Opportunites and barriers – latest thinking from Learning Technologies
Every Exhibition attendee who entered the e-skillsUK stand area at Learning Technologies 2008 was asked three questions:
- how will learning technologies add most value to your company this year?
- what is the most significant barrier to achieving this?
- What help do you really need this year?
Biggest challenge – engaging learners
This informal straw poll does not reveal any startling new truths, the big area where the majority need help is in engaging learners. Not surprisingly the barriers described frequently talked about culture changes, staff buy-in and similar issues.
Participants in our minipoll included business users ( 33%), commercial suppliers (42%) and the rest from education. Most participants were established users of learning technologies (47%) or developing an e-learning strategy. It was clear that as users gain experience of e-learning so a greater percentage appreciate the challenge of getting learners to use e-learning, only 30% of those who said they were new to e-learning or were sporadic users felt that engaging learners was something they needed help with.
A major emphasis of the Towards Maturity work is to find the key ingredients that unlock this demand; the “superfoods” of e-learning.
Less mature users are more likely to need help in engaging managers and demonstrating business value.
One item that showed wide fluctuations between groups was implementing collaboration. It may be that this area of e-learning is one in which established users have least experience; novice users may be just as likely to be using this approach to e-learning.
How will learning technologies add value this year?
Business user organisations regularly cited e-portfolios, consistency, global delivery, standards, and time to become competent as opportunties to add value.
For education providers e-assessment and personalised learning dominated and for commercial providers added value is based on a wider reach for delivery, an alternative offering and the capability to prove compliance.
Barriers were a little more uniform in that selling the idea to senior managers, managing change and cultural issues were mentioned equally frequently by all three groups. However commercial providers found cost a barrier, mentioned also by education providers less so by user organisations whose comments were dominated by cultural change and, to a lesser extent relationships with internal IT departments. Perhaps the most depressing groups of comments were those which indicated that e-learning still “had a bad press”. Clearly the positive news about e-learning, and the positive examples, does not reach the right people.
Full Results of the Poll
We (I) need help on:
- Engaging Learners 53%
- Examples of Good Practice 47%
- Engaging Management 44%
- Demonstrating Business Value 35%
- Effective Content Design 30%
- Implementing Collaboration 26%
- Advice on learning Platforms 14%
The Towards Maturity team will be working on even more examples of good practice – please see our employer stories and podcast section of this site. We will provide an in depth focus on engaging learners and managers and demonstrating business value over the coming months.
We would also like to congratulate Melanie Price of Oakleigh Training and Development for winning our prize draw on the stand!
This article was originally created by the Work based e-learning project at e-skills UK and is reproduced with kind permission.
Compare your L&D strategy with the Towards Maturity Learning Health Check
Compare your L&D strategy
Review your L&D strategy to discover your strengths and opportunities for improvement with the Towards Maturity Learning Health Check.
The corporate learning market is rapidly evolving to meet the ever-changing demands of work and worker. The C-suite and L&D leaders can no longer ignore that over 90 percent of organizations do not realize the full value of their investments.
Every year over $400billion is spent on corporate learning globally, yet only 15% is proven to stick. Investments in learning are continuing to grow year on year but performance impact is not changing. The industry is still struggling to provide real proof of impact, in fact, for the first time the Towards Maturity Index is tracking a significant decline. This is causing leaders to have low confidence levels in L&D.
Having clear evidence is a vital starting point in identifying where improvement is needed and backing up your business case for change. We spoke with Emma Smith, Head of Talent at FirstPort Limited, a residential property management company. She had used the Towards Maturity Learning Health Check in a previous role and has now brought this tool to her new organisation in order to help transform their workplace learning culture.
Towards Maturity Learning Health Check provides an ideal starting point for organisations wanting to improve their development, by giving clear evidence and comparisons with high-performing learning cultures. To get a real idea of how the Health Check has a proven business impact, we spoke with Robin Lilly, Capabilities and Leadership Development Director of Coca-Cola Hellenic Bottling Company, to hear his experiences.
Evidence is vital to backing up a case for change and even more powerful when internal data is being compared against high-performing learning organisations.