It’s Personal: Giving Learners the Power to Learn What they Want, How they Want, and When they Want

I'm ready to spark a learning revolution—one that any organization can join. Are you with me?

My revolution focuses on making learning personal and it's been in the works for years.

  • Three years ago, Deloitte noted in its Global Human Capital Trends 2014: Engaging the 21st-Century Workforce report that “the explosive growth of online learning ... is democratizing education for millions by putting learners at the center of the education process.” It went on to say that “at a time when employees should be able to access training as easily as a YouTube video, most training and development organizations have not kept pace with advances in technology or the evolution toward employee-centered learning.” This Deloitte survey revealed that “slightly more than six in ten business and HR leaders say they are ‘weak’ in providing mobile and social learning and using MOOCs (massive open online courses) as development tools.”
  • A Kelly Global Workforce IndexTM survey showed that “learning opportunities make employers more attractive and are highly rated drivers for accepting one position over another. Overall, 82 percent of workers feel their skills/knowledge will need to evolve and grow.”

We have employees desperate to learn but frustrated that they have to spend their valuable time seeking information from a host of sources outside their LMS. We can change all of this — by looking at ways in which we can provide learners with a personalized solution that makes it easier for them to learn anytime, anywhere.

The Modern Learner

In his 2016 Predictions Josh Bersin, founder and principal at Bersin by Deloitte, explains that “today's employees are overwhelmed, distracted and impatient. Flexibility in where and how they learn is increasingly important. They want to learn from their peers and managers as much as from experts. And they're taking more control over their own development.”

We need to think beyond the classroom and even beyond elearning courses. In his research, Bersin says that employees have only 1 percent of their typical workweek available to focus on training and development. It's easy to see why today's employees are demanding informal learning opportunities that fit their individual needs and schedules.

They want: 
  • Dynamic, continuous, self-directed learning experiences as part of their working lives
  • Learning to be learner-centric, personalized, and accessible on any device, on demand

And the kind of technologically enabled learning experience employees are seeking is very different from what most learning and development (L&D) organizations offer.

Time for a Paradigm Shift

In transforming how employees learn, let's think about how we can upend traditional models and start enabling learners to access content from a range of sources for more personalized learning experiences.

Let's take the approach in which learning is considered in terms of daily users’ experiences and career aspirations, and where L&D professionals become “product managers for learning,” working for customers who have unfulfilled needs. In this new model, the employee is at the center of a new learning architecture and learning is treated as a continuous process.

A Revolutionary Approach to Learning

To meet the needs and challenges of learners today, we must take a radical, but realistic, approach. It’s no longer a viable option for companies to stand by and watch as employees get frustrated by outdated approaches and platforms clearly not designed to meet their needs.

If we offer experiences that meet learner expectations, we will drive long-term results. We need to provide rich, intuitive mobile-first experiences that drive engagement and learning outcomes.

Think about your current corporate learning solutions ... what do they look like? If your learning resources are spread across many disparate locations, it might be time for a revolution.

See how Tribridge can empower your learners with ContentSphere

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