Attending industry events such as the Learning Technologies Summer Forum are a great opportunity to review where the industry has got to but also where your company L&D plans are at too, especially as we have hit mid-way through 2017 already!
The learning programme at this event was jam packed as always with such a great range of L&D topics, we thought we would share our thoughts from the show and answer some key questions our clients have been asking:
What comes after the LMS Learning Systems?
We all know that “digital learning” is no longer the new kid on the block however there are still questions regarding the measures of success, the impact of it and where it has the most impact.
The Fosway Group have put together some excellent research notably their Digital Learning Realities Research 2017 report, a summary of which can be seen below.
So to answer the questions of what comes after the LMS, the Fosway Group highlighted that both the traditional LMS and the next generation learning platforms can exist together. Neither is better as it depends on what your organisation’s requirements are.
If you are in a heavy regulated industry then it’s likely you’ll have a strong demand for compliant training. Therefore a LMS would work perfectly.
For those of you not in this position and you have both the culture and resources – a next generation platform, which promotes social learning, would be right for you.
As with everything, context is key. Consider your organisation, where it’s at now and where it might be in 5 years. Then decide on what software or system is right for you.
Micro learning – how it really works and who’s using it successfully?
Micro learning has become a major talking point in learning and development for the past few years.
Is it something new or just a new label?
We think it’s the former. A re-labelling of an approach that many of already us use but perhaps don’t realise it.
In simple terms, it’s a way of organising self-directed learning and performance support into small chunks. This can be spaced across a period of time (breaking down larger chunks, being a resource in between larger chunks for new, or used to reinforce learning).
Remember, micro learning can be used across all delivery approaches and media – it’s not just e-learning so mix up the digital and analogue resources and ask for feedback from your employees to establish their preferences.
And finally ‘Putting it all into practice: L&D professionals taking a 21st Century approach’
This session was what we were looking to the most. Hearing from Charles Jennings as well as examples from two senior L&D professionals; Jeff Kortenbosch senior eLearning specialist Akzo Nobel and Anca Lordache, Head of Social Learning and Collaboration Citi.
Jeff spoke about the journey to the 70:20:10 culture. He had some inspiring advice for anyone interested in adopting this approach:
- Ask yourself “what change can you make today that will impact tomorrow?
- Follow thought leaders
- Learn more about the model
- Do something – get started
We agree. There will always be lots, perhaps too much to do, but get going on something. Momentum builds motivation and the same applies to your employees.
Anca gave us a greater understanding of the process and how they achieved it with Citi:
It all started in 2014 when their CEO said “employees need to learn how to take control of their own development”. Since then they’ve had to go through stages – the Align/Equip which covered raising awareness, aligning the business, equipping employee and raising interest, before moving on to the Engage/Sustain stage, focused on engaging and equipping stakeholders and sustaining the approach.
Remember, you need to ensure your organisation’s culture will accept the concept of 70:20:10.
We say don’t be perturbed by adopting 70:20:10. It’s an approach, the numbers aren’t fixed in stone. So if your employees are focused on obtaining certifications through formal training or a business need for certified staff then your numbers might look more 40:30:30. And that’s good enough.
We’ve said for a while now that L&D needs evolution, with incremental steps rather than trying to change everything overnight and this is further proof. Even with massive resources (which we know many of you don’t) it will take a few years for your organisation to adopt.
In the words of Jeff Kortenbosch – “Think long term but don’t let it stop you from starting”
And in the words of Blake Henegan – “Keep asking questions. You never know what you’ll receive”. I was kindly given a copy of the ‘702010 Towards 100% Performance’ co-authored by Charles Jennings.
Will let you know my book review in due course – its looking good so far.
So whether you are implementing systems, new learning approaches or trying to work out the best way to actually do it all – good luck!