Updated: Jun 29, 2020
The reality of learning today 1% of a typical workweek - 24 minutes is all that employees have to focus on learning and development - Bersin Delloite
The real challenge today is engagement and how can we help people learn? With so many distractions in the workplace, there is no easy way to capture the interest of learners, let alone keep them engaged or better still, getting them to come back for more. The rules of engagement have changed. Advancements in technology have created a unique set of expectations for modern learners. They prefer to learn in bite-sized chunks, often while on-the-go, in an easy and intuitive way, using a variety of devices and they expect the learning experience to be fun and interactive.
Organizations are questioning the status quo and are continually seeking solutions that are grounded in providing a more timely, relevant, stimulating, and rewarding experience that not only creates stickiness in today’s modern learners but can be weaved within the constraints of their packed working day. If your organization is invested in building a high impact learning environment here are a few game-changers to consider....
Learning in the flow of work meets learners where they are. 70% of employees access answers to on-the-job questions through search engines. The idea is to get them to use your own organization's content that easily. That’s the power of on-demand /in the flow of work performance support.
Micro-Learning. Given the fractured nature of the modern attention span. the use of micro-sized chunks of learning is growing rapidly in popularity thanks to the rampant use of smartphones, and the rise of the multi-tasking Microlearning straddles learning and performance support with learning nuggets that are short enough to still be useful and focused enough to provide an immediate actionable result for the learner. Short bursts of video are becoming the most popular micro-learning format, particularly given that four minutes is the maximum time a millennial learner will spend watching a video.
Gamification: With so much attention-grabbing information at our fingertips, the use of game mechanics and game design techniques – is a great way to immerse and engage learners in a dynamic and rewarding learning experience and help them achieve their learning goals. It can be used to boost course completion rates, increase knowledge retention, explore risks and consequences in a safe environment, change behavior, and ultimately motivate learners.
Virtual & Augmented Reality: The power of VR lies in its ability to immerse learners and recreate a physical presence and sensory experience in the real or imagined world for both hard /soft skills. It particularly allows learners a safe space to fail and master new techniques. AR offers lots of exciting opportunities to augment learning and integrate it into the workflow and for performance support and product knowledge training.
Storytelling: Storytelling is a proven learning technique that dates back to time immemorial. Nothing is stickier than a powerful story. The way our brains are wired makes it easier for us to remember stories than a list of random facts. Inspiring stories resonate with us and are a great way to achieve an emotional connection that can create the needed charge for behavior transformation. People want to learn.
The opportunity for modern L&D is not about getting people to learn; it’s about giving them effective learning solutions that cut through the noise. With the right combination of technologies and techniques, your learners will be more engaged than ever before.