Learning today is focused on developing and delivering learning courses for organizations launching and deploying digital systems, onboarding inexperienced learners, improving talent, development, and performance, keeping skills current and relevant, and seeking to better engage learners. What makes today different is the continuous change and challenges, disruptions, and transformations occurring.
Digital Learning breaks down learning into incremental blocks so small that the arrangement in learning pathways is flexible. Digital learning examines how to best shape the learning paths to address the personas and perspectives of the learners and offers the ability to expand the base of learners and push knowledge to other learning populations.
Traditional learning mediums that fuel institutional knowledge are often the content sources for developing new agile learning. Learning organizations adapt and repurposing existing traditional content as source materials for the development of new learning experiences. Content and institutional knowledge are migrated to a framework of learning objects that may be accessed as needed.
Learning development focuses on providing a framework to rapidly move from concept to a working experience where evaluation and iterative improvements can be made. Unlike traditional development models, costs, and timelines associated with production and publishing are minimized allowing for changes to be made quickly. This development allows for greater stakeholder involvement and feedback, increased innovation, and learning pathways experience creation.
While learners do not see how an experience was developed, agile development processes do impact the learning experience by allowing end-users to incrementally experience elements more easily and these experiences are moved closer to personal devices and individualized requirements. Learning pathways allow multiple entry points, allowing learners to move easily through learning experiences tailored to their perspective, needs, and learning outcomes.
Traditional learning pathways most often serve the development pathways of skills acquisition within a specific domain. Yet, success in the digital economy and in times of transformation are dependent on a mash-up of skills and escaping a ‘competency trap’ Digital learning offers the ability to shape the learning to push of information outside of the domain and to pull new learners into the domain knowledge and understanding. This offers the ability to extend learning outside of the core development path and support novice and bridge learners. Within an organization, bridge learners can be referred to as inboarding a learner, allowing them to explore or transition from another role. Bridge learners are often the most motivated learners because they sought out your knowledge as a possible solution and are sometimes investing their own time to pursue the development.
Your onboarding program follows a new hire from offer through the first weeks. Follow along with their struggles, present your brand, purpose, and insights along the way.
Your training for managers on better-interviewing techniques sat in on an interview and allowed you to make the decisions of what to ask and follow-up.
Are you looking to deploy storified learning experiences to your team and organization? This book and its contents are available for customization so you can onboard and instruct your team using your processes, approach, and branding to developing storified learning experiences.
Digital learning design emphasizes the importance of building working learning experiences that evolve rather than focusing on static published delivery. Recognizing that this is a continuous improvement process prioritizes responsiveness over completeness and provides a means for future growth through adaptability to deliver timely and tangible results.
A micro-learning is a small learning unit with connected learning activities that is focused on conveying knowledge and answers to a specific learning objective. In small digestible chunks, micro-learnings simplify the means of development and provide relevant and up-to-date content.
Micro-learning breaks down the learning into incremental blocks so that the arrangement can be flexible and dynamic. Micro-learning onboards critical knowledge prior to learning and provide a means to keep learning relevant and retained after the learning is complete. Micro-learning provides markers, guide posts, and multiple points of entry into a learning path. Micro-learnings can be used to create interconnecting bridges between knowledge sources.
Onboarding institutional knowledge allows for a seamless shift to micro-learning during times of performance and leads teams through course corrections, much like a compass mid-flight. Interjecting micro-learning into social collaboration allows for individualized corrections so that team members can function better as a whole. Traditional learning paths and organizational structures give way to a more flexible and collaborative way of working that can absorb and respond to learning in real-time.
Beyond the need for certifications and assessment for industry and safety requirements, the role of the LMS becomes an accessible hub for institutional knowledge. While Intranets and enterprise social networks are hubs of raw knowledge where collaboration is sought and found through search and connection, the new role of the LMS provides a means of curation for dynamic learning paths based upon developmental profiles. The LMS can provide multiple entry points to a learning pathway, provide specialized support for novice and bridge learners, as well as provide direct content access for development and renewal learners.
