Who’s the drama Llama

Learning trends indicate that traditional L&D functions are moving into business. A novel scenario for businesses, with the common denominator that we all have to find new ways in keeping up with a changed environment.

This was by necessity, not through strategic intent. However, hindsight is 20/20 and it all worked out. Inevitably, this meant that the meticulously followed ADDIE process lost relevance very quickly. It required the urgent pivot or optimisation of business necessary as competitors with the foresight to use disruption as a competitive advantage won the higher ground. This was further compound by the panic transformations-to-digital brought to you by a global pandemic.

The modern world of digitally connected everything-and-everyone has brought incredible gains. We can now connect the best skills, people, and teams from across the globe to ensure a superior product or service reaches our clients on time, within budget, and at the specified level of quality. Yet again the flip side of every coin holds true and leaves us with more questions than answers. What does this collaboration do to normalising a knowledge base? How is IP documented and shared? How is culture affected? How engaged are these teams? How do we learn in this new world?

What we know

People consume information differently. The modern world demands are furious, and the only finite is time. Learning trends have adopted to this environment by the careful selection and application of microlearning, mobile learning, spaced learning, engaging learning solutions, flipped learning, badging and gamification, object interactions and delivery technologies such as Augmented, Virtual and Mixed Reality.

Workforces are becoming more engaged in the face of the digital “threat”. The topic of relevance in the new world is now well documented and the message has spread. Your people need targeted content that tickles interest to breed a culture of curiosity and learning. Enter adaptive learning technologies and solutions.

The gig economy has provided a landscape for the return of the specialist, to provide targeted skills for a wide range of companies (clients). This empowers the one-man-business to become commercially viable without the necessity for entrepreneurial aspirations and/or business savvy.

Great, so what now…

Our status-quo bias often drives our behavior to do things the way we always have. Gaining knowledge of the latest trends only teaches us the outcome of an already evolved environment. This can be very useful if you’re trying to not get it wrong. But to effectively lead and drive your people transformation strategy you need a systems-approach to your thinking. The L&D leader needs to understand the business and by considering the strategic direction in terms of Systems and Process will give clear indication on the impact on People. This tells you what to do.

A useful parallel is by leveraging the ADDIE model to an organisational view.

Imagine for a moment the ADDIE model, leveraged to an organisational view:

• Substitute A (old Assessment) to Advisory. By scrutinising the underlying business problem dictates the direction of travel. Make learning decisions based on what’s best for business
• Look at Design differently. Often the business has much to offer. Look at what you can leverage in terms of content, engagement, and technology to find the optimal mix of learning journey design.
• Develop(ment) of new skills is critical for business to remain relevant. Any development is a win. Stop solving for the penultimate end state and recognise that any form of learning, aligned to business outcomes is a win. Our incessant need to do finite measurement (summative assessments) often hold us back from sparking interest in learning.
• Implement a culture of learning. Learning is not a separate thing anymore. Learning is part of our day. Learning, communications, analytics, and technology systems have been supporting this approach for years. Leverage the right tools to lower the barrier to entry so that your workforce can access knowledge on-demand.
• Evolve – Complacency is the enemy of excellence. If you think you have it cracked, good, now let’s get back to work. Either you drive the agenda, or the agenda will drive you.

Upskill yourself in the art-and-science of business management (the Why). Learn about the future of work and the trends that it brought forth (the How). Finally, marry that with your personal experience to determine, and simply direct What we need to get done.

About the Author

Christo Smit – Executive Lead, VSLS

Christo is a seasoned expert in Visual brand communication and learning solutions. He is the Chief Executive Officer at VSLS and has a strong focus on systems thinking as it applies to Workforce Transformation, Learning Solutions, Brand Communications and Technology enablement. He is responsible for business strategy & planning and building stakeholder value (from customer to shareholder) throughout all VSLS value propositions.