What’s Missing from your Learning Strategy?

In the not-too-distant past, learning was primarily a compliance exercise for most companies. Corporate training programs used a "push" model in which content was delivered to employees based on a class schedule developed by the training department. The success of each class was measured by the number of employees who attended.

As we moved from classroom-based training to online training, this approach remained unchanged. Therefore, it comes as no surprise that learning technology was built with this formula as the main focus. It was a simple, structured, repetitive process: present training, check the box, track everything, and you're good. And it worked, right? Not really.

Various studies through the years have shown that this model has several flaws:

  • Retention is lacking; some experts estimate learners lose 90% of what is covered in a formal environment once they return to their job.
  • Content is dictated by what management believes employees need to know.
  • Employee engagement in learning is low.

This traditional approach to employee training is finally undergoing a revolution of sorts.

What's driving this shift in learning technology? As the world has changed, and become more advanced, and professionals are more sophisticated themselves, how we learn has changed too.

According to Global Human Capital Trends 2016, from Deloitte University Press, there is an "increasing recognition among executives and HR leaders that learning must adapt to a world where employees demand continuous learning opportunities through innovative platforms tailored to their individual schedules. A new type of employee learning is emerging that is more 'consumer like' and that brings together design thinking, content curation, and an integrated model offering an end-to-end designed learning experience."

The status quo in learning strategy has focused on three core areas:

  1. The organization
  2. The content
  3. The technology

What's missing from this equation? The learner!

Let's give learners the power to learn how they want, when they want, what they want and to share what's working for them with their colleagues. And then their colleagues can share it with others. Before you know it, learning has achieving its "Tipping Point", defined by Malcom Gladwell as, "That magic moment when an idea, trend or social behavior crosses a threshold, tips, and spreads like wildfire."

When that happens, something amazing takes place. Organizational goals improve, technology is optimized, and right content is actually used by more people.

See how Tribridge can empower your learners

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