But we also need to improve the way we train and continue to add value as learners and technology change. How can training be more efficient? More effective? How can we take what we’ve got and make it better? How can we be more innovative?
The Modern learner is a complex animal. Resourceful yet easily distracted. Social yet distant. Untethered yet connected. Hungry for information yet impatient.
People are a competitive weapon and organizations that understand this create true differentiation over their competition.
Imagine being able to guarantee knowledge is transferred, skills are honed and learners are engaged, all in the shortest amount of time possible. Wouldn’t that be awesome?
Could it be possible that the medium we choose be more important to improve knowledge transfer than our beloved content that we can’t get under 30 slides?
Most interestingly, while adapting to new delivery methods organizations continue to rely solely on learning assets in a closed environment (example below) to transfer knowledge.
Organization’s learning capabilities aren’t keeping pace with the demand for learning from employees. More than ever employees see learning as a very important part of their jobs. Need Proof?
There are 4 key “ingredients” that have to be present in order to be successful with online learning today.
There is a disconnect between the way organizations train and develop their people and the way learners want to learn. If organizations continue to do things the way they’ve always been done, this disconnect will only increase.
“So all I have to do is break up my 1 hour long webinar into short chunks and then I have Microlearning?”
