In a previous post we asked the question: is corporate learning broken, and if so, what can be done to fix it?  This post looks at whether the solution lies in technology.  The past few decades have been marked by constant upheaval in the corporate environment. We’ve seen major changes in everything from the type of roles we carry out at work and the technology we use, through to swings in management theory favoured by those in charge.

All this disruption has left those responsible for corporate learning struggling to keep up with the pace of change.  But at the same time, the need for workplaces to implement effective strategies to enable organisational development hasn’t diminished. 

In fact, workplace learning has arguably become more important. It has the ability to act as a glue that can help bind companies – imparting organisational culture in an age where technology has led to the rise of remote working and the contracting-out of more functions previously carried out by full-time employees.  Among the benefits of a culture of learning are that it enables organisations to stay competitive, engage and retain their employees, and boost their productivity.

Technology: both disruptor and saviour?

Managers responsible for workplace learning – along with others whose roles include oversight for corporate development – are far from the only ones finding themselves dealing with technological disruption.

Just think how Facebook has changed the way we keep in contact with friends or how Uber has altered our options for getting from A to B. These are just two examples of technology-based paradigm shifts that have helped change consumer behaviour and disrupt significant industries (advertising and media, and transport respectively).

In the case of corporate learning, the changing nature of work, combined with the uptake of technology and the rise of the always-connected society, has left traditional methods of workplace development and training feeling very dated and ineffective.

But technology also offers the organisational development sector the tools it needs to remain relevant and effective. The same technologies that have revolutionised office practices and communications can do the same for workplace learning.

Let’s take a look at some of the technologies that can be applied to enable corporate development to reach its potential:

Social learning tools

In previous posts we’ve discussed the popular 70:20:10 learning model, and whether or not it is still fit for purpose.

The theory behind the model is that 70% of learning is informal, on-the-job training, while 20% is derived socially – ie. learning from other people – and formal learning processes account for the remaining 10%.

Putting aside the hotly-contested issue of whether the ratio is correct, if we accept that around 20% of workplace development does indeed come from the “social” side – mentoring, role-modelling and learning from others – there’s no question it’s a significant component of corporate learning.

Now, if you consider how powerfully social media touches our lives today, it’s easy to see the potential impact digital social learning tools could have at work – if delivered effectively.

While many employers are still struggling with the concept of integrating social networks into a learning regime, the collaborative potential such networks offer make for a powerful adjunct to other forms of learning.

Video-based and self-managed online learning

Research suggests that more than 80% of learning takes place visually and that demonstration through a combination of video and audio is a highly effective means of learning.

Video is an increasingly popular medium across all types of online content, so it’s no surprise that it should be a growing part of the training and development mix.

Technology has made massive open online courses (MOOCs) and other forms of online training increasingly affordable and accessible, and as a result, video is playing an increasing role in corporate training and development.

The increasing availability of self-managed online courses are also making organisational development more accessible through sites such as Thinkific that offers course creators and students alike, a technology platform for learning.

Gamification

There is a reason online gaming is a huge disruptor: it offers a combination of enticing attributes including fun, play, escapism and competition.

Bringing those attributes into the corporate learning and development environment through “gamification” is a growing trend.

The appeal and potential of gamification in the corporate learning environment is summed up by Designing Digitally.

“By design, games are interesting. When they’re combined with instructional courses, they invite a level of attention and enthusiasm that other methods of learning have difficulty achieving,” the eLearning solution company says in its blog.

“By combining gamification with employee training, businesses can help workers retain information from training sessions and further develop long-term skillsets. Gamification engages employees in a meaningful and direct way within the workplace.”

Mobile learning

The ubiquity of smartphones, combined with near-universal access to mobile broadband, means delivering corporate learning and development through mobile platforms makes increasing sense for organisations.

A related trend is microlearning – the concept of delivering short learning modules that take just a few minutes to complete.

Combining mobile delivery, microlearning and gamification provides the potential to deliver highly engaging organisational development initiatives that also meet employees’ demands for flexibility.

Personalisation

Technology – including data analytics – is also enabling corporate learning to be delivered on a more personalised level, meaning learning opportunities can be optimised for individuals.

Rather than being restricted, as we once were, to the one-to-many classroom format of training, the rise of video and mobile learning, when combined with personalisation, has opened the door to targeted training that offers significant advantages to both employees and employers.

What do you think?

Be part of our next Think Tank – it’s not too late to register!

Do you agree or disagree with the notion that corporate learning is broken, and that technology is the fix?

Our next Think Tank will discuss these questions in what we intend will be the first event of a series of session focused on workplace learning and what needs to be done to help businesses to be ready for the future of work.  Here are the details:

Time:     7.30am

Date:     Friday 3rd November

Place:    The Clarian Room, 20 Beaumont Street, Auckland (upstairs)

We’d love for you to join us for a robust and informative discussion, as well as some breakfast and a chance to swap ideas with other OD professionals.

To register, please click on the button below.

See you there!