HiPo Development | Designing Cohort Learning to Scale
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    career development cohort learning collaborative learning early career employee experience evidence-based research flow of work high potential hipo Learning Agility learning culture learning design mentoring Peer-to-Peer Learning Scalable Global Cohorts Semi-synchronous Collaborative Peer-Learning
  • Session Focus: How Advocate Aurora Health provides essential skills for non-leadership roles to develop, gain resources, grow professionally, and extend their networks to strengthen them for their next promotion.

     

    ? Cohort-based collaborative learning and coaching are the hottest topics in L&D right now

    During the Covid-19 pandemic, collaborative learning and coaching are rising for many organizations.

    Many ELE member companies are sharing best and next practices and validated with the Global L&D Trends Research presented at our May 2022 Exchange. Technology and semi-synchronous learning design help scale with cohorts ranging from 6-8 to more than 1,000.

    ? This seven-part series explains the basic concepts and principles for scaling cohort-based learning by benchmarking with your peers.

    For many of us, the journey starts with providing in-person classroom training (synchronous), e-learning (asynchronous), or blended learning.

    An emerging next practice for designing cohort learning to scale is semi-synchronous collaborative peer learning. When well thought out and done right, learning solutions become instructorless and easier to scale.

    Wes Kao is a long-time believer in “cohort-based” learning programs. Cohort-based learning involves a group of students—a cohort—all moving through a syllabus together at the same time. Cohort-based learning is the opposite of asynchronous, mass online open courses, (MOOCs) where students move at their own pace through course content.

    Kao said that cohort-based courses are far more engaging for learners than MOOCs, which have been criticized for low enrollment and completion rates. Over the past decade, cohort-based classes have risen in popularity, addressing common complaints about MOOCs.

    Cohort-based classes offer live feedback from a teacher and courses with set start and end dates. In real-time, groups of students are able to hold each other accountable, push each other to experiment with class material, and challenge each other’s ideas.

    Source: Wes Kao, co-founder of Maven, Interview

    1️⃣ First, we will explore

      • How to cultivate a sense of safety and belonging
      • Why you should put learners, not instructors, at the center of your learning experience
      • How to accelerate knowledge sharing and peer facilitation

    2️⃣ Next, we will share a cohort-based solution designed to help team members in non-leadership roles develop essential skills, gain resources, grow professionally, & extend their networks to strengthen them in their current roles & for career advancement.

    3️⃣ A strategic transformation for many organizations is creating Learning 4.0 Mindset Shifts to help reinforce skills, facilitate feedback, increase collaboration, and share expertise across teams. Through a collaborative ecosystem of tech-savvy peer-to-peer and expert assessments, employees actively engage in the mastery of skill development.

    Learning 4.0 Mindset Shifts


    We are interested in diving deeper into cohort-based learning solutions and finding success using some or all of the eight principles:

    1. Well-designed social interactions
    2. A sense of safety and belonging
    3. Real people engaging authentically
    4. Opportunities for individual reflection
    5. Knowledge sharing and peer facilitation
    6. Arguing (constructively) together
    7. Learners, not instructors, at the center
    8. Human stories expertly told

    Pre-read: Cohort-Based Learning at Scale – Eight Principles for Success (Nomadic, 2022)

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