6 STRATEGIES TO MAKE DIGITAL LEARNING RELEVANT, REWARDING AND IMPACTFUL

One-dimensional learning instances are outdated. Today’s learners need an experience from concept to practice that includes accessible, bite-sized, and customized experiences in varying formats.

Digital learning solutions offers incredible opportunity by integrating across all learning areas and domains and offering a learning journey that’s scalable, accessible, and affordable. It is ideal today when literally everyone at work has an easy access to connected devices in their daily lives and expect a similar, high level of sophistication at work.

The strength in custom digital solutions lies in using simplified technologies and combining innovative strategies to create an enabling learning experience.

But getting a return from digital learning requires more than just a dumping the content on the company’s LMS. Before jumping into any digital learning initiative, consider these 6 ways to maximize its effectiveness.

Remember: Digital learning doesn’t only need budget — it requires brain!

1. Remember, it’s not an Olympics. Somehow, people have the obsession for more. How many people do you think will have time, energy and motivation to read 2000+ eBooks that you uploaded on your platform? Not many, right! Consider your employees’ unique needs and have them set clear goals around challenges they want to address.What specific leadership skills do they need? What’s the organizational focus? Limit content based on needs and actual time available for learning and development. There is no gold medal for uploading content. YouTube will take care of it!
2. It’s time get learner focused. Would your employees benefit from a once-a- month online seminar? Or would a virtual lunch-and- learn program be more effective? HR & Talent leaders must find ways to make learning initiatives a part of the routines through technology that employees already use.
3. C-suite leaders must give a damn. It’s not a news that learning initiatives need the support of upper management to be effective. Digital learning makes a business case. Present it to senior leadership that time spent on training now would lead to new skills that will make employees more efficient and effective in the long run, and then ask senior leaders to publicly support the training program.
4. Leaders are Teachers. Finally, here is the opportunity. Leadership concepts and behaviors should be reinforced in the workplace. Leaders may not necessarily be good teachers. They will need tools and support to effectively share their learning and experiences.
5. Collaboration is the key. Effective learning doesn’t happen in isolation. Classroom learning thrives simply because of human to human interaction and collaboration. Collaborating is possible digitally. Lessons learned from a webinar or in an interactive online seminar must be practiced and refined for managers to truly learn them. Peer partners can motivate learners to try out new behaviors. Introducing leaderboards and portals to share learning can be super effective.
6. Measure what matters. I am sure you’ve heard — what gets measured gets done. Digital learning provided unprecedented opportunity to measure data that can be used to refine and strengthen ongoing digital learning efforts. Metrics, including participation, completion and outcomes, should be built in during the design of the learning initiative.

Contact us today to strategize your digital learning strategy.