Help your team to realise that learning in the flow of work is where L&D is going and that it’s about the work and not about learning in the way that L&D have traditionally delivered it.
Technology has been commonplace in L&D for decades but in an age in which digital is transforming organisations – and even industries – L&D is falling behind in both its approach to – and adoption – of modern tools.
What is being neglected in this question is what really works: How do people actually develop the requisite ‘soft’ skills they need to be successful in their work and careers?
This report, produced by Fosway, outlines Sky’s approach to L&D and makes it accessible, to both experiment and achieve comparable success.
f we scaffold and support actual working, we recognise how people truly learn and grow at work rather than continue the belief that people learn best in classrooms
This is how to make digital work for L&D to equip retail workers with all they need, as they need it, in a way that shapes how they think and act on-the-job.
The point of L&D is to affect performance, from technical and core skills, transitions and change. But somewhere along the line we got stuck running courses.
L&D are often too busy delivering training to dedicate time to developing digital solutions. As a result, they neglect the opportunity for greater impact.
Blended learning no longer means supplementing formal learning with additional materials. The whole thing has been flipped but how should L&D respond?
Despite the headlines, attention spans are not reducing but perhaps tolerance for workplace learning offerings is?