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Taking on the top 5 L&D challenges

  • 4 Min Read

The Learning and Performance Institute recently published the ‘top 5 challenges for L&D leaders’. The list clearly demonstrates a need for integrated solutions that enable continuous learning and the translation of business objectives into target learning outcomes, as well as practical ways to implement the digital transformation of learning.

Here, we take a look at each of the challenges, consider how technology can help meet them and provide a set of top tips for the modern learning platform:

1. Building a learning and coaching culture

The way we learn is changing. While workplace training used to be something that was ‘done to’ people, now employees increasingly own their own development. In this, millennials are a significant driving force. In support of this trend, and the objective to build the right culture, the learning platform needs to be open and intuitive. It should encourage ongoing learning by addressing all types of learning needs through engaging content and personalised learning journeys.

Top tips:

  • Create engaging and intuitive learning experiences that pique learner curiosity
  • Encourage active learning by enabling employees to test their knowledge, ask questions and apply their learning
  • Ensure feedback and coaching on real-world practice form part of learning journeys.

2. Digital transformation of learning

Many organisations face the challenge of maintaining the day-to-day job of implementing courses while at the same time transforming the way that learning happens. Clearly there is an appetite for more understanding on making this transition, especially given recent global developments that are forcing the workforce to quickly move to online. As well as the practical challenge of implementation, L&D leaders are also charged with demonstrating a return on technology investment and this is should be one of the key takeaways of a close partnership with the technology provider.

Top tips:

  • Approach a digital transformation as a change management programme
  • Ensure the selected platform can be simply integrated alongside existing systems and provides learners with a single log-in for all learning needs
  • Partner with your learning platform provider – they can advise on implementing the change programme and provide help with building courses and communicating the change.

3. Supporting learning in the flow of work

There are a range of training needs and the learning platform should be equipped to run programmes in support of all of them. That means bitesize learning for immediate technical training needs, structured courses for mandatory training, and continuous learning experiences to build ‘soft’ skills.

Top tips:

  • Ensure all training needs are met – learners need to practise ‘soft’ skills and be given feedback
  • Incorporate multimedia content including video – it’s ideal for technical demonstrations
  • Enable interaction and collaboration so that learners learn from each other through discussion groups, video assignments and peer reviews.

4. Learning strategy development

The L&D strategy should be supported by measurable target learning outcomes, clearly linked back to the goals of L&D and the wider business. For this, data is essential. It enables insight into learning progress and outcomes and supports informed decision-making.

Top tips:

  • Draw on help from your learning platform’s customer success manager to set learning goals and create action plans from them
  • Ensure analytics within the platform support a range of measures
  • Adapt learning programmes to optimise outcomes – this requires detailed measurement that goes beyond simple completion levels to show, for example, who accessed what within courses, for how long and to what end result.

5. Driving employee engagement

Learning, and the opportunity to progress in their careers motivates and engages employees. Clear development programmes, and access to courses that spark curiosity, stimulate the desire for understanding. By helping employees reach their learning goals they will feel valued and equipped to contribute to achieving the business’ goals.

Top tips:

  • Engage learners with varied content, video, assignments and the capability to ask questions
  • Keep learners on track with evaluations – video assignments can be auto analysed for rapid feedback to the learner. Audio and written annotations provide other feedback mechanisms
  • Enable live 1-2-1 coaching sessions through the platform.

The modern learning platform provides more than a simple content repository. It enables a fully rounded approach to be taken to development goals, training delivery, employee engagement with learning and the plugging of skills gaps. With the right approach and full utilisation of its features, the learning platform can help L&D leaders take on the top 5 L&D challenges.

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