The digital transformation of your L&D in 2019
Digital transformation is characterised by the use of technology to replace traditional workflows. For many organisations, this switch towards digital workflows will result in new value propositions and new ways to organise work. Digital transformation has the opportunity to make businesses more flexible and competitive. But it has its challenges.
Digital transformation of Learning & Development
L&D is profoundly affected by digital transformation due to the rise of digital training solutions. Relying on digital solutions for training makes learning content more accessible to learners. It also opens up new possibilities for users.
Using digital assets for training purposes is only the beginning. There is a need for a culture shift to happen for digital L&D programs to achieve their full potential. These five strategies for the digital transformation of Learning & Development can provide you with insights to help your organisation transform its culture as it adopts an ongoing digital training programme.
Think of learning as a journey (that never ends)
You can approach learning and development as an ongoing process with clear goals and objectives. Your digital training programme can be developed and structured in small elements to make information easier to digest. It will also encourage learners to interact with learning content whenever they are available.
Another way to help learners track progress and set new goals is by offering tests, quizzes, and other elements that measure how well they retain information. Try to design a programme that will help learners obtain a new qualification, or structure your programme by adding gamification elements such as scoring points and levels.
Empowerment and feedback
Encourage learners to take ownership and play an active role. You can empower learners by letting them select the content they want to learn and consume. You can also collect feedback from learners, instructors and HR employees to continuously improve the learning experience. In other words, your organisation can adopt a collaborative approach to develop new digital assets, curate content, and structure your learning programme accordingly.
Your company culture cannot foster personal development until it rethinks how it sees failure. Failure can discourage learners and eventually cause them to stop engaging with the L&D programme.
You can emphasize achievements by introducing gamification elements like points and levels. Or, you can encourage learners to be proactive about their weaknesses by letting them choose the learning material they want to engage with. You can also allow letting them retake tests and quizzes so they can improve their scores.
Flexibility is a key component of a successful company culture in the digital age. Adopting a digital approach for L&D means you can create training programmes adapted to the expectations of your employees and the goals of your organisation.
You also need to be always ready to adopt new digital tools and rethink your approach to a process if you are not getting the results you wanted.
You can add social elements to your digital training platform by creating a community where learners can share knowledge and become mentors. You can also combine a digital system with social learning experiences such as educational games. These social learning experiences are great for boosting engagement and for team building.