The Learner Voice: Part 3
L&D professionals around the globe are hungry to create a learner-centric strategy that puts staff at the heart of their activity. What can millennials teach us about supporting learning in the workplace?
The focus on today’s younger generation joining the workforce has provided a renewed vigour for L&D professionals to review their current provision. They are looking to modernise learning to address the perceived needs of a new generation of demanding and digital workers.
Despite good intentions and an increased proliferation of technology being used in learning, our vision for change seems to be continually out of reach. Why is that?
This third Learner Voice study challenges our perception that millennials learn differently from other workers. It also highlights that our staff are more self-directed that L&D give them credit for.
As we support self-directed learners, L&D have the opportunity to support and encourage a culture of learning that allows organisations to be responsive, agile and successful.
The Learner Voice series aims to help L&D leaders challenge assumptions about workplace learning, whilst identifying new opportunities to connect with and engage their staff.
What you’ll learn in this report:
- How are staff actually learning what they need to do their jobs?
- What motivates today’s self-directed learner?
- How digitally confident are today’s knowledge workers?
- What is stopping engagement with online learning?
In The Learner Voice: Part 3, we look at a random sample of over 4,700 workers who took part in a Learning Landscape Audit from Sept 2015 to Sept 2016, to consider the question: what can millennials teach us about learning?
We found out that learning innovation is for the majority, not just millennials and that staff are more self-directed in their learning approaches than most L&D professionals believe. We share these critical insights to show L&D professionals how to build a truly learner-centric strategy that can support an agile, responsive learning culture, critical for future success.
Registered users can download the full report for free by clicking on the link in the related downloads below. If you are not a registered user, please register for free.
Qantas Airway, the flag carrier airline of Australia, is on a learning transformation journey. Michelle Ockers, who recently partnered with Towards Maturity as an expert learning analyst, worked with Qantas as an independent strategic advisor in 2017. She engaged Towards Maturity to help Qantas identify how they could create a modern and engaging learner experience.
New evidence from 10,000 workers dispel the myths that business leaders have about how they learn in the modern workplace.
Measuring the benefits of L&D and comms initiatives remains a challenge. Just one in eight learning and development professionals1 believe their organization measures the return on investment of learning programmes. Success can be measured either through quantitative measurement or qualitative change, but whatever approach is chosen, effective measurement is vital to ensure L&D and comms strategies are delivering on objectives and attract future investment.
Micro-learning delivers learning nuggets in easily digestible, bite-sized chunks. Learners can access micro-learning as they need it, on the job. Industry expert Josh Bersin describes micro-learning as an ‘amazing innovation’, explaining that microlearning platforms now let you manage the proliferation of video, assessment, and other small content objects with tools for curation, tracking, recommendations, and AI-based prescriptive learning”.
New research finds 54% of learning is still being conducted solely in the classroom – but change is needed for formal learning to remain effective
Towards Maturity delve deeper into the dichotomy L&D are facing between formal learning and the desire for increased accessibility and availability. Supported by ambassadors, Raytheon Professional Services, this brand new In Focus report uncovers new insight into the most effective ways to improve formal learning by exploring what successful organisations are doing differently.
This brand-new report uncovers new insight into the most effective ways to improve formal learning by exploring what successful organisations are doing differently.
Drawing on 15 years of experience and independent data from over 700+ L&D professionals, 10,000+ learners and 200+ L&D leaders that took part in our 2018 Leadership Pulse survey, Towards Maturity and Skillsoft set to uncover real evidence to highlight where the best opportunities are to develop leadership capabilities.
The ability to change behaviour through habit creation is crucial to becoming a top performing organisation, particularly as learners have the skills to build new capabilities quickly and ‘unbuild’ old behaviours that are no longer relevant. But how do you actually create habits in the workplace?
What does L&D’s relationship with data look like today? With over 150 L&D leaders from a variety of sectors and organisations of all sizes taking part in the Towards Maturity L&D Data Pulse, this report analyses why it is important to use data effectively and outlines pathways to success and real impact.
At a time when L&D are talking about UX and learner centric design more than ever before, their staff have unprecedented access to technology and communities.