Learning in the flow of work requires learning practitioners to understand real business problems in order to address frictions and primary concerns. This requires a completely new way of thinking. We can’t rely on courses as a fix, we need to adopt new tactics — tactics that start with the end user.
Listen to David and Andy’s podcast.
Preparing L&D For Digital Transformation
Employees today are often labelled as having a problem with traditional learning methods. This isn’t the case. Employees today are just intolerant of having to wait for the stuff they find valuable. Their expectations have changed. Platforms like Google have offered them the chance to get what they need when they need it, and often the problem most organisations face do not lie with the employees, but with the resistance from L&D professionals who don’t want to change their approach.
We sometimes lack the vision to imagine the ideal situation — we don’t take the time to look at our existing platforms and programmes and think how can we use those. People’s primary motivation at work is to do their jobs better and faster, and improve their prospects for the future. It’s not just about the learning. If we can integrate the tools that our employees are already using with the solutions we offer, then we can influence what they do when it’s important to them.
Start With The End User And Scale With The Right Technology
If you’re just looking for problems to solve with your existing tools and content then it’s highly unlikely you’re going to affect learning in the flow of work. You have to start with the end user (because that’s where it’s going to end) and then scale with the right technology. The scale comes from working with your employees and understanding real business problems, and then you can look to move the needle with experimentation. You can develop the right content — that is, relevant content — to meet needs, and work in an agile sense to affect data.
By creating a learning organisation that’s focused on guiding and supporting people, you empower your staff to take greater interest and control in their own learning, and that’s how you place learning into the workflow.
To learn more, listen to David and Andy’s podcast here.
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