Practical Newsletters

When it Comes to L&D for Your Organization:

Content Creation vs. Content Curation?  

Every decision you make must be tied to your strategic goals, objectives and the outcomes you need to achieve! Consider these questions:

  • Where do we want to be as an organization, department and business unit? 

  • Who are our key sponsors and stakeholders?

  • What is our delivery focus within our Learning & Development role?

  • How can we deliver within a shorter cycle and increase our resiliency?

Content is being generated and shared every moment of every day - globally. There's a lot of information to sift through, manage, and share!  

So, if you're going to Curate Content, you'll be:

Gathering, accumulating, collecting and sorting, 

according to your competency themes

Assessing and shaping the content based on information and competency needs within your workforce

Promoting the use or your curated content with posts, early adopters, and champions

Providing the delivery platforms for content access and vital worker contributions

Applying the new skills and assessing content while encouraging feedback and contributions back into the curated content

Volume

Five

content creation vs. curation Practical Management of Canada Inc.

"For this curated content to be useful, we quickly realized we needed an active daily leader who could be our 'social marketer' creating tags to specific content that is relevant to us and our front line."

Considerations for Curating Content for Your Organization:

1  Content must be easy to access, the fewer clicks the better, on-demand​

2  Keep content current, and relevant to your organization and worker needs

3  Encourage knowledge sharing and continued input from your biggest asset - your people

4  Give credit where it's due

In Addition to Great Shared Resources, there are Critical Times

When You Need to Create an In-Person Skill-Learning Opportunity - That's Our Specialty:

1 - When your business group or function is challenged and performance-based change needs to occur

2 - When you need to impact operational performance and you think of exploring change via: face to face engagement, learning and validation of new business-skills, group sharing leading to measured outcomes.

3 - When your processes and technologies are changing rapidly and the team uptake is lagging