7 digitala trender som ändrar vårt lärande

Posted October 24, 2018 Perbrolin

Hittade en artikel av VD:n på Fuse, Steve Dineen, som är så spännande att jag måste dela den. Den handlar om hur vårt lärande har förändrats och kommer förändras framöver.

7 Digital Trends That Will Change L&D Forever!

1.The Macro Disruption Challenge. This drives a need for change! Excitingly, new leadership teams are being brought in to tackle the challenge. These new leaders are far more open-minded and accepting to the change that needs to happen within the organisation.

2.The YouTube Effect. The likes of video platforms such as YouTube have paved the way for proving that not all video content needs to have Hollywood grade production values to gain considerable traction and impact. Outside of our own commercial business, we build a free global education programme in FuseSchool which now has close to 1,000 videos covering the four core subjects (Mathematics, Chemistry, Biology and Physics) by capturing footage from the best teachers and spending a day or two animating each core concept. With 25 Million views and 150,000 teachers, children and parents subscribing to date, we have proved that visualising a concept from capturing just 10 minutes of an expert's time is a viable medium for distribution quality content to the world. Within Fuse, we see national organisations like Fullers (UK), The Good Guys (Aus) and Pelican (US) all using the same core techniques for digitising their corporate knowledge and creating internal knowledge celebrities in the process. A modern content strategy is at the heart of making these changes and clients such as Ogilvy, Hilti, Rentokil and Vodafone (to name a few) are bottling the greatness of their people in a format that is similar to their consumer lives; and doing so at a fraction of the cost of their counterparts. What these organisations have all learned is that their organisation's internal knowledge is the secret sauce for learner engagement, stickiness of content and the creation of continuous learning habits. Just to put this into perspective - my 5-year-old children watch a channel on YouTube called Ryan's World (when I just need that extra 10 minutes of sleep) of a 6-year child and his parents promoting Walmart toys. His videos became so popular, he now has his own Walmart toy line. He is not a trained professional... 

"Authentic, concise, passionate trusted colleagues sharing their insights is the heart of a successful content strategy."

Libraries and "free from the web" content are great, but the foundation for the best content is built upon capturing the best of your people and delivering it to your organisation in a simple, frictionless and engaging way. 

3.Mobile is the New Battleground. A recent study showed that we use our smartphone 225 minutes a day to gain access to need to know information. Progressive learning organisations have recognised this and are now fighting for a proportion of those 225 minutes. They know that this is the new battleground for learning attention and have made mobile accessibility a mainstream part of their learning technology strategy. Vodafone UK recognised the potential power of mobile learning in 2015 and have since paved a new generation of continuous learners who regularly consume mobile content and perform better because of it. Companies like Vodafone - with the highest learning organisation quotient - all have greater than 50% mobile learning usage.

4.Data is a Game Changer. We live in a world where every learning interaction - click, like, search and comment - can be tracked and stored at an individual level. This rich knowledge of consumption allows an organization to understand learner habits and attribute them to business KPIs. In addition, we can now transform raw data into user-friendly, live, visual dashboards to instantly keep us informed on what is and isn't working. For example, we know that line management is often a huge-influencer on the culture of continuous learning and being able to prove this with data helps shift mindsets of current colleagues and ensure we recruit for open mindsets.

5.New World, New Skillsets. Just as we need to help develop the new skill sets for our disrupted organizations, we, as importantly, need to develop the skillsets of our own people (L&D and comms). We cannot rely on the same skillsets that helped us build courses and animated powerpoint slides to take us the new world of continuous learning. We can, however, develop our people with new skills and recruit new talent with digital experience to help accelerate our development.

6.CEO Involvement. I find it incredibly interesting that I have been involved within this amazing industry for more than 20 years but only in the last few years that I have been asked to meet CEOs of our customers so frequently. CEOs are genuinely interested in what's now possible and how they can become the greatest advocate of the new era. Every CEO wants consistency in the delivery of top-down messages, the ability to allow internal knowledge to be easily circulated and for employee engagement to grow without the need for a huge cash injection and excitingly many are starting to see learning as a competitive advantage for recruitment, retention and the ability to learn faster and outperform their competition. Hilti recently calculated that their evolved way of on-boarding reduced the payback from cohorts of salespeople from 12 months to 3 (within their 30,000 person global company). We often see the CEO and senior leadership team becoming the most engaged individuals on the platform which has a natural uptick in user engagement - this is explained brilliantly by Lyn Warren from her time at Carpetright.

7.Technology is Paramount. Tech alone cannot solve the challenge; however, without it, you are not likely to get very far. Learning technology should allow for a holistic experience across five key areas - Search, Discover, Structure, Events and Social. There may be a wealth of technical capabilities that drive these five areas to be intuitive and straightforward, but the end user experience has to allow your people to:

Prefer to search on your learning platform than ask the person next to them

Discover bite-sized content when they have a spare moment at the same regularity as consumer social networks

Browse easily and find what they want to get back to

Understand what mandatory learning is required and how to continue effortlessly

Engage in conversations and social interactions in a manner that they are accustomed to

"If the distance between your Learning Technology and your colleague's consumer life is too distant then their learning habit will never form and the competitive opportunity for L&D to be raised to CEO level importance will be lost with it. Learning Technology is not the answer to the industry's engagement and business value challenge but it is an enabler, and without that enabler, the chances for success become a mission impossible (although they are on to their 5th movie)."


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