MicroCreds’ Post

In the expanding realm of professional learning, the demand for certifications, continuing education, and micro-credentials is soaring. Yet, many remain tethered to traditional educational methods, missing out on significant opportunities for revenue generation and learner engagement In this blog, we share the Lifelong Learning Strategy Framework and shed a light on how organizations can utilize it to tap into the burgeoning professional education market ➡️ https://hubs.ly/Q02mWy7l0 #LMS #eLearning #lifelonglearning

Unlocking the Future of Professional Learning: A Vision for Value-Based Education In today’s rapidly evolving market, the need for skilled, job-ready professionals is more critical than ever. However, the traditional approach to online education often falls short, producing certifications without practical, hands-on experience. It’s time for a transformative shift toward value-based learning that bridges this gap, creating real-world impact and ensuring professionals are truly prepared for industry demands. At the heart of this vision is a unique integration of real-world projects into our certification programs. By partnering with industry leaders, we may provide learners with the opportunity to work on actual projects, gaining invaluable experience that goes beyond theoretical knowledge. Imagine a future where every certified professional has not only the credentials but the proven skills to tackle complex challenges from day one. Here’s how we may make this vision a reality: 1. Strategic Industry Partnerships: Collaborating with top companies to embed real-world projects into our curriculum. This ensures our learners are solving genuine industry problems, making them highly attractive to employers. 2. Mentorship Networks: Establishing a robust network of seasoned professionals who guide learners through their projects, offering insights and expertise that enrich the learning experience. 3. Continuous Learning and Recertification: Emphasizing ongoing education to keep skills current with industry advancements, fostering a culture of lifelong learning and professional growth. The market potential is immense. With the global online education market projected to reach $350 billion by 2025, the demand for skilled professionals in sectors like technology, healthcare, finance, and manufacturing is soaring. By capturing just 5% of the serviceable addressable market, we can achieve a substantial impact, driving $7.75 billion in revenue. This approach not only enhances the value of our certifications but also addresses the critical skills gap in today’s workforce. It’s a model that promises significant ROI for investors, ensuring a steady pipeline of job-ready professionals. Imagine what we could do together in revolutionizing professional education. Let’s build a future where learning is synonymous with real-world expertise, and every professional is equipped to excel. #ValueBasedLearning #ProfessionalEducation #Mentorship #IndustryPartnerships #ContinuousLearning #CareerGrowth #FutureOfWork

Recently I was interviewed to contribute to #University of Melbourne's professional development blog. The post is titled: Choose your own learning adventure: micro-credentials vs short courses. Besides examining the difference between the two forms of learning, the post also explores the issue from both a learner and employer perspective. Towards the end of the post there are some tips for a learner (and these could be adapted for an employer) to consider as they make a decision about whether to engage in short courses or micro-credentials as part of the upskilling or lifelong learning trajectory. Hope you enjoy the blog post. https://lnkd.in/dQfRXpYF? utm_source=linkedin%20&utm_medium=Social%20&utm_campaign=S_All_2024_25_SA_FH_2025_AI_GP_AW_mcsc_mspace&utm_content=artcl_micro-credentials%20vs%20short%20courses_lrnmr&sfid=701OY000005omueYAA

Micro-Credentials: Bite-Sized Learning with Big Potential for European Higher Education The halls of academia are buzzing with a new kind of "currency": micro-credentials. These bite-sized certifications verify learning obtained through short, focused programs. While traditional degrees remain the cornerstone of higher education, micro-credentials are emerging as a dynamic force in the European Union. Why the Buzz? Micro-credentials certify the learning outcomes of short-term learning experiences, for example, a short course or training. They offer a flexible, targeted way to help people develop the knowledge, skills and competences they need for their personal and professional development. The rise of micro-credentials is fuelled by two key trends: the demand for lifelong learning and the rapidly evolving job market. Lifelong Learning: Adults today require continuous skill development to stay relevant. Micro-credentials offer a flexible, targeted way to up-skill or re-skill, catering to busy professionals and those seeking career transitions. Evolving Job Market: The skills employers seek are changing at an unprecedented pace. Micro-credentials allow universities to be more responsive, providing in-demand skill sets through focused programs. The EU Landscape The European Commission recognises the potential of micro-credentials, issuing a Recommendation on a European approach to micro-credentials on 16th June 2022. This move aims to streamline development, implementation, and recognition across institutions, businesses, and borders. What to Expect More Collaboration: Look for increased collaboration between universities, businesses, and industry experts in developing micro-credentials that align with workforce needs. Technological Integration: Expect technology to play a key role, with online platforms facilitating delivery and e-badging systems ensuring secure verification of learning outcomes. Focus on Quality: As the micro-credential landscape matures, a strong emphasis is expected on quality assurance frameworks to ensure these credentials hold value for learners and employers alike. The Future is Stackable Micro-credentials are not meant to replace traditional degrees. Instead, they offer a way to build a portfolio of qualifications, catering to a more personalised learning journey. This bodes well for the future of European higher education, making it more flexible, responsive, and accessible to a wider range of learners.

