Changing our approach to learning is not a particular new topic in L&D. Even before our experience with the global crisis, we were already anticipating some turmoil in the topic of skills development, and what will need to happen to address it. In a McKinsey Global Survey on future workforce needs, almost nine out of ten executives claimed “their organizations either face skill gaps already or expect gaps to develop within the next five years.”
However, this kind of change is new in the sense that there are still many companies that believe their legacy learning programs are the only way to approach professional learning and training.
Well, it goes as a surprise to no one that most modern day businesses did not have the opportunity to keep traditional trainings available to their employees since the outbreak of COVID-19.
The mandatory transformation in learning forced us all to take a hard look at our priorities, our programs, and what exactly is stopping us from transitioning our corporate learning approach to something more digital.
The fear of change was evident in the past few years, but as we look forward into the future, we see that change is not only a possibility in HR and L&D, it is also something that can result in positive outcomes.
Of course, technology in learning is not necessarily meant to replace the classroom or human contact, per se; but it’s more than just giving someone an app or a laptop.
Digital learning can stand alone as a learning method but also complement or supplement other types of more traditional learning.
Because it relies on technology, the digitization of your corporate learning and training is facilitated by technology and the ubiquity of cell phones and laptops tends to give a learner more control over learning path, time, place and pace.