur des formations obligatoires (compliance, RGPD\u2026) mais qui sont tr\u00e8s peu efficaces. <\/p>\n\n\n\n<figure class=\"wp-block-image\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"476\" src=\"https:\/\/widid.fr\/wp-content\/uploads\/2019\/06\/scalabilit\u00e9-1024x476.png\" alt=\"\" class=\"wp-image-697\" srcset=\"https:\/\/widid.fr\/wp-content\/uploads\/2019\/06\/scalabilit\u00e9-1024x476.png 1024w, https:\/\/widid.fr\/wp-content\/uploads\/2019\/06\/scalabilit\u00e9-300x140.png 300w, https:\/\/widid.fr\/wp-content\/uploads\/2019\/06\/scalabilit\u00e9-768x357.png 768w, https:\/\/widid.fr\/wp-content\/uploads\/2019\/06\/scalabilit\u00e9.png 1389w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><figcaption>source :  <a href=\"https:\/\/medium.com\/@STRIVR\/employee-training-in-corporate-america-doesnt-work-here-s-why-497739f05e0e\">STRIVR <\/a><\/figcaption><\/figure>\n\n\n\n<p>Il faut donc <strong>cr\u00e9er des exp\u00e9riences d\u2019apprentissage en combinant plusieurs types mais aussi exp\u00e9rimenter de nouveaux types de formation, plus adapt\u00e9s \u00e0 l\u2019apprenant moderne (peer learning, immersive learning\u2026)<\/strong><\/p>\n\n\n\n<p>Ainsi le programme de prise de parole en public con\u00e7u par WiDiD \u00e0 la Learning Agency d\u2019Orange, m\u00ealant R\u00e9alit\u00e9 Virtuelle, formation pr\u00e9sentielle, concours d\u2019\u00e9loquence, \u00e9v\u00e9nements sur plusieurs formats, et pour plusieurs m\u00e9tiers (commerciaux, jeunes talents, dirigeants\u2026) compose une exp\u00e9rience d&rsquo;apprentissage attractive et efficace.<\/p>\n\n\n\n<p>Ces nouvelles m\u00e9thodes de learning s&rsquo;apparentent plus \u00e0 du design d&rsquo;exp\u00e9riences combinant de multiples variables qu&rsquo;au simple design d&rsquo;un cours.<\/p>\n\n\n\n<p>  Pour poursuivre votre lecture, c&rsquo;est par<a href=\"https:\/\/widid.fr\/en\/nouveaux-outils-learning-learning-experiences-differenciantes-11-x\/\"> ici<\/a>.   <\/p>","protected":false},"excerpt":{"rendered":"<p>Les responsables learning doivent aussi adopter de nouvelles m\u00e9thodes pour produire des exp\u00e9riences d&rsquo;apprentissage efficaces et attractives. 4D : diagnostic, design, d\u00e9veloppement, diffusion Avant, un responsable formation construisait son cours en se focalisant sur les objectifs p\u00e9dagogiques \u00e0 transmettre. Du fait de sa posture de sachant, il s\u2019int\u00e9ressait finalement tr\u00e8s<a class=\"moretag\" href=\"https:\/\/widid.fr\/en\/nouvelles-methodes-pour-changer-la-learning-culture\/671\/15\/\"> Read more<\/a><\/p>","protected":false},"author":2,"featured_media":750,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[12,68,38,62],"tags":[59,60,14,61,37],"class_list":["post-671","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-articles","category-non-classe-fr","category-strategie-en-formation","category-strategie-learning-au-service-du-business","tag-agile","tag-design-thinking","tag-formation","tag-methodes-learning","tag-strategie"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v19.13 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Nouvelles m\u00e9thodes pour changer la learning culture \u2013 10\/11 - WiDiD<\/title>\n<meta name=\"description\" content=\"m\u00e9thodes pour changer la learning culture, design thinking, learning analytics pour repenser les exp\u00e9riences d&#039;apprentissage\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"http:\/\/widid.fr\/en\/nouvelles-methodes-pour-changer-la-learning-culture\/671\/15\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Nouvelles m\u00e9thodes pour changer la learning culture \u2013 10\/11 - 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