Digital Transformation
Our Shaping the Future of L&D series takes a look at the ever changing world of L&D, compiling insights and research from industry experts, to help you progress on your L&D journey. Hear from our experts below.
Shaping the future of L&D
Research & Insights
1. AI is the future of Learning and Development
Adaptive learning uses real-time data gathered from the user. AI systems can calculate if the user is struggling with a topic and tailor the course to target areas of weakness turning them into areas of opportunity within seconds.
2. Using a blended approach
The second most popular form of delivery is a blended approach, which includes face-to-face learning and digital learning. Blended learning is seen as having the biggest impact when aiming to retain and embed learning.
Source: 'Digital Impact Survey Report 2019'
3. How to plan and implement learning technologies
Successful implementation of learning technologies is not solely about the technology itself. L&D and HR professionals must focus their attention on the mindset of leaders, company culture and employees in order for digital learning.
Source: 'Digital Impact Survey Report 2019'
4. Conduct regular audits
It is imperative that you conduct regular audits to constantly test your L&D AI-enhanced technology and how it performs. You'll want to make sure that it is collecting the right learner data and storing learner data in the right place and that it truly is accentuating your learners' experiences in a more personalised and efficient way.For more information on the future of L&D get in touch today.
Lori Niles-Hoffman
Key points
- A digital transformation is inevitable. L&D teams will either be part of the digital journey or be forced onto it.
- The industry is seeing a shift from courses to resources. L&D needs to re-think their delivery methods and platforms to include webinars, podcasts and much more.
- We need to create a digital learning experience similar to the commercial experiences we are already exposed to.
- Develop an honest and real assessment of where you are and where you can get to. Be realistic about your own journey and how it can best serve your business.
“When it comes to whether L&D should have a partnership with I.T, absolutely so. It’s mission critical”
Michelle Parry-Slater
Key points
- L&D need to speak to the end user to understand their requirements.
- Digital Transformation encompasses many different elements. Be realistic with what you can achieve in your organisation and plan accordingly.
- L&D don’t have all the answers. It is crucial to consult with everybody in the organisation including the communication and marketing departments.
- L&D need to consider why the users care and how they are going to interact with new digital methods.
“Ultimately what’s apparent with digital transformation is it’s about the people”
Myles Runham
Key points
- The experience and exposure of the commercial world means our expectations are higher and we seek more value in the things we do.
- L&D should start applying data and attempting to change the way they work. We need to learn by doing.
- L&D need to be stronger in the product management function. We need to understand more about what users need and want.
- L&D need to demonstrate the value of learning to individuals and organisations.
“A system integration doesn’t equate to a digital transformation”
David James
Key points
- We need to recognise the genuine concerns of the learners and understand how to best support them.
- L&D should let go of their goals and focus more on the goals of the individual.
- L&D teams need to put the user at the heart of the strategy and use the right technology tools to scale what works.
- We need to utilise data analytics to identify critical points of failure.
“Put the user at the heart of it, expect more from our technology and then run experiments and use the right technology tools to scale”
Shaping the future of L&D
What's coming next?
We all know that the pandemic has had a huge impact on the Future of L&D, so to find out more we surveyed over 2,000 learners to see how their expectations of learning have changed. We are currently working on analysing these findings and producing three reports, in partnership with a number of industry experts again. These will cover:
- Creating training to suit the learner – How have learners’ expectations changed and what is their ideal learning experience? With so many new learning styles available, how do organisations create a compelling learner journey?
- The importance of investing in your learners – Who should be responsible for learning, the employee, employer or both? In this report we look at the importance of investing in learners and the benefits of being invested in.
- The future of digital learning – COVID changed how businesses are working, and with this change the L&D industry have had to adapt. What does the future hold and what do companies need to consider in order to make learning an effective part of their employee’s everyday work?
If you would like to register to receive these reports or any other resources to help fast track your L&D efforts register below.
Speak to our team
With over 25 years’ experience in designing and building digital training we know exactly what it takes to create high quality, high value learning experiences whilst ensuring our training is cost effective. We believe in keeping things simple. In designing training that saves time, drives real behaviour change, and still gets results. Through our Human-Centred design approach we create exceptional learning experiences that bolster the knowledge, skills and confidence of your business’s greatest asset, your people.
Why not speak to one of our Learning Consultants today to find out how we can help you craft learning and development paths that align to your businesses' goals?
