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There has never been a greater focus on Learning & Development in the workplace than now, and has been so since last year. A report by LinkedIn Learning concludes that L&D’s seat at the C-suite table for 2021 is secure. Sixty-six percent of L&D pros globally agree that Learning and Development is focused on rebuilding or reshaping organizations this year to improve performance overall. However, only a Learning Experience Platform can put you in the strategic driver’s seat as change-makers.
A vast majority of organizations globally are not only prioritizing but redesigning the very concept of learning, development and delivery of content to learners. For instance, let us take this statistic from a report recently published by Brandon Hall Group. All organizations that took part in the study recognize the importance of skill development, as we continue to face unprecedented change and volatility. However, only 36% of the best organizations believe they are equipped to develop the skills needed in the future.
With this period of uncertainty that will continue to linger, how are we going to address the subject of L&D to prepare for the future? What is the new “normal”? The blog is aimed to address these views and provide food for thought.
Let us start with a clean slate. The current world situation need not be negatively perceived by organizations. We are well aware that change is the only true constant. To keep up with these changing times; let us regroup, re-strategize, and deliver the best possible solution. The current environment calls for companies to accelerate their digital transformation so that they can meet the immediate needs of the business and be prepared for the future.
We can start right at the top and begin by looking at the areas in focus that drive Learning and Development. Any L&D professional will direct all his attention towards:
Each of the focal areas mentioned here would need to be strategized keeping the business objectives of the organization as the cornerstone. Unlocking superior learning outcomes that align with such objectives and improve performance are the ultimate goals.
Let us look at how traditionally L&D courses and resources were delivered until two years ago. Almost the entire training at various stages – from onboarding to leadership skill enhancement were conducted through an Instructor-led Training approach or ILT. The instructor would get the learners together and walk them through the course material using PPT presentations with a couple of videos thrown in for good measure, a few statistics perhaps and some breakout team activities. At the end of the course, learners are made to take up an assessment to submit, and that pretty much sums up the “training”. The most vital fact remains that the course is always driven or managed by the instructor himself.
Fast forward to 2020 where all business operations have moved to a virtual playground; and so has L&D. There are a number of challenges that confront us today to be able to replicate the same approach to L&D. As learners now have a variety of distractions to cope with, independent working style and a freedom to explore beyond the structural lines of formal learning; it is absolutely critical to change the perception of content development and delivery if we are to improve performance.
To simplify, let us present interesting statistics from recent studies based on current trends:
These indications are period to driving home the below inferences:
Now that we have seen the focus areas of L&D, and learner preferences, how do we align this whilst being constantly fixated on the bigger picture, i.e., the organization’s business objectives? Another glaring fact is that the current LMS or a traditional Learning Management System used for L&D will just not make the cut. People are accustomed to quickly finding information and answering questions via Google and YouTube. Learning at work or learning to improve performance needs to emulate this experience, and LMS will lose hands-down on this aspect.
A Learning Experience Platform is the only solution that can address every aspect of the challenges that we face today. A learner-centric LXP can be the complete learner ecosystem to deliver an effective and engaging experience that learners of today need and demand.
In this next section, let us analyse each L&D focus area and list out the ways in which a robust and dependable LXP can deliver and assist to improve performance.
Already considered boring, mundane and tedious, the move to a virtual onboarding process is even more taxing if the approach remains the same. LXP has the potential to not only make onboarding easy but also inculcate a culture of learning and progression from Day 1. The personalized learning experience can set expectations of learning being a continuous process and not being driven based on a mandatory course or program. A LXP simplifies onboarding by delivering relevant content in structured learning paths. The tone for an immersive learning experience is set from the get-go.
You can read our other blog post here on “5 great reasons to use LXP for Employee Onboarding”.
Now more than ever, organizations recognize the importance of reskilling and upskilling their workforce to meet new demands. However, measures to accomplish this remain daunting to most. The current situation, together with our inferences, concur that an organization’s approach to upskilling and reskilling be more flexible, adaptable and focussed on the learner. Learning needs to be based on market trends, give greater context to daily work, be easy to adapt and scale when needed. Personalization is key to achieving it all and here is how an LXP can deliver in your quest to upskill and reskill the workforce.
A LXP can build relevant knowledge and skill to increase workforce education, and improve performance. This is delivered through its custom learning path, i.e, personalized learning. A study reveals that an increase in workforce education by 10% leads to an increase in productivity by 8.6% (EQW). LXP can even provide the learner with simulated environments to test and sharpen his learning to be confident when he steps out in the real world. A LXP can assist the employee to shorten time-to-proficiency, improve time-to-productivity and be ready to scale to new roles and challenges.
This is most critical to unlocking superior learning outcomes. When organizations address this sticky point, gargantuan rewards are guaranteed. So, how can a LXP lead us to this bullseye? The very cornerstone upon which a LXP is built, is learner engagement. With this principle intact, the various tools and resources employed will deliver. Microlearning are elearning nuggets with a specific learning objective, no longer than 5-8 minutes long. L&D professionals can retire the phrase “Forgetting Curve” from their vocabulary! A LXP is a platform for personalized learning, ideal to deliver spaced learning using compelling visuals and videos. LXP can support multiformat learning; from videos, infographics and ebooks to podcasts, games and audio files. When you arrest knowledge gaps and enhance knowledge retention, learner engagement is on the surge. A platform with dynamic access enables learning on-the-go. All this and more are possible only with a learner-centric learning experience platform. You can read our other blog post here on “LXP to improve workplace learning with learner-centred training”.
A LXP delivers training at the point of need that directly contributes to performance and productivity. The personalized learning path feature assists employees to access relevant knowledge and skill resources instantly, which makes learning easy to apply and is rewarding. With an intuitive interface, LXP assists the learner to easily find resources in compelling formats.
Test your learning in simulated environments, deploy Virtual Reality and Augmented Reality tools to engage the learner on a difficult topic. LXP can use quizzes, gamification or a game-based approach to conduct tests and assessments. Foster a competitive environment for learners using Leaderboards; tests and assessments are undoubtedly fun and exciting. Dynamic access helps learners to pick up from where they left off; anytime, anywhere. With this complete learning ecosystem platform, LXP provides for an exponential surge in on-the-job application and scalability, and ultimately improves performance of employees.
To conclude, a learner-centric learning experience platform can deliver impact and high ROI at every stage; to inspire, encourage and succeed in building a future-ready workforce. LXP will be that perfect ally to L&D in the quest to train-to-transform employees and improve performance.
Do explore our award-winning learning experience platform Origin Fractal LXP.
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