How to select the right technology to foster a learning culture

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Over the past 18 months, the culture of learning has naturally been focused on learning and development, organizations have gone through massive upheaval, restructuring and many have embraced remote working. It has become evident that for an organization to successfully adapt to our constantly changing environment, it must have an agile workforce.

Choose your technology

The key to the success of an agile workforce is the continuous development of its people through a strong learning culture. For many, this is a “human” activity, in which a culture of learning can be built on good management and good communication with its staff. The reality is that you need a solid foundation of learning and communication technologies to build a learning culture. Otherwise, it’s just a good thing people say to lure you into an organization. So how do you select the right technology?

1. One size does not fit all

It’s very easy to get convinced to use a technology that is considered a case study in a conference or webinar and think that it will work exactly the same for you. No two organizations are alike, so it’s important to research a variety of technologies before agreeing to a license to make sure you really choose the one that’s right for you.

Communication is the foundation of the learning culture

2. Isolated technology may not be the answer

While there are a plethora of platforms with a wide range of features, you might not find everything you need in one tech. And that’s perfectly fine. In recent years, there has been an increase in ecosystems of technologies that work together to provide everything you need. The key is careful mapping and signage so learners know how to access all content and communication, and work with IT to produce a seamless login and navigation experience.

3. Don’t just focus on the content

Communication is the foundation of the learning culture and therefore communication technologies are needed alongside the content to help disseminate and engage in the vision of the learning culture you have. Without it, you only have a content repository, which may be full of important and engaging content, but without communication it is just a library with no knowledge of opening hours and members.

4. Delegate power

It may be uncomfortable for some, but a learning culture cannot come from one person / team / department. It must be integrated throughout the organization to be successful. Technologies have evolved to encourage this, with platforms giving managers access to updates on their staff’s learning progress, admin rights to register their teams for content, and even admin rights. to approve any content submitted by their team. By making learning the responsibility and activity of all staff within an organization, you are integrating a culture that becomes part of everyday life and not just a discussion of staff development within the framework. of their annual assessment.

5. Make sure it is working remotely

The eventual end of the pandemic does not guarantee that all staff will return to a 100% working environment in the office, some may remain completely remote or adopt a hybrid working environment, so the selected technologies must be fully accessible to remotely and on a range of devices.

This shift in technological culture allows staff and teams to access development whenever they need it, which in turn produces a more agile workforce. Organizations that use a more flexible just-in-time approach will be more responsive to the needs of the organization in light of any changes in their industry environment.

Don’t be afraid of difficult data or conversations, they can actually be the catalyst you need to implement a technology-enhanced learning culture.

Learning should not be seen as an event, a quota to be met each year to meet the criteria for their personal development allowance, but rather as part of their daily work environment. Because of the use of this technology to facilitate the dissemination of the learning culture, it is essential that you also think about how the content and communications are disseminated in terms of size and structure.

6. Think about the size of a bite

To truly benefit from an agile learning culture, the content and communications you provide should be available in small, manageable chunks. Think of your training and development technologies as an internal Google for the enterprise, easy to access, search, select, digest, and apply.

Agile workforce cannot thrive if they attend full-day or half-day workshops / webinars, or if they attempt to take online courses longer than 3 hours. Instead, leverage available technologies to run a diagnostic or self-assessment tool to identify what staff actually need to learn. Not what you want them to learn for the sake of ease or vanity. Staff can become easily demotivated if they are forced to “learn” what they already know.

Think of your training and development technologies as an internal Google for the business, easy to access, search, select, digest and apply

7. Metrics are your friends

Finally, make sure that the technologies selected help you identify the ROI of learning. Happy leaves and completed lessons are simply measures of vanity. At the heart of any successful learning culture is understanding and measuring the direct impact of learning on organizational success. Many learning and development professionals who have never collected such data before may be afraid of the question “what if it’s bad?” If so, you have a benchmark to work from and above.

Organizations that hide this data or do not process it when it is analyzed are not doing much, if at all. So don’t shy away from difficult data or conversations, they can actually be the catalyst you need to implement a technology-enhanced learning culture.

Interested in this topic? Read How to Use Collaborative Technology to Drive Development in the Hybrid World.


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