How often have you attended a conference and listened to some great speakers, but actually learnt the most useful stuff when discussing the content with people during a coffee break? The ability to talk to peers - sharing insights and stories, problems and solutions - is really valuable and it’s one of the reasons why collaborative learning has taken off in such a big way.
Here at Noddlepod, we are obviously big fans of collaborative, asynchronous learning. It’s what we do, it’s what we offer and it’s what we believe in. Before going any further, let’s define asynchronous learning.
Asynchronous learning is when people learn what they need to learn, at the time they need to learn it, while communicating and interacting with a group of people. It is social, collaborative, technology-enabled learning that isn’t constrained by time or location, which is typically the case with traditional learning.
It enables people to tap into the learning and content that is relevant to them at the time that they need it
One of the really important benefits of asynchronous learning is that it enables people to tap into the learning and content that is relevant to them at the time that they need it. This is one of the things that make it so powerful. You learn what you need to learn, when you need it. And when you apply it, you have a whole network to talk to about how it’s all going. Read more about how to build supportive networks between leaders here.
This social aspect is critical. The ability to discuss content, share ideas and address challenges together is so valuable, particularly for leaders. We all know that leadership can be a lonely place. Leaders can easily feel isolated and that they have to address challenges with little or no support.
Having a social network of peers who understand those challenges and can help come up with workable solutions is a fantastic resource. Leaders can discuss ideas and problems, share insights and knowledge and gain valuable feedback. By engaging in asynchronous learning, leaders learn in a much more dynamic, practical and timely fashion. Think about those conferences where the most valuable learning happened in conversations in the coffee break. By having the time and space for social reflection, leaders engage in deep, meaningful learning that is ongoing. Social reflection is a key part of asynchronous learning.
A social network also helps leaders in the process of translating theory into practice, making sense of the learning in their specific context
Although leaders might be facing the same or similar challenges, individual needs are different. Asynchronous learning is such that people can address their learning needs in the way that best suits them, accessing the content and learning at the time that it is most needed.
A social network also helps leaders in the process of translating theory into practice, making sense of the learning in their specific context. Asynchronous learning provides that essential bridge, connecting the theoretical to the practical. This bridge is so often missing in traditional leadership development programmes. And yet it is so important. It is very easy to leave a keynote or a session in a leadership programme fired up with new ideas and enthusiasm, only for that to fade away over subsequent weeks or even days as old habits kick in and obstacles to change arise.
By having a network, a community of peers trying to achieve the same or similar changes, it is much easier for leaders to keep the momentum going. When obstacles to change present themselves – and they do always present themselves – the network can discuss those obstacles, share insights and stories about how to overcome them. We are social beings and learn best in social groups. Learning should reflect that.