In the expanding realm of professional learning, the demand for certifications, continuing education, and micro-credentials is soaring. Yet, many remain tethered to traditional educational methods, missing out on significant opportunities for revenue generation and learner engagement In this blog, we share the Lifelong Learning Strategy Framework and shed light on how organizations can utilize it to tap into the burgeoning professional education market ➡️ https://hubs.ly/Q02DCk1l0 #LMS #lifelonglearning #digitallearning

The Hidden Cost of Learning: How to Keep Growing Despite Financial Constraints today! As a learning advocate and a financial literacy trainer, I am not oblivious of the financial obligations that come with upskilling! We’ve all heard the phrase, “Knowledge is power.” But what they don’t often tell you is that learning—whether formal education, certifications, or skill development—can be financially draining. I understand the world of learning and development, and I know how vital continuous learning is. Yet, I’ve seen many people, eager to explore and grow, feel derailed simply because they lack the resources to fund their learning journeys. However, growth doesn’t have to stop due to financial limitations. There are effective ways to keep learning, even when your budget is tight. Let me share a few strategies that can help you navigate this: 📍Leverage Free Online Resources: There’s an abundance of free learning materials available online. Websites like Coursera, edX, and even YouTube offer courses and tutorials on various subjects. You can learn about anything from leadership to data science at no cost. Use these platforms to build a strong foundation without breaking the bank. You will need to pay for the internet though… 📍Join Learning Communities: Many communities and networks offer free or affordable learning opportunities, mentorship, and knowledge sharing. Being part of a learning group or accountability community not only expands your knowledge but also keeps you motivated. LinkedIn groups, Facebook learning groups, or local meetups can provide value without hefty costs. 📍Use Books and Podcasts: You don’t need to enroll in expensive courses to gain knowledge. Books and podcasts are excellent (and often affordable) ways to learn from experts. A library membership or subscription to audiobook services can give you access to countless resources at a fraction of the cost of traditional courses. I have heard many testimonies with this approach. 📍Employer-Sponsored Learning: If you’re employed, inquire about employer-sponsored development programs. Many organizations are willing to invest in their employees' growth. From internal training to education fees, this is a great way to continue learning without incurring personal expenses. One of my major courses is as a result of this approach, but I must say, you need to be valuable to the organization too. Remember, while financial resources can sometimes limit your access, your determination and creativity in seeking knowledge can overcome those barriers. What are some ways you’ve navigated financial constraints in your learning journey? PS: My name is Coach Adelle. I am a Certified Leadership and Personal Growth Coach, Lawyer, Data Scientist, Human Capital Specialist, Speaker, and Trainer. I help leaders build thriving, high-performing teams with a touch of Financial Literacy. #CandidTalkWithAdelle #GrowWithAdelle #Leadership #HumanResource #FinancialLiteracy

K2 University, the education arm of K2 Partnering Solutions, a leading worldwide provider of consultative technology services, is proud to announce the expansion of its SAP instructor-led training programs to the United States and Canada. In response to the growing demand for future-focused SAP skills, K2 University will now offer a wider range of flexible learning opportunities to help professionals enhance their expertise in cloud-first SAP solutions. With businesses increasingly transitioning to the cloud and new technologies reshaping the job market, the need for cloud, AI, and SAP skills has surged. According to a report from the World Economic Forum, these emerging technologies are among the most in-demand skills across industries. To meet this demand, K2 University is bringing its high-quality official SAP learning content, methodologies, and instructor-led courses to a broader North American audience. “SAP is a cornerstone in the tech world, and its solutions are vital for businesses worldwide,” said Wahridj Gergian, Managing Director of K2 University. “Cultivating SAP skills is essential for growth and success in today’s digital landscape. I am thrilled that through our long-standing and successful partnership with SAP, we can expand our offering to our North American audience, empowering companies to innovate and grow. This is a significant step forward in K2 University’s commitment to providing valuable, in-demand skills to our customers.” This strategic expansion will provide learners access to scheduled, live, instructor-led courses delivered by experienced trainers, helping professionals and organizations maximize the return on their SAP investments. As part of K2 University’s mission to break down barriers to education, these training programs are designed to be flexible and accessible, allowing professionals to enhance their knowledge and deepen their SAP expertise. “We are confident that our extended partnership with K2 University in North America will continue the positive impact on many people and organizations,” commented Andre Bechtold, Senior Vice President and Head of Solution and Innovation Experience at SAP. “It provides future-focused education to a broader audience, empowering them through accessible learning opportunities. We look forward to a future of shared success and growth, solidifying our commitment to creating opportunity through learning and development for all.” A recent study by Forrester Consulting found that greater access to learning programs leads to productivity gains of up to 25%, faster time to competence by 50%, and improved project success rates. This underscores the importance of initiatives like K2 University’s expansion in fostering continuous professional development and supporting organizations in their digital transformation efforts. https://lnkd.in/df-jfsmJ

