Viva la Learning Revolution

The corporate learning status quo is not sustainable. It’s the biggest open secret in the learning and development community. Why is this? There’s one prevailing issue holding an entire industry back.

For the past few decades, organizations focused on what works best for them: content meeting their needs and technology to manage it all. While this has been great for organizations, the needs of the learner have taken a back seat.

Learning became a top-three priority for HCM (Human Capital Management) organizations in 2015 — yet that same research showed that organizations aren’t ready to address the major changes that need to happen in order for learning to be successful.

— Deloitte, Human Capital Trends 2015

It’s time to put the learner at the center of learning.

In the not-so-distant past, learning and performance were primarily a compliance exercise. You would present your training in a classroom, check the box and track attendance, and you’d be set.

Learning management technology was developed assuming that instructor-led, classroom-style learning is the only way we all need to learn.

Contrast that approach with what most learning and performance professionals know: Most learning doesn’t happen in the classroom or in formal settings. In fact, study after study shows that 80%-90% of learning happens on the job or informally.

43% of companies are looking to add social and collaborative abilities to their learning functionality. These are the top new learning technologies companies are considering adding to their technology mix.

— 2016 Brandon Hall Group Learning Technology Study

Yet, according to Brandon Hall Group 2016 research, organizations still invest most of their learning budget in formal classroom and e-learning programs instead of enabling and supporting the learning that happens outside the classroom.

When we consider what actions learning organizations can take to meet the challenges of 21st-century learning, we must start moving beyond the physical and virtual classroom walls to encourage learning everywhere.

The drive for learning is inside each one of us. Far too often, learning technology limits that drive, and frustrates rather than engages it.

We all know people learn in lots of different ways and have lots of different needs. So why do organizations default to serving up the same limited content, through a single delivery model in the same format, year after year?

People don’t learn this way.

Malcolm Gladwell, in his book “Tipping Point,” talks about 'that magic moment when an idea, trend, or social behavior crosses a threshold, tips, and spreads like wildfire.' Learning needs to be looking for its “Tipping Point” moment today.

Let’s give learners the power to learn how they want when they want, and to share what’s working for them with their colleagues. And then their 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.

Think about the last time you researched how to do something — either at work or at home. You probably started with an internet search, maybe watched a video or read an article, or asked someone who already knows. If it’s something complicated, you might end up having a dozen tabs open on your browser, just trying to keep it all in one place.

This is how people are learning today. We need to take a radical shift to put the learner at the center of our learning strategy. New, modern technology is a critical component as organizations make this shift.

More research from Deloitte gives two clear trends for learning professionals to pay attention to:

  • Employees at all levels expect dynamic, self-directed, continuous learning opportunities from their employers.
  • Despite the strong shift toward employee-centric learning, many learning and development organizations are still struggling with internally focused and outdated platforms and static learning approaches.

— 2016 Deloitte Human Capital Trends Report

There’s good news for both learners and those within organizations who see the need for change: The revolution is coming.

The question we need to ask is a tough one: how do we meet our learners’ unique challenges, with the content and technology that’s right for them, while driving them toward a place where individual needs and organizational goals meet?

We need a revolution. ContentSphere from Tribridge completely rethinks how organizations approach learning in the 21st century, and we’re excited to announce this groundbreaking product.

But we can only effect change with the help of revolutionaries like you. Are you ready to join the revolution? Sign up below to join and receive your FREE custom poster to help show the world that learning truly needs a revolution.