Learning personalisation is one of the latest trends to emerge in the L&D industry and increasingly it’s promoted alongside the use of AI and machine learning which is “set to transform learning” according to the marketing blurb. But the majority of L&D departments are still some way off embracing these technologies. We are still wrestling with the technology we already have, have no budget or appetite to add even more systems to the mix and are still working on getting the basics right. While AI and machine learning may well disrupt the industry in time, what pragmatic steps can we take now to offer each learner a personalised learning experience? Continue reading “Personalising learning – the good old way”
Love it or loathe it, most of us in L&D will get involved at some time with the design and deployment of compliance training for our organisations. It’s often the first learning that a new starter experiences and the one piece of learning that distracts all employees every year or so when it comes to refresher time. Gradually, over time, more and more stakeholders in the organisation believe that their part of the business must have some of its own compliance training that seemingly everyone in the business needs to do. Eventually, compliance training turns into a mammoth of a beast that consumes extraordinarily large amounts of time and with what results?
“Only 26% think online compliance training is effective” (“The state of compliance training today”, Filtered, 2017)
But it can – and should be – very different. Continue reading “Rethinking compliance training”
Slowly but steadily, mobile learning seems to be a part of our learning landscape. Over the last seven years, I’ve formed a strong opinion that mobile learning will eventually be a game-changer in our industry. If you have a smartphone-equipped audience, then I do urge you to look at how you can add it to your learning delivery channels. Not only can it really transform your delivery of formal learning, increasingly I’m realising how it can also be a critical enabling factor for both social and informal learning.
But I also know that we are still at that point in time when the technology options are numerous and the application of mobile learning can take many different forms. I can quite understand if you’re hesitating to make your first moves in this area. With every wave of new learning technology, it can take a while for things to settle down. So how can we make sense of the current mobile learning muddle? Continue reading “Muddling Through Mobile”
GoodPractice, in association with ComRes, have examined how 500 managers prefer to learn and their thoughts on the learning they receive. The report’s authors have asked for the opinions of its readers, so here are mine.
In the introduction to the report it states that:
“70% of L&D professionals don’t research how their learners currently learn or what they need to do their job.”
Over the last few days, I’ve had a number of conversations where I was asked for my thoughts about the future of the learning management system (LMS). I know many of us have a love-hate relationship with our chosen system. We all know we need to have one, we’re happy with our process for choosing the one we had – and the reasons for choosing it – but we still then have the odd moan or two about it once it’s live and in active use. And then we start talking with others and begin to wonder what we should do when the current contract is up for renewal. We want to make sure that the renewal is future-proof. But what is that future? Here are my thoughts. Continue reading “The Future of the Learning Management System”
As an Associate of the Institute of Consulting – an organisation within the Chartered Management Institute (CMI), who authored this report, “Learning to Lead. The Digital Potential”, I hope the report’s authors will approve me penning some of my own thoughts based on their recent research, particularly as my two L&D passions are digital learning and leadership and management development. And, of course, I recently shared my own thoughts on using digital learning for executive development. Continue reading “Learning to Lead – The Digital Potential – My Commentary”
This is the time of year when we’re often asked to make predictions about learning trends in the forthcoming year. I’m sure that one of the concepts we’re going to hear a lot more about is micro-learning. I’m also sure that the more sceptical in the profession are already raising their eyebrows and muttering “not another buzzword”. And to a degree, I can understand that. Firstly, I think we’ve long strived to make learning as short and as punchy as possible. I certainly began this crusade some seven years ago. So why are we now trying to give it its own label? And secondly, over the last few months, one or two training providers have clearing used their marketing communications to create “noise” about micro-learning that is all about describing their own solution. But is it right that a vendor’s solution defines the approach? Continue reading “Micro-learning Under the Microscope”
When all the chatter first started about the then forthcoming Apple Watch, my mind immediately turned to how wearable devices could be “next big thing” in digital learning. I started to visualise scenarios of engineers, perched high in precarious places, looking to their wrist for helpful instructions about what they should do next. Then one of my technology partners reminded me that you needed to have your iPhone nearby and that it wouldn’t really offer much without that connected device. A valid point. In your average scenario, if having to choose between the tiny watch screen and the larger one on my smartphone, most people would realistically choose the latter. So I stopped thinking about wearables.