"People are not spending their learning stipend" → I hear this very often 🫤 While I do believe having an individual stipend sends a very healthy message of "you're in charge of your learning journey" 🫶🏻 I also think we might underestimate how overwhelming the experience is 🤯. Here are a couple of blockers others have identified: 🫢 You announced you offered a learning stipend once, and never came back to it. People forget. Overcommunicate － especially such good news. 🫠 You offer a learning stipend, but you're not clear about how and when people can spend it. Can they spend it on whatever they want? Do you have any rules about role-specific opportunities? Or even about specific platforms where they can spend it? Be clear! 🫨 You offer a learning stipend, but the process of spending it is too complicated. Remove as many blockers as you can, ideally, there shouldn't be more than 2 － 3 steps between making the decision to the start of the learning experience. 😑 You offer a learning stipend, but there are too many options out there. Guide people by providing recommendations from their colleagues, curating a list of trusted learning experiences, ask for recommendations from outside your company. 😖 You offer a learning stipend, but also offer a ton of work to do. If people are overworked, overwhelmed, and stressed chances are lower they're going to spend their learning budget. Deal with it or just be aware! 😰 You offer a learning stipend, but don't guide managers into supporting their employees. You need to turn people managers into role models and advocates of self-directed learning. Other thoughts I have: 💫 Think about what triggers the need. The most common things are performance reviews, filling in individual development plans, starting a new role, being promoted, and starting a new year, or a new quarter. Make sure you communicate around those triggers. 💕 Recommend people to spend their stipends as a follow-up to the internal learning experiences they've attended. That way they can dig deeper into certain topics they're interested in. 📈 Look at data to understand why people are not spending their stipends. Instead of sending another survey, ask a question in existing surveys. Any other blockers and tips? 🫶🏻 _______ I write about L&D challenges every week in Offbeat, the newsletter. Subscribe to read more of my lessons learned → https://lnkd.in/efBcv2ED #learninganddevelopment

Continuing Professional Development (CPD) is crucial for staying up-to-date with the latest advancements in your field and enhancing your skills. E-learning has become a popular choice for CPD due to its flexibility and accessibility. Here's how e-learning can be effective for CPD: 1.       Flexibility: E-learning allows professionals to learn at their own pace and at a time that suits them best. This flexibility is especially valuable for busy professionals who may not have the time to attend traditional in-person training sessions. 2.       Accessibility: With e-learning, CPD materials are accessible from anywhere with an internet connection. This eliminates the need for travel and allows professionals to access CPD resources even if they are located in remote areas. 3.       Cost-effectiveness: E-learning often proves to be more cost-effective than traditional forms of CPD, as it eliminates expenses related to travel, accommodation, and venue hire. Additionally, many e-learning platforms offer subscription-based models or one-time purchases for access to a wide range of courses. 4.       Variety of Content: E-learning platforms typically offer a diverse range of CPD courses covering various topics and skill levels. This allows professionals to tailor their CPD to their specific interests and career goals. 5.       Peer Interaction: Some e-learning platforms facilitate peer interaction through discussion forums, virtual classrooms, or group projects. This enables professionals to learn from each other's experiences and perspectives. 6.       Assessment and Certification: E-learning courses often include assessments or quizzes to measure learning outcomes. Upon successful completion, participants may receive certificates or badges to demonstrate their CPD achievements. #compliance #CPDlearning #regtech #financialservices #ifas #mortgagebrokers #protection www.batsoftware.co.uk

Online Business Courses: The New Way of Acquiring Skills In the modern era, the way people learn and acquire new skills has been fundamentally transformed by the advent of online courses. As technology advances, traditional education methods are being supplemented and, in some cases, replaced by digital learning platforms. These platforms offer flexibility, accessibility, and a vast array of resources that cater to diverse learning needs. Let’s explore how online business courses are reshaping education, workplace training and how employees acquire new skills. https://lnkd.in/eetMpe2Z #OnlineBusinessCourses #DigitalLearning #SkillDevelopment #Elearning #ProfessionalGrowth #BusinessEnterprising