3 ways technology can help build business agility
Learning technologies are here to stay, so it’s time we got smarter in the way we are using them. Our learner voice research with over 5000 workers shows that 7 in 10 learners want to do their job faster and better. Is technology helping you do this and if not, why? In this article I explore three ways that organisations can be using learning technologies to enhance the learning experience in ways that increase staff and business agility
1. Make connections
In our report Unlocking Potential , we see that Top deck learning teams are three times as likely to agree they are improving team work, reducing time to competency and responding faster to change compared to the average. They are also 3 times more likely to agree that their staff know how to productively connect and share.
Beyond training, away days and forced team building, technology creates a platform where employees can talk to each other, share ideas and collaborate. Social learning platforms such as Yammer are a great way to do this. As a fellow ‘yammbassodor’ myself I found the platform to be a useful way to connect with teams across the business and share my ideas on upcoming projects and events. By having the freedom to join different groups I have been able to discover what’s happening in the company outside my role and department. I have also found that it’s helped me build strong connections with my peers by learning more about the person behind the job. For example who knew there were so many people on my website project team that were bake off fans like myself?
2. Learn on the move
Our latest Learner Voice report revealed that 48% of learners use their personal mobiles to download work related apps to help them perform better. If your L&D content is relevant to building performance but not mobile optimized you’re missing a trick. If you are not developing specific apps to enhance learning you’re missing an even bigger trick. Our staff may rely heavily on apps but only 18% of L&D teams are using native mobile apps to support learning at the point of need. It’s all about the learner and what works for them. If mobile is helping them develop their skills you need to be supporting this. Only then will you be able to measure the true impact of your L&D resources. It’s one thing having the resources and another getting people to use them.
3. Prioritise learning transfer
When staff want to be able to do their job better and faster we need to find ways to accelerate the way they build new skills and capability. Classroom learning is not dead, it’s the way that it is done that needs to change.
You need to be integrating your online learning capabilities with face to face training to deliver not just efficiency but to increase the speed in which learning transfer happens. Our 2016 benchmark report found that Top Deck organisations are 3x as likely to ensure their face to face training builds on lessons learned from elearning and they provide job aids and other performance support tools via mobile technology to support performance back at work.
Classroom and online learning should be considered hand-in-hand when looking to achieve efficiency and not as separate entities. The classroom trainer plays a critical role in achieving success at this stage and has the power to accelerate skills transfer through savvy use of technology.
Your workers are often at the forefront when it comes to adopting L&D technologies – even if they don’t call it learning, they are connecting with others and accessing the learning they need on the move. It’s time to catch up! Are you already using these learning technologies in your L&D strategy? If so we want to hear all about it , follow us at @towardsmaturity and share your thoughts!
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.
Towards Maturity Learning Health Check season extended to Monday 16 September. Early 2019 results highlight that only 7% of L&D leaders report that their organisation encourages and provides time for reflection*
By popular demand, the 2019 Learning Health Check season has now been extended until Monday 16th September. There is still enough time to complete your review and revisiting regularly can also help learning professionals to measure progress year on year, highlight areas where improvement is needed and provide evidence to build a business case for change.
When it comes to organisational culture, performance and learning, blind spots (or as they are often referred to ‘not seeing the light’) are usually found at the root of most of our problems with work today. These problems shape our day to day conversations, thinking, mood, judgement, decisions-making, or fundamental lack of them. These issues can make or break your workplace experience.
With 56% of organisations reporting that a lack of learner engagement is hindering the success of compliance within the business, it is clear that something needs to be done to highlight the value of these programmes to learners in order for them to engage with the content and retain the information.
In Deloitte’s 2019 Global Human Capital Trends report, their top-rated trend for 2019 is the need to improve Learning and Development (L&D). 86% of respondents to their global survey rated this issue important or very important, with only 10% of respondents feeling “very ready” to address it.
The UK’s most comprehensive learning event takes place on 15 and 16 October at Birmingham’s NEC.
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