The digital revolution has fundamentally changed how we interact with the world. Content is consumed in more engaging, customizable, relevant and faster ways than ever before. We now live in a world dominated by rich media and apps, where information is networked, on-the-go and just-in-time. Success has a ‘viral’ quality and learning is built into performance. This marks a definite turning point from how we thought of learning in the past for both learners and organizations.
Today’s learning challenge
The pressure on today’s organization to perform has placed increasing demands on what talent development programs need to be. Training must be engaging, interactive and comprehensive, driving strong participation rates, high satisfaction levels, and outcomes that can be measured in business terms. Of course, when organizations look for a viable solution, numerous questions come to mind about budget, timelines and performance. More than anything, any successful Learning & Development initiative needs to be measured by how quickly learners can translate what they have learned into what they do.
Evaluating the options
With all of these considerations, and in this rapidly changing landscape, are traditional approaches to Learning & Development still relevant?
How we see learning
Part of the reason why traditional approaches fail is because they are still dependent on traditional structures of learning. But what once characterized learning in the past has now fundamentally changed. Within this new paradigm, organizations need to critically evaluate their approach towards Learning & Development to ensure they are ready for today’s complex learning challenges. We believe it’s time to rethink the learning experience!