Are you still trying to figure out what will impact your role in 2017 so you can get ahead of it? Research firm Bersin by Deloitte recently released its "Predictions for 2017: Everything is Becoming Digital" research report.
In it, Josh Bersin, principal and founder of Bersin by Deloitte, explains that "organizations that thrive in the digital age just act differently, so all of the  trends ... revolve around learning to "be digital," not just "do digital." He adds, "technology has not only changed our lives, it has changed our organizations."
Here are Bersin's 11 predictions:
- Organizational design will be challenged everywhere
- Culture and engagement will remain top priorities
- Real-time feedback and analytics will explode in maturity
- A new generation of performance management tools will emerge
- A focus on “human performance” and wellbeing will become a critical part of HR, talent and leadership
- Focus on employee experience will overcome process design in HR
- Digital HR and learning will help us to reinvent L&D and HR systems
- The leadership market will start a steady process of reinvention
- Diversity, inclusion and unconscious bias will become a top priority
- The L&D function will continue to struggle
- The future of work is here and HR is in the hot seat
We are now facing the challenge of how to "be digital." One of the themes that Bersin repeated throughout this report is the relationship between high-performing companies and continuous learning. He says that "digital organizations are learning all the time. This means people are trying things, discussing mistakes, and learning on the job. L&D needs to take the lead in building and encouraging all of these cultural values—and in embedding themselves into the business to do so."
In other words, we must start moving beyond the physical and virtual classroom walls to encourage learning everywhere. The question is how do we make the transition away from a learning environment that is primarily a compliance exercise (i.e., present training, track attendance and check a box) and towards creating a continuous learning experience that fits the individual needs and schedules of every employee?
Let's look back at Bersin's list of predictions, specifically #10: the L&D function will continue to struggle. I think we can all agree that the corporate learning status quo is not sustainable. We know that most learning doesn't happen through traditional models, where programs and courses are "pushed" to employees. In fact, study after study shows that 80 to 90 percent of learning happens on the job or informally.
So what does Bersin mean by this prediction? He says that, "almost two-thirds of the companies [they] survey are still stuck in an older model of corporate training." He goes on to explain that "L&D should embrace 'self-directed learning' and truly build a 'learning experience' that helps individuals at all levels to learn all of the time."
The struggle comes in overcoming certain technology barriers and obstacles. In our own research here at Tribridge, we've observed that the kind of technologically enabled learning experience employees are seeking is very different from what most L&D organizations offer, which are traditional models and outdated platforms. Most learning professionals don't want to be stuck in the past, but the current mix of technologies and investments already in place makes it difficult to just push the reset button and start over.
Creating a Personalized Learning Experience
To transform how employees learn, companies need to upend traditional models and start enabling learners to access content from a range of sources for more personalized learning experiences. As companies begin to adapt their approaches to educating and developing people, they must select systems that can easily integrate any type of digital content and work with any type of system.
But it's not just about flipping on a new module; it's about completely rethinking the way we deliver learning content and resources to our people in the most effective manner possible.
Bersin predicts that, in 2017, we'll see a revolution in which platforms are bringing together the consumer-like experience of YouTube with corporate features for learning management, and starting to find ways to integrate and incorporate MOOCs and other forms of external content.
The Power of Unlimited Learning
Today's learner requires a unified solution — one that includes all the parts that make up the learning experience: LMS content and content from external providers, as well as collaboration, productivity, and social tools, apps, and corporate systems such as ERP and CRM.
To meet these challenges, we created ContentSphere, a solution that:
- Creates a single experience where learners can easily access knowledge from any source — your LMS, business articles, news sources, videos, and so much more and view it, add to it and share it anywhere
- Puts your learners at the center of the learning experience
- Creates a personal, consumer-like experience for today’s learners, similar to their experience with websites like Amazon and Netflix
- Provides virtually limitless learning resources in a single platform
Let's give learners the power to learn how they want, when they want and share what's working for them with their colleagues. Those colleagues can share that information with others. As individual action turns into an organizational trend, something interesting takes place. Organizational goals improve, technology is optimized and the right content is actually used by more people.
Bersin says, "one of the hallmarks of high-performing companies in today's digital world is the ability to learn fast."
Everything is becoming digital. Are you ready?
Learn more about ContentSphere and Tribridge's other technology solutions
that enable learning anytime, anywhere.