Connie Malamed does a nice job of defending we Learning and Development professionals in her blog post, Retooling Instructional Design: 7 Ways Learning Professionals are Preparing for the Future. There has been a massive wave of change that has often left us subject to criticism that we’ve fallen behind or obsolete. Connie points out that many of us have been working at changing our methods, approaches and tools in order to prepare for new ways of doing what we do.
She provides a list of 7 ways learning professionals have been working to meet the demands of the modern workplace that is evolving quickly.
- Acceptance of Evidence-based Strategies
- Focus on Human-centered Design
- Adopting UX Techniques
- Use of Agile Models
- Creating Learning Journeys
- Applying Learning Analytics
- Designing for Newer Technologies
I wholehearted agree with Connie on these 7 trends that are at the core of what learning professionals will be doing now and in the future. I do feel she slightly missed the mark on #6 and #7. And I would add a #8 to the list.
Applying Learning Analytics
While she does indicated we are making more data driven decisions, she only mentions “the value of learning analytics for continuous improvement.” While this is true, it’s not a huge change from what we’ve always done in evaluating the effectiveness programs. Big data is enabling faster, more responsive analysis, but it’s not the game changer when it comes to Learning Analytics.
The real power of Learning Analytics comes in our ability to use data to:
- make predictions of what is needed and what will work,
- we can combine learning data with business data to determine true business value from learning activities, and
- we can use data in real-time to provide truly personalized learning experiences in the flow of work.
These are the game-changing promises of Learning Analytics that will enable us to get in-sync with our business unit colleagues and finally demonstrate our real value to the organization.
Designing for Newer Technologies
Here I feel like Connie over simplified by limiting her discussion to the impact that virtual reality (VR), augmented reality (AR), and conversational interfaces (I’m guessing she is referring to Chatbots and other tools that take advantage of voice recognition and Natural Language Analysis) are having on.
She is right that learning professionals are leveraging the latest technologies. I’d even argue that this is a trend we’ve been at the forefront of for decades dating back to pre-internet days.
She correctly points out that we have an awareness that “a new tool will not magically solve a performance problem.” Yet we fall for the bright shiny new toy as quickly as others. There are all kinds of new technologies emerging (artificial intelligence, machine learning, xAPI, geo-presence, sensors and other internet of things devices, image recognition, pattern recognition, robotics, and more) and the “old” technologies are still viable (ink on paper remains a great, cost effective delivery mechanism for learning) depending on the solution needed.
Designing for Newer Technologies really points to the necessity to determine which technology:
- resonates with our learners (irregardless of whether it is a “learning” technology or not),
- can deliver the best learning experience for the given need, and
- does so in a cost effective manner.
Be Marketers of Learning
Connie does touch on a bit of this trend when she discusses using personas and conducting learning campaigns. But I believe it should be called out separately. One, because there are numerous learning professionals and organizations who are starting to do this and, two, I believe it is vital to our successful transition into our future state.
We need to be champions of individual and organizational learning. The evangelists of a new learner centered, lifelong culture of learning that is supported by senior leadership and frontline managers. The learning journeys that Connie discusses need to supported with well articulated marketing campaigns.
Like our Marketing colleagues, we need to have an intimate knowledge of who our audience is. Who are the thought leaders? Who are the saboteurs? Who are the influencers? Who are the campaigns of change? What social networks already exist? Can we leverage them to help or will they resist?
Finally, we need to target managers and provide them with the meta-learning tools and the evidence that they are working that will lead to a conversion experience about learning.
PLEASE SHARE YOUR THOUGHTS IN COMMENTS BELOW
What do you think? Is your learning organization changing how you approach creating or delivering learning solutions? If so, please share what you are doing? If not, what is holding you back?