In the last 2-3 years, we have seen a significant shift that is impacting the way online training must be delivered.
Modern learners are moving away from traditional and prescriptive learning. Specifically,
As a Learning Consultant, I see L&D teams feel challenged by this shift. As I see it, this is the new normal, and L&D teams must re-strategize to meet this mandate.
The crucial change is from a “push” based training that is mandated on an LMS to a flexible “pull” based training that aligns to learners’ lifestyle and workday.
The next gen platforms like the LXPs are leading the way in offering this learning experience wherein the learners can define their own learning path. There are many other measures that you can adopt that will help you successfully meet this mandate. Let us begin this exercise by looking at the different perspectives from key stakeholders (L&D, Business, as well as employees). From this analysis, we will identify the critical employee needs that you need to incorporate in your learning design, and then, I list the possible approaches that will enable you to create effective and high-impact training.
From the L&D perspective, their mandate is driven by Training Needs Analysis (TNA) and typically includes:
To support the primary training, they also need to provide for:
Increasingly, they are adding measures that can foster a culture of continuous learning and these include:
The Business Unit looks at the training investment as a key measure to ensure that their teams are well-equipped to meet the business goals.
They want to see the investment of time and money spent on training results in a demonstrable gain notably on:
However, their crucial need is to see:
The employees want organizations to invest on:
They want learning designs that are:
To meet the employee needs, you should adopt learning designs that:
Here are my recommendations that will address the needs of all three stakeholders and also ensure that the critical employee needs are fully met. I have layered them into 3 steps, and you can build on from one to the next.
Step 1: Opt for training delivery approaches that help learners learn. More specifically, add approaches that enable them to apply this learning to show better performance or the desired behavioral change. These should include:
Step 2: Leverage on Learning strategies that have a proven track record of delivering a high engagement quotient and can create a sticky learning experience. Do integrate some of the new or emerging ones too to meet your employee needs and create highly immersive learning designs.
Some of my recommendations are:
Step 3: Invest on tools and platforms to measure, enhance, and maximize the impact of their training. These could include:
I hope this article provides useful insights on your employee’s needs and how you can incorporate them in your learning designs. My inputs will certainly help you create and deliver training that addresses the employee needs and will also help you show demonstrable gain that business units seek. The overall impact will be reflected in creating a more engaged team and you will see your ROI on training spend improve.
If you have any specific queries, do contact me or leave a comment below.